Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s to 2000s

By L. Dresser. 2012

754 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/72cf9e5c5f0028ef00d772c19245c7d141aa6ddc

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Citations in the corpus

Job Insecurity: An Integrative Review and Agenda for Future Research (2017, background): “, lower educated, blue-collar) may be particularly disadvantaged (Kalleberg, 2011).”
Work design influences: A synthesis of multilevel factors that affect the design of jobs (2017, background): “In turn, this lowers the capacity of employees in nonroutine clerical roles to resist deleterious changes to work conditions that have been commonly implemented in these jobs (Bamber & Lansbury, 1989; Doellgast & Greer, 2007; Kalleberg, 2011).”
How Firms Shape Income Inequality: Stakeholder Power, Executive Decision Making, and the Structuring of Employment Relationships (2015, background): “In general, employers favoring a market orientation are more likely to utilize these non-standard work arrangements (Kalleberg, 2011).”
Between a rock and a hard place: Freedom, flexibility, precarity and vulnerability in the gig economy in Africa (2020, unknown): “Flexibility from workers’ perspectives means their ability to define and control their working hours, place of work, pace and scheduling of work – all important aspects of job quality (Green, 2006; Kalleberg, 2013).”
Precarious work and precarious workers: Towards an improved conceptualisation (2016, background): “It draws attention to important contextual forces such as public policy, strongly influenced by neoliberalism, labour market deregulation, competitive pressures on firms and the spread of new business practices (Kalleberg, 2011; Rafferty and Yu, 2010).”
The “sharing” economy: labor, inequality, and social connection on for‐profit platforms (2017, background): “To understand these dynamics, one must situate the platforms in the history of 40 years of wage stagnation, the decline of benefited employment, and the rise of contingent, precarious labor (Kalleberg, 2013; Standing, 2011; Vallas & Prener, 2012).”
Soft Skills Needed for the 21st-Century Workforce (2019, background): “Finding new employees may require enhancing the positions, starting with an increase in wages (Smith, 2013).”
The challenge of job quality (2013, background): “, 2003; Brookings Institute, 2007; Parks, 2009), with initiatives such as the Wisconsin Regional Training Partnership and the Hosiery Technology Center in North Carolina illustrating the potential for localized cooperation between private and public partnerships to promote training and to create bet”
Gender Differences in Telecommuting and Implications for Inequality at Home and Work (2020, background): “…a relatively punishing labor market in terms of hours and inflexibility, with little of the institutional support in place elsewhere to mitigate work family conflict (Blau & Kahn, 2013; Collins, 2019; J. Glass, Simon, & Andersson, 2016; Gornick & Meyers, 2003; Kalleberg, 2011; Pettit & Hook, 2009).”
The hidden face of job insecurity (2017, background): “Some analysts have pointed to a long-term growth in structural insecurity as a result of the growth of short-term contracts (Cappelli et al., 1997; Kalleberg, 2011); others have sharply contested this, arguing that, in the UK at least, there is little evidence of such changes (Gash and Inanc, 2013; ”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “…George, & Blatt, 2007; Cappelli, 1999; Davis-Blake & Broschak, 2009; Hollister, 2011), those accounts have paid little attention to the political and distributional implications of those changes and, in particular, to their effects on inequality (for a recent exception, see Kalleberg, 2011).”
Good Gig, Bad Gig: Autonomy and Algorithmic Control in the Global Gig Economy (2018, unknown): “It is important to recognise that workers do not only exert power relative to employers, but also relative to other workers (Kalleberg, 2011).”
The Autonomy Paradox: The Implications of Mobile Email Devices for Knowledge Professionals (2013, unknown): “These findings problematize general assumptions that “good jobs” are those characterized by high autonomy (Kalleberg 2011), and they suggest that autonomy is not a static characteristic of jobs but a dynamic capability enacted in practice and involving specific individual and collective actions, exp”
Automation, Algorithms, and Beyond: Why Work Design Matters More Than Ever in a Digital World (2020, methodology): “16 technology, and hence have more bargaining power and can demand better conditions, pay, and work designs (Goos, Manning, & Salomons, 2009; Kalleberg, 2011).”