contingent

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Contingent

Fortuitous; dependent upon the possible occurrence of a future event, the existence of which is not assured.

The word contingent denotes that there is no present interest or right but only a conditional one which will become effective upon the happening of the designated condition. A contingent remainder is the right to possess property after the death of a person who holds a life estate in the land provided a specified condition is fulfilled. An owner of land who grants a life estate to a son, with a remainder to a daughter if she marries, has created a contingent remainder, the contingency being the daughter's marriage.

contingent

adj. possible, but not certain. (See: contingent beneficiary, contingent interest, contingent fee)

contingent

adjective attributed to, coincidental, conditioned, consequential, dependent, dependent on, deeendent on circumstances, depending, due to, in a state of uncertainty, incident to, possible, provisional, resulting from, subject to, subject to terms, subsidiary
Associated concepts: contingent basis, contingent claim, contingent contract, contingent debt, contingent demand, contingent estate, contingent event, contingent exxectancy, contingent fee, contingent fund, contingent gift, contingent interest, contingent legacy, contingent liability, contingent life estate, contingent obligation, contingent reeainder, contingent right, contingent use, contingent will
See also: circumstantial, conditional, contingency, correlative, dependent, dubious, executory, extrinsic, incident, provisional, questionable, quota, reciprocal, related, restrictive, subject, tentative, uncertain

CONTINGENT. What may or may not happen;. what depends upon a doubtful event; as, a contingent debt, which is a debt depending upon some uncertain event. 9 Ves. It. 110; Co. Bankr. Laws, 245; 7 Ves. It. 301; 1 Ves. & Bea. 176; 8 Ves. R. 334; 1 Rose, R. 523; 3 T. R. 539; 4 T. R. 570. A contingent legacy is one which is not vested. Will. on Executors, h.t. See Contingent Remainder; Contingent Use.

References in periodicals archive ?
In the non-job characteristics JDS categories, the contingents had a significantly higher score on the Critical Psychological State Knowledge of Results.
In the Individual Growth Need Strength category of the JDS, the contingents had higher scores in Combined Growth Need Strength, suggesting that the contingents are likely to respond more favorably to jobs that rank high on job core dimensions than the core workers.
Furthermore, even though other differences in job characteristics, experienced psychological states, affective outcomes, and context satisfactions between contingent and core workers were not significant, the contingents tended to score higher than the core workers.
While contingents are often paid less than core workers, in some types of professional and technical occupations contingents may receive the same or even higher compensation than core workers (Kirkpatrick, 1988; Pearce, 1993).
The study indicates that this company assigned contingents to work that had the same or similar job characteristics as the core workers.
The results of this study suggest that, contrary to some misgivings about the motivation of contingents (because of their lack of job security and more tenuous employment relationship), they may well have the growth needs to respond positively to, and be motivated by, jobs that provide task identity and feedback.
In contrast, permanent or "core" workers typically have full-time jobs and enjoy privileges not available to contingent workers.
Unlike core workers, contingent workers are considered as having a tenuous relationship with an employer, as lacking a long-term attachment, and are not paid benefits such as vacations, health insurance, and pensions (Belous, 1989; Gomez-Mejia, Balkin, and Cardy, 1995).
Despite the importance of contingent workers to the U.
Even less is known about the motivation of contingent workers.
Oldham, including the Job Diagnostic Survey (JDS), to measure contingent and core workers' perceptions of job attributes and to assess the influence these attributes have on worker internal motivation and performance (Hackman & Oldham, 1980).
Richard Delaney of the AFL-CIO testified that a rapidly growing contingent work force "promises to fuel a continuing spiral of economic decline.