Changements organisationnels et déstabilisation des salariés: quels modes de rupture des contrats de travail ?

Coralie Perez

Revue française de socio-Economie, 2013, vol. n° 12, issue 2, 209-229

Abstract: Organizational and technological changes tend to accelerate the reallocation of labor. But more specifically, what do we know of the relationship between the type of change and the nature of the breach of contract work (economic redundancy, dismissal on personal grounds or resignation)? The paper relies upon both quantitative and qualitative data. The quantitative data come from a French matched employer-employee survey, the 2006 Organisational Change and Computerisation survey. The qualitative part draws on thirty interviews with employees who had left their firm. It shows that while significant links can be identified between types of change and the break up, termination appears in all cases as a way to ?exit?, i.e. to escape the degradation of working conditions and the loss of valuable job features.

Keywords: organizational changes; working conditions; job separation; quit; matched employer-employee survey (search for similar items in EconPapers)
Date: 2013
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Related works:
Working Paper: Changements organisationnels et déstabilisation des salariés: quels modes de rupture des contrats de travail ? (2013)
Working Paper: Changements organisationnels et déstabilisation des salariés: quels modes de rupture des contrats de travail ? (2013)
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Persistent link: https://EconPapers.repec.org/RePEc:cai:rfsdec:rfse_012_0209

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