Query: Literature Review: Definition, Concept, and Classification of Employees
This review synthesizes academic research on the definition, conceptualization, and classification of employees. Drawing from sociology, economics, management, and psychology, it explores key dimensions such as employee definitions, classification frameworks, and the theoretical underpinnings of employee categorization.

1. Definition and Concept of Employees
Key Focus: Investigating the broad definition of employees, their functions, and roles in organizations.

Keywords for Exploration:
Employee definition
Concept of employee
Employee roles and functions
Workforce definition
Labor force
Key Literature and Theoretical Perspectives:
Human Resource Management Foundations: Classic HRM textbooks define employees as individuals engaged by organizations through formal or informal arrangements to perform specific tasks.
Sociological Perspective: Employees are viewed as actors within a social system, contributing to organizational objectives while influenced by external societal norms.
Organizational Behavior: The role of employees includes both functional contributions and relational dynamics within teams.
Insights:
Early foundational studies focus on delineating employee duties and organizational integration, forming the basis for modern definitions emphasizing flexibility and multi-role adaptability.

2. Frameworks for Employee Classification
Key Focus: Understanding how employees are categorized across disciplines.

Keywords for Exploration:
Employee classification
Types of employees
Workforce segmentation
Employee diversity
Key Literature and Theoretical Perspectives:
Traditional Typologies: Early classifications focused on dichotomies such as managers vs. workers or skilled vs. unskilled labor (Taylor, 1911).
Modern Approaches: Incorporate diversity and hybrid roles, recognizing gig workers and remote professionals (Freeman, 2006).
Insights:
Categorization systems evolve with workplace trends, highlighting the need for context-specific classifications.

3. Classification by Nature of Work
Key Focus: Categorizing employees based on their tasks and job functions.

Keywords for Exploration:
Blue-collar vs. white-collar workers
Knowledge workers
Skilled vs. unskilled workers
Key Literature and Theoretical Perspectives:
Blue-Collar and White-Collar Dichotomy: Pioneered by Mills (1951), this remains a cornerstone for work-based classification.
Emergence of Knowledge Workers: Drucker (1999) highlights knowledge workers as vital for innovation and competitive advantage.
Insights:
Work-based classifications emphasize skill utilization and the growing prominence of cognitive and professional roles.

4. Classification by Social Role
Key Focus: Employee segmentation based on social and organizational roles.

Keywords for Exploration:
Employee role theory
Employee social identity
Work-life balance
Key Literature and Theoretical Perspectives:
Role Theory: Katz and Kahn (1978) describe employees as role bearers navigating organizational expectations.
Social Identity Theory: Tajfel (1981) links employee behavior to identity formation within organizational cultures.
Insights:
Understanding employee roles aids in aligning individual aspirations with organizational goals.

5. Classification by Employment Relationship
Key Focus: Distinguishing employees by the nature of their employment contracts.

Keywords for Exploration:
Permanent vs. temporary employees
Full-time vs. part-time employees
Contract employees
Key Literature and Theoretical Perspectives:
Labor Economics: Becker’s (1964) human capital theory differentiates long-term employees from flexible labor markets.
Strategic HRM: Research highlights the implications of employment type on performance and retention.
Insights:
The rise of gig and freelance work necessitates adaptive frameworks for employment classification.

6. Classification by Psychological and Motivational Factors
Key Focus: Exploring psychological dimensions in employee classification.

Keywords for Exploration:
Employee motivation
Intrinsic vs. extrinsic motivation
Employee engagement
Key Literature and Theoretical Perspectives:
Self-Determination Theory (Deci & Ryan, 1985): Focuses on motivation as a determinant of employee engagement.
Workplace Engagement Models: Saks (2006) underscores engagement’s role in driving performance.
Insights:
Psychological factors influence classifications that emphasize employee well-being and productivity.

7. Classification by Work Environment and Culture
Key Focus: Categorizing employees based on organizational culture and environmental factors.

Keywords for Exploration:
Employee environment
Workplace culture
Organizational behavior
Key Literature and Theoretical Perspectives:
Organizational Culture Models: Schein (1992) discusses how culture impacts employee behavior and identity.
Environmental Influences: Studies on workplace diversity and globalization shape employee segmentation frameworks.
Insights:
Cultural and environmental dimensions are critical for global workforce management and diversity inclusion.

Conclusion
This review provides a comprehensive framework for understanding employee definitions, classifications, and their theoretical bases. Advances in organizational behavior, HRM, and psychology offer new lenses to study employees’ roles, highlighting the need for dynamic classification systems that adapt to changing work paradigms.

By employing diverse disciplinary insights, organizations can better align employee management practices with strategic objectives, fostering innovation and resilience in evolving workplace environments.

Subject: business
Intent: Literature Understanding