Atypische Beschäftigung
Der deutsche Arbeitsmarkt wird zunehmend heterogener. Teilzeitbeschäftigung und Minijobs boomen. Ebenso haben befristete Beschäftigung und Leiharbeit an Bedeutung gewonnen und die Verbreitung von Flächentarifverträgen ist rückläufig. Diese atypischen Erwerbsformen geben Unternehmen mehr Flexibilität.
Was sind die Konsequenzen der zunehmenden Bedeutung atypischer Beschäftigungsformen für Erwerbstätige, Arbeitslose und Betriebe? Welche Bedeutung haben sie für die sozialen Sicherungssysteme, das Beschäftigungsniveau und die Durchlässigkeit des Arbeitsmarktes? Die IAB-Themendossier bietet Informationen zum Forschungsstand.
- Forschung und Ergebnisse aus dem IAB
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht
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Literaturhinweis
What determines the part-time and gender earnings gaps in Britain: evidence from the workplace (2009)
Zitatform
Mumford, Karen & Peter N. Smith (2009): What determines the part-time and gender earnings gaps in Britain. Evidence from the workplace. In: Oxford economic papers, Jg. 61, H. S1, S. i56-i75. DOI:10.1093/oep/gpn041
Abstract
"This study examines the role of individual and workplace characteristics in accounting for differences in hourly earnings between men and women in full and part-time jobs in Britain. A four-way gender-working time split (male full-timers, male part-timers, female full-timers, and female part-timers) is analysed, and allowance is explicitly made for workplace and occupational female segregation. Within gender groups, the striking difference between full and part-time employees is that full-timers work in higher paying occupations than do part-timers. Also, female occupational segregation makes a significant contribution to the earnings gap between male and female part-time employees but not for full-time workers. A further new result is that female workplace segregation contributes significantly to the full/part-time earnings gap of both males and females. Part-time employees work in more feminized workplaces and their earnings are lower. There remains, moreover, a substantial residual gender earnings gap between male and female employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Starting your career with a temporary job: stepping-stone or 'dead end'? (2009)
Zitatform
Pavlopoulos, Dimitris (2009): Starting your career with a temporary job. Stepping-stone or 'dead end'? (SOEPpapers on multidisciplinary panel data research at DIW Berlin 228), Berlin, 28 S.
Abstract
"This paper uses panel data from the UK (BHPS) and Germany (GSOEP) to investigate the wage effect of entering the labour market with a temporary job. Further than the previous literature that studied the effect of the contract type on wage dynamics in the explained part of a wage regression, we also investigate the effect of the starting contract on the variance of unobserved individual effects and random earnings shocks. For this purpose, we decompose earnings into a component determined by initial unobserved earnings ability and experience-related heterogeneity and a component determined by earnings shocks. Our results for Germany, verify the existence of a wage penalty for entering the labour market with a temporary contract. This penalty disappears after 12.5 years for male workers and after 6.5 years for the female workers. In the UK, a similar wage penalty is found for male workers that persists over their working career. In contrast, no wage penalty is found for the British female workers. In the UK, the initial unobserved earnings capacity is higher for workers starting off with a permanent job, while no such difference emerges in Germany. However, this initial unexplained wage inequality decreases faster for workers starting their career with a temporary contract than their colleagues that entered the labour market with a permanent job. Finally, the persistence of earnings shocks is higher for workers entering the labour market with a temporary contract." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Review of evidence on the impact of economic downturn on disadvantaged groups (2009)
Zitatform
Stafford, Bruce & Deirdre Duffy (2009): Review of evidence on the impact of economic downturn on disadvantaged groups. (Department for Work and Pensions. Working paper 68), London, 88 S.
Abstract
"This working paper reviews the evidence on the impact of the last three economic recessions on the PSA 8 (indicator 2) disadvantaged groups (that is, disabled people, ethnic minorities, lone parents, people aged 50 and over, the 15 per cent lowest qualified, and those living in the most deprived local authority wards), as well as ex-offenders and the self-employed. Labour market time series data are presented in Chapter 2. The data show that the recessions of the early 1970s, 1980s and 1990s were associated with both rising unemployment and, to a lesser extent, falling employment. For each recession, high levels of unemployment extended well beyond the initial fall in output. Evidence on the impact of previous recessions on disadvantaged groups is discussed in Chapter 3. The public's attitudes towards unemployment and unemployed people are considered in Chapter 4. That rising unemployment creates demands for other public services, notably for local authorities, is outlined in Chapter 5. Chapter 6 summarises the review and presents some possible policy options." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Zeitarbeit in europäischen Ländern - Lehren für Deutschland? (2009)
Zitatform
Vanselow, Achim & Claudia Weinkopf (2009): Zeitarbeit in europäischen Ländern - Lehren für Deutschland? (Hans-Böckler-Stiftung. Arbeitspapier 182), Düsseldorf, 68 S.
Abstract
"Die Porträts der Zeitarbeit in Frankreich, Niederlande, Großbritannien, Dänemark. Schweden, Schweiz und Österreich zeigen, dass große Unterschiede in der Regulierung. Sie liefern auch eine Reihe von Anregungen für die deutsche Debatte über eine Re-Regulierung der Leiharbeit. Besonders interessant erscheinen drei Elemente der Regulierung in Frankreich: die auch faktisch wirksame Durchsetzung des Equal Pay-Grundsatzes (ohne die Möglichkeit einer Abweichung durch Tarifvertrag), der Lohnzuschlag in Form einer 'Prekaritätsprämie' und der branchenbezogene Weiterbildungsfonds, aus dem Qualifizierungsmaßnahmen für Zeitarbeitskräfte finanziert werden können. In den Niederlanden haben Zeitarbeitskräfte bei längeren betrieblichen Einsätzen (mehr als sechs Monate) Anspruch auf Equal Pay, was Dauereinsätze für Kundenbetriebe teurer macht und damit die Anreize zur Übernahme in feste Beschäftigung erhöht. In Österreich gibt es tarifliche Mindestlöhne für die Leiharbeit und Zuschläge bei Einsätzen in Hochlohnbranchen. In der Schweiz soll der 2008 abgeschlossene Branchen-Tarifvertrag für allgemeinverbindlich erklärt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender and the contours of precarious employment (2009)
Zitatform
Vosko, Leah F., Martha MacDonald & Iain Campbell (Hrsg.) (2009): Gender and the contours of precarious employment. (Routledge IAFFE Advances in feminist economics), Abingdon: Routledge, 280 S.
