Good jobs, bad jobs: The rise of polarized and precarious employment systems in the United States, 1970s-2000s
Abstract
Good Jobs, Bad Jobs provides an insightful analysis of how and why precarious employment is gaining ground in the labor market and the role these developments have played in the decline of the middle class. Kalleberg shows that by the 1970s, government deregulation, global competition, and the rise of the service sector gained traction, while institutional protections for workers-such as unions and minimum-wage legislation-weakened. Together, these forces marked the end of postwar security for American workers. The composition of the labor force also changed significantly; the number of dual-earner families increased, as did the share of the workforce comprised of women, non-white, and immigrant workers. Of these groups, blacks, Latinos, and immigrants remain concentrated in the most precarious and low-quality jobs, with educational attainment being the leading indicator of who will earn the highest wages and experience the most job security and highest levels of autonomy and control over their jobs and schedules. Kalleberg demonstrates, however, that building a better safety net-increasing government responsibility for worker health care and retirement, as well as strengthening unions-can go a long way toward redressing the effects of today's volatile labor market. There is every reason to expect that the growth of precarious jobs-which already make up a significant share of the American job market-will continue. Good Jobs, Bad Jobs deftly shows that the decline in U.S. job quality is not the result of fluctuations in the business cycle, but rather the result of economic restructuring and the disappearance of institutional protections for workers. Only government, employers and labor working together on long-term strategies-including an expanded safety net, strengthened legal protections, and better training opportunities-can help reverse this trend. © 2011 by the American Sociological Association. All rights reserved.
... Despite the accompanying high-job demands and complexity typical of these professions, studies demonstrate that work autonomy serves as an important buffer against stress and work-family conflict among highly educated workers (Kelly et al., 2014;Schieman & Glavin, 2011). With greater resources than less educated counterparts, including not only wealth, but also knowledge, professional social networks, and expanded career opportunities, highly educated individuals not only have more power to negotiate more favorable working conditions (Harknett et al., 2024;Kalleberg, 2011), but also can manage demands at home by outsourcing tasks or by negotiating a fair division of unpaid labor with their partners (de Ruijter & van der Lippe, 2007;Schober, 2013). With enhanced self-efficacy and decisionmaking skills, they can also manage their professional and personal time more effectively (Kubicek et al., 2017). ...
... The reasons behind the nonsignificant relationship between autonomy and second-birth risks among less educated mothers-or even negative in the case of job or workplace controls-are complex and multifaceted, and particularly striking when contrasted with the positive association observed among highly educated mothers. One potential explanation is the varying quality of autonomous jobs across different social strata (Kalleberg, 2011;Lu et al., 2023;Wheatley, 2017). For highly educated mothers, autonomy may constitute an advantage. ...
... This reduction in opportunity costs, combined with the flexibility and job security inherent in high-quality positions, creates conditions conducive to further childbearing. In lower-skilled positions, in turn, autonomy perhaps signifies a disadvantage in the context of precarious, lowpaid, and temporary jobs (Kalleberg, 2011;Kubicek et al., 2017). In such circumstances, balancing caregiving responsibilities with the need to self-organize work may intensify role ambiguity and represent a significant demand in itself (Gerdenitsch, 2017;Johlke & Iyer, 2013), particularly among the lower-skilled workers who lack the social and economic resources necessary to navigate these challenges effectively (Kondirolli & Sunder, 2022;Kubicek et al., 2017). ...
Objective
This article investigates the under‐researched role of work autonomy, encompassing the control over how, when and where to work, for both the entry into parenthood and the transition to a second child across different social strata in the United Kingdom.
Background
Over the past three decades, employees have gained increased work autonomy, a trend expected to persist with technological advancements. Work autonomy substantially affects the combination of paid work and family life. But its multifaceted impact on workers' fertility behavior, especially across different educational levels, has remained unclear.
Method
The study employs a sample of partnered women and men from UKHLS 2009–2019 data. Latent Class Analysis incorporates the three dimensions: job, schedule, and workplace controls to identify distinct patterns of work autonomy, which serve as key explanatory variables in event‐history models for first and second‐birth risks.
Results
We find no relationship between work autonomy and fertility behavior for men. For highly educated women, work autonomy is negatively related to the transition to motherhood, but positively associated with the risk of having a second child. For less educated women, the relationship between work autonomy and childbearing ranges from negative to non‐significant, depending on the specific dimension of autonomy.
Conclusion
The study highlights the intricate link between work autonomy and fertility and emphasizes important social stratification in the impact of autonomy on individuals. Further research is needed to unravel the observed duality, that is, understanding the challenges posed by work autonomy for fertility, especially among childless women and those less educated.
... In the U.S., temporary and contract workers in low-skill jobs earn less than regular employees, which increases income inequality within employing organizations (Kalleberg 2011(Kalleberg , 2018. The inequality caused by reliance on these nonstandard jobs is accentuated by the fact that workers in these types of job usually lack health-care and pension benefits. ...
... In contrast, when firms outsource routine, poorly paid work like cleaning, data entry, and customer service to contract firms or temporary agencies, what remains are mostly jobs with good compensation and benefits. Jobs in contract firms or temporary agencies pay less than the jobs they replace; they also offer less security and fewer opportunities for advancement (Davis-Blake and Broschak 2009;Kalleberg 2011). Outsourcing is one reason why, in the U.S. and Europe, high-skilled, well-paid jobs for highly-educated workers are becoming more concentrated within subsets of employing organizations, while low-skilled, poorlypaid jobs for less-educated workers are becoming concentrated in other subsets of organizations (Bagger, Sorensen, and Vejlin 2013;Card, Heining, and Kline 2013;Cobb and Stevens 2017;Wilmers and Aeppli 2021). ...
... Jobs vary in terms of how much knowledge, education, and skill they require, all of which help determine compensation and conditions of employment. Over the past several decades, "good" jobs for lower-and middle-income workerssecure fulltime jobs paying a living wage and offering generous benefits like pensions and health insurancehave disappeared wholesale, especially but not only in the U.S. (Kalleberg 2011(Kalleberg , 2018. Declines in job quality have been driven by changes in employment relations, the decline of unions, and the rise of the shareholder-value logic and financialization. ...
Economic inequality has been rising for a half-century in most countries, in some cases to levels not seen since the eighteenth century. It has severe negative consequences for many aspects of social life: interpersonal trust, status competition, happiness, participation in civic and political life, crime and corruption, and health. It is shaped by the actions of organizations because they are the most powerful forces in modern societies: ubiquitous, often quite large and well-resourced, and highly institutionalized. While there is a large literature on the impact of organizations on inequality within organizations, that work mostly focuses on demographic categories like gender and race. Far less has been done to study how organizations shape economic inequality at the societal or global level. Here, I discuss three ways organizations that shape economic inequality: as employers, as policy-setters, and as buyers/sellers. I review the scant organizational literature on societal and global inequality, and offer several suggestions for future research on this critical topic.
