Suchprofil: Arbeitsmarktflexibilität
Durchsuchter Fertigstellungsmonat: 02/17



   Journal= {Journal of Economic Behavior and Organization},
   Volume= {133},
   Number= {January},
   Author= {Michael Beckmann and Thomas Cornelissen and Matthias Kr{\"a}kel},
   Title= {Self-managed working time and employee effort : theory and evidence},
   Year= {2017},
   Pages= {285-302},
   Address= {Berlin},
   ISBN= {ISSN 0167-2681},
   Annote= {Schlagwörter: Arbeitszeitflexibilität; Arbeitszeitgestaltung; gleitende Arbeitszeit; individuelle Arbeitszeit; Selbstbestimmung; berufliche Autonomie; Zeitsouveränität; Vertrauensarbeitszeit; Arbeitsleistung; Motivation; Bundesrepublik Deutschland; },
   Annote= {Bezugszeitraum: A 2003; E 2011},
   Annote= {JEL-Klassifikation: J24; J81; M50},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: X 395},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170207b08},

   Journal= {The Journal of Industrial Relations},
   Number= {online first},
   Author= {Ioulia Bessa and Jennifer Tomlinson},
   Title= {Established, accelerated and emergent themes in flexible work research},
   Year= {2017},
   Pages= {17},
   ISBN= {ISSN 0022-1856},
   Abstract= {"Flexible labour markets, flexible working arrangements and motivations behind their use are established and expanding strands of sociology of work and employment relations research. This article provides a review of key themes and debates connected to workplace flexibility between 2000 and 2015 utilising research located in leading sociology of work, employment relations, industrial relations and human resource management (HRM) journals, in addition to key texts published during this time period. We establish that flexible work research is a growing area of research and focus our analysis on identifying key themes categorised as established, accelerated and emergent. We conclude with areas of contention yet to be resolved and possible avenues for future directions in flexible work research, noting a disconnection between macro analyses of flexibility at the economic level and the focus on flexible working-time arrangements at the workplace level. Furthermore we observed few quantitative multi-level modelling analyses or multi-methods research designs. To that end, analyses that can synthesise these literatures would enhance the field, as might innovations in methodological approaches which advance multi-level modelling and multi-method designs to give multiple and dynamic perspectives." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: mobiles Arbeiten; Arbeitszeitflexibilität; Forschungsansatz; Arbeitssoziologie; Arbeitsbeziehungen; human resource management; Arbeitsforschung; Forschungsmethode; Forschungsstand; Arbeitszufriedenheit; Arbeitsplatzqualität; Arbeitsleistung; Work-Life-Balance; prekäre Beschäftigung; altersspezifische Faktoren; Zukunftsperspektive; },
   Annote= {Bezugszeitraum: A 2000; E 2015},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: X 539},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170213b03},

   Journal= {Work, employment and society},
   Volume= {31},
   Number= {1},
   Author= {Jean Jenkins and Paul Blyton},
   Title= {In debt to the time-bank: the manipulation of working time in Indian garment factories and ‘working dead horse’},
   Year= {2017},
   Pages= {90-105},
   ISBN= {ISSN 0950-0170},
   Abstract= {"In this article we focus on the creation of debt relations between workers and their workplace as a tool of managerial control in the garment factories of Bangalore, India. The currency of indebtedness in this case is working time and our focus is the manipulation of hours of work at the base of the international, buyer-driven, garment supply chain. In illuminating debt relations and worker dependency as an element of managers' repertoire of control, we compare a system known as 'comp-off' in contemporary Indian factories with the historical precedent of a system known as 'working dead horse' in Britain. Our comparison illuminates how value is extracted from workers and how old control systems are updated within the labour process, in a feminized sector where workers' associational power is weak and social downgrading is one means by which employers can offload risk, maximize flexibility and secure their position at the local level." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Bekleidungsindustrie; Arbeitszeitkonto; Verschuldung; Textilindustrie; abhängig Beschäftigte; Arbeitszeiterfassung; Frauenberufe; Textilberufe; Niedriglohn; Armut; Indien; },
   Annote= {Bezugszeitraum: A 2009; E 2012},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 917},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170209802},

