Atypische Beschäftigung
Vollzeit, unbefristet und fest angestellt - das typische Normalarbeitsverhältnis ist zwar immer noch die Regel. Doch arbeiten die Erwerbstätigen heute vermehrt auch befristet, in Teilzeit- und Minijobs, in Leiharbeitsverhältnissen oder als Solo-Selbständige. Was sind die Konsequenzen der zunehmenden Bedeutung atypischer Beschäftigungsformen für die Erwerbstätigen, die Arbeitslosen und die Betriebe? Welche Bedeutung haben sie für die sozialen Sicherungssysteme, das Beschäftigungsniveau und die Durchlässigkeit des Arbeitsmarktes? Die IAB-Infoplattform bietet Informationen zum Forschungsstand.
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht
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Literaturhinweis
Exclusionary employment in Britain's broken labour market (2016)
Zitatform
Bailey, Nick (2016): Exclusionary employment in Britain's broken labour market. In: Critical social policy, Jg. 36, H. 1, S. 82-103. DOI:10.1177/0261018315601800
Abstract
"There is growing evidence of the problematic nature of the UK's 'flexible labour market' with rising levels of in-work poverty and insecurity. Yet successive governments have stressed that paid work is the route to inclusion, focussing attention on the divide between employed and unemployed. Past efforts to measure social exclusion have tended to make the same distinction. The aim of this article is to apply Levitas et al.'s (2007) framework to assess levels of exclusionary employment, i.e. exclusion arising directly from an individual's labour market situation. Using data from the Poverty and Social Exclusion UK survey, results show that one in three adults in paid work is in poverty, or in insecure or poor quality employment. One third of this group have not seen any progression in their labour market situation in the last five years. The policy focus needs to shift from 'Broken Britain' to Britain's broken labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parenthood, child care, and nonstandard work schedules in Europe (2016)
Zitatform
Bünning, Mareike & Matthias Pollmann-Schult (2016): Parenthood, child care, and nonstandard work schedules in Europe. In: European Societies, Jg. 18, H. 4, S. 295-314. DOI:10.1080/14616696.2016.1153698
Abstract
"An increasing proportion of the European labor force works in the evening, at night or on weekends. Because nonstandard work schedules are associated with a number of negative outcomes for families and children, parents may seek to avoid such schedules. However, for parents with insufficient access to formal child care, working nonstandard hours or days may be an adaptive strategy used to manage child-care needs. It enables 'split-shift' parenting, where parents work alternate schedules, allowing one of the two to be at home looking after the children. This study examines the prevalence of nonstandard work schedules among parents and nonparents in 22 European countries. Specifically, we ask whether the provision of formal child care influences the extent to which parents of preschool-aged children work nonstandard schedules. Using data from the European Social Survey and multilevel models, we find evidence that the availability of formal child care reduces nonstandard work among parents. This indicates that access to formal child care enables parents to work standard schedules. To the extent that nonstandard work schedules are negatively associated with child wellbeing, access to formal child care protects children from the adverse effects of their parents' evening and night work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market regulation and the 'competition state': an analysis of the implementation of the Agency Working Regulations in the UK (2016)
Forde, Chris; Slater, Gary;Zitatform
Forde, Chris & Gary Slater (2016): Labour market regulation and the 'competition state'. An analysis of the implementation of the Agency Working Regulations in the UK. In: Work, employment and society, Jg. 30, H. 4, S. 590-606. DOI:10.1177/0950017015622917
Abstract
"This article examines the changing role of the state, through an analysis of the development and implementation of the EU Temporary Agency Work Directive in the UK. The article outlines and utilizes the concept of the 'competition state' to help frame and comprehend the UK Government's approach to negotiating and shaping the Directive. Using archival, secondary and primary research, the article shows how the state continues to exercise important choices nationally and internationally which, in turn, have profound implications for the operation of labour markets. The article shows how, despite a veneer of fairness, the state has developed a regulatory instrument which provides uneven protection for workers, favours the actions of employers, promotes further flexibility in the use of temporary labour contracts and, by taking advantage of compromises at the European level, creates further market-making opportunities for well-established large agencies in the sector." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Non-standard work: what's it worth?: comparing alternative measures of workers' marginal willingness to pay (2016)
Zitatform
Geraci, Andrea & Mark Bryan (2016): Non-standard work: what's it worth? Comparing alternative measures of workers' marginal willingness to pay. (ISER working paper 2016-12), Colchester, 36 S.