... Lean management, outsourcing) and labour market/welfare policies (e.g. flexible employment, active labour market policies) are often held responsible for producing atypical forms of work that, under certain circumstances, qualify as 'bad jobs' (Kalleberg, 2011). The recent entry and sustained growth of digital labour platforms, with their technologically mediated and non-standard work arrangements, have further enticed scholars' attention to working conditions and the quality of jobs produced under these new forms of work (e.g. ...
... Traditionally, a substantial part of the literature examines these QWL dimensions within organisations (Boisvert, 1977). This is primarily because organisations have long represented the main social context where managerial practices influencing workers' quality of working life (Gallie, 2003;Kalleberg, 2011) were implemented. However, significant changes in labour markets and businesses organisational structure, such as the progressive externalisation of services via outsourcing and the consequential fissuring of workplaces (Weil, 2014), urge scholars to build robust and encompassing knowledge on working life in such new settings (Parent-Rocheleau and Parker, 2022). ...
... As researchers in the QWL movement have shown (see e.g. Findlay et al., 2013;Kalleberg, 2011;Grote and Guest, 2017;Wahurst and Knox, 2022), QWL is a variegated field of research, not least because of its interdisciplinary nature where "different foci [have been] taken up by different disciplines as interest and use of QWL migrated from psychology to sociology and industrial relations" (Warhurst and Knox, 2022: 301). Summarizing the numerous approaches into a single, unified framework proves still a challenging endeavour. ...
Purpose
Revitalisation of quality of working life (QWL) research points to non-standard work such as remote platform work as a compelling setting where research on QWL is needed. Whereas the literature on working conditions in remote work platforms is rich, knowledge on the topic is fragmented. This systematic review aims to synthesize and integrate findings from existing literature to offer an encompassing and multidimensional understanding of QWL and the managerial practices linked to it in remote work platforms.
Design/methodology/approach
A systematic review of 24 empirical qualitative studies selected based on a multiple-database search using Boolean search engines. The selection of studies to be included in the review was performed through a four-steps procedure, following the PRISMA protocol. A thematic analysis of the studies was performed to synthesize findings.
Findings
We synthesize and show how remote platform workers experience a degrading QWL along five QWL dimensions, and we illustrate how these QWL dimensions are influenced by platforms’ managerial practices such as client-biased systems, rate-setting mechanisms, reputational systems, global competition schemes, lock-in systems, monitoring and nudging systems and information asymmetry.
Originality/value
The study contributes to reinvigorating QWL literature by producing a systematic synthesis of workers’ experience of QWL in the non-standard work context of remote platform work and the managerial practices that influence QWL. Our study overcomes two main shortcomings of the existing empirical studies published: (1) studies examine only a few QWL dimensions and/or (2) examine some platforms’ managerial practices that influence QWL, overlooking others.
... On one hand, it is viewed as a marker of technological progress, embracing trends in flexible work and freelancing. Workers now have the freedom to complete tasks from home, cafés, or anywhere globally [2]. On the other hand, informal work presents numerous challenges. ...
... These technological advances also allow companies to remotely manage and monitor work processes, offering them a chance to hire and manage informal workers [6]. This flexible employment approach raises the percentage of informal work while additionally reducing labor expenditures for enterprises [2]. Furthermore, technological progress has made remote work and freelancing possible. ...
This paper examines the ideological distortion brought about by technological progress, focusing on its impact on informal employment through the lens of Slavoj Žižek’s theory of perversion. As digital platforms like Upwork and Fiverr grow, providing flexible jobs for millions of freelancers, the number of informal workers has increased worldwide. While such platforms claim to provide flexibility and autonomy, informal workers confront significant challenges, including low wages, lack of social security, and job instability. This study explores how technological progress, under the guise of legitimacy and rationality, reshapes society's perception of remote outsourced work, using Žižek’s framework to uncover the hidden mechanisms of exploitation and control. Moreover, the analysis reveals that, although platforms promote innovation and efficiency, they strengthen workers’dependency through algorithmic surveillance, exacerbating exploitation. Furthermore, the paper calls for a critical reassessment of the societal and economic impacts of technological advancements on informal workers and advocates for improved working conditions and stronger social protections.
... The increase in insecure working conditions has attracted growing interest among working-life researchers during the last few decades (De Grip et al., 1997;Kalleberg, 2011;Rodgers and Rodgers, 1989;Standing, 2011). While recognising the great variety behind perceptions of precarious work or atypical work, Rodgers and Rodgers (1989) identify four central dimensions of this phenomenon: the degree of certainty of continuing employment; the degree of control over working conditions, wages and the pace of work; the degree of labour protection; and income level. ...
... The concept of the precariat, coined by Guy Standing (2011), specifically highlights the contexts of power that connect precarisation to the partial or full denial of civil, political and social rights. Along these lines, Kalleberg (2011) identifies the trend of dismantling labour protection regulations since the 1980s as an important reason behind the rise of precarity in many countries. In the case of Sweden, the changes in labour regulations allowing for the growth in different kinds of non-standard contracts during the 1990s appear to be a key aspect of the rise of precarious work (Carlén and de los Reyes, 2021). ...
This article analyses the patterns in the increase in precarious employment in Swedish retail during the period 1990-2019. As expected, class, gender, age and migrant background are decisive for unequal working conditions. However, the study also finds a polarisation of work contracts, displaying class differences and an increase in non-standard contracts among blue-collar workers, and that conditions have become more difficult for younger workers. Although female workers still have lower incomes and more insecure conditions than other groups, the findings show a masculinisation trend among precarious workers. The increases in inequality are due not primarily to lower hourly wages, but to larger numbers of precarious contracts. During the last decade of the period, there was a sharp increase in the percentage of people on sick leave due to stress and mental disorders. Although this increase is general, precarious workers have more diagnoses of mental disorders, in both the short and long term.
... However, much remains unclear about the nature, extent and timing of this shift in Europe. To date, most research on change in the occupational structure has focused on the national rather than the regional level (Goos and Manning 2007;Goos, Manning, and Salomons 2009;Kalleberg 2011;Fernández-Macías 2012;Fernández-Macías and Hurley 2017). Furthermore, the small number of regional studies that do exist (Hurley et al. 2019;Aimone Gigio, Camussi, and Maccarrone 2021;Henning and Eriksson 2021;Vera-Toscano, Fana, and Fernández-Macías 2022) have used a variety of different timeframes, spatial units and approaches to measuring occupational change. ...
