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. Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Labour market effects of job displacement for prime-age and older workers (2018)
Zitatform
Deelen, Anja, Marloes de Graaf-Zijl & Wiljan van den Berge (2018): Labour market effects of job displacement for prime-age and older workers. In: IZA journal of labor economics, Jg. 7, S. 1-30. DOI:10.1186/s40172-018-0063-x
Abstract
"This paper studies the effects of firm closures associated with bankruptcies on the employment status and wages of prime-age and older workers using Dutch administrative data for the period 2000 - 2011. Applying difference-in-differences techniques and non-parametric matching, we find adverse effects on the probability to be in work and on wages earned in the new job, which are larger for older workers than for prime-age workers. Within the older-age group, the effects are stronger for formerly long-tenured workers, for older workers who lost their job in declining sectors in the regional labour market and for workers who changed sectors. In the prime-age group, these differences are less pronounced. Our results suggest that job- and sector-specific factors are important for understanding the more vulnerable position of older workers after job loss." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Das Aussetzen von Beschäftigungsverhältnissen als betriebliche Strategie zum Ausgleich von Schwankungen des Personalbedarfs: ein Update (2018)
Zitatform
Eppel, Rainer, Thomas Horvath & Helmut Mahringer (2018): Das Aussetzen von Beschäftigungsverhältnissen als betriebliche Strategie zum Ausgleich von Schwankungen des Personalbedarfs. Ein Update. In: Österreichisches Institut für Wirtschaftsforschung. Monatsberichte, Jg. 91, H. 11, S. 799-810.
Abstract
"Um kurzfristige, saison- und nicht saisonbedingte Schwankungen des Arbeitskräftebedarfs auszugleichen, beenden viele Betriebe in Zeiten geringerer Auslastung Beschäftigungsverhältnisse und stellen anschließend bei verbesserter Auftragslage dieselben Arbeitskräfte wieder ein ('temporärer Layoff'). Sie wälzen damit Personalkosten auf die Arbeitslosenversicherung ab, da viele betroffene Arbeitskräfte während der Beschäftigungsunterbrechung arbeitslos vorgemerkt sind und Leistungen aus der Arbeitslosenversicherung beziehen. Diese personalpolitische Flexibilisierungsstrategie wurde bisher kaum thematisiert, spielt jedoch in Österreich seit Jahrzehnten eine bedeutende Rolle. Im Jahr 2017 waren 13,7% aller Beschäftigungsaufnahmen Wiedereinstellungen von temporär Arbeitslosen bei demselben Arbeitgeber innerhalb einer Zeitspanne von einem Jahr. Die registrierte Arbeitslosigkeit während temporärer Layoffs trug mehr als ein Achtel zur registrierten Gesamtarbeitslosigkeit bei. Sie war damit für rund 1 Prozentpunkt der Arbeitslosenquote maßgebend. Die Aussetzung von Beschäftigungsverhältnissen ist mit Kosten für die Arbeitslosenversicherung in einer Größenordnung von rund 500 Mio. EURO pro Jahr verbunden." (Autorenreferat, © WIFO - Österreichisches Institut für Wirtschaftsforschung)
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Literaturhinweis
Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious' (2018)
Zitatform
Gilmore, Sarah, Christopher Wagstaff & John Smith (2018): Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious'. In: Work, employment and society, Jg. 32, H. 2, S. 426-435. DOI:10.1177/0950017017713933
Abstract
"The literatures on gender status stereotyping and the 'glass-ceiling' have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector (2018)
Heijden, Beatrice I. J. M. van der; Peeters, Maria C. W. ; Breukelen, J. Wim M. Van; Le Blanc, Pascale M. ;Zitatform
Heijden, Beatrice I. J. M. van der, Maria C. W. Peeters, Pascale M. Le Blanc & J. Wim M. Van Breukelen (2018): Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector. In: Journal of vocational behavior, Jg. 108, H. October, S. 108-120. DOI:10.1016/j.jvb.2018.06.008
Abstract
"The present study aims to unravel the relationships between job demands and resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein associations between nurses' age, tenure in profession and tenure with present employer (experience in the profession), job demands (emotional demands, work-home interference), and job resources (influence at work and opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover. A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions (hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are positively related with occupational turnover intention while job resources and experience in the nursing profession are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that occupational turnover intention mediates the relationship between job demands and job resources on the one hand, and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our findings for understanding the process through which health care organizations can affect occupational turnover intention and actual exit behavior, are discussed." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Product innovation and employment growth at the firm level: a quantile regression approach to inter-industry differences (2018)
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Herstad, Sverre J. (2018): Product innovation and employment growth at the firm level. A quantile regression approach to inter-industry differences. In: Applied Economics Letters, Jg. 25, H. 15, S. 1062-1065. DOI:10.1080/13504851.2017.1394970
Abstract
"This article demonstrates that the relationship between product innovativeness and employment growth at the firm level depends on (i) market responses to innovations with different degrees of novelty, (ii) the location of firms on the growth distribution and (iii) industry conditions. As a result, research that uses standard regression techniques such as OLS and does not account for innovation characteristics and industry differences fail to properly describe this relationship." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An empirical analysis of the relationship between employee ownership and employment stability in the US: 1999-2011 (2018)
Zitatform
Kurtulus, Fidan Ana & Douglas Kruse (2018): An empirical analysis of the relationship between employee ownership and employment stability in the US. 1999-2011. In: BJIR, Jg. 56, H. 2, S. 245-291. DOI:10.1111/bjir.12254
Abstract
"Do firms with employee ownership (EO) programs exhibit greater employment stability in the face of economic downturns? In particular, are firms with EO programs less likely to lay off workers during negative shocks? In this article, we examine the relationship between EO programs and employment stability in the United States using longitudinal Form 5500-CompuStat matched data on the universe of publicly traded companies during 1999 - 2011. We examine how firms with EO programs weathered the recessions of 2001 and 2008 in terms of employment stability relative to firms without EO programs, and also whether such firms were less likely to lay off workers when faced with negative shocks more broadly. In our econometric analyses, we use a rich array of measures of EO at firms, including the presence of EO stock in pension plans, the presence of employee stock ownership plans (ESOPs), the value of EO stock per employee, the share of the firm owned by employees, the share of workers at the firm participating in EO and the share of workers at the firm participating in ESOPs. We also consider both economy-wide negative shock measures (increases in the unemployment rate, declines in the employment-to-population ratio) and firm-specific negative shock measures (declines in firm sales, declines in firm stock price). Our results indicate that EO firms exhibit greater employment stability in the face of economy-wide and firm-specific negative shocks." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Loss of skill and labor market fluctuations (2018)
Zitatform
Lalé, Etienne (2018): Loss of skill and labor market fluctuations. In: Labour economics, Jg. 50, H. March, S. 20-31. DOI:10.1016/j.labeco.2017.03.004
Abstract
"In this paper, we examine how skill loss can contribute to aggregate labor market fluctuations in the Diamond-Mortensen-Pissarides model. We develop a computationally tractable stochastic version of that model wherein workers accumulate skills on the job and face a risk of skill loss after job destruction. We find that skill heterogeneity dampens the fluctuations of labor market variables, and that introducing skill loss offsets this effect and generates additional amplification. The main forces driving this result are pro-cyclical increases in the probability of skill loss during unemployment: these provide incentives to post proportionally more vacancies during upturns by raising the surplus from employing high-skill workers. Compositional changes in the unemployment pool, on the other hand, play a negligible role for empirically plausible rates of skill depreciation, which imply a relatively slow process compared to the duration of unemployment spells." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Job insecurity and the changing workplace: recent developments and the future trends in job insecurity research (2018)
Zitatform
Lee, Cynthia, Guo-Hua Huang & Susan J. Ashford (2018): Job insecurity and the changing workplace. Recent developments and the future trends in job insecurity research. In: Annual review of organizational psychology and organizational behavior, Jg. 5, S. 335-359. DOI:10.1146/annurev-orgpsych-032117-104651
