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Beneito, Pilar, Maria Garcia-Vega, Oscar Vicente-Chirivella & Guillaume Wilemme (2024): Robots and firms' labour search: The role of temporary work agencies. (Research paper / Nottingham Centre for Research on Globalisation and Economic Policy 2024,02), Nottingham, 55 S.

Abstract

"We study the impact of industrial robots on the use of labor intermediaries or temporary work agencies (TWAs) and firm productivity. We develop a theoretical framework where new technologies increase the need for quality match workers. TWAs help firms to search for workers who better match their technologies. The model predicts that using robots increases TWA use, which increases robots' productivity. We test the model implications with panel data of Spanish firms from 1997 to 2016 with information on robot adoption and TWA use. Using staggered difference-in-difference (DiD) estimations, we estimate the causal effects of robot adoption on TWAs. We find robot adopters increase the probability of TWA use compared to non-adopters. We also find that firms that combine robots with TWAs achieve higher productivity than those who adopt robots without TWAs." (Author's abstract, IAB-Doku) ((en))

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Betthäuser, Bastian A., Nhat An Trinh & Anette Eva Fasang (2024): The temporal dimension of parental employment: Temporary contracts, non-standard work schedules, and children's education in Germany. In: European Sociological Review, Jg. 40, H. 6, S. 950-963. DOI:10.1093/esr/jcad073

Abstract

"The increasing prevalence of non-standard work and its adverse consequences are well documented. However, we still know little about how common non-standard work is amongst parents, and whether its negative consequences are further transmitted to their children. Using data from the German Microcensus, we document the prevalence and concentration of temporary employment and non-standard work schedules in households with children in Germany. Second, we examine the extent to which variation in this temporal dimension of parental employment is associated with children’s school track. Results show that in about half of all German households with children in lower-secondary school at least one parent has a temporary contract or regularly works evenings or Saturdays. We find that children whose mother always works evenings or Saturdays are substantially less likely to transition to the academic school track. By contrast, we find no significant association between fathers’ non-standard work schedules and children’s school track. We also find no evidence of an association between parents’ temporary employment and children’s school track placement. These divergent findings highlight the importance of disaggregating non-standard work into its specific components and differentiating between mothers' and fathers' non-standard work when investigating the consequences of parental non-standard work for children’s educational and life chances." (Author's abstract, IAB-Doku) ((en))

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Boeri, Tito & Pietro Garibaldi (2024): Temporary Employment in Markets with Frictions. In: Journal of Economic Literature, Jg. 62, H. 3, S. 1143-1185. DOI:10.1257/jel.20231655

Abstract

"Temporary employment has spiked in OECD countries over the last 40 years and is now a common feature of their labor market landscape. A large body of empirical literature examines the spread of temporary employment, but no systematic review and interpretation of its findings in light of economic theory exists. This survey aims at filling this gap by interpreting the key empirical results based on the predictions of the macro models in markets with frictions developed to address specific features of temporary employment. Revisions of workhorse models used so far to analyze temporary employment are also suggested." (Author's abstract, IAB-Doku) ((en))

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Bonet, Rocio, Marta Elvira & Stefano Visintin (2024): Hiring Temps but Losing Perms? Temporary Worker Inflows and Voluntary Turnover of Permanent Employees. In: Work, Employment and Society, Jg. 38, H. 1, S. 83-102. DOI:10.1177/09500170221103135

Abstract

"This article investigates the effect of hiring temporary workers on the voluntary turnover of permanent employees. It argues that inflows of temporary workers erode the working conditions of permanent employees, prompting their voluntary departure. Using a unique panel dataset of individual-level monthly payroll data over an eight-year period in a sample of Spanish companies, a positive association between temporary worker inflows and the voluntary turnover of permanent workers is found. The results are robust to diverse specifications and are strongest for firms in non-manufacturing sectors and for firms that hire proportionally more low-skilled workers, contexts where the hiring of temporary workers may be more disruptive for permanent employees. Since the hiring of temporary workers is unlikely to threaten the employment of permanent employees in the dual labour market of Spain, the results indicate serious disruption costs associated with temporary hiring in organisations." (Author's abstract, IAB-Doku) ((en))

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Brehm, Uta & Nadja Milewski (2024): Is part-time employment a temporary 'stepping stone' or a lasting 'mommy track'? Legislation and mothers' transition to full-time employment in Germany. In: Journal of European Social Policy, Jg. 34, H. 3, S. 354-369. DOI:10.1177/09589287231224607

Abstract

"Research on reconciling family and employment debates if maternal part-time employment works as ‘stepping stone’ to full-time employment or as gateway to a long-term ‘mommy track’. We analyze how mothers’ transition from part-time to full-time employment is shaped by changing reconciliation legislations and how this is moderated by reconciliation-relevant factors like individual behaviors and macro conditions. We extend the literature on work–family reconciliation by investigating mothers’ employment behavior after the birth of their last child, i.e., after the family formative phase. We draw upon Germany with its considerable regional and historical heterogeneity. Using event history methods on SOEP-data, we observe mothers who (re)enter part-time employment (i.e., up to 30 weekly working hours) after their last childbirth. Results suggest that the impact of reconciliation legislations depends on the moderation by other factors. Recent reconciliation-friendly legislations may have contributed to the polarization of maternal employment patterns: more and less employment-oriented mothers diverge sooner after childbirth than before. Legislations co-occur with increases both in childcare institutions and part-time culture, but their moderation effects compete. Hence, boosting part-time work as either a ‘stepping stone’ or a ‘mommy track’ requires a deep understanding of the mechanisms behind legislations as well as more explicit policy incentives." (Author's abstract, IAB-Doku) ((en))

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Busilacchi, Gianluca, Giovanni Gallo & Matteo Luppi (2024): I Would Like to but I Cannot: What Influences the Involuntariness of Part-Time Employment in Italy. In: Social indicators research, Jg. 173, H. 2, S. 439-473. DOI:10.1007/s11205-024-03339-2

Abstract

"Over the last two decades, involuntary part-time (IPT) employment has become a more and more pressing issue in Europe, especially in the southern countries, where IPT today constitutes most part-time employment. Using INAPP-PLUS data and different discrete choice model estimations, this paper aims to shed light on the factors that explain the IPT growth in Italy, focusing on what influences the IPT status at the individual, household and labour market levels. The main hypothesis is that what influences the IPT work derive from a combination of workers’ individual, household, and job characteristics which may engender limited power during the bargaining process. The empirical results, based on gender-specific models, highlight that characteristics associated with the IPT status significantly changed over time, reporting a convergent path between the gender profiles of IPT employment. However, IPT employment for women still appears to be mainly originated from the gendered division of domestic and care tasks, while this phenomenon seems to be mainly driven by the labour demand side for men." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Carrasco, Raquel, Ismael Gálvez-Iniesta & Belén Jerez (2024): Do temporary help agencies help? Employment transitions for low-skilled workers. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102586

Abstract

"We investigate the impact of working for a temporary help agency (THA) compared to being directly hired on the employment transitions of low-skilled male temporary workers aged 20 to 45. Using data from Spanish administrative records, we employ competing risk discrete-time duration models to analyze multiple temporary employment spells. Our analysis reveals the importance of accounting for short-duration dependence and workers’ unobserved heterogeneity. We find that, across all durations, agency workers are more likely to transition either to unemployment or to a new THA contract than their direct-hire counterparts. Transitions to permanent positions, although infrequent in our sample, are also more likely for agency workers. Our qualitative findings hold when unobserved heterogeneity is not controlled for. However, this model underestimates the effect of agency contracts on the risk of entering unemployment and overestimates the impact on the probability of re-entering THA. This suggests that positive self-selection plays a relevant role in explaining the higher persistence of THA employment, but not the associated higher risk of unemployment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Charlot, Olivier, Idriss Fontaine & Thepthida Sopraseuth (2024): Job polarization and non-standard work: Evidence from France. In: Labour Economics, Jg. 88. DOI:10.1016/j.labeco.2024.102534

