Labour Market Flexibility and Employment Adjustment: Micro Evidence From Uk Establishments

Haskel, Jonathan; Kersley, Barbara; Martin, Christopher

doi:10.1093/oxfordjournals.oep.a028614

“…The first branch relies on micro-econometric analysis based on firm surveys. The purpose of this branch is to identify the determinants of part-time work (Haskel et al, 1997;Houseman, 2001;Euwals and Hogerbrugge, 2004) to illustrate the role of part-time work as a flexible work arrangement (Haskel et al, 1997;Faber, 1999), or to explain the transition between part-time jobs and other labour market states (Blank, 1994;O'Reilly and Bothfeld, 2002).…”

Section: The Determinants Of Part-time Work -A Survey Of the Literaturementioning

confidence: 99%

Recent Developments in Part-time Work in EU Countries: Trends and Policy

Buddelmeyer¹,

Mourre²,

Ward³

2005

Labour Supply and Incentives to Work in Europe

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit company supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. A growing part-time employment share has been a main feature of a number of industrialized countries over the past two decades. A considerable variation in the rate of part-time work is evident by gender, age group, industrial sector and occupation. The stylized facts support the view that part-time employment represents an important opportunity particularly for young, older and female workers to enter the labour markets of the European Union. For the majority of workers in these groups, the decision to work part-time has been a voluntary one, which is all the more satisfactory in terms of welfare maximization.Our results indicate that the development of the part-time employment rate over time and the strong variation in the PTR across countries are significantly affected by policy and institutions. In particular policy measures geared toward encouraging part-time work are found to be positively related to actual part-time developments. These measures include both the legal framework directly affecting part-time positions and the creation of financial incentives (subsidies and improvement of social protection) to take up a part-time job. Moreover, other labour market institutions, including benefit systems and the stringency of employment protection legislation for regular contracts, are found to significantly but indirectly influence the growth in part-time work.JEL Classification: J21, J22, J28

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“…Greater reliance on market-based contracts and movements away from centralised wage bargaining and union-employer negotiations would by themselves increase the dispersion of labour market earnings. Some recent evidence consistent with this line of argument is presented by Haskel et al (1997) who show that increasing labour market flexibility in the United Kingdom has resulted in labour input being more closely aligned to the business cycle.…”

Section: Deunionisation Globalisation and The Labour Marketmentioning

confidence: 73%

Has Globalisation Really Had No Effect on Unions?

Gaston

¹

,

Dreher

²

2006

SSRN Journal

1

0

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may AbstractFor a number of OECD countries, the deterioration of labour market outcomes for less-skilled workers since the early 1980's has coincided with a steady decline in union membership. Globalisation is commonly believed to have contributed to both developments. However, recent studies fail to find support for the presumption that globalisation adversely affects unions. Revisiting this issue by using a novel globalisation index we find that globalisation has indeed contributed to deunionisation. In delving further into the issue, we find that it is social integration, rather than economic or political integration, that has been the main contributor to the decline in union membership.

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“…Such inter-sectoral mobility is then shown to be rising in education. Haskel, Kersley, and Martin (1997) also show that firms, if given the ability to deploy their workforce as they wish, respond to changes in demand by adjusting employment, rather than by adjusting hours or prices or by labor hoarding. We therefore suggest policy measures which rely upon and strengthen such individual responses by removing obstacles to occupational and sectoral labor mobility and by improving education.…”

Section: Resultsmentioning

confidence: 96%

Labor Market Pooling and Human Capital Investment Decisions

Amend¹,

Herbst

²

2009

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Labor market pooling is considered one of the advantages of agglomerations. This paper presents a model of human capital formation in an imperfectly competitive, pooled local labor market with heterogeneous workers and firms. Firms produce with different technologies requiring diverse skills. Workers specialize into specific skills and accumulate general human capital. While labor market pooling provides static efficiency gains, our results also imply positive long-term effects: Under a diversified structure, firm-specific shocks increase workers' incentives to acquire both general and specific human capital. This not only raises productivity but also strengthens a region's capability to adapt to change.JEL classification: I20, J24, J41

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Labour Market Flexibility and Employment Adjustment: Micro Evidence From Uk Establishments

Cited by 38 publications

References 11 publications

Recent Developments in Part-time Work in EU Countries: Trends and Policy

Recent Developments in Part-time Work in EU Countries: Trends and Policy

Has Globalisation Really Had No Effect on Unions?

Labor Market Pooling and Human Capital Investment Decisions

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