   Journal= {Acta Sociologica},
   Number= {online first},
   Author= {Clemens Noelke and Jason Beckfield},
   Title= {Job security provisions and work hours},
   Year= {2016},
   Pages= {16},
   ISBN= {ISSN 0001-6993},
   Abstract= {"This study explores the impact of job security provisions on workplace absence and overtime work. We hypothesize that job security provisions give individuals bargaining power to resolve work hour conflicts in their favour, but they may also create incentives for shirking. To examine the impact of job security provisions empirically, we implement a quasi-experimental research design based on a British job security provisions reform that extended dismissal protection among low-tenure workers. Using a difference-in-differences approach, we find that the reform increased absence rates due to workers taking more sickness absence and vacation days and reduced overtime work. Regarding the underlying mechanism, we obtain suggestive but limited evidence that the observed effects were driven both by reduced presenteeism and increased shirking." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Kündigungsschutz; Reformpolitik - Auswirkungen; Arbeitsplatzsicherheit; Fehlzeiten; Überstunden; Urlaub; Großbritannien; },
   Annote= {Bezugszeitraum: A 1996; E 2002},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 2146},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170120v01},

   Journal= {The International Journal of Human Resource Management},
   Number= {online first},
   Author= {Wen Wang and Jason Heyes},
   Title= {Flexibility, labour retention and productivity in the EU},
   Year= {2017},
   Pages= {21},
   ISBN= {ISSN 0958-5192},
   Abstract= {"This paper examines the relationship between internal flexibility, the employment of fixed-term contract workers and productivity in 27 European Union countries. Drawing on European Company Survey data, the paper assesses whether establishments that employ on a fixed-term basis experience higher productivity than their competitors and stronger labour productivity improvements over time. These issues are of importance, given the recent weakness of productivity growth in many EU member countries, the steps that governments have taken to relax rules relating to the employment of fixed-term workers and the emphasis placed on contractual flexibility within the European Commission's flexicurity agenda. The paper finds that establishments that do not use fixed-term contracts enjoy productivity advantages over those that do. Establishments that employ on a fixed-term basis but retain workers once their fixed-term contract has expired perform better than those that do not retain workers. The findings also show that establishments that pursue internal flexibility report both higher productivity than competitors and productivity increases over time. In addition, they are more likely to retain workers who have reached the end of a fixed-term contract." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: befristeter Arbeitsvertrag - Auswirkungen; Produktivitätseffekte; Arbeitsproduktivität - internationaler Vergleich; Produktivitätsentwicklung; Mitarbeiterbindung; Arbeitsmarktpolitik; Reformpolitik - Auswirkungen; Flexicurity; Weiterbeschäftigung; Zeitarbeitnehmer; Europäische Union; Belgien; Bulgarien; Dänemark; Bundesrepublik Deutschland; Estland; Finnland; Frankreich; Griechenland; Irland; Italien; Lettland; Litauen; Luxemburg; Malta; Niederlande; Österreich; Polen; Portugal; Rumänien; Schweden; Slowakei; Slowenien; Spanien; Tschechische Republik; Ungarn; Großbritannien; Zypern; },
   Annote= {Bezugszeitraum: A 2009; E 2009},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: X 785},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170209j01},

   Journal= {European Societies},
   Number= {online first},
   Author= {Philip Wotschack},
   Title= {Leave saving options over the life course - only for the highly skilled? : Evidence from two German best-practice companies},
   Year= {2017},
   Pages= {23},
   ISBN= {ISSN 1461-6696},
   Abstract= {"Individual leave saving options provide new options to employees to improve their employability and work - life balance over the life course. They are based on a simple idea: Employees can deposit overtime hours or portions of due remuneration in a time credit account and withdraw them at a later point in time in order to take prolonged periods of leave for care, training, or leisure activities. It is the leading question of this article as to what extent and in which way these options are factually used by different categories of employees. By reviewing existing studies in the Netherlands and by analysing German employee data the article reveals constraints in the accessibility of leave saving options. On the basis of transaction cost theory hypotheses are formulated regarding different uses of leave saving options by age, gender, and occupational status. These hypotheses are tested using regression analysis and employee data from two German best-practice companies. They show evidence for significant restrictions in terms of a high degree of selectivity with regard to age, skill and income levels. Based on these findings recommendations for future research and working time policies are discussed." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Urlaubsregelung; Langzeiturlaub; Arbeitszeitkonto; best practice; Personalpolitik; qualifikationsspezifische Faktoren; Lebensarbeitszeit; altersspezifische Faktoren; geschlechtsspezifische Faktoren; Überstunden; Work-Life-Balance; Transportgewerbe; Informationswirtschaft; Bundesrepublik Deutschland; Niederlande; },
   Annote= {Bezugszeitraum: A 2006; E 2008},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 1262},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170202b13},