Abstract

"Using annual and quarterly data from the French LFS, we investigate the interplay between the extensive and intensive margins of labor adjustment, job polarization, and non-standard work (N S) along the business cycle. We find that the declines in aggregate work hours during economic downturns can primarily be attributed to the reduction in routine standard employment (R, S) during past recessions in France. We then study the dynamics of routine standard employment, highlighting several key findings: (i) The primary drivers of R,S employment are inflows from routine non-standard work (R, N S) and unemployment. (ii) Individuals who lose R, S jobs are more likely to transition to R, N S positions following a brief period of unemployment. (iii) A majority of transitions within this employment category occur within the same employer, resulting in asymmetric adjustments in individual working hours. This often involves a notable increase in hours following either a contractual upgrade or a change in employer. Finally, we draw a comparative analysis between these findings and the United States, where the dynamics of routine employment appear distinct, despite a similar trend in job polarization." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Collischon, Matthias, Kamila Cygan-Rehm & Regina T. Riphahn (2024): Subsidized Small Jobs and Maternal Labor Market Outcomes in the Long Run. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17473), Bonn, 60 S.

Abstract

"This paper investigates whether incentives generated by public policies contribute to motherhood penalties. Specifically, we study the consequences of subsidized small jobs, the German Minijobs, which are frequently taken up by first-time mothers upon labor market return. Using a combination of propensity score matching and an event study applied to administrative data, we compare the long-run child penalties of mothers who started out in a Minijob employment versus unsubsidized employment or non-employment after birth. We find persistent differences between the Minijobbers and otherwise employed mothers up to 10 years after the first birth, which suggests adverse unintended consequences of the small jobs subsidy program for maternal earnings and pensions." (Author's abstract, IAB-Doku) ((en))

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Collischon, Matthias, Anna Herget & Regina T. Riphahn (2024): Minijobs as stepping stones to regular employment: overall trends and the role of Midijob reforms. In: Journal for labour market research, Jg. 58, 2024-07-02. DOI:10.1186/s12651-024-00377-8

Abstract

"Minijobs are subsidized small jobs below a fixed earnings threshold. Since a reform in 2003, they are viewed as stepping stones to the first labor market. However, the Minijob subsidy generates a ‘Minijob trap’ that causes vast bunching at the Minijob earnings threshold. Therefore, Midijobs were designed to reduce this bunching and to eliminate the ‘Minijob trap’. Midijobs are employments that earn between the Minijob earnings threshold and the Midijob earnings threshold. In this range, Midijobs subsidize social insurance contributions on a sliding scale. This paper describes time trends in the propensity to leave Minijobs for regular employment and studies the role of Midijobs for transitions out of Minijobs. We find a strong increase in transitions from Minijobs to regular employment over time. However, there is no convincing evidence that Midijobs are connected to this development. Instead, behavioral changes and aggregate developments such as the business cycle and a booming labor market may have contributed to this development." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Créchet, Jonathan (2024): A model of risk sharing in a dual labor market. In: Journal of monetary economics, Jg. 147. DOI:10.1016/j.jmoneco.2024.103591

Abstract

"In OECD countries, the labor market features a coexistence of open-ended, permanent jobs subject to strict employment protection and fixed-term, temporary jobs. This paper studies a search-and-matching model with risk-averse workers and dynamic employment contracts subject to limited commitment. In equilibrium, permanent and temporary jobs coexist when the match quality is sufficiently dispersed: firing costs generate insurance gains implying that permanent contracts are optimal for high-quality matches. Consistent with recent empirical evidence, quantitative analysis of the model shows that temporary contracts crowd out permanent jobs and do not generate employment gains." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Cuccu, Liliana, Vicente Royuela & Sergio Scicchitano (2024): Navigating the precarious path: Understanding the dualization of the Italian labor market through the lens of involuntary part-time employment. In: Papers in Regional Science, Jg. 103, H. 6. DOI:10.1016/j.pirs.2024.100061

Abstract

"This article investigates the surge in Involuntary Part-Time (IPT) employment in Italy from 2004 to 2019, exploring its impact on various socio-economic groups and adopting a spatial perspective. The study tests the hypothesis that technological shifts, specifically routine biased technological change (RBTC), and the expansion of household substitution services contribute to IPT growth. There is a widening negative gap in IPT prevalence among marginalized groups - women, young, and less skilled workers. After controlling for sector and occupation, the higher IPT propensity diminishes but remains significant, hinting at persistent discrimination. Additionally, segregation into more exposed occupations and sectors intensifies over time. Leveraging province-level indicators, and using a Partial Adjustment model, there is statistical support for RBTC’s correlation with IPT, especially among women. The impact of household substitution services is notably pronounced for women, highlighting sector segregation." (Author's abstract, IAB-Doku, © 2024 The Author(s). Published by Elsevier B.V. on behalf of The Regional Science Association International.) ((en))

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Dong, Xinwei, Dean Hyslop & Daiji Kawaguchi (2024): Skill, Productivity, and Wages: Direct Evidence from a Temporary Help Agency. In: Journal of labor economics, Jg. 42, H. S1, S. S133-S181. DOI:10.1086/728809

Abstract

"Firms frequently provide general skill training for workers. Theories propose that labor market frictions entail wage compression, generate larger productivity gains than wage growth to skill acquisition, and motivate a firm to offer general skill training, but few studies directly test them. We use unusually rich data from a temporary help service firm that records both workers' wages and their productivity as measured by the fees charged to client firms. We find that skill acquired through training and learning by doing increases productivity more than wages, with such wage compression accounting for half of the average 40% productivity growth over 5 years of tenure." (Author's abstract, IAB-Doku) ((en))

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Eberlein, Laura, Dimitris Pavlopoulos & Mauricio Garnier-Villarreal (2024): Starting flexible, always flexible? The relation of early temporary employment and young workers employment trajectories in the Netherlands. In: Research in Social Stratification and Mobility, Jg. 89. DOI:10.1016/j.rssm.2023.100861

Abstract

"Using register data from Statistics Netherlands (2009–2019), this paper examines whether the first employment contract is related to early career outcomes for a cohort of young workers who entered the Dutch labor market in the period from late 2009–2013. Instead of looking at the timing of isolated transitions between employment states, 6-year-long trajectories are considered to identify differences in early career paths. Applying a Mixture Hidden Markov Model, eight distinct states of employment quality characterized by different contract types and incomes are identified. Transitions between these employment states reveal four early career patterns that differ according to their upward and downward mobility. Our results show that entering the labor market with a permanent contract does not necessarily lead to immediate wage growth, but provides a safeguard against volatile careers with frequent transitions in and out of employment. While entering the labor market with a fixed-term contract facilitates upward mobility, on-call and temporary agency work early in the career may negatively affect long-term labor market integration." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Ervin, Jennifer, Yamna Taouk, Belinda Hewitt, Tania King & Tinh Doan (2024): A longitudinal analysis of the impact of multidimensional precarious employment on the mental health of men and women. In: Scientific Reports, Jg. 14, H. 1. DOI:10.1038/s41598-024-78843-z