Abstract
"Precarious employment presents a monumental challenge to the social, economic, and political stability of labour markets in industrialized societies and there is widespread consensus that its growth is contributing to a series of common social inequalities, especially along the lines of gender and citizenship. The editors argue that these inequalities are evident at the national level across industrialized countries, as well as at the regional level within federal societies, such as Canada, Germany, the United States, and Australia and in the European Union. This book brings together contributions addressing this issue which include case studies exploring the size, nature, and dynamics of precarious employment in different industrialized countries and chapters examining conceptual and methodological challenges in the study of precarious employment in comparative perspective. The collection aims to yield new ways of understanding, conceptualizing, measuring, and responding, via public policy and other means - such as new forms of union organization and community organizing at multiple scales - to the forces driving labour market insecurity." (text exerp, IAB-Doku)
Content:
Leah F. Vosko, Martha Macdonald, Iain Campbell: Introduction: Gender and the concept of precarious employment (1-25);
Leah F. Vosko, Lisa F. Clark: Canada: Gendered precariousness and social reproduction (26-42);
Francoise Carre; James Heintz: The United States: Different sources of precariousness in a mosaic of employment arrangements (43-59);
Iain Campbell, Gillian Whithouse, Janeen Baxter: Australia: Casual employment, part-time employment and the resilience of the male-breadwinner model (60-75);
Heidi Gottfried: Japan: The reproductive bargain and the making of precarious employment (76-91);
Julia S. O'Connor: Ireland: Precarious employment in the context of the European Employment Strategy (92-107);
Jacqueline O'reilly, John Macinnes, Tizana Nazio, Jose M. Roche: The United Kingdom: From flexible employment to vulnerable workers (108-126);
Susanne D. Burri: The Netherlands: Precarious employment in a context of flexicurity (127-142);
Jeanne Fagnani, Marie-Therese Letablier: France: Precariousness, gender and the challenges for labour market policy (143-158);
John Macinnes: Spain: Continuity and change in precarious employment (159-176);
Claudia Weinkopf: Germany: Precarious employment and the rise of mini-jobs (177-193);
Inger Jonsson Anita Nyberg: Sweden: Precarious work and precarious unemployment (194-210);
Martha Macdonald. Spatial dimensions of gendered precariousness: Challenges for comparative analysis (211-225);
Sylvia Fuller: investigating longitudinal dimensions of precarious employment: Conceptual and practical issues (226-239);
Wallace Clement, Sophie Mathieu, Steven Prus Emre Uckardesler: Precarious lives in the new economy: Comparative intersectional analysis (240-255);
Pat Armstrong, Hugh Armstrong: Precarious employment in the health-care sector (256-270) -
Literaturhinweis
Working for less? Women's part-time wage penalities across countries (2008)
Bardasi, Elena; Gornick, Janet C.;Zitatform
Bardasi, Elena & Janet C. Gornick (2008): Working for less? Women's part-time wage penalities across countries. In: Feminist economics, Jg. 14, H. 1, S. 37-72. DOI:10.1080/13545700701716649
Abstract
"This paper investigates wage gaps between part- and full-time women workers in six OECD countries in die mid-1990s. Using comparable micro-data from the Luxembourg Income Study (LIS), for Canada, Germany, Italy, Sweden, the UK, and the US, die paper first assesses cross-national variation in the direction, magnitude, and composition of the part-time/full-time wage differential. Then it analyzes variations across these countries in occupational segregation between part- and full-time workers. The paper finds a part-time wage penalty among women workers in all countries, except Sweden. Other than in Sweden, occupational differences between part- and full-time workers dominate the portion of the wage gap that is explained by observed differences between die two groups of workers. Across countries, the degree of occupational segregation between female part- and full-time workers is negatively correlated with die Position of part-time workers' wages in the full-time wage distribution." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job satisfaction and family happiness: The part-time work puzzle (2008)
Zitatform
Booth, Alison L. & Jan C. van Ours (2008): Job satisfaction and family happiness: The part-time work puzzle. In: The economic journal, Jg. 118, H. 526, S. F77-F99.
Abstract
"We investigate the relationship between part-time work and working hours satisfaction, job satisfaction and life satisfaction. We account for interdependence within the family using data on partnered men and women from the British Household Panel Survey. Men have the highest hours-of-work satisfaction if they work full-time without overtime hours but neither their job satisfaction nor their life satisfaction are affected by how many hours they work. Women present a puzzle. Hours satisfaction and job satisfaction indicate that women prefer part-time jobs irrespective of whether these are small or large but their life satisfaction is virtually unaffected by hours of work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Moving down: Women's part-time work and occupational change in Britain 1991-2001 (2008)
Zitatform
Connolly, Sara & Mary Gregory (2008): Moving down: Women's part-time work and occupational change in Britain 1991-2001. In: The economic journal, Jg. 118, H. 526, S. F52-F76. DOI:10.1111/j.1468-0297.2007.02116.x
Abstract
"We give a quantitative analysis of the nature of occupational change - based on the utilisation of skills - as women make the transition between full-time and part-time work. We show that one-quarter of women moving from full- to part-time work experience downgrading. Women remaining with their current employer are less vulnerable and the availability of part-time opportunities is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-skilled occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Preference or constraint?: part-time workers' transitions in Denmark, France and the United Kingdom (2008)
Zitatform
Gash, Vanessa (2008): Preference or constraint? Part-time workers' transitions in Denmark, France and the United Kingdom. In: Work, employment and society, Jg. 22, H. 4, S. 655-674. DOI:10.1177/0950017008096741
Abstract
"This article investigates whether women work part-time through preference or constraint and argues that different countries provide different opportunities for preference attainment. It argues that women with family responsibilities are unlikely to have their working preferences met without national policies supportive of maternal employment. Using event history analysis the article tracks part-time workers' transitions to both full-time employment and to labour market drop-out. The article compares the outcome of workers in the UK, a country with little support for maternal employment, relative to Denmark and France, two countries with a long history of facilitating workers' engagement in both paid employment and family life. It finds evidence of part-time constraint in the UK relative to the other two countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bridge or trap? Temporary workers' transitions to unemployment and to the standard employment contract (2008)
Zitatform
Gash, Vanessa (2008): Bridge or trap? Temporary workers' transitions to unemployment and to the standard employment contract. In: European Sociological Review, Jg. 24, H. 5, S. 651-668. DOI:10.1093/esr/jcn027
Abstract
"This article analyses the transitions of temporary workers to the standard employment contract and to unemployment. Adopting a comparative framework in an attempt to identify whether labour market institutions parameterize outcomes, four countries with different forms of market structuration are analysed: France, West Germany, Denmark, and the UK. Using the European Community Household Panel survey (ECHP), spanning a period from 1995 to 2001, temporary workers' transitions are investigated using event history analysis techniques. This article establishes higher rates of transition to permanent employment than to unemployment for most temporary workers, though strong between-country differences are found." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Field of study and flexible work: a comparison between Germany and the UK (2008)
Zitatform
Giesecke, Johannes & Steffen Schindler (2008): Field of study and flexible work. A comparison between Germany and the UK. In: International Journal of Comparative Sociology, Jg. 49, H. 4/5, S. 283-304. DOI:10.1177/0020715208093078
Abstract
"In this article, the relationship between study programs in higher education and the risk of holding a temporary contract is investigated in a comparative perspective. We find that the effects fields of study have on the type of contract can be better explained by their link to occupational positions than by field specificity differentials. Furthermore, fields of study are more important in explaining the individual risk of holding a temporary contract in the German rather than in the UK labor market. This may be attributable to the higher degree of standardization of the German educational system." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Feature: the price of reconciliation: part-time work, families and women's satisfaction (2008)
Zitatform
Gregory, Mary & Sara Connolly (2008): Feature: the price of reconciliation: part-time work, families and women's satisfaction. In: The economic journal, Jg. 118, H. 526, S. F1-F7. DOI:10.1111/j.1468-0297.2007.02113.x
Abstract
"While the gender pay gap has been narrowing for women in full-time jobs the pay penalty for the 40 % of women who work part-time has risen, reflecting the growing polarisation of part-time jobs in low-wage occupations. A further dimension is that women often experience downgrading from higher-skill full-time into lower-skill part-time occupations. As women reorganise their working lives around the presence of children their reported hours and job satisfaction are highest in part-time work, but life-satisfaction is scarcely affected by hours of work. This Feature explores these issues and their challenge for economic efficiency as well as gender equity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment insurance and non-standard employment: four European countries in comparison (2008)
Zitatform
Leschke, Janine (2008): Unemployment insurance and non-standard employment. Four European countries in comparison. (VS research), Wiesbaden: VS, Verl. für Sozialwissenschaften, 262 S.
Abstract
Die Bedeutung atypischer Beschäftigung hat in den letzten Jahrzehnten zugenommen. In dem Buch wird zwei Fragen nachgegangen: Ist das Risiko der Arbeitslosigkeit für Teilzeit- und Leiharbeitnehmer größer als für Beschäftigte in Normalarbeitsverhältnissen? Und inwieweit sind diese benachteiligt hinsichtlich Leistungsanspruch und Leistungshöhe von Arbeitslosenunterstützung? Die Gestaltung des Systems der Arbeitslosenunterstützung in Dänemark, Deutschland, Spanien und Großbritannien wird verglichen. Nach einer Diskussion der Entwicklung und des Stellenwertes atypischer Beschäftigung in diesen Ländern werden die relevanten Merkmale des Versicherungssystems untersucht, z. B. Schwellenwerte für Arbeitszeit und Einkommen und Anforderungen bezüglich Mindestbeitragseinzahlung. Die Analyse zeigt, dass die Wahrscheinlichkeit, arbeitslos zu werden für atypisch Beschäftigte höher ist, und dass sie bezüglich Anspruch auf Arbeitslosenunterstützung benachteiligt sind. (IAB)
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Literaturhinweis
Precarious employment in the public and private sectors: comparing the UK and Germany (2008)
Zitatform
Leschke, Janine & Maarten Keune (2008): Precarious employment in the public and private sectors. Comparing the UK and Germany. (European economic and employment policy brief 01/2008), Brüssel, 12 S.
