Suchprofil: Arbeitsmarktflexibilität
Durchsuchter Fertigstellungsmonat: 08/14
Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN
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1. SSCI-JOURNALS
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@Article{Berg:2014:WCF,
Journal= {ILR Review},
Volume= {67},
Number= {3},
Author= {Peter Berg and Gerhard Bosch and Jean Charest},
Title= {Working-time configurations: a framework for analyszing diversity across countries},
Year= {2014},
Pages= {805-837},
ISBN= {ISSN 0019-7939},
Abstract= {"In this introductory article, we examine working time through the lens of the employment relationship and the interests of various actors. We discuss how the decline in the old standard working-time model has opened the door to greater diversity in working time. As the demands of employers and employees encourage new working-time practices, we find the responses to these demands differ substantially across countries. These differences reflect variations in labor market institutions and diverse power relations between labor and management." (Text excerpt, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitszeitgestaltung; Arbeitszeitmodell - internationaler Vergleich; Normalarbeitszeit; institutionelle Faktoren; Arbeitgeberinteresse; Arbeitnehmerinteresse; Arbeitsbeziehungen; Arbeitsmarktforschung; Forschungsmethode; tarifliche Arbeitszeit; Tarifverhandlungen; Arbeitszeitwunsch; Arbeitszeitflexibilität; work sharing; Teilzeitarbeit; Wirtschaftskrise; USA; Schweden; Frankreich; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 680},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140825v01},
}
@Article{Henly:2014:UWT,
Journal= {ILR Review},
Volume= {67},
Number= {3},
Author= {Julia R. Henly and Susan J. Lambert},
Title= {Unpredictable work timing in retail jobs : implications for employee work-life conflict},
Year= {2014},
Pages= {986-1016},
ISBN= {ISSN 0019-7939},
Abstract= {"Unpredictability is a distinctive dimension of working time that has been examined primarily in the context of unplanned overtime and in male-dominated occupations. The authors assess the extent to which female employees in low-skilled retail jobs whose work schedules are unpredictable report greater work -- life conflict than do their counterparts with more predictable work schedules and whether employee input into work schedules reduces work -- life conflict. Data include measures from employee surveys and firm records for a sample of hourly female workers employed across 21 stores of a U.S. women's apparel retailer. Results demonstrate that, independent of other dimensions of nonstandard work hours, unpredictability is positively associated with three outcomes: general work -- life conflict, time-based conflict, and strain-based conflict as measured by perceived employee stress. Employee input into work schedules is negatively related to these outcomes. Little evidence was found that schedule input moderates the association between unpredictable working time and work -- life conflict." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einzelhandel; Arbeitszeitflexibilität; Work-Life-Balance; Verkäufer; erwerbstätige Frauen; Einzelhandelsberufe; kapazitätsorientierte variable Arbeitszeit; Personalplanung; Niedriglohngruppe; Niedrigqualifizierte; Stress; psychische Faktoren; atypische Beschäftigung; prekäre Beschäftigung; USA; },
Annote= {Bezugszeitraum: A 2008; E 2008},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 680},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140825v05},
}
@Article{Herzog-Stein:2014:NGR,
Journal= {ILR Review},
Volume= {67},
Number= {3},
Author= {Alexander Herzog-Stein and Ines Zapf},
Title= {Navigating the great recession: the impact of working-time accounts in Germany},
Year= {2014},
Pages= {891-925},
ISBN= {ISSN 0019-7939},
