Kieselbach / Bagnara / De Witte Coping with Occupational Transitions

An Empirical Study with Employees Facing Job Loss in Five European Countries
2009
ISBN: 978-3-531-91694-1
Verlag: VS Verlag für Sozialwissenschaften
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Deutsch, 354 Seiten, eBook

Reihe: Psychologie sozialer Ungleichheit

Prof. Dr. Thomas Kieselbach is professor of Work and Health Psychology, head of the Institute for Psychology of Work, Unemployment and Health (IPG) at the University of Bremen (Germany) and member of the board of the International Commission on Occupational Health (ICOH).

Prof. Dr. Sebastiano Bagnara is professor of Psychology at the Department of Architecture and Urban Planning at the University of Sassari at Alghero (Italy) and past general secretary of the International Ergonomics Association (IEA).

Prof. Dr. Hans De Witte is professor of Work Psychology at the Department of Psychology (Research Group Work, Organisational & Personnel Psychology, WOPP) at the Katholieke Universiteit Leuven (Belgium).

Prof. Dr. Louis Lemkow is professor of Sociology at the Universitat Autònoma de Barcelona (Spain) and director of the Institute of Environmental Sciences and Technology also at the UAB.

Prof. Dr. Wilmar Schaufeli is professor of Work and Organizational Psychology and director of the Research Institute Psychology and Health at the Universiteit Utrecht (The Netherlands).

Zielgruppe

Research

Autoren/Hrsg.