Abstract

"This study aimed to investigate the effect of precarious employment (PE) on the mental health of Australians. Building on previous research, we conceptualised PE as a multidimensional construct, accounted for gender differences in the associations, and our modelling strategy addressed the possibility of reverse causality bias. Data was pooled panel data from 15 waves (2005–2019) of the HILDA survey (n = 14,237). Using PCA, we created two multidimensional measures of PE: objective and subjective. Fixed effects (FE) regression models (attending to unmeasured time-invariant confounders) estimated the change in mental health associated with a change in PE, and instrumental variable (IV) analyses (addressing endogeneity bias) obtained an unbiased estimate of effect of subjective PE on mental health (with ordinary least squares (OLS) models as baseline). For both genders, FE models showed that objective and subjective multidimensional PE both had a strong negative association with mental health (stronger for subjective PE). IV analysis indicated OLS models overestimate the relationship between subjective PE and mental health for men but underestimate it for women, providing causal evidence that subjective PE is important for women’s mental health. Overall, findings suggest that targeted PE policies have the potential to provide significant population mental health gains, particularly for working women." (Author's abstract, IAB-Doku) ((en))

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Fiaschi, Davide & Cristina Tealdi (2024): Let's Roll Back! The Challenging Task of Regulating Temporary Contracts. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16777), Bonn, 32 S.

Abstract

"In this paper, we evaluate the impact of a reform introduced in Italy in 2018 (Decreto Dignità), which increased the rigidity of employment protection legislation (EPL) of temporary contracts, rolling back previous policies, to reduce job instability. We use longitudinal labor force data from 2016 to 2019 and adopt a time-series technique within a Rubin Casual Model (RCM) framework to estimate the causal effect of the reform. We find that the reform was successful in reducing persistence into temporary employment and increasing the flow from temporary to permanent employment, in particular among women and young workers in the North of Italy, with significant effects on the stocks of permanent employment (+), temporary employment (-) and unemployment (-). However, this positive outcome came at the cost of higher persistence into inactivity, lower outflows from unemployment to temporary employment and higher outflows from unemployment to inactivity among males and low-educated workers." (Author's abstract, IAB-Doku) ((en))

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Fukai, Taiyo, Daiji Kawaguchi, Ayako Kondo & Izumi Yokoyama (2024): How do firms attain internal and external flexibility of employment? In: Labour Economics, Jg. 91. DOI:10.1016/j.labeco.2024.102628

Abstract

"While firms in many developed countries increasingly rely on workers with nonstandard contracts, the underlying economic factor distinguishing workers on standard contracts from those on nonstandard contracts is poorly understood. Thus, we explore the asymmetric employment and wage adjustments of these two groups to examine whether differences in the importance of firm–worker relation specificity between the two types of workers is a fundamental source of the heterogeneity. We use unique firm-level panel data that records the number of dispatched workers from temporary help agencies, matched with payroll records. Leveraging the exogenous shock that stems from exchange rate fluctuation and heterogeneous trade exposure among firms, we find that firms absorb temporary shocks by adjusting the number of dispatched workers while refraining from changing the employment of in-house workers. Instead, firms opt to change the wages of in-house workers by adjusting their yearly bonuses, rather than their monthly wages." (Author's abstract, IAB-Doku, © 2024 The Author(s). Published by Elsevier B.V.)((en))

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Gürtzgen, Nicole (2024): Einführung der Brückenteilzeit: bislang keine spürbaren Folgen für Teilzeitjobs. (IAB-Forschungsbericht 02/2024), Nürnberg, 27 S. DOI:10.48720/IAB.FB.2402

Abstract

"Seit der Einführung der so genannten Brückenteilzeit zum 1. Januar 2019 können Beschäftigte ihre vertragliche Arbeitszeit für einen befristeten Zeitraum reduzieren und danach ihre ursprünglich vereinbarte Arbeitszeit wieder aufnehmen. Die Ergebnisse des vorliegenden Beitrages zeigen, dass die Reform bislang nur geringe Veränderungen der Teilzeitbeschäftigung in denjenigen Betrieben (bis 200 Beschäftigten) nach sich gezogen hat, in denen Beschäftigte vom Recht auf Brückenteilzeit Gebrauch machen können. Als von der Reform nicht betroffene Betriebe werden in der vorliegenden Analyse diejenigen Betriebe bezeichnet, die zu Unternehmen mit bis zu 45 Beschäftigten gehören. Als von der Reform betroffen werden in der Studie diejenigen Betriebe betrachtet, wenn sie zu einem Unternehmen gehören, dass mehr als 45 und bis zu 200 Beschäftigte hat. Betriebe, die zu Unternehmen mit mehr als 200 Beschäftigten gehören, waren auch von der Einführung der Brückenteilzeit betroffen, werden jedoch der schlechteren Vergleichbarkeit halber für die vorliegende Untersuchung nicht herangezogen. Der Vergleich der Teilzeitquoten in von der Reform betroffenen und nicht betroffenen Betrieben zeigt, dass die Teilzeitquoten über den gesamten Beobachtungszeitraum, also von 2014 bis 2021, in nicht betroffenen Betrieben höher ausfielen als die in betroffenen Betrieben. Dieser grundsätzliche Niveauunterschied blieb auch nach Inkrafttreten der Brückenteilzeit im Jahr 2019 bestehen. Insgesamt verzeichneten die Betriebe mit Beginn der Covid-19-Rezession einen etwas geringeren Zuwachs der sozialversicherungspflichtigen Teilzeitbeschäftigung. Der geringere Zuwachs ist sowohl bei betroffenen Betrieben zu beobachten (also bei Betrieben, die zu Unternehmen mit mehr als 45 und bis zu 200 Beschäftigten gehören) als auch bei kleineren Betrieben, die von den Regelungen ausgenommen sind. Nach der Reform hat sich jedoch der Zuwachs der Teilzeitbeschäftigung in den Betrieben, in denen Beschäftigte einen Anspruch auf Brückenteilzeit geltend machen können, etwas weniger stark abgeschwächt. Hier ist jedoch zu beachten, dass die Entwicklungen in den Jahren 2020 und 2021 nur schwer von Effekten der durch die Covid-19-Pandemie verursachten Rezession abzugrenzen sind. Insgesamt lässt sich die ermittelte Veränderung für einen Betrieb mit durchschnittlich 200 Beschäftigen dahingehend beziffern, dass über den Gesamtzeitraum nach der Reform die Zunahme an Teilzeitbeschäftigten im Mittel um 1 Person höher ausfällt als bei vergleichbaren nicht betroffenen Betrieben. Diese Zunahme ist jedoch zu gering, als dass die Teilzeitquoten in betroffenen Betrieben mit den höheren Quoten nicht betroffener Betriebe gleichziehen würden. Die sogenannte Zumutbarkeitsregel, welche eine Obergrenze von Umwandlungen in Unternehmen mit mehr als 45 und bis zu 200 Beschäftigten vorsieht, kann diese geringe Veränderung nicht plausibel erklären. Gemäß dieser Regel sind Arbeitgeber, die mehr als 45 und bis zu 200 Beschäftigte haben, verpflichtet, nur einer Person pro 15 angefangenen Beschäftigten einen Anspruch auf Brückenteilzeit zu gewähren. Eine weitere Erklärung könnte darin bestehen, dass die derzeit geltenden Regeln von vielen Beschäftigten als zu unflexibel wahrgenommen werden. So sieht die Regelung zur Brückenteilzeit vor, dass Beschäftigte einen Antrag auf befristete Teilzeit für mindestens ein Jahr und für maximal fünf Jahre stellen können. Während der beantragten Laufzeit ist es zudem nicht möglich, wieder zur ursprünglich vereinbarten Arbeitszeit zurückzukehren. Zudem können die bezifferten Veränderungen während der Covid-19-Rezession möglicherweise auch widerspiegeln, dass Beschäftigte in diesem Zeitraum eine größere Zurückhaltung bei der Reduzierung der Arbeitszeit an den Tag gelegt haben. Inwiefern die Reform im Zuge der wirtschaftlichen Erholung einen langfristigen Effekt auf die Inanspruchnahme befristeter Arbeitszeitreduzierungen hat, bleibt daher abzuwarten." (Autorenreferat, IAB-Doku)

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Gürtzgen, Nicole, Alexander Kubis & Martin Popp (2024): Befristungen bei Neueinstellungen 2023. Stand: 10. Mai 2024. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 8 S.

