 Flexible Work Situations and Employees’ Thoughts of Leaving the OrganizationTomas Berglund Chapter 9 in Flexibility and Stability in Working Life, 2007, pp 148-172 from Palgrave Macmillan Abstract: Abstract One important factor in labour market flexibility is the readiness of employees to change jobs and employers. The mobility of employees to growing sectors of the economy is commonly regarded as a sign of a well-functioning labour market. However, flexibility is a complex concept, as demonstrated by Jonsson in Chapter 3 of this volume. Before we can make use of this notion in a stringent and scientific way, we must always ask, ‘For whom is flexibility desirable?’ Furthermore, flexibility has a conceptual companion in stability through the concept of desirable non-variation. Jonsson stresses the point that variation and change may not always be the ideal for an agent;it could rather be interpreted as instability. From a labour market perspective, therefore, employees’ potential for mobility can be regarded as a prerequisite for labour market flexibility; but from the perspective of the employer, employees who want to leave the organization may create instability and potential replacement costs. Keywords: Labour Market; Organizational Commitment; Temporary Employee; Temporary Contract; Permanent Employee (search for similar items in EconPapers) There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it. Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-0-230-23538-0_9 Ordering information: This item can be ordered from Access Statistics for this chapter More chapters in Palgrave Macmillan Books from Palgrave Macmillan |
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