Abstract
"We compare two alternative ways of measuring workers' marginal willingness to pay (MWP) for four non-standard working arrangements: flexitime, part-time, night work, and rotating shifts. The first method is based on job-to-job transitions within a job search framework, while the second is based on estimating the determinants of subjective well-being. Using BHPS panel data from 1991-2008, we relate differences in the results to conceptual differences between utility and subjective wellbeing proposed recently in the happiness literature. We conclude that there is not a single representation of MWP: utility trade-offs (revealed by choices) need not be the same as wellbeing trade-offs; and we find evidence that subjective wellbeing is traded off against other goods that provide utility. Overall, we find that workers care particularly about their number of weekly hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hanging in, but only just: part-time employment and in-work poverty throughout the crisis (2016)
Zitatform
Horemans, Jeroen, Ive Marx & Brian Nolan (2016): Hanging in, but only just. Part-time employment and in-work poverty throughout the crisis. In: IZA journal of European Labor Studies, Jg. 5, S. 1-19. DOI:10.1186/s40174-016-0053-6
Abstract
"The crisis has deepened pre-existing concerns regarding low-wage and non-standard employment. Countries where unemployment increased most strongly during the crisis period also saw part-time employment increasing, particularly involuntary part-time work. With involuntary part-time workers, as a particular group of underemployed, facing especially high poverty rates, this was accompanied by an increase, on average, in the poverty risk associated with working part-time. However, this was not reflected in a marked increase in the overall in-work poverty rate because full-time work remains dominant and its poverty risk did not change markedly. The household context is of the essence when considering policy implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment, temporary work and subjective well-being: gendered effect of spousal labour market insecurity in the United Kingdom (2016)
Zitatform
Inanc, Hande (2016): Unemployment, temporary work and subjective well-being. Gendered effect of spousal labour market insecurity in the United Kingdom. (OECD statistics working paper 2016,04), Paris, 36 S. DOI:10.1787/5jlz6qjsf36c-en
Abstract
This paper investigates the extent to which unemployment and temporary work - two forms of labour market insecurity - affect different aspects of subjective well-being (i.e. life satisfaction, psychological well-being and satisfaction with partnership) among legally married and cohabiting couples in the United Kingdom. Drawing on matched data for couples from the British Household Panel Study, the paper shows that both forms of labour market insecurity, when experienced by the male partner, lower significantly the psychological well-being and life satisfaction of the female partner; women's temporary work also slightly lowers men's psychological well-being. The impact of spousal labour market insecurity depends, however, on the employment status of the individual: after controlling for financial strain, psychological well-being and life-satisfaction of both partners in a couple are hampered the most when men are economically dependent on their female partners. In the case of partnership satisfaction, results differ from the other two subjective well-being outcomes: while unemployment of the female partner is associated with higher satisfaction for men, partnership satisfaction is particularly low when both partners experience either form of labour market insecurity. These effects are robust after controlling for fixed individual characteristics that can influence both employment status and well-being outcomes.
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Literaturhinweis
The structure of the permanent job wage premium: evidence from Europe (2016)
Zitatform
Kahn, Lawrence M. (2016): The structure of the permanent job wage premium. Evidence from Europe. In: Industrial relations, Jg. 55, H. 1, S. 149-178. DOI:10.1111/irel.12129
Abstract
"Using longitudinal data on individuals from the European Community Household Panel (ECHP) for thirteen countries during 1995-2001, I investigate the wage premium for permanent jobs relative to temporary jobs. The countries are Austria, Belgium, Denmark, Finland, France, Germany, Greece, Ireland, Italy, the Netherlands, Portugal, Spain, and the United Kingdom. I find that among men the wage premium for a permanent vs. temporary job is lower for older workers and native born workers; for women, the permanent job wage premium is lower for older workers and those with longer job tenure. Moreover, there is some evidence that among immigrant men, the permanent job premium is especially high for those who migrated from outside the European Union. These findings all suggest that the gain to promotion into permanent jobs is indeed higher for those with less experience in the domestic labor market. In contrast to the effects for the young and immigrants, the permanent job pay premium is slightly smaller on average for women than for men, even though on average women have less experience in the labor market than men do. It is possible that women even in permanent jobs are in segregated labor markets. But as noted, among women, the permanent job wage premium is higher for the young and those with less current tenure, suggesting that even in the female labor market, employers pay attention to experience differences." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Mothers' non-standard working and childcare-related challenges: a comparison between lone and coupled mothers (2016)
Zitatform
Moilanen, Sanna, Vanessa May, Eija Räikkönen, Eija Sevón & Marja-Leena Laakso (2016): Mothers' non-standard working and childcare-related challenges. A comparison between lone and coupled mothers. In: The international journal of sociology and social policy, Jg. 36, H. 1/2, S. 36-52. DOI:10.1108/IJSSP-11-2014-0094
Abstract
"Purpose
- The purpose of this paper is to particularly focus on lone-mother families, comparing the childcare-related challenges experienced by working lone mothers and coupled mothers in three European countries in the context of a 24/7 economy and non-standard working hours (e.g. evening, night and weekend work).
