Employer strategy and the labour market:
The rapid pace of industrial restructuring and the emergence of new employment policies have focused attention on the role of employers in determining the quantity and quality of employment. This book draws on important new data from the ESRC's Social Change and Economic Life Initiative to test...
Gespeichert in:
| Format: | Buch |
|---|---|
| Sprache: | English |
| Veröffentlicht: |
Oxford u.a.
Oxford Univ. Press
1994
|
| Schriftenreihe: | The social change and economic life initiative
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Zusammenfassung: | The rapid pace of industrial restructuring and the emergence of new employment policies have focused attention on the role of employers in determining the quantity and quality of employment. This book draws on important new data from the ESRC's Social Change and Economic Life Initiative to test, modify, and challenge much of the current academic literature on the determinants of employer policy and how these influence employment structures and individual employment opportunities. The book begins with an authoritative synthesis of the influential debates on labour market segmentation, flexibility, post-Fordism, deskilling, the gendering of work, and the 'new' industrial relations. Ten substantive chapters then extend these debates in several directions They make significant progress on three fronts: first, they suggest that the determinants of employer policy are both complex and strongly related to product market conditions; secondly, they find that employee attitudes and perceptions are critical to the implementation and effectiveness of employer policy; and, thirdly, they explore the interdependency between internal employment policies and external labour market conditions and begin to develop an integrated approach to internal and external labour markets |
| Beschreibung: | XV, 385 S. graph. Darst. |
| ISBN: | 0198278942 0198279272 |
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| 520 | 3 | |a The rapid pace of industrial restructuring and the emergence of new employment policies have focused attention on the role of employers in determining the quantity and quality of employment. This book draws on important new data from the ESRC's Social Change and Economic Life Initiative to test, modify, and challenge much of the current academic literature on the determinants of employer policy and how these influence employment structures and individual employment opportunities. The book begins with an authoritative synthesis of the influential debates on labour market segmentation, flexibility, post-Fordism, deskilling, the gendering of work, and the 'new' industrial relations. Ten substantive chapters then extend these debates in several directions | |
| 520 | |a They make significant progress on three fronts: first, they suggest that the determinants of employer policy are both complex and strongly related to product market conditions; secondly, they find that employee attitudes and perceptions are critical to the implementation and effectiveness of employer policy; and, thirdly, they explore the interdependency between internal employment policies and external labour market conditions and begin to develop an integrated approach to internal and external labour markets | ||
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Datensatz im Suchindex
| _version_ | 1804124210244616192 |
|---|---|
| adam_text | CONTENTS
List of Figures xi
List of Tables xii
Contributors xvi
Introduction 1
JILL RUBERY AND FRANK WILKINSON
MARKETS, EMPLOYERS, AND EMPLOYMENT POLICIES
1. Internal and External Labour Markets: Towards
an Integrated Analysis 37
JILL RUBERY
2. Employer Policies, Employee Contracts, and Labour
Market Structure 69
DUNCAN GALLIE AND MICHAEL WHITE
3. Product Market Pressures and Employers Responses 111
FRANK WILKINSON AND MICHAEL WHITE
4. Level of Strategy and Regimes of Control 138
MICHAEL ROSE
LOCALITIES, INDUSTRIAL ORGANIZATION, AND
LABOUR MARKET POLICIES
5. Contemporary Relationships between Firms in a Classic
Industrial Locality: Evidence from the Social Change
and Economic Life Initiative 175
ROGER PENN
6. Paternalism as an Employer Strategy, 1800 1960 195
BOB MORRIS AND JIM SMYTH
7. The Aberdeen Offshore Oil Industry: Core and
Periphery 226
ANNE GASTEEN AND JOHN SEWELL
x Contents
EMPLOYER POLICIES, EMPLOYMENT CHANGES,
AND INDIVIDUAL PERCEPTIONS
8. Employer Policies and Individual Life Chances 261
MICHAEL WHITE AND DUNCAN GALLIE
9. Perceptions of the Labour Market: An Investigation of
Differences by Gender and by Working Time 298
BRENDAN BURCHELL, JANE ELLIOTT, AND
JILL RUBERY
10. Internal Labour Markets from Managers and
Employees Perspectives 326
BRENDAN BURCHELL AND JILL RUBERY
Methodological Appendix 356
