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35 heures: contrainte et laissez-faire

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  • Askenazy, Philippe

Abstract

Ce papier propose une première évaluation théorique des deux lois Aubry sur les 35 heures. Si ces lois imposent une nouvelle contrainte aux entreprises en réduisant massivement la durée légale de travail, elles relâchent les contraintes pesant sur la liberté d'organisation du travail dans le cadre de négociations paritaires. Un modèle de négociation portant à la fois sur les salaires et les conditions/ Organisations du travail enrichit donc l'analyse des conséquences des lois Aubry. Celles-ci dépassent l'impact d'une simple réduction du temps de travail (RTT). En cohérence avec les premiers accords, la négociation peut aboutir à de nouvelles formes d'organisation du travail et à un maintien des salaires. Les différentes mesures, passage aux 35 heures, taxation des heures supplémentaires, incitations à la négociation..., sont étudiées en équilibre partiel puis en équilibre général. Ainsi, en équilibre général, les lois Aubry permettraient d'améliorer l'efficacité de la production et la rémunération du travail plus que de créer des emplois.

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File URL: http://www.cepremap.fr/depot/couv_orange/co0002.pdf
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Bibliographic Info

Paper provided by CEPREMAP in its series CEPREMAP Working Papers (Couverture Orange) with number 0002.

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Length: 35 pages
Date of creation: 2000
Date of revision:
Handle: RePEc:cpm:cepmap:0002

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  1. Milgrom, Paul & Roberts, John, 1995. "Complementarities and fit strategy, structure, and organizational change in manufacturing," Journal of Accounting and Economics, Elsevier, Elsevier, vol. 19(2-3), pages 179-208, April.
  2. Timothy F. Bresnahan & Erik Brynjolfsson & Lorin M. Hitt, 1999. "Information Technology, Workplace Organization and the Demand for Skilled Labor: Firm-Level Evidence," NBER Working Papers 7136, National Bureau of Economic Research, Inc.
  3. Friedman, Daniel & K., C. Fung, 1996. "International trade and the internal organization of firms: An evolutionary approach," Journal of International Economics, Elsevier, Elsevier, vol. 41(1-2), pages 113-137, August.
  4. Kochan, Thomas A., 1996. "What works at work : overview and assessment," Working papers, Massachusetts Institute of Technology (MIT), Sloan School of Management 3886-96., Massachusetts Institute of Technology (MIT), Sloan School of Management.
  5. Paul Osterman, 1994. "How common is workplace transformation and who adopts it?," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, ILR Review, Cornell University, ILR School, vol. 47(2), pages 173-188, January.
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Cited by:
  1. Rocheteau, Guillaume, 2002. "Working time regulation in a search economy with worker moral hazard," Journal of Public Economics, Elsevier, Elsevier, vol. 84(3), pages 387-425, June.
  2. Fabrice Gilles, 2006. "Quels effets des réorganisations sur la date de passage aux 35 heures ?. Une étude sur données individuelles d'entreprises," Revue économique, Presses de Sciences-Po, Presses de Sciences-Po, vol. 57(6), pages 1401-1425.

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