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This volume contains empirical analyses of European psychologists
and sociologists on the impact of job insecurity on trade union
membership, activism and upon the attitudes of individual workers
towards unions. Little is currently known about the impact of job
insecurity on the union participation of workers, which is
significant given the importance of trade unions in European
collective bargaining systems. This volume reports innovative and
pioneering research on this research gap. It answers questions such
as: do workers more easily join unions because of job insecurity,
or does it make them leave the union? Does it influence
participation in work's council elections or affect the intention
to become a union activist? And are workers less satisfied and less
committed to their unions when they experience job insecurity? The
book contains recommendations for policy makers, social partners
and practitioners in the field of work and organizations.
This title was first published in 2001. This detailed study of
European trade unions also addresses academic concerns about the
continuing relevance of the class concept as an analytical tool. As
a social movement, the trade union has always used the class
principal to unite and defend workers, and the diverse
contributions to this volume enable the more accurate positioning
of class discourse within both the debate about trade unions and
wider sociological inquiry.
This volume contains empirical analyses of European psychologists
and sociologists on the impact of job insecurity on trade union
membership, activism and upon the attitudes of individual workers
towards unions. Little is currently known about the impact of job
insecurity on the union participation of workers, which is
significant given the importance of trade unions in European
collective bargaining systems. This volume reports innovative and
pioneering research on this research gap. It answers questions such
as: do workers more easily join unions because of job insecurity,
or does it make them leave the union? Does it influence
participation in work's council elections or affect the intention
to become a union activist? And are workers less satisfied and less
committed to their unions when they experience job insecurity? The
book contains recommendations for policy makers, social partners
and practitioners in the field of work and organizations.
This title was first published in 2001. This detailed study of
European trade unions also addresses academic concerns about the
continuing relevance of the class concept as an analytical tool. As
a social movement, the trade union has always used the class
principal to unite and defend workers, and the diverse
contributions to this volume enable the more accurate positioning
of class discourse within both the debate about trade unions and
wider sociological inquiry.
1 This volume is one of four book publications of the project
"Social Convoy and S- tainable Employability: Innovative Strategies
for Outplacement/Replacement Couns- ling" (SOCOSE). It is supported
by the European Commission, DG Research, under the fifth Framework
Programme, Key Action "Improving the Socio-Economic Knowledge 2 3
Base" and coordinated by Thomas Kieselbach at the University of
Bremen . Starting point of our research is the increase in
occupational transitions (Rodgers & Rodgers, 1989). This is
caused by the ongoing globalisation of markets and eco- mies as a
whole, but might also be considered the central aspect of
globalisation: changes and flexibility which - on the part of the
individual employee - means tran- tions in his or her occupational
biography. These phases might include episodes of - employment as
well as training or re-orientation. While transitions increase,
employees experience insecurity with regard to their individual
employment situation to a much larger degree than in the past. The
formal 1 Kieselbach, T. (Ed.) (2004). Social Convoy in Occupational
Transitions: Recommendations for a European Framework in the
Context of Enterprise Restructuring. Bremen: University of Bremen,
Ins- tute for Psychology of Work, Unemployment and Health (IPG).
Kieselbach, T., Beelmann, G., Mader, S. & Wagner, O. (2005).
Sozialer Konvoi in beruflichen Tran- tionen: Individuelle und
organisationale Bewaltigung der Prekarisierung von Beschaftigung in
Deutschland Social convoy in occupational transitions: Individual
and organisational coping with precarisation of jobs]. Munchen:
Rainer Hampp."
Temporary employment has become a focus of policy debate, theory,
and research. The book addresses as its core concern the
relationship between temporary employment contracts and worker
well-being. It does so within the analytic framework of the
psychological contract, and advances theory and knowledge about the
psychological contract by exploring it from a variety of
perspectives. It also sets the psychological contract within the
context of a range of other potential influences on work-related
well-being including workload, job insecurity, employability, and
organizational support. A key aim of the book is to identify the
relative importance of these various potential influences on
well-being.
The book covers seven countries; Belgium, Germany, The Netherlands,
Spain, Sweden and the UK, as well as Israel as a comparator outside
Europe. Data were collected from over 5,000 workers in over 200
organizations; and from both permanent and temporary workers as
well as from employers.
The book's conclusions are interesting and controversial. The
central finding is that contrary to expectations, temporary workers
report higher well-being than permanent workers. As expected, a
range of factors help to explain variations in work-related
well-being and the research highlights the important role of the
psychological contract. However, even after taking into account
alternative explanations, the significant influence of type of
employment contract remains, with temporary workers reporting
higher well-being. In addition to this core finding, by exploring
several aspects of the psychological contract, and taking into
account both employer and employee perspectives, the book sheds new
light on the nature and role of the psychological contract. It also
raises some challenging policy questions and while acknowledging
the potentially precarious nature of temporary jobs, highlights the
need to consider the increasingly demanding nature of permanent
jobs and their effects on the well-being of employees.
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