Labour Market Segmentation Theory

Peck, Jamie

doi:10.1080/10301763.1989.10669066

Cited by 32 publications

(23 citation statements)

References 44 publications

(46 reference statements)

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“…The literature that has considered this aspect has tended to make use of cross sectional data and has focused on a range of theoretical approaches that seek to situate labour market outcomes as a function of for example, skills, training and human capital (Becker 1975), labour market segmentation (Peck 1989), the impact of perceived employment opportunities (Humphrey 1940;Long 1958) decision about job search and employment (Kingdon and Knight 2006;Ehrenberg and Smith 2003) or other trade offs between work and non-work (Becker 1976(Becker , 1991van Ham et al 2001). Largely these types of studies have tended to focus on providing detailed summaries of unemployment, discouragement and other marginal attachment for various socio-demographic groups.…”

Section: Introductionmentioning

confidence: 99%

Labour Underutilisation and Gender: Unemployment Versus Hidden-Unemployment

Baum

Mitchell

2009

Popul Res Policy Rev

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Section: Introductionmentioning

confidence: 99%

Labour Underutilisation and Gender: Unemployment Versus Hidden-Unemployment

Baum

Mitchell

2009

Popul Res Policy Rev

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“…First, there has been a tendency to move away from a dualist formulation towards those which suggest that dualism is simply a heuristic device (McNabb & Ryan, 1990). Second, the mono-causal approaches of early authors have been superseded by multi-causal theories (Peck, 1989). Third, much more emphasis has been placed on the supply side of the labour market.…”

Section: Alternative Internal Labour Market Modelsmentioning

confidence: 98%

“…The major difference between neoclassical and segmentation theorists lies in the emphasis of the former on the supply side of the labour market and that of the latter on the demand side. Attention is paid to the characteristics of jobs rather than individuals and, moreover, the process of job-creation is seen as analytically prior to job filling (Peck, 1989). The failure of the competitive pressures to eradicate qualitative differences between jobs results in the rationing of 'good' jobs according to rules laid down by employers.…”

Section: Alternative Internal Labour Market Modelsmentioning

confidence: 99%

Opening the Black Box: Economic Analyses of Internal Labour Markets

Creedy

Whitfield

1992

Journal of Industrial Relations

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Kingdom. The authors would like to thank the anonymous referees of the JIR for comments on an earlier draft of this paper.Recent years have seen the increasing interest of economists in the behaviour of firms in relation to their employees. The result is a reduction in the dichotomy of subject matter between industrial relations and labour economics. Despite this, substantial differences still exist, particularly between the approach of neoclassical economists and those (both economists and others) working outside this tradition. These differences are both theoretical and methodological and suggest a need for researchers examining the internal labour market to build bridges in their efforts to understand how firms price and allocate their labour. It is also suggested that a greater emphasis on the testing of competing hypotheses would be useful in this respect.

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“…The majority of employees in the clothing industry in metropolitan areas have been females born in Southern Europe; Australian and New Zealand born females have dominated employment in the regional areas. In the last two decades or so, the Southern European migrant women who entered the clothing industry in the 1960s have not been replaced, for their daughters have sought better jobs and working conditions in other industries (Collins 1988;Peck 1989). The reduced supply of Southern European migrant workers has been supplemented by women recently arrived from Asian countries, especially Vietnam.…”

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confidence: 97%

The Australian clothing industry: competition, productivity and scale

Zhang

Webber

1992

Australian Geographer

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There has been substantial change in the Australian clothing industry over the last 20 years. Forms of restructuring in the industry include both the re-emergence of outworking and subcontracting, and locational changes (decline in inner metropolitan areas, perhaps offset by outworking, but relative growth in other regions). The total turnover has slightly increased whereas employment has declined sharply. The changes in employment and output have led to major growth in labour productivity and in capital intensity. Yet labour productivity growth may not be the outcome of significant technical change: productivity growth is sometimes the result of plant closure; the formal social relations of outworking may permit plants to capture some of the profits produced by subcontractors. In any event, there is no evidence of improvements in total factor productivity in the clothing industry. Despite popular conceptions, the clothing industry has been able to achieve high rates of profit. Thus, the prices charged by the clothing industry have exceeded those needed to earn an average rate of return. But that rate of profit produces only small quantities of profit in its typical small plants. The general problem of the clothing industry is the very small scale of the most plants, resulting in lack of income for enterprises and of funds for new investment. The issue, then, is more complex than simply costs and international competition: it is more a question of investment dynamics and scale.

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Labour Market Segmentation Theory

Cited by 32 publications

References 44 publications

Labour Underutilisation and Gender: Unemployment Versus Hidden-Unemployment

Labour Underutilisation and Gender: Unemployment Versus Hidden-Unemployment

Opening the Black Box: Economic Analyses of Internal Labour Markets

The Australian clothing industry: competition, productivity and scale

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