Design/methodology/approach
- This study utilises survey data from Finnish, Dutch and British working mothers (n=1,106) collected as part of the 'Families 24/7' research project. Multivariate regression analysis is used to analyse the associations between childcare-related challenges, maternal non-standard working, lone motherhood and country of residence.
Findings
- The results indicated similar results across the three countries by showing that working lone mothers experience childcare-related challenges more often compared with coupled mothers. Furthermore, an increase in maternal non-standard working associated positively with increased childcare-related challenges in both lone mother and coupled families but lone motherhood did not moderate this association. The findings suggest that, regardless of family form, families in all three countries struggle with childcare arrangements when the mother works during non-standard hours. This possibly relates to the inadequate provision of state-subsidised and flexible formal childcare during non-standard hours and to the country-specific maternal work hours cultures.
Originality/value
- This study responds to the need for comparative research on the reconciliation of maternal non-standard working and childcare with self-collected data from three European welfare states. The importance of the study is further highlighted by the risks posed to the maintenance of maternal employment and family well-being when reconciliation of work and childcare is unsuccessful, especially in lone-mother families." (Author's abstract, © Emerald Group) ((en)) -
Literaturhinweis
Dualization or liberalization?: Investigating precarious work in eight European countries (2016)
Prosser, Thomas;Zitatform
Prosser, Thomas (2016): Dualization or liberalization? Investigating precarious work in eight European countries. In: Work, employment and society, Jg. 30, H. 6, S. 949-965. DOI:10.1177/0950017015609036
Abstract
"A recent upsurge in the incidence of precarious work in Europe necessitates fresh examination of the origins of this trend. On the basis of field research in eight European countries and with reference to theories of liberalization and dualization, the factors that drive precarious work in discrete European labour markets are thus investigated. It is discovered that, while a structural-demographic factor such as non-compliance with labour law is a notable progenitor of precarious work, the deregulatory strategies of public authorities are particularly significant drivers. In conclusion it is asserted that although the theory of dualization helps explain developments in conservative-corporatist countries, in Anglophone and Mediterranean countries liberalization theory is generally more apposite. Central and Eastern European (CEE) countries emerge as a hybrid case." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Atypische Beschäftigung in Europa: Herausforderungen für die Alterssicherung und die gewerkschaftliche Interessenvertretung (2016)
Schulze Buschoff, Karin;Zitatform
Schulze Buschoff, Karin (2016): Atypische Beschäftigung in Europa. Herausforderungen für die Alterssicherung und die gewerkschaftliche Interessenvertretung. (WSI study 01), Düsseldorf, 57 S.
Abstract
"- Mehr als ein Drittel der europäischen Erwerbstätigen arbeiten inzwischen in 'atypischen' Beschäftigungsformen, Tendenz steigend. Insofern bereits 'normal' geworden sind beispielsweise in den Niederlanden die Teilzeitbeschäftigung, in Italien die Solo-Selbstständigkeit und in Polen die befristete Beschäftigung sowie Werkverträge.
- Die Einkommen von atypisch Beschäftigten liegen in der Regel unter dem Durchschnitt. Atypisch beschäftigt sind vor allem Frauen. Nur im Bereich der Solo-Selbstständigkeit sind die Männer in der Mehrzahl, Frauen holen jedoch auch hier auf.
- Atypische Beschäftigungen sind mit einer hohen Dynamik, das heißt einer Vielzahl von Übergangen von einer Beschäftigungsform zu einer anderen, sowie einem erhöhten Arbeitslosigkeitsrisiko und entsprechend diskontinuierlichem Einkommen verbunden. Dies hat besondere Implikationen für die soziale Sicherung, vor allem für die Alterssicherung.