Abstract
In allen Industriestaaten ist der Anteil der Beschäftigung im Dienstleistungsbereich in den letzten Jahrzehnten am stärksten gestiegen und sind in diesem Bereich die meisten neuen Arbeitsplätze entstanden. Dieses Wachstum ist aber auch die Quelle für Fragen nach der Beschäftigungsqualität. Die Veröffentlichung greift dieses Problem auf und untersucht zwei entscheidende Fragstellungen: (i) in welchem Ausmaß unterscheiden sich das Auftreten und die Merkmale prekärer Beschäftigungsverhältnisse im öffentlichen und privaten Dienstleistungssektor und wie hat sich das Verhältnis im letzten Jahrzehnt verändert; und (ii) in welchem Maße können diese Unterschiede auf den Faktor Besitzverhältnisse oder auf andere Faktoren wie Bildungsniveau, Frauenerwerbstätigkeit, Altersstruktur, auf spezifische Bedingungen einzelner Wirtschaftszweige oder auch die Unternehmensgröße zurückgeführt werden. Dabei wird die Situation in Großbritannien der Situation in Deutschland gegenübergestellt. Beim Vergleich öffentlicher und privater Beschäftigungsverhältnisse im Dienstleistungssektor zeigt sich für beide Länder, dass der öffentliche Sektor in Bezug auf die Arbeitsbedingungen im allgemeinen und prekäre Beschäftigungsverhältnisse im besonderen besser abschneidet. Eine multivariate Analyse zeigt, dass mit einer Beschäftigung im privaten Dienstleistungssektor die Wahrscheinlichkeit, dass man sich in einer prekären Beschäftigungssituation befindet, steigt und dass andere Faktoren nur von untergeordneter Bedeutung sind. Die Ergebnisse belegen nach Ansicht der Autoren, dass Privatisierung im allgemeinen zu einer Verschlechterung der Arbeitsbedingungen und zu einem Ansteigen prekärer Beschäftigungsverhältnisse führt. (IAB)
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Literaturhinweis
The part-time pay penalty for women in Britain (2008)
Zitatform
Manning, Alan & Barbara Petrongolo (2008): The part-time pay penalty for women in Britain. In: The economic journal, Jg. 118, H. 526, S. F28-F51. DOI:10.1111/j.1468-0297.2007.02115.x
Abstract
"Women in Britain who work part-time have, on average, hourly earnings about 25% less than that of women working full-time. This gap has widened greatly over the past 30 years. This article tries to explain this part-time pay penalty. It shows that a sizeable part of the penalty can be explained by the differing characteristics of FT and PT women. Inclusion of standard demographics halves the estimate of the pay penalty. But inclusion of occupation makes the pay penalty very small, suggesting that almost the entire unexplained gap is due to occupational segregation. The rise in the pay penalty over time is partly a result of a rise in occupational segregation and partly the general rise in wage inequality. Policies to reduce the pay penalty have had little effect and it is likely that it will not change much unless better jobs can be made available on a part-time basis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Agency working and the degradation of public service employment: the case of nurses and social workers (2008)
Zitatform
Ruyter, Alex de, Ian Kirkpatrick, Kim Hoque, Chris Lonsdale & Judi Malan (2008): Agency working and the degradation of public service employment. The case of nurses and social workers. In: The international journal of human resource management, Jg. 19, H. 3, S. 432-445. DOI:10.1080/09585190801895510
Abstract
"In the UK and elsewhere government efforts to reform or 'modernize' public services are currently having marked consequences for job quality, due to rising levels of work intensification, stress and declining morale. Such change has been linked to absenteeism, recruitment and retention problems. It is also suggested that deteriorating job quality has much to do with the current trend towards agency working among core public service professionals. In this article our aim is to explore this matter focusing on the experiences of National Health Service (NHS) nurses and local authority social workers. Our analysis suggests that benefits such as higher pay and improved flexibility have generated a strong 'pull' into agency contracts. However, the analysis also points to the deterioration of job quality as a key factor influencing decisions to opt out of permanent employment. The article concludes by suggesting that, in the longer term, public sector managers will only be able to stem the tide of nurses and social workers opting to work through agencies if they are also able to address wider problems associated with declining job quality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job satisfaction and family happiness: The part-time work puzzle (2007)
Zitatform
Booth, Alison L. & Jan C. van Ours (2007): Job satisfaction and family happiness: The part-time work puzzle. (IZA discussion paper 3020), Bonn, 38 S.
Abstract
"Using fixed effects ordered logit estimation, we investigate the relationship between part-time work and working hours satisfaction; job satisfaction; and life satisfaction. We account for interdependence within the family using data on partnered men and women from the British Household Panel Survey. We find that men have the highest hours-of-work satisfaction if they work full-time without overtime hours but neither their job satisfaction nor their life satisfaction are affected by how many hours they work. Life satisfaction is influenced only by whether or not they have a job. For women we are confronted with a puzzle. Hours satisfaction and job satisfaction indicate that women prefer part-time jobs irrespective of whether these are small or large. In contrast, female life satisfaction is virtually unaffected by hours of work. Women without children do not care about their hours of work at all, while women with children are significantly happier if they have a job regardless of how many hours it entails." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ISER working paper , 2007-20 -
Literaturhinweis
Temporary agency workers and workplace performance in the private sector (2007)
Zitatform
Bryson, Alex (2007): Temporary agency workers and workplace performance in the private sector. (Manpower Human Resources Lab. Discussion paper 03), London, 76 S.
Abstract
"Using nationally representative workplace data we identify the correlates of temporary agency working (TAW) in the private sector in Britain and its association with workplace labour productivity and financial performance. TAW per se is not associated with workplace financial performance. It is also not associated with two of the three measures of labour productivity analysed. However, it does appear to be associated with higher sales per employee. Furthermore, when moving beyond the simple incidence of TAW at the workplace, the association between TAW use and workplace performance and productivity differs according to the jobs TAW perform and the number of TAW at the workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time employment can be a life-time setback for earnings: a study of British women 1975-2001 (2007)
Zitatform
Connolly, Sara & Mary Gregory (2007): Part-time employment can be a life-time setback for earnings. A study of British women 1975-2001. (IZA discussion paper 3101), Bonn, 30 S.
