710 research outputs found
The Role of Temporary Help Employment in Tight Labor Markets
This paper examines the reasons why employers used and even increased their use of temporary help agencies during the tight labor markets of the 1990s. Based on case study evidence from the hospital and auto supply industries, we evaluate various hypotheses for this phenomenon. In high-skilled occupations, our results are consistent with the view that employers paid substantially more to agency help to avoid raising wages for their regular workers and to fill vacancies while they recruited workers for permanent positions. In low-skilled occupations, our evidence suggests that temporary help agencies facilitated the use of more "risky" workers by lowering their wages and benefits and the costs of firing them. The use of agency temporaries in both high- and low-skilled occupations reduced the pressure on companies to raise wages for existing employees, and thereby may have contributed to the stagnant wage growth and low unemployment observed in the 1990s.temporary, labor, markets, part-time, contingent, Houseman, Kalleberg, Erickcek
The Effects of Temporary Services and Contracting Out on Low-Skilled Workers: Evidence from Auto Suppliers, Hospitals, and Public Schools
We examine why employers use temporary agency and contract company workers and the implications of these practices for the wages, benefits, and working conditions of workers in low-skilled labor markets. Through intensive case studies in manufacturing (automotive supply), services (hospitals), and public sector (primary and secondary schools) industries, we define the circumstances under which these workers are likely to be adversely affected, minimally affected, or even benefited by such outsourcing. Adverse effects on compensation are clearest when companies substitute agency temporaries or contract company workers for regular employees on a long-term basis because low-skilled workers within the organization receive relatively high compensation and employment and labor law or workers and their unions do not block companies from such substitution. Often, however, organizations only contract out management functions or utilize agency temporaries for brief periods of time, with little direct effect on in-house, low-skilled workers. Moreover, employers often use temporary agencies to screen workers for permanent positions. Because temporary agencies lower the cost to employers of using workers with poor work histories or other risky characteristics, agencies may benefit these workers by giving them opportunities to try out for positions they otherwise might not have had
The Effects of Temporary Services and Contracting Out on Low-Skilled Workers: Evidence from Auto Suppliers, Hospitals, and Public Schools
We examine why employers use temporary agency and contract company workers and the implications of these practices for the wages, benefits, and working conditions of workers in low-skilled labor markets. Through intensive case studies in manufacturing (automotive supply), services (hospitals), and public sector (primary and secondary schools) industries, we define the circumstances under which these workers are likely to be adversely affected, minimally affected, or even benefited by such outsourcing. Adverse effects on compensation are clearest when companies substitute agency temporaries or contract company workers for regular employees on a long-term basis because low-skilled workers within the organization receive relatively high compensation and employment and labor law or workers and their unions do not block companies from such substitution. Often, however, organizations only contract out management functions or utilize agency temporaries for brief periods of time, with little direct effect on in-house, low-skilled workers. Moreover, employers often use temporary agencies to screen workers for permanent positions. Because temporary agencies lower the cost to employers of using workers with poor work histories or other risky characteristics, agencies may benefit these workers by giving them opportunities to try out for positions they otherwise might not have had
Impact of age norms and stereotypes on managers' hiring decisions of retirees
Purpose -Our study investigates the role of managers in the re-employment of early retirees and asks what the effect is of managersâ age norms and stereotypes on managersâ employment decisions.
Design/methodology/approach- A combination of a factorial study and a survey was conducted. First, information on the age norms and stereotypes was collected. Secondly, profiles of hypothetical retired job applicants were presented to the employers, who were asked to make a specific hiring decision. The information collected during both studies was combined in the analysis and multilevel models were estimated.
Findings -The results indicate that higher age norms result in a higher propensity to hire an early retiree. Stereotypes, by contrast, do not influence managersâ decisions. Early retireesâ chances for re-employment are also related to their own circumstances (physical appearance and relevant experience) and organisational forces, as they are hired when organisations face labour force shortages.
Research limitation / implications â with the use of vignettes study we deal with hypothetical hiring situation.
Originality value- Although the effect of age norms and age stereotypes has been often suggested, not much empirical evidence was presented to support this notion. Our study estimates the effect of age norms and stereotypes on hiring decision.
key words: bridge employment; early retirees; age norms; age stereotypes; multilevel models.
Working time flexibility components and working time regimes in Europe: using company-level data across 21 countries
Working time ?exibility comprises a wide variety of arrangements, from part-time,
overtime, to long-term leaves. Theoretical approaches to grouping these arrangements
have been developed, but empirical underpinnings are rare. This article investigates
the bundles that can be found for various ?exible working time arrangements, using the
Establishment Survey on Working Time and WorkâLife Balance, 2004/2005, covering 21
EU member states and 13 industries. The results from the factor analyses con?rmed that
working time arrangements can be grouped into two bundles, one for the employee-centred
arrangements and second for the employer-centred arrangements, and that these two
bundles are separate dimensions.Wealso tested the stability of the factor analysisoutcome,
showing that although we ?nd some deviations from the pan-Europe and pan-industry
outcome, the naming of the components as ?exibility for employees and ?exibility for
employers can be considered rather stable. Lastly, we ?nd three country clusters for the 21
European countries using the bundle approach. The ?rst group includes the Northern
European countries along side Poland and Czech Republic, the second group the
continental European countries with UK and Ireland, and lastly, the southern European
countries with Hungary and Slovenia
Uncertainty, Shame and Consumption: Negotiating Occupational and Non-Work Identities in Community Sports Coaching
This paper addressed the lived experiences of two community sports coaches in an era of neoliberal capitalism, consumerism, and insecure employment. Specifically, we considered a) their attempts to develop a desired occupational identity in a casualised and audit-driven industry and b) their experiences of the tensions that existed between the conditions of their employment and their ability to effectively enact other (important) identities outside of the workplace. Data were generated via 45 hours of participant observation and 42 hours of in-depth interviews. The fieldnotes and interview transcripts were iteratively analysed. Symbolic interactionist and postmodern theorisations of identity, work, and consumption were integrated to interpret the participantsâ experiences. Our analysis highlighted how the participantsâ identity management was influenced by the expectations of work and non-work social audiences and the motivational weight of their future aspirations. It also illustrated how the participantsâ readings of their employment conditions, dominant societal discourses regarding consumption, and subcultural expectations of success and failure informed their respective decision to leave this form of work. Based on these findings, we believe this study makes a substantive contribution to the evolving literature base addressing the identity management of sports workers, as well as our micro-level understandings of the impacts and consequences of neoliberal capitalism in sport
Theorizing transnational labour markets. A research heuristic based on the new economic sociology
Mense-Petermann U. Theorizing transnational labour markets. A research heuristic based on the new economic sociology. Global Networks. 2020;20(3):410-433.In this article, I suggest that transnational labour markets are characterized by their multiâlayered embeddedness, not only in national but also in transnational institutional settings. Hence, the national institutional factors formerly at the centre of sociological labour market theories insufficiently explain the newly emerging transnational labour markets. To account for the full complexity and institutional context of the latter, I propose an inductive theoretical approach to transnational labour markets and develop a research heuristic to instruct empirical studies about particular transnational labour markets and inductive theory building. This heuristic draws on analytical categories as developed by the new economic sociology of markets. The empirical example of the transnational labour market that matches eastern European workers to jobs in the German meat industry serves to illustrate how one can use this heuristic, which reveals some preliminary features of transnational labour markets compared with national ones, as well as some research gaps to be addressed by future studies
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