A Note on Dual Internal Labor Markets and Wages of Temporary Workers: Evidence from Linked-Employer-Employee Data

Pfeifer, Christian

doi:10.1007/s12122-013-9173-1

Cited by 6 publications

(4 citation statements)

References 21 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The situation in which a company offers different working conditions to different employee groups is labelled in several ways, e.g. HR differentiation (Schmidt et al , 2018), workforce segmentation (Cantrell and Foster, 2007) or the dual internal labour market (Pfeifer, 2014). Despite this variety of labels, the basic idea is always similar – a company distributes its resources (e.g.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…It seems that dividing employees into segments should increase cost-effectiveness (McDonnell et al , 2016; Schmidt et al , 2018) and reduce complexity (Cantrell and Foster, 2007). Moreover, peripheral employees may be regarded as a buffer protecting core employees in economic downturns (Kalleberg, 2001; Pfeifer, 2014). However, several authors indicate the lack of consensus about the effects of differentiating HR practices across employee groups (Clinton and Guest, 2013; Marescaux et al , 2013; Schmidt et al , 2018).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Dimensions of HR differentiation

Piasecki

2019

BJM

View full text Add to dashboard Cite

Purpose The purpose of this paper is to introduce the idea of dimensions of human resource (HR) differentiation defined as characteristics which may influence employees’ attitudinal responses to unequal working conditions. The paper concentrates on five dimensions: the number of segments, the strength of HR differentiation, its content, absolute and relative stability and analyses how they could moderate the relationship between employee segment membership (core or peripheral) and job satisfaction, affective commitment and turnover intentions. Design/methodology/approach The research hypotheses were tested on a sample of 978 employees from Polish co-operative banks. Hierarchical linear modelling was used to examine the moderating effect of the dimensions of HR differentiation. Findings Results indicate that employees in the core segment experience higher job satisfaction, affective commitment and lower turnover intentions than those in the peripheral segment. The moderating effect of HR differentiation dimensions occurred to be relatively weak. However, when the interaction effect was significant, the results always supported the hypotheses, indicating that the number of segments and the strength of HR differentiation are positively correlated with the size of the differences between the core and peripheral employees’ positive attitudes level. Originality/value This is the first attempt to classify several dimensions of HR differentiation and formulate their hypothetical moderating effect drawing on human capital theory, social exchange theory and social comparison theory.

show abstract

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Dimensions of HR differentiation

Piasecki

2019

BJM

View full text Add to dashboard Cite

show abstract

“…Among different forms of atypical work, temporary agency employment (TAE) is reverted to commonly by Germany´s export-oriented manufacturing industries (Pfeifer, 2014). Although agency work still represents a modest share of total employment (2.8% in Germany, around 2.5% in the EU 27 on average among all employees aged 20-65 in 2021) (Eurostat, 2022), it has become a feature of labour market deregulation in many European countries.…”

Section: Introductionmentioning

confidence: 99%

“…ATT (Outcome Annual Post-crisis Job Growth 2012-2014 for Client Firms (in 2012/2009), Logit Estimation, Epanechnikov Kernel Matching.For a list of all variables included in the matching analysis and descriptive statistics for the matched sample see TableA5in the online appendix.…”

mentioning

confidence: 99%

Temporary agency employment: A supplement to regular jobs – under certain circumstances

Neumann

2023

Competition & Change

View full text Add to dashboard Cite

In countries with strict employment protection legislation, firms may seek to replace regular by atypical jobs in order to cut wages or to become more flexible. In Germany, the number of unprotected temporary jobs is comparatively low. During the past decades, temporary agency employment, however, has increased considerably and the share of agency workers is now above the EU average. Using German establishment data, the analysis draws on longitudinal (generalized method of moments) and cross-sectional (matching and difference in differences) methods to evaluate whether agency workers replaced or supplemented regular workers during and after the Great Recession of 2008/2009. The study finds that hiring (more) agency workers made it possible for user firms among Germany’s core manufacturing industries to employ a larger number of regular workers at the same time. In specific sectors and regions, temp agencies therefore provided an alternative to government-sponsored instruments such as short-time work schemes. Obviously, from the view of workers, many disadvantages remain, even more so as it is rare for temp spells to offer a stepping stone into regular employment.

show abstract

Dodgy labour market dichotomy: the repercussions of sneaky labour intermediaries on employees’ constitutional rights

Sheikh¹,

Butt²,

Hussain

et al. 2020

Labor History

View full text Add to dashboard Cite

The flexibility inherent in temporary agency work allows employers to cut labour cost in a variety of ways. Recurring themes in the employment literature draw attention to the duality of the labour market rooted in typeof-contract segmentation. This duality in the labour market carries with it a number of undesirable consequences. Drawing on qualitative data from six case studies in Pakistan, this paper reports on an in-depth study of deceitful labour market intermediaries, through which employers attempt to bypass statutory obligations concerning workers' constitutional rights. A case study inquiry, based on qualitative interviews, suggested that the agencies were 'created' or 'arranged' to illustrate indirectness of employment relationship by misclassifying effectively permanent employees as 'agency workers'. The evidence points towards a growing trend for agencies to be, simply, a sham arrangement. This study broadens our comprehension about the nature of temporary agency employment and subsequent labour market duality in Pakistan, beyond the traditional functional model of legitimate labour market intermediaries. Precarious work in Pakistan, a large and growing economy, shares many features in common with the rest of the world. These findings offer useful policy and social implications for national and multinational companies.

show abstract

A Note on Dual Internal Labor Markets and Wages of Temporary Workers: Evidence from Linked-Employer-Employee Data

Cited by 6 publications

References 21 publications

Dimensions of HR differentiation

Dimensions of HR differentiation

Temporary agency employment: A supplement to regular jobs – under certain circumstances

Dodgy labour market dichotomy: the repercussions of sneaky labour intermediaries on employees’ constitutional rights

Contact Info

Product

Resources

About