- Vor diesem Hintergrund erscheinen Alterssicherungssysteme überlegen, die unabhängig von der Erwerbsbiografie eine (armutsvermeidende) Grundsicherung gewährleisten (gute Beispiele Niederlande und Dänemark, schlechtes Beispiel Großbritannien). Zunehmend problematisch werden staatliche Alterssicherungssysteme, die sich stark am Äquivalenzprinzip orientieren, beitragsbezogen und versicherungsbasiert sind (Polen, Italien und Deutschland).
- Gewerkschaftliche Vertretungsrechte für 'atypisch Beschäftigte' sind oftmals rechtlich eingeschränkt, nicht nur in Programmländern der Troika wurden sie in den letzten Jahren noch weiter reduziert. In jüngerer Zeit lassen sich jedoch eine Anzahl von erfolgversprechenden gewerkschaftlichen Strategien im Umgang mit atypischer und oftmals prekärer Beschäftigung identifizieren." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Non-standard employment in post-industrial labour markets: an occupational perspective (2015)
Eichhorst, Werner; Marx, Paul;Zitatform
Eichhorst, Werner & Paul Marx (Hrsg.) (2015): Non-standard employment in post-industrial labour markets. An occupational perspective. Cheltenham: Elgar, 435 S. DOI:10.4337/9781781001721
Abstract
"Examining the occupational variation within non-standard employment, this book combines case studies and comparative writing to illustrate how and why alternative occupational employment patterns are formed.
Non-standard employment has grown significantly in most developed economies, varying between countries. Different institutional settings have been deemed accountable for this variation, although inadequate consideration has been given to differences within national labour markets. Through an occupational perspective, this book contends that patterns of non-standard employment are shaped by flexibility in hiring and firing practices and the dispensability of workers' skills. The framework integrates explanations based on labour market regulation, industrial relations and skill supply, filling the gaps in previous scholastic research." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Flexiblework and immigration in Europe (2015)
Raess, Damian; Burgoon, Brian;Zitatform
Raess, Damian & Brian Burgoon (2015): Flexiblework and immigration in Europe. In: BJIR, Jg. 53, H. 1, S. 94-111. DOI:10.1111/bjir.12022
Abstract
"Immigration has risen substantially in many European economies, with farreaching if still uncertain implications for labour markets and industrial relations. This article investigates such implications, focusing on employment flexibility, involving both 'external flexibility' (fixed-term or temporary agency and/or involuntary part-time work) and 'internal flexibility' (overtime and/or balancing-time accounts). The article identifies reasons why immigration should generally increase the incidence of such flexibility, and why external flexibility should rise more than internal flexibility. The article supports these claims using a dataset of establishments in 16 European countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"Atypische Beschäftigung" wird normal, aber haben die Rentensysteme bereits reagiert?: ein Vergleich von sechs europäischen Ländern (2015)
Schulze Buschoff, Karin;Zitatform
Schulze Buschoff, Karin (2015): "Atypische Beschäftigung" wird normal, aber haben die Rentensysteme bereits reagiert? Ein Vergleich von sechs europäischen Ländern. (Friedrich-Ebert-Stiftung. Perspektive), Berlin, 9 S.
Abstract
"- Mehr als ein Drittel der europäischen Erwerbstätigen arbeiten inzwischen in 'atypischen ' Beschäftigungsformen, Tendenz steigend. Insofern bereits 'normal' geworden sind beispielsweise in den Niederlanden die Teilzeitbeschäftigung, in Italien die Solo-Selbstständigkeit und in Polen die befristete Beschäftigung sowie Werkverträge.
- Die Einkommen von atypisch Beschäftigten liegen in der Regel unter dem Durchschnitt. Atypisch beschäftigt sind vor allem Frauen. Nur im Bereich der Solo-Selbstständigkeit sind die Männer in der Mehrzahl, Frauen holen jedoch auch hier auf.
- Atypische Beschäftigungen sind mit einer hohen Dynamik, das heißt einer Vielzahl von Übergängen von einer Beschäftigungsform zu einer anderen, einem erhöhten Arbeitslosigkeitsrisiko und entsprechend diskontinuierlichem Einkommen verbunden. Dies hat besondere Implikationen für die soziale Sicherung, vor allem für die Alterssicherung.
