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.
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Literaturhinweis
Job insecurity and the changing workplace: recent developments and the future trends in job insecurity research (2018)
Lee, Cynthia; Ashford, Susan J.; Huang, Guo-Hua;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 characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector (2018)
Van der Heijden, Beatrice I. J. M.; Peeters, Maria C. W.; Van Breukelen, J. Wim M.; Le Blanc, Pascale M. ;Zitatform
Van der Heijden, Beatrice I. J. M., 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
Job insecurity and mental health in Canada (2018)
Watson, Barry; Osberg, Lars;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)
Zitatform
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)
Dekker, Fabian; Veen, Romke van der;Zitatform
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)
Zitatform
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)
Erlinghagen, Marcel;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))
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Literaturhinweis
Verunsichert von Anfang an? Überlegungen und Ergebnisse zur intergenerationalen Transmission subjektiver Arbeitsplatzunsicherheit (2017)
Lübke, Christiane;Zitatform
Lübke, Christiane (2017): Verunsichert von Anfang an? Überlegungen und Ergebnisse zur intergenerationalen Transmission subjektiver Arbeitsplatzunsicherheit. In: S. Lessenich (Hrsg.) (2017): Geschlossene Gesellschaften : Verhandlungen des 38. Kongresses der Deutschen Gesellschaft für Soziologie in Bamberg 2016 (Verhandlungen der Kongresse der Deutschen Gesellschaft für Soziologie, 38), S. 1-11.
Abstract
"Die prägende Wirkung der Eltern auf die Lebenschancen ihrer Kinder - und damit die Reproduktion sozialer Ungleichheit über Generationen - erweist sich als äußerst persistent und ist damit nach wie vor ein zentrales Thema der Soziologie. Während sich die bisherige ungleichheitssoziologische Forschung vor allem der intergenerationalen Weitergabe von objektiven Dimensionen wie Einkommen, Bildung und Beruf konzentriert, widmet sich der vorliegende Beitrag der intergenerationalen Transmission einer subjektiven Dimension sozialer Ungleichheit, nämlich der intergenerationalen Transmission subjektiver Arbeitsplatzunsicherheit. Es wird untersucht, ob und wie die individuelle Verunsicherung im Lebensverlauf mit den Arbeitsplatzsorgen der Eltern zusammenhängt. Die Ergebnisse der Analysen auf Basis des Sozio-oekonomischen Panels zeigen, dass es eine solche intergenerationale Transmission subjektiver Arbeitsplatzunsicherheit gibt. Kinder aus verunsicherten Elternhäusern sind sowohl in ihrer Jugendphase pessimistischer, wenn es um die Einschätzung einer zünftigen Arbeitslosigkeit geht, und machen sich auch im frühen Erwerbsleben häufiger Sorgen um die Sicherheit ihres Arbeitsplatzes. Diese intergenerationale Ähnlichkeit lässt sich auf innerfamiliale Sozialisationsprozesse in der Jugendphase zurückführen und hat das Potenzial zu einem besseren Verständnis der Reproduktion sozialer Ungleichheit über Generationen beizutragen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
An interview study of early job insecurity and consequences for the transition to adulthood (2017)
Stoilova, Rumiana ; Ilieva-Trichkova, Petya; Krasteva, Veneta; Boyadjieva, Pepka; Nyagolov, Lachezar; Yordanova, Gabriela;Zitatform
Stoilova, Rumiana, Pepka Boyadjieva, Petya Ilieva-Trichkova, Veneta Krasteva, Gabriela Yordanova & Lachezar Nyagolov (2017): An interview study of early job insecurity and consequences for the transition to adulthood. (NEGOTIATE working paper 5.3), Oslo, 66 S.
Abstract
"The transition to adulthood is a process which poses various hardships to young people and in which they need to take significant decisions about their future life. When this process coincides with economic and financial crisis, with political and labour market transformation, the situation of the youth is further hampered.
Against this background, the present report focuses on the job insecurity among the youth in Europe and investigates its consequences for the transition to adulthood. It uses information from 209 life course interviews from seven European countries (Bulgaria, the Czech Republic, Germany, Greece, Norway, Poland and the United Kingdom). Drawing on these data, it has elaborated several patterns of the effects of the situation of early job insecurity on young people's scope for exercising active agency in relation to education, occupation/employment and family formation. We have differentiated between two groups of patterns - of realized and of impossible agency. In the group of patterns of realized agency, we included the following patterns of realized interactions with institutions and individuals: self-relying agency, institutionally-enabled agency, informally-enabled agency and social commitment-enabled agency. In the group of patterns of impossible agency, we classified: disoriented and unmotivated agency, hampered agency, and blocked agency.
This report also explores the main aspects of marginalization and social exclusion which deteriorate young people's scope for exercising active agency (and resilience) in the process of negotiating labour market situation and transition to adulthood. These aspects are analysed at three levels - micro, meso and macro. Thus, at micro level we focus on the low educational and occupational level, the lack of material resources, low autonomy and deteriorated mental/physical well-being. At meso level, we pay attention to the limited or restricted social capital, the limited institutional and NGO support and the insufficient regional and local opportunities. At macro level, we discuss the insufficient or ineffective policies related to education, employment and family.
