How Do We Feel and Behave When We're Not Permanent Full‐Time Employees? The Case of the Diverse Forms of Non‐Standard Work

Bernhard‐Oettel, Claudia; Cuyper, Nele De; Murphy, Megan J.; Connelly, Catherine E.

doi:10.1002/9781119168058.ch14

Cited by 8 publications

(5 citation statements)

References 30 publications

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“…When thinking in line with the traditional view on careers, we expect a strong divide between secure profiles and increasingly more insecure profiles. More specifically, we expect a relatively large group of highly secure profiles and then layers of increasingly insecure profiles: this fits the idea of a core-periphery structure that has been highlighted in the context of labor market segmentation and applied in work and organizational psychology [24]. In contrast, boundaries between core and periphery are blurred in the new career discourse [25], and so may be the divide between secure and insecure profiles.…”

Section: Introductionsupporting

confidence: 60%

“…Second, felt job insecurity reduces organizational career management. Security gives access to the collective pool of resources available in the organization; this complies with the observation that organizations tend to invest more in those on jobs that contribute to the core of organizational functioning and less in those at the periphery with workers who are easily replaceable [24]. The result of these two dynamics is that employees who feel insecure may also feel less employable in both the external and the internal labor market.…”

Section: Introductionmentioning

confidence: 60%

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All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

Cuyper

Hootegem

Smet

et al. 2019

IJERPH

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Felt job insecurity is commonly seen as a stressor that is tied to a specific segment of employees and which implies overall negative outcomes. We challenge this view based on the new career rhetoric that assumes that felt job insecurity is widespread, although not necessarily problematic; rather, on the contrary, that felt job insecurity may promote career growth and development. Accordingly, our first aim concerns the distribution of felt quantitative and qualitative job insecurity, and our second aims concerns the connection between profiles and career correlates (i.e., perceived employability, individual and organizational career management). We used two samples of Belgian employees (N1 = 2355; N2 = 3703) in view of constructive replication. We used Latent Profile Analysis to compile profiles of felt quantitative and qualitative job insecurity and linked those profiles to career outcomes. Our results are similar across samples: five profiles were found, from relatively secure to relatively insecure (aim 1). The more secure profiles reported more favorable career outcomes than the less secure profiles (aim 2). This provided overall support for the common view. We connect these findings to what we see as the main risk, namely the potentially growing divide based on felt job insecurity and the relatively large group of employees in insecure profiles.

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Section: Introductionsupporting

confidence: 60%

Section: Introductionmentioning

confidence: 60%

All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

Cuyper

Hootegem

Smet

et al. 2019

IJERPH

View full text Add to dashboard Cite

show abstract

“…Permanent, temporary and self-employed workers are found in different segments of the labour market and face different working conditions (Bernhard-Oettel et al, 2017). As outlined in segmentation theories (Aronsson et al, 2002; Atkinson, 1984; Doeringer and Piore, 1971), the core segment of the labour market consists of permanent, full-time employees.…”

Section: The Segmentation Of the Labour Market: A Core–periphery Persmentioning

confidence: 99%

Staying in or switching between permanent, temporary and self-employment during 2008–2010: Associations with changing job characteristics and emotional exhaustion

Bernhard‐Oettel

Leineweber

Westerlund

2018

Economic and Industrial Democracy

Self Cite

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Labour market segmentation theories suggest that permanent and temporary workers are exposed to economic risks to different degrees, and differ in their working life quality and well-being. However, few studies have tested these ideas during times of economic crisis. Also, little is known about how the self-employed compare to permanent and temporary workers and are affected by economic downturns. This study investigated Swedish workers in different labour market segments before and after the financial crisis (2008 and 2010). More specifically, it looked at job characteristics and strain differences between permanent, temporary and self-employed workers. Data ( N = 6335) came from SLOSH, a longitudinal representative cohort study of the Swedish workforce. Contradicting segmentation theories, differences between permanent and temporary workers were small. The self-employed stood out with favourable job characteristics, but comparable strain levels. During the crisis, work demands and strain declined for many of the workers studied here.

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“…Previous studies in the realm of temporary work research have invested heavily in probing potential differences between temporary and permanent employees, often successfully so (Guest et al, 2010). The underlying idea is that temporary employees are involved in a non-standard employment relationship with fairly loose connection to the employing organization, and permanent employees in a standard employment relationship with close connection to the employing organization (Bernhard-Oettel et al, 2017), and these shape employees’ expectations and ultimately also how satisfied they are.…”

Section: Introductionmentioning

confidence: 99%

Job insecurity, employability and satisfaction among temporary and permanent employees in post-crisis Europe

Cuyper

Piccoli

Fontinha

et al. 2018

Economic and Industrial Democracy

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Earlier studies established that perceived job insecurity is more strongly related to the experiences of permanent employees, and conversely that perceived employability is more strongly related to the experiences of temporary employees. We challenge these results against the background of the 2008/2009 crisis using samples from the 2010 European Social Survey with employees from Continental and Mediterranean Europe. First, we argue that job insecurity has become a structural phenomenon that associates with temporary and permanent employees' satisfaction in the same fashion, which found overall support. Second, we argue that employability may have become important for all employees, regardless of contract type, which was largely supported. A cause for concern is that the relationship between perceived job insecurity and satisfaction was comparatively stronger than the relationship between perceived employability and satisfaction. This may suggest that employees have not yet fully embraced ideas about employability as the new form of security.

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How Do We Feel and Behave When We're Not Permanent Full‐Time Employees? The Case of the Diverse Forms of Non‐Standard Work

Cited by 8 publications

References 30 publications

All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

Staying in or switching between permanent, temporary and self-employment during 2008–2010: Associations with changing job characteristics and emotional exhaustion

Job insecurity, employability and satisfaction among temporary and permanent employees in post-crisis Europe

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