Abstract
"Two particular features of the position of women in the British labour market are the extensive role of part-time work and the large part-time pay penalty. Part-time work features most prominently when women are in their 30s, the peak childcare years and, particularly for more educated women, a crucial period for career building. This makes it essential to understand its impact on women's subsequent earnings trajectories. We find that the wage return to part-time experience is low - negligible in lower skill occupations. Even more important channels contributing to the pay disadvantage of women working part-time are job changing, particularly when this involves occupational downgrading. Downgrading can lead to a permanent pay disadvantage for women following a spell in part-time work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
(Not) taking account of precarious employment: workfare policies and lone mothers in Ontario and the UK (2007)
Evans, Patricia M.;Zitatform
Evans, Patricia M. (2007): (Not) taking account of precarious employment. Workfare policies and lone mothers in Ontario and the UK. In: Social policy and administration, Jg. 41, H. 1, S. 29-49. DOI:10.1111/j.1467-9515.2007.00537.x
Abstract
"Workfare is, at least in part, a policy response to changing labour markets and the expansion taking place in jobs that are low-paid, irregular and insecure. For lone mothers, increasingly the focus of workfare policies, precarious employment creates special challenges. However, the nature of the jobs that are available to women on social assistance has received relatively little attention in the workfare literature, which focuses more on individual characteristics, supports to employment, and programme impacts. Drawing upon both primary and secondary sources and using Ontario, the province with the most developed workfare programme in Canada, this article examines the ways in which policies support and enforce precarious employment. The article also considers the implications of precarious employment for UK policy, which has not (yet) adopted workfare for lone mothers, although incremental steps in that direction are taking place as employment is increasingly viewed as the appropriate objective of income support programmes for lone mothers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment insecurity and social theory: the power of nightmares (2007)
Zitatform
Fevre, Ralph (2007): Employment insecurity and social theory. The power of nightmares. In: Work, employment and society, Jg. 21, H. 3, S. 517-535. DOI:10.1177/0950017007080013
Abstract
"Data from the countries which social theorists had in mind when they elaborated the idea of a new age of employment insecurity do not support their theories. If the age of insecurity is dawning anywhere, it is in Spain, Mexico, Portugal, Turkey, Finland and Poland. It is not plausible that these examples inspired Beck, Giddens and Sennett. The causes of the different trends revealed by international comparison are more likely to be found in complex, multi-factoral explanations than in an age of insecure employment. The theorists became wedded to their diagnosis because of the problems they encountered in doing theory after the demise of Marxism and the post-modern turn made their critiques insecure. Their need for legitimation made their theorizing vulnerable to co-option in dystopian nightmares that served powerful interests." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mothers' participation in paid work: the role of 'mini-jobs' (2007)
Hales, Jon; Tipping, Sarah; Lyon, Nick;Zitatform
Hales, Jon, Sarah Tipping & Nick Lyon (2007): Mothers' participation in paid work. The role of 'mini-jobs'. (Department of Work and Pensions. Research report 467), London, 152 S.
Abstract
"In late 2005 and early 2006, there was a gap of 15 percentage points in the rate of participation in paid work by mothers, according to whether they lived in a family with a partner or were living as a lone parent. Around half of this gap is a reflection of it being more common for mothers in couple families to work in a job where their hours are between one and 15 per week, referred to as 'mini-jobs'. Previous research into 'mini-jobs' had identified a pattern of working in which mothers moved from not working at all, through a transitional period in a 'mini-job', to working 16 hours or more per week. One of the primary aims of this research was to consider how big a phenomenon is the use of 'mini-jobs' in moving into work of longer hours compared to other routes out of not working. The research was carried out by the National Centre for Social Research and involved secondary analysis of the Families and Children Study survey. The analysis used data for five waves, covering the period from 2001 to 2005. FACS is a panel survey involving annual interviews which tracks families over time. It started in 1999 and is representative of families in Britain." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of employment protection mandates on demographic temporary employment patterns: international microeconomic evidence (2007)
Zitatform
Kahn, Lawrence M. (2007): The impact of employment protection mandates on demographic temporary employment patterns. International microeconomic evidence. In: The economic journal, Jg. 117, H. 521, S. F333-F356. DOI:10.1111/j.1468-0297.2007.02059.x
Abstract
"This article uses 1994-8 International Adult Literacy Survey microdata for Canada, Finland, Italy, the Netherlands, Switzerland, the UK and the US to study the impact of employment protection laws (EPL) on joblessness and temporary employment by demographic group. More stringent EPL raises relative non-employment rates for youth, immigrants, and, possibly, women, controlling for demographic variables and country dummies. For wage and salary workers, EPL raises the relative incidence of temporary employment for the low skilled, youth, native women, and especially immigrant women. These effects are often stronger in countries with higher levels of collective bargaining coverage." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are unemployment insurance systems in Europe adapting to news risks arising from nonstandard employment? (2007)
Zitatform
Leschke, Janine (2007): Are unemployment insurance systems in Europe adapting to news risks arising from nonstandard employment? (Universite Libre, Bruxelles, Departement d'Economie Appliquee. Working paper RS 07-05), Brüssel, 48 S.
Abstract
"This paper addresses the question to what extent social protection systems in different European countries do succeed in coping with the risks arising from non-standard forms of employment. Focusing on the examples of part-time and temporary employment, the paper will examine exclusionary transitions and the access to unemployment insurance benefits of workers concerned by these forms of employment. The European Community Household Panel Data (ECHP) will be used. The general hypothesis is that the adaptability of unemployment insurance systems varies between welfare regimes. Therefore, four countries will be compared: Denmark, Germany, Spain and the United Kingdom." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assessing the importance of male and female part-time work for the gender earnings gap in Britain (2007)
Zitatform
Mumford, Karen A. & Peter N. Smith (2007): Assessing the importance of male and female part-time work for the gender earnings gap in Britain. (IZA discussion paper 2981), München, 49 S.
Abstract
"This study examines the role of individual characteristics, occupation, industry, region, and workplace characteristics in accounting for differences in hourly earnings between men and women in full and part-time jobs in Britain. A four-way gender-working time split (male full-timers, male part-timers, female full-timers and female part-timers) is considered, and allowance is explicitly made for the possibility of both workplace and occupational segregation across each group. Individual and workplace characteristics are shown to explain much of the earnings gaps examined. Within gender groups, the striking difference between full and part-time employees is that full-timers work in higher paying occupations than do part-timers. Also, occupational segregation makes a significant contribution to the earnings gap between male and female part-time employees but not for full-time workers. A further new result is that female workplace segregation contributes significantly to the full/part time earnings gap of both males and females. Part-time employees work in more feminised workplaces and their earnings are lower. By contrast, occupational segregation has little impact on the full-time/part-time earnings gap of either males or females. There remains, moreover, a substantial residual gender effect between male and female employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The part-time wage penalty in European countries: how large is it for men? (2007)
Zitatform
O'Dorchai, Sile, Robert Plasman & François Rycx (2007): The part-time wage penalty in European countries. How large is it for men? (IZA discussion paper 2591), Bonn, 34 S.
Abstract
"Economic theory advances a number of reasons for the existence of a wage gap between part-time and full-time workers. Empirical work has concentrated on the wage effects of part-time work for women. For men, much less empirical evidence exists, mainly because of lacking data. In this paper, we take advantage of access to unique harmonised matched employer-employee data (i.e. the 1995 European Structure of Earnings Survey) to investigate the magnitude and sources of the part-time wage penalty for male workers in six European countries (i.e. Belgium, Denmark, Ireland, Italy, Spain, and the UK). Findings show that the raw gap in hourly gross pay amounts to 16 per cent of male part-timer's wage in Spain, to 24 per cent in Belgium, to 28 per cent in Denmark and Italy, to 67 per cent in the UK and to 149 per cent in Ireland. Human capital differences explain between 31 per cent of the observed wage gap in the UK and 71 per cent in Denmark. When a larger set of control variables is taken into account (including occupation, industry, firm size, and level of wage bargaining), a much smaller part of the gap remains unexplained by differences in observed characteristics (except in Italy). Overall, results suggest that policy initiatives to promote lifelong learning and training are of great importance to help part-timers catch up. Moreover, except for Italy, they point to a persisting problem of occupational and sectoral segregation between men working part-time and full-time which requires renewed policy attention." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Self-employment and social risk management: comparing Germany and the United Kingdom (2007)
Schulze Buschoff, Karin;Zitatform
Schulze Buschoff, Karin (2007): Self-employment and social risk management. Comparing Germany and the United Kingdom. (Wissenschaftszentrum Berlin für Sozialforschung. Discussion papers SP 1 2007-103), Berlin, 39 S.
Abstract
"Sowohl in Deutschland als auch im Vereinigten Königreich hat die selbstständige Erwerbsarbeit in den letzten Dekaden an Bedeutung gewonnen. Vor allem der Anteil an Solo-Selbstständigkeit ist stetig gestiegen. Diese Entwicklung ist mit neuen Herausforderungen an ein soziales Risikomanagement für die zuständigen Akteure und Institutionen verbunden. Es stellt sich die Frage, ob und in welcher Form die staatlichen Sicherungssysteme, kollektive Interessenvertretungen und die Individuen selbst auf diese Herausforderungen eingestellt sind. Um diese Frage zu beantworten, werden als Beispiele für kollektives Risikomanagement die Einbeziehung der Selbstständigen in die jeweiligen nationalen sozialen Sicherungssysteme mit Schwerpunkt der Absicherung des Risikos Alter sowie die Interessenvertretung durch Organisationen und Verbände beschrieben. Als ein Beispiel für individuelles soziales Risikomanagement wird am Ende die private Vorsorge der Selbstständigen fürs Alter im Ländervergleich skizziert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Neue Selbstständige im europäischen Vergleich: Struktur, Dynamik und soziale Sicherheit (2007)
Zitatform
Schulze Buschoff, Karin (2007): Neue Selbstständige im europäischen Vergleich. Struktur, Dynamik und soziale Sicherheit. (Edition der Hans-Böckler-Stiftung 201), Düsseldorf, 170 S.
