Beschäftigungsstabilität – Jobsicherheit trotz zunehmender Flexibilisierung?
Der Zuwachs flexibler Beschäftigungsformen in den letzten Jahrzehnten hat u.a. die Frage nach der Stabilität von Beschäftigungsverhältnissen aufgeworfen. Die durchschnittliche Dauer der Betriebszugehörigkeit, Daten zur Arbeitskräfte-Fluktuation sowie das Ausmaß befristeter Beschäftigung werden für die Bewertung von Beschäftigungsstabilität herangezogen. Empirische Studien konnten bisher eine Abnahme der Beschäftigungsstabilität im Zeitverlauf nicht bestätigen - allenfalls punktuell und bei bestimmten Qualifikationsstufen.
Diese Infoplattform enthält Literaturhinweise und Volltexte zur theoretischen Einbettung und empirischen Analyse der Stabilität von Beschäftigung.
Zurück zur Übersicht-
Literaturhinweis
Does longer job tenure help or hinder job performance? (2013)
Ng, Thomas W. H.; Feldmann, Daniel C.;Zitatform
Ng, Thomas W. H. & Daniel C. Feldmann (2013): Does longer job tenure help or hinder job performance? In: Journal of vocational behavior, Jg. 83, H. 3, S. 305-314. DOI:10.1016/j.jvb.2013.06.012
Abstract
"There are two competing theoretical perspectives on how job tenure might affect job performance. Human capital theory suggests that as knowledge and skill increase with greater tenure, job performance will improve as well. In contrast, the literature on job design suggests that as job tenure increases, employees are likely to become more bored and less motivated at work. Consequently, the gains from human capital acquisition might be offset by losses of motivation. To examine these competing perspectives, we conducted meta-analyses on the relationships of job tenure with four types of job performance: core task performance, citizenship behavior, creativity and innovative behavior, and counterproductive work behavior. The results support the second perspective, as both the linear and curvilinear relationships of job tenure with the four types of job performance are weak. Further, the results do not change in strength across type of research design, job industry, age, or gender." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Adjustments of wage-tenure profiles with respect to entry age (2013)
Zitatform
Pfeifer, Christian (2013): Adjustments of wage-tenure profiles with respect to entry age. In: Journal of business economics, Jg. 83, H. 2, S. 171-191. DOI:10.1007/s11573-012-0651-3
Abstract
This paper adds a new empirical finding of the impact of workers' entry age on wage-tenure profiles to the literature, which might be explained by human capital and deferred compensation models. I analyze two different data sets stemming from personnel records of a large German company and from German linked employer-employee data. The analyzed company employs a quite large share of older workers but does not hire many older workers. Estimated earnings functions indicate that wage-tenure profiles are adjusted with respect to entry age: workers with older entry age earn higher entry wages and have lower wage growths than younger workers. The linked employer-employee data confirm the findings from personnel records as most firms pay higher entry wages and flatter wage-tenure profiles to older new entrants. The personnel data set and the linked employeremployee data set have their advantages and disadvantages so that an analysis of both enhances the credibility of the main results.
-
Literaturhinweis
Unemployment risk and wage differentials (2013)
Zitatform
Pinheiro, Roberto & Ludo Visschers (2013): Unemployment risk and wage differentials. (CESifo working paper 4534), München, 53 S.
Abstract
"Workers in less secure jobs are often paid less than identical-looking workers in more secure jobs. We show that this lack of compensating differentials for unemployment risk can arise in equilibrium when all workers are identical and firms differ only in job security (i.e. the probability that the worker is not sent into unemployment). In a setting where workers search for new positions both on and off the job, the worker's marginal willingness to pay for job security is endogenous: it depends on the behavior of all firms in the labor market and increases with the rent the employing firm leaves to the worker. We solve for the labor market equilibrium, finding that wages increase with job security for at least all firms in the risky tail of the distribution of firm-level unemployment risk. Meanwhile, unemployment becomes persistent for low-wage and unemployed workers, a seeming pattern of 'unemployment scarring' created entirely by firm heterogeneity. Higher in the wage distribution, workers can take wage cuts to move to more stable employment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Worker identity, employment fluctuations and stabilization policy (2013)
Zitatform
Snower, Dennis J. & Wolfgang Lechthaler (2013): Worker identity, employment fluctuations and stabilization policy. (IZA discussion paper 7413), Bonn, 44 S.
