Forms of Employment from the Perspective of Demographic Cohorts

• Autorzy: Dominika Bąk-Grabowska , Anna Cierniak-Emerych , Szymon Dziuba , Katarzyna Grzesik

Warianty tytułu

Formy zatrudnienia z perspektywy kohort demograficznych

• Języki publikacji: EN

Abstrakty

Na podstawie przeglądu literatury przedmiotu dostrzeżono potrzebę analizy stosowania form zatrudnienia w różnych kohortach demograficznych. Istotna okazała się kategoria dobrowolności wyboru form zatrudnienia przez pracobiorców i respektowanie ich interesów w perspektywie długookresowej. Badania empiryczne przeprowadzono przy użyciu techniki CAWI na reprezentatywnej próbie 1000 pracujących Polaków. Wyniki badań wykazały zróżnicowanie w 4 badanych kohortach: 18-24, 25-39, 40-54, 55-64. W formach niestandardowych najczęściej pracują młodzi (niemal dwukrotnie częściej niż średnia w badanej populacji). W tej grupie wiekowej, w ramach zatrudnienia niestandardowego, dominują umowy prawa cywilnego i zatrudnienie nierejestrowane. W kolejnych dwóch grupach wiekowych znacząco rośnie udział stabilnych form zatrudnienia. Udział form niestandardowych wśród najstarszych jest wyraźnie wyższy niż w poprzednich dwóch kohortach. Statystycznie potwierdzono, że udział niedobrowolnych form zatrudnienia rośnie wraz z wiekiem. Współwystępuje to ze statystycznym potwierdzeniem prawidłowości, że im młodsi pracobiorcy, tym częstsza deklaracja, że formy niestandardowe pozwalają na zaspokojenie ich interesów. Zdecydowanie większa dysproporcja, przejawiająca się w mniejszym zaspokajaniu interesów pracobiorców niż pracodawców, występuje przy niestandardowych formach zatrudnienia. Ustalenia te podkreślają znaczenie formy zatrudnienia dla zaspokajania interesów pracobiorców i zależność tych kategorii od kohorty. (abstrakt oryginalny)

Słowa kluczowe

EN

Employment forms; Cohort study; Demographic structure; Employees' interests

PL

Formy zatrudnienia; Badania kohortowe; Struktura demograficzna; Interes pracowniczy

• Czasopismo: Przegląd Organizacji
• Rocznik: 2022
• Numer: nr 3
• Strony: 32--40

