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Abstract

In dem Beitrag wird die starke Zunahme atypischer Beschaeftigungsverhaeltnisse mit einem neu entwickelten theoretischen Ansatz erklaert, der die Nachfrage- und die Angebotsseite des Arbeitsmarktes in die Analyse einbezieht. Er basiert auf der Transaktionskostentheorie und rueckt die Kosten (und Erloese) von Arbeitsverhaeltnissen in den Blickpunkt: Durch verschiedene Formen atypischer Beschaeftigungsverhaeltnisse lassen sich die Arbeitskosten und die Kuendigungskosten senken und „externe Erloese“ bei Normalarbeitsverhaeltnissen erzielen. Dem stehen hoehere Transaktionskosten, insbesondere durch Kontrollen, niedrigere Arbeitsleistungen und interne Informationsprozesse, sowie hoehere Einarbeitungs- und Weiterbildungskosten gegenueber. Durch eine Reihe von Entwicklungen haben sich die Kostenvorteile durch atypische Beschaeftigung verstaerkt und die Kostennachteile reduziert: Die Unternehmen haben ihre Arbeitsteilung vertieft, unternehmensweite Leistungserstellungskonzepte eingefuehrt, standardisiert und EDV zur Leistungskontrolle und zur Verbesserung ihres Informationssystems eingesetzt. Auf Seiten der Arbeitnehmer ist durch mehr persoenlichen Flexibilisierungsbedarf und geaenderte Einstellungen und/oder die hohe Arbeitslosigkeit das Angebot fuer atypische Beschaeftigungsformen gestiegen.

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File URL: http://www.hampp-verlag.de/hampp_e-journals_IndB.htm#308
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Bibliographic Info

Article provided by Rainer Hampp Verlag in its journal Industrielle Beziehungen.

Volume (Year): 15 (2008)
Issue (Month): 3 ()
Pages: 256 - 278

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Handle: RePEc:rai:indbez:doi_10.1688/1862-0035_indb_2008_03_neubaeumer

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Web page: http://www.hampp-verlag.de/

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Postal: Rainer Hampp Verlag, Journals, Marktplatz 5, 86415 Mering, Germany
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Web: http://www.hampp-verlag.de/hampp_e-journals_IndB.htm

Related research

Keywords: Non-standard/Atypical Forms of Employment; Temporary Work; Fixed-term Employment Contracts; (Marginal) Part-time Work;

Find related papers by JEL classification:

• A14 - General Economics and Teaching - - General Economics - - - Sociology of Economics
• J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
• J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
• J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
• J82 - Labor and Demographic Economics - - Labor Standards - - - Labor Force Composition
• M12 - Business Administration and Business Economics; Marketing; Accounting - - Business Administration - - - Personnel Management; Executive Compensation
• M51 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Firm Employment Decisions; Promotions
• M54 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Labor Management

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Cited by:

1. Smirnykh, Larisa & Wörgötter, Andreas, 2013. "Why Do Russian Firms Use Fixed-Term and Agency Work Contracts?," IZA Policy Papers 54, Institute for the Study of Labor (IZA).
   
   • Larisa Smirnykh & Andreas Wörgötter, 2013. "Why do Russian Firms Use Fixed-Term and Agency Work Contracts?," OECD Economics Department Working Papers 1014, OECD Publishing.

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