Abstract
"This paper provides a model of 'social hysteresis' whereby long, deep recessions demotivate workers and thereby lead them to change their work ethic. In switching from a pro-work to an anti-work identity, their incentives to seek and retain work fall and consequently their employment chances fall. In this way, temporary recessions may come to have permanent effects on aggregate employment. We also show that these permanent effects, along with the underlying identity switches, can be avoided through stabilization policy. The size of the government expenditure multiplier can be shown to depend on the composition of identities in the workforce." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: CESifo working paper , 4271 -
Literaturhinweis
Unemployment and subsequent employment stability: does labour market policy matter? (2013)
Zitatform
Wulfgramm, Melike & Lukas Fervers (2013): Unemployment and subsequent employment stability. Does labour market policy matter? (IZA discussion paper 7193), Bonn, 23 S.
Abstract
"This paper analyses the effect of unemployment insurance generosity and active labour market policy on reemployment stability in Europe. Using EU-SILC and OECD data, we conduct discrete time survival analyses with shared frailty specification to identify policy effects at the micro and macro level. Empirical evidence suggests that unemployment benefit receipt is associated with longer reemployment duration at the individual level. Furthermore, countries with more generous unemployment insurance and higher ALMP spending show a more sustainable reintegration record of previously unemployed workers. These results point to a policy trade-off between the well-confirmed disincentive and locking-in effect of unemployment benefits and ALMP programmes on the one hand, and their positive effect on reemployment stability on the other hand." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Foreign-owned plants and job security (2012)
Zitatform
Andrews, Martyn, Lutz Bellmann, Thorsten Schank & Richard Upward (2012): Foreign-owned plants and job security. In: Review of world economics, Jg. 148, H. 1, S. 89-117., 2011-08-18. DOI:10.1007/s10290-011-0110-1
Abstract
"We investigate the hypothesis that workers in foreign-owned plants face greater job insecurity than those in domestic-owned plants. Using linked employer-employee data from Germany, we examine whether foreign-owned plants are more likely to close down, and whether workers in foreign-owned plants face higher separation rates. Our results show that, in Germany, foreign-owned plants per se are not associated with greater job insecurity, either through plant exit or worker separation. However, small, non-exporting and privately owned foreign-owned plants do face a higher risk of closure than equivalent domestic plants." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Reducing inequality and insecurity: rethinking labor and employment policy for the 21st century (2012)
Appelbaum, Eileen;Zitatform
Appelbaum, Eileen (2012): Reducing inequality and insecurity. Rethinking labor and employment policy for the 21st century. In: Work and occupations, Jg. 39, H. 4, S. 311-320. DOI:10.1177/0730888412444883
Abstract
"In 'Good Jobs, Bad Jobs', Arne Kalleberg examines the institutional changes in the United States that led to a polarization of income and job quality, a rising share of poor quality jobs, and the increasing precariousness of work across the educational spectrum. He proposes reversing these developments through a new social contract that builds on the design principles that underlie flexicurity policies in the Netherlands and Denmark -- flexicurity with an American face. This article discusses the roots and promise of flexicurity to address the problems Kalleberg has identified. It also examines the limits to flexicurity and proposes additional policies to fulfill this promise." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Perceived post-restructuring job insecurity: the impact of employees' trust in one's employer and perceived employability (2012)
Arnold, Alexandra; Staffelbach, Bruno;Zitatform
Arnold, Alexandra & Bruno Staffelbach (2012): Perceived post-restructuring job insecurity. The impact of employees' trust in one's employer and perceived employability. In: Zeitschrift für Personalforschung, Jg. 26, H. 4, S. 307-330. DOI:10.1688/1862-0000_ZfP_2012_04_Arnold
Abstract
"Diese Studie untersucht, ob mithilfe von Vertrauen in den Arbeitgeber und wahrgenommener Arbeitsmarktfähigkeit der arbeitnehmerseitigen Verunsicherung nach Restrukturierungen entgegengewirkt werden kann. Dabei wird sowohl die quantitative Arbeitsplatzunsicherheit (Unsicherheit bezüglich des Fortbestandes des Arbeitsplatzes) als auch die qualitative Arbeitsplatzunsicherheit (Unsicherheit bezüglich des Fortbestandes wichtiger Arbeitsplatzkomponenten) betrachtet. Basierend auf der Stresstheorie von Lazarus wird vorausgesagt, dass das Vertrauen in den Arbeitgeber, die wahrgenommene Arbeitsmarktfähigkeit und deren Zusammenspiel die wahrgenommene quantitative und qualitative Unsicherheit nach einer Restrukturierung beeinflussen. Die Daten von 377 Arbeitnehmenden in der Schweiz bestätigen mehrheitlich die Hypothesen. Generell zeigen Arbeitnehmende mit hohem Vertrauen in ihren Arbeitgeber und hoher wahrgenommener Arbeitsmarktfähigkeit geringere quantitative und qualitative Unsicherheit nach einer Restrukturierung. Zudem deuten die Ergebnisse auf eine potentiell wichtige Rolle für multiplikative Effekte von Vertrauen in den Arbeitgeber und der wahrgenommenen Beschäftigungsfähigkeit für die qualitative Arbeitsplatzunsicherheit hin. Implikationen für die Forschung und Praxis werden diskutiert." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Unsicherheit des Arbeitsplatzes mindert Arbeitszufriedenheit besonders in Deutschland: Vergleichende Analysen zur Wahrnehmung und Bewertung der Arbeitsbedingungen in Europa (2012)
Balz, Anne; Krell, Kristina;Zitatform
Balz, Anne & Kristina Krell (2012): Unsicherheit des Arbeitsplatzes mindert Arbeitszufriedenheit besonders in Deutschland. Vergleichende Analysen zur Wahrnehmung und Bewertung der Arbeitsbedingungen in Europa. In: Informationsdienst Soziale Indikatoren H. 48, S. 11-15.
Abstract
"Die Arbeitsbedingungen und Qualität von Arbeitsplätzen sind immer wieder Gegenstand öffentlicher Diskussionen. Auf der einen Seite sind durch äußere Zwänge wie technischer Fortschritt und die Globalisierung induzierte Veränderungen der Arbeitswelt unvermeidbar, auf der anderen Seite stellt sich die Frage, was den Erwerbstätigen zugemutet werden kann. Besonders von Gewerkschaftsseite wird der Fokus immer wieder auf die Belastungen gerichtet, denen Erwerbstätige heute ausgesetzt sind. Zunehmende Befristungsquoten und daraus entstehende Jobunsicherheit, flexiblere Arbeitszeiten und eine mit dem technischen Wandel einhergehende permanente Erreichbarkeit sowie die verlängerte Lebensarbeitszeit durch Erhöhung des Rentenalters sind nur einige Beispiele für veränderte Belastungen, denen Erwerbstätige heute ausgesetzt sind. Da die Erwerbstätigkeit einen zentralen Aspekt des Lebens darstellt, nicht zuletzt weil die Menschen einen Großteil des Tages damit verbringen und Arbeit neben ökonomischen Ressourcen auch Status und Sinn vermittelt, sind die Arbeitsbedingungen für die Lebensqualität und das Wohlbefinden der Erwerbstätigen insgesamt von erheblicher Bedeutung. In welchem Umfang die Erwerbstätigen in Deutschland und den übrigen Ländern der EU tatsächlich von belastenden Arbeitsbedingungen betroffen sind und wie sie ihre Arbeitsplatzsituation subjektiv wahrnehmen und bewerten, wird im vorliegenden Beitrag näher untersucht." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Berichterstattung zur sozioökonomischen Entwicklung in Deutschland: Teilhabe im Umbruch. Zweiter Bericht (2012)
Bartelheimer, Peter; Hacket, Anne; Ebert, Andreas; Fuchs, Tanja; Fromm, Sabine; Trischler, Falko; Alda, Holger; Land, Rainer; Baykara-Krumme, Helen; Lehweß-Litzmann, Rene; Busch, Ulrich; Mautz, Rüdiger; Drosdowski, Thomas; Mayer-Ahuja, Nicole; Kädtler, Jürgen; Neu, Marc; Becker, Irene; Schmid, Nadine; Wolter, Marc Ingo; Schmidt, Tanja; D'Alessio, Nestor; Schönwälder, Karen; Baethge-Kinsky, Volker; Sojka, Ewa;Zitatform
Hacket, Anne, Andreas Ebert, Tanja Fuchs, Falko Trischler, Holger Alda, Rainer Land, Helen Baykara-Krumme, Rene Lehweß-Litzmann, Ulrich Busch, Rüdiger Mautz, Thomas Drosdowski, Nicole Mayer-Ahuja, Marc Neu, Irene Becker, Nadine Schmid, Marc Ingo Wolter, Tanja Schmidt, Nestor D'Alessio, Karen Schönwälder, Volker Baethge-Kinsky & Ewa Sojka (2012): Berichterstattung zur sozioökonomischen Entwicklung in Deutschland. Teilhabe im Umbruch. Zweiter Bericht. Wiesbaden: VS, Verl. für Sozialwissenschaften, 789 S.