Twórcy

autor

Dominika Bąk-Grabowska

• Wroclaw University of Economics and Busines

autor

Anna Cierniak-Emerych

• Wroclaw University of Economics and Busines

autor

Szymon Dziuba

• Wroclaw University of Economics and Busines

autor

Katarzyna Grzesik

• Wroclaw University of Economics and Busines

Bibliografia

• [1] Benach J., Amable M., Muntaner C., Benavides F.G. (2002), The Consequences of Flexible Work for Health: Are We Looking at the Right Place? "Journal of Epidemiology and Community Health", Vol. 56, No. 6, pp. 405-406.
• [2] Berkup S.B. (2014), Working with Generations X and Y in Generation Z Period: Management of Different Generations, [in:] Business Life, "Mediterranean Journal of Social Sciences", Vol. 5, No. 19, pp. 218-229.
• [3] Bernstrom V.H., Drange I., Mamelund, S.-E. (2019), Em-ployability as an Alternative to Job Security, "Personnel Re-view", Vol. 48, No. 1, pp. 234-248.
• [4] Bradley H., Van Hoof J. (2005), Young People in Europe. La-bour Markets and Citizenship, Policy Press, Bristol.
• [5] Buchholz S., Rinklake A., Blossfeld H.-P. (2013), Reversing Early Retirement in Germany. A Longitudinal Analysis of the Effects of Recent Pension Reforms on the Timing of the Transition to Retirement and on Pension Incomes, "Compa-rative Population Studies", Vol. 38, No. 4, pp. 881-906.
• [6] Cappelli P., Keller J.R . (2013), Classifying Work in the New Economy, ,, Academy of Management Review", Vol. 38, No. 4, pp. 575-596.
• [7] Chudzikowski K . (2012), Career Transitions and Career Suc-cess in the 'New' Career Era, "Journal of Vocational Behavior", Vol. 81, No. 2, pp. 298-306.
• [8] Culpin B., Millar C., Peters K . (2015), Multi-generational Frames of Reference: Managerial Challenges of four Social Generations in the Orgnanisation, ,,Journal of Managerial Psychology", Vol. 30, No. 1, pp. 1-7.
• [9] D'Amours M. (2009), Non-standard Employment after Age 50: How Precarious is It? "Relations industrielles/Industrial Relations", Vol. 64, No. 2, pp. 209-229.
• [10] Dries N., Pepermans R ., de Kerpel E. (2008), Exploring four Generations' Beliefs about Career - Is 'Satisfied' the New 'Successful', ,,Journal of Managerial Psychology", Vol. 23, No. 8, pp. 907-928.
• [11] Egri C.P., Ralston D.A. (2004), Generation Cohorts and Personal Values: A Comparison of China and the US, "Organization Science", Vol. 15, No. 2, pp. 210-220.
• [12] Eurostat (2020), Employees with a Contract of Limited Duration, https://ec.europa.eu/eurostat/databrowser/view/tps00073/default/table?lang=en, access date: 31.05.2021.
• [13] Farné S., Vergara C.A. (2015), Economic Growth, Labour Flexibilization and Employment Quality in Colombia, "International Labour Review", Vol. 154, No. 2, pp. 253-269.
• [14] Foster K . (2013), Generation and Discourse in Working Life Stories, "The British Journal of Sociology", Vol. 64, No. 22, pp. 195-215.
• [15] Gibson J.W., Greenwood R .A., Murphy Jr, E.F. (2009), Ge-nerational Differences in the Workplace: Personal Values, Behaviors, and Popular Beliefs, "Journal of Diversity Manage-ment", Vol. 4, No. 3, pp. 1-8.
• [16] Gódány Z., Székely M. (2021), Atypical Forms of Employment in Slovakia Based on the Survey of Slovak Respondents of Generations X , Y and Z, https://relik.vse.cz/2020/ down-load/pdf/333-Godany-Zsuzsanna-paper.pdf, access date: 16.01.2021.
• [17] Green A., Livanos I. (2017), Involuntary Non-standard Em-ployment in Europe, "European Urban and Regional Studies", Vol. 24, No. 2, pp. 175-192.
• [18] Guerin-Marion C., Manion I., Parsons H. (2018), Leading an Intergenerational Workforce: An Integrative Conceptual Framework, "International Journal of Public Leadership", Vol. 14, No. 1, pp. 48-58.
• [19] Hakansson K ., Isidorsson T. (2016), Temporary Agency Workers-precarious Workers? Perceived Job Security and Employability for Temporary Agency Workers and Client Organization Employees at a Swedish Manufacturing Plant, "Nordic Journal of Working Life Studies", Vol. 5, No. 4, pp. 3-22.
• [20] Holian R . (2015), Work, Career, Age and Life-stage: Assumptions and Preferences of a Multigenerational Work-force, "Labour & Industry A Journal of the Social and Eco-nomic Relations of Work", No. 25, pp. 278-292.