Abstract
"In den 1970er Jahren setzte europaweit eine Zunahme an selbstständiger Erwerbsarbeit ein, die so genannte 'Renaissance der Selbstständigkeit'. In dem Band wird dieser Trend nach verschiedenen wirtschaftlichen, strukturellen und sozialen Kriterien im Ländervergleich (Deutschland, Niederlande, Italien, Schweden und Vereinigtes Königreich) beleuchtet. Ein Ergebnis des Ländervergleichs ist, dass der Boom der Selbstständigkeit eine große Anzahl von Personen einbezogen hat, die nicht das Profil des traditionellen Selbstständigen (Kleingewerbetreibende, Professionen, Mittelstandsbetriebe und verkammerte Berufe) haben. Die 'neuen Selbstständigen' gründen häufig im Dienstleistungsbereich Klein-, Kleinst- oder Solo-Unternehmen, oftmals ohne oder nur mit geringen Vermögenswerten. Insbesondere die Solo-Selbstständigkeit zeichnet sich durch eine hohe Mobilität und häufige Statuswechsel aus. Diese Entwicklungen sind mit neuen Anforderungen an die soziale Sicherung für die zuständigen Akteure und Institutionen verbunden. Der Band zeigt am Beispiel zentraler Versicherungszweige, ob und in welcher Form die nationalen staatlichen Sicherungssysteme auf diese Herausforderungen eingestellt sind. Beschrieben wird weiterhin, in welcher Form die Gewerkschaften sich der Entwicklung stellen und die Organisierung und Interessenvertretung dieser Selbstständigen weiter vorantreiben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Working part-time for the state: gender, class and the public sector pay gap (2007)
Thornley, Carole;Zitatform
Thornley, Carole (2007): Working part-time for the state. Gender, class and the public sector pay gap. In: Gender, Work and Organization, Jg. 14, H. 5, S. 454-475. DOI:10.1111/j.1468-0432.2007.00360.x
Abstract
"This article explores the role and nature of disadvantages associated with part-time working in perpetuating the gender pay gap in the public sector. It does so by means of a detailed case study of local government workers in the UK, with particular reference to the more than one and a half million local government service workers covered by National Joint Council bargaining arrangements. The article draws from original pay data analysis and national survey work conducted by the author. It argues that little has changed since the findings reported 20 years ago by Beechey and Perkins with respect to the disadvantages experienced by part-time workers and the 'construction' of employment in gendered ways. However, the role of class may have been understated in previous accounts: class fractions in gender-segregated employment continue to hold deep significance and provide some potential for solidaristic approaches by trade unions alongside traditional 'equality' initiatives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female part-time workers' experiences of occupational mobility in the UK service industry (2007)
Zitatform
Tomlinson, Jennifer (2007): Female part-time workers' experiences of occupational mobility in the UK service industry. In: Women in management review, Jg. 22, H. 4, S. 305-318.
Abstract
"The purpose of this paper it to explore the extent to which female part-time workers experience occupational mobility in UK service sector firms, particularly promotional opportunities, since the implementation of the Part-time Workers' Directive in 2000. The research adopts a qualitative methodology. In-depth interviews were carried out with 62 women and 12 of their managers in five case study workplaces in the service industry, so as to better understand individuals' perceptions of part-time work and the processes that shape part-time working at an organisational level. The findings are not particularly encouraging in terms of female part-time workers' perceptions of their opportunities for career progression in four of the five case studies. Distinctions were found between legislation, organisational policies and informal workplace practices. It is argued in this paper that each of these levels is important in understanding patterns of change and continuity in the use and structuring of part-time work. The originality of this paper lies in its use of occupational closure to explain the stratification of part-time workers and this paper has significance and value for debates surrounding the progression and career prospects of non-standard workers and diversity management more broadly." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market flexibility and sectoral productivity: a comparative study (2006)
Anderson, Jeremy; Jefferys, Steve; Tasiran, Ali; Grahl, John;Zitatform
Anderson, Jeremy, John Grahl, Steve Jefferys & Ali Tasiran (2006): Labour market flexibility and sectoral productivity. A comparative study. (Employment relations research series 66), London, 41 S.
Abstract
"This report looks at the relationship between employment flexibility and labour market productivity across sectors, comparing Britain with France, Germany and Sweden using data from the Groningen sixty-industry database and the European Labour Force Survey. Initial comparisons indicate strong productivity performance in the recently privatised Inland Transport and Electricity, Gas and Water supply sectors in Britain, and in the IT sectors in all four countries. Further findings suggest that productivity levels in France are positively correlated with temporary work; while productivity growth in Sweden is positively correlated with part-time and temporary work. Only in Sweden is there a positive association between women workers and productivity which suggests that in the other countries female workers still tend to be crowded into the lower productivity sectors. As regards British policy, there is evidence that selfemployment may be the most successful form of flexibility in terms of productivity; temporary and part-time contracts are not associated with better performance. As a whole, highproductivity sectors still tend to employ prime age males on permanent contracts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dependent forms of self-employment in the UK: identifying workers on the border between employment and self-employment (2006)
Zitatform
Böheim, René & Ulrike Muehlberger (2006): Dependent forms of self-employment in the UK. Identifying workers on the border between employment and self-employment. (IZA discussion paper 1963), Bonn, 26 S.
Abstract
"We analyse the characteristics of workers who provide work on the basis of a civil or commercial contract, but who are dependent on or integrated into the firm for which they work. We argue that these dependent self-employed lose their rights under labour law, receive less favourable benefits from social security protection and are often beyond trade union representation and collective bargaining. Using data from the British Labour Force Survey we test two hypotheses: (1) Dependent self-employed workers are significantly different from both employees and (independent) self-employed individuals, thus forming a distinct group. (2) Dependent self-employed workers have lower labour market skills, less labour market attachment and, thus, less autonomy than self-employed workers. The data support our hypothesis that dependent self-employed workers are a distinct labour market group which differs from both employees and independent self-employed individuals. Men, older workers, tho! se with low education and a low job tenure have greater odds of working in dependent self-employment than their counterparts. Our results suggest that dependent forms of self-employment are used by firms to increase labour flexibility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gesundheitliche Auswirkungen neuer Beschäftigungsformen: kommentierte Zusammenstellung der einschlägigen Literatur (2006)
Friedrichs, Michael; Schröder, Antje Kathrin;Zitatform
Friedrichs, Michael & Antje Kathrin Schröder (2006): Gesundheitliche Auswirkungen neuer Beschäftigungsformen. Kommentierte Zusammenstellung der einschlägigen Literatur. (IGA-Report 10), Essen u.a., 63 S.