Abstract= {"The existence of working-time accounts played an important role in overcoming the negative effects of the Great Recession in Germany. The authors' analysis of data on establishments with a works council and at least 20 employees from the WSI Works Council Survey shows that the presence and influence of trade unions and the direct impact of the economic crisis are factors that increased the probability of reducing time credits, or building up time deficits on workingtime accounts, to safeguard employment. Individual characteristics, such as the proportion of female workers or the proportion of highly qualified employees, had a negative impact on the ability to use working-time accounts. No significant differences were found between the general use of working-time accounts and their use in consequence of the economic crisis. This could be an indication that working-time accounts need to be well established in order to be useful for safeguarding jobs during an economic crisis." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Rezession; Arbeitszeitkonto - Inanspruchnahme; Wirtschaftskrise; Arbeitsplatzsicherung; institutionelle Faktoren; Überstundenabbau; Gewerkschaftspolitik; Personalanpassung; Arbeitszeitflexibilität; Arbeitsbeziehungen; ökonomische Faktoren; Exportabhängigkeit; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: A 2009; E 2010},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 680},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140825v03},
}
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3. SONSTIGE ZEITSCHRIFTEN
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@Article{Walwei:1997:BDU,
Journal= {Politische Studien},
Volume= {48},
Number= {352},
Author= {Ulrich Walwei},
Title= {Besch{\"a}ftigungssicherung durch Umbau des Sozialstaates : M{\"o}glichkeiten und Grenzen einer Flexibilisierung des Besch{\"a}ftigungssystems - Strategien f{\"u}r mehr Besch{\"a}ftigung?},
Year= {1997},
Pages= {18-35},
ISBN= {ISBN 3-928561-64-2; ISSN 0032-3462},
Abstract= {"Angesichts der hohen Arbeitslosigkeit und den sichtbaren Grenzen des wirtschaftlichen Wachstums in den europäischen Industrieländern stellt sich die Frage, welche Reformen der Beschäftigungssysteme erforderlich sind, um der Arbeitsmarktkrise zu begegnen. Zu den diskussionswürdigen Alternativen zählt eine stärkere Flexibilisierung des Beschäftigungssystems. Bisher verkennt aber die zum Teil kontrovers geführte Flexibilisierungsdiskussion, dass dadurch durchaus wechselseitige Vorteile für alle beteiligten Akteure resultieren können. Dabei kommt es jedoch darauf an, was konkret flexibilisiert wird und wie dies im einzelnen geschieht. Eine nicht zu unterschätzende Rolle im Hinblick auf die Akzeptanz von mehr Flexibilisierung spielt das sozialstaatliche Regelungswerk. Bevor ausführlich auf Fragen der Flexibilisierung des Beschäftigungssystems und den daraus resultierenden Konsequenzen für den Sozialstaat eingegangen wird, soll dem eine nüchterne Bestandsaufnahme der Probleme und Perspektiven des Arbeitsmarktes vorangestellt werden." (Autorenreferat, IAB-Doku)},
Annote= {Schlagwörter: Arbeitsmarkt - Flexibilität; Beschäftigungseffekte; Sozialstaat; Beschäftigungsform; Kündigungsschutz; Arbeitszeitflexibilität; soziale Sicherheit; Normalarbeitsverhältnis; ; Bundesrepublik Deutschland; },
Annote= {Sprache: de},
Annote= {IAB-Sign.: Z 640},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140827301},
}
@Article{Walwei:1999:NIB,
Journal= {Die Mitbestimmung},
Number= {11},
Author= {Ulrich Walwei},
Title= {Normal-Arbeitsverh{\"a}ltnis in Bewegung},
Year= {1999},
Pages= {12-17},
ISBN= {ISSN 0723-5984},
Abstract= {"'Normale' Erwerbsarbeit steht einer immer größeren Vielfalt von Beschäftigungsformen gegenüber. Denn Teilzeitarbeit, Befristung, Leiharbeit, Outsourcing oder auch Werkverträge werden immer 'normaler', weil Unternehmen im globalen Wettbewerb stärker auf flexible Formen angewiesen sind. Das oft befürchtete 'Heuern und Feuern' steht deshalb aber nicht auf der Tagesordnung. Im Gegenteil: Gefragt werden muss auch nach den Risiken von Arbeitsmarktregulierungen." (Autorenreferat, IAB-Doku)},
Annote= {Schlagwörter: atypische Beschäftigung; Normalarbeitsverhältnis; Arbeitsmarkt - Flexibilität; Kündigungsschutz; befristeter Arbeitsvertrag; ; Bundesrepublik Deutschland; },
Annote= {Sprache: de},
Annote= {IAB-Sign.: Z 1279},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140827302},
}