- Vor diesem Hintergrund erscheinen Alterssicherungssysteme überlegen, die unabhängig von der Erwerbsbiografie eine (armutsvermeidende ) Grundsicherung gewährleisten (gute Beispiele Niederlande und Dänemark, schlechtes Beispiel Großbritannien). Zunehmend problematisch werden staatliche Alterssicherungssysteme, die sich stark am Äquivalenzprinzip orientieren, beitragsbezogen und versicherungsbasiert sind (Polen, Italien und Deutschland).
- Gewerkschaftliche Vertretungsrechte für 'atypisch Beschäftigte' sind oftmals rechtlich eingeschränkt, nicht nur in Programmländern der Troika wurden sie in den letzten Jahren noch weiter reduziert. In jüngerer Zeit lassen sich jedoch eine Anzahl von erfolgversprechenden gewerkschaftlichen Strategien im Umgang mit atypischer und oftmals prekärer Beschäftigung identifizieren." (Autorenreferat, IAB-Doku)Weiterführende Informationen
English version -
Literaturhinweis
Dual labour markets and (lack of) on-the-job training: PIAAC evidence from Spain and other EU countries (2014)
Cabrales, Antonio; Dolado, Juan J.; Mora, Ricardo;Zitatform
Cabrales, Antonio, Juan J. Dolado & Ricardo Mora (2014): Dual labour markets and (lack of) on-the-job training. PIAAC evidence from Spain and other EU countries. (IZA discussion paper 8649), Bonn, 35 S.
Abstract
"Using the Spanish micro data from the Programme for the International Assessment of Adult Competencies (PIAAC), we first document how the excessive gap in employment protection between indefinite and temporary workers leads to large differentials in on-the-job training (OTJ) against the latter. Next, we find that that the lower specific training received by temporary workers is correlated with lower literacy and numeracy scores achieved in the PIAAC study. Finally, we provide further PIAAC cross-country evidence showing that OJT gaps are quite lower in those European labour markets where dualism is less entrenched than in those where it is more extended." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fixed-term and temporary: teaching fellows, tactics, and the negotiation of contingent labour in the UK higher education system (2014)
Peters, Kimberley; Turner, Jennifer;Zitatform
Peters, Kimberley & Jennifer Turner (2014): Fixed-term and temporary: teaching fellows, tactics, and the negotiation of contingent labour in the UK higher education system. In: Environment and Planning. A, International Journal of Urban and Regional Research, Jg. 46, H. 10, S. 2317-2331. DOI:10.1068/a46294
Abstract
"This paper autobiographically considers the role of teaching-only staff as a contingent labour force in the contemporary higher education system in the UK. The aims are twofold. First, whilst much attention has been paid to the role of the research fellow, there has been less consideration, in the UK context, of the teaching fellow as an alternate form of postdoctoral experience. Accordingly, this paper gives voice to the teaching fellow -- a member of academic staff who is not allocated writing and research time as part of their contract -- whose views are often marginalised in ongoing debates concerning the plays of power in the neoliberalised academy. Second, the paper raises these voices to bring into consciousness the impacts of the teaching fellow experience for the fellows themselves and the faculties they work in. It is argued that teaching fellows face challenging circumstances with regard to their career trajectories in the academy. Accordingly, this paper considers the ways in which fellows, through tactics of place-making, presence and visibility, and collaboration, negotiate the challenging structural and institutional conditions that underscore their contracts. It is contended that exploring the teaching-only workforce is vital for critically assessing the workings of the contemporary academy and questioning the unequal power relations that shape work places in a culture where contingent labour is expanding; becoming less of a fixed-term and temporary feature of the university system but, rather, a stable and enduring one." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effects of the EU equal-treatment legislation Directive for fixed-term workers: evidence from the UK (2014)
Salvatori, Andrea;Zitatform
Salvatori, Andrea (2014): The effects of the EU equal-treatment legislation Directive for fixed-term workers. Evidence from the UK. (ISER working paper 2014-21), Colchester, 28 S.