Abstract
"This article updates our understanding of the field of job insecurity (JI) by incorporating studies across the globe since 2003, analyzes what we know, and offers ideas on how to move forward. We begin by reviewing the conceptualization and operationalization of job insecurity. We then review empirical studies of the antecedents, consequences, and moderators of JI effects, as well as the various theoretical perspectives used to explain the relationship of JI to various outcomes. Our analyses also consider JI research in different regions of the world, highlighting the cross-cultural differences. We conclude by identifying areas in need of future research. We propose that JI is and will continue to be a predominant employment issue, such that research into it will only increase in importance and relevance. In particular, we call for in-depth research that carefully considers the rapid changes in the workplace today and in the future." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Perceived job and labor market insecurity in the United States: an assessment of workers' attitudes from 2002 to 2014 (2018)
Zitatform
Lowe, Travis Scott (2018): Perceived job and labor market insecurity in the United States. An assessment of workers' attitudes from 2002 to 2014. In: Work and occupations, Jg. 45, H. 3, S. 313-345. DOI:10.1177/0730888418758381
Abstract
"The distinction between perceived job insecurity (workers' assessment of their likelihood of losing their job) and perceived labor market insecurity (workers' assessment of their ability to find another job similar to their current position) is important because the theoretical primacy of perceived job insecurity is diminished in the context of the risk regime, presenting a need for work that identifies whether the traditional factors of security still protect workers from feeling insecure. The author addresses this need by analyzing data from the Quality of Working Life module of the General Social Survey, which was asked of respondents in 2002, 2006, 2010, and 2014. The author finds that while characteristics of secure work are still associated with lower perceived job insecurity, most tend to increase perceived labor market insecurity. The author also finds that the Great Recession produced higher levels of perceived labor market insecurity. These findings suggest that jobs previously considered to be 'good' jobs such as government and union jobs may be more of a liability than an asset in the context of decreased employer - worker attachment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Was Blue-Collar-Worker motiviert (2018)
Manes, Steffen;Zitatform
Manes, Steffen (2018): Was Blue-Collar-Worker motiviert. In: Personalwirtschaft, Jg. 45, H. 6, S. 14-15.
Abstract
"Blue-Collar-Kandidaten machen rund drei Viertel des Arbeitsmarktes aus. Sie sind gefragt wie selten zuvor. Längst hat sich der Arbeitskräftemangel ausgedehnt und zahlreiche Berufsfelder von der Pflege über die Dienstleistungsbranche bis zur industriellen Fertigung erfasst. Mit dem 'Blue-Collar-Kompass' hat Mobilejob daher eine Marktforschungsreihe entwickelt, die sich den Berufsperspektiven dieser bisher wenig analysierten Zielgruppe widmet. Erste Erkenntnis: Nichtakademiker haben nicht ihren Traumjob, sind aber trotzdem hoch motiviert. Der Blue-Collar-Bereich war lange Zeit die große Unbekannte auf dem deutschen Arbeitsmarkt. Dabei haben zahlreiche Unternehmen gerade in diesem Segment Probleme, geeignete Mitarbeiter zu finden. Pflegekräfte, Callcenter-Agents, Servicemitarbeiter und Handwerker nahezu jeder Fachrichtung sind nur einige der Kräfte, die händeringend gesucht und viel zu selten gefunden werden. Ein Grund dafür: Die Marktforschung rund um die Karriereperspektiven der nicht akademischen Arbeitnehmer lag viel zu lange brach. Während Akademiker von der Gen Y bis zur Silver Generation schon fast bis hin zum gläsernen Kandidaten analysiert wurden, wissen viele Arbeitgeber kaum etwas über potenzielle Mitarbeiter aus dem Blue- Collar-Segment und sprechen sie daher oft mit den falschen Argumenten an. Der 'Blue-Collar-Kompass' schließt diese Wissenslücke. Zum Auftakt der Reihe wurden mehr als 1000 Kandidaten zu ihrer Jobmotivation befragt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Machtverschiebung in der digitalen Arbeitswelt: die Beschäftigten brauchen neue Rechte! (2018)
Schwemmle, Michael; Wedde, Peter;Zitatform
Schwemmle, Michael & Peter Wedde (2018): Machtverschiebung in der digitalen Arbeitswelt. Die Beschäftigten brauchen neue Rechte! (WISO direkt 2018,11), Bonn, 4 S.