... The disagreement arises from conflicting country-level results. Whereas some researchers have documented polarisation and the hollowing out of employment in middle-ranking jobs (Goos and Manning 2007;Goos, Manning, and Salomons 2009;Kalleberg 2011;Goos, Manning, and Salomons 2014), others identify a clear or mostly clear upgrading trend (Murphy and Oesch 2018;Fernández-Macías and Hurley 2017;Goux and Maurin 2019;Oesch and Piccitto 2019;Haslberger 2021;Zilian, Zilian, and Jäger 2021;Hunt and Nunn 2022;Torrejon Perez et al. 2023). Uncertainty stems from both the conflicting national results and the difficulty of comparing findings from existing regional studies, since these cover a variety of timeframes and use different spatial units and approaches to measuring occupational change. ...
Amid renewed interest in geographical inequalities in life chances and an ongoing debate about occupational upgrading versus polarisation, we investigate how the occupational structure changed across NUTS-2 regions in France, Italy, Spain and the UK between 1992 and 2018. Against the expectation that national upgrading trends may mask a diversity of regional upgrading, downgrading and polarisation experiences, EU Labour Force Survey data show clear and unambiguous upgrading. In every region, employment in high quality jobs grew while employment in low quality jobs shrank. These shifts were often large in magnitude: the proportion of employment in high quality jobs increased by more than 10 percentage points in two thirds of the regions studied. However, there was considerable heterogeneity in the rate and type of occupational upgrading. Strong upgrading and employment growth in the economic capital regions of Île-de-France (Paris), Lombardy, Madrid and London contrasted with weaker upgrading and sluggish (or even negative) employment growth in regions like Lorraine, Sicily, Extremadura and the West Midlands. That these and many regions have yet to achieve the same proportion of high quality jobs that the economic capitals possessed in 1992 highlights the greater relative difficulty of ascending to the top of the occupational structure in some places than others.
... Notably, most of the sample included in the Community Curious grouping are women and therefore I am unable to investigate gender differences in the group. Research has indicated that women generally exhibit higher levels of job satisfaction than men (Abbott 1993;Kalleberg 2011). A broader sample may reveal gender differences where women are more likely to view their platform work experiences as positive and men may discuss them negatively regardless of their income. ...
... However, to my surprise, I found none. Race has played a critical role in the labor market, where workers of color have operated in a subordinate status and have worked jobs that offer little to no control or autonomy (Kalleberg 2011). Participating in platform work could help workers of color counter precarity and discrimination as they can, at least according to platform companies, man- age their schedules and serve as their own bosses. ...
... These developments have gone hand-in-hand with profound changes in labour markets and the organization of work. The changes include increased labour migration in many parts of the world (ILO 2013), fragmentation of employment relationships (Marchington et al. 2004;Weil 2014), flexibilization and precarization of work and employment (Vosko 2010;Kalleberg 2011;Doellgast et al. 2018), the further elaboration of global supply chains that present substantial challenges in relation to power asymmetries and the protection of workers (Barrientos and Smith 2007;Li and Hu 2023), the rise of digital labour platforms (Vallas and Schor 2020;ILO 2021c), and the use of algorithmic management in the workplace (Wood et al. 2019;Aloisi and De Stefano 2022). These developments have added to long-standing challenges relating to inclusion and equality, further highlighting existing gaps in social protection and calling into question the appropriateness of existing approaches to employment regulation (Rubery 2015). ...
... All working arrangements have become more precarious and more flexible in the neoliberal era that began in the late 1980s; even employees of large organizations find themselves in work arrangements that leverage increased flexibility to the benefit of employers while shifting the risk of market conditions onto workers (Cornfield, Campbell, and McCammon, 2001;Smith, 1997;Kalleberg, 2011). Because of such society-level shifts toward a more precarious world of work, all workers, even organizational employees, are subject to frequent job changes, often due to organizational changes (Smith, 2001) and weak internal labor markets (Cappelli, 2001). ...
The COVID-19 pandemic significantly shifted the context of artistic and creative work, forcing individuals to adapt to wide-reaching changes in the way they operated in both work and life. Relying on interviews with data from 66 U.S.-based arts graduates, this article speaks to needs in sustaining creative life and work after the first year of the pandemic. Inter-viewees related that their needs for a sustainable creative work and life were primarily that they needed the social and physical distancing restrictions of the pandemic to end, more time and capacity to be creative, and monetary support. Ultimately, we argue that the changing context of the pandemic required substantial entrepreneurial ability toward being adaptable, superseding capacity for creativity during the first year of the pandemic. Our findings reflect that when arts entrepreneurs' self-structured careers required new or intensified effort toward non-arts aspects of their work, their feelings of, or capacity for, creativity may be diminished.
... Not only do they tend to have greater occupational health problems than older workers, partly due to their lower socioeconomic status (Jones, Latreille, Sloane, & Staneva, 2013), but also they are more likely than older employees to work in a vulnerable environment (OECD, 2020). The situation has gotten worse as unstable, insecure, and precarious employment has expanded and temporary or contract-based workers have become prevalent in many parts of the world amid the widespread practice of outsourcing and subcontracting (Kalleberg, 2011;Wu, Wang, Parker, & Griffin, 2020). That situation has made it more challenging to improve occupational safety and ensure the health of young workers at their workplaces (Cho, Paek, & Kang, 2020). ...
Despite its economic affluence, South Korea is still struggling with a high rate of occupational injuries and accidents. Ensuring workplace health and safety, for young employees in particular, is important because the country is facing a dwindling working population and young people willing to voice their concerns. However, this situation also poses economic and ethical challenges to businesses as more young people find jobs in precarious conditions. While much attention has been paid to the role of policy and regulatory measures, little research has explored the role of managerial approaches. This paper focuses on the ways in which social and institutional capital can mitigate the detrimental effects of workplace risk exposure on young workers' occupational health outcomes. Using a sample of 4,333 waged workers aged 15-29 drawn from the 5th Korean Working Conditions Survey and zero-inflated Poisson models, the analysis shows that workers with a high level of exposure to workplace risk factors are more likely than others to experience severe work-related health symptoms. But that negative effect is moderated by the organizational social capital available to young employees and by the extent to which they can leverage institutional capital, albeit to a lesser degree. The theoretical and managerial implications of the findings are discussed.
... Individuals with extended periods of employment in their previous workplace might possess a broader range of abilities or specialised skills, potentially facilitating their re-employment in positions that better align with their expertise, thus diminishing future unemployment risk (Brand 2015;Stevens 2008). Those with advanced educational qualifications may find it easier to progress in their careers; education and job tenure could work in tandem to shield the more educated from unemployment over time (DiPrete and McManus 2000;Kalleberg 2011). An individual's health status can be viewed as a form of human capital, with poor health potentially restricting one's capacity to work from a young age (Haas 2006). ...
