Suchprofil: Arbeitsmarktflexibilität
Durchsuchter Fertigstellungsmonat: 05/16

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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%0 Journal Article
%J Work and Occupations
%N online first
%F Z 1346
%A Misra, Joya
%A Walters, Kyla
%T All fun and cool clothes? : youth workers’ consumer identity in clothing retail
%D 2016
%P 32 S.
%G en
%# A 2014; E 2014
%@ ISSN 0730-8884
%R 10.1177/0730888416644949
%U http://dx.doi.org/10.1177/0730888416644949
%X "Retail offers notoriously bad jobs that exist at the nexus of work and consumption. Previous brand-based retail studies assert that youth workers see the stores' coolness and the employee discount as compensating for the low pay and variable schedules. The authors use interviews with 55 former and current young clothing retail workers to examine how they experience retail work in relation to their consumer identities. The authors find that while some workers identify with the brand, all workers criticize the poor working conditions. Workers draw on their consumer identities to understand what good service entails and sometimes to resist managers' orders that they interpret as bad deals for shoppers. This article concludes that youth retail workers' consumer identities do not compensate for the low pay and poor work conditions but instead help them navigate the interactive aspects of service work and find fulfillment on the job." (Author's abstract, IAB-Doku) ((en))
%K Einzelhandel
%K Verkäufer
%K berufliche Identität
%K Identitätsbildung
%K Verbraucherverhalten
%K Arbeitszufriedenheit
%K Arbeitsbedingungen
%K Niedriglohn
%K Arbeitszeitflexibilität
%K junge Erwachsene
%K berufliches Selbstverständnis
%K Bekleidungsindustrie
%K Kundenorientierung
%K Studenten
%K Nebentätigkeit
%K Jugendliche
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2016-05-04
%M k160419801
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour Economics
%V 39
%N April
%F Z 1120
%A Rosaz, Julie
%A Slonim, Robert
%A Villeval, Marie Claire
%T Quitting and peer effects at work
%D 2016
%P S. 55-67
%G en
%@ ISSN 0927-5371
%R 10.1016/j.labeco.2016.02.002
%U http://dx.doi.org/10.1016/j.labeco.2016.02.002
%X "This paper studies the influence of peers on the extensive margin of effort at work by means of a real-effort experiment in which subjects have to decide on the intensity of effort and when to stop working. Participants perform a task alone or in the presence of a peer. The feedback on the co-worker's output is manipulated and we vary whether the two workers can communicate. We find that when communication is allowed, the average productivity per unit of time and the quitting time are not increased but the presence of a peer causesworkers to stay longer and to quit at more similar times. Peer effects on the extensive margin of effort derive more from a sociability effect, i.e. a reduction of the social distance between co-workers that couldmake the other's presence more valuable, than from performance or quitting time comparisons." (Author's abstract, © 2016 Elsevier) ((en))
%K Arbeitsleistung
%K Arbeitsmotivation
%K peer group - Auswirkungen
%K individuelle Arbeitszeit
%K Arbeitsanreiz
%K Arbeitsproduktivität
%K tarifliche Arbeitszeit
%K Überstunden
%K Mitarbeiter
%K Frankreich
%K C91
%K D83
%K J21
%K J63
%K J28
%K J81
%K M5
%Z Typ: 1. SSCI-Journals
%Z fertig: 2016-05-23
%M k160502v10
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Wheatley, Daniel
%T Employee satisfaction and use of flexible working arrangements
%D 2016
%P 19 S.
%G en
%# A 2001; E 2011
%@ ISSN 0950-0170
%R 10.1177/0950017016631447
%U http://dx.doi.org/10.1177/0950017016631447
%X "This article considers the impact of flexible working arrangements (FWAs), using the British Household Panel Survey and Understanding Society, 2001 - 10/11. Results of panel logit, ANCOVA and change-score analysis are indicative of positive impacts from use of a number of FWAs, including homeworking having positive effects for men and women on job and leisure satisfaction. However, findings reveal gaps in availability and use of FWAs, and highlight the gendered nature of flexible employment. Flexi-time, the most common FWA among men, has positive effects as it facilitates management of household responsibilities while maintaining full-time employment. Part-time and homeworking are also positive, consistent with men using FWAs with a greater degree of choice. Women more often are constrained in their use of FWAs, often into working reduced hours. Consequently, FWAs have negative impacts for some women, on job (part-time when used for extended periods, flexi-time), leisure (job-share, flexi-time) and life satisfaction (job-share)." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsgestaltung - Auswirkungen
%K Arbeitszufriedenheit
%K Arbeitszeitflexibilität
%K Telearbeit
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Work-Life-Balance
%K Beruf und Familie
%K gleitende Arbeitszeit
%K Teilzeitarbeit
%K job sharing
%K Lebenssituation - Zufriedenheit
%K Arbeitszeitkonto
%K Heimarbeit
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2016-05-17
%M k160426802
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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4. ARBEITSPAPIERE/DISCUSSION PAPER
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%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Barlevy, Gadi
%A Neal, Derek
%T Allocating effort and talent in professional labor markets
%D 2016
%P 26 S.
