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Mehr atypische Beschaeftigung aus theoretischer Sicht

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  • Renate Neubaeumer
  • Dominik Tretter

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.

Suggested Citation

  • Renate Neubaeumer & Dominik Tretter, 2008. "Mehr atypische Beschaeftigung aus theoretischer Sicht," Industrielle Beziehungen - Zeitschrift fuer Arbeit, Organisation und Management - The German Journal of Industrial Relations, Rainer Hampp Verlag, vol. 15(3), pages 256-278.
  • Handle: RePEc:rai:indbez:doi_10.1688/1862-0035_indb_2008_03_neubaeumer
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    References listed on IDEAS

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    Cited by:

    1. Larisa Smirnykh & Andreas Wörgötter, 2013. "Why do Russian Firms Use Fixed-Term and Agency Work Contracts?," OECD Economics Department Working Papers 1014, OECD Publishing.
    2. Brehmer, Wolfram & Seifert, Hartmut, 2008. "Sind atypische Beschäftigungsverhältnisse prekär? : eine empirische Analyse sozialer Risiken (Are atypical employment relationships precarious? : an empirical analysis of social risks)," Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 41(4), pages 501-531.

    More about this item

    Keywords

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

    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; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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