External Churning and Internal Flexibility: Evidence on the Functional Flexibility and Core‐Periphery Hypotheses

Concern about job instability and insecurity has a long history and has generated a considerable body of research across the social sciences, most recently focused on whether job stability and security have declined. Internally flexible systems for organizing work, sometimes called 'functionally flexible' systems, have been proposed as arrangements that can reduce job instability and insecurity by reducing the need for firms to rely on job cuts or contingent work to be able to respond to changes in their environments. Related arguments have been made with regard to contingent work - that it allows firms to adjust labor while 'buffering' their core of permanent workers from instability. We examine these arguments using three measures of instability and insecurity - voluntary and involuntary turnover and the use of contingent work - drawn from a national probability sample of establishments. We find evidence that internally flexible work systems are associated with reduced voluntary and involuntary turnover in manufacturing. But in the rest of the economy and indeed overall, they tend to be positively associated with all three measures. Further, the use of contingent work is, in fact, positively related to involuntary turnover even in manufacturing. The evidence therefore suggests that on net employers seeking flexibility in labor tend to use flexible work practices, contingent work, and turnover as complements, while only in manufacturing is there some evidence of substitutability between internal job flexibility and external job churning.

Job insecurity is a stressful condition with well-known negative consequences. This study investigated the extent to which individuals voluntarily changed jobs as a strategy to cope with job insecurity, taking into account the family context. We tested whether job insecurity promoted voluntary turnover. Family factors were expected to either hamper or stimulate turnover, and to affect the relationship between job insecurity and turnover. Using longitudinal data from the Swiss Household Panel (2004–2013), we showed that men facing job insecurity were more likely to experience voluntary turnover. For women this was only true when they did not have preschool-aged children at home and experienced low levels of economic hardship. Moreover, family factors influenced voluntary turnover differently for men and women: Economic hardship increased the odds of voluntary turnover for men, whereas a partner’s job insecurity lowered the odds for women.

The paper’s main objective is to analyze the collective bargaining response in terms of internal flexibility during the Great Recession (GR) in five EU countries (Spain, Germany, France, Italy, United Kingdom), and three economic sectors (industry, commerce and hospitality, and financial services and real estate), at the establishment level (ECS2013 database). The theoretical framework used is linked to the varieties of unionism and to the debate on the tendency towards the international homogenization or heterogenization of collective bargaining between the European Union countries. Using a descriptive statistical analysis and a probit model, this paper presents new evidences. However, the responses were heterogeneous between countries and sectors, the use of internal functional flexibility has been more intense than the numerical and salary internal flexibility. Moreover, it is related to the intensity of GR. These results, in general, while requiring a more detailed analysis of the effects of the GR on internal flexibility in the EU countries, contribute to introducing a new perspective in the socioeconomic literature about the collective bargaining and internal flexibility.

SummaryScholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta‐analytic results from 72 primary studies (N = 237 856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d = −0.21); but when outlying primary studies are removed, the mean difference is small but significant (d = −0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover. Copyright © 2012 John Wiley & Sons, Ltd.

The most direct consequence of the expansion of non-standard employment contracts in labour market becomes “precarious work”, which is characterized by job insecurity, job instability and involuntariness for nonpermanent jobs. Non-standard employment forms which are implemented increasingly in service sector as a result of attempts to make Turkish labour market more flexible, make it compulsory to problematize the precarious experience of employees. This qualitative study aims to explore how those, who are employed under fixed-term contracts, experience job insecurity and job instability and whether the experience of precariousness differentiates according to the age, gender and educational level.hdam giderek sonuçlarınaygınlaşması ile birlikte ortaya çıkan ize edilen eğreti çalışma durumlarına According to the findings of the semi-structured in-depth interviews made with 21 employees working in cleaning and security sectors operating in Bursa, phenomenon of job insecurity is experienced as the increase of unemployment risk, the danger of not finding a job again in the labour market after falling out of the job, and loss of foresight pertaining to the future in the working life. As for the job instability, it arises as both the gradual loss of employees’ abilities to build their careers and postponement of short term and long term decisions in their everyday lives. On the other hand, all participants’ accepting their jobs compulsorily completes the precariousness characteristics of their jobs. Furthermore, it was found that those who were influenced by job insecurity and job instability utmost are women and young people who have high level of education. These findings point out that precariousness peculiar to service sector jobs in Turkey causes multi-dimensional problems for temporary employees.