• [21] Kaźmierczyk J., Kaźmierczyk J., Chinalska A. (2018), Flexi-ble Forms of Employment, an Opportunity or a Curse for the Modern Economy? Case Study: Banks in Poland, "Entrepre-neurship and Sustainability", Vol. 6, No. 2, pp. 782-798.
• [22] Kooij D.T.A.M., de Lange A.H., Jansen P.G.W., Kanfe R ., Dikkers J.S.E. (2011), Age and Work-related Motives: Results of a Meta-analysis, "Journal of Organizational Beha-vior", Vol. 32, No. 2, pp. 197-225.
• [23] Lamb D., Banerjee R ., Verma A. (2021), Immigrant-non--immigrant Wage Differentials in Canada: A Comparison between Standard and Nonstandard Jobs, "International Migration", Vol. 59, No. 5, pp. 1-21.
• [24] Leighton P., Syrett M., Hecker R ., Holland P. (2007), Out of the Shadows. Managing Self-employed, Agency and Outso-urced Workers, Elsevier.
• [25] Lyons S.T., Schweitzer L., Ng E.S. (2015), How Have Careers Changed? An Investigation of Changing Career Patterns across Four Generations, "Journal of Managerial Psychology", Vol. 30, No. 1, pp. 8-21.
• [26] Lyons S.T., Schweitzer L., Ng E.S., Kuron L.K .J. (2012), Comparing Apples to Apples: A Qualitative Investigation of Career Mobility Patterns across Four Generations, "Career Development International", Vol. 17, No. 4, pp. 333-357.
• [27] Lyons S., Kuron L. (2014), Generational Differences in the Workplace: A Review of the Evidence and Directions for Future Research, "Journal of Organizational Behavior", No. 35, pp. 139-157.
• [28] Novikova O., Ostafiichuk Y., Khandii O. (2019) Social Ju-stice and Economic Efficiency of the Modern Labour Market, "Baltic Journal of Economic Studies", Vol. 5, No. 3, pp. 145-151.
• [29] Piwowar-Sulej K ., Bąk-Grabowska D. (2021), The Impact of Mandate Contract and Self-employment on Workers' Health-evidence from Poland, "International Journal of Environmental Research and Public Health", Vol. 18, No. 6, pp. 1-20.
• [30] Poor J., Vinogradov S., Tőzsér G.G., Antalik I., Horbulák Z., Juhász T., Kovács I.E., Némethy K . Machová R . (2017), Atypical Forms of Employment on Hungarian-Slovakian Border Areas in Light of Empirical Researches, " Acta Polytech. Hungarica", Vol. 14, No. 7, pp. 123-141.
• [31] Richardson S., Lester L., Zhang G. (2012), Are Casual and Contract Terms of Employment Hazardous for Mental Health in Australia? "Journal of Industrial Relations", No. 54, pp. 557-578.
• [32] Riekhoff A.-J., Ojala S., Pyöriä P. (2021), Career Stability in Turbulent Times: A Cross-cohort Study of Mid-careers in Finland, " Acta Sociologica", https://doi.org/10.1177/0001699320983422.
• [33] Singh A. (2014), Challenges and Issues of Generation Z. IOSR,"Journal of Business and Management", Vol. 16, No. 7, pp. 59-63.
• [34] Smaliukiene R ., Bekesiene S. (2020), Towards Sustaina-ble Human Resources: How Generational Differences Impact Subjective Wellbeing in the Military? "Sustainability", Vol. 12, No. 23, p. 10016.
• [35] Smola K .W., Sutton C.D. (2002), Generational Differences: Revisiting Generational Work Values for the New Millennium, "Journal of Organizational Behavior", Vol. 23, No. 4, pp. 363-382.
• [36] Tophoven S., Tisch A. (2016), Employment Trajectories of German Baby Boomers and their Effect on Statutory Pension Entitlements, " Advances in Life Course Research", No. 30, pp. 90-110.
• [37] United Nations (2015), Population Division. World Population Ageing 2015, https://www.un.org/en/development/desa/population/publications/pdf/ageing/WPA2015_Report.pdf, access date: 31.05.2021.
• [38] Vacchiano M., Marti J., Yepes-Cayuela L., Verd J.M. (2018),Personal Networks in Job Insertion among Young Adults in Times of Crisis: An Analysis in Barcelona, "Revista Española de Investigaciones Sociológicas", No. 161, pp. 121-140.
• [39] Wang X ., Han L., Huang J., Zhang L., Rozelle S. (2016), Gender and Off-farm Employment: Evidence from Rural China, "China & World Economy", Vol. 24, No. 3, pp. 18-36.
• [40] Zaleska K .J., de Menezes L.M. (2007), Human Resources Development Practices and their Association with Employee Attitudes: Between Traditional and New Careers, "Human Relations", Vol. 60, No. 7, pp. 987-1018.

Identyfikatory

DOI

10.33141/po.2022.03.04