This study investigates how atypical employment (i.e., part-time, temporary work, mini-jobs) affects workers' ability to accumulate financial assets and exposes them to asset poverty in Germany. ...Asset poverty occurs when household financial resources (e.g., bank deposits and stock equity) are insufficient to live at the income poverty line for three months. Previously, studies on labour market processes and wealth inequalities have been chiefly disconnected. Still, a large share of assets is accumulated from labour earnings, and thus, individual employment experiences likely affect asset accumulation. We draw on data from the German Socio-Economic Panel (SOEP, 2002–2017) and apply fixed-effect growth curve models. Compared to standard employment, we find that spells in temporary work and mini-jobs lead to lower levels of net financial assets, while part-time work results in similar asset growth rates. Furthermore, unemployment and inactivity undermine financial asset accumulation more than atypical employment. This suggests that temporary positions are even more detrimental if interspersed by periods of no employment. We also find that the detrimental effect of atypical employment is larger for low educated than high-educated and that penalties of previous spells of mini-jobs are larger for men than women, but the contrary is true concerning temporary employment. Finally, asset poverty risk increases only for unemployment and inactivity, not atypical employment.
This mixed-methods study explores the intersection of the ‘gig’ economy and welfare state in Australia, exploring how ride-share work has provided a pathway into paid work for three traditionally ...disadvantaged groups: individuals with disability, with caring responsibilities, or aged 45 and over. It examines these workers’ motivations for the work and explores how the welfare system shapes their experiences. The study finds push factors, such as past labour market discrimination and limited alternatives, and pull factors, like the relative flexibility of the work, which allows for the accommodation of planned and unplanned absences, are driving individuals into the ‘gig’ economy. The authors identify a duality about these experiences. On the one hand, the work represents a de facto form of ‘workfare’. On the other, the welfare system is cushioning the work’s job and income insecurity, providing individuals with flexibility and security unavailable elsewhere, an unintended policy outcome the authors label ‘accidental flexicurity’.
Universities as a Source of Precarious Employment Merenkov, Anatoly V.; Antonova, Natalya L.; Bakhtin, Evgeny L. ...
Integrat͡s︡ii͡a︡ obrazovanii͡a︡ = Integration of education,
6/2023, Volume:
27, Issue:
2
Journal Article
Peer reviewed
Open access
Introduction. Rapid social changes and new challenges are increasingly transforming all spheres of human life. These factors affect not only the labor market and the general nature of professional ...activities, but also educational approaches to training specialists in the higher education system. Modern university graduates should possess competencies that meet diverse employer expectations. At the same time, universities are becoming “factories” for the production of graduates focused on precarious employment, since the uncertainty in the type of employment caused by global transformations in the labor market is reorienting the higher education system, thereby changing the vector of educational activity. Aim – analysis of studentsʼ orientations towards precarious employment and identification of the role of universities in their development. Materials and Methods. In 2021, an empirical sociological survey was conducted. The survey sample included 716 learners studying at Yekaterinburg universities, who were interviewed using a questionnaire. In order to elucidate the process of forming studentsʼ orientation towards precarious employment and the role of universities therein, we used semi-formalized interviews with young people whose activities in the labor market could be characterized as atypical employment, as well as with heads of educational programs and curators of projectoriented programs at the Ural Federal University. In addition, the results of a study conducted in 2020–2021 among university graduates in the Ural region were used. Results. Uncertainty in the labor market, secondary employment and involvement of university students in project-oriented activities form their following work preferences: the desire for atypical forms of employment, irregular working hours, and free work schedules. Discussion and Conclusion. The conclusions made by the authors expand the understanding of the needs of young people in the labor market and the transformation of university education in conditions of uncertainty. The materials of the article contribute to the development of sociological knowledge and can be useful to management and administrative structures of Russian universities.
The article analyses the types of atypical forms of employment and their spread in Lithuania in the context of the European Union. A special emphasis in the article is laid on security of atypical ...workers in the labour market. The literature analysis carried out in the article revealed that despite certain advantages of atypical employment atypical employees are less secure in the labour market than employees in standard employment. This insecurity is determined by more frequent stresses due to work-related situations, poor visibility regarding the future level of income and career perspectives. The analysis of statistical data revealed that self-employment and part-time work are the most prevalent atypical forms of employment in Lithuania. A special mention should also be given to two atypical forms of employment – selfemployment and temporary agency work – which have grown most over the past few years in Lithuania.
