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Gilton Klerck - One of the best experts on this subject based on the ideXlab platform.

  • Rise of the temporary Employment industry in Namibia: a regulatory 'fix'
    Journal of Contemporary African Studies, 2009
    Co-Authors: Gilton Klerck
    Abstract:

    Abstract The role of the temporary Employment industry as an active intermediary in the job market can only be fully understood in the context of wider processes of restructuring and regulation at a particular time and place. In Namibia, the rise of poorly regulated Employment relationships occurred in a context of expanding institutional and statutory regulation of the labour market. Here the temporary Employment industry thrives within the interstices left by the limits in regulatory coverage. Nonstandard jobs are premised on a selective decoupling of the Employment relationship from statutory, and hence almost invariably also collective, protective measures. The mediating role of the Employment Agency between the client firm and the temporary labourer allows management to evade or dilute the protections that insulate permanent employees from competitive pressures in the external market. As such, temporary Agency Employment constitutes both a regulatory ‘fix’ for the dilemmas associated with the deploym...

Pedro Portugal - One of the best experts on this subject based on the ideXlab platform.

  • Job search methods and outcomes
    Oxford Economic Papers, 2002
    Co-Authors: John T. Addison, Pedro Portugal
    Abstract:

    In this paper we investigate the process of job search, using a unique, large-scale data set for Portugal that allows us to assess the effect of job search methods on escape rates from unEmployment and, in a new departure, the impact of job-finding methods used by the unemployed on earnings. In each case, the characteristics of workers receive careful attention. In addition, the effectiveness of the job search process is evaluated in terms of the periodicity of the resulting job match. Some emphasis is accorded the role of the public Employment Agency which, despite its frequency as a search vehicle, is found to have a low hit rate and to lead to low-paying jobs. Such jobs are also shorter lasting, only partly because they are more likely to be of a fixed-term nature. The policy backdrop is provided by the "Employment chapter" of the Treaty of Amsterdam. Given our results, some concern naturally arises as to the capacity of the public Employment Agency to meet the targets set under European Employment initiatives.

Makoto Watanabe - One of the best experts on this subject based on the ideXlab platform.

  • Understanding the Role of the Public Employment Agency
    2018
    Co-Authors: Christian Holzner, Makoto Watanabe
    Abstract:

    The Public Employment Agency (PEA) provides intermediation services in the labor market. We investigate the implications of having such an additional market place using a tractable search model. The intermediation services enable registered firms to pay lower wages compared to the private market. Paying lower wages leads to adverse selection. When deciding whether or not to register with the PEA firms have to trade off the negative selection of applicants coming through the PEA with the lower wages possible at the PEA. This explains why only a fraction of firms use the PEA as search channel although it is free of charge. Our model also suggests which job-types are more likely to be registered with the PEA. We test these theoretical predictions empirically using the German Job Vacancy Survey and the German Socio Economic Panel and find strong support for them.

  • Understanding the Role of the Public Employment Agency
    2016
    Co-Authors: Christian Holzner, Makoto Watanabe
    Abstract:

    Using a unique vacancy dataset, we find that the Public Employment Agency (PEA) distributes workers more evenly across vacancies than the private market. We investigate the implications of having such a market place by using a directed search model, where firms can search via the PEA or the private market. Lower coordination frictions reduce wage competition and enable registered firms to pay lower wages compared to the private market. This advantage has to be traded off against the negative selection of applicants coming through the PEA. We take these theoretical predictions to the data and find strong support for them.

  • Labor Market Equilibrium with Public Employment Agency
    SSRN Electronic Journal, 2015
    Co-Authors: Christian Holzner, Makoto Watanabe
    Abstract:

    We develop and empirically test a labor market model with Public Employment Agencies (PEA) in order to understand why not all vacancies use the costless services provided by the PEA. We show that both the search market and the PEA can be active in equilibrium. In such an equilibrium, workers with a higher productivity have a higher chance of receiving a job offer and hence a higher value of searching privately. This enables firms in the search market to attract a better pool of applicants by posting a higher wage than firms registered with the PEA. Registered firms have no incentive to compete with firms in the search market since the application process in the PEA is coordinated so that the offered wage cannot affect the meeting probability. Using the German Job Vacancy Survey, we test the implications of our theory and find strong support for it.

Chris Forde - One of the best experts on this subject based on the ideXlab platform.

  • you know we are not an Employment Agency manpower government and the development of the temporary help industry in britain
    2008
    Co-Authors: Chris Forde
    Abstract:

    This article looks at the early development of the temporary help industry in Britain. It focuses on the activities of one of the largest suppliers of temporary workers, Manpower, in the late 1960s and early 1970s. Drawing on material from The UK National Archives, the article examines Manpower's efforts to gain access as a genuine employer to the state Employment exchange network to advertise their temporary vacancies. The article reveals the incremental changes in attitude within the government towards Manpower's activities and argues that this gave the company a competitive advantage over other Employment agencies, facilitating their development of relations with the government and the trade unions in Britain over the 1970s and 1980s. The main conclusion of the article is that explicit attention needs to be paid to the actions and strategies of agencies themselves in order to develop an adequate understanding of the growth and development of the temporary help industry.

  • Temporary Arrangements: The Activities of Employment Agencies in the UK:
    Work Employment and Society, 2001
    Co-Authors: Chris Forde
    Abstract:

    Temporary Employment Agency working has increased dramatically in recent years. Labour Force Survey figures reveal that the number of workers employed on a temporary basis through agencies increased in the UK from 50,000 in 1984 to 250,000 in 1999, by which point temporary Agency staff (temps) constituted 1.1 per cent of the employed workforce (Casey 1988: 490; Department of Trade and Industry 1999: 109). Studies which have considered UK employers' use of different forms of labour have revealed a range of reasons as to why firms seek recourse to Employment agencies (McGregor and Sproull 1991; Hunter and MacInnes 1991; Cully et al. 1999). The 1998 UK Workplace Employee Relations Survey, for example, has indicated that of workplaces using Agency staff, 59 per cent were doing so to provide short-term cover. Adjusting the workforce in line with demand was cited as a reason by 40 per cent of firms, and covering for maternity leave by 22 per cent of users (Cully et al. 1999:37).

Anders Dysvik - One of the best experts on this subject based on the ideXlab platform.

  • dual support in contract workers triangular Employment relationships
    Journal of Vocational Behavior, 2010
    Co-Authors: Robert Buch, Bård Kuvaas, Anders Dysvik
    Abstract:

    Abstract This study investigated the interplay between perceived investment in contract worker development by the client organization and contract workers' perceived organizational support from their temporary Employment Agency . A study among 2021 contract workers from three temporary Employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers' perceived organizational support from the Agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the client organization was accompanied by higher levels of perceived support from the temporary Employment Agency. These findings suggest that client organizations, which hire from temporary Employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers' development.