With the trend of the transformation of non-standard employment relationships, there is an increasing number of individuals embracing multiple jobs in Taiwan. Furthermore, as the labor market becomes more competitive, retaining multi-skilled talents and fostering their identification with the employer is crucial for the organization. As a result, the present study has two purposes. Firstly, it aims to understand the motivations driving engagement in multiple jobholding among multiple jobholders. Secondly, it seeks to examine the negative and positive relationships between multiple jobholding motivation and organizational identification. This study examined the hypotheses using survey data from a convenience sample of 200 participants working two or more jobs simultaneously in Taiwan. The data analysis employed IBM SPSS Statistics 23 and AMOS 26 to develop a scale assessing multiple jobholding, identify its dimensions, and verify the results of the hypotheses. The results demonstrated that there are both negative and positive dimensions of multiple jobholding motivation, which are future precariousness and personal development. Additionally, there is no relationship between the motivation of future precariousness and organizational identification. Instead, the motivation of personal development exhibited a positive relationship with organizational identification. The findings of this study can help multiple jobholders recognize the employability that multiple jobholding offers and how it could assist in their future career development. Additionally, organizations employing them can gain a better understanding of how to enhance their employees’ identification with the organization by knowing their motivation for holding multiple jobs.

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