External labour market flexibility and social inequality

Giesecke, Johannes; Groß, Martin

doi:10.1080/1461669042000231456

Cited by 57 publications

(53 citation statements)

References 13 publications

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“…Alternatively, we could attribute this finding to the generation of a buffer of temporary workers in the highly regulated public sector of both countries. xvi This is consistent with Giesecke and Groß (2004), who found public sector temporary workers to have higher risks of repeat spells of temporary employment and of unemployment in West Germany. Other findings of note include: the strong negative effect of previous exposure to unemployment on French temporary workers' future transitions to permanent contract employment.…”

Section: Who Gets Permanent Jobs?supporting

confidence: 84%

Bridge or Trap? Temporary Workers' Transitions to Unemployment and to the Standard Employment Contract

Gash¹

2008

European Sociological Review

160

142

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Citation: Gash, V. (2008). Bridge or trap? To what extent do temporary workers make more transitions to unemployment than to the standard employment contract. European Sociological Review, 24(5), pp. 651-668. doi: 10.1093/esr/jcn027 This is the accepted version of the paper.This version of the publication may differ from the final published version. 1984;Blossfeld and Rohwer 1995). This paper establishes higher rates of transition to permanent employment than to unemployment for most temporary workers, though strong between-country differences are found. Permanent

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Section: Who Gets Permanent Jobs?supporting

confidence: 84%

Bridge or Trap? Temporary Workers' Transitions to Unemployment and to the Standard Employment Contract

Gash¹

2008

European Sociological Review

160

142

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“…While fixed-term employment may, in this regard, help newcomers bridge the transition from school to work, the downside may be that fixed-term entry jobs become a trap leading to cycles of repeat fixed-term work and unemployment (OECD 1998). Apart from career instability, fixed-term jobs may further be associated with inferior work, providing fewer opportunities for professional development (Booth et al 2002;Giesecke and Groß 2003;Wilkens and Leber 2003;Giesecke and Groß 2004). Overall, theoretical expectations concerning the integrational power of temporary work at labour market entry are contradictory and empirical findings are mixed.…”

Section: Introductionmentioning

confidence: 99%

“…As graduates from vocational education have already proven their productive skills during their training, incentives to screen labour market entrants with VET credentials are presumably low, such that labour market entrance via fixed-term jobs is comparatively less prevalent among vocationally educated young adults (Giesecke and Groß 2003;Giesecke and Groß 2004;McGinnity et al 2005). As yet, little is known about the role fixed-term contracts play among labour market entrants who pursued VET diplomas, a group which constitutes the majority of young labour market entrants in Switzerland.…”

Section: Introductionmentioning

confidence: 99%

“…Due to occupational specificity, company-based training and standardisation of vocational education, less on-the-job screening is necessary at labour market entry. Hence, VET graduates are generally less likely to be allocated to fixed-term employment compared to young adults who pursued a more general education (see e. g., Giesecke and Groß 2003;Giesecke and Groß 2004;McGinnity et al 2005;Greppi et al 2010). The role fixed-term contracts play among VET graduates remains an open question.…”

mentioning

confidence: 99%

“…In addition to higher job security, closed positions are characterised by above-market wages as well as internal career ladders (Sørensen 1983;Sørensen 2000). Distinguishing employment relationships based on their degree of closure, fixed-term employment is regarded as more open than permanent employment (Giesecke and Groß 2004) and thus less advantageous with regards to wealth acquisition and promotion prospects. Based on segmentation theories, which posit a division of the labour market into primary and secondary segments, a similar picture of fixed-term work can be drawn.…”

mentioning

confidence: 99%

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Fixed-Term Jobs after Vocational Education and Training in Switzerland: Stepping Stone or Impediment?

Helbling

2017

Swiss Journal of Sociology

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Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements

et al. 2023

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Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit—thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees.

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External labour market flexibility and social inequality

Cited by 57 publications

References 13 publications

Bridge or Trap? Temporary Workers' Transitions to Unemployment and to the Standard Employment Contract

Bridge or Trap? Temporary Workers' Transitions to Unemployment and to the Standard Employment Contract

Fixed-Term Jobs after Vocational Education and Training in Switzerland: Stepping Stone or Impediment?

Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements

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