Dutch Labour Market Research Articles

Uitzendbureaus: gekleurde doorgeefluiken?

Abstract title Abstract title Non-Western immigrants have a vulnerable position in the Dutch labour market. Discrimination may play a possible role in this position. Non-Western immigrants often find jobs through staffing agencies. This study therefore examined, with the use of situation tests, whether staffing agencies contribute to discrimination. We have tested if consultants from staffing agencies are willing to comply with discriminatory requests from fictitious customers (employers). To test this, the researchers called 187 staffing agencies pretending to be employers looking for employees. The fictitious employers requested the consultant to select employees, but demanded that the consultant would exclude candidates of a particular ethnic background. The consultants’ responses were consequently awaited, reported and analysed. In addition, we examined factors that made a possible difference in the amount of consultants that was willing to comply. Over 75% of the consultants were willing to comply with the discriminatory request, thereby undermining Dutch law.

Uitzendbureaus: gekleurde doorgeefluiken?

Abstract title Abstract title Non-Western immigrants have a vulnerable position in the Dutch labour market. Discrimination may play a possible role in this position. Non-Western immigrants often find jobs through staffing agencies. This study therefore examined, with the use of situation tests, whether staffing agencies contribute to discrimination. We have tested if consultants from staffing agencies are willing to comply with discriminatory requests from fictitious customers (employers). To test this, the researchers called 187 staffing agencies pretending to be employers looking for employees. The fictitious employers requested the consultant to select employees, but demanded that the consultant would exclude candidates of a particular ethnic background. The consultants’ responses were consequently awaited, reported and analysed. In addition, we examined factors that made a possible difference in the amount of consultants that was willing to comply. Over 75% of the consultants were willing to comply with the discriminatory request, thereby undermining Dutch law.

Part-time work, women’s work–life conflict, and job satisfaction: A cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom

This study uses the International Social Survey Programme (ISSP) 2013 ‘Family and Changing Gender Roles’ module ( N = 1773) to examine cross-country differences in the relationship between women’s part-time work and work–life conflict and job satisfaction. We hypothesize that part-time work will lead to less favorable outcomes in countries with employment policies that are less protective of part-time employees because the effects of occupational downgrading counteract the benefits of increased time availability. Our comparison focuses on the Netherlands and Australia while using Germany, the United Kingdom, and Sweden as benchmarks. Part-time employment is prevalent in all five countries, but has the most support and protection in the Dutch labor market. We find little evidence that country of residence conditions the effects of part-time work. Overall, the results suggest that part-time work reduces work–life conflict to a similar extent in all countries except Sweden. The effects on job satisfaction are negligible. We discuss the implications for social policies meant to stimulate female labor force participation.

Consequences of flexible employment at labour market entry for early career development in the Netherlands

In this article it is investigated to what extent flexible employment at labour market entry negatively affects the early career of school-leavers in the Netherlands in the period 1986–2008. Additionally, the question is raised to what extent educational differences exist in this relationship. To answer these questions, Dutch panel data from the OSA Labour Supply Panel are analysed. The results correspond with previous findings from studies on other European countries, supporting the stepping-stone rather than the entrapment hypothesis. A flexible start in the Dutch labour market increases the likelihood of repeated flexible employment and unemployment in the early career, and coincides with less occupational status development and income growth. However, the detrimental effects of flexible employment at labour market entry are only temporary and diminish after some years. Furthermore, no evidence is found for the existence of educational differences in the negative effects of flexible employment at labour market entry.

Ethnic Discrimination in the Dutch Labor Market

This study investigates ethnic discrimination in the Dutch labor market, using field experiments. Two thousand eighty applications were sent to 1340 job vacancies; one applicant had a Dutch-sounding name, the other a name that signaled immigrant descent. Our aims were (a) to test for the persistence of discrimination in the Dutch labor market; (b) to study the interactions of ethnic background with job characteristics; (c) to study the complexity of discrimination against a background of multiple group membership. Results indicate that discrimination continues to be a problem in selection procedures. Interactions with job characteristics and multiple group membership are discussed.