(1) Hidden workers include those who are unemployed or underemployed or discouraged workers. This study analyses the probabilities of becoming a hidden worker between males and females in three age groups (youth, young adults, and mid-life) and identifies the extent to which these factors explain the gender gap among hidden workers in Australia. (2) Using the Oaxaca–Blinder decomposition approach, this study aims to contribute to the discussion by highlighting the impact of gender on the hidden worker population, further illustrating how the explained and unexplained impacts on hidden workers differ between the gender groups. (3) Results: Age not only raises the likelihood of being a hidden worker in both gender groups but also contributes to the widening gender gap among hidden workers, especially those in the child-rearing stage of their life. Human capital, including education, health endowment, and social capital, is negatively associated with the likelihood of being a hidden worker and reduces the gender gap. Childcare responsibilities and other care duties are associated with a greater likelihood of being a hidden worker for females and are among the greatest contributors to the gender gap. Local resources are associated with the likelihood of being a hidden worker and widen the gender gap within the 45–64-year old group. (4) Conclusions: The gender gap among hidden workers is widened by care responsibilities and locally available socio-economic resources. On the other hand, it is narrowed by education, individual health endowment, and social capital. The findings of this study corroborate the fact that a wide extent of the gender gap among hidden workers in Australia is socially and politically produced and is thus potentially avoidable through public policy. Greater attention from researchers and policy makers regarding hidden workers should be devoted to reducing this gender gap to prevent further social implications.
... This is not entirely surprising given the well-documented decline in union jobs, financialization, and firm restructuring in the United States, which transformed the job market and increased the number of workers in the low-wage service and care sectors, making jobs less regular and stable, with fewer nonwage benefits (Western and Rosenfeld 2011). Social scientists have long described these features as evidence of precarious work (Kalleberg 2011). ...
... Examining the relationship between occupation and health is especially relevant given increasing concerns about occupational inequality in the United States. There is evidence of growing job precarity, worker dissatisfaction, and poor workplace conditions (Kalleberg, 2011(Kalleberg, , 2021. Health scholars have recently highlighted the possible link between job conditions and "deaths of despair" (Autor et al., 2019;Case & Deaton, 2015King et al., 2022;Thombs et al., 2020). ...
Much research argues that socioeconomic status—often conceptualized as education, income, and occupation—predicts health via economic and social resources. Yet, there is relatively limited research on occupation and health. This study asks the following question: to what extent does occupation predict adult health? The study answers this question using data from employed early midlife respondents from the National Longitudinal Study of Adolescent to Adult Health. The analysis finds that higher occupational prestige is correlated with better physical health, mental health, and substance use outcomes. However, the results show no prestige-health associations after controlling for personal education and income. The findings reveal differences in health by occupational type. Those working in construction or production have relatively high rates of smoking and frequent binge drinking but have low BMI. Those working in transportation have relatively poor self-rated health and high rates of functional limitations but are unlikely to report using non-prescribed drugs. These results demonstrate distinct physical health and substance use patterns among specific blue-collar occupations in early midlife.
... In this sense, Airbnb workers are platform workers, belonging to the precariat or cyber proletariat, being affected by unstable working conditions where the context of socioeconomic vulnerability favours the generalisation of precarious work, informality and exploitation ( Huws, 2003;Standing, 2014b). In general, the interviewees revealed a feeling of disappointment manifested through tiredness, discouragement and frustration, leading to vulnerable and uncertain precarious lives and the reproduction and perpetuation of precarity ( Lewchuk, Clarke & De Wolff, 2008;Gallie, 2009;Kalleberg, 2011Kalleberg, , 2018Standing, 2011). Precarious work is unpredictable, unstable, and insecure, subjecting workers to uncertain and low incomes, professional disqualification, insecurity and risks such as lack of access to social benefits and legal protections ( Rodgers, 1989;Kalleberg, 2000;Vosko, 2010;Kalleberg & Hewison, 2013;Hewison, 2016). ...
Platform work in the tourism sector has grown exponentially since 2014. Airbnb was a driving force for the Portuguese economy after the 2008 crisis. During the COVID-19 pandemic, tourism was cancelled, and most workers did not have access to social benefits, causing a potential disruption in their careers. There is a gap in research regarding the analysis of the occupational trajectories of Airbnb workers and the effects of the 2008 crisis and the pandemic on their lives. Between 2020 and 2021, in-depth interviews were conducted with Airbnb workers and activists in order to analyse their occupational trajectories, collective voice and business models. The article concludes that, while Airbnb changed the tourism landscape, those who work for it remain precarious.
... The 'uberisation' process marks a departure from the standard employment relationship between the employee and the employer, accommodating many exceptions to the standard capitalist model, whereby the worker becomes an entrepreneur of his or her self and/or an independent contractor ( Huws, 2016;Antunes, 2018;Abílio, 2020). This development has revealed some of the serious structural impacts of the temporary nature of contracts and of precarious working conditions, presenting high levels of informality and the predominance of bad or 'bullshit' jobs ( Graeber, 2018), along with gaps in coverage by the social protection system ( Kalleberg, 2011). Such jobs are particularly prominent in the tourism, mobility, and hospitality sectors, affecting especially female, racialised and migrant workers, with a rapid rise in the aftermath of the Great Recession in Portugal ( Carmo, Caleiras, Roque & Assis, 2021). ...
In the aftermath of the Great Recession, the gig economy expanded in Portugal as an alternative form of income generation to overcome the accumulation crisis, especially in the tourism sector. One component of this, less well studied than platform labour in the delivery and accommodation sectors, was the introduction of tuk-tuks, or auto-rickshaws for passenger transport, using a hybrid business model combining a face-to-face approach on the streets, the use of internet websites that function as marketplaces, and digital platforms which connect them to the demand and supply of labour for other forms of local transport. Tuk-tuk drivers can experience precariousness, uncertainty, informality and intermittence and generally work as (bogus) independent workers. Drawing on in-depth and follow-up interviews, conducted between 2019 and 2020, this article aims to understand the structure of this service and to analyse the tuk-tuk drivers’ occupational trajectories in Portugal. It concludes that these workers are trapped in a permanent condition of precariousness, with continuous reinforcement of trajectories of vulnerability and suffering.
... This strategy allows them to enhance their qualifications and improve their prospects in the labour market. Green and Zhu (2010) note that some employees reconcile with their situation by prioritizing financial stability over career aspirations, a common adaptation in regions with high unemployment, such as Jammu and Kashmir (Kalleberg, 2011). For these individuals, job security often takes precedence over alignment with personal qualifications and career goals. ...
This study examines the phenomenon of overqualification among the government employees of Jammu, utilizing primary data collected in the Jammu District between October 2022 and June 2023. Through a mixedmethod approach that integrates both qualitative and quantitative data. The sample includes clerical employees, Class IV employees, and police constables, selected through purposive sampling across four tehsils and a variety of institutions such as government colleges, the University of Jammu, SKUAST-Jammu, and the Civil Secretariat. Quantitative findings reveal that 60.22% of respondents hold educational qualifications beyond those required for their roles, while 39.78% meet the adequate qualification level. Qualitative analysis of 24 in-depth interviews highlights the personal impacts of qualification mismatch, including decreased job satisfaction, disengagement, and various coping mechanisms like continued education and career compromises. The findings underscore that overqualification in the region is driven by economic pressures, high unemployment, and limited job opportunities, leading to emotional strain and dissatisfaction. The study emphasizes an urgent need for policy interventions such as skill alignment programs, career counselling, and job creation initiatives to enhance job satisfaction and fully utilize the talent within the region. These insights contribute to a deeper understanding of overqualification in the labour market, offering actionable recommendations to alleviate its adverse effects on employee well-being and productivity.
