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Réduction du temps de travail et innovations organisationnelles négociées


  • Philippe Askenazy


This article studies the consequences of a reduction of legal working time (RWT), using an union/employer bargaining model over the organization of work. A RWT can induce a higher flexibility of work, which is become bearable for reduced work time. This flexibility helps to finance a full wage compensation, as foreseen by the Aubry agreements. In this setting, on the short run, the job creations can be massive but are the outcome of social tax cuts. The long-run impact of the 35 hours depends on the productive complementarity between the social (the 35 hours), organizational and technological innovations. Classification JEL : J28, J21, J51, K31, L23

Suggested Citation

  • Philippe Askenazy, 2001. "Réduction du temps de travail et innovations organisationnelles négociées," Revue d'économie politique, Dalloz, vol. 111(2), pages 247-269.
  • Handle: RePEc:cai:repdal:redp_112_0247

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    Cited by:

    1. Philippe Askenazy, 2003. "Dynamique de l’innovation organisationnelle lors de la réduction du temps de travail : évidences sur la France des années quatre-vingt-dix," Économie et Prévision, Programme National Persée, vol. 158(2), pages 27-45.

    More about this item


    35 hours; union/employer bargaining; organizational changement; job;

    JEL classification:

    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy
    • J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
    • J51 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Trade Unions: Objectives, Structure, and Effects
    • K31 - Law and Economics - - Other Substantive Areas of Law - - - Labor Law
    • L23 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Organization of Production


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