Waarom personeelsselecteurs Mark prefereren boven Mohammed

Why employers prefer Mark to Mohammed Why employers prefer Mark to Mohammed In personnel selection procedures, Dutch employers prefer Dutch candidates to those with a non-western minority background with same educational level, age and work experience. We conducted 106 in-depth interviews to examine why employers and other personnel selectors in the Dutch labour market prefer Dutch candidates. Results show that employers associate workers of Moroccan and of Antillean descent with employment risks, such as trouble on the work floor. As the consequence, these candidates are put in the back of the labour queue. Employers have more positive associations with people from a Surinamese or Turkish background, but, nevertheless, prefer candidates from a Dutch background. Dutch candidates are more familiar and therefore the safer choice. We conclude that the preference for employees with a Dutch ethnic background is the result of risk avoiding behavior, based upon personal experience and images of ethnicity in media and society.

Wage-Tenure Profiles and Mobility

The Dutch labour market is characterized by low job mobility and high average duration of unemployment for older jobseekers. This study investigates the role of wage-tenure profiles in explaining patterns of job mobility. Based on a large administrative database, the estimates show that wage-tenure profiles in the Netherlands are relatively steep. Furthermore, industries with high returns to tenure appear to have a high share of older workers, as well as high average job tenure. This implies that steep wage-tenure profiles are related to low levels of mobility.

Why Do Recent Graduates Enter into Flexible Jobs?

Flexible jobs make up a larger share of the Dutch labour market than in almost any other Western country. Recent graduates in the Netherlands are particularly likely to take flexible jobs. In this study we examine why recent graduates enter into temporary contracts and whether flexible jobs offer a poorer match for graduates’ qualifications than permanent jobs. We find that recent graduates that enter into flexible jobs face large wage penalties, a worse job match and less training participation than graduates who take permanent jobs, even after correcting for differences in ability. When the labour market situation for a particular field of education deteriorates, more recent graduates are forced into flexible jobs, threatening their position on the labour market in the long run. Flexible work among recent graduates is unrelated to their willingness to take risks. Only for university graduates is there any indication that flexible jobs may provide a stepping stone to permanent employment.

Dynamiek in overscholing en verdringing op de arbeidsmarkt

The dynamics of overeducation and bumping down on the labour market The dynamics of overeducation and bumping down on the labour market This article addresses the dynamics in overeducation and crowding out in the Dutch labour market. More specifically, it is investigated whether structural or cyclical overeducation and crowding out is predominant. In order to do so, trends in the transition from adequate employment into overeducation, unemployment or inactivity and the other way around are analysed. Results of discrete-time event history analysis, using the OSA Labour supply panel 1988-2004, show that cyclical overeducation and crowding out exist. First of all, the transition rate from adequate employment into overeducation, unemployment or inactivity is larger, as the aggregate unemployment rate is higher. In addition, the results demonstrate that the conditional likelihood of entering adequate employment from overeducation, unemployment or inactivity is smaller, as the unemployment level is higher. There was no evidence found for structural overeducation and crowding out in the Dutch labour market.

De ontmythologisering van de zzp-trend

The demythologization of the self-employment trend The demythologization of the self-employment trend In this article we investigate which factors contribute to the growth of the number of self-employed workers and which factors cause a decrease in that number. On the basis of this analysis we make inferences about the probability of continued growth. The factors that contribute to growth and decrease are derived from the available literature and are put into practice in a multivariate analysis, in which a comprehensive set of individual characteristics is used to explain the relative probability of becoming a self-employed worker. From the analysis we can conclude that the relative probability to become a self-employed worker is influenced primarily by age, gender and educational attainment. On the basis of the analysis and the literature we conclude that the growth in the number of self-employed workers is likely to continue, though not to the extent where self-employment is the standard labour relation on the Dutch labour market. However, the growth in self-employment does mean that an increasing number of workers are facing lower levels of income and employment security. A number of policy options to deal with these problems is discussed.