Abstract
Die Arbeit gibt eine Übersicht über Studien, in denen alternativen Beschäftigungsformen vor allem unter arbeitsmedizinischen Gesichtspunkten behandelt werden. So birgt z.B. die Telearbeit nicht nur Potenziale für ein ausgeglicheneres Verhältnis zwischen Privat- und Berufsleben, sondern gerade durch die Vermengung beider Lebensbereiche auch Gefahren, die etwa aus verkürzten Erholungsphasen resultieren können. Auch befristete Tätigkeiten schaffen zunächst Arbeit, führen aber durch die ständige Angst, die Arbeit wieder verlieren zu können, auch zu psychischen Problemen. Bei Teilzeitarbeit steht der größeren Freizeit ein geringeres Einkommen entgegen. Bei allen diesen alternativen Beschäftigungsformen existieren also Aspekte, die sowohl Licht als auch Schatten auf die gesundheitlichen Perspektiven der Arbeitnehmer werfen können. Es werden daher diejenigen Studien und Arbeiten betrachtet, die versuchen, dieses Szenario auszuleuchten. Daneben wird auch eine Übersicht über die quantitative Bedeutung der verschiedenen Formen alternativer Beschäftigung erstellt. Der Stand der Forschung zum Themenkomplex der so genannten neuen Beschäftigungsformen ist als 'ausgesprochen dünn' zu bezeichnen. Auswirkungen auf die Gesundheit der Betroffenen werden nur mit nachrangiger Priorität hinterfragt. Auffällig sind vor allem die Ergebnisse zur Auswirkung auf die allgemeine Sterblichkeit von Teilzeitkräften und befristet Beschäftigten, die mit zwei groß angelegten Studien in Schweden und Finnland als gesichert gelten können. Eine zweite Tendenz scheint in der besseren subjektiven Wahrnehmung des Gesundheitszustandes von prekär Beschäftigten zu bestehen, die sich in einer ganzen Reihe von Studien findet. Vor dem Hintergrund der erhöhten Mortalität wird die Prüfung der Existenz einer solchen Wahrnehmungsverschiebung als Auftrag an die Wissenschaft formuliert. (IAB)
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Literaturhinweis
Arbeitsmarktflexibilisierung und Soziale Ungleichheit: sozio-ökonomische Konsequenzen befristeter Beschäftigungsverhältnisse in Deutschland und Großbritannien (2006)
Zitatform
Giesecke, Johannes (2006): Arbeitsmarktflexibilisierung und Soziale Ungleichheit. Sozio-ökonomische Konsequenzen befristeter Beschäftigungsverhältnisse in Deutschland und Großbritannien. (Forschung Gesellschaft), Wiesbaden: VS, Verl. für Sozialwissenschaften, 337 S.
Abstract
"Der Abbau bestehender Arbeitnehmerschutzrechte, der von Flexibilisierungsbefürwortern vielfach als Chance angesehen wird, die gravierenden Strukturprobleme auf dem Arbeitsmarkt zu überwinden, hat weitreichende Folgen für Ausmaß und Struktur sozialer Ungleichheit. Johannes Giesecke untersucht wichtige sozio-ökonomische Konsequenzen einer Arbeitsmarktflexibilisierung am Beispiel der befristeten Beschäftigung. Dazu werden Längsschnittdaten aus Deutschland und Großbritannien, zwei sehr unterschiedlichen Arbeitsmarktregimen, genutzt." (Textauszug, IAB-Doku)
Aus dem Inhalt
Befristung als Form der Arbeitsmarktflexibilisierung - Arbeitsmarkttheoretische Überlegungen zur befristeten Beschäftigung - Befristete Beschäftigung und der Einfluss institutioneller Rahmenbedingungen - Hypothesen - Daten, Variablen und Methoden - Verbreitungsgrad und Charakteristika befristeter Beschäftigungsverhältnisse - Besetzungsmuster befristeter Stellen - Übergänge aus befristeter Beschäftigung - Einkommenseffekte befristeter Beschäftigung -
Literaturhinweis
Free or precarious? A comparison of the attitudes of workers in flexible and traditional employment contracts (2006)
Zitatform
Guest, David E., Pat Oakley, Michael Clinton & Alexandra Budjanovcanin (2006): Free or precarious? A comparison of the attitudes of workers in flexible and traditional employment contracts. In: Human Resource Management Review, Jg. 16, H. 2, S. 107-124. DOI:10.1016/j.hrmr.2006.03.005
Abstract
"This study contributes to research on the impact of different kinds of employment contract on worker attitudes in the context of debates about the changing nature of employment in the 21st century and in particular the emergence of what have been described as either free or precarious workers. Work experiences and attitudes associated with part-time, temporary and multiple contracts are compared with those of workers in single, permanent, full-time jobs. Among a sample of UK pharmacists, few significant differences are found between workers on any of these contracts, either singly or in combination, and those in traditional employment contracts. The role of contract of choice and work orientations as potential mediators was explored. Although both were associated with attitudes, they had only a very minor role as either mediators or moderators. It is concluded that among this sample of professional workers, those on atypical employment contracts report experiences and attitudes that are at least as positive as those of workers in traditional employment contracts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Examining the determinants of agency work: do family friendly practices play a role? (2006)
Zitatform
Heywood, John S., W. Stanley Siebert & Xiangdong Wie (2006): Examining the determinants of agency work. Do family friendly practices play a role? (IZA discussion paper 2413), Bonn, 38 S.
Abstract
"This paper uses establishment data to estimate the determinants of using agency workers. It contends that those employers with less ability to direct effort of core workers are more likely to use agency workers to meet uncertain labor demand. Family friendly practices are viewed as either increasing or decreasing such ability, depending upon their influence upon absence rates. The empirical results imply that special leave practices reduce firms' ability to direct worker effort, thereby increasing the likelihood of using agency workers. On the other hand, practices linked with flexible working conditions (workplace nurseries, flexitime and job sharing) have the opposite effect. The findings thus distinguish between family friendly practices that make core workers better off without expanding contingent agency jobs, and those that do not." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A retreat from permanent employment?: accounting for the rise of professional agency work in UK public services (2006)
Zitatform
Kirkpatrick, Ian & Kim Hoque (2006): A retreat from permanent employment? Accounting for the rise of professional agency work in UK public services. In: Work, employment and society, Jg. 20, H. 4, S. 649-666. DOI:10.1177/0950017006069806
Abstract
"The last five years have witnessed a steady growth in the use of agency workers to fill core professional roles in public sector organizations. Whereas in the past the use of agency workers was driven mainly by employer demands for improved flexibility, this current expansion is predominantly supply led occurring against a backdrop of increasingly tight labour markets. In this article our objective is to explore some of the factors that lie behind this change. Specifically, we raise questions about how far current trends can be explained using the 'free agent perspective' and the notion of portfolio careers. Focusing on one group of professionals in the UK public sector -local authority social workers -we find only limited evidence to support this interpretation. Instead, it is argued that current moves into agency work are in large part a reaction to increasing rigidities in the employment system and to deteriorating conditions of work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time work and occupational attainment amongst a cohort of British women (2006)
Prowse, Victoria L.;Zitatform
Prowse, Victoria L. (2006): Part-time work and occupational attainment amongst a cohort of British women. (IZA discussion paper 2342), Bonn, 39 S.
Abstract
"Using data on a cohort of British women who were born in 1958, this paper investigates the effects of qualifications, household structure and family background on the occupational penalty suffered by women in part-time employment. The analysis is conducted using a dynamic multinomial modelling framework in which hours of work and occupational attainment are jointly determined. The results reveal that at the bottom of the occupational hierarchy degree level qualifications improve the occupational attainment of women in part-time employment relative to that of women working full-time. In contrast, at top of the occupational hierarchy, degree level qualifications benefit full-timers more than part-timers. Contrary to the conventional wisdom, women with children have higher occupational attainment than childless women thus suggesting that women with children are relatively selective in terms of the jobs they are willing to accept. Furthermore, women with children experience a smaller part-time occupational penalty than childless women. Family background effects are present but small." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regulating new forms of employment: local experiments and social innovation in Europe (2006)
Regalia, Ida; Lope, Andreu; Marginson, Paul; Ballarino, Gabriele ; Mcilroy, Rachel; Duclos, Laurent; Meriaux, Olivier; Gibert, Francesc; Regalia, Ida; Bortolotti, Franco; Scherer, Stefani ; Giaccone, Mariao;Zitatform
Regalia, Ida (Hrsg.) (2006): Regulating new forms of employment. Local experiments and social innovation in Europe. London u.a.: Routledge, 289 S.