This report also analyzes mechanisms of gendered labour market outcomes. More specifically, it discusses several situations which provoke considerable difficulties for women seeking satisfying employment, such as: motherhood (early motherhood and single mothers), care work and the need for work life balance, subjective perceptions of the interviewed on the scarring signals on the side of the employers and discrimination, based on gender and ethnicity as well as the chances for upward social mobility from a generational and gender perspective. The report results have clear policy implications. First, it points to the need for elaborating policies - both at local and national level - that directly or indirectly have a positive effect on the capabilities sets of young people with respect to three interrelated dimensions of capabilities related to work, education and autonomy. Second, it suggests that multiple exclusion, resulting from deprivation based on gender, ethnic origin, and class, be taken into account when assessing the effect of youth policies at European, national and local level. Finally, it proposes that socially-responsible business, which is engaged not only in charity but in the formation of the labour potential of employees, should be highlighted and motivated to continue its commitment." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Beschäftigungsanpassung nach Mindestlohneinführung: Minijobs wurden teilweise umgewandelt, aber auch zulasten anderer Stellen (2017)
Zitatform
Vom Berge, Philipp & Enzo Weber (2017): Beschäftigungsanpassung nach Mindestlohneinführung: Minijobs wurden teilweise umgewandelt, aber auch zulasten anderer Stellen. (IAB-Kurzbericht 11/2017), Nürnberg, 8 S.
Abstract
"Zum 1. Januar 2015 wurde in Deutschland der allgemeine gesetzliche Mindestlohn von 8,50 ?Euro pro Stunde eingeführt. Erste Analysen des IAB haben gezeigt, dass es Auswirkungen insbesondere auf geringfügige Beschäftigung gab. Dieser Kurzbericht analysiert die Beschäftigungsdynamik bei Einführung des Mindestlohns auf betrieblicher Ebene. Er zeigt, wie sich Betriebe kurzfristig an die neuen Gegebenheiten angepasst haben und wie sich die Struktur der Beschäftigung nach der Mindestlohneinführung verändert hat." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Explaining consequences of employment insecurity: the dynamics of scarring in the United Kingdom, Poland and Norway (2016)
Abebe, Dawit Shawel; Shi, Lulu P. ; Bussi, Margherita; Buttler, Dominik ; Michon, Piotr; Hyggen, Christer; O'Reilly, Jacqueline; Imdorf, Christian ;Zitatform
Abebe, Dawit Shawel, Margherita Bussi, Dominik Buttler, Christer Hyggen, Christian Imdorf, Piotr Michon, Jacqueline O'Reilly & Lulu P. Shi (2016): Explaining consequences of employment insecurity. The dynamics of scarring in the United Kingdom, Poland and Norway. (NEGOTIATE working paper 6.2), Oslo, 48 S.
Abstract
"The working paper presents the study on scarring effects of early employment insecurities.
This study goes beyond the traditional analysis to better understand the trade-offs experienced by young workers faced with an insecure labour market integration. The studies from the UK, Poland and Norway pay a special attention to gender and education as potential moderating variables of scarring effects." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Die Rolle befristeter Beschäftigung in Europa (2016)
Zitatform
Bachmann, Ronald & Julia Bredtmann (2016): Die Rolle befristeter Beschäftigung in Europa. In: Zeitschrift für Wirtschaftspolitik, Jg. 65, H. 3, S. 270-298. DOI:10.1515/zfwp-2016-0017
Abstract
"Befristete Verträge werden in vielen Ländern der Europäischen Union als Instrument, Arbeitsmärkte flexibel zu gestalten, eingesetzt. Ein internationaler Vergleich zeigt, dass die befristete Beschäftigung nur bedingt die Durchlässigkeit der Arbeitsmärkte unterstützt. Zwar erleichtert sie teilweise den Arbeitsmarktzugang, führt aber auch zu instabilen Beschäftigungsverhältnissen und segmentierten Arbeitsmärkten, die mit einer geringen Sprungbrettfunktion der befristeten Beschäftigung einhergehen. Um nachhaltige Beschäftigung zu schaffen, erscheinen Reformen des Kündigungsschutzes, die Übergange in reguläre Jobs erleichtern, sowie Investitionen in Aus- und Weiterbildung als sinnvolle Alternativen" (Autorenreferat, © De Gruyter)
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Literaturhinweis
IT-based technical change and job instability (2016)
Behaghel, Luc; Moschion, Julie;Zitatform
Behaghel, Luc & Julie Moschion (2016): IT-based technical change and job instability. In: The Scandinavian journal of economics, Jg. 118, H. 1, S. 79-104. DOI:10.1111/sjoe.12129
Abstract
"We investigate the impact of IT diffusion on the stability of employment. We document the evolution of different components of job instability over a panel of 348 cities in France, from the mid-1970s to the early 2000s. The evidence goes against the view that the diffusion of IT has spurred job instability. Yet, analysing long-term differences in the occupational structure, we find that IT diffusion has increased the share of high-skill occupations at the expense of low-skill occupations. This is consistent with French firms' reliance on their internal labour market to meet the new skill requirements associated with IT diffusion." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))