Abstract

"Im Rahmen der IAB-Stellenerhebung gaben die Betriebe an, im Jahr 2023 in Deutschland rund 4,7 Mio. sozialversicherungspflichtige Neueinstellungen (ohne Auszubildende und ohne MiniJobs) vorgenommen zu haben. Hiervon waren 26 Prozent, also rund 1,2 Mio. Stellen (zunächst) befristet (Tabelle 1). Die Befristung von Neueinstellungen ermöglicht den Betrieben, die Fähigkeiten von Bewerberinnen und Bewerbern zu überprüfen, bevor ein unbefristetes Arbeitsverhältnis eingegangen wird. Durch den Abschluss von befristeten Arbeitsverträgen können Betriebe ohne langfristige Mittelbindung häufig auch Jobs anbieten, die sonst vielleicht nicht finanzierbar gewesen wären. Darüber hinaus haben Befristungen für Betriebe zudem den Vorteil, dass sie (Entlassungs-)Kosten vermeiden können, die gegebenenfalls im Rahmen des allgemeinen oder tarifvertraglich erweiterten Kündigungsschutzes entstehen können (Bossler et al. 2017). Als weiteres wichtiges betriebliches Motiv für befristete Neueinstellungen ist zudem ein vorübergehender Mehrbedarf an Arbeitskräften etwa infolge temporärer Auftragsspitzen zu nennen (siehe hierzu z.B. Gürtzgen und Küfner 2023). Die Tatsache, dass Betriebe befristete Neueinstellungen vornehmen können, kann u.a. darin begründet sein, dass Betriebe über Marktmacht verfügen, die den Abschluss von befristeten Verträgen erleichtert (Bassanini et al. 2024). Zu beachten ist, dass die Befristungsquoten bei Neueinstellungen deutlich oberhalb des Anteils befristeter Beschäftigung an der Gesamtbeschäftigung liegen. Rund 2,6 Millionen Beschäftigte in Deutschland hatten laut IAB-Betriebspanel im Jahr 2022 einen befristeten Arbeitsvertrag. Das entspricht einem Anteil an allen Beschäftigten (ohne Auszubildende) von 6,6 Prozent (Hohendanner / IAB 2023). Die Diskrepanz zwischen dem Anteil befristeter Neueinstellungen und dem Befristungsanteil aller Beschäftigter zeigt, dass befristete Beschäftigungsverhältnisse in nennenswertem Ausmaß in unbefristete Arbeitsverträge umgewandelt werden (Müller et al. 2017)." (Textauszug, IAB-Doku)

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Helgøy, Anna (2024): What sustains feminized part-time work at the gender equality frontier? Evidence from a vignette experiment. In: Journal of European Social Policy, Jg. 34, H. 5, S. 542-555. DOI:10.1177/09589287241290751

Abstract

"Feminized part-time work has been deemed a family policy conundrum yet to be solved by any welfare regime. To identify ways forward, this article examines structural drivers of part-time work decisions through a vignette experiment fielded in the gender-egalitarian context of Norway (N = 3500). Six theory-grounded factors are tested in this multidimensional, causal framework: partner income level, physical and cognitive household labor burdens, the presence of a part-time culture at the workplace, and consequences of part-time work for career advancement and future pensions. Results show that overall, factors that regulate individuals’ material self-interest (partner income, career and pension consequences) have the largest impact on working-time decisions. Additionally, a priming treatment is given with a split sample concerning the factor of cognitive household labor – the organizational dimension of household work. Results from sub-group analyzes show that non-primed respondents prefer significantly higher working hours when their cognitive labor burden is lower. Respondents who received experimental priming, however, portray the opposite behavior (lower working-hour preference when cognitive labor burden is low). The pattern is driven by women, whereas men are left largely unaffected by both the priming and vignette treatment of cognitive labor. Thus, robust findings imply that gender inequality in material circumstances sustains feminized part-time work patterns. Suggestive evidence further indicates that gender inequality in cognitive labor loads may also contribute to sustaining feminized part-time work." (Author's abstract, IAB-Doku) ((en))

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Ilsøe, Anna, Trine Pernille Larsen, Sissel Trygstad, Lorraine Ryan, Kristine Nergaard & Juliette McMahon (2024): Permanently marginalized? Securing living hours among part-time workers in hotels and restaurants in Northern Europe. In: European journal of industrial relations, Jg. 30, H. 4, S. 421-439. DOI:10.1177/09596801241264643

Abstract

"This paper offers a comparative perspective on the wage and working conditions of marginal part-time workers (less than 15 hours per week) in the Danish, Irish and Norwegian hotel and restaurant sector. Each of the three countries belongs to distinct industrial relations models with different sectoral traditions of multi-employer bargaining, political intervention and union strength. We focus on social partner initiatives, over time, covering trade unions, employers and national governments’ unilateral, bipartite or tripartite measures to secure ‘living hours’ for workers with contracts of few hours. Analytically, we seek inspiration from the work on industrial relations regimes by Visser (2009) and combine it with the concept of living hours. We find that social partners have introduced a series of initiatives to secure living hours, notably to protect and increase hourly wages and secure guaranteed weekly working hours. However, while securing minimum wages and income through either bipartite, tripartite or unilateral measures seem relatively successful in all three countries, the attempts to guarantee minimum weekly working hours and thus secure living hours prove more difficult and mainly has had an impact in Denmark." (Author's abstract, IAB-Doku) ((en))

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Jacqueson, Catherine (2024): An Effective protection against unemployment for self-employed and platform workers? The intriguing case of Denmark. In: European Journal of Social Security, Jg. 26, H. 2, S. 140-154. DOI:10.1177/13882627241270473

Abstract

"This article discusses whether self-employed and platform workers in Denmark have effective access to the unemployment insurance scheme. The Danish case is intriguing in a comparative context. Unlike other European States, it has been possible in Denmark for the self-employed to formally access the unemployment scheme since 1976. The system is also interesting as it is rather flexible, and was recently adapted to meet the challenges of changing work patterns and an increase in atypical forms of work, such as platform work. Yet, it is argued that important barriers to effective coverage remain. Some barriers, such as the voluntary character of the insurance and its eligibility criteria, are common to all persons with low and irregular work. Other barriers are specific to the self-employed and relate to the conditions for proving the closing down of business, and to waiting periods." (Author's abstract, IAB-Doku) ((en))

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Jankowski, Krzysztof Z. (2024): Positioning precarity: The contingent nature of precarious work in structure and practice. In: The British journal of sociology, Jg. 75, H. 5, S. 715-730. DOI:10.1111/1468-4446.13125