DUNCAN GALLIE
Bibliography 366
Index 379
LIST OF FIGURES
2.1 Variables for assessing labour market differentiation 74
3.1 Market pressures and employer responses 125
5.1 The development of manufacturing industry in
Rochdale, 1800 1986 180
7.1 Industrial structure 231
8.1 Part time proportions and work force reductions 292
10.1 Relative pay, all employees 337
10.2 Relative pay, men 338
10.3 Relative pay, women 338
10.4 Promotion opportunities, all employees 343
10.5 Promotion opportunities, men 343
10.6 Promotion opportunities, women 344
10.7 Chances of finding another job, all employees 347
10.8 Keenness to undertake training, by manager s
judgements 351
LIST OF TABLES
2.1 Relations between work force policies and structural
variables 77
2.2 A model of employer work force practices 82
2.3 Relationships among employers policies established
by log linear modelling 83
2.4 Marginal employment and internal promotion 84
2.5 Percentage of employees by contract type 88
2.6 Hourly earnings by contract type 88
2.7 Contract type by perceived security of job 90
2.8 Type of transition into current job 93
2.9 Perceived labour market opportunities 93
2.10 Skill characteristics by contract type 95
2.11 Changes in skill and responsibility over previous five
years by contract type 96
2.12 Amount of choice over way job is done 98
2.13 Factors determining how hard employee works 98
2.14 Job satisfaction by contract type 101
2.15 Respondents who would wish to change job if there
were plenty of jobs available 102
3.1 Product market pressures in the private sector 115
3.2 External pressure on the public sector service 116
3.3 Responses to changes in competition in the private
sector 117
3.4 Responses in the public sector 117
3.5 Labour market, pay, and labour organization policies:
public and private sectors 118
4.1 Percentage reporting technical/organizational change
and level of strategy 142
4.2 Percentage reporting effort to improve market position
and level of strategy 143
4.3 Percentages of different employment contracts and
level of strategy 145
List of Tables xiii
4.4 Percentages of part time working and level of strategy 146
4.5 Methods of payment and level of strategy 148
4.6 Fringe benefits provided and level of strategy by
employee group 149
4.7 Fringe benefits and level of strategy 150
4.8 Percentages reporting gains in functional flexibility
in 1980s and level of strategy 152
4.9 Percentages reporting skill changes by employee
grade and level of strategy 153
4.10 Percentage reporting union presence and level of
strategy, by employee grade 158
4.11 Unionization and level of strategy, by employee
grade 158
4.12 Percentages reporting particular employer union
relations and level of strategy 159
4.13 Percentages reporting change in relations with unions
and level of strategy 161
5.1 Use of subcontractors by firms and whether the firm
itself acts as a subcontractor (32 establishment data) 184
5.2 Use of subcontractors in Rochdale (32 establishment
data) 186
5.3 Advantages, disadvantages, and objections to
subcontracting in Rochdale (32 establishment data) 188
6.1 Employer provided benefits and housing by Registrar
General s social class as a percentage of each class 222
7.1 Examples of labour services required in the oil and
oil related sectors 234
7.2 Continuity of demand for labour services 235
7.3 Forms of employment contracts 241
7.4 Labour supply conditions 243
7.5 The costs and benefits of peripheral staffing 248
7.6 Product market conditions and the operation of a
conscious personnel strategy 249
8.1 Internal development and occupational level 266
8.2 Marginal employment and occupational level 269
8.3 Internal development and earnings 273
8.4 Part time employment and earnings 276
8.5 Hourly earnings adjusted for differences in human
capital 277
8.6 Marginal employment and earnings 280
8.7 Technology and earnings 281
xiv List of Tables
8.8 Union membership, part time employment, and
earnings 283
8.9 Part time employment, internal development, and
satisfaction with pay 286
8.10 Marginal employment, contract type, and satisfaction
with pay 288
8.11 Part time employment and satisfaction with job
security 289
8.12 Marginal employment, work force reductions, and
satisfaction with job security 290
8.13 Relations of policies to individuals returns to
human capital 294
9.1 How respondents first came to hear about their
current job, by gender, working time, and social
class 303
9.2 Perceptions of factors which would make it difficult
for someone to get a similar job to that of the
respondent 305
9.3 Percentage who believed when taking their current
job that it offered promotion prospects 307
9.4 Percentage who believed it to be an advantage to be
already working in the organization when a better job
becomes available in it 307
