The prevalence of independent contractors in the US workforce is growing. This research examines the social environment and career outcomes of labor and employment arbitrators, a unique profession of high-skilled and high-status independent contractors who play a significant role in facilitating organizational justice. Previous research has focused on the employment relationships that independent contractors have with hiring organizations and the characteristics of individuals who become independent contractors; however, little attention has been given to how relational factors influence the career outcomes of high-skilled independent contractors or how such influences differ by gender. Building upon theories of social networks and unequal network returns (UNR), our study investigates the informal social relationships among arbitrators, the association between interpersonal relationship patterns and arbitrators’ career success, and how these associations vary based on gender.
A social network survey is used to collect the social networks, attitudes and fee information of 407 labor and employment arbitrators working in North America. A multi-level regression analysis was used to examine the proposed relationships among social networks, gender and career outcomes of the arbitrators.
We discovered that occupying a central position within advice networks is positively associated with occupational satisfaction. On the other hand, having strong ties is associated with achieving high employment arbitration fees. Notably, we found that the advantages of strong ties for arbitration fees are comparatively weak for female arbitrators relative to their male counterparts.
This research examines the relationship between social networks and career outcomes for independent contractors in the unique context of arbitrators. It further highlights inequalities experienced by female arbitrators in a male-dominated profession where their social networks offer fewer rewards relative to their male counterparts.