Abstract

"Conceptualizing precarity has come to rest on the multi-dimensional and differentiated insecurities of job and worker, this however belies the relationship between structure and experience where precarity originates. To bridge that relationship, I employ the landscape concept to position workers relative to the structural contingency of precarious work. To study this landscape, I conducted an ethnography involving job searching, working, and interviewing workers. While certainly insecure, these jobs displayed parallel characteristics of streamlined hiring and short-notice starts which workers took advantage of. I explore three ideal-typical ‘jobs’—the first, only, and best job—to examine how vulnerability is balanced with contingency to produce precarity. This analysis and the landscape approach locate the political-economic transformation of work in the context of workers' lives and their labor market position. Taking precarious work is an act of balancing one's vulnerabilities in a way that constructs and thus naturalizes precarity. Overall, the article contributes an image of an economy where workers have to be opportunistic in a continual struggle for work while stratified by their personal circumstances and position in this labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Larsen, Trine Pernille & Anna Ilsøe (2024): Workers with few hours – who secures their social rights? – The role of social dialogue and collective bargaining. In: European journal of industrial relations, Jg. 30, H. 4, S. 349-361. DOI:10.1177/09596801241293249

Abstract

"This special issue looks at the contributions of social dialogue and collective bargaining to creating, maintaining or reducing the risks associated with employment contracts of few hours, such as marginal part-time work, temporary agency work and zero-hour contracts. It additionally considers changes in welfare institutions with regard to the protection of these groups of workers. In this paper, we introduce the arguments on why and how working in marginal part-time jobs involves vulnerability, and on the differential roles collective bargaining and social protection may have on these jobs, depending in particular on which status (employees, workers or self-employed) they are associated to." (Author's abstract, IAB-Doku) ((en))

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Latner, Jonathan P. (2024): The effect of transitioning into temporary employment on wages is not negative: A comparative study in eight countries. In: Research in Social Stratification and Mobility, Jg. 92, 2024-07-22. DOI:10.1016/j.rssm.2024.100957

Abstract

"There remains a lack of clarity about the effect of temporary employment on wages. Using asymmetric fixed effects models with a dummy impact function, we study the wage effects of four distinct transitions: (1) from unemployment into a temporary relative to (2) a permanent contracts; and (3) from temporary into permanent contracts relative to (4) from permanent into temporary contracts. We use panel data from eight countries to examine the effect of these distinct transitions, over time after the transition occurs, and in a cross-national, comparative context. The main finding explains the wage penalty of temporary employment identified by previous research. The negative effect is more accurately understood as the difference between two types of transitions, neither of which are negative, even if transitions from temporary into permanent contracts more positive than transitions from permanent into temporary contracts. There is little difference in the wage effect of transitions from unemployment into temporary relative to permanent contracts. The findings may be counter intuitive, but they are consistent with the theory of equalizing differences." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Lehner, Lukas, Paul Ramskogler & Aleksandra Riedl (2024): Beggaring Thy Co-Worker: Labor Market Dualization and the Wage Growth Slowdown in Europe. In: ILR review, Jg. 77, H. 5, S. 659-684. DOI:10.1177/00197939241248162

Abstract

"As temporary employment has become a pervasive feature of modern labor markets, reasons for wage growth have become less well understood. To determine whether these two phenomena are related, the authors investigate whether the dualized structure of labor markets affects macroeconomic developments. Specifically, they incorporate involuntary temporary workers into the standard wage Phillips curve to examine wage growth in 30 European countries for the period 2004–2017. Relying on individual-level data to adjust for a changing employment composition, their findings show, for the first time, that the incidence of involuntary temporary workers has strong negative effects on permanent workers’ wage growth, thereby dampening aggregate wage growth. This effect, which the authors name the competition effect, is particularly pronounced in countries where wage bargaining institutions are weak. The findings shed further light on the reasons for the secular slowdown of wage growth after the global financial crisis." (Author's abstract, IAB-Doku) ((en))

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Magoga-Sabatier, Sabrine (2024): Coverage for platform workers and the self-employed in case of unemployment in Switzerland: Access to protection and ways of improvement. In: European Journal of Social Security, Jg. 26, H. 2, S. 198-213. DOI:10.1177/13882627241256003

Abstract

"Whether they are self-employed, atypical employees, or self-employed using an umbrella company, there is still almost no social protection against unemployment or partial loss of activity in Switzerland for platform workers. The same can be said for the self-employed in general. This contribution shows that platform workers, irrespective of their exact legal status, and the self-employed in general, risk sanctions for taking on unsuitable work, for being insufficiently available for decent work or unable to prove a loss of income. However hard they try, they cannot even contribute to a voluntary unemployment insurance scheme. We show that the Swiss social protection scheme, a product of years of federal direct democracy, is hardly able to adapt to the fast-moving platform work environment, thus increasing the risks of precariousness and the burden on the cantons' social assistance for the next generation." (Author's abstract, IAB-Doku) ((en))

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Manning, Alan & Graham Mazeine (2024): Subjective Job Insecurity and the Rise of the Precariat: Evidence from the United Kingdom, Germany, and the United States. In: The Review of Economics and Statistics, Jg. 106, H. 3, S. 748-761. DOI:10.1162/rest_a_01196

Abstract

"There is a widespread belief that work is less secure than in the past, that an increasing share of workers are part of the “precariat.” It is hard to find much evidence for this in objective measures of job security, but perhaps subjective measures show different trends. This paper shows that in the United States, the United Kingdom, and Germany, workers feel as secure as they ever have in the past 30 years. This is partly because job insecurity is very cyclical and (pre-COVID) unemployment rates very low, but there is also no clear underlying trend towards increased subjective measures of job insecurity. This conclusion seems robust to controlling for the changing mix of the labor force, and it is true for specific subsets of workers." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))

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Martinez Dy, Angela, Dilani Jayawarna & Susan Marlow (2024): Racial Capitalism and Entrepreneurship: An Intersectional Feminist Labour Market Perspective on UK Self-Employment. In: Sociology, Jg. 58, H. 5, S. 1038-1060. DOI:10.1177/00380385241228444

Abstract

"This article explains entrepreneurial activity patterns in the United Kingdom labour market using theories of racial capitalism and intersectional feminism. Using UK Office for National Statistics Labour Force Survey data 2018–2019 and employing probit modelling techniques on employment modes, self-employment types and work arrangements among differing groups, we investigate inequality in self-employment within and between socio-structural groupings of race, class and gender. We find that those belonging to non-dominant gender, race and socio-economic class groupings experience an intersecting set of entrepreneurial penalties, enhancing understanding of the ways multiple social hierarchies interact in self-employment patterns. This robust quantitative evidence challenges contemporary debates, policy and practice regarding the potential for entrepreneurship to offer viable income generation opportunities by those on the socio-economic margins." (Author's abstract, IAB-Doku) ((en))

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Mizobata, Hirokazu (2024): Japan's dual labor market and its macroeconomic characteristics. In: Empirical economics, Jg. 67, H. 1, S. 165-196. DOI:10.1007/s00181-024-02555-6

Abstract

"This study examines the characteristics of Japan's dual labor market, which consists of standard and non-standard employment. I conduct labor stock and flow analyses using Japanese Labour Force Survey data from 2002 to 2022. The stock analysis suggests that, in the long run, non-standard employment improves labor market conditions, such as employment and unemployment rates. Changes in the composition of standard and non-standard employment reduce the average hours per worker in the long run but play a limited role over the business cycles. The flow analysis reveals that inflows and outflows involving non-standard employment have relatively significant effects on changes in employment and unemployment rates. This feature of non-standard employment is more pronounced for females and young individuals. The flow analysis also shows that within-employment reallocation, that is, transitions between standard and non-standard employment, primarily determines the changes in the share of non-standard employment. The sluggish movement between these two types of contracts leads to a persistently high level of non-standard employment in Japan." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Mišič, Luka & Grega Strban (2024): Atypical work and residence in cross-border situations: The coordination of unemployment benefits. In: European Journal of Social Security, Jg. 26, H. 2, S. 266-283. DOI:10.1177/13882627241255023