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4. ARBEITSPAPIERE/DISCUSSION PAPER
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@Book{Bellmann:2014:SSI,
Institution={Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)},
Author= {Lutz Bellmann and Olaf H{\"u}bler},
Title= {Skill shortages in German establishments},
Year= {2014},
Pages= {46},
Address= {Bonn},
Series= {IZA discussion paper},
Number= {8290},
Annote= {URL: http://doku.iab.de/externe/2014/k140716r09.pdf},
Abstract= {"This paper investigates the development of skill shortage during the period 2007-2012. Using the IAB establishment panel, we find differences for the years before, during and after the Great Recession. Furthermore, we analyze the importance of firm characteristics and that of some specific measures with respect to skill shortage based on probit, random effects probit and instrumental variables estimates. The empirical analysis confirms that apprentice and further training serves to reduce the number of unfilled qualified jobs. Plans for the long-run personnel development of the staff are also helpful. Skill shortage within a firm is often only a short-term phenomenon and less often observed over a longer period. During the Great Recession itself, the estimates reveal a weaker relationship between structural characteristics of the firm and skill shortage than in other years. Post-recession effects can be detected. Robustness checks are conducted that account for endogeneity, sample selection, outliers and causality. Least angle regression is applied to select the relevant firm characteristics." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Fachkräfte; Arbeitskräftemangel - Entwicklung; IAB-Betriebspanel; Konjunkturabhängigkeit; betriebliche Berufsausbildung; betriebliche Weiterbildung; Personalentwicklung; offene Stellen; Laufzeit; Rezession; regionaler Vergleich; sektorale Verteilung; Wirtschaftszweige; Beschäftigtenstruktur; Arbeitskräftemangel - Determinanten; Arbeitszeitkonto; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: A 2007; E 2012},
Annote= {JEL-Klassifikation: D21; D22; E32; J63},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140716r09},
}
@Book{Edmans:2014:ESL,
Institution={National Bureau of Economic Research, Cambridge (Hrsg.)},
Author= {Alex Edmans and Lucius Li and Chendi Zhang},
Title= {Employee satisfaction, labor market flexibility, and stock returns around the world},
Year= {2014},
Pages= {41},
Address= {Cambrige, Mass.},
Series= {NBER working paper},
Number= {20300},
Annote= {URL: http://www.nber.org/papers/w20300},
Abstract= {"We study the relationship between employee satisfaction and abnormal stock returns around the world, using lists of the 'Best Companies to Work For' in 14 countries. We show that employee satisfaction is associated with positive abnormal returns in countries with high labor market flexibility, such as the U.S. and U.K., but not in countries with low labor market flexibility, such as Germany. These results are consistent with high employee satisfaction being a valuable tool for recruitment, retention, and motivation in flexible labor markets, where firms face fewer constraints on hiring and firing. In contrast, in regulated labor markets, legislation already provides minimum standards for worker welfare and so additional expenditure may exhibit diminishing returns. The results have implications for the differential profitability of socially responsible investing ('SRI') strategies around the world. In particular, they emphasize the importance of taking institutional features into account when forming such strategies." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitszufriedenheit - Auswirkungen; Unternehmenserfolg - internationaler Vergleich; Gewinn; Ertrag; Aktienkurs; institutionelle Faktoren; Arbeitsmarkt - Flexibilität; Kündigungsschutz; Regulierung; Arbeitsbeziehungen; Brasilien; Kanada; Chile; Dänemark; Finnland; Frankreich; Bundesrepublik Deutschland; Griechenland; Indien; Japan; Südkorea; Schweden; Großbritannien; USA; },
Annote= {Bezugszeitraum: A 1998; E 2013},
Annote= {JEL-Klassifikation: G12; G23; G38; J53; J81; J83; J88; K31},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140718r05},
