Fixed-term employment in Norway and Sweden: A pathway to labour market marginalization?

Svalund, Jørgen; Berglund, Tomas

doi:10.1177/0959680117740777

Cited by 22 publications

(25 citation statements)

References 37 publications

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“…Still, the stricter rules in Norway were supported by stronger cognitive and normative sentiments about permanent contracts, as well as trade unions more actively sanctioning high shares of temporary workers (with the exception of warehouses). Svalund and Berglund (2017), studying those holding a fixed-term contract 5 years later, find that the risk of marginalization is higher in Sweden. Studying hiring processes at company level, we find that with the more lenient regulation of fixed-term work and TAW in Sweden, the threshold and criteria for reactive ad-hoc use and more strategical hiring of temporary workers appear to be somewhat lower among the Swedish companies.…”

Section: Discussionmentioning

confidence: 99%

Hiring of Flexible and Fixed-term Workers in Five Norwegian and Swedish Industries

Svalund

Peixoto

Dølvik

et al. 2018

NJWLS

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Analyzing how and why employers use fixed-term contracts or alternative forms of flexible, shortterm labor in five labor-intensive industries in Norway and Sweden, the main research question in this article is how employer hiring of temporary labor is affected by differences in national employment regulations and industries. Regarding employer motives, we find strong and similar inter-industry differences across the two countries, while the share of fixed-term employees is generally higher in Sweden than in Norway where regulations are stricter. Further, employers' hiring of fixed-term labor is contingent on their access to alternative sources of flexible labor when faced with shifting demand, need for substitutes, or complex shift plans. The mix of fixed-term labor, agency workers, and use of extra part-time work also varies across industries, depending on the pattern of production, work organization, and workforce gender profile.

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Section: Discussionmentioning

confidence: 99%

Hiring of Flexible and Fixed-term Workers in Five Norwegian and Swedish Industries

Svalund

Peixoto

Dølvik

et al. 2018

NJWLS

Self Cite

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“…Moreover, the strictness of the two types of EPL should not be considered separately, and central factor is the gap between the two (Barbieri and Cutuli, 2016;Dieckhoff and Steiber, 2012;Svalund and Berglund, 2018). In a situation of partial deregulation or flexibilization at the margin, where EPL-temporary has been liberalized while EPLregular remains strict (a large 'EPL-gap'), both the buffer and the screening functions imply that employers have an added incentive to offer renewals of temporary contracts instead of converting them into permanent ones (Blanchard and Landier, 2002;Noelke, 2016).…”

Section: Employment Protection Legislationmentioning

confidence: 99%

Transitions from temporary employment to permanent employment among young adults: The role of labour law and education systems

Högberg¹,

Strandh

Baranowska-Rataj

2019

Journal of Sociology

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Temporary work is common across Europe, especially among young people. Whether temporary employment is a transitory stage on the road to standard employment, and whether this varies depending on institutional contexts, is controversial. This article investigates variability in transition rates from temporary to permanent employment across Europe, and how this is related to employment protection legislation (EPL) and the vocational specificity of education systems. We utilize harmonized panel data from the European Union Statistics on Income and Living Conditions, covering 18 European countries and including 34,088 temporary workers aged 18–30. The results show that stricter EPL is associated with lower rates of transitions to permanent employment, while partial deregulation, with strict EPL for permanent contracts but weaker EPL for temporary contracts, is associated with higher transition rates. Vocationally specific education systems have higher transition rates, on average. Moreover, the role of EPL is conditional on the degree of vocational specificity.

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“…11 All of the above studies control for observed individual heterogeneity and unobserved time-invariant heterogeneity. A related study for Sweden and Norway examines the long-term probabilities of low earnings, defined as having less than 50% of median earnings 5 years later (Svalund and Berglund 2018). The differences in the probabilities of low earnings between those initially on fixedterm contracts and in permanent jobs turn out to be modest for Sweden and even smaller for Norway (2-5 and 1-2 percentage points, respectively).…”

Section: Econometric Analysis Of the Wage Premium For Fixed-term Emplmentioning

confidence: 99%

Non-standard Employment in Sweden

Skedinger

2018

De Economist

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In Sweden, as in many other countries, marginal groups tend to be overrepresented in non-standard employment. A decomposition of the employment rate of full-time workers on permanent contracts reveals that non-standard employment contributes to a substantially weaker labour market attachment for females and the foreign born than suggested by conventional employment figures alone. Our econometric analysis shows that the negative wage premia associated with fixed-term employment are considerably smaller in Sweden, both for natives and foreign born, than those that have been found for other countries. This may be due to a highly compressed wage structure and extensive coverage of collective bargaining in Sweden. On the whole, the type of fixed-term contract seems not to matter for the estimated wage premia.

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Fixed-term employment in Norway and Sweden: A pathway to labour market marginalization?

Cited by 22 publications

References 37 publications

Hiring of Flexible and Fixed-term Workers in Five Norwegian and Swedish Industries

Hiring of Flexible and Fixed-term Workers in Five Norwegian and Swedish Industries

Transitions from temporary employment to permanent employment among young adults: The role of labour law and education systems

Non-standard Employment in Sweden

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