%C Bonn
%G en
%# A 2007; E 2014
%B IZA discussion paper : 9858
%U http://doku.iab.de/externe/2016/k160418r11.pdf
%X "In many professional service firms, new associates work long hours while competing in up-or-out promotion contests. Our model explores why these firms require young professionals to take on heavy work loads while simultaneously facing significant risks of dismissal. We argue that the productivity of skilled partners in professional service firms (e.g. law, consulting, investment banking, and public accounting) is quite large relative to the productivity of their peers who are competent and experienced but not well-suited to the partner role. Therefore, these firms adopt personnel policies that facilitate the identification of new partners. In our model, both heavy work loads and up- or-out rules serve this purpose. Firms are able to identify more professionals who can function effectively as partners when they require new associates to perform more tasks. Further, when firms replace experienced associates with new less productive workers, they gain the opportunity to identify talented professionals who will have long careers as partners. Both of these personnel practices are costly. However, when the gains from increasing the number of talented partners exceed these costs, firms employ both practices in tandem. We present evidence on life-cycle patterns of hours and earnings among lawyers that support our claim that both heavy work loads and up-or-out rules are screening mechanisms." (Author's abstract, IAB-Doku) ((en))
%K Berufsanfänger
%K interner Arbeitsmarkt
%K Wettbewerb
%K Überstunden
%K Arbeitsbelastung
%K Führungskräfte
%K Personalpolitik
%K Beförderung
%K Rechtsanwalt
%K Rechtsanwaltskanzlei
%K Personalauswahl
%K USA
%K J44
%K J22
%K M51
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2016-05-04
%M k160418r11
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Cortés, Patricia
%A Pan, Jessica
%T When time binds: Returns to working long hours and the gender wage gap among the highly skilled
%D 2016
%P 43 S.
%C Bonn
%G en
%# A 1980; E 2011
%B IZA discussion paper : 9846
%U http://doku.iab.de/externe/2016/k160418r08.pdf
%X "This paper explores the relationship between gender differences in hours worked, the returns to working long hours, and the gender pay gap among highly educated workers. Using a cross-section of occupations, Goldin (2014) documents that occupations characterized by high returns to overwork are also those with the largest gender gap in earnings. To provide a causal link between the demand for long hours and how it relates to gender wage gaps, we exploit supply side shocks - generated by intercity variation in low-skilled immigrant flows - to examine whether reductions in the cost of supplying longer hours of work allow women to close the gap in hours of work and benefit from higher wages. We find that low-skilled immigration leads to a reduction in a city's gender gap in overwork, as well as in the gender pay gap in occupations that disproportionately reward longer hours of work." (Author's abstract, IAB-Doku) ((en))
%K Hochqualifizierte
%K Arbeitszeit
%K Lohnunterschied - Determinanten
%K Überstunden
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Hausarbeit
%K Beruf und Familie
%K Arbeitszeitpolitik
%K Arbeitszeitverlängerung
%K Arbeitszeitflexibilität
%K Niedrigqualifizierte
%K Einwanderung - Auswirkungen
%K Einkommenseffekte
%K USA
%K J16
%K J22
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2016-05-04
%M k160418r08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Eichhorst, Werner
%A Marx, Paul
%A Wehner, Caroline
%T Labor market reforms in Europe : towards more flexicure labor markets?
%D 2016
%P 28 S.
%C Bonn
%G en
%# A 1983; E 2014
%B IZA discussion paper : 9863
%U http://doku.iab.de/externe/2016/k160418r12.pdf
%X "Labor market segmentation refers to a salient divide between secure and insecure jobs and is related to problems in important areas, including macro-economic efficiency, workers' wellbeing and repercussions for social cohesion. European countries have started a new wave of labor market reforms in the aftermath of the 2008/09 crisis to tackle a number of issues, including labor market segmentation. This particularly concerns reforms in: (1) employment protection, i.e. dismissal protection and restrictions on fixed-term contracts; (2) unemployment benefit generosity and coverage; and (3) the intensity of active labor market policies. The paper provides an overview of reform patterns and tries to assess whether and to what extent these reforms have led to more or less dualized labor markets in terms of dismissal protection, the provision of unemployment benefits and access to ALMPs. In particular, we will provide some evidence on potential changes in hirings on temporary contracts." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktpolitik
%K Reformpolitik - internationaler Vergleich
%K Beschäftigungseffekte
%K Arbeitsmarktsegmentation
%K dualer Arbeitsmarkt
%K Kündigungsschutz
%K Arbeitslosenversicherung
%K Arbeitslosenunterstützung
%K arbeitsmarktpolitische Maßnahme
%K Zeitarbeit
%K Flexicurity
%K atypische Beschäftigung
%K soziale Sicherheit
%K Arbeitsplatzsicherheit
%K Arbeitszeitflexibilität
%K Europäische Union
%K Belgien
%K Bulgarien
%K Dänemark
%K Bundesrepublik Deutschland
%K Estland
%K Finnland
%K Frankreich
%K Griechenland
%K Irland
%K Italien
%K Lettland
%K Litauen
%K Luxemburg
%K Malta
%K Niederlande
%K Österreich
%K Polen
%K Portugal
%K Rumänien
%K Schweden
%K Slowakei
%K Slowenien
%K Spanien
%K Tschechische Republik
%K Ungarn
%K Großbritannien
%K Zypern
%K Kroatien
%K J42
%K J48
%K J68
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2016-05-04
%M k160418r12
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research, Cambridge (Hrsg.)