Abstract
"Immer deutlicher verschieben sich im Zuge der Digitalisierung die Kräfteverhältnisse in der Arbeitswelt zulasten der Beschäftigten. Zwar werden politische Eingriffe und rechtliche Regulierungen seit Jahren gefordert - bisher aber ohne nennenswerten Erfolg. Bleiben sie weiterhin aus, steigen die Risiken der Entsicherung, der Entkollektivierung und der Entmächtigung menschlicher Arbeitskraft. Um das Machtgefüge in der digitalen Arbeitswelt wieder in eine ausgewogenere Balance zu bringen, muss der Gesetzgeber die Interessen der Beschäftigten unverzüglich durch angemessene und innovative Schutzmechanismen stärken." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job insecurity and mental health in Canada (2018)
Zitatform
Watson, Barry & Lars Osberg (2018): Job insecurity and mental health in Canada. In: Applied Economics, Jg. 50, H. 38, S. 4137-4152. DOI:10.1080/00036846.2018.1441516
Abstract
"Using six cycles of Canada's longitudinal National Population Health Survey data (2000 - 2001 to 2010 - 2011), this article examines the relationship between job insecurity and mental health. Job insecurity is evaluated in both subjective (perception of job insecurity) and objective (probability of joblessness) terms while mental health is measured using a standardized psychological distress index. Applying a person-specific fixed-effects estimator, results indicate that for males and females age 25-64, job insecurity, regardless of how it is measured, is associated with an increase in psychological distress. Results regarding unemployment are not as conclusive, suggesting that it is not so much the actual occurrence of job loss but the threat of unemployment that is associated with higher psychological distress. Estimates of the relationship between job insecurity and psychological distress using pooled ordinary least squares are much larger, implying that much of the psychological distress/job insecurity correlation may be due to unobservable fixed characteristics. All results are robust to the inclusion and exclusion of a host of other potential determinants including income-related variables, education, and various health measures." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Preference for the workplace, investment in human capital, and gender (2018)
Wiswall, Matthew; Zafar, Basit;Zitatform
Wiswall, Matthew & Basit Zafar (2018): Preference for the workplace, investment in human capital, and gender. In: The Quarterly Journal of Economics, Jg. 133, H. 1, S. 457-507. DOI:10.1093/qje/qjx035
Abstract
"We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
First fired, first hired? Business cycles and immigrant labor market transitions (2018)
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Xu, Huanan (2018): First fired, first hired? Business cycles and immigrant labor market transitions. In: IZA journal of development and migration, Jg. 8, S. 1-36. DOI:10.1186/s40176-018-0127-5
Abstract
"Using individual-level Current Population Survey (CPS) data matched across adjacent months from 1996 to 2013, this paper examines immigrant-native differentials in labor market transitions to changes in the business cycle. The paper captures economic fluctuations by measuring deviations in local demand from national economic circumstances and examines monthly transitions among employment, unemployment, and nonparticipation. Immigrants are found to be first fired and first hired over the business cycle, and the aggregate unemployment gap is caused by immigrants' higher rates in the unemployment entry flow. Although to some extent the gap can be explained by variation in the immigrant-native's exposure to cycles across industry and occupation, the first fired and first hired pattern still holds. Tests for heterogeneity show that low-skilled immigrants are more vulnerable to the business cycle. Tests of the structural changes from the 2007-2009 Great Recession show that since its start, there was a secular shift in the transition probabilities that would affect all workers negatively, but cyclical volatility was mitigated for immigrants in the post-Great Recession period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Negotiating private life: consequences of early job insecurity and labour market exclusion for household and family formation (2017)
Zitatform
Ayllón, Sara (2017): Negotiating private life. Consequences of early job insecurity and labour market exclusion for household and family formation. (NEGOTIATE working paper 5.2), Oslo, 34 S.
