 Changements organisationnels et déstabilisation des salariés: quels modes de rupture des contrats de travail ?Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) from HAL 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; changements; conditions de travail; ruptures; licenciement; démission; enquête couplée COI (search for similar items in EconPapers) Published in Revue Française de Socio-Economie, 2013, 12, pp.209-229. ⟨10.3917/rfse.012.0209⟩ 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:hal:cesptp:halshs-00926774 Access Statistics for this paper More papers in Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) from HAL |
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