By Bruce Kaufman, David Lewin
Advances in business and exertions family members is a refereed study quantity released every year or biannually. even if the sequence is designed to target commercial relatives concerns, the editors welcome articles from students in assorted disciplines, resembling economics, legislations, historical past, organizational habit, psychology, and sociology. The sequence welcomes manuscripts which may be a little bit longer than is the case with so much journals, mostly in order that authors can discover their respective themes extra deeply.
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Additional resources for Advances in Industrial and Labor Relations, Volume 13
THE EFFECTS OF WORKING IN FSAS ON INCUMBENT WORKERS The dominant prediction associated with the negative view of flexible staffing arrangements is that they provide less desirable terms and conditions in employment than regular employment. This proposition has motivated a sizable body of quantitative empirical research investigating the effects of working in an FSA on incumbents. Most such studies seek to compare employment outcomes for workers in one or more types of FSA to outcomes for some reference group.
S. 3 Specifically, from 1972–1995, temporary help supply (THS) industry employment grew at an annual rate of over 11%, compared to a 2% annual growth rate for aggregate nonfarm employment (Segal & Sullivan, 1997a). In the short-run, THS employment growth appears to be influenced by both supply-side factors, such as the entry of married women into the labor force, and demand side factors, such as economic expansion and foreign competition (Golden & Appelbaum, 1992; Golden, 1996; Laird & Williams, 1996).
2002). g. 18 Thus, even in cases where comparable workers in different staffing arrangements receive similar pay rates, there is concern that FSA workers are likely to lack the employer-provided benefits that are commonly part of the regular employee’s compensation package. Segal and Sullivan (1997a) report that PSS workers are less likely than nonPSS workers to have health insurance that is paid for (wholly or in part) by their employer, controlling for worker and job characteristics. 1 times less likely to have health insurance from any source than “standard employees” (Wiens-Tuers, 1998).
Advances in Industrial and Labor Relations, Volume 13 by Bruce Kaufman, David Lewin