... Outsourcing allows employers to reorganise the labour process, cutting labour and other costs and formally freeing themselves from managerial responsibilities which are transferred to the contractor (Kalleberg, 2013;Doellgast and Greer, 2007;. ...
... Although there is a broad agreement in research that labour markets and the organisation of work have radically changed (Kalleberg, 2011;Osterman, 2013), there is no coherent and compelling picture to understand this change; neither are there adequate tools in place to capture this complex picture. This is the key challenge this chapter attempts to address and the following sections discusses how we do it through the mixed-method exploratory sequential approach of qualitative (i.e., Grounded Theory Method) and quantitative (i.e., survey instrument, Latent Class Analysis) methods. ...
... Feelings of disillusionment (Mahler 1995) produced by the uncertain, resource-intensive, and lengthy process of legalization (Gomberg-Muñoz 2017;López 2022;Menjívar 2006;Menjívar and Lakhani 2016) may fuel reluctance to make workplace claims. Further, high opportunity costs disincentivizing claims to rights as workers may continue given broader employment precarity in the United States (Kalleberg 2011) and the economic scarring effects of undocumented status (Kreisberg 2019). Yet, limited research analyzes how formerly undocumented immigrants make sense of LPR status (Escudero 2020;Gomberg-Muñoz 2017), with little attention paid to the workplace specifically. ...
Undocumented status impedes immigrants' workplace claims to legal rights and better treatment. But what happens when they obtain lawful permanent residency-does the reluctance to make claims in the workplace change? If so, how? Drawing on timeline interviews, I examine changes in the relational legal consciousness and reported workplace claims-making of 98 formerly undocumented Latino immigrants. Most respondents reported increased willingness to engage in, and follow through with, workplace claims. However, gendered differences emerged. Men's claims largely revolved around wage negotiations, moving to a better paying position, and enforcement of legal rights with an attached monetary value. They were also more likely to frame claims as legal rights. In contrast, women's claims largely revolved around better work treatment, access to job benefits, and workplace accommoda-tions. They were also more likely to frame claims as moral rights. I explain these outcomes as a function of three relational mechanisms: lawful status being understood relative to experiences being undocumented; gendering in the legalization process; and social ties promoting gendered expectations of lawful permanent residency. My findings highlight the importance of gendered differences in relational legal consciousness and how lived reference points (e.g., prior undocumented experience) inform how legal consciousness changes over time.
... The growing divide between wealthy and impoverished populations exacerbates feelings of disenfranchisement and reduces overall quality of life for many individuals (Piketty, 2014). Job insecurity, stagnant wages, and the erosion of social safety nets further compound these issues, leading to increased stress and reduced well-being (Kalleberg, 2011). ...
This study aimed to look into the sense of meaninglessness highlighted by five purposively sampled YouTube videos created by males of various ages and ethnicities. This qualitative study, conducted on July 23, 2024, analyzed five YouTube confessionals from males of different ethnicities and ages discussing life’s meaninglessness, published between June 21, 2021, and June 20, 2023. Participants included a 57-year-old, a young adult, two individuals in their 30s-40s, and another in their 40s. Their videos ranged from 8 to 23.5 minutes and were selected based on a confessional style. Transcripts were generated using a YouTube transcribing application and analyzed thematically. The study follows case study and data mining approach on adult males sharing on YouTube about life’s meaninglessness. The reflections revealed themes of existential despair, criticism of modern capitalist society, isolation, dissatisfaction with work, frustration with technology, and a quest for authenticity and peace. Individuals grapple with deep disillusionment and search for meaning in a fragmented world. They question the value of life, criticize societal structures and capitalism, and feel isolated due to their critical views. Their reflections critique the notion of work providing fulfillment and express frustration with manipulative technology and consumerism. Despite this, they desire authenticity and peace, longing for a genuine existence free from societal pretenses and hoping for a peaceful afterlife, highlighting a profound yearning for meaning.
... According to the researchers, capitalist economies are subject to cyclical crises, leading to the degradation of the forces of production, high unemployment and growing insecurity (Allen, 2014). Kalleberg (2011) links precariousness or precarity with a decline of the so-called "standard employment relation", in particular in advanced capitalist countries during the neoliberal period. The author writes about "bad jobs", "polarized" and precarious employment systems in the US, which is characteristic of this line of thought (see also Kalleberg, 2009). ...
Purpose: The purpose of this paper is to show how critical moments in recent world history-the Covid-19 pandemic, the fourth industrial revolution, and migration crises-have affected employment in social enterprises and, more broadly, in the third sector.
Design/methodology/approach: Analyses of international reports of global agencies, analysis of international studies on labour markets, analyses of situation of social enterprises from Poland in the perspective of historical institutionalism. Findings: Precariousness in the labour market will be one of the most critical challenges of modern times. Informal jobs will grow at the same rate as formal employment as a result of the COVID-19 Pandemic. Although recent estimates suggest a return to informal employment for both women and men, the most severe effects of the pandemic will play out along pre-existing lines of inequality and marginality, causing the most severe consequences for those who were already most vulnerable to them. Social implications: In the biggest risk of job insecurity are the social groups of less developed economies, where the economic downturn resulting from the pandemic is forcing a shift in corporate strategies toward cost-cutting and the search for labor savings. The global challenges of today's world mean that further research on the impact of exogenous shocks on job insecurity should be conducted.
Originality/value: Analysis of modern exogenous shocks in perspective of historical institutionalism (important for scientific theory with applied aspects for social and economic practice).
... We adopt a multi-dimensional perspective in measuring job quality, which integrates field-specific approaches (Kalleberg 2011;Findlay et al. 2017). In particular, we select two different indicators of job quality. ...
Integrating the scientific debate on the transformation of occupational structure in the contemporary labour markets with that on the geographical dimension of inequality, this article aims to shed light on the trajectories of occupational change at sub-national level in Italy. Firstly, exploiting the SNAI classification of Italian municipalities in terms of spatial peripherality, we distinguish the Italian provinces (level NUTS 3) in three degrees of marginality. Then, we realize our analysis of the occupational change from 2011 to 2020 applying a multi-indicators approach, by making use of two different indicators of job quality (ISEI and SIOPS), Lastly, considering the specificities of the Italian case, we integrate the analysis on the Italian provinces by degree of marginality accounting also for the traditional North/South dualism. Our findings clearly show that, for each job quality indicator, the patterns of occupational change are always worse in the marginal provinces than in the central and semi-central ones. Moreover, the marginal provinces of the South appear the most problematic, suffering a sort of «double penalty», while the marginal provinces of the Centre-North show less dramatic outcomes compared not only with the marginal provinces of the South, but also with the other provinces of the Centre-North.