The protracted battle of COVID-19 has had an impact on people's work, and the epidemic prevention and control state of universal home quarantine has caused many problems as work progress has been stalled and people's livelihood income is difficult to secure. The purpose of this study is to investigate the differences in job security, economic insecurity and job anxiety of different staff under the home isolation status of the prolonged epidemic closure; and the impact of job security on intertemporal choice. In this study, 300 questionnaires were randomly distributed in Ji'an City by questionnaire method, and 294 valid questionnaires were collected (119 males and 175 females). Through statistical analysis of spss data, job security, economic insecurity and job anxiety were significantly different across job types; economic insecurity and job anxiety were significantly and positively correlated (p<0.001); job security was significantly and positively correlated with intertemporal choice (p<0.001) and could positively predict intertemporal choice. Jobs with high job security and economic security are different from people's general perception; commercial service providers have lower job security and economic security, and other types of workers have higher job anxiety. Society and the state should pay attention to the commercial service workers' and guarantee their job stability and salary; improving job security is important for people's long-term interest decisions.

Flexibilizing Labor Relations Systems and Impacts on Corporate Financial Performances in Brazil

The emergence of coronavirus disease has impacted human lives, one of which is economic disruption. Many Malaysian organisations have devised various crisis-response techniques, such as downsizing, laying off, retrenching, and combining. As a result, the number of Malaysians working in precarious jobs, which are defined by unpredictable and uncertain situations, has indirectly increased, hence increasing job insecurity. Therefore, maintaining psychological health is essential to safeguarding the mental health of employees. In the current working landscape, job security and work–life balance have commonly been deemed necessary in contributing to well-being among employees. As a result, the purpose of this study was to examine how work–life balance influences the relationship between job insecurity and psychological well-being among Malaysian precarious workers. It also fills a gap in the research by explaining the causal association between job insecurity and psychological well-being among precarious workers, as previous well-being studies have largely focused on employees with secure jobs. There were 442 responders collected using purposive and snowball sampling methods, and they were requested to complete the Job Insecurity Scale (JIS), Work–Life Balance, and Well-Being Index Scale (WHO-5). Job instability was negatively connected with work–life balance and psychological well-being. On the other hand, work–life balance was found to be positively related to psychological well-being. This supports the notion that work–life balance is a significant mediator in the relationship between job insecurity and psychological well-being. These findings emphasise that Malaysian precarious workers with job security could enhance their psychological well-being by achieving work–life balance.

This study explores the perceptions of expatriate academics of the impact of job security on their academic identities and the quality of their academic lives. Job security and its links to academic identity and quality of higher education have not been explored in depth in the literature. Within the conceptual framework of the interpretive paradigm, using purposive sampling, sixteen semi-structured interviews were conducted with women and men expatriate academics in six different private universities in a Gulf State. Results showed that most of the participants felt that the precarity of their work is enforced by management that seems to preserve the right of termination regardless of the length of the contract or the performance of the academics, which resulted in having neurotic, uncertain identities. These uncertainties have negatively impacted the quality of their academic experiences and of their teaching. The study has implications for policy makers who need, in order to enhance the quality of higher education, to create a safe and secure context where job stability and security are prioritised over abrupt decisions of terminations.

Along with the increased flexibilization of the labour market in Europe, there has been a change in the permanence and security of employment. Job insecurity is constituted by a subjectively experienced threat of having to give up one's job sooner than one would like. The experience of job insecurity has been linked to decreasing well-being, negative attitudes towards one's job and organization, and reluctance to stay with the organization. The present study investigates what groups experience higher levels of job insecurity than others. Survey data from four European countries (Belgium, Italy, the Netherlands and Sweden) were used to determine what characterizes individuals who experience high levels of job insecurity. The results show that employees in jobs characterized by manual labour, contingent workers, and to some extent older workers and those with lower levels of education, experience higher levels of job insecurity.

The financial services sector in South Africa faces unprecedented challenges regarding employee retention, with high turnover rates threatening organisational sustainability and competitive advantage. Increasingly flexible employment has resulted in more casual labor, often characterized by deficient decent work practices like poor remuneration, which disfavor successful employee retention. This research aimed to understand perceptions of how decent work affects employee retention in a South African financial services institution. The ILO encapsulates decent work as productive employment characterized by equity, freedom, human dignity and security. Understanding how decent work perceptions affect retention is essential for organisations seeking to develop evidence-based strategies for effective talent management and sustainable organisational development in an increasingly challenging labor market. A qualitative approach and case study strategy allowed us to explore participants' lived experiences regarding how decent work affects retention in the selected South African financial services institution. Purposive sampling was employed and semi-structured interviews were conducted with 17 employees from various departments within the organisation explored. Thematic analysis was used to analyse the data. Four perceptions of decent work were developed including security-based perceptions, emphasizing employment stability; relationship-centred perceptions, focusing on supportive management and workplace relationships; compensation and recognition-focused perceptions, highlighting fair remuneration and acknowledgement; and development and growth-oriented perceptions, emphasizing professional advancement opportunities. Six critical retention factors were identified including career development and growth opportunities, recognition and reward systems, work-life balance and flexible work arrangements, compensation and benefits structure, job security and employment stability, as well as alignment of company culture and values. This research provides evidence-based insights for developing comprehensive retention strategies within the South African financial services institution by promoting decent work practices. Key organisational recommendations include establishing clear pathways from temporary to permanent employment, implementing inclusive development programmes accessible to all employees, creating transparent compensation structures with comprehensive benefits, institutionalising flexible work arrangements, and developing multi-layered recognition systems.