Abstract
"This paper studies to what extent the job insecurity brought about by the Great Recession has had an impact on fertility decisions among young people across Europe. My results rely not only on objective measures of job insecurity such as the unemployment rate, the incidence of part-time work or the ratio of workers made redundant in their last job but also on individual's perceptions of job uncertainty. For example, I use the percentage of workers that declare to be looking for another job because they fear they will lose their current position or the ratio of unemployed that declare not to be seeking for work because they believe that there is none available. Main findings indicate that job insecurity is not unequivocally negatively related with fertility and that results vary by age group, gender, and especially, country cluster." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Modern working life: A blurring of the boundaries between secondary and primary labour markets? (2017)
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Dekker, Fabian & Romke van der Veen (2017): Modern working life: A blurring of the boundaries between secondary and primary labour markets? In: Economic and Industrial Democracy, Jg. 38, H. 2, S. 256-270. DOI:10.1177/0143831X14563946
Abstract
"Today, there is a widespread suggestion that permanent workers are increasingly subject to precarious working conditions. Due to international competition and declining union density, job qualities of permanent workers are assumed to be under strain. According to proponents of a democratization of risk rationale, low job qualities that were traditionally attached to secondary labour markets are transferred to workers in primary segments of the labour market. In this study, the authors test this theoretical rationale among workers in 11 Western European economies, using two waves of the European Working Conditions Survey. The results do not confirm a democratization of labour market risk. Lower job qualities are highly associated with flexible employment contracts and highlight a clear gap between insiders and outsiders." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor market reforms in Europe: towards more flexicure labor markets? (2017)
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Eichhorst, Werner, Paul Marx & Caroline Wehner (2017): Labor market reforms in Europe: towards more flexicure labor markets? In: Journal for labour market research, Jg. 51, H. 1, S. 1-17., 2017-06-12. DOI:10.1186/s12651-017-0231-7
Abstract
"Labor market segmentation refers to a salient divide between secure and insecure jobs and is related to problems in important areas, including macro-economic efficiency, workers' well-being and repercussions for social cohesion. EU-28 countries have started a new wave of labor market reforms in the aftermath of the 2008/2009 crisis to tackle a number of issues, including labor market segmentation. This particularly concerns reforms in: (1) employment protection, i.e. dismissal protection and restrictions on fixed-term contracts; (2) unemployment benefit generosity and coverage; and (3) the intensity of active labor market policies. The paper provides an overview of reform patterns and tries to assess whether and to what extent these reforms have led to less dualized, more 'flexicure' labor markets in terms of dismissal protection, the provision of unemployment benefits and access to ALMPs. In particular, we will provide some evidence on potential changes in hirings on temporary contracts." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Langfristige Trends der Arbeitsmarktmobilität, Beschäftigungsstabilität und Beschäftigungssicherheit in Deutschland (2017)
Zitatform
Erlinghagen, Marcel (2017): Langfristige Trends der Arbeitsmarktmobilität, Beschäftigungsstabilität und Beschäftigungssicherheit in Deutschland. (Duisburger Beiträge zur soziologischen Forschung 05/2017), Duisburg, 69 S. DOI:10.6104/DBsF-2017-05
Abstract
"Die Frage nach der Entwicklung von Arbeitsmarktmobilität, Beschäftigungsstabilität und Beschäftigungssicherheit ist spätestens seit den frühen 1980er Jahren von zentralem Interesse für die Arbeitsmarktsoziologie. Vor diesem Hintergrund präsentiert der Beitrag langfristige Entwicklungen der Fluktuation von Beschäftigten, der Beschäftigungsdauer, atypischer Beschäftigung, der Betroffenheit von Arbeitslosigkeit sowie der subjektiven Arbeitsplatzunsicherheit in Deutschland seit den 1970er Jahren. Insgesamt konnte dabei weder eine im Zeitverlauf generell zunehmende Arbeitsmarktmobilität noch eine grundsätzlich abnehmende Beschäftigungsstabilität festgestellt werden. Es findet sich kein Hinweis auf eine generelle Zunahme unfreiwilliger Jobverluste oder eine Verallgemeinerung von Arbeitslosigkeitsrisiken. Zudem wird der deutsche Arbeitsmarkt nach wie vor von sozialversicherungspflichtigen 'Normalarbeitsverhältnissen' dominiert, auch wenn ohne Zweifel die Bedeutung atypischer Beschäftigung zugenommen hat. Vieles deutet hingegen auf eine zunehmende Polarisierung am Arbeitsmarkt hin. Diese Polarisierungstendenzen ergeben sich insbesondere im Hinblick auf die Verteilung von Chancen und Risiken entlang von Qualifikationsunterschieden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The hidden face of job insecurity (2017)