   Journal= {Journal of Common Market Studies},
   Number= {online first},
   Author= {Sotirios Zartaloudis and Andreas Kornelakis},
   Title= {Flexicurity between Europeanization and varieties of capitalism? A comparative analysis of employment protection reforms in Portugal and Greece},
   Year= {2017},
   Pages= {18},
   ISBN= {ISSN 1468-5965},
   Abstract= {"The article examines the adoption of Flexicurity principles in Portuga l and Greece during 2006 - 2009. Despite the similar conditions between the two cases and common EU stimulus, the process and ?nal outcomes in the reform of their employment protection systems differed. In Portugal, the government persevered and implemented a reform in line with Flexicurity principles. By contrast, the Gre ek government initially favoured Flexicurity and initiated a reform process of the legal framework; however the reform was halted. The article explains this divergence by com- bining the insights of Europeanization and Varieties of Capitalism literatures. It is argued that in cases of Mixed Market Economies, 'mis?t' with EU stimuli is a necessary, but not suf?cient con- dition for institutional change. Instead, reforms depend on union structure and the existence of pol- icy entreprene urs favouring reform, which explains the divergent reform paths." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))},
   Annote= {Schlagwörter: Kündigungsschutz; Reformpolitik - internationaler Vergleich; Flexicurity; Arbeitsmarktpolitik; Kündigungsrecht; europäische Integration; institutionelle Faktoren; Kapitalismus - Typologie; politischer Wandel; EU-Politik; Portugal; Griechenland; },
   Annote= {Bezugszeitraum: A 2006; E 2010},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 661},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170203v01},


   Journal= {Wiso. Wirtschafts- und sozialpolitische Zeitschrift des ISW},
   Volume= {39},
   Number= {4},
   Author= {Martina Hartner-Tiefenthaler and Silvia Feuchtl and Sabine T. Koeszegi},
   Title= {Von Avantgarde bis Fremdbestimmt : Chancen und Risiken unterschiedlicher Arbeitstypen},
   Year= {2016},
   Pages= {153-170},
   ISBN= {ISSN 1012-3059},
   Annote= {URL:},
   Abstract= {"Dieser Beitrag analysiert, wie sich neue und traditionelle Arbeitsformen auf Arbeitszufriedenheit und Vereinbarkeit von Beruf und Privatleben auswirken. Eine Mitgliederbefragung der AK Niederösterreich zeigt mittels Clusteranalyse vier verschiedene Arbeitsformen: Beim Arbeitstyp 'Avantgarde' können Menschen selbst über Arbeitszeit und -ort bestimmen, müssen jedoch auch die Erfordernisse aus der Arbeit berücksichtigen. Die 'zeitlich Flexiblen' können die Arbeitszeit, aber nicht ihren Arbeitsort flexibel gestalten. Die 'Konventionellen' haben keine Flexibilität hinsichtlich Arbeitszeit und Arbeitsort, während die 'Fremdbestimmten' zwar hohe zeitliche und örtliche Flexibilitätserfordernisse, aber keine Autonomie haben. ArbeitnehmerInnen in diesen vier Arbeitstypen unterscheiden sich deutlich hinsichtlich ihrer Arbeitszufriedenheit und der Vermischung zwischen Beruf und Privatleben." (Autorenreferat, © ISW-Linz)},
   Abstract= {"This article analyses how new and traditional ways of work influence job satisfaction and balance between work and private life. A survey with members of the Chamber of Labour of Lower Austria shows by means of a cluster analysis four different forms of work. The work type 'avantgarde' allows individuals to organize their work - time and place - according to individual needs as long as job requirements are also taken into account. The workers who are 'flexible in time' have high autonomy regarding their work time, but not regarding their work place. The 'conventionalists' have no flexibility in regard to work time and work place whereas the 'other-directed' have high flexibility requirements, but no autonomy. Workers of the four work types differ significantly in their level of job satisfaction and their boundary management between work and nonwork." (Author's abstract, © ISW-Linz) ((en))},
   Annote= {Schlagwörter: Beschäftigungsform; Arbeitszufriedenheit; Work-Life-Balance; Beruf und Familie; Arbeitszeitflexibilität; mobiles Arbeiten; berufliche Autonomie; Zeitsouveränität; Arbeitsgestaltung - Auswirkungen; technischer Wandel - Auswirkungen; Erwerbsformenwandel; Niederösterreich; Österreich; },
   Annote= {Bezugszeitraum: A 2015; E 2015},
   Annote= {Sprache: de},
   Annote= {IAB-Sign.: Z 951},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170102b17},