Job security and employee motivation are crucial factors that contribute to organizational stability, productivity, and overall success. This study explores the relationship between job security and employee motivation at Tronox KZN Sands, a mining and mineral processing company based in South Africa. Utilizing Social Exchange Theory (SET) as a theoretical framework, the research examines how perceptions of the workplace influence levels of commitment and job satisfaction among employees. Employing a quantitative research methodology, data was gathered from 100 employees through a structured questionnaire, with statistical analysis conducted using SPSS 30 software. It was noted that job uncertainty often arises from economic downturns, industry fluctuations, and organizational restructuring, which can result in diminished motivation and job satisfaction among employees. Additionally, the study identifies demographic variations in perceptions of job security, revealing that younger employees typically express greater concern about job stability compared to their older counterparts. Factors such as workplace support, transparent communication, and opportunities for career development significantly influence the interplay between job safety and employee motivation. Effective communication regarding job stability, investment in employee career advancement, and the promotion of a supportive work environment are essential measures that organizations can adopt. Companies can enhance employee morale, reduce turnover rates, and improve overall organizational performance by prioritizing these strategies. The findings of this study contribute to the broader discourse on the relationship between human resources and workplace dynamics, offering practical insights for policymaking in South Africa's mining regions, as well as for manufacturers and management professionals.

Given their multiple functions, inadequate funding, and generally low visibility, America’s jails have sustained an ongoing struggle to recruit a sufficient quantity and quality of applicants to effectively fulfill their mission. Although the current economic downturn has temporarily curtailed turnover, postponed retirements, and intensified job competition, the cyclical nature of economic developments assures that jails will once again be forced into aggressive recruitment rivalry. To proactively address such upcoming challenges, it is essential to determine how jails can most productively target and select the best candidates. Providing information to assist jail administrators in that regard, a national survey was conducted to identify what attracted various age groups to jail employment, in order to ascertain whether a differential recruitment focus is needed to attract the new generation of workers. Jail size was also considered in terms of whether the ease or difficulty of progression through the selection screening process made a difference. Most revealing, however, was the lack of statistically-significant differences between various generational cohorts. Virtually all age groups were in substantial agreement that the extrinsic attractions of jail employment—such as salary, benefits, pension plan, and job stability--were their most important job consideration factors. Overall, findings point toward the recruitment benefit that jails may potentially derive from capitalizing on the advantages of being a steady rock of dependable employment, especially in times that are characterized by job insecurity and economic hardships.

Is temporary employment damaging to health? A longitudinal study on Italian workers

BackgroundSuicidal ideation may be a warning sign for suicide and previous work has indicated a higher prevalence of suicidal ideation during the COVID-19 pandemic. Job loss and job insecurity are potential risk factors for suicidal ideation, but their importance during the pandemic, and the role of organizational changes for suicidal ideation, is unclear. This study examined the association between various experiences associated with job loss and job insecurity during the pandemic and thoughts of suicide/self-harm in Sweden.MethodsThe study sample was drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). Auxiliary data collections in February 2021 and 2022 assessed exposure to job loss/unemployment, furlough, workplace downsizing, or increased job insecurity versus stable employment and thoughts of suicide or self-harm (PHQ-9) during the pandemic. The analyses were based on 1558 individuals (2 349 observations) participating in either or both waves and who had been working before the pandemic. Logistic regression models with cluster-robust standard errors were fitted, including sociodemographic factors and prior mental health problems to control for potential confounding. Measures of personality based on a brief version of the Big-Five personality inventory were also added.ResultsThe results indicated an association between all experiences, except furlough, and thoughts of suicide/self-harm, when adjusting for sex, age, civil status, socioeconomic status and prior mental health (job loss odds ratio (OR) = 3.70, 95% confidence interval (CI) 1.79–7.63, downsizing OR = 2.41, CI 1.24–4.70, job insecurity OR = 2.77, CI 1.15–6.67). The associations for job loss and insecurity were attenuated by adjustment for personality, although it remained statistically significant for downsizing.ConclusionsThe results suggested a higher risk of suicidal ideation connected with loss of employment and survival of a downsizing, but not a forced reduction in working times/pay during the COVID-19 pandemic. The association for subjective job insecurity was less robust and may be partly explained by personality.