Characteristics of the Work Environment Related to Older Employees' Willingness to Continue Working: Intrinsic Motivation as a Mediator

The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

The Dutch labour market and employment policy

The Dutch labour market and employment policy

The recruitment of early retirees: a vignette study of the factors that affect managers' decisions

ABSTRACTRetirement is characterised as a dynamic process that has several different outcomes, from early retirement to re-entry to the labour force. Recent studies of the Dutch population show that a substantial number of early retirees re-enter the workforce after early retirement, but others do not succeed even though they want to return to paid work. An often-named reason for their failures is bias in the selection process. This raises the questions as to what restrictions do early retirees face in the labour market and what are the characteristics that enhance or limit their hiring chances? The aim of this study was to identify the individual and organisational characteristics that influence managers' hiring decisions, and for the purpose a vignette study among Dutch managers and business students was conducted. Profiles of hypothetical early retirees were presented to the respondents who were then asked to make decisions whether of not to employ the individual. The results show that hiring early retirees is of low priority to both managers and students, and depends to a large extent on organisational factors (such as personnel shortages) and the age of the retiree. The findings suggest that despite equal opportunities policies, age discrimination is still present on the Dutch labour market and that managers generally hinder the re-employment of workers approaching the retirement age.

Flexicurity and Employment Security: The Dutch Way

Flexicurity represents a concept that aims at enhancing both labour market flexibility and employment and income security. The European Union has picked up this concept in its European Employment Strategy, inspired by developments in a number of its member states. This paper describes the way that flexicurity has developed in the Dutch context. The core of this development can be characterized as the ‘normalisation’ of atypical forms of employment, offering securities to these workers, but without curbing the flexibility in the labour market. Notwithstanding good performance in terms of low unemployment and high labour market participation the Netherlands faces further challenges with regard to flexicurity and security. The second part of the paper focuses on the question how employment security could be best organised in the Dutch labour market. Employment security is defined as the security to get a job and to remain in employment, but not necessarily in the same job with the same employer. Thus, employment security differs from job security. The paper presents and discusses empirical results of a study on arrangements or systems to prevent unemployment for employees who are threatened by redundancy. An analysis is carried out of “job to job” transition arrangements whereby the Netherlands is compared with Sweden. The question is raised whether a systematic approach can be observed in these two countries to warrant new employment opportunities for employees who have been given notice. The different actors and coordination mechanisms involved in these systems are identified. Furthermore, the relevant preconditions for ‘job to job transition systems’ to be successful are fleshed out. The paper concludes with lessons that, from an international perspective, can be learned in shaping employment security as (literally) the security of the future.

Employment transitions in the Netherlands, 1980–2004: Are low educated men subject to structural or cyclical crowding out?

This article addresses whether low educated men are displaced from their jobs by higher educated workers in the Netherlands in the period 1980–2004. In particular, we test whether structural or cyclical crowding out is predominant in the Dutch labor market. In order to do so, we try to explain the observed trends in education-specific transition rates to entry into first employment from education, exit from employment into unemployment or inactivity, and re-entry into employment from unemployment or inactivity for men by both business cycle effects (that is, changes in aggregate unemployment rates) and structural effects (that is, changes in labor supply–demand ratios for high educated). Discrete-time event history models are estimated using the OSA Labor Supply Panel 1985–2004. Retrospective information enables to study trends from 1980 onwards, so that structural effects can be distinguished from cyclical effects. The results show that structural crowding out exists at both the worker in- and outflow. First of all, it was observed that a growth in the oversupply of high educated increases the employment exit risk of low educated workers more so than that of higher educated ones. In addition, it was shown that an increase in the oversupply of high educated especially reduces the re-employment chances of low educated unemployed men. There is no evidence found for cyclical crowding out among low educated workers in the Dutch labor market.

