Heaven knows I‚Äôm miserable now

Gregg, Paul; Wadsworth, Jonathan; Knight, Genevieve

doi:10.4324/9780203446485.ch3

Cited by 3 publications

(3 citation statements)

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“…Gregg and Wadsworth (1995: 80) conclude on the basis of a panel analysis of the LFS that full-time jobs last just over six years, part-time jobs for about half as long and temporary jobs typically for just ten months. Similar findings emerge from analyses carried out by other authors using different data sets and different techniques (Burgess and Rees, 1996;Dex and McCulloch, 1997;Gregg et al, 2000;Booth et al, 2000).…”

Section: Non-standard Jobs Training Skills and Insecuritysupporting

confidence: 84%

For better or worse? Non-standard jobs and high involvement work systems

Felstead

Gallie²

2004

The International Journal of Human Resource Management

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FOR BETTER OR WORSE? NON-STANDARD JOBS AND HIGH INVOLVEMENT WORK SYSTEMS 'Peripheral forms of employment such as temporary and part-time jobs … entailed "intrinsic" or unavoidable shortcomings for workers; in particular, they tended to lack employment security. In addition, such jobs were inclined to require only low-level skills, and their peripheral status tended to inhibit investment in training from employers and workers in them were unlikely to enjoy substantial opportunities for advancement' (NEDO, 1986: 10).

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Section: Non-standard Jobs Training Skills and Insecuritysupporting

confidence: 84%

For better or worse? Non-standard jobs and high involvement work systems

Felstead

Gallie²

2004

The International Journal of Human Resource Management

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“…Two particular trends in turnover since the early 1980s have been noticeable. First, turnover in the labour market is higher during periods of growth than during recessions, as the influence of quits always supersedes the influence of lay offs (Gregg and Wadsworth, 1996). Secondly, even during a period of 1914± 1945 1946± 1972 1973± 1979 1980± 1989 1990± 1996 Voluntary quit The Case of Great Britain 47 Table 4.…”

Section: Redundancies Turnover and Mobilitymentioning

confidence: 98%

“…In 1990, when two years' service was required (five years for those working between 8 and 16 hours per week), only 62% of employees qualified, and self-employment had risen to 3.4 million. By 1995 the number protected had increased to 70% of employees in part because of the abolition of the separate thresholds for part-time workers, and because of reduced voluntary quits during a period of recession (Gregg and Wadsworth, 1996).…”

Section: Flexible Forms Of Workmentioning

confidence: 99%

The Management of Redundancies in Europe: The Case of Great Britain

Deakin

Wilkinson

1999

Labour

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The paper presents the findings of a comparative and interdisciplinary legal and economic study on managing labour redundancies in seven EU member countries. It is structured for immediate comparability between the systems examined. The introductory section contains an account of the evolution of the British labour market, with special reference to redundancy trends, the features of the programmes for managing redundancies, the roles of firms and the`external environment' in handling workforce adjustments. The second section presents a map of policies that work to prevent labour redundancies ( preventive measures) such as flexibility, training etc. Next, the instruments for handling temporary labour redundancies (retentive measures) are examined (e.g. short-time working, temporary layoffs etc.). The following section is devoted to instruments and programmes involved in the management of permanent labour redundancies (expulsive measures), e.g. collective dismissals, severance pay etc. The final section provides an overall assessment of the British system for managing labour redundancies, and briefly discusses the national debate on the prospects for reform, in light of the principles and policies of convergence set forth by the European Union.

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Fractured Transitions: Young Adults' Pathways into Contemporary Labour Markets

2008

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This article uses qualitative data from a study of young adults aged 20-34 in Bristol to explore the labour market transitions considered typical of contemporary advanced economies.The main objective of the article is to develop a typology of labour market pathways that illuminates the complexity and variability of lengthened youth transitions. In addition to this typology we explore the economic consequences of these pathways for young adults, showing that they are vulnerable to job change, unemployment and low pay. Finally, we explore the attitudes of young adults to their situation.We found that they were surprisingly undismayed by these labour market vicissitudes: many of them displayed a 'structure of feeling' we refer to as 'internalized flexibility', which helps them to maintain optimism and anticipate change in a challenging economic environment.

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Heaven knows I‚Äôm miserable now

Cited by 3 publications

References 0 publications

For better or worse? Non-standard jobs and high involvement work systems

For better or worse? Non-standard jobs and high involvement work systems

The Management of Redundancies in Europe: The Case of Great Britain

Fractured Transitions: Young Adults' Pathways into Contemporary Labour Markets

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