9.5 Percentage who would find it very or quite easy to
find a job as good as their current one 310
9.6 Likelihood of respondents finding another job in the
Northampton area in which they could use the same
skills as in their current job 311
9.7 Percentage who consider their best chance of a better
job would be to stay with their current employer 314
9.8 Percentage who consider they have a very or quite
good chance of getting a better job over the next
two years 315
9.9 Percentage who considered they were having a career 317
9.10 Perceptions of barriers to getting a better job over the
next two years 319
9.11 Percentage who would wish to change their jobs if
there were plenty available 320
9.12 Percentage who would consider a full time, a part time,
or both types of job if they were looking for another
job 322
List of Tables xv
10.1 Correlations between managers and employees
perceptions of internal labour market advantages 336
10.2 Percentage of Don t know/Cannot really say
responses to each question 340
10.3 Percentage of employees who see themselves as
having a career , by gender and manager s judgement
of frequency having career in job category 349
A.1 The Work Attitudes/Histories Survey 1986: achieved
sample 357
A.2 The Household and Community Survey 1987:
achieved sample by characteristics at time of Work
Attitudes/ Histories Survey 361
A.3 The baseline employer sample 363
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| spelling | Employer strategy and the labour market ed. by Jill Rubery ... Oxford u.a. Oxford Univ. Press 1994 XV, 385 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier The social change and economic life initiative The rapid pace of industrial restructuring and the emergence of new employment policies have focused attention on the role of employers in determining the quantity and quality of employment. This book draws on important new data from the ESRC's Social Change and Economic Life Initiative to test, modify, and challenge much of the current academic literature on the determinants of employer policy and how these influence employment structures and individual employment opportunities. The book begins with an authoritative synthesis of the influential debates on labour market segmentation, flexibility, post-Fordism, deskilling, the gendering of work, and the 'new' industrial relations. Ten substantive chapters then extend these debates in several directions They make significant progress on three fronts: first, they suggest that the determinants of employer policy are both complex and strongly related to product market conditions; secondly, they find that employee attitudes and perceptions are critical to the implementation and effectiveness of employer policy; and, thirdly, they explore the interdependency between internal employment policies and external labour market conditions and begin to develop an integrated approach to internal and external labour markets Arbeidsmarkt gtt Arbeidsverhoudingen gtt Arbeitsmarkt Industrial relations Great Britain Labor market Great Britain Arbeitsbeziehungen (DE-588)4002617-6 gnd rswk-swf Arbeitsmarkt (DE-588)4002733-8 gnd rswk-swf Großbritannien Großbritannien (DE-588)4022153-2 gnd rswk-swf (DE-588)4143413-4 Aufsatzsammlung gnd-content Großbritannien (DE-588)4022153-2 g Arbeitsmarkt (DE-588)4002733-8 s Arbeitsbeziehungen (DE-588)4002617-6 s DE-604 Rubery, Jill Sonstige oth HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=006523924&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Employer strategy and the labour market Arbeidsmarkt gtt Arbeidsverhoudingen gtt Arbeitsmarkt Industrial relations Great Britain Labor market Great Britain Arbeitsbeziehungen (DE-588)4002617-6 gnd Arbeitsmarkt (DE-588)4002733-8 gnd |
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| title | Employer strategy and the labour market |
| title_auth | Employer strategy and the labour market |
| title_exact_search | Employer strategy and the labour market |
| title_full | Employer strategy and the labour market ed. by Jill Rubery ... |
| title_fullStr | Employer strategy and the labour market ed. by Jill Rubery ... |
| title_full_unstemmed | Employer strategy and the labour market ed. by Jill Rubery ... |
| title_short | Employer strategy and the labour market |
| title_sort | employer strategy and the labour market |
| topic | Arbeidsmarkt gtt Arbeidsverhoudingen gtt Arbeitsmarkt Industrial relations Great Britain Labor market Great Britain Arbeitsbeziehungen (DE-588)4002617-6 gnd Arbeitsmarkt (DE-588)4002733-8 gnd |
| topic_facet | Arbeidsmarkt Arbeidsverhoudingen Arbeitsmarkt Industrial relations Great Britain Labor market Great Britain Arbeitsbeziehungen Großbritannien Aufsatzsammlung |
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