Abstract

"This article analyses the potential challenges related to the coordination of unemployment benefits under European Union law for persons whose employment or other economic activities and living arrangements are, in one way or another, dispersed across the territories of several EU Member States. Starting from the traditional cases of frontier workers and other cross-border (or mobile) workers, on the one hand, and remote work or telework, on the other, the article looks at the potential future of free movement in the EU under Regulation (EC) No. 883/2004 and its implementing regulation, Regulation (EC) No. 987/2009. New forms of work and work organisation, alongside new mobility and residency patterns, challenge the basic rules of lex loci laboris (the country of employment is competent) and lex loci domicilii (the country of residence is competent), especially when they collide in a single case. At the same time, unemployment benefits, which are at the heart of this debate, still remain subject to specific coordination (e.g. competence) rules that depart from the general legislation, possibly making effective provision in such cases even more difficult. The article gives a diverse collection of theoretical examples in which cross-border situations are either in themselves atypical and complex, or accompanied and made possible by new forms of work or work organisation, causing specific problems for the adequate and appropriate provision of unemployment benefits." (Author's abstract, IAB-Doku) ((en))

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Nguyen, Ngoc Hân, Wendy Smits & Mark Vancauteren (2024): Fixed-term contracts and firm productivity: Do workers’ skills and firm conversion rates from fixed-term to permanent contracts matter? In: International Journal of Manpower, Jg. 45, H. 10, S. 144-161. DOI:10.1108/ijm-03-2024-0194

Abstract

"Purpose: We aim to elucidate the relationship between fixed-term employment and firm productivity by examining workers’ skills and considering how firm-level conversion rates influence this relationship. Design/methodology/Approach: We use longitudinal employer-employee data between 2011 and 2017 in the Netherlands to estimate a nonlinear regression derived from a production function proposed by Addessi (2014) and Castellani et al . (2020). Findings: The contribution of fixed-term contracts to firm-level productivity is less than that of permanent contracts. However, this contribution is greater when firms exhibit a high conversion rate from fixed-term to permanent positions. The effect of the conversion rate is more substantial for high-skilled fixed-term workers than for low-skilled ones. Originality/value: Our results suggest the extent to which firms benefit from fixed-term contracts when these are used for screening high-skilled workers for permanent employment." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Però, Davide & John Downey (2024): Advancing Workers' Rights in the Gig Economy through Discursive Power: The Communicative Strategies of Indie Unions. In: Work, Employment and Society, Jg. 38, H. 1, S. 140-160. DOI:10.1177/09500170221103160

Abstract

"Finding limited representation in established unions, a growing number of precarious and migrant workers of the gig economy have been turning to self-organization. Yet little is known about how these workers can compensate for their lack of material resources and institutional support and negotiate effectively with employers. Drawing on interviews, frame, and content analysis grounded in ethnographic research with the precarious and migrant workers of British ‘indie’ unions, we examine the significance of self-mediation practices in facilitating effective negotiations. We find that the effectiveness of campaigns can be enhanced by strategically integrating vibrant direct action of workers and allies with self-mediated messages, which are framed to resonate with the general public and mainstream media – a practice that we call communicative unionism. These findings extend labour movement scholarship by showing the analytical importance of considering workers’ discursive power-building practices. They also contribute to addressing social movement studies’ historical neglect of workers’ collective engagements with employers." (Author's abstract, IAB-Doku) ((en))

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Reynolds, Jeremy, Julieta Aguilar & Reilly Kincaid (2024): More than a side-hustle: Satisfaction with conventional and microtask work and the association with life satisfaction. In: Social science research, Jg. 122. DOI:10.1016/j.ssresearch.2024.103055

Abstract

"Gig platforms promise attractive, flexible ways to earn supplemental income. Academics, however, often describe gig work as low-quality work, suggesting that it is less satisfying than conventional work. In this paper, we present a novel comparison of satisfaction with gig microtask work and conventional work among MTurk workers doing both. We also examine how satisfaction with gig and conventional work relate to life satisfaction. On average, respondents report less satisfaction with microtasks than with conventional work. Nevertheless, roughly one-third of respondents are more satisfied with microtask work. Furthermore, microtask work lowers overall life satisfaction, but only among “platformdependent” respondents (those who rely on platform income). Specifically, structural equation modeling reveals a case of moderated mediation: “platform dependence” reduces life satisfaction by lowering satisfaction with microtask work while also strengthening the latter's connection to life satisfaction. Taken together, our findings support and extend the theory of platform dependence." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Riphahn, Regina T. (2024): Subventionen für „kleine Jobs“. Die Auswirkungen von Mini- und Midijobs in Deutschland. In: Wirtschafts- und Sozialstatistisches Archiv, Jg. 18, H. 1, S. 5-14. DOI:10.1007/s11943-024-00335-3

Abstract

"Die Grohmann-Vorlesung des Jahres 2023 beschäftigt sich mit dem Phänomen der „kleinen Jobs“ in Deutschland. Zunächst wird der institutionelle und historische Hintergrund von Minijobs erläutert und die Intensität ihrer Nutzung beschrieben. Anschließend fasst der Text die Inhalte von drei empirischen Studien zusammen. Diese setzen sich mit der Frage auseinander ob (i) Arbeitgeber reguläre Beschäftigung durch Minijobs ersetzen, (ii) Minijobs zur „motherhood penalty“ in Deutschland beitragen und (iii) ob Midijobs Übergänge aus Minijobs in reguläre sozialversicherungspflichtige Beschäftigung erleichtert haben. Die Vorlesung schließt mit einer Betrachtung möglicher Regelungsalternativen für „kleine Jobs“ in Deutschland." (Autorenreferat, IAB-Doku, © Springer-Verlag)

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Rubery, Jill, Damian Grimshaw, Philippe Mehaut & Claudia Weinkopf (2024): Dualisation and part-time work in France, Germany and the UK: Accounting for within and between country differences in precarious work. In: European journal of industrial relations, Jg. 30, H. 4, S. 363-381. DOI:10.1177/09596801221120468

Abstract

"By comparing protections for part-time work in France, Germany and the UK, this article contributes to the comparative debate over whether industrial relations actors are mitigating or creating labour market dualisation. Significant variations in incidence and form of part-time work (a ‘spectrum of precariousness’), between and within the three countries, are explained through a theoretical frame that layers the actions of industrial relations actors against a backdrop of welfare and labour market rules and gender relations. This reveals important path dependent differences in part-time work patterns, including in the lines by which part-time work is segmented. The findings call for a more nuanced approach to dualisation that recognises that trade union responses to precarious work, albeit conditioned by their own path dependencies, have involved active efforts to extend protections to part-timers through twin strategies of support for legislative instruments and new forms of organising, albeit with only partial success." (Author's abstract, IAB-Doku) ((en))

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Stamm, Isabell Kathrin, Lena Schürmann & Katharina Scheidgen (2024): Market Dependence as a Boundary Construction for Work Solidarity with the Solo Self-employed. In: Work, Employment and Society, Jg. 38, H. 6, S. 1528-1548. DOI:10.1177/09500170231206083