Abstract
"Gesellschaftliche Entwicklung kennt zwei 'Gangarten': sozialen Wandel im Rahmen eines sozioökonomischen Entwicklungsmodells und Umbruchsphasen, in denen sich Wirtschafts- und Lebensweise grundlegend ändern. Die deutsche Gesellschaft durchläuft derzeit eine solche Umbruchsphase. Unsichere Erwerbsbeteiligung, zunehmende Vielfalt der Geschlechterarrangements im Haushalt, zunehmende soziale Selektivität des vorsorgeorientierten deutschen Sozial(versicherungs)staats und zunehmende Bildungsungleichheit stellen den für das 'deutsche Modell' der Nachkriegsjahrzehnte typischen Teilhabemodus in Frage. Soziale Ungleichheit und Vielfalt, Stabilität und Turbulenz in den Lebensverläufen nehmen gleichermaßen zu. Der sozioökonomische Berichtsansatz nutzt gesamtwirtschaftliche Indikatoren und Individualdaten für Unternehmen, Betriebe, Regionen, Haushalte und Personen, um diesen Umbruch zu beobachten und besser zu verstehen." (Textauszug, IAB-Doku)
-
Literaturhinweis
Skilled labor supply, IT-based technical change and job instability (2012)
Behaghel, Luc; Moschion, Julie;Zitatform
Behaghel, Luc & Julie Moschion (2012): Skilled labor supply, IT-based technical change and job instability. (IZA discussion paper 6839), Bonn, 46 S.
Abstract
"We provide empirical evidence on the impact of IT diffusion on the stability of employment relationships. We document the evolution of different components of job instability over a panel of 348 local labor markets in France, from the mid-1970s to the early 2000s. Although workers in more educated local labor markets adopt IT faster, they do not experience any increase in job instability. More specifically, we find no evidence that the diffusion of IT increases job-to-job transitions, and we find that it tends to reduce transitions to non-employment among high-school dropouts. Overall, the evidence goes against the view that the diffusion of IT has spurred job instability. Combining local labor market variations with firm data, we argue that these findings can be explained by French firms' strong reliance on training and internal promotion strategies in order to meet the new skills requirement associated with IT diffusion." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Further training and company-level pacts for employment in Germany (2012)
Zitatform
Bellmann, Lutz & Hans-Dieter Gerner (2012): Further training and company-level pacts for employment in Germany. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 232, H. 2, S. 98-115., 2011-01-31. DOI:10.1515/jbnst-2012-0202
Abstract
"This paper aims at investigating whether or not and to what extent company-level pacts for employment and competitiveness (CLPs) have an Impact on the accumulation of human capital. The effect of CLPs on further training is analyzed utilizing the IAB Establishment Panel data of the years 2003 to 2007. CLPs are agreements between firms' management and their respective workforce that are characterized by reduced wages or prolonged working hours in exchange for employment guarantees or investment programs, such as further training. CLPs not only explicitly contain clauses concerning further training, but also increase employment stability and may increase the firms' incentives for human capital investments, due to the employees' wage concessions. In order to test this hypothesis we apply parametric as well as semi-parametric cross-section time-series regression models. However, our findings suggest that CLPs do not exert positive causal effects on human capital formation as measured by further training incidence and intensity variables." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The political economy of work security and flexibility: Italy in comparative perspective (2012)
Zitatform
Berton, Fabio, Matteo Richiardi & Stefano Sacchi (2012): The political economy of work security and flexibility. Italy in comparative perspective. Bristol: Policy Press, 190 S.