... The mechanisms described by this term utilise discriminatory knowledge and systematically generate the experience of unjustified unequal treatment that we have documented here. Precarisation is a traditional social science concept that initially described the effects of the transformation of labour relations in a post-Fordist economic formation (Standing 2011;Kalleberg 2011). In our reading, we rely on an understanding of precarity that extends beyond the formal workplace into various axes of social differentiation and encompasses economic, political-legal and social relations (Bourdieu 1998;Ettlinger 2007). ...
Ten years ago, the area of free movement of workers in Europe was extended to Romania and Bulgaria. Today, around 1.3 million people from these countries live in Germany, which is about 10 percent of the foreign population. However, migration from these two countries is still often stigmatized as poverty-related immigration. In a new study, Polina Manolova, Thorsten Schlee and Lena Wiese from the Institute for Work and Qualification (IAQ) at the University of Duisburg-Essen shed light on the diverse and mutually dependent experiences of discrimination faced by Southeast European migrants in Duisburg.
... This is not to equate the precarity that these groups face, but rather to highlight that precarity unites these groups of different social standings through shared psychological tendencies (e.g., anxiety, uncertainty; Carvounas & Ireland, 2008;Neilson, 2015). Though precarity and its sociopsychological correlates have been more widely distributed across the population under neoliberalism, there are still disparities in this distribution, such that women, people of color, and older adults are more likely to face precarious employment conditions (Kalleberg, 2011;Oddo et al., 2021). The experience of precarity under neoliberalism and its associated anxiety, uncertainty, and transiency are juxtaposed with the kinds of rhetoric that are used to justify the underlying changes in labor relations. ...
In this theoretical article, we analyze from a critical cultural psychological perspective why neoliberalism is ill-suited to handle crises such as the COVID-19 pandemic. In doing so, we describe a process whereby neoliberalism motivates individualism, which in turn contributes to precarity, inequality, depoliticization, and penality, each of which have exacerbated the severity of the COVID-19 pandemic. We conclude with a critique of how hegemonic practices in the field of psychological science are implicated in this process of neoliberal individualism and consider how the field might resist neoliberalism.
... The study of cosmopolitanism is important as there has been an alarmingly escalating political polarization in the United States before and during the Trump administration (2017-2021) (Ziv et al. 2019), a partial consequence of the financial crisis of 2008 (Hochschild 2018;Kalleberg 2011). The idea of cosmopolitanism originated in the work of the Stoics and Cynics (Delanty and He 2008). ...
This study investigates correlates of cosmopolitan sentiments in the United States over a decade, contributing to the literature in two ways. First, it tests the “group status thesis” in the U.S., which suggests that marginalized and disadvantaged groups are more likely to exhibit cosmopolitan attitudes. Second, it examines the interaction between socioeconomic factors and the waves of the World Values Survey conducted between 2006 and 2017. The findings support the main hypotheses of the group status thesis: women, non-Whites, and lower-income individuals tend to be more cosmopolitan in their outlook. Over the 11-year period, the gap in liberal cosmopolitanism between genders and income levels widened. The study concludes that liberal cosmopolitanism is rooted in specific structural locations, with marginalized groups being more inclined to embrace it. Notably, support for cosmopolitanism remained relatively strong before and during the early years of the Trump administration in 2017.
... Such descriptions are not often found in research on temporary or precarious work; work is more often portrayed as being of low quality with inferior conditions for job satisfaction. 46,49 One interesting aspect of social vulnerability is that of ethnic and cultural origin, but due to the purpose and design of the study conclusions were difficult to draw. Ethnical and cultural aspects were not considered when designing the present study, so it was only by chance a large majority of informants were foreign-born. ...
This study investigates experiences of temporary work among care personnel in elder care. Semi-structured interviews were performed with fifteen temporarily employed care personnel in municipal nursing homes or home care and analysed using phenomenography. The informants' experiences of having temporary employment were characterised by either a sense of flexibility or, more commonly, uncertainty, lack of control over life, time and economic situation, as well as difficulties associated with always being available. The informants' experiences of working as temporary employees were characterised by the enjoyment of work and job satisfaction, differing experiences regarding the division of work and communication, but also being in an exposed position. The results reflect an experience of being in a vulnerable position. Taking these results into consideration in developing interventions to enhance the working conditions for temporarily employed might as a secondary result decrease the turnover and increase the continuity of the care for the elder.
... money, job security, and status) and intrinsic ones (e.g. passion and self-expression) (see Kalleberg, 2011). Structural and cultural factors, such as college campus organizational characteristics (Armstrong and Hamilton, 2013), can shape both kinds of motivations. ...
Recent research suggests that college-educated young adults, especially those who are politically liberal and/or racially marginalized, exhibit moral reservations about their intended occupations. How do they justify entering occupations that conflict with their morals, and with what consequences? This article examines the case of 74 mostly liberal prospective law school students from a range of racial backgrounds followed over 2 years. In interviews at career launch, respondents criticized the legal profession for its perceived perpetuation of inequality and violence. Despite their moral reservations, they articulated three occupational justification narratives for attending law school: lifting up (exceptional lawyering); leveraging out (legal education for nonlawyer aspirations); and leaning in (conscientious class mobility/maintenance). These narratives differentiate between morally ‘good’ and ‘bad’ occupational domains—a cultural-cognitive process we term moral reconciling. We theorize how moral reconciling at career launch charts young adults down different early career trajectories, with implications for occupational sorting and change.
... Senere knopskydninger af teorien har påpeget arbejdsmarkedets dualiseringstendenser og insider/outsider relationer (Rueda 2014), der på det seneste bl.a. har manifesteret sig ved distinktionen mellem "gode" og "dårlige" jobs på arbejdsmarkedet (Doeringer og Piore 1970;Wilkinson 1983;Craig et al. 1985;Kalleberg 2011). Selvom de forskellige teorier er båret frem af forskellige grundtanker, er et faellestraek, at de repraesenterer et opgør med (neoklassiske) økonomers analytiske forestillinger om forekomsten af arbejdsmarkeder i fuldkommen konkurrence og arbejdslønnens betydning for ligevaegt og clearing af arbejdsmarkedet. ...