Abstract

"As more people work outside standard employment, the foundations of work solidarity are contested. How does work solidarity arise in atypical forms of work that are characterised by flexible, autonomous and self-dependent organisation, such as in solo self-employment? Drawing on a discursive approach to work solidarity, this article emphasises how market dependence can serve as a boundary construction to create work solidarity. Empirically, this study engages in a discourse analysis on Soforthilfe, a policy measure introduced by the German government to financially assist solo self-employed people during the Covid-19 lockdown. In this discourse, market dependence serves to identify this social group’s need (social boundary) and to set out the corresponding policies for financial assistance (substantive boundary). Four solidarity norms – relief, equality, preservation and quasi-equivalence – support this boundary construction. The article contributes to the current discourse on work solidarity by identifying an additional boundary construction." (Author's abstract, IAB-Doku) ((en))

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Trappmann, Vera, Charles Umney, Christopher J. McLachlan, Alexandra Seehaus & Laura Cartwright (2024): How Do Young Workers Perceive Job Insecurity? Legitimising Frames for Precarious Work in England and Germany. In: Work, Employment and Society, Jg. 38, H. 4, S. 998-1020. DOI:10.1177/09500170231187821

Abstract

"This article examines the legitimising frames young workers in England and Germany apply to precarious work. Through 63 qualitative biographical interviews, the article shows that most young precarious workers saw work insecurity as an unavoidable fact of life whose legitimacy could not realistically be challenged. Four frames are identified that led to precarious work being seen as legitimate: precarious work as a driver of entrepreneurialism; as inevitable due to repeated exposure; as a stage within the life course; and as the price paid for the pursuit of autonomy and meaningful work. The article advances the literature on precarious workers’ subjectivity by identifying the frames through which it is legitimised, and by underlining the importance of frames that are currently underexamined. The prevalence of the pursuit of meaningful, non-alienating work as a frame is a particularly striking finding." (Author's abstract, IAB-Doku) ((en))

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Traverso, Silvio, Massimiliano Vatiero & Enrico Zaninotto (2024): Automation and flexible labor contracts: Firm-level evidence from Italy. (GLO discussion paper / Global Labor Organization 1425), Essen, 33 S.

Abstract

"This study examines the association between investments in automation technologies and employment outcomes at the firm level, utilizing a panel dataset of about 10,450 Italian firms. Focusing on the proliferation of non-standard, flexible labor contracts introduced by labor market reforms in the 2000s, we identify a positive relationship between automation investments and the adoption of flexible labor arrangements. With the aid of a conceptual framework, we interpret these findings as evidence of complementarity between flexible capital, represented by automation technologies, and flexible labor, manifested through non-standard contractual arrangements. This complementarity is crucial for enhancing operational flexibility, a critical determinant of firm performance in the modern market environment. However, while this adaptability is beneficial for firms, it raises concerns about job security, the potential for lower wages among workers, and the reduction of workers' incentives to invest in human capital. In terms of policy implications, our analysis underscores the need for measures that safeguard workers' interests without compromising the efficiency gains from automation." (Author's abstract, IAB-Doku) ((en))

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Veen, Alex, Tom Barratt, Caleb Goods & Marian Baird (2024): Accidental flexicurity or workfare? Navigating ride-share work and Australia's welfare system. In: Economic and Industrial Democracy, Jg. 45, H. 3, S. 766-793. DOI:10.1177/0143831X231197057

Abstract

"This mixed-methods study explores the intersection of the ‘gig’ economy and welfare state in Australia, exploring how ride-share work has provided a pathway into paid work for three traditionally disadvantaged groups: individuals with disability, with caring responsibilities, or aged 45 and over. It examines these workers’ motivations for the work and explores how the welfare system shapes their experiences. The study finds push factors, such as past labour market discrimination and limited alternatives, and pull factors, like the relative flexibility of the work, which allows for the accommodation of planned and unplanned absences, are driving individuals into the ‘gig’ economy. The authors identify a duality about these experiences. On the one hand, the work represents a de facto form of ‘workfare’. On the other, the welfare system is cushioning the work’s job and income insecurity, providing individuals with flexibility and security unavailable elsewhere, an unintended policy outcome the authors label ‘accidental flexicurity’." (Author's abstract, IAB-Doku) ((en))

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Vogel, Berthold & Harald Wolf (Hrsg.) (2024): Arbeit und gesellschaftlicher Zusammenhalt. Konzepte, Themen, Analysen. (Gesellschaftlicher Zusammenhalt 8), Frankfurt: Campus Verlag, 354 S. DOI:10.12907/978-3-593-45776-5

Abstract

"Driftet die Arbeitsgesellschaft immer mehr auseinander, ist ihr Zusammenhalt zunehmend gefährdet? Zentrale Befunde der soziologischen Arbeitsforschung wie »Entgrenzung«, »Prekarisierung« oder »Fragmentierung« legen dies nahe und weisen auf gesellschaftliche Fliehkräfte und Desintegration hin. Aktuelle Umbrüche durch Digitalisierung, sozial-ökologische Transformation und Corona-Krise scheinen soziale Spaltungen ebenfalls zu vertiefen, Polarisierungen zuzuspitzen und Zusammenhalt zu gefährden. Die Frage nach Arbeit und gesellschaftlichem Zusammenhalt ist vor diesem Hintergrund naheliegend, aber bislang innerhalb der soziologischen Zeitdiagnostik vernachlässigt. Sie wird in diesem Band erstmals von national wie international prominenten Forscherinnen und Forschern aus verschiedenen Perspektiven aufgegriffen und analysiert." (Verlagsangaben, IAB-Doku)

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Westhoff, Leonie (2024): Does Atypical Employment Come in Couples? Evidence from European Countries. In: Social indicators research, Jg. 172, H. 2, S. 569-594. DOI:10.1007/s11205-023-03296-2

Abstract

"The literature on atypical employment has largely focused on the individual level. This paper provides a novel account of the dynamics of atypical employment, specifically part-time and temporary employment, within couples. Analyzing a sample of 29 European countries using 2016 EU-SILC data, it investigates the association between partner and own atypical employment. The results show that temporary employment does come in couples, in that partner temporary employment is associated with a higher likelihood of own temporary employment. A significant portion of this result is driven by individuals with partners in temporary employment themselves exhibiting characteristics predisposing them to temporary employment. These results are largely consistent across Europe. Accumulation of part-time employment is also observed, albeit at a smaller scale. However, it occurs at the two extremes of the income distribution only, among very low-earning and very high-earning couples. In contrast, in the middle of the income distribution, there is no association between partner and own part-time employment, which is more consistent with classic household specialization patterns. An association between partner and own part-time employment is only found in a minority of European countries, most systematically in Northern and Western Europe, but also in some Southern and Eastern European countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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(2024): Saisonale Beschäftigung in der Landwirtschaft. (Kurzinfo / Bundesagentur für Arbeit), Nürnberg, 5 S.

