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Job polarisation: Capturing the effects of work organisation

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  • Helena Lopes
  • Teresa Calapez

Abstract

This article critically challenges the findings and assumptions of mainstream job polarisation literature. Based on the European Working Conditions Survey data and on the Job Demand-Control model, which allows for capturing the organisational dimension of jobs, we examine the patterns and evolution of occupations in 22 European countries from 2005 to 2015. Instead of pervasive job polarisation, we observe a near-pervasive trend of upgrading job quality, suggesting that job polarisation may be caused by the undervaluation/devaluation of jobs low in the occupational hierarchy – not by computerisation-driven changes in work tasks. Indeed, only the former can explain the decrease in the number of low-quality jobs while the number of low-paid jobs increases. After documenting the relevance of firm-level organisational choices, we suggest that counteracting job polarisation requires, beyond meso-level collective bargaining, a public intervention that promotes participatory decision-making in firms. JEL Codes: J2, J81, M540

Suggested Citation

  • Helena Lopes & Teresa Calapez, 2021. "Job polarisation: Capturing the effects of work organisation," The Economic and Labour Relations Review, , vol. 32(4), pages 594-613, December.
    • Handle: RePEc:sae:ecolab:v:32:y:2021:i:4:p:594-613
    DOI: 10.1177/1035304621996064
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    References listed on IDEAS

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    Cited by:

    1. Thomas Rabensteiner & Alexander Guschanski, 2025. "Occupational Autonomy and Wage Divergence: Evidence From European Survey Data," British Journal of Industrial Relations, London School of Economics, vol. 63(4), pages 696-713, December.

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    Keywords

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    JEL classification:

    • J2 - Labor and Demographic Economics - - Demand and Supply of Labor
    • J81 - Labor and Demographic Economics - - Labor Standards - - - Working Conditions

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