}
@Book{Lott:2014:WTA,
Institution={Wirtschafts- und Sozialwissenschaftliches Institut, D{\"u}sseldorf (Hrsg.)},
Author= {Yvonne Lott},
Title= {Working time autonomy and time adequacy : what if performance is all that counts?},
Year= {2014},
Pages= {18},
Address= {D{\"u}sseldorf},
Series= {WSI-Diskussionspapier},
Number= {188},
ISBN= {ISSN 1861-0633},
Annote= {URL: http://www.boeckler.de/pdf/p_wsi_disp_188.pdf},
Abstract= {"To be able to combine work with activities and duties outside the workplace successfully, employees need time adequacy. Time adequacy is the fit between working time and all other time demands and can be achieved through working time flexibility and autonomy. However, past research has shown that working time flexibility and autonomy do not necessarily foster employees' time sovereignty. Studies suggest that the benefits of working time arrangements depend on work organization. Analyzing performance-related pay, target setting and self-directed teamwork as moderators for working time arrangements and time adequacy is therefore the main interest of the study. The data used is taken from the European Survey of Working Conditions in 2010. Multi-level analyses show that working time flexibility and autonomy, as well as self-directed teamwork, are positively associated with time adequacy. However, employees experience time squeeze with performance-related pay and target setting. Moreover, performance-related pay undermines the positive effect of working time autonomy. The study indicates that management practices have distinct connotations for time adequacy. Moreover, wage flexibility limits employees' benefits from working time autonomy." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: berufliche Autonomie; Arbeitszeitgestaltung; Zeitsouveränität; Beruf und Familie; Work-Life-Balance; Arbeitszeitflexibilität; Arbeitsorganisation - internationaler Vergleich; Leistungslohn; Zielvereinbarung; Personalpolitik; Überstunden; Arbeitsintensität; Leistungsdruck; 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; Norwegen; Kroatien; Türkei; Mazedonien; Albanien; Montenegro; Kosovo; },
Annote= {Bezugszeitraum: A 2010; E 2010},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140718r09},
}
@Book{Lott:2014:WTF,
Institution={Wirtschafts- und Sozialwissenschaftliches Institut, D{\"u}sseldorf (Hrsg.)},
Author= {Yvonne Lott},
Title= {Working time flexibility and autonomy: Facilitating time adequacy? : a European perspective},
Year= {2014},
Pages= {20},
Address= {D{\"u}sseldorf},
Series= {WSI-Diskussionspapier},
Number= {190},
ISBN= {ISSN 1861-0633},
Annote= {URL: http://www.boeckler.de/pdf/p_wsi_disp_190.pdf},
Abstract= {"This study examines the effect of working time flexibility and autonomy on time adequacy using the European Working Conditions Survey (EWCS) in 2010. Drawing on gender theory and welfare state theory, gender differences and the institutional contexts of the UK, Sweden, Germany and the Netherlands are taken into account. The study reveals that time arrangements have gendered meanings. While working time flexibility and autonomy are positively related to time adequacy for women, men tend to experience overtime and work intensification in connection with working time autonomy. Furthermore, working time regimes also shape time arrangements. In the UK, employees have time adequacy primarily when they work fixed hours, while in the Netherlands, employees profit most from working time autonomy. Moreover, unlike in Germany and the UK, men and women in the Netherlands and Sweden benefit more equally from working time flexibility and autonomy." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitsorganisation - internationaler Vergleich; Arbeitszeitflexibilität; Zeitsouveränität; berufliche Autonomie; Beruf und Familie; Work-Life-Balance; geschlechtsspezifische Faktoren; Überstunden; Arbeitsintensität; erwerbstätige Frauen; erwerbstätige Männer; Großbritannien; Schweden; Bundesrepublik Deutschland; Niederlande; },
Annote= {Bezugszeitraum: A 2010; E 2010},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k140718r10},
}
9 von 458 Datensätzen ausgegeben.