Eksisterende forskning har allerede belyst, hvordan køns-, etniske og socioøkonomiske uligheder på arbejdsmarkedet er blevet forstærket under covid-19-pandemien. Denne artikel adskiller sig fra den eksisterende forskning derved, at fokus er på alder. Nærmere bestemt rettes blikket mod mulige aldersbetingede forskelle i arbejdsgivernes fastholdelses- og afskedigelsesmønstreunder covid-19-krisen. Teoretisk tager artiklen afsæt i de sociologiske segmenteringsteorier, og empirisk trækker vi på en arbejdspladssurvey, der er gennemført på cirka 5.000 danske arbejdspladser i perioden november 2020 til februar 2021(se SeniorArbejdsLiv.dk). De statistiske analyser viser, at arbejdspladsernes personalehåndtering og brug af støttepakker i høj grad har været betinget af arbejdspladsens økonomiske forhold, og i mindre grad de sociale forhold på arbejdspladserne. Undersøgelsen viser endvidere, at selvom støtteordningerne har fungeret som et bolværk mod afskedigelser, så har støtteordningerneikke forhindret afskedigelser. Blandt de afskedigede har vi yderligere fundet, at der ikke er markante uligheder i de aldersbetingede afskedigelser. På 13 % af arbejdspladserne har seniorerne været overrepræsenteret blandt de afskedigede, medens de 30-54-årige har været overrepræsenteret på 25 % af virksomhederne.
This chapter explores the wide-ranging moral theorising of Kwame Anthony Appiah. The chapter begins with Appiah’s early engagement with Du Bois, Pan-Africanism, and his initial considerations of the ways in which race can be considered morally significant. Appiah’s reformulation of his arguments about race into questions of identity (while contested) leads his work to offer important contributions to understanding how moral lives are formed and lived in relation to collective identity meanings. It is argued that Appiah’s work adds to contemporary sociological-psychological work on moral identity by integrating deeper notions of who we are and how we understand ourselves as being to questions of ethical significance. Yet, his work remains wedded to notions of individuality and life plans that are hard to sustain from the perspective of contemporary social scientific accounts of human agency. How this point manifests itself in Appiah’s resort to “as if” arguments is the focus of the final section.
This study evaluates the relationship between relative employment perceptions within licit and illicit markets and offending. Relative labor market utility (RLMU) accounts for the importance and perceived quality of work characteristics within each market. Ordered-logistic regression models evaluate the association between RLMU and willingness to commit crime amongst a nationwide (U.S.) sample. Analyses also consider mean differences in work characteristics’ importance and relative quality to identify which characteristics most incentivize crime. Findings suggest that RLMU is negatively associated with offending and improves upon a precedent measure. Several work characteristics also more strongly incentivize offending. Those interested in reducing crime through employment should focus on improving RLMU perceptions. Suggestions for doing this in practice and recommendations for future research are provided.
Bu çalışmanın temel amacı iş güvencesizliğinin zorunlu vatandaşlık davranışı üzerindeki etkisini ortaya koymaktır. Bununla birlikte iş güvencesizliğinin, çalışanların cinsiyetlerine ve eğitim durumlarına göre farklılık gösterip göstermediğinin incelenmesi de çalışmanın diğer bir amacıdır. Bu amaçla Araştırma, Doğu Karadeniz Bölgesinde faaliyet gösteren ve kartopu örnekleme yöntemi ile ulaşılan 307 yerel ve zincir market çalışanının katılımı ile gerçekleştirilmiştir. Elde edilen verilerin analizinde IBM SPSS 26 ve Mplus 7 programları kullanılmıştır. Analiz sonuçlarına göre iş güvencesizliğinin zorunlu vatandaşlık davranışı üzerinde anlamlı bir etkisi bulunmaktadır. Bunun yanında, iş güvencesizliğinin cinsiyete göre farklılık gösterdiği ve kadın çalışanlarda daha yüksek olduğu fakat eğitim durumu açısından anlamlı bir fark bulunmadığı araştırmadan elde edilen diğer sonuçlardır.
This dissertation examines the junction between the Nordic working life model and platform-mediated gig work, with a focus on precarious work. In both political discourse and academic literature, there is a widespread idea that platform-mediated gig work acts as a mechanism of precarisation, due to an absence of labour regulations and rights, suggesting significant challenges to the Nordic working life model. The dissertation questions the assumption that platform work challenges the working life model in multiple ways.
Using mixed methods, the dissertation provides a broad perspective on Norway’s cleaning industry, a good illustration of an industry where platform work has emerged, highlighting multiple labour market dynamics. The findings nuance the picture that platform companies must be innovative and disrupt current legislation to succeed. Instead, the findings show how a platform’s emergence depends more on structural conditions and the availability of a labour force.
The results also reveal that the perception of platform labour as entirely precarious is nuanced when considering platform workers’ experiences. While platform technology helps reduce costs in many industries, its cost efficacy in the cleaning industry sector is limited by human capacity. This makes labour cost reduction dependent on worker efficiency and the decentralisation and individualisation of responsibility and economic risk.
In summary, the results challenge the narrative that the Nordic labour market model hinders precarious work and that platform-mediated gig work erodes the model in the cleaning industry. The findings underscore the importance of concepts like precarity and segmented labour market theory in understanding new dynamics in Nordic working life. They also highlight the need to combine structural and institutional levels and individual experiences when studying platform work.
July 18, 2020, was a significant day in Thai protest history because it marked the beginning of the largest student-led mass movement against the state not only since before the 2014 coup, but since 1973.
This chapter asks a foundational question: How and to what extent do employee shareowners benefit from holding an equity stake in their companies? Using the U.S. General Social Survey (GSS) it examines outcomes such as income, wealth, employment stability, fringe benefits, and retirement security. Additionally, it explores how likely employee shareowners are to participate in company-sponsored training, problem-solving teams, and decision-making processes. This chapter offers an update to previous studies that used GSS data. It embeds the findings within discussions of employment precarity and economic inequality, providing a framework for understanding how workplace arrangements are connected to democratic theory. To contextualize the results, the outcomes for employee shareowners are compared to those of traditional workers and union members. The chapter finds that employee share ownership offers benefits that surpass those of traditional workers and are comparable to, or greater than, those provided by union membership.
Background
Employment insecurity is a socioeconomic factor influencing mental health, yet the empirical evidence supporting this claim has important limitations. The fluctuations in employment insecurity throughout the COVID-19 pandemic offered a distinctive opportunity to delve deeper into this issue. By viewing employment as a dynamic process, this study explores the within-person relationship between shifts in employment status and corresponding changes in mental health.
Methods
24 waves of data between April 2020 and March 2021 from the Understanding America Study (N=3824) were analysed using a within-person multilevel model. Employment security was modelled as a dynamic process involving transitions between secure employment, underemployment and unemployment with or without benefits. Mental health was measured by questionnaires on core symptoms of depression and anxiety.
Results
Downward transitions in employment security, from secure employment to underemployment or unemployment without benefits, were associated with worse mental health. Persisting in unemployment without benefits was also associated with poorer mental health, and regaining job security did not immediately improve it. Timely provision of unemployment benefits mitigated the adverse mental health impacts. Significant cross-level moderation effects were observed for prepandemic mental health status, Hispanic ethnicity and education level.
