Demarcation of the core and periphery dichotomy: evidence from Turkey's shipyards for a paradoxical precarity model

Abstract

Combining ethnographic inquiries with questionnaires, this article rectifies the dearth of systematic research on core employees in Turkey's shipyards. In doing so, it revises conventional associations of precarity with the peripheral jobs both exclusively and predominantly. In particular, we point to the rise of a peculiar model, ‘paradoxical precarity’, as the core jobs have become more identifiable with precarity than the rest. Paradoxical precarity has four distinguishable contours: (i) The masses of core employees lost their jobs to precarious workers. (ii) Even so, a substantial proportion of employees remain at the core. (iii) This, however, came at a cost: they became more dissatisfied than others with remuneration, job security, employee involvement and job intensity whilst frustrated with unions and (iv) paradoxical precarity has faced political and economic challenges but it is reproduced by a managerial short‐termism under competitive pressures to save on high skills thanks to an ever‐increasing number of graduates.

What is precarious employment? A systematic review of definitions and operationalizations from quantitative and qualitative studies

“…In all studies, to characterize income inadequacy, a low income level was set depending on the specific context and country, usually relating to national standards for minimum wage, poverty line or median income (44,54,58,59,78). Qualitative studies described the high feeling of uncertainty and insecurity deriving from a low income, as well as its inadequacy to provide stability (65,83). They further highlighted physical and mental health effects, as well as poor living conditions related to a low and unstable salary (70,77).…”

“…This goes hand in hand with lack of regulatory support for full benefits, where the effectiveness of labor policies and labor standards were questioned (64,69,76,82). Studies also investigated whether workers had access and/or power to exercise workplace rights such as, protection against unfair dismissal, protection from authoritarian treatment, discrimination or harassment (12,36,60,78,83). Other studies mainly looked at the effect of lack of workplace rights, from unacceptable working practices, forced labor and inability to demand better working conditions (12,36,61,62,66,81).…”

“…One mixed method, one historical article tive observational studies(12,, while 18 were qualitative studies(64)(65)(66)(67)(68)(69)(70)(71)(72)(73)(74)(75)(76)(77)(78)(79)(80)(81). Only one article conducted a mixed-methods approach(83) and one was an historical article(82). In 16 publications, definitions of PE were based on one or several pre-existing definitions in the literature(23, 32, 36, 42, 43, 58, 61-64, 69, 71, 72, 75, 78, 79).…”

Managerial Jacobinism and performance in the private sector: Evidence from the Turkish shipyards for a vertical frame

“…The present study draws on unstructured interviews with 70 managers and 10 employers conducted in 2018. We have interviewed only five women and five older (over 60 years old) participants as a reflection of segregated demography in the industry (Cam & Palaz, 2018). The paper also benefits from nine elite interviews in various sectorial bodies, including Portal Authorities, Chamber of Shipbuilders, Association of Shipbuilders, the Ministry of Transport and Trade Unions.…”

“…In particular, a growing proportion of managers were reported to earn minimum wage or less as a culmination of deskilling and over‐qualification processes (Lloyd & Payne, 2016). It was further documented that those who have higher incomes than the rest of the workforce experience a paradoxical precarity: they feel less secure and less satisfied with pay, working hours and participation than others (Cam & Palaz, 2018).…”