Kieselbach, Thomas

Bagnara, Sebastiano

Witte, Hans

Lemkow, Louis

Schaufeli, Wilmar

De Witte, Hans

Inhaltsverzeichnis

1;Contents;6
2;Introduction;10
3;Comparative Report WP 2;14
4;Job insecurity and successful re-employment: Experiences in five European countries;15
4.1;1 Introduction;17
4.1.1;1.1 The “Renault Law” in Belgium;19
4.1.2;1.2 The “cassa integrazione” and the “mobility list” in Italy;20
4.1.3;1.3 The Social Security Code III (“Sozialgesetzbuch”/SGB) in Germany;20
4.1.4;1.4 Social plans in The Netherlands;21
4.1.5;1.5 Compensation in Spain;22
4.1.6;1.6 Labour market policies in Europe;22
4.2;2 Methodology of the overall project;25
4.2.1;2.1 Interview schedule of the qualitative studies;26
4.2.1.1;2.1.1 Employees in insecure job situations;26
4.2.1.2;2.1.2 Successfully re-employed employees;27
4.2.2;2.2 Cases of good practice of outplacement/replacement;27
4.2.3;2.3 Data analysis;28
4.3;3 Qualitative studies: Sample criteria;28
4.3.1;3.1 General criteria;29
4.3.2;3.2 National sample selection;30
4.4;4 Qualitative studies: comparison of results;33
4.4.1;4.1 Employees in insecure jobs;33
4.4.1.1;4.1.1 Situation in the present company;33
4.4.1.2;4.1.2 Aspects of justice;40
4.4.1.3;4.1.3 Employability;44
4.4.1.4;4.1.4 Responsibility;46
4.4.1.5;4.1.5 Concrete measures;49
4.4.2;4.2 Successfully re-employed employees;50
4.4.2.1;4.2.1 Situation in the former company;50
4.4.2.2;4.2.2 Aspects of justice;51
4.4.2.3;4.2.3 Employability;54
4.4.2.4;4.2.4 Responsibility;55
4.4.2.5;4.2.5 The outplacement measures;56
4.4.3;4.3 European comparison of the two sub-samples;59
4.4.4;4.4 Conclusions;62
4.5;5 Case studies: Sample criteria;62
4.6;6 Case studies of outplacement/replacement interventions;63
4.6.1;6.1 Description of examples of good practice;63
4.6.1.1;6.1.1 Characteristics of outplacement agencies and branches;63
4.6.1.2;6.1.2 Overview of measures: components and scope;65
4.6.1.3;6.1.3 Evaluation of the measures;68
4.6.2;6.2 Conclusion as to what is “good practice”;70
4.6.2.1;6.2.1 Scope and content of intervention;70
4.6.2.2;6.2.2 Individual vs. collective outplacement;71
4.6.2.3;6.2.3 Prerequisites;72
4.6.2.4;6.2.4 Innovative elements;72
4.6.3;6.3 Conclusions;73
4.7;7 General discussion;74
5;National Reports;76
6;Job insecurity and successful re-employment: Examples from Belgium;77
6.1;1 Introduction;79
6.2;2 Qualitative study: Description of sample;80
6.2.1;2.1 Insecure employees;81
6.2.2;2.2 Successfully re-employed individuals;81
6.3;3 Qualitative studies: employees in insecure jobs and successfully re-employed;82
6.3.1;3.1 Description of results of the subsample “insecure jobs”;82
6.3.1.1;3.1.1 Situation in the present company;82
6.3.1.2;3.1.2 Aspects of organisational justice;84
6.3.1.3;3.1.3 Organisational vs. individual responsibility;85
6.3.1.4;3.1.4 Employability and concrete measures;87
6.3.1.5;3.1.5 Overall assessment;88
6.3.2;3.2 Description of results of the subsample “successfully re-employed”;89
6.3.2.1;3.2.1 Situation in the former company;89
6.3.2.2;3.2.2 Aspects of justice;90
6.3.2.3;3.2.3 Employability;92
6.3.2.4;3.2.4 Responsibility;92
6.3.2.5;3.2.5 The outplacement measures;93
6.3.2.6;3.2.6 Overall assessment;96
6.3.3;3.3 Conclusions;96
6.4;4 Cases of good practice: Description of sample;97
6.5;5 Cases of good practice in outplacement/replacement;97
6.5.1;5.1 Examples of good practice: Renault Vilvoorde;97
6.5.1.1;5.1.1 Characteristics of the company;97
6.5.1.2;5.1.2 Overview of measures: components and scope;98
6.5.1.3;5.1.3 Evaluation;100
6.5.2;5.2 Examples of good practice: Levi Strauss;103
6.5.2.1;5.2.1 Characteristics of the company;103
6.5.2.2;5.2.2 Overview of measures: components and scope;103
6.5.2.3;5.2.3 Evaluation;106
6.5.3;5.3 Conclusion as to what is “good practice”;107
6.5.3.1;5.3.1 Preparation;107
6.5.3.2;5.3.2 Emphasis on internal re-employment;108
6.5.3.3;5.3.3 Communication;108
6.5.3.4;5.3.4 Elements constituting the intervention;108
6.5.3.5;5.3.5 Supporting measures;110
6.5.3.6;5.3.6 The task of the trade unions;110
6.5.3.7;5.3.7 Striving for durable employability;110
6.6;6 General discussion;110
7;Job insecurity and successful re-employment: Examples from Germany;113
7.1;1 Introduction;115
7.2;2 Qualitative study: Description of sample;116
7.3;3 Qualtitative studies: employees in insecure jobs and successfully re-employed;117
7.3.1;3.1 Description of results of the subsample “insecure jobs”;117
7.3.1.1;3.1.1 Situation in the present company;117
7.3.1.2;3.1.2 Aspects of organisational justice;121
7.3.1.3;3.1.3 Employability;125
7.3.1.4;3.1.4 Organisational vs. individual responsibility;127
7.3.1.5;3.1.5 Overall assessment;130
7.3.2;3.2 Description of results of the subsample “successfully re-employed”;131
7.3.2.1;3.2.1 Aspects of justice;131
7.3.2.2;3.2.2 Employability;135
7.3.2.3;3.2.3 Responsibility;137
7.3.2.4;3.2.4 The outplacement measures;138
7.3.2.5;3.2.5 Overall assessment;144
7.3.3;3.3 Conclusions;145
7.4;4 Cases of good practice: Description of sample;146
7.5;5 Cases of good practice in outplacement/replacement;147
7.5.1;5.1 Examples of good practice: Quotac GmbH, Achim;147
7.5.1.1;5.1.1 Characteristics of the company;147
7.5.1.2;5.1.2 Overview of measures: components and scope;148
7.5.1.3;5.1.3 Evaluation;149
7.5.2;5.2 Examples of good practice: the job-placement concept of DB Vermittlung GmbH, Berlin;150
7.5.2.1;5.2.1 Characteristics of the company;150
7.5.2.2;5.2.2 Overview of measures: components and scope;152
7.5.2.3;5.2.3 Evaluation;153
7.5.3;5.3 Examples of good practice: Mühlenhoff und Partner GmbH, Düsseldorf;154
7.5.3.1;5.3.1 Characteristics of the company;154
7.5.3.2;5.3.2 Overview of measures: components and scope;155
7.5.3.3;5.3.3 Evaluation;156
7.5.4;5.4 Examples of good practice: Stadtwerke Bremen, swb Synor;157
