‘More and better jobs’: is quality of work still an issue – and was it ever?

Bothfeld, Silke; Leschke, Janine

doi:10.1177/1024258912448602

Cited by 23 publications

(17 citation statements)

References 15 publications

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“…It left out many important dimensions (e.g. wages) and merged quite diverse phenomena, such as quantity of employment or mobility, and was therefore also the subject of much criticism (Dieckhoff & Gallie, 2007;Davoine et al, 2008;Peña-Casas, 2009;Bothfeld & Leschke, 2012). Various subsequent initiatives to improve the Laeken proposal tried to incorporate alternative indicators of job quality.…”

Section: Two Contrasting Institutional Approaches To the Dilemma Of Mmentioning

confidence: 99%

The quality of employment and decent work: definitions, methodologies, and ongoing debates

Burchell¹,

Sehnbruch²,

Piasna³

et al. 2013

Cambridge Journal of Economics

260

189

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This article explores the development of concepts related to the 'quality of employment' in the academic literature in terms of their definition, methodological progress, and ongoing policy debates. Over time, these concepts have evolved from simple studies of job satisfaction towards more comprehensive measures of job and employment quality, including the ILO's concept of 'Decent Work' launched in 1999. This paper compares the parallel development of quality of employment measures in the European Union with the ILO's Decent Work agenda and concludes that the former has advanced much further due to more consistent efforts to generate internationally comparable data on labour markets, which permit detailed measurements and international comparisons. In contrast, Decent Work remains a very broadly defined concept, which is impossible to measure across countries. We conclude by proposing three important differences between these two scenarios that have lead to such diverging paths: the lack of availability of internationally comparable data, the control over the research agenda by partisan social actors, and a prematurely mandated definition of Decent Work which is extremely vague and all-encompassing 1 .

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Section: Two Contrasting Institutional Approaches To the Dilemma Of Mmentioning

confidence: 99%

The quality of employment and decent work: definitions, methodologies, and ongoing debates

Burchell¹,

Sehnbruch²,

Piasna³

et al. 2013

Cambridge Journal of Economics

260

189

View full text Add to dashboard Cite

show abstract

“…The European Union frequently uses the term ‘decent work’ in its official discourse and set the strategic goal of ‘more and better jobs’ in the Lisbon Treaty in 2000. The European Council, meeting in Laeken in 2001, agreed on a portfolio of eighteen statistical indicators of employment (known as the Laeken indicators) at a time when the ILO had not yet even begun to operationalize decent work (Bothfield and Leschke, ; Davoine et al., ).…”

Section: The Impact Of the Human Development And Decent Work Approachesmentioning

confidence: 99%

Human Development and Decent Work: Why some Concepts Succeed and Others Fail to Make an Impact

Sehnbruch¹,

Burchell²,

Agloni³

et al. 2015

Development and Change

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Artículo de publicación ISIThis article examines the impact of the International Labour Organization’s concept of Decent Work on development thinking and the academic literature. We attempt to answer the question of what makes a development initiative successful by comparing the decent work approach to the United Nation Development Programme’s Human Development concept (in conjunction with the human development indicator). We consider that the latter has been one of the most successful development concepts ever to have been launched, while the impact of decent work by comparison has been limited. Our hypothesis relating to the question of what makes a development initiative successful has three fundamental components: first, a solid theoretical foundation has to justify the launch of a development concept. A second vital factor is the availability of sufficient national and internationally comparable data that enables researchers and policy makers alike to apply the concept, preferably by means of a synthetic indicator. Third, the political will and institutional structure of the development institution that launches a concept is a key factor, particularly if data availability is limited as countries then have to be persuaded to generate new data

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“…For the construction of the employment quality evaluation system, the most representative are the European Union's Laeken Indicators, the International Labor Organization's Decent Work Index, and the European Trade Union Confederation's European Job Quality Index [19][20][21][22][23]. On the whole, although there are differences in the indicator settings between the above indicators, most of them are based on economics and sociology and take into account salary, work intensity, work safety and health, work welfare, work stability, and career development [24]. Regarding the measurement of employment quality of Chinese laborers, most scholars take into account one or more aspects such as labor wages, working hours, working conditions, job stability, and social security [13,[25][26][27].…”

Section: Introductionmentioning

confidence: 99%

Social Network Influences on Non-Agricultural Employment Quality for Part-Time Peasants: A Case Study of Sichuan Province, China

Xue

2019

Sustainability

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In recent years, the issue of employment quality for workers has received increasing attention from the government and academia. As a social resource, a social network can provide people with social support and help job seekers find better jobs by transmitting the information on job opportunities. However, currently, there are few empirical studies on employment quality from the perspective of social networks. Based on data from 194 samples from 400 households in Sichuan Province in 2015, this paper constructs an employment quality index system from the six dimensions of labor wages, working time, employment stability, employment environment, career development, and social security. In addition, from the perspective of the structural features and the overall characteristics of the social network, OLS (Ordinary Least Squares) and the path analysis model are used to quantitatively explore the mechanisms of action paths of the social network in terms of the non-agricultural employment quality of part-time peasants. The results show that: (1) the social network scale and the relative network of part-time peasants are found to positively affect employment quality. (2) Age, gender, and education level have indirect impacts on the employment quality loop through network heterogeneity and network scale. In addition, network heterogeneity and health status indirectly impact employment quality through a network scale. (3) By synthesizing the direct and indirect impacts, the comprehensive impacts of each factor on employment quality, in decreasing order, are: village–county distance > village terrain > family population > network scale > education level > skill > network heterogeneity > health status > age > gender. The results suggest that we should pay attention to the role of social network resources in improving employment quality, and should implement various measures to expand peasants’ social networks, so as to achieve high-quality employment.

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‘More and better jobs’: is quality of work still an issue – and was it ever?

Cited by 23 publications

References 15 publications

The quality of employment and decent work: definitions, methodologies, and ongoing debates

The quality of employment and decent work: definitions, methodologies, and ongoing debates

Human Development and Decent Work: Why some Concepts Succeed and Others Fail to Make an Impact

Social Network Influences on Non-Agricultural Employment Quality for Part-Time Peasants: A Case Study of Sichuan Province, China

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