Abstract
"The economic crisis has revealed the dark side of deregulation in the labour market: rising unemployment, limited access to social security and, due to low wages, no savings to count upon in bad times. This book casts light on the empirical relationship between labour market deregulation through non-standard contracts and the three main dimensions of worker security: employment, income and social security. Focusing on individual work histories, it looks at how labour market dynamics interact with the social protection system in bringing about inequality and insecurity. In this context Italy is put forward as the epitome of flexibility through non-standard work and compared with three similar countries: Germany, Spain and Japan. Results show that when flexibility is carried out as a mere cost-reduction device and social security only relies on insurance principles, deregulation leads to insecurity. 'The political economy of work security and flexibility' is essential reading for academics, students, practitioners and policy makers interested in the outcomes of labour market developments in advanced economies over the past twenty years." (author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Union membership and perceived job insecurity: thirty years of evidence from the American General Social Survey (2012)
Zitatform
Brochu, Pierre & Louis-Philippe Morin (2012): Union membership and perceived job insecurity. Thirty years of evidence from the American General Social Survey. In: ILR review, Jg. 65, H. 2, S. 263-285. DOI:10.1177/001979391206500204
Abstract
"Using the American General Social Survey covering the period 1978-2008, the authors investigate the link between union membership and perceived job insecurity. They find that overall, union members are 3.5 percentage points more likely than non-union members to feel insecure about their current jobs as well as future job prospects, especially during recessionary periods. This result is twice that in the manufacturing sector. By contrast, there is virtually no union effect on job insecurity in transportation, communication, and other services sectors. The use of instrumental-variables estimation methods and attitudinal proxy variables indicates that the positive correlation between union membership and perceived job insecurity is not due to self-selection, nor it is related to the decline of unionism in the United States." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Volltext-Zugang über den Verlag bzw. Anbieter (möglicherweise kostenpflichtig) -
Literaturhinweis
Handbuch Arbeitsmarkt 2013: Analysen, Daten, Fakten (2012)
Zitatform
Brücker, Herbert, Sabine Klinger, Joachim Möller & Ulrich Walwei (Hrsg.) (2012): Handbuch Arbeitsmarkt 2013. Analysen, Daten, Fakten. (IAB-Bibliothek 334), Bielefeld: Bertelsmann, 307 S., CD-ROM. DOI:10.3278/300776w
Abstract
"Bislang trotzt der deutsche Arbeitsmarkt dem wirtschaftlichen Einbruch im Gefolge der globalen Finanzkrise ebenso wie den ökonomischen Verwerfungen durch die Eurokrise. Im Unterschied zu anderen europäischen Ländern sinkt hierzulande die Arbeitslosigkeit im Trend und die Beschäftigung wächst. Was sind die Ursachen? Welche Rolle spielten die Arbeitsmarktreformen und das Krisenmanagement nach dem Lehman-Crash? Inwieweit ist der Job-Boom einer Expansion atypischer Beschäftigungsverhältnisse geschuldet? Das 'Handbuch Arbeitsmarkt 2013' bietet eine umfassende Bestandsaufnahme des deutschen Arbeitsmarktes. Es skizziert die Entwicklung seit 2006, analysiert die kurz- und langfristigen Perspektiven und fasst arbeitsmarktrelevante Entscheidungen der Politik in einer detaillierten Chronik zusammen. Umfassend widmet sich der Band zwei aktuellen und zentralen Themen:
- den Übergängen in Beschäftigung und deren Bedeutung für die Qualität der Arbeit sowie
- den Folgen des jüngsten wirtschaftlichen Aufschwungs und des künftigen Rückgangs des Arbeitskräfteangebots für den Fachkräftebedarf.
Ein ausführliches Register erlaubt die Suche nach wichtigen Stichworten. Der Datenanhang auf CD-ROM enthält umfangreiche und zum Teil international vergleichende Daten zu zentralen Indikatoren des deutschen Arbeitsmarktes, einschließlich aktueller Kennziffern zur sozialen Grundsicherung." (Autorenreferat, IAB-Doku)Weiterführende Informationen
-
Literaturhinweis
Does employment protection create its own political support? (2012)
Zitatform
Brügemann, Björn (2012): Does employment protection create its own political support? In: Journal of the European Economic Association, Jg. 10, H. 2, S. 369-416. DOI:10.1111/j.1542-4774.2011.01045.x
Abstract
"This paper investigates the ability of employment protection to generate its own political support. A version of the Mortensen - Pissarides model is used for this purpose. If wages are set through Nash bargaining, workers value employment protection because it strengthens their hand in wage negotiations. Workers in high productivity matches benefit most from higher wages as they expect to stay employed for longer. By reducing turnover employment protection shifts the distribution of match-specific productivity toward lower values. Thus stringent protection in the past actually reduces support for employment protection today. Introducing involuntary separations reverses this conclusion. Now workers value employment protection because it delays involuntary dismissals. Workers in low productivity matches gain most since they face the highest risk of dismissal. The downward shift in the productivity distribution is now a shift towards supporters." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Public sector employees: risk averse and altruistic? (2012)
Zitatform
Buurman, Margaretha, Josse Delfgaauw, Robert Dur & Seth Van den Bossche (2012): Public sector employees. Risk averse and altruistic? (CESifo working paper 3851), München, 30 S.
