Organizing Flexibility: The Flexible Firm in a New Century

By A. Kalleberg. 2001

475 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/c6eac6312671904f6af339ce22e18bd2bae52e95

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. S. Frenkel
2. B. Burgoon
3. F. Dekker
4. Anthony R. Rafferty
5. Lee Byoung-Hoon
6. J. Rubery
7. G. Wood
8. M. Harcourt

In Strategy and Management

1. B. Burgoon
2. Anthony R. Rafferty
3. Lee Byoung-Hoon
4. J. Rubery
5. F. Dekker
6. S. Frenkel
7. G. Wood
8. M. Harcourt

Citations in the corpus

• Women and recession revisited (2013, background): “Although part-time workers may have permanent contracts (Kalleberg, 2001), they may still be excluded from career ladders (Tomlinson, 2006) or high involvement human resource policies (Kauhanen, 2009) designed to encourage low turnover among the core.”
• Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008, background): “Although the two HR flexibility approaches are conceptually different, the issue of whether they are mutually exclusive in business practice has still not been resolved (Cappelli & Newmark, 2004; Kalleberg, 2001; Lepak et al., 2003; Lepak & Snell, 2002; Tüselmann, 1996) and scholars should determine”
• Flexible Firms and Labor Market Segmentation (2003, background): “…labor utilization strategies depends on the existence of institutions that help employers spread the risk of long-term training, development, and innovation in work design, as well as on a high level of trust between managers and workers (see the discussion in Kalleberg, 2001, pp. 493-495).”
• The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “Although some research has explored whether the use of contingent workers is correlated with greater job security for regular employees (Cappelli & Neumark, 2004; Kalleberg, 2001), such systems-level thinking has been largely absent from research on the new employment relationship.”
• The Importance of Employment Protection for Skill Development in Coordinated Market Economies (2007, background): “In addition, Kalleberg (2001) suggests that legislation plays a greater role in shaping firm strategies towards labour force tenure in CMEs than in LMEs (see also Amable, 2003; Hall and Soskice, 2001).”
• Flexible employment, economic insecurity and social policy preferences in Europe (2010, background): “…Social policy, unemployment assistance, flexible employment, temporary employment, part-time employment Flexible or ‘atypical’ employment, such as temporary contracts, agency work and part-time jobs, is increasingly common in industrialized economies (Kalleberg, 2000, 2001).”
• External Churning and Internal Flexibility: Evidence on the Functional Flexibility and Core-Periphery Hypotheses (2004, unknown): “In the U.S., there has been some empirical research on choices of employment systems along criteria similar to functional and numerical flexibility (see Smith 1997 and Kalleberg 2001 for reviews).”
• Divided Workers (2004, background): “…– by employing multiskilled employees – with numerical flexibility – by using contingent labour of various kinds, including independent contractors, contract labour employed by specialist contracting or labour hire firms, and directly employed part-time and temporary workers (Kalleberg, 2001).”