Recruitment of Early Retirees: A Vignette Study of Managers’ Decisions

Retirement is characterized as a dynamic process that can designate different outcomes: from early retirement to re-entry to the labour force. Recent studies on the Dutch population show that a substantial number of early retirees re-enter the work force after early retirement. Yet others do not succeed, even though they want to return to the labour force. The question arises as what are the factors that affect managers’ likelihood of hiring early retirees. In this study we aim at explaining which individual and organisational characteristics affect managers’ decisions. To answer this question, a vignette study among Dutch managers and business students was conducted. Profiles of hypothetical early retirees were presented to the respondents who were asked to make specific employment decisions. The results show that hiring early retirees is of low priority to managers and students, and depends to a large extent on organisational forces such as personnel shortages and the age of the retiree. This study suggests that despite equal opportunities policies, age discrimination is still present on the Dutch labour market.

Measuring Labor Market Discrimination: An Overview of Methods and Their Characteristics

The labor market is a distribution mechanism that assigns individuals to differently rated positions. Labor market processes therefore lead to social inequality. The question of whether social descent, age, gender, ethnic origin, religion, or sexual orientation plays a role in these processes is thus as important as it is delicate. This article describes four main methods to empirically investigate discrimination. These methods are systematically compared on methodological and substantial criteria. Dutch labor market research on the effects of ethnic origin is used to clarify the methods. Particular attention is paid to access to jobs, whereas wage discrimination is briefly discussed. The general conclusion is that no one method is superior. For this reason, it is advisable to use triangulation, that is, a combination of methods to reveal discrimination.

Informal Caregiving and Women's Work Choices: Lessons from the Netherlands

This paper focuses on the effects of Dutch long-term care and labour market policies on women's labour market participation and informal caregiving decisions. Labour market participation and informal caregiving are estimated jointly through a multivariate dynamic binary probit on European Community Household Panel data. Under Dutch policy, informal care decisions appear to be independent of household non-labour income and no significant impediment seems to hinder the contemporaneous practice of work activities and care. However, past informal care provision still slightly reduces the probability of currently working and vice versa, leaving room for policy improvements to enhance labour market participation.

The effects of time-spatial flexibility and new working conditions on employees’ work–life balance: the Dutch case

Part-time work, flexible working hours, and home-based teleworking are HR instruments which are used to facilitate reconciliation of work and family life. It can be questioned, however, whether these arrangements really enhance work–life balance. This paper examines whether time-spatial flexibility reduces negative work–home interference, and if so, whether this also holds true for the category of ‘New Employees’ working under so-called ‘New Working Conditions’ which are characterised by professional job autonomy, team working by project, management by objectives, and strict deadlines. Employing survey data collected in 2003 among 807 Dutch employees, it is concluded that time-spatial flexibility does affect the work–life balance of workers positively, also under New Working Conditions. Generally, employees holding a smaller part-time job (12–24 contractual working hours per week) experienced a better work–life balance. In particular, female workers gained from more control over the temporal location of their work. Home-based teleworkers and employees holding larger part-time jobs (25–35 hours per week) did not experience a better work–life balance. In the concluding section, the results of the study are discussed in the context of contemporary Dutch labour market developments.

Working Part-Time in the British, German and Dutch Labour Market: Scarring for the Wage Career?

The paper studies the long-term effect of part-time employment on the wage career using panel data for three countries. The main idea is to study the possible ‘scarring’ effects of part-time employment on future hourly wages up to ten years later in the career. Fixed effects panel wage regressions show the existence of a part-time wage penalty for females in all three countries and for males in the UK. Longer durations of part-time result in stronger negative wage effects. In the UK, a negative effect of past part-time employment is also found to persist even after a lasting transition to a fulltime job. The fact that the effect of part-time on wage is larger in the UK suggests that wage penalties, contrary to what could be expected, are smaller in regulated labour markets with a specific skills regime. <italic>JEL Classifications: J31, J62, J22, J24</italic>