Zeitarbeit — Zur Karriere eines neuen Beschäftigungsverhältnisses

Brose, Hanns-Georg; Schulze-Böing, Matthias; Meyer, Werner

doi:10.1007/978-3-322-91374-6_2

Cited by 3 publications

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“…2 Fifth, the existence of specialised TWA or FL workers may make it cost-effective for small-or medium-sized firms to hire 1 For a definition of flexible work see POLIVKA and NARDONE (1989), ATKINSON (1985) or KELLER and SEIFERT (1995). A definition of TWA employment can be found in BROSE et al (1990). The distinction between FL and other self-employed workers, on the one hand, and dependent employment, on the other, is discussed in DIETRICH (1999).…”

Section: Introductionmentioning

confidence: 99%

The Use of Flexible Working Contracts in West Germany: Evidence from an Establishment Panel

Boockmann

Hagen

2003

SSRN Journal

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There has been much discussion in Germany whether flexible forms of employment should be facilitated in order to reduce rigidities on the labour market. Flexible labour contracts, such as fixed-term contracts (FTCs), temporary work agency (TWA) employment and freelance work (FL) are, on the one hand, seen as important instruments of adjustment for employers. On the other, they may create a segmented labour market, with part of the workforce being permanently employed in unstable and precarious employment relationships. In West Germany, the share of TWA workers has increased strongly over the last decades. The share of FTC workers has risen, too, although to a somewhat more moderate extent. Some, but certainly not all of this development can be attributed to changes in the law. This paper investigates under which conditions firms employ FTC, TWA or FL workers. The need to use flexible labour contracts arises from the adjustment costs for permanent workers. From the theory of dynamic labour demand, conditions may be derived under which atypical work is a more efficient instrument of adjustment to temporary demand fluctuations than adjustments in the number of regular employees. In addition, by employing atypical workers firms may insulate their regular workforce from changing demand conditions and can therefore reduce firing costs and preserve firm-specific human capital. Using the IABestablishment panel for West-Germany and a probit model which accounts for firm heterogeneity, we find that positive changes in expected or actual sales are associated with a higher probability of employing atypical work, which suggests that these forms of employment are used as means of adjustment.Institutionally, adjustment costs for permanent workers are mainly due to individual and collective dismissal protection and the requirements of German codetermination law. One object of the paper is to assess whether these regulations have an impact on firms' employment decisions. Concerning co-determination, one might argue that the presence of works councils, by making separations more costly, increases the demand for atypical work. In our estimations, this hypothesis is strongly confirmed for FTC employment, although not for TWA or FL workers. Concerning dismissal protection, firms which are too small to be covered by the law should have a lower incentive to use atypical work. In our data set, we have exogenous variation in the minimum number of employees beyond which the dismissal protection law applies. Using this as a source for a natural experiment, we do find that the likelihood of using FTCs decreased for firms which ceased to be covered by the law. Hence, we conclude that legal dismissal protection for regular employees has an impact on the demand for workers on fixed-term contracts.In our estimations, we control for a number of other factors, such as employees' skill levels. Descriptive evidence shows that, on average, FTC and TWA workers possess lower skills than permanent workers. However, the proportion of employees with uni...

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Section: Introductionmentioning

confidence: 99%

The Use of Flexible Working Contracts in West Germany: Evidence from an Establishment Panel

Boockmann

Hagen

2003

SSRN Journal

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“…This may be the reason why workers' competencies and job demands are relatively high in TAW, and workers are more often considered to be over-instead of under-qualified for the assigned jobs (Galais et al, 2007). This is why the concerns came up that periods of TAW may lead to the de-qualification of the workers (Brose et al, 1990). Empirical research concerning competence development has shown that informal learning gains (e.g.…”

Section: Human Capitalmentioning

confidence: 99%

Temporary agency workers stepping into a permanent position: social skills matter

