The study aims to discover the extent to which organizations support the careers of skilled contingent workers (SCWs) by providing them with organizational career management (OCM) practices. Analyzing three Belgian companies from different sectors, we find that SCWs do benefit from OCM practices. Such practices cover three dimensions: formalization, individual focus, and differentiation. Subsequently, we explain the three dimensions, respectively, through three contextual variables: the legal and regulatory framework, companies’ human resource management (HRM) configurations and the value of human capital, and the roles of third-party actors. The association of the variables with such dimensions enables the development of three research propositions. This study paves the way for additional research on SCWs and their careers as well as incorporating this population in HRM strategies, including that of OCM practices.

该研究旨在通过向熟练临时工 (SCW) 提供组织职业管理 (OCM) 实践来发现组织在多大程度上支持他们的职业生涯。通过分析来自不同行业的三家比利时公司，我们发现 SCW 确实从 OCM 实践中受益。这种做法涵盖三个维度：正规化、个人关注和差异化。随后，我们分别通过三个上下文变量来解释这三个维度：法律和监管框架、公司的人力资源管理（HRM）配置和人力资本的价值，以及第三方参与者的角色。变量与这些维度的关联使三个研究命题的发展成为可能。