Conclusion
Downward transitions in employment security compromise mental health, and certain segments of the population experience worse consequences. Regaining job security is not associated with immediate improvement in mental health. Timely provision of unemployment benefits, providing support for both unemployment and underemployment and targeting vulnerable groups are vital for alleviating adverse mental health impacts from losing job security.
As the COVID-19 virus began to spread across Australia, a six-week national lockdown was implemented in late March 2020. Australians were largely confined to their homes and nonessential economic and social activities ceased. Subsequently, lockdowns were implemented at various times in various states, territories and regions in response to local outbreaks of the virus. To examine how the restrictions associated with the pandemic impacted on the working lives of young Australians during the 2020 lockdowns, I draw on Life Patterns project data generated from semistructured interviews conducted with 40 participants in September and October 2020. From a class perspective, the lockdowns exacerbated existing inequalities related to occupation. Some participants, such as those in the hospitality sector, were stood down whereas other participants either worked from home (e.g., professionals and white-collar workers) or continued working as usual after being classified as essential workers (e.g., nurses, doctors, security guards). Participants who were stood down immediately were left to fend for themselves until the Federal Government introduced JobKeeper payments. They had to rely on their annual leave, withdraw money from their retirement savings and/ or move in with family or friends just to survive. Participants who were able to keep working saved money due to being confined to home and not be able to socialise or take holidays. Consequently, due to the COVID-19 pandemic, some participants depleted their savings whereas others had built on their existing wealth.
The informal sector and technology have complex interactions, shaping economic activity, job trends, and social outcomes, especially with the rise of the “gig economy”, in which individuals work on an as-needed basis through online platforms. This article explores several theoretical frameworks, such as modernization theory, dependence theory, structuralist approaches, and post-structuralist viewpoints, and investigates how different frameworks explain the effects of technology on informal economic activity. This article also reviews for comprehending the correlation between the informal sector and technology. Besides that, this article explores the dual nature of the gig economy, examining whether it serves as a trap that perpetuates the vulnerabilities of the informal sector or as a stepping stone toward more excellent economic stability and mobility. Although the gig economy provides opportunities for income generation, skill development, and flexible working conditions, it also presents substantial challenges, such as job insecurity, a lack of benefits, and potential exploitation. This paper also addresses the implications for policy and future research directions by the sustainable development goal (SDG) of fostering sustainable, inclusive, and long-term economic growth, as well as full and productive employment and decent work for all.
This chapter discusses the literature on precarious work as a phenomenon that has intensified across the industrial Global North over the past five decades or so. It goes on to consider the contours of precarious work today, focusing on its consequences for the UK’s freelance and self-employed workforce. Finally, the chapter considers relevant sociological literature that points towards the need to understand more about the subjective impact and experience of precarious work, including its effects on an individual’s sense of identity and what might be termed their desire for recognition as situated within contemporary social relations.
●Seit Januar 2014, also mittlerweile mehr als zehn Jahre, gilt die volle Arbeit-nehmerfreizügigkeit für Personen aus Rumänien und Bulgarien, die sich alsein wichtiger Faktor für das Wachstum ausländischer Beschäftigung in derBundesrepublik erwiesen hat.●Kommunen und ihre Vertretungsorgane problematisieren seither die "Zu-wanderung aus Südosteuropa" und bearbeiten sie mit einer Mischung ausIntegrations- und Abwehrmaßnahmen, ohne damit die lokalen sozialenProbleme wirksam zu adressieren.●Wir argumentieren, dass es sich lohnt, den Blick nicht nur auf die vielfachdiskutierten Sicherheitsrisiken und Integrationsdefizite von Migrant*innenzu richten, sondern sich die überlappenden Mechanismen genauer anzuse-hen, die vor Ort die prekären Lebensverhältnisse dieser Migrant*innen-gruppe befördern.●Das Zusammenspiel von sozialrechtlichem Ausschluss, den Praktiken lokalerAdministrationen und einem lokalen Arbeitsmarkt im Graubereich zeichnetein Bild multipler, Prekarität befördernder Mechanismen, die systematischdie Rechte europäischer Bürger*innen aushöhlen und sie damit in die Posi-tion bedürftiger Fremder verweisen.
The spread of non-standard employment (NSE) is widely considered to have contributed to the deterioration of labor standards. Yet, in the United States, there is no definitive roster of non-standard work arrangements and no reliable estimate of the size of the non-standard workforce. For over 25 years, the US Bureau of Labor Statistics (BLS) has produced artificially low estimates of employers’ use of ‘alternative employment arrangements’. Its 2018 Contingent Work Supplement (CWS) reported that since 1995 the proportion of US workers in these arrangements had declined. This article proposes a more systematic framework for understanding NSE in the United States and fleshes out a more comprehensive typology better suited toward addressing the needs of policymakers and labor activists. It fundamentally reorients the study of NSE by recognizing that so-called ‘alternative’ arrangements are abusive and more aptly understood as degraded work arrangements (DWAs). The article then explores the key categories of DWAs and provides a deeper analysis of one group, dissociative arrangements, that enable the flourishing use of ‘non-employee’ workers. Concluding sections address the undertheorized state of this subject area and the challenge of union organizing in fractured labor markets.
The article aims to identify the characteristics of platform work (PW) as a potential source of satisfaction, based on the opinions of adult Poles. It draws on the approaches to job satisfaction derived from neoclassical economics and psychological concepts of work.
This paper aims to clarify the effect of service industrialization on “quality of work” through an examination of the impact of the ratio of atypical employment by industry on jobs and wages by gender. Prior literatures say the service industry has two characteristics. One is that they depend on women and atypical workers, and the other is that the “quality of work” tends to be low. However, it is conceivable that the effect of the service industry on “job quality” may differ by gender. In this paper, employing PIAAC in 2011 in Japan, I revealed two things. First, the increase in the ratio of atypical employment has led to a greater allocation of jobs to women in typical employment. Second, it has led to a reduction in wages for both men and women in typical employment. From the above, women in typical employment have borne a double burden of additional job duties and lower wages during the development of the service sector.
The study examines the temporal trend in the gender gap in working hours in the US economy and analyses the possible reasons underlying the gender gap. The study uses American Time Use data for the period 2003–2021. It estimates truncated and quantile regression models to estimate the gender gap. The gender gap is decomposed into two components capturing the effect of characteristics and coefficients. The study finds evidence that gender differential in working hours across gender is stable in the current millennium. The gap is particularly high in highly remunerative jobs involving extended working hours, reflecting a glass ceiling for women. Further, differences in characteristics contribute only a minor proportion of the gender gap, indicating the possible influence of social attitudes and norms, and discriminatory organisational practices. The study argues in favor of policies to transform institutions, organisational work culture, and social norms about work-home balance. Incentivising firms to continue with flexible work schedules and work-from-home policies, extending family support and childcare arrangements, regulating work hours, and substituting overtime with part-time jobs are other ways to reduce the gender gap in work hours.
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