Galais

Moser

2018

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Purpose Temporary agency work (TAW) has increased enormously in recent decades. Most temporary agency workers are pushed involuntarily into this work arrangement and prefer permanent work arrangements. Therefore, the motive to find a permanent job through TAW is predominant for the majority of temporary agency workers. However, little is known about what helps in obtaining a permanent job in a client organization. The purpose of this paper is to examine the role of social skills by simultaneously considering the human capital aspects and motivational background of the individuals for transition success. Design/methodology/approach The paper is based on a questionnaire study of 151 temporary agency workers with two measurement points. The questionnaires were first administered at the very beginning of their work as a temp and again five months later. Findings The findings show that the social skills of temporary agency workers in contrast to various aspects of human capital and motives for temping had a significant impact on becoming a permanent worker in a client organization. Research limitations/implications The generalizability of the finding that social skills help temporary agency workers to find a permanent job in a client organization may be restricted due to the particularities of the work setting in the clerical sector. The incidences as well as the determinants of transition success may depend on the industry sector because of the respective assignment characteristics as well as the clients’ reasons of using temporary agency workers. Future research should investigate more thoroughly the role of assignment characteristics for the experiences of the workers. Practical implications Social skills seem to play a crucial role for transition success in TAW. Qualification measures should therefore include the training of interpersonal behavior. It would be desirable when the involved organizations would assume responsibility in this respect. Furthermore, policy makers should provide adequate training formats since they promote TAW as a stepping stone opportunity for unemployed people. Originality/value This paper suggests that career mobility in the context of flexible work arrangements may be driven by more informal processes of social integration into the existing permanent team. While TAW is seen as a temporary solution in Germany, this study focuses on the individual determinants of transition success of temporary agency workers that is still rare in studies on the topic.

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“…8 Auch international, so das Urteil einer Auswertung von 15 Länderberichten aus der EU zur Zeitarbeit (Storrie, 2002), mangelt es diesbezüglich bislang an fundierten Erkenntnissen. Für den Bereich der gewerblichen Arbeitnehmerüberlassung in Deutschland liegen bislang lediglich zwei Untersuchungen vor (Brose et al , 1990;Schröder, 1997 Vitols (2003), Kaufmann (1998) sowie verschiedene Berichte der Bundesregierung über Erfahrungen bei der Anwendung des Arbeitnehmerüberlassungsgesetzes -AÜG -sowie über die Auswirkungen des Gesetzes zur Bekämpfung der illegalen Beschäftigung -BillBG. 11 Entgegen der weitverbreiteten Annahme liegt ein im Vergleich zu anderen Arbeitnehmern unzureichender gesetzlicher Schutz von Zeitarbeitern unmittelbar nicht vor (Pietrzyk, 2003), da Zeitarbeiter den "für alle sozialversicherten Arbeitnehmer geltenden Schutzvorschriften des allgemeinen Arbeits-und Arbeitsschutzrechts" unterliegen (IW 2000, S. 7).…”

Section: Ii1 Die Flexibilität Des Zeitarbeitseinsatzes Als Personalunclassified

Zeitarbeit in Deutschland: Trends und Perspektiven

Burda

Kvasnicka

2006

Persp Wirtschaftspol

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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. Abstract: Temporary help services (THS) represent an important means of adjusting labor demand in both regulated and unregulated environments. THS can also pave the way to new employment for both labor market entrants and job losers. This survey examines the economic significance, the changing regulatory framework, and the recent development of the THS sector in Germany. High markups charged by THS firms despite declining relative compensation of THS workers suggests a high shadow price for this form of labor input. Worker turnover in THS is remarkably high, while inflows are modest, suggesting that the supply rather than demand for flexible work is responsible for the sector's overall modest size. Despite its growing importance, further progress in understanding the THS sector remains hampered by inadequate data availability. Terms of use: Documents in

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Zeitarbeit — Zur Karriere eines neuen Beschäftigungsverhältnisses

Cited by 3 publications

References 0 publications

The Use of Flexible Working Contracts in West Germany: Evidence from an Establishment Panel

The Use of Flexible Working Contracts in West Germany: Evidence from an Establishment Panel

Temporary agency workers stepping into a permanent position: social skills matter

Zeitarbeit in Deutschland: Trends und Perspektiven

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