Job polarisation: Capturing the effects of work organisation

Helena Lopes,Teresa Calapez

doi:10.1177/1035304621996064

Helena Lopes, Teresa Calapez

Open Access

https://doi.org/10.1177/1035304621996064

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Abstract

This article critically challenges the findings and assumptions of mainstream job polarisation literature. Based on the European Working Conditions Survey data and on the Job Demand-Control model, which allows for capturing the organisational dimension of jobs, we examine the patterns and evolution of occupations in 22 European countries from 2005 to 2015. Instead of pervasive job polarisation, we observe a near-pervasive trend of upgrading job quality, suggesting that job polarisation may be caused by the undervaluation/devaluation of jobs low in the occupational hierarchy – not by computerisation-driven changes in work tasks. Indeed, only the former can explain the decrease in the number of low-quality jobs while the number of low-paid jobs increases. After documenting the relevance of firm-level organisational choices, we suggest that counteracting job polarisation requires, beyond meso-level collective bargaining, a public intervention that promotes participatory decision-making in firms. JEL Codes: J2, J81, M540

Highlights

It is generally accepted that job polarisation, defined as growing employment in both highskilled and low-skilled occupations with declining employment in middle-skilled occupations, broadly characterises labour markets in advanced countries
Based on the European Working Conditions Survey (EWCS) data and the on the Job-Demand-Control model, which allows for capturing the organisational dimension of jobs, we examine the patterns and evolution of occupations in 22 European countries from 2005 to 2015
We developed a picture of how jobs have evolved in terms of job demands (JD) and job control (JC) across 22 countries Third, since our findings, showed pattern differentiation by welfare regime, the countries were grouped and we examined the evolution over time of occupations in terms of JD and JC for each group

Summary

Introduction

It is generally accepted that job polarisation, defined as growing employment in both highskilled and low-skilled occupations with declining employment in middle-skilled occupations, broadly characterises labour markets in advanced countries. The division of work and the occupational boundaries, which affect the value of work for firms (productivity) and for workers (e.g. opportunities for learning and self-development, wage) are primarily set by firmlevel organisational choices, not national or meso-level labour regulation institutions. The key distinctive trait of Nordic industrial relations systems is that unions participate in decisionmaking within firms and that workers participate in decision-making through effective participatory schemes: employees are represented in the governing boards of firms with more than 30/50 employees and they participate in powerful work councils (Waddington and Conchon, 2016) This difference in occupational JD/JC profiles between Nordic and other countries strongly suggests that work organisation is a key factor, explaining both the more equal wage profile and high economic performance (more active jobs) of Nordic countries. Acknowledging the relevance of work organisation leads to policy recommendations seldom advocated in the institutional literature

Conclusion

2: Job Demands

Findings

91 Sales and services elementary occupations