Abstract
"In 2002, the United Kingdom implemented the EU directive mandating equal treatment of fixed-term and permanent workers. This paper uses eleven years of data from the Labour Force Survey to assess whether the new legislation has led to a decrease in the average wage gap between fixed-term and permanent workers. For women, there is no evidence of that. For men, the wage gap appears to have closed after 2002. However, this gap was falling even before 2002 and some evidence of changes in the selection of workers after the implementation of the Directive cast doubts on the extent to which the closing of the gap can be ascribed to the new legislation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job insecurity and well-being in the temporary workforce: testing volition and contract expectations as boundary conditions (2013)
Zitatform
Bernhard-Oettel, Claudia, Thomas Rigotti, Michael Clinton & Jeroen de Jong (2013): Job insecurity and well-being in the temporary workforce. Testing volition and contract expectations as boundary conditions. In: European Journal of Work and Organizational Psychology, Jg. 22, H. 2, S. 203-217. DOI:10.1080/1359432X.2011.647409
Abstract
"This study investigates whether temporary contract volition and workers' expectations for contract renewal are boundary conditions to explain differences in temporary workers' job insecurity feelings and well-being. It is hypothesized that (1) low volition through higher job insecurity indirectly associates with lower well-being and that (2) temporary workers' expectations of contract renewal weakens the links between both low volition and high job insecurity and high job insecurity and impaired well-being. Results based on an international data set of 1755 temporary workers employed in the education, manufacturing, and service sectors supported the first hypothesis and partly also the second. More specifically, low preferences for temporary contracts associated via higher job insecurity with lower job satisfaction, impaired health, and higher irritation. Contract expectations placed a boundary condition upon this indirect relation; however, the negative association between high job insecurity and impaired well-being was not weakened but strengthened. In conclusion, particularly temporary workers with low contract volition and high job insecurity feelings, who have high expectations for contract renewal are at risk for impaired well-being. Hence, this study sheds light onto the question how volition for temporary work and expected contract renewal relate to job insecurity and associate with individual well-being." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The employment of temporary agency workers in the UK: with or against the trade unions? (2013)
Zitatform
Böheim, René & Martina Zweimüller (2013): The employment of temporary agency workers in the UK. With or against the trade unions? In: Economica, Jg. 80, H. 317, S. 65-95. DOI:10.1111/j.1468-0335.2012.00935.x
Abstract
"Trade unions will oppose the employment of temporary agency workers if it is a move to replace workers or to curb union power. Alternatively, trade unions may encourage the employment of agency workers if it leads to higher wages for their members. Using British data from 1998 and 2004, we find no evidence for a negative association between trade union activity and the hiring of agency workers. Wages are typically higher in unionized workplaces; however, the trade union premium is lower in the presence of agency workers. Our results suggest that trade unions cannot effectively oppose the hiring of agency workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is a temporary job better than unemployment?: a cross-country comparison based on British, German, and Swiss panel data (2013)
Zitatform
Gebel, Michael (2013): Is a temporary job better than unemployment? A cross-country comparison based on British, German, and Swiss panel data. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 543), Berlin, 32 S.
Abstract
"While many previous studies on temporary work have found disadvantages for temporary workers as compared to workers with a permanent contract, this study compares temporary work to the alternative of unemployment. Specifically, this paper investigates the potential integrative power of taking up a temporary job for unemployed workers as compared to the counterfactual situation of remaining unemployed and searching for another job. Applying a dynamic propensity-score matching approach based on British, (West and East) German, and Swiss panel data during the period of 1991 - 2009, it is shown that taking up a temporary job increases the employment chances during the subsequent five years in (West and East) Germany and the UK. Moreover, the chances of having a permanent contract remain higher and a persistent wage premium can be found during the subsequent five years of the career. Advantages of taking up a temporary job are slightly stronger in West Germany compared to East Germany, where temporary contracts are often based on public job creation measures with limited integration potential. Neither long-run advantages nor disadvantages of taking up a temporary job can be found in the case of the flexible Swiss labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is a temporary job better than unemployment?: a cross-country comparison based on British, German, and Swiss panel data (2013)
Zitatform
Gebel, Michael (2013): Is a temporary job better than unemployment? A cross-country comparison based on British, German, and Swiss panel data. In: Schmollers Jahrbuch, Jg. 133, H. 2, S. 143-155. DOI:10.3790/schm.133.2.143
Abstract
"While many previous studies on temporary work have found disadvantages for temporary workers compared to workers with a permanent contract, this study makes the comparison to the alternative of unemployment. Applying a dynamic propensity-score matching approach based on British, German, and Swiss panel data, it is shown that taking up a temporary job increases the employment chances during the subsequent five years in Germany and the United Kingdom. Moreover, the chances of having a permanent contract remain higher and a persistent wage premium can be found. In contrast, no long-run advantages can be found in the case of the flexible Swiss labour market." (Author's abstract, IAB-Doku) ((en))
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- Forschung und Ergebnisse aus dem IAB
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht