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Konfigurationen von new employment relationships – Zur (In-)Stabilität von Arbeitsbeziehungen mit hochqualifizierten Arbeitskräften

  • Uta Wilkens
  • Caroline Ruiner
Chapter
Part of the Managementforschung book series (MGTF, volume 24)

Zusammenfassung

In unserem Beitrag schließen wir an den Diskurs zu new employment relationships an und arbeiten Uneindeutigkeiten in der Konstruktbeschreibung heraus. Unser Ziel ist es, Konfigurationen von new employment relationships hinsichtlich ihrer Merkmalsausprägungen zu spezifizieren. Wir stützen uns auf Ergebnisse einer qualitativen empirischen Befragung von Arbeitskräften und Arbeit- bzw. Auftraggebern aus wissensintensiven Beschäftigungsfeldern mit Flexibilisierungstendenzen in der Arbeitsvertragsgestaltung. Es lassen sich Arbeitnehmer- und Arbeitgebertypen identifizieren, die zu Konfigurationen von new employment relationships verdichtet werden. Dabei können drei Tauschbeziehungen unterschieden und nach ihren Merkmalsausprägungen auf einem Kontinuum verortet werden. Wir kennzeichnen diese als kurzfristige, wiederkehrende und langfristige Tauschbeziehung, deren Stabilität wir über das Maß der Reziprozität bestimmen. Als Ergebnis halten wir fest, dass die Konfiguration der wiederkehrenden Tauschbeziehung über einen Äquivalententausch hinausgehen kann und sich als stabiles wechselseitig akzeptiertes Muster der Zusammenarbeit zwischen Arbeitgebern und Arbeitskräften offenbart.

Flexibilisierung Hochqualifizierte, new employment relationships psychologischer Vertrag Reziprozität 

Abstract

In our paper we contribute to the discourse on new employment relationships and shed light on the ambiguities in the construct’s delineation. Our aim is to specify configurations of new employment relationships and their feature characteristics. We refer to the results of a qualitative empirical survey of employees as well as employers from knowledge-intensive fields with increasing contractual flexibility. As a result, types of employees and employers can be identified, which are condensed into configurations of new employment relationships. Temporary, recurring as well as continuous exchange relationships are distinguished and ranked according to their feature characteristics. The stability of the respective employment relationship is determined by the degree of reciprocity. We conclude that one configuration, the recurring exchange relationship, might exceed an exchange of equivalents and turns out to be a stable, mutually accepted collaboration between employers and employees.

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© Springer Fachmedien Wiesbaden 2014

Authors and Affiliations

  1. 1.Institut für Arbeitswissenschaft Lehrstuhl Arbeitsmanagement und PersonalRuhr-Universität BochumBochumDeutschland

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