Scarred by Your Employer? The Effect of Employers’ Strategies on the Career Outcomes of Non-Standard Employment

Mattijssen, Lucille; Pavlopoulos, Dimitris; Smits, Wendy

doi:10.1177/07308884221076383

Cited by 9 publications

(14 citation statements)

References 47 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In light of the dramatic changes to the labor market brought about by the pandemic (see Chavez et al, 2022 ; Fan and Moen, 2022 ) and the rising work precarity and its implications for workers’ socioeconomic well-being ( Ayala-Hurtado, 2022 ; Mai, 2021 ; Gevaert et al, 2021 ; Mattijsen et al, 2022 ), it is important to examine how the pandemic-induced job disruption matters for mental health. The SPM provides a framework for examining these dynamics.…”

Section: Discussionmentioning

confidence: 99%

A Forced Vacation? The Stress of Being Temporarily Laid Off During a Pandemic

Schieman

Quan

Badawy

et al. 2022

Work and Occupations

View full text Add to dashboard Cite

A million Canadian workers suddenly became temporarily laid off (TLO) early into the pandemic. How did this affect mental health? Guided by the Stress Process Model (SPM), we would expect that this job disruption should increase psychological distress. However, given the unique context surrounding the early period of the pandemic, we advance the forced vacation hypothesis, which argues that those who became TLO would—at least initially—report lower levels of distress. To address this puzzle, we use a mixed-methods approach combining a national longitudinal survey dataset and in-depth interviews. Our quantitative analyses reveal that individuals who were TLO had lower distress in April 2020 compared with their peers who continued working. Our interviews uncover several potential explanations for these patterns. The findings provide an elaboration to the SPM as the pandemic context altered the meaning of being TLO, making it feel like a “forced vacation”—at least initially.

show abstract

Section: Discussionmentioning

confidence: 99%

A Forced Vacation? The Stress of Being Temporarily Laid Off During a Pandemic

Schieman

Quan

Badawy

et al. 2022

Work and Occupations

View full text Add to dashboard Cite

show abstract

“…The past decades have seen continuing debate about the societal implications of increased flexibility in labour relations. It has become clear that being in non-standard employment can have a negative long-term impact on individual employees, specifically in terms of economic stability (Kalleberg, 2018;Mattijssen et al, 2022). Despite their prominence in modern-day organisations, few empirical studies had previously investigated the negative consequences of flexible staffing arrangements from an employers' perspective.…”

Section: Downsides To Flexible Staffing Arrangementsmentioning

confidence: 99%

“…The present heterogeneity in labour relations represents a dramatic shift from the “standard” type of employment that characterised work life in Western Europe during the second half of the 20th century – paid work based on a fixed schedule, under the employer's control and with mutual expectation of continued employment as evidenced by an open-ended contract (Kalleberg et al ., 2000, p. 258). Labour relations based on flexible staffing arrangements are less stable and inherently more uncertain than standard employment, especially regarding long-term expectations of involvement (Mattijssen et al ., 2022). The European Union therefore encourages employers to offer open-ended contracts to workers in non-standard employment (European Parliament and Council, 2019).…”

Section: Introductionmentioning

confidence: 99%

Employers' perception of downsides to flexible staffing arrangements: exploring the role of strategic motives

Rouvroye¹,

Dalen²,

Henkens³

et al. 2023

IJM

View full text Add to dashboard Cite

PurposeFlexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived.Design/methodology/approachThis study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements.FindingsEmployers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides.Originality/valueEmpirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.

show abstract

“…In line with Mattijssen et al (2022), we used share of employees on a FTC, share of on-call workers (OCC), employer-level transition rates from fixed-term to permanent contracts (Tr), and excess mobility (EM), as indicators of how employers use of non-standard contracts. Mobility refers to the number of employees that started and ended a contract at a firm in a given period.…”

Section: Measuring How Employers Use Non-standard Contractsmentioning

confidence: 99%