Abstract
"Using a comparative framework, this new volume focuses on how non-standard employment can be regulated in very different social, political and institutional settings. After surveying these new forms of work and the new demands for labour-market regulation, the authors identify possible solutions among local-level actors and provide a detailed analysis of how firms assess the advantages and disadvantages of flexible forms of employment. The authors provide six detailed case studies to examine the successes and failures of experimental approaches and social innovation in various regions in the UK, France, Germany, Italy and Spain." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Selbständige Erwerbsarbeit und soziales Risikomanegement: ein deutsch-britischer Vergleich (2006)
Schulze Buschoff, Karin;Zitatform
Schulze Buschoff, Karin (2006): Selbständige Erwerbsarbeit und soziales Risikomanegement. Ein deutsch-britischer Vergleich. In: Zeitschrift für Sozialreform, Jg. 52, H. 4, S. 521-546. DOI:10.1515/zsr-2006-0408
Abstract
"Sowohl in Deutschland als auch im Vereinigten Königreich hat die selbstständige Erwerbsarbeit in den letzten Dekaden an Bedeutung gewonnen. Vor allem der Anteil an Solo-Selbstständigkeit ist stetig gestiegen. Diese Entwicklung ist mit neuen Herausforderungen an ein soziales Risikomanagement für die zuständigen Akteure und Institutionen verbunden. Es stellt sich die Frage, ob und in welcher Form die staatlichen Sicherungssysteme, kollektive Interessenvertretungen und die Individuen selbst auf diese Herausforderungen eingestellt sind. Um diese Frage zu beantworten, werden als Beispiele für kollektives Risikomanagement die Absicherung der Selbstständigen durch die nationalen sozialen Sicherungsysteme sowie die kollektive Interessenvertretung durch Organisationen und Verbände beschrieben. Als ein Beispiel für individuelles soziales Risikomanagement wird am Ende die private Vorsorge der Selbstständigen fürs Alter im Ländervergleich skizziert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Flexible Beschäftigung und soziale Ungleichheit: Teilzeitbeschäftigung in Großbritannien und Deutschland im Vergleich (2006)
Vogel, Claudia;Zitatform
Vogel, Claudia (2006): Flexible Beschäftigung und soziale Ungleichheit. Teilzeitbeschäftigung in Großbritannien und Deutschland im Vergleich. Berlin, 230 S.
Abstract
"Ein Viertel der britischen Beschäftigten und mehr als ein Fünftel der Beschäftigten in Deutschland arbeiten Teilzeit, mit steigender Tendenz in beiden Ländern. In der vorliegenden Arbeit werden die Teilzeit als am weitesten verbreitete Form flexibler Beschäftigung und ihre Konsequenzen untersucht, um zu diskutieren, welche Möglichkeiten und Schwierigkeiten hieraus für die Erwerbstätigen entstehen. Darüber hinaus werden die Konsequenzen für den regulierten deutschen und den flexiblen britischen Arbeitsmarkt kontrastiert. Befürworter der Arbeitsmarktflexibilisierung argumentieren, dass Teilzeit als Arbeitsmarktchance anzusehen ist, etwa für solche Beschäftigtengruppen wie Frauen, die bislang vom Normalarbeitsverhältnis, durch unbefristete Vollzeitbeschäftigung charakterisiert, ausgeschlossen waren (Inklusionsthese). Deshalb ist eine Egalisierung von weiblichen und männlichen Erwerbsverläufen zu erwarten. Im Gegensatz dazu argumentieren Gegner flexibler Beschäftigung, eine Ausweitung der Teilzeit bedroht gültige Beschäftigungsstandards und führt zu einer Zunahme sozialer Ungleichheit im segmentierten Arbeitsmarkt (Exklusionsthese). Ergebnisse auf der Basis des British Household Panel Survey 1991 bis 2001 und des Deutschen Sozio-ökonomischen Panel 1984 bis 1991 zeigen auf, dass Teilzeit großes Potenzial hat, Individuen in den Arbeitsmarkt zu integrieren, das bislang jedoch nicht vollständig genutzt wird. Besonders für Frauen entstehen Arbeitsmarktchancen durch Teilzeit. Allerdings sind Beschäftigte mit höheren Bildungsinvestitionen, wie nach der Humankapitaltheorie zu erwarten war, stärker an Vollzeitbeschäftigung interessiert, um ihre Einkommen zu maximieren. Außerdem sind Teilzeitbeschäftigungsverhältnisse von durchschnittlich geringerer Dauer und Teilzeitbeschäftigte weisen ein höheres (geringeres) Risiko auf, im Falle eines beruflichen Wechsels abzusteigen (aufzusteigen) als Vollzeitbeschäftigte. Zusammengenommen weisen diese Ergebnisse darauf hin, dass die Ungleichheit zwischen den Geschlechtern auf dem Arbeitsmarkt zwar abnimmt, bedingt durch die Heterogenisierung sowohl der weiblichen als auch der männlichen Beschäftigten, jedoch ein Bedarf an attraktiven Teilzeitstellen auf dem Level qualifizierter Beschäftigung fortbesteht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Overworked Britons?: part-time work and work-life balance (2005)
Bonney, Norman;Zitatform
Bonney, Norman (2005): Overworked Britons? Part-time work and work-life balance. In: Work, employment and society, Jg. 19, H. 2, S. 391-401.
Abstract
Besonders lange Arbeitszeiten gelten als typisch für Großbritannien. Wirtschaft, Regierung und Wissenschaft gehen gemeinsam davon aus, dass es notwendig ist, mit der Kultur der langen Arbeitszeiten zu brechen, um Arbeitsleben und Familienleben wieder ins Gleichgewicht zu bringen. Empirische Untersuchungen zeigen jedoch, dass die Annahme überlanger Arbeitszeiten für Großbritannien falsch ist. Die wöchentliche Arbeitszeit in Großbritannien entspricht dem EU-Durchschnitt und internationalen Standards. Diese Diskrepanz kommt dadurch zustande, dass Teilzeitarbeitsplätze bei der Berechnung der Arbeitszeiten in Großbritannien im allgemeinen nicht mit einbezogen werden. Dies bedeutet, das 20 Prozent der Beschäftigten - vor allem Frauen - hierbei unberücksichtigt bleiben. Seit 1960 ist die Zahl der Teilzeitbeschäftigten in Großbritannien kontinuierlich gestiegen, und immer mehr Menschen sehen darin die Möglichkeit, Arbeit und familiäre Verpflichtungen, wie z.B. Kinderbetreuung, in ein ausgewogenes Verhältnis zu bringen. Der hohe Anteil an Teilzeitarbeit in Großbritannien wird positiv bewertet, denn er ermöglicht einem größeren Anteil der erwerbsfähigen Bevölkerung, und hier besonders Müttern mit kleinen Kindern, eine kontinuierliche Teilhabe am Arbeitsprozess. (IAB)
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Literaturhinweis
Employee attitudes, earnings and fixed-term contracts: international evidence (2005)
Zitatform
Brown, Sarah & John G. Sessions (2005): Employee attitudes, earnings and fixed-term contracts. International evidence. In: Review of world economics, Jg. 141, H. 2, S. 296-317. DOI:10.1007/s10290-005-0029-5
Abstract
Das Verhältnis zwischen Einstellungen, Einkommen und der Laufzeit von Arbeitsverträgen wird anhand britischer und internationaler Daten untersucht. Es zeigt sich, dass befristete Verträge mit geringerem Einkommen verbunden sind. Dies wird als Indiz für eine Lohndiskriminierung von Arbeitskräften mit befristeten Verträgen betrachtet. Auch die Rolle der Bildung wird berücksichtigt, wobei dem Bildungsabschluss bei fest Angestellten eine stärkere Signalwirkung zukommt als bei befristet Beschäftigten. Unbefristete Verträge wirken sich auch auf die Einstellungen der Angestellten aus. Einerseits führen feste Verträge zu mehr Zufriedenheit und Sicherheit, andererseits zu stärkerer Arbeitsbelastung und Stress, was eventuell durch mehr Fehlzeiten zum Ausdruck kommt. (IAB)
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Literaturhinweis
Agency working in Britain: character, consequences and regulation (2005)
Zitatform
Forde, Chris & Gary Slater (2005): Agency working in Britain. Character, consequences and regulation. In: British Journal of Industrial Relations, Jg. 43, H. 2, S. 249-271. DOI:10.1111/j.1467-8543.2005.00354.x
Abstract
"Debate over the nature of temporary agency work has intensified in recent times, spurred on by a proposed European directive and by speculation about links with the much heralded 'knowledge' economy. This paper examines the debate, focusing on the current character of agency work in Britain. Using data from the Labour Force Survey (LFS), we assess some of the claims commonly made about agency work, relating to the personal and employment characteristics of those engaged in such work, the motives of agency workers and the prospects for those who take up agency jobs. In considering the arguments surrounding regulatory change, we find there is a strong case for regulation, but that this rests on the continued disadvantage associated with agency work, with little evidence of an impact from the purported 'knowledge' economy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The part-time pay penalty (2005)
Zitatform
Manning, Alan & Barbara Petrongolo (2005): The part-time pay penalty. (CEP discussion paper 679), London, 97 S.
