juan menéndez-valdés. flexibilidad y compromiso en las nuevas estructuras organizativas. 50º...

Flexibility and Commitment in New Organisational Structures –Evidence from Eurofound

Juan Menéndez-Valdés, Director, Eurofound

6 October 2016

Structural change in the labour market

3

Employment growth by wage quintile in EU 1998 - 2013

Long term trend in high growth of well paid jobs – with some polarisation

Source: European Jobs Monitor

Low paid

Highpaid

Net employment change in selected Member States: mixed picture

Employment change (in thousands) by wage quintile in Spain, Austria, Italy 2011 Q2 – 2015 Q2

Upgrading Downgrading

Labour market change – two paradoxes

Demographic change -

labour shortages

Technological change – surplus of

labour

Fewer routine jobs

More routine in all jobs

(New) forms of employment

2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 20158

10

12

14

16

18

20

22

24

26

28

Temporary

Part time & temporary employment as % of all employment

Source: EU:LFS

More part-time jobs but similar rates of temporary jobs in the EU

Part time

2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 20158

10

12

14

16

18

20

22

24

26

28

Temporary

Temporary

Part time & temporary employment as % of all employment

Source: EU:LFS

More part-time jobs but similar rates of temporary jobs in the EU

Part time

Part time

Spain increase in part time… & decrease in temporary

Regularity of working hours (%) – High regularity still the norm

Bulgaria Malta Spain Germany EU28 Sweden Finland Denmark0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

HighMediumLow

Source: 6th European Working Conditions Survey (2015)

Employees Self-employed

Employment relationship

Work pattern

Employee sharing

Job sharing

Voucher-based work

Interim management

Casual work ICT-based mobile work

Portfolio work

Crowd

employment

Collaborative employment

11

 Employee-sharing Job sharing

Interim-management Casual work

ICT-based mobile work

Voucher-based work

Portfoliowork

Crowd employment

Colla-borative employment

Social protection                  

Health and safety                  

Income                  

Bonus, fringe benefits                  

Length of working time                  

Flexibility                  

Work-life balance                  

Stress, work intensity                  

Career development                  

Training, skill development                  

Content of tasks, responsibilities                  

Autonomy, control                  

Integration in work organisation                  

Representation                  

Implications for working conditions

12

 Employee-sharing

Job sharing

Interim-management

Casual work

ICT-based mobile work

Voucher-based work

Portfolio work

Crowd employ-ment

Colla-borative work

Job creation, job retention, crowding out of standard employment                  

Labour market integration                  

Segmentation of the labour market, social polarisation                  

Legalisation of employment                  

Increased attractiveness of the labour market                  

Upskilling of the labour force                  

Implications for the labour market

The company level

Results from the Third European Company Survey

Five groups of establishments

Systematic and

involving

(30%)

Externally oriented

(25%)

Top-down and

autonomous

(21%)

Interactive and

involving

(12%)

Passive management

(12%)

Combining work-place practices identified in the European Company Survey (ECS)

Source: 3rd European Company Survey

Well-being and performance of the five groups of establishments

-0.3 -0.2 -0.1 0.0 0.1 0.2 0.3

-0.2

-0.1

0.0

0.1

0.2

0.3

Systematic and involving Interactive and involving Externally oriented Top-down and internally oriented Passive management

Performance of establishment

Wor

kpla

ce w

ell-b

eing

Source: 3rd European Company Survey

FI SE AT UK DE EU28 ES EL HU HR0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Passive managementTop-down and internally oriented Externally oriented Interactive and involvingSystematic and involving

Type of establishment, selected countries (%)

Source: 3rd European Company Survey

Skills, discretion, engagement at the workplace

Data from the 6th European Working Conditions Survey

Skills and discretion index (0-100), selected countries

Greece Portugal Bulgaria Italy Spain EU28 Denmark Norway Finland0

10

20

30

40

50

60

70

Source: 6th European Working Conditions Survey (2015)

5655 6647

Working time quality index (0-100)

60

62

64

66

68

70

72

74

76

706766 73

Thank you for your attentionFor more information

www.eurofound.europa.eu

21

Job growth by type of contract in Europe, 2011-2015 Part-time jobs growth in all wage quintiles Growth in self employment and permanent only in top wage quintile

Source: European Jobs Monitor

0 10 20 30 40 50 60 700

5

10

15

20

25

30

atbe

bg

cy

czdk

ee

el

es

fifr

huie

it

lt

lu

lv

nl

pl

pt

ro

sesi

skuk

R² = 0.49022701271067

Transition rate: from temporary to permanent

Tem

pora

ry e

mpl

oym

ent r

ate

When temporary employment rates are high transitions out of temporary employment are low - segmentation

Eurofound (2016) “Recent developments in temporary employment: Employment growth, wages and transitions”

Selected indicators for use of creativity and task variety, EU 28 (%)

Non-monotonous tasks

Non-repetitive tasks Complex tasks Learning new things Applying own ideas Solving unforeseen problems

0

10

20

30

40

50

60

70

80

90

2005 2010 2015

Source: 6th European Working Conditions Survey (2015)

Break of less than 11 hours between two working days, by country (%)

Spain

Norway

Swed

en

Denmark

Finlan

d

Albania

Monten

egro

EU28Fra

nce

Netherl

ands

United

King

dom

Roman

iaMalt

aSe

rbia

Sloven

iaIre

land

Switz

erland

Czech

Repub

lic

Lithu

aniaTu

rkey

Belgium

Eston

ia

Luxe

mbourg

Austria

German

y

Hunga

ryPo

land

Slova

kia ItalyFY

ROMGree

ce

Croatia

Portu

galLa

tvia

Cyprus

Bulgari

a0%

10%

20%

30%

40%

50%

60%

70%

Self-employed Employees