%A Wiswall, Matthew
%A Zafar, Basit
%T Preference for the workplace, human capital, and gender
%D 2016
%P 62 S.
%C Cambrige, Mass.
%G en
%# A 2012; E 2012
%B NBER working paper : 22173
%R 10.3386/w22173
%U http://dx.doi.org/10.3386/w22173
%X "In this paper, we use a hypothetical choice methodology to robustly estimate preferences for workplace attributes and quantify how much these preferences influence pre-labor market human capital investments. Undergraduate students are presented with sets of job offers that vary in their attributes (such as earnings and job hours flexibility) and asked to state their probabilistic choices. We show that this method robustly identifies preferences for various job attributes, free from omitted variable bias and free from considering the equilibrium matching of workers to jobs. While there is substantial heterogeneity in preferences, we find that women on average have a higher willingness to pay for jobs with greater work flexibility (lower hours, and part-time option availability) and job stability (lower risk of job loss), and men have a higher willingness to pay for jobs with higher earnings growth. Using a follow-up survey several years after the experiment, we find a systematic relationship between the respondents' job preferences as revealed during college and the actual workplace characteristics of the jobs these individuals are currently working at after college. In the second part of the paper, we relate these job attribute preferences to major choice. Using data on students' perceptions about the demand side of the labor market--beliefs about expected attributes of jobs students anticipate being offered if they were to complete particular majors--we find that students perceive jobs offered to Humanities majors to have fewer hours, more worktime flexibility, and higher stability than jobs offered to Economics/Business majors. These job attributes are found to play a role in major choice, with women exhibiting greater sensitivity to non-pecuniary job attributes in major choice." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsplatzwahl - Determinanten
%K Arbeitsplatzqualität
%K Tätigkeitsmerkmale
%K Hochschulabsolventen
%K Studienabschluss
%K Studienfach
%K Arbeitszeit
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K soziales Verhalten
%K Geschlechterrolle
%K Arbeitszeitflexibilität
%K Arbeitsplatzsicherheit
%K Einstellungen
%K Berufswahl
%K USA
%K J16
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2016-05-23
%M k160428r08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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5. MONOGRAPHISCHE LITERATUR
***************************

%0 Book
%1 Deutscher Gewerkschaftsbund, Abteilung Bildungspolitik und Bildungsarbeit (Hrsg.)
%A Anbuhl, Matthias
%A Gießler, Thomas
%T Hohe Abbrecherquoten, schlechte Prüfungsergebnisse - Viele Betriebe sind nicht ausbildungsreif : DGB-Expertise zu den Schwierigkeiten der Betriebe bei der Besetzung von Ausbildungsplätzen
%D 2016
%P 7 S.
%9 [Stand:] April 2016
%C Berlin
%G de
%# A 2009; E 2015
%U http://www.dgb.de/themen/++co++c9abbdba-0877-11e6-8e3b-52540023ef1a
%X "Die Daten des Bundesinstituts für Berufsbildung (BIBB) belegen, dass auch 2015 noch immer wesentlich mehr Bewerber/-innen (insgesamt 80.791) einen Ausbildungsplatz suchen als Plätze (41.000) unbesetzt bleiben. Rechnerisch hätte somit jede offene Stelle fast zweimal besetzt werden können." (Textauszug, IAB-Doku)
%K Ausbildungsbetrieb
%K Ausbildungsqualität
%K Ausbildungsabbruch - Ursache
%K Ausbildungsplatzangebot
%K offene Stellen
%K Ausbildungsabbrecher - Quote
%K Ausbildungserfolg
%K betriebliche Berufsausbildung
%K Ausbildungsberufe
%K Berufsgruppe
%K Ausbildungsvergütung
%K Ausbildungsinhalt
%K Überstunden
%K Arbeitszeit
%K Ausbildungszeit
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2016-05-02
%M k160429r02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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