Abstract
"In 2003, women working part-time in the UK earned, on average, 22% less than women working full-time. Compared to women who work FT, PT women are more likely to have low levels of education, to be in a couple, to have young and numerous children, to work in small establishments in distribution, hotels and restaurants and in low-level occupations. Taking account of these differences, the PT penalty for identical women doing the same job is estimated to be about 10% if one does not take account of differences in the occupations of FT and PT women and 3% if one does. The occupational segregation of PT and FT women can explain most of the aggregate PT pay penalty. In particular, women who move from FT to PT work are much more likely to change employer and/or occupation than those who maintain their hours status. And, when making this transition, they tend to make a downward occupational move, evidence that many women working PT are not making full use of their skills and experience. Women working PT in the other EU countries have similar problems to the UK but the UK has the highest PT pay penalty and one of the worst problems in enabling women to move between FT and PT work without occupational demotions. At the same time, PT work in the UK carries a higher job satisfaction premium (or a lower job satisfaction penalty) than in most other countries. Policy initiatives in recent years like the National Minimum Wage, the Part-Time Workers Regulations and the Right to Request Flexible Working appear to have had little impact on the PT pay penalty as yet although it is too early to make a definitive assessment of the full impact of some of these regulations. The most effective way to reduce the PT pay penalty would be to strengthen rights for women to move between FT and PT work without losing their current job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Agency and bank nursing in the UK National Health Service (2005)
Tailby, Stephanie;Zitatform
Tailby, Stephanie (2005): Agency and bank nursing in the UK National Health Service. In: Work, employment and society, Jg. 19, H. 2, S. 369-389.
Abstract
"The article draws on published research, mainly survey-based, and original case study interview data to explore the forms of temporary employment in nursing, the reasons nurses give for taking temporary or agency work, as a main job or a second job, and their experiences in such employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beating the 'churning' trap in the youth labour market (2005)
Worth, Sean;Zitatform
Worth, Sean (2005): Beating the 'churning' trap in the youth labour market. In: Work, employment and society, Jg. 19, H. 2, S. 403-414.
Abstract
Während die Jugendarbeitslosigkeit generell als ein wichtiger Gegenstand sozialpolitischer und arbeitsmarktpolitischer Maßnahmen gesehen wird, wird die Gefahr unterschätzt, dass gering qualifizierte junge Menschen keinen Fuß auf dem Arbeitsmarkt fassen können. Der Beitrag geht davon aus, dass eine große Gruppe junger Menschen in prekären Arbeitsverhältnissen gefangen bleibt. Unsichere befristete Arbeitsverhältnisse und Arbeitsplatzwechsel nehmen bei jungen britischen Arbeitnehmern zu, und der Einstieg in unbefristete Arbeitsverhältnisse gelingt immer später. Dies kommt zwar den kurzfristigen Interessen der Arbeitgeber zugute, nicht jedoch dem Ziel der dauerhaften beruflichen Integration junger Menschen. Es wird für eine neue Orientierung der Beschäftigungsprogramme für junge Menschen plädiert. Anstatt dem Leitbild der Beschäftigungsfähigkeit und Flexibiltät zu folgen, wird vorgeschlagen, die Qualifizierung junger Menschen und die nachhaltige Humankapitalentwicklung als Ziel zu verfolgen. Die Vermittlung beruflicher Qualifikationen auf einem mittleren Qualifikationsniveau ist dabei zentral, weil es hierfür einen großen Bedarf sowohl in technischen Berufen als auch in Büroberufen gibt. (IAB)
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Literaturhinweis
The impact of atypical employment on individual wellbeing: evidence from a panel of British workers (2004)
Zitatform
Bardasi, Elena & Marco Francesconi (2004): The impact of atypical employment on individual wellbeing. Evidence from a panel of British workers. In: Social Science and Medicine, Jg. 58, H. 9, S. 1671-1688. DOI:10.1016/S0277-9536(03)00400-3
Abstract
"This study explores the relationship between individual wellbeing and atypical employment, which includes both temporary and part-time employment schemes. Individual wellbeing is measured in terms of subjective indicators of mental health, general health status, life satisfaction, and job satisfaction. It addresses four questions: (1) Are workers on a temporary contract more likely to report poor health and poor life and job satisfaction than those who are employed in permanent jobs? (2) Is this the case for part-time workers compared to those who are in a full-time job? (3) Do changes in employment profiles (e.g., from a fixed-term contract to a permanent job, or from part-time employment to full-time employment) affect individuals' health and life satisfaction? (4) Are there differences in such relationships between men and women? To answer these questions, logistic regression models were used to analyse a panel of almost 7000 male and female workers from the first 10 waves of the British Household Panel Survey, 1991-2000. Controlling for background characteristics, atypical employment does not appear to be associated with adverse health consequences for either men or women, when both health and employment are measured at the same time. However, there is evidence that job satisfaction is reduced for seasonal/casual workers and is higher for part-timers. Taking account of selection issues does not change the general picture: the chances of poor mental and physical health and low life satisfaction are unaffected by atypical employment and some of the effects of job satisfaction persist. In addition, very few employment transitions appear to be consequential for a worsening in health outcomes, which tends to be observed in the case of job satisfaction. Although the pattern of results suggests that atypical forms of employment do not have durable adverse health consequences on workers, public policies that aim at improving the working conditions of workers in weak bargaining positions should give special attention to equity issues, including the possible health effects of experience of work in atypical employment arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
For better or worse? Non-standard jobs and high involvement work systems (2004)
Zitatform
Felstead, Alan & Duncan Gallie (2004): For better or worse? Non-standard jobs and high involvement work systems. In: The international journal of human resource management, Jg. 15, H. 7, S. 1293-1316. DOI:10.1080/0958519042000238464
Abstract
"Over the last couple of decades, core-periphery models of employment have dominated the debate on organizational responsiveness to change. More recently, however, researchers have also turned their attention to organizational reforms that seek to involve, engage and empower workers in their jobs. This paper addresses two related questions that emerge from these debates: are non-standard jobs lowly skilled and insecure and, if so, do high involvement work systems make things better or worse? By drawing on the 2001 Skills Survey the paper presents evidence on the most comprehensive and up-to-date information currently available in Britain. The paper finds that, while in most respects part-time workers and those on temporary contracts (especially those with contracts of uncertain duration) are in more lowly skilled jobs, only those on temporary contacts suffer from relatively high levels of insecurity. Despite this, non-standard employees appear to gain more than full-time permanent employees from being part of a high involvement work system - part-timers, in particular, benefit most from the increased level of skills these workplaces demand, and some types of temporary employees take additional benefit from the enhanced employment security with which these workplaces are associated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unions and flexible employment in Britain and Spain: a descriptive note (2004)
Zitatform
Francesconi, Marco & Carlos García-Serrano (2004): Unions and flexible employment in Britain and Spain. A descriptive note. In: Industrial relations, Jg. 43, H. 4, S. 874-882.
Abstract
"Spain and Britain are known to have different labor market structures and degrees of employment protection. Despite such differences, they show remarkably similar associations of unionization with temporary employment and nonstandard hours of work. In particular, we find that unionization in both countries is correlated neither with overtime/long hours of work nor temporary employment. In both economies, instead, part-time work is negatively associated with unionization. These cross-national similarities warrant a rethinking of the strategies of enlargement toward flexible forms of work that unions have supposedly adopted in recent years." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
Aspekt zurücksetzen
- Forschung und Ergebnisse aus dem IAB
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht