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Purpose Flexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived. Design/methodology/approach This study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements. Findings Employers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides. Originality/value Empirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.

PurposeFlexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived.Design/methodology/approachThis study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements.FindingsEmployers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides.Originality/valueEmpirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.

Employers are instrumental in the growth of non-standard employment, which exposes predominantly younger workers to higher levels of insecurity. Using an interdisciplinary theoretical lens, this article identifies which considerations, both positive and negative, underlie employers’ decision making with regard to the use of flexible contracts for younger workers and discusses how employers perceive future implications of an increasingly flexible labour market. Findings are based on interviews with 26 managers, HR professionals and directors working in different sectors of industry in the Netherlands: local government, education, health care, retail, corporate services and transport and logistics. While acknowledging benefits to the use of flexible contracts, interviewed employers also reported downsides to this practice. Using flexible contracts complicates retention of young talent, deters investment in training, negatively affects social morale on the work floor and puts pressure on younger workers. Interviewees did not deem employers primarily responsible for monitoring societal consequences of an increasingly flexible labour market and often did not see the bigger picture of how increased flexibility could have negative societal consequences. The findings suggest that corrective actions will not come from the side of employers.

Purpose Flexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived. Design/methodology/approach This study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements. Findings Employers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides. Originality/value Empirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.

Background Investigating whether a poor physical or psychosocial work environment is associated with low labour market participation in early adulthood is important to avoid negative health-related consequences and to improve job prospects. Aims To investigate associations between the physical or psychosocial work environment and labour market participation in early adulthood. Methods The study was based on data from the West Jutland Cohort, an ongoing study of individuals born in 1989 who lived in the western part of Jutland, Denmark, in 2004. Participants were employed individuals who had questionnaire data on their work environment at age 28 and register information on labour market participation at ages 28–29 (n = 1312). The outcome was categorized into low (>4 weeks) versus high (≤4 weeks) labour market participation based on the total number of weeks receiving any unemployment or health-related benefits during a 52-week period. Logistic regression analyses were performed to examine associations between work environment factors and labour market participation, taking confounders into account. Results Low influence, low quality of leadership, high job insecurity and temporary employment were associated with low labour market participation. High job insecurity (OR: 2.2; 95% CI 1.5–3.1) and temporary employment (OR: 3.1; 95% CI 2.1–4.5) were strongly associated with low labour market participation. An association was seen between hard physical work and low labour market participation. Conclusions Several physical and psychosocial work environment factors, especially high job insecurity and temporary employment, have a negative impact on labour market participation in early adulthood.

The article aims to explore the relationship between biographical work and the strategies of managing precarity (low-paid and unstable employment) and precariousness (insecurity and insta­bility of life conditions in general) in Poland’s new capitalism. Poland witnessed the rise of precarity during the entire capitalist transformation after 1989, while the expansion of precarious, temporary, and non-standard employment accelerated in the first two decades of the 21st century. The main the­oretical framework of the article is based on concepts deriving from biographical sociology and was elaborated during a joint workshop with German biographical researcher, Fritz Schütze, within the PREWORK project. The case of a young female shop assistant, Helena, with a difficult family and work background was selected from a larger sample of 63 biographical narrative interviews with precarious young workers in Poland. Based on the case study and the broader context of the research project, it is argued that biographical work may have the potential for questioning and challenging precarity; yet, without necessary biographical and social resources, such a process is hard to be completed. As a result, the paper questions the macrosocial vision of “precariat” as the “class in-the-making” and instead offers a detailed account of the microsocial ways of dealing with precarity by a representative of the most disadvantaged group of precarious young workers.

Nos últimos cinco anos o Brasil tem convivido com reconfigurações no universo do trabalho. Foram sancionadas leis e reformas que viabilizam a flexibilização e informalidade do trabalhador e, por consequência, fragilizam direitos conquistados através de lutas e de articulações políticas. Os aplicativos de transporte e entrega são uma novidade e ganham força, sendo atualmente um dos principais mecanismos de entrada das juventudes pobres no mercado de trabalho. Este texto objetiva refletir, a partir de dados quantitativos, sobre a maneira como este modelo de trabalho, caracterizado pela flexibilidade e informalidade, alcança as juventudes brasileiras e, ao mesmo tempo, como essas características contribuem para a superexploração do trabalho, engendrando a generalização do neoliberalismo na sociedade. Entendemos que este processo de transformação do trabalho tem sido catalisador para o sofrimento psíquico e o adoecimento de jovens trabalhadores, principalmente aqueles mais vulneráveis. In the last five years Brazil lived with reconfigurations in the universe of work. Laws and reforms that had enabled the flexibilization and informality of the worker were overturned, thus weakening rights won through much struggle and political articulation. Public transport and merchandise delivery apps are a novelty that have gained strength and are currently one of the main mechanisms for poor youth entering the labor market. Based on quantitative data, this text aims to reflect on the way in which this work model, characterized by flexibility and informality, reaches Brazilian youth and, at the same time, how these characteristics contribute to the overexploitation of work, engendering the generalization of neoliberalism in society. We understand that this process of work transformation has been a catalyst for psychological suffering and illness in young workers, especially the most vulnerable. Au cours des cinq dernières années, le Brésil a connu des reconfigurations dans le monde du travail. Des lois et des réformes ont été promulguées qui facilitent la flexibilité et l’informalité du travailleur et, par conséquent, affaiblissent les droits conquis par les luttes et les articulations politiques. Les applications de transport et de livraison sont une nouveauté et gagnent en force, étant actuellement l’un des principaux mécanismes d’entrée des jeunesses pauvres sur le marché du travail. Ce texte vise à réfléchir, sur la base de données quantitatives, sur la façon dont ce modèle de travail, caractérisé par la flexibilité et l’informalité, atteint la jeunesse brésilienne et, en même temps, comment ces caractéristiques contribuent à la surexploitation du travail, engendrant la généralisation du néolibéralisme dans la société. On estime que ce processus de transformation du travail a été un catalyseur de souffrance psychologique et de maladie chez les jeunes travailleurs, en particulier ceux les plus vulnérables.

The prominence of past financial activities in the future planning of economic units is quite high. Numerous environmental factors play a role in the financial management skills of households, which are the economy's building blocks. Individuals acquire economic competencies by experiencing, understanding, and observing these environmental factors. Particularly, individuals within the age range of 8-17 assume importance in acquiring these competencies. In the study to determine the impact of economic rationality, currency perception, and money attitudes of 132 young participants within the age group of 8-17 working in Fatih Industry, Büyük Industry, Bağkur Industry, Akçaabat Industry, Arsin Organized Industry, and Yomra Furniture Industry sites in Trabzon, on financial management competencies. As a result of the analysis, it was observed that the economic rationality, currency perception, and money attitudes of employed young individuals impact their financial management competencies.

A investigação sobre o idadismo é vasta, tanto no mercado de trabalho como na sociedade em geral. O foco da presente dissertação é no mercado de trabalho, nomeadamente acerca do idadismo face aos trabalhadores jovens. Nesse sentido, o presente estudo visa aprofundar os estereótipos e preconceitos que estão associados aos trabalhadores mais jovens, bem como compreender que metaestereótipos são percecionados por outros grupos etários face aos jovens. De modo a dar resposta aos objetivos propostos, foi utilizada uma metodologia qualitativa, nomeadamente seis "focus group" (entrevistas de grupo), através de uma amostra de 31 participantes. A amostra trata-se de trabalhadores de várias faixas etárias, de vários locais do país e também de diferentes áreas de trabalho. Os resultados evidenciam alguns estereótipos prescritivos relacionados aos jovens trabalhadores, sendo que se apuraram estereótipos de caráter positivo (e.g. deverem ser enérgicos, ter capacidades tecnológicas e deverem ser trabalhadores leais) e outros de caráter negativo (imaturos, irresponsáveis, precários, entre outros). Também foi possível comparar o que os trabalhadores jovens acham que outros grupos etários pensam sobre si (metaestereótipos), como por exemplo, a questão da imagem no local de trabalho. Por fim, verificam-se algumas contradições daquilo que é esperado (ou não) dos trabalhadores mais jovens: a expectativa de serem autónomos e ao mesmo tempo subordinados; serem humildes e ao mesmo tempo terem ambição. Os resultados obtidos serão um forte contributo para as organizações poderem reduzir estes estereótipos, bem como implementar práticas de RH de modo a aumentar o bem-estar organizacional. Research on ageism is vast, both in the labor market and in society. The focus of the present dissertation is the labor market, particulary about ageism relation to young workers. For that matter , this study aims to deepen the stereotypes and preconceptions associated with young workers, as well as understanding what meta-stereotypes are perceived by other age groups towards young people. In order to meet the proposed objectives, a qualitative methodology was used, via six focus groups (group interviews), on a 31- person volunteer sample. This sample consists of various age groups workers, from various work area and employment country regions. The results highlight some prescriptive stereotypes related to young workers, with positive stereotypes (should be energetic, have technological abilities, and be loyal workers) and negative stereotypes (immature, irresponsible, and precarious, among others). It was also possible to compare what young workers think other age groups think about themselves (meta-stereotypes), such as the issue of image in the workplace. Finally, there are some contradictions in what is expected (or not) from younger workers: the expectation to be autonomous and at the same time subordinate; to be humble and at the same time have ambition. The results obtained will be a strong contribution for organizations and it will enable them them to reduce these stereotypes, as well as increasing organizational well-being by implementing new Human Resoucers practices.