Zitatform
Gallie, Duncan, Alan Felstead, Francis Green & Hande Inanc (2017): The hidden face of job insecurity. In: Work, employment and society, Jg. 31, H. 1, S. 36-53. DOI:10.1177/0950017015624399
Abstract
"Drawing on nationally representative data for British employees, the article argues for a more comprehensive concept of job insecurity, including not only job tenure insecurity but also job status insecurity, relating to anxiety about changes to valued features of the job. It shows that job status insecurity is highly prevalent in the workforce and is associated with different individual, employment and labour market characteristics than those that affect insecurity about job loss. It is also related to different organizational contexts. However, the article also shows that the existence of effective mechanisms of employee participation can reduce both types of job insecurity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work organisation and workforce vulnerability to non-employment: Evidence from OECD's Survey on Adult Skills (PIAAC) (2017)
Zitatform
Greenan, Nathalie, Ekaterina Kalugina & Mouhamadou Moustapha Niang (2017): Work organisation and workforce vulnerability to non-employment. Evidence from OECD's Survey on Adult Skills (PIAAC). (Centre d'Etudes de l'Emploi. Document de travail 195), Noisy-le-Grand, 42 S.
Abstract
"This working paper examines the relationship between forms of work organisation and vulnerability of the workforce to non-employment. It relies on the data from the first two rounds of the survey on adult skills (PIAAC) carried out by the Organisation for Economic Co-operation and Development (OECD) in 33 of its member or partner countries. Using hierarchical cluster analysis, we identify five forms of work organisation based on the description given by employees of the tasks they perform: Discretionary learning, Constrained learning, Independent, Simple and Taylorist. A multilevel logistic regression is then used to evaluate their impact on vulnerability to non-employment. Vulnerability to nonemployment is defined as the probability to make a transition from employment to nonemployment over a one year period. The results show indeed a significant impact of forms of work organisation on vulnerability to non-employment after controlling for a large number of relevant job and personal characteristics. In particular, employees in Discretionary learning forms of work organisation are the least vulnerable. We also identify labour market policies and institutions which are likely to influence the probability of making a transition to non-employment in relation with the different forms of work organisation. Our results suggest that active labour market policies such as training and employment and start-up incentives amplify the protective effect of Discretionary learning and Independent forms of work organisation as do passive labour market policies for Constrained learning and Simple forms of work organisation. To protect employees in Taylorist forms, expenditures on public employment service and administration, sheltered and supported employment and rehabilitation and direct job creation are to be promoted. A strict employment legislation against dismissals, unlike the strictness of the regulation regarding the use of temporary contract, tends to protect employees in Taylorist forms of work organisation while weakening the protective effect of Simple and Constrained learning forms. Finally, there is a nonmonotonous relationship between the centralisation of wage bargaining and vulnerability. Vulnerability is lower for employees in Constrained learning, Discretionary learning and Independent forms of work organisation when bargaining takes place at an intermediate level, while it is higher for employees in Simple and Taylorist forms and decreasing in the degree of centralisation. It would seem, therefore, that the effectiveness of labor market policies and institutions should be examined in relation with the forms of work organisation prevailing within each country." (Author's abstract, IAB-Doku) ((en))