Abstract
"We assess whether public sector employees have a stronger inclination to serve others and are more risk averse than employees in the private sector. A unique feature of our study is that we use revealed rather than stated preferences data. Respondents of a large-scale survey were offered a substantial reward and could choose between a widely redeemable gift certificate, a lottery ticket, or making a donation to a charity. Our analysis shows that public sector employees are significantly less likely to choose the risky option (lottery) and, at the start of their career, significantly more likely to choose the pro-social option (charity). However, when tenure increases, this difference in pro-social inclinations disappears and, later on, even reverses. Further, our results suggest that quite a few public sector employees do not contribute to charity because they feel that they already contribute enough to society at work for too little pay." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Marginal employment, unemployment duration and job match quality (2012)
Zitatform
Caliendo, Marco, Steffen Künn & Arne Uhlendorff (2012): Marginal employment, unemployment duration and job match quality. (DIW-Diskussionspapiere 1222), Berlin, 29 S.
Abstract
"In some countries including Germany unemployed workers can increase their income during job search by taking up 'marginal employment' up to a threshold without any deduction from their benefits. Marginal employment can be considered as a wage subsidy as it lowers labour costs for firms owing to reduced social security contributions, and increases work incentives due to higher net earnings. Additional earnings during unemployment might lead to higher reservation wages prolonging the duration of unemployment, yet also giving unemployed individuals more time to search for better and more stable jobs. Furthermore, marginal employment might lower human capital deterioration and raise the job arrival rate due to network effects. To evaluate the impact of marginal employment on unemployment duration and subsequent job quality, we consider a sample of fresh entries into unemployment. Our results suggest that marginal employment leads to more stable post-unemployment jobs, has no impact on wages, and increases the job-finding probability if it is related to previous sectoral experience of the unemployed worker. We find evidence for time-varying treatment effects: whilst there is no significant impact during the first twelve months of unemployment, job finding probabilities increase after one year and the impact on job stability is stronger if the jobs are taken up later within the unemployment spell." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Uhlendorff, Arne;Ähnliche Treffer
auch erschienen als: IZA discussion paper , 6499 -
Literaturhinweis
Are short-lived jobs stepping stones to long-lasting jobs? (2012)
Zitatform
Cockx, Bart & Matteo Picchio (2012): Are short-lived jobs stepping stones to long-lasting jobs? In: Oxford Bulletin of Economics and Statistics, Jg. 74, H. 5, S. 646-675. DOI:10.1111/j.1468-0084.2011.00668.x
Abstract
"This article assesses whether short-lived jobs (lasting one quarter or less and involuntarily ending in unemployment) are stepping stones to long-lasting jobs (enduring 1 year or more) for Belgian long-term unemployed school-leavers. We proceed in two steps. First, we estimate labour market trajectories in a multi-spell duration model that incorporates lagged duration and lagged occurrence dependence. Second, in a simulation we find that (fe)male school-leavers accepting a short-lived job are, within 2 years, 13.4 (9.5) percentage points more likely to find a long-lasting job than in the counterfactual in which they reject short-lived jobs." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The healthy fright of losing a good one for a bad one (2012)
Zitatform
Cristini, Annalisa, Federica Origo & Sara Pinoli (2012): The healthy fright of losing a good one for a bad one. (IZA discussion paper 6348), Bonn, 18 S.
Abstract
"In this paper we study the effect of different degrees of employment protection on absenteeism, paying attention to differences between workers moving from protected jobs to insecure jobs, on the one hand, and workers moving from insecure to secure jobs, on the other hand. Using a large representative sample of Italian workers, we show that workers' reaction in terms of sickness leave is not symmetric: losing protection (bad news) is more effective than gaining it (good news). We claim that this asymmetry is consistent with the behavior of financial markets responding to good and bad news. In our case, workers react in a more prudential way to improvements in their employment status ('wait and see' strategy), while they do immediately adjust to worsening job security by showing off healthy behavior." (Author's abstract, IAB-Doku) ((en))