7.5.4.1;5.4.1 Characteristics of the company;157
7.5.4.2;5.4.2 Overview of measures: components and scope;158
7.5.4.3;5.4.3 Evaluation;159
7.5.5;5.5 Conclusions as to what is “good practice”;160
7.6;6 General discussion;163
8;Job insecurity and successful re-employment: Examples from The Netherlands;166
8.1;1 Introduction;168
8.2;2 Qualitative study: Description of sample;169
8.2.1;2.1 Insecure employees;169
8.2.2;2.2 Successfully re-employed individuals;169
8.3;3 Qualitative studies: employees in insecure jobs and successfully re-employed;170
8.3.1;3.1 Description of results of the subsample “insecure jobs”;170
8.3.1.1;3.1.1 Situation in the present company;170
8.3.1.2;3.1.2 Aspects of organisational justice;174
8.3.1.3;3.1.3 Employability;178
8.3.1.4;3.1.4 Organisational vs. individual responsibility;178
8.3.1.5;3.1.5 Overall assessment;180
8.3.2;3.2 Description of results of the subsample “successfully re-employed”;182
8.3.2.1;3.2.1 Situation in the former company;182
8.3.2.2;3.2.2 Aspects of justice;183
8.3.2.3;3.2.3 Employability;186
8.3.2.4;3.2.4 Responsibility;189
8.3.2.5;3.2.5 The outplacement measures;190
8.3.2.6;3.2.6 Overall assessment;196
8.3.3;3.3 Conclusions;198
8.4;4 Cases of good practice: Description of sample;199
8.5;5 Cases of good practice in outplacement/replacement;200
8.5.1;5.1 Examples of good practice: “Work and Matching RDM” Start Diensten (Start Services);200
8.5.2;Rotterdamsche Droogdok Maatschappij (RDM);200
8.5.2.1;5.1.1 Characteristics of the company;200
8.5.2.2;5.1.2 Overview of measures: components and scope;201
8.5.2.3;5.1.3 Evaluation;203
8.5.3;5.2 Examples of good practice: Kliq Employability – Trega;205
8.5.3.1;5.2.1 Characteristics of the company;205
8.5.3.2;5.2.2 Overview of measures: components and scope;206
8.5.3.3;5.2.3 Evaluation;207
8.5.4;5.3 Examples of good practice: ASV – Solvay Chemicals, Herten;207
8.5.4.1;5.3.1 Characteristics of the company;207
8.5.4.2;5.3.2 Overview of measures: components and scope;208
8.5.4.3;5.3.3 Evaluation;210
8.5.5;5.4 Examples of good practice: Randstad Mobiliteitsdiensten – Ericsson;212
8.5.5.1;5.4.1 Characteristics of the company;212
8.5.5.2;5.4.2 Overview of measures: components and scope;212
8.5.5.3;5.4.3 Evaluation;214
8.5.6;5.5 Conclusion as to what is “good practice”;216
8.6;6 General discussion;218
9;Job insecurity and successful re-employment: Examples from Italy;221
9.1;1 Introduction;223
9.2;2 Qualitative study: Description of sample;223
9.3;3 Qualitative studies: employees in insecure jobs and successfully re-employed;225
9.3.1;3.1 Description of results of the subsample “insecure jobs”;225
9.3.1.1;3.1.1 Situation in the present company;225
9.3.1.2;3.1.2 Aspects of justice;230
9.3.1.3;3.1.3 Organisational vs. individual responsibility;233
9.3.1.4;3.1.4 Employability;236
9.3.1.5;3.1.5 Overall assessment;238
9.3.2;3.2 Description of results of the subsample “successfully re-employed”;240
9.3.2.1;3.2.1 Situation in the former company;240
9.3.2.2;3.2.2 Aspects of justice;243
9.3.2.3;3.2.3 Responsibility;245
9.3.2.4;3.2.4 Employability;246
9.3.2.5;3.2.5 The outplacement measures;247
9.3.2.6;3.2.6 Overall assessment;251
9.3.3;3.3 Conclusions;253
9.4;4 Cases of good practice: Description of sample;254
9.5;5 Cases of good practice in outplacement/replacement;254
9.5.1;5.1 Examples of good practice: Galbani;254
9.5.1.1;5.1.1 Characteristics of the company;254
9.5.1.2;5.1.2 Overview of measures: components and scope;255
9.5.1.3;5.1.3 Evaluation;257
9.5.2;5.2 Examples of good practice: ASSO;259
9.5.2.1;5.2.1 Characteristics of the company;259
9.5.2.2;5.2.2 Overview of measures: components and scope;260
9.5.2.3;5.2.3 Evaluation;262
9.5.3;5.3 Examples of good practice: Scherer;263
9.5.3.1;5.3.1 Characteristics of the company;263
9.5.3.2;5.3.2 Overview of measures: components and scope;264
9.5.3.3;5.3.3 Evaluation;265
9.5.4;5.4 Examples of good practice: Mawer;266
9.5.4.1;5.4.1 Characteristics of the company;266
9.5.4.2;5.4.2 Overview of measures: components and scope;267
9.5.4.3;5.4.3 Evaluation;268
9.5.5;5.5 Conclusion as to what is “good practice”;269
9.6;6 General discussion;272
10;Job insecurity and successful re-employment: Examples from Spain;275
10.1;1 Introduction;277
10.2;2 Qualitative study: Description of sample;278
10.2.1;2.1 Insecure Jobs;279
10.2.2;2.2 Successfully re-employed;279
10.2.3;2.3 General Sample characteristics;279
10.3;3 Qualitative studies: employees in insecure jobs and successfully re-employed;280
10.3.1;3.1 Description of results of the subsample “insecure jobs”;280
10.3.1.1;3.1.1 Situation in the present company;280
10.3.1.2;3.1.2 Aspects of organisational justice;281
10.3.1.3;3.1.3 Employability;285
10.3.1.4;3.1.4 Organisational vs. individual responsibility;288
10.3.1.5;3.1.5 Overall assessment;290
10.3.2;3.2 Description of results of the subsample “successfully re-employed”;292
10.3.2.1;3.2.1 Aspects of justice;294
10.3.2.2;3.2.2 Employability;296
10.3.2.3;3.2.3 Responsibility;299
10.3.2.4;3.2.4 The outplacement measures;300
10.3.2.5;3.2.5 Overall assessment;305
10.4;4 Cases of good practice: Description of sample;307
10.5;5 Cases of good practice in outplacement/replacement;307
10.5.1;5.1 Examples of good practice: MOA;307
10.5.1.1;5.1.1 Characteristics of the company;307
10.5.1.2;5.1.2 Overview of measures: components and scope;308
10.5.1.3;5.1.3 Evaluation;310
10.5.2;5.2 Examples of good practice: CREADE;311
10.5.2.1;5.2.1 Characteristics of the company;311
10.5.2.2;5.2.2 Overview of measures;312
10.5.2.3;5.2.3 Evaluation;314
10.6;6 General discussion;316
11;References;318
12;Annex;321
12.1;Annex I;322
12.2;Annex II;327
12.3;Annex III;331
12.4;Annex IV;333
12.5;Annex V;336
12.6;Annex VI;339
12.7;Annex VII;342
12.8;Annex VIII;343
13;About the authors;345

