دانلود رایگان مقاله لاتین انعطاف پذیری بازار کار بیشتر برای نوآوری بیشتر؟ از سایت الزویر
عنوان فارسی مقاله:
انعطاف پذیری بازار کار بیشتر برای نوآوری بیشتر؟ شواهد از میکرو دیتای کارفرما و کارمند مرتبط
عنوان انگلیسی مقاله:
More labour market flexibility for more innovation? Evidence from employer–employee linked micro data
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. Definition of labour market flexibility
Labour market flexibility represents the capacity of the labour market to adapt quickly to changes in the economy or society. The most commonly used definition is given by Atkinson (1984). 5 He defines labour market flexibility as a function of corporate strategy and divides it into three different dimensions: numerical, functional and financial or wage flexibility. Thereby, external and internal aspects of flexibility can be distinguished. External numerical flexibility refers to the mobility of employees between different companies, illustrating the extent to which the number of employees can be quickly adapted to economic requirements. Examples of external numerical flexibility are flexible employment contracts such as temporary employment that facilitate a fast change ofthe number of employees. Internal numerical flexibility refers to the ability of a company to adjust the working hours of its employees and might affect daily, weekly or annual working time as well as seasonal arrangements or shorttime work. Functional flexibility describes how a company can use its employees for different tasks. External solutions are possible through outsourcing or temporary employment, while internal functional flexibility refers to continued training that allows multiskilled employees to fulfil a variety of tasks. Wage flexibility as the third dimension oflabour market flexibility can be defined as the flexibility of wages. A high wage flexibility is associated with a decentralised wage-setting where the wage level represents the equilibrium of supply and demand on the labour market. Flexible labour such as temporary employment contracts are often labelled as atypical work. In selected sectors and especially for certaingroups of employees,for example low-skilledemployees or women, atypical work is now common practice (De Grip et al., 1997; O’Reilly and Fagan, 2002). Thereby, the share of temporary employment increased significantly from 1994 to 2010 across all OECD countries (OECD, 2010). However, the results vary greatly depending on the considered country. In most countries, the share of temporary employment contracts is significantly higher, or even twice as high for women and especially for young people aged between 15 and 24 (OECD, 2010, p. 288). The same applies to part-time contracts. In most countries, more than 70 percent of all part-time positions are filled by women because they frequently use part-time contracts when re-entering the labour market after childbirth (OECD, 2010, p. 286) and because of a lack of affordable childcare (Ingold and Etherington, 2013). 3. Labour market flexibility and innovation Below, we discuss the relationship between innovation and the different aspects of labour market flexibility, external numerical and functional as well as wage flexibility. According to the resource-based view, a company creates a competitive advantage by utilising its own internal resources and 5 Further classifications of labour market flexibility can be found in Beatson (1995), Blyton (1992), or Klau and Mittelstädt (1986). capabilities. Thereby, a sustained competitive advantage can be achieved by having resources that cannot be easily imitated or substituted (Barney, 1991). Based on this theoretical approach, the relationship between external numerical and functional flexibility and innovation is not unambiguous. Researchers such as Grant (1991) argue that the capabilities of an organisation cannot be completely utilised using short-term, temporary or part-time employment contracts. This results in a negative relationship between flexible work and innovation as empirically shown by e.g. Michie and Sheehan (2003). In addition, the development of innovation is path dependent and therefore influenced by earlier investments as well as accumulated previous knowledge (Pavitt, 1991). Temporary employment contracts might therefore undermine training investments of a company resulting in a loss of competitive advantage (Zhou et al., 2011). Additionally, the likelihood of successful innovation depends on the commitment of a company’s employees. As shown by Acharya et al. (2010), employees have an additional incentive to engage in risky innovation projects if their employment status provides them with security and stability. Following Lorenz (1999), employment contracts that provide high employment security will increase the incentive of the employees to share their knowledge about labour saving innovations with their company. However, the relationship between external labour market flexibility and innovation is not necessarily negative.6 Following Kodama (1995) or Matusik and Hill (1998), not only internal resources are used for innovation. Instead, innovation depends much more on the effective utilisation of technology and knowledge, even beyond internal capacities. According to Teece (1986, pp. 288–289), the use of external capacities can be seen as additional innovation inputfactors, especially in the case of open source projects. As Bassanini and Ernst (2002) or Scarpetta and Tressel (2004) emphasise, severe restrictions on terminations of labour contracts may limit the incentive to implement labour-saving process innovations. Following Adams and Brock (2004), flexible employment also allows a larger labour turnover which introduces new knowledge and fresh ideas into a company and additionally allows an easier replacement of inefficient workers (Zhou et al., 2011, p. 4). Finally, Ichniowski and Shaw (1995) think that permanent employees may be disinclined to change in the form of innovation due to habit or so called lock-in effects. In this respect, flexible working arrangements such as outsourcing, temporary, or fixed-term contracts can fit exactly right with the innovation process. In the end,the question which effect predominates also depends on the sector and its innovation regime. The negative impact of external numerical and functional labour market flexibility particularly applies to sectors where companies depend on their historically accumulated knowledge. These sectors are dominated by a so-called routinised innovation regime characterised by leading innovators and high entry barriers (Kleinknecht et al., 2014). Sectors with a high competition, low market entry barriers and generally available knowledge, in contrast, tend to have an entrepreneurial innovation regime. Those sectors might much more benefit from flexible labour contracts.
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کلمات کلیدی:
[PDF]Labour Market Flexibility and Decent Work - the United Nations www.un.org/esa/desa/papers/2007/wp47_2007.pdf by G Rodgers - 2007 - Cited by 60 - Related articles Keywords: labour market flexibility, labour institutions, decent work, employment, unemployment. ... is all the more so in the market for labour, which is in reality a social institution, not only supporting work .... workers than less innovative firms. Turkey: Economic Reform and Accession to the European Union https://books.google.com/books?isbn=0821360841 Bernard M. Hoekman, Subidey Togan - 2005 - Business & Economics Researchers disagree about the effects of labor market flexibility on ... to be more competitive will have weak incentives for conducting innovative activities. Searches related to More labour market flexibility for more innovation labour market deregulation definition what is labour market deregulation atkinson 1984 flexible firm model discuss the impact that changes in the labour market have had on flexible working practices. forms of labour flexibility different forms of labour flexibility what is the effect of labour market flexibility what is labour flexibility