   Institution={Institut f{\"u}r Arbeitsmarkt- und Berufsforschung, N{\"u}rnberg (Hrsg.)},
   Author= {Ines Zapf and Enzo Weber},
   Title= {The role of employer, job and employee characteristics for flexible working time : An empirical analysis of overtime work and flexible working hours' arrangements},
   Year= {2017},
   Pages= {44},
   Address= {N{\"u}rnberg},
   Series= {IAB-Discussion Paper},
   Number= {04/2017},
   ISBN= {ISSN 2195-2663},
   Annote= {URL:},
   Abstract= {"Moderne Arbeitsgesellschaften stehen vor der Herausforderung die betrieblichen Bedürfnisse nach Arbeitszeitflexibilität mit den individuellen Bedürfnissen der Beschäftigten in Einklang zu bringen. Wir untersuchen die Determinanten von Überstunden und verschiedenen Arbeitszeitarrangements. Dabei nutzen wir die Daten der Linked Employer-Employee Studie des Sozio-ökonomischen Panels (SOEP-LEE) für Deutschland und schätzen logistische Regressionsmodelle. Die Ergebnisse zeigen, dass Arbeitgebermerkmale und Jobmerkmale die wichtigsten Bestimmungsfaktoren von Überstunden und den verschiedenen Arbeitszeitarrangements sind. Dies weist auf die Macht von Arbeitgebern bei der Flexibilität von Arbeitszeiten hin. Arbeitnehmermerkmale sind die am wenigsten wichtigen Bestimmungsfaktoren, obwohl Beschäftigte ihre Arbeitszeiten durch bestimmte Arrangements, wie selbstbestimmte Arbeitszeiten und Gleitzeit mit Arbeitszeitkonto, flexibilisieren und dadurch profitieren können. Die vorliegende Studie zeigt, dass Arbeitszeitflexibilität in Deutschland überwiegend arbeitgeberorientiert ist. Jedoch ist anzunehmen, dass arbeitnehmerfreundliche Arbeitszeitarrangements aufgrund von demographischen Veränderungen und einem möglichen Fachkräftemangel zukünftig an Bedeutung gewinnen werden." (Autorenreferat, IAB-Doku)},
   Abstract= {"Modern working societies face the challenge to combine the establishments' with the employees' needs for working-time flexibility. The authors investigate the determinants of overtime and different working hours' arrangements using the German Linked Employer-Employee Study of the Socio-Economic Panel (SOEP-LEE) and logistic regression models. The results show that employer and job characteristics are most important for determining overtime and the different working hours' arrangements, underlining the power of employers with regard to working-time flexibility. Employee characteristics play the least important role, although employees can flexibly organize their working times and can benefit from certain arrangements, such as self-determined working hours and flexitime within a working hours account. The study provides evidence that working-time flexibility in Germany is mainly employer-oriented. However, through demographic changes and a possible lack of qualified personnel, employee- friendly arrangements are likely to gain importance." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Arbeitszeitflexibilität - Determinanten; Beschäftigerverhalten; Tätigkeitsmerkmale; Überstunden; Arbeitszeitmodell; Arbeitszeitgestaltung; Zeitsouveränität; Arbeitszeitkonto; gleitende Arbeitszeit; Arbeitgeberinteresse; Arbeitnehmerinteresse; Bundesrepublik Deutschland; },
   Annote= {Bezugszeitraum: A 2011; E 2011},
   Annote= {JEL-Klassifikation: J2; J81},
   Annote= {Sprache: en},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k170206303},

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