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Alyanak, Oğuz, Callum Cant, Tatiana López Ayala, Adam Badger & Mark Graham (2023): Platform work, exploitation, and migrant worker resistance: Evidence from Berlin and London. In: The Economic and Labour Relations Review, Jg. 34, S. 667-688. DOI:10.1017/elr.2023.34

Abstract

"For migrant workers who do not have access to other means of income, the platform economy offers a viable yet exploitative alternative to the conventional labor market. Migrant workers are used as a source of cheap labor by platforms – and yet, they are not disempowered. They are at the heart of a growing platform worker movement. Across different international contexts, migrants have played a key role in leading strikes and other forms of collective action. This article traces the struggles of migrant platform workers in Berlin and London to explore how working conditions, work experiences, and strategies for collective action are shaped at the intersection of multiple precarities along lines of employment and migration status. Combining data collected through research by the Fairwork project with participant observation and ethnography, the article argues that migrant workers are more than an exploitable resource: they are harbingers of change." (Author's abstract, IAB-Doku) ((en))

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Arita, Shin, Kikuko Nagayoshi, Hirofumi Taki, Hiroshi Kanbayashi, Hirohisa Takenoshita & Takashi Yoshida (2023): Legitimation of earnings inequality between regular and non-regular workers: A comparison of Japan, South Korea, and the United States. In: International Journal of Comparative Sociology, Jg. 64, H. 6, S. 658-680. DOI:10.1177/00207152231176422

Abstract

"This study explores functions of labor market institutions in perpetuating earnings gap between different categories of workers with focusing on people’s views of earnings gap between regular and non-regular workers in Japan, South Korea, and the United States. An original cross-national factorial survey was conducted to measure the extent to which respondents admit earnings gap among workers with different characteristics. We found that Japanese and South Korean respondents tended to justify the earnings gap between regular and non-regular workers. In Japan, non-regular-worker respondents accepted the wide earnings gap against their economic interests, which was explained by assumed difference in responsibilities and on-the-job training opportunities. Specific institutional arrangements contribute to legitimating earnings gap between different categories of workers by attaching status value to the categories." (Author's abstract, IAB-Doku) ((en))

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Arnholtz, Jens & Nathan Lillie (2023): Posted work as an extreme case of hierarchised mobility. In: Journal of Ethnic and Migration Studies, Jg. 49, H. 16, S. 4206-4223. DOI:10.1080/1369183X.2023.2207341

Abstract

"This article draws on a range of case studies to explain how worker posting can cause hierarchised labour mobility, involving nationality-based hierarchies in pay and conditions between workers in the same labour markets or work sites. This hierarchisation is most apparent on large construction sites, where companies systematically use posting for labour cost advantage, but it is also found on smaller sites and in other sectors besides construction. The article outlines three features of this low-wage posting system – worker hypermobility and dependency, transnational enforcement challenges, and multifaceted employer arbitrage strategies – that conspire to maintain posting as a form of hierarchised mobility. We argue that posting undermines many countervailing forces that typically mediate hierarchisation." (Author's abstract, IAB-Doku) ((en))

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Backhaus, Teresa, Clara Schäper & Annekatrin Schrenker (2023): Causal misperceptions of the part-time pay gap. In: Labour Economics, Jg. 83. DOI:10.1016/j.labeco.2023.102396

Abstract

"This paper studies if workers infer from correlation about causal effects in the context of the part-time wage penalty. Differences in hourly pay between full-time and part-time workers are strongly driven by worker selection and systematic sorting. Ignoring these selection effects can lead to biased expectations about the consequences of working part-time on wages (‘selection neglect bias’). Based on representative survey data from Germany, we document substantial misperceptions of the part-time wage gap. Workers strongly overestimate how much part-time workers in their occupation earn per hour, whereas they are approximately informed of mean full-time wage rates. Consistent with selection neglect, those who perceive large hourly pay differences between full-time and part-time workers also predict large changes in hourly wages when a given worker switches between full-time and part-time employment. Causal analyses using a survey experiment reveal that providing information about the raw part-time pay gap increases expectations about the full-time wage premium by factor 1.7, suggesting that individuals draw causal conclusions from observed correlations. De-biasing respondents by informing them about the influence of worker characteristics on observed pay gaps mitigates selection neglect. Subjective beliefs about the part-time/full-time wage gap are predictive of planned and actual transitions between full-time and part-time employment, necessitating the prevention of causal misperceptions." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Banerjee, Rupa, Laura Lam & Danielle Lamb (2023): Temporary talent: Wage penalties among highly educated temporary workers in Canada. In: The Journal of Industrial Relations, Jg. 65, H. 2, S. 185-210. DOI:10.1177/00221856231151964

Abstract

"Temporary employment (TE) arrangements have become increasingly common in Canada among both high- and low-skilled workers. In this study, we examine the prevalence and earnings effects of TE across education levels with a specific focus on highly educated workers. We also examine the earnings effects of TE across the earnings distribution. We find that higher levels of schooling are negatively associated with the probability of TE. However, the earnings discounts for temporary work are significant and increase in magnitude for individuals with higher levels of educational attainment. For highly educated workers at the top end of the earnings distribution, the discount associated with being in a temporary job is large enough to substantially reduce, although not entirely negate, the sizeable earnings premiums associated with higher levels of education." (Author's abstract, IAB-Doku) ((en))

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Baron, Daniel (2023): Befristete Beschäftigungsverhältnisse junger Erwachsener. Folgen für Partnerschaft und private Zukunftsgestaltung. (Familienforschung), Wiesbaden: Imprint: Springer VS, XII, 384 S. DOI:10.1007/978-3-658-40436-9

Abstract

"In den vergangenen drei Jahrzehnten sind die Anteile befristeter Beschäftigungsverhältnisse bei jungen Erwachsenen in der Bundesrepublik Deutschland und in anderen spätkapitalistischen Gesellschaften deutlich angestiegen. Eingebettet in fortdauernde Trends einer Verringerung wohlfahrtsstaatlicher Sicherungsstandards hat diese Entwicklung dazu beigetragen, dass sich Übergänge in stabile berufliche Karrieren und planbare private Zukunftsgestaltungen diversifizieren und verzögern. In der vorliegenden Studie wird eine soziologische Erklärung der Auswirkungen befristeter Beschäftigung auf private und partnerschaftliche Zukunftsgestaltungen von jungen Erwachsenen theoriegeleitet ausgearbeitet und empirisch überprüft. Da mit der Ausweitung befristeter Beschäftigung das klassische männliche Ernährermodell in Begründungsnot gerät, so die zentrale These, werden Neuaushandlungen von Geschlechterrollenarrangements in jungen Partnerschaften erforderlich. Nicht allein sozioökonomische Risiken im Kontext befristeter Beschäftigung, auch die sich wandelnden geschlechter- und erwerbsbezogenen Rollenerwartungen wirken sich verzögernd auf private und partnerschaftliche Zukunftsgestaltungen aus. Die Studie richtet sich an Forschende, Lehrende und Studierende der Soziologie, Politikwissenschaft, Psychologie und in benachbarten sozialwissenschaftlichen Disziplinen. Ebenso adressiert sie methodisch versierte Praktiker°innen in familien- und sozialpolitisch relevanten Tätigkeits- und Diskursfeldern. Der Autor Dr. Daniel Baron ist Wissenschaftlicher Mitarbeiter am Lehrstuhl für Quantitative Methoden in den Sozialwissenschaften an der Martin-Luther-Universität Halle-Wittenberg." (Verlagsangaben)

Zitatform

Berglund, Tomas, Roy A. Nielsen, Olof Reichenberg & Jørgen Svalund (2023): Temporary Contracts, Employment Trajectories and Dualisation: A Comparison of Norway and Sweden. In: Work, Employment and Society, Jg. 37, H. 2, S. 505-524. DOI:10.1177/09500170211031466

Abstract

"This study compares the labour market trajectories of the temporary employed in Norway with those in Sweden. Sweden’s employment protection legislation gap between the strict protection of permanent employment and the loose regulation of temporary employment has widened in recent decades, while Norway has maintained balanced and strict regulation of both employment types. The study asserts that the two countries differ concerning the distribution of trajectories, leading to permanent employment and trajectories that do not create firmer labour market attachment. Using sequence analysis to analyse two-year panels of the labour force survey for 1997–2011, several different trajectories are discerned in the two countries. The bridge trajectories dominate in Norway, while dead-end trajectories are more common in Sweden. Moreover, the bridge trajectories are selected to stronger categories (mid-aged and higher educated) in Sweden than in Norway. The results are discussed from the perspective of labour market dualisation." (Author's abstract, IAB-Doku) ((en))