Comparative Report WP 2.- Job insecurity and successful re-employment: Experiences in five European countries.- National Reports.- Job insecurity and successful re-employment: Examples from Belgium.- Job insecurity and successful re-employment: Examples from Germany.- Job insecurity and successful re-employment: Examples from The Netherlands.- Job insecurity and successful re-employment: Examples from Italy.- Job insecurity and successful re-employment: Examples from Spain.

Über Autor(innen)

Prof. Dr. Thomas Kieselbach is professor of Work and Health Psychology, head of the Institute for Psychology of Work, Unemployment and Health (IPG) at the University of Bremen (Germany) and member of the board of the International Commission on Occupational Health (ICOH).

Prof. Dr. Sebastiano Bagnara is professor of Psychology at the Department of Architecture and Urban Planning at the University of Sassari at Alghero (Italy) and past general secretary of the International Ergonomics Association (IEA).

Prof. Dr. Hans De Witte is professor of Work Psychology at the Department of Psychology (Research Group Work, Organisational & Personnel Psychology, WOPP) at the Katholieke Universiteit Leuven (Belgium).

Prof. Dr. Louis Lemkow is professor of Sociology at the Universitat Autònoma de Barcelona (Spain) and director of the Institute of Environmental Sciences and Technology also at the UAB.

Prof. Dr. Wilmar Schaufeli is professor of Work and Organizational Psychology and director of the Research Institute Psychology and Health at the Universiteit Utrecht (The Netherlands).