In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that ...the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of) job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women), including 1,084 multiple jobbers (59% women). Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees' holding more than one job. These results were independent of age, gender, organizational tenure, working hours, socioeconomic occupational status, as well as important working conditions (workload and autonomy). Incumbents with less paucity of necessary job-related information are more satisfied, especially when they hold multiple jobs. Supervisors and colleagues are advised to provide all necessary information and to ensure that employees retain it.
With the post-industrialization and flexibilization of European labour markets, research on social and economic correlates of labour market vulnerability and weak labour market attachment is growing. ...Part of this literature conceptualizes these correlates in terms of dualization and insider–outsider divides in an attempt to explore their political implications: this article is written in order to contribute to this strand of research. In this article, we propose a conceptualization and measurement of labour market insiders and outsiders, based on their respective risk of being atypically employed or unemployed. We propose both a dichotomous measure of insiders/outsiders and a continuous measure of the degree of an individual’s ‘outsiderness’. We argue that such risk-based measures are particularly suited for research on the policy preferences and political implications of insider–outsider divides. On the basis of EU-SILC and national household panel data, we provide a map of dualization across different countries and welfare regimes. We then explore the correlates of labour market vulnerability – that is, outsiderness – by relating it to indicators of income and upward job mobility, as well as labour market policy preferences. The results consistently confirm an impact of labour market vulnerability, indicating a potential for a politicization of the insider/outsider conflict.
Several years since first emerging in Europe, platform work continues to represent a ‘social dilemma’ for workers, social partners, policymakers and society as a whole. As a result of intense ...litigation, analysis and reporting, much is known about the contractual and working conditions in this growing labour market segment. While the European Union (EU) institutions are considering adopting a new Directive based on Art. 153 TFEU, there are a number of significant top-down and bottom-up national cases worth discussing. Workers across Europe have been reclassified by many courts; some governments have taken regulatory initiatives to address the risk of precariousness and have implemented new comprehensive legal instruments to safeguard a level playing field for both workers and platforms. This article discusses how existing and new domestic and EU labour law provisions can improve the labour conditions of platform workers. Its overarching goal is to address possible policy gaps and the implications for EU social law by exploring the lessons that can be drawn from recent policies and legal developments.
Section two briefly touches upon the policymaking initiatives in France, Spain and Italy. Moreover, it presents and reviews the main outcomes of litigation at the domestic level, focusing on the pervasive role played by algorithmic management. After introducing the Pillar of Social Rights (EPSR), section three critically analyses two key achievements at the EU level: the Directive on transparent and predictable working conditions and the Recommendation on access to social protection for workers and the self-employed. Section four explores the elasticity of the triad of Directives that regulate atypical forms of employment (part-time, fixed-term and temporary agency work). It is argued that the narrow construction of the Directives’ scope of application could represent an obstacle. However, an adaptive and purposive approach by the Court of Justice of the European Union (CJEU) could result in the classification of platform workers as falling within the scope of the social acquis in certain fields. Finally, section five concludes by providing concrete policy proposals focussed on cross-border issues, algorithmic transparency, the introduction of a presumption of employment status and collective bargaining.
The literature on atypical employment has largely focused on the individual level. This paper provides a novel account of the dynamics of atypical employment, specifically part-time and temporary ...employment, within couples. Analyzing a sample of 29 European countries using 2016 EU-SILC data, it investigates the association between partner and own atypical employment. The results show that temporary employment does come in couples, in that partner temporary employment is associated with a higher likelihood of own temporary employment. A significant portion of this result is driven by individuals with partners in temporary employment themselves exhibiting characteristics predisposing them to temporary employment. These results are largely consistent across Europe. Accumulation of part-time employment is also observed, albeit at a smaller scale. However, it occurs at the two extremes of the income distribution only, among very low-earning and very high-earning couples. In contrast, in the middle of the income distribution, there is no association between partner and own part-time employment, which is more consistent with classic household specialization patterns. An association between partner and own part-time employment is only found in a minority of European countries, most systematically in Northern and Western Europe, but also in some Southern and Eastern European countries.
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