Arbeitszeitflexibilisierung: Welche Modelle entlasten den Arbeitsmarkt?

Kleinhenz Gerhard (), Wolfgang Franz and Gerlach Knut ()
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Kleinhenz Gerhard: Universität Passau, Wirtschaftswissenschaftliche Fakultät, Lehrstuhl für Volkswirtschaftslehre mit Schwerpunkt Wirtschafts- und Sozialwissenschaften, Innstraße 27, D – 94032 Passau
Gerlach Knut: Universität Hannover, Institut für Quantitative Wirtschaftsforschung, Abt. Politische Wirtschaftslehre und Arbeitsökonomie, Königsworther Platz 1, D – 30167 Hannover

Zeitschrift für Wirtschaftspolitik, 2004, vol. 53, issue 3, 315-342

Abstract: Gerhard Kleinhenz gives an overview on the substantial progress in increasing the flexibility of work in Germany over the last 30 years. He strikes a positive balance: The situation has improved a lot. Never-the-less, reality is still far away from the vision of flexibility Economists have. He promotes increased awareness of its advantages: Relieving the labor market and to mobilise additional employees, which will become important because of demographic transition.Wolfgang Franz calls his article “winds of change - from shorter to longer work hours in Germany. He points out that there is a long lasting debate whether shortening of work hours has positive employment effects. It can be convincingly argued, however, that Germany′s work-sharing experiment failed. But now the dispute has taken quite the opposite direction. Will a longer work week create more jobs? More unpaid working hours will almost certainly increase labor demand but a considerable fraction of this additional labor input will be met by the employers now working longer. Besides this, the current movement towards longer work hours in order to secure jobs call for more flexibility of some institutional regulations dictated by jurisdiction, namely the principle of favourable solutions in the context of industry level bargaining. Knut Gerlach argues that under flexible working time contracts, specifically working time accounts as the most wide-spread and innovative type, workers, works councils and management agree to intertemporal time transfers usually with respect to a period of 12 months. In many firms this agreement is accompanied by guaranteeing implicitly or explicitly a temporary employment stability. He shows that such contracts achieve a greater short-term labor market flexibility and by lowering production costs as well as enhancing the efficiency of work organization they might increase employment in specific circumstances. The draw back, however, is that the stability of employment in conjunction with fixed wages (efficient contracts) might lead to long-term wage hikes and negative employment effects. To garner the employment enhancing impact of working time accounts they have to be supplemented by more flexibility of collective wage contracts, specifically by additional competition between different wage setting regimes.

Date: 2004
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DOI: 10.1515/zfwp-2004-0304

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