This study aims to shed light on the main determinants of and barriers to union commitment among young workers and, more generally, the relationship young workers have with union life. So far, the relationship between young workers and unionism has been examined mainly in terms of the challenges of access to unionization that confront young workers, a group generally underrepresented in union membership. The more specific issue of union commitment among young workers, once they become unionized, has remained largely underexplored in the literature. Using quantitative and qualitative data from an empirical survey of young unionized workers in the Quebec public service, our study identifies and compares the main factors that explain union commitment among young unionized workers and the theoretical underpinnings. It also seeks to shed light on the barriers to this commitment and identifies the organizational measures that could facilitate union commitment among young workers, based on the perceptions expressed by young union members. Our findings indicate that unions should adopt multidimensional organizational measures to foster union commitment among young workers, with a first step being to increase personalized contact between local union representatives and young members. Such investments at the local level are critical, as shown by our quantitative and qualitative findings. Thus, any reform or measure aimed at encouraging union involvement of young workers should not be limited merely to structural aspects but should also take into account the attitudinal and relational underpinnings of young workers’ commitment to their union. By shifting the focus from youth unionization to young members’ involvement in union bodies, our study will contribute to debate about union representation and the generational renewal of the labour movement’s activist base., Cette étude vise à mieux comprendre les principaux déterminants et obstacles à l’engagement syndical des jeunes et, plus globalement, la relation qu’ils entretiennent face à la vie syndicale. Jusqu’à présent, la relation entre les jeunes et le syndicalisme a surtout été étudiée sous l’angle des défis qui se posent quant à l’accès à la syndicalisation des jeunes travailleurs, un groupe généralement sous-représenté dans les effectifs syndicaux. La question plus spécifique de l’engagement syndical chez les jeunes, une fois ceux-ci syndiqués, demeure nettement moins explorée dans la littérature. À partir de données quantitatives et qualitatives provenant d’une enquête réalisée auprès des jeunes travailleurs syndiqués dans la fonction publique québécoise, cette étude identifie et compare les principaux déterminants de l’engagement syndical des jeunes syndiqués et leurs fondements théoriques. Sur la base des propos exprimée par les jeunes syndiqués, elle cherche également à comprendre les obstacles à cet engagement et identifie les mesures organisationnelles qui pourraient faciliter l’engagement syndical chez les jeunes travailleurs. Les résultats de cette étude montrent que si les mesures devant être adoptées par les syndicats sont pluridimensionnelles et dépendent des contextes propres à chaque organisation, elles devraient néanmoins avoir pour point de départ de chercher à densifier les rapports personnalisés entre les représentants syndicaux locaux et les jeunes membres. Les résultats quantitatifs et qualitatifs indiquent également que de tels investissements au niveau local sont essentiels et, par conséquent, toute réforme ou mesure visant à encourager l’engagement syndical des jeunes ne devrait pas se limiter aux seuls aspects structurels, mais devrait également tenir compte des fondements attitudinaux et relationnels de l’engagement syndical des jeunes travailleurs. En déplaçant la focale de la syndicalisation des jeunes vers leur engagement au sein des instances syndicales, cette étude contribue au débat sur la représentation syndicale et le renouvellement générationnel de la base militante du mouvement syndical.

Jongeren hebben veel meer en langer dan vroeger te maken met flexibele arbeidscontracten. Dit blijft niet zonder gevolgen voor de samenleving. Maar hoe denken werkgevers over de flexibilisering van de arbeidsmarkt? Brengt het hen vooral voordelen of is de flexibilisering doorgeschoten? Nieuw onderzoek onder Nederlandse werkgevers laat zien dat het gebruik van flexibele contracten ook volgens werkgevers schaduwkanten kent.

Jongeren hebben veel meer en langer dan vroeger te maken met flexibele arbeidscontracten. Dit blijft niet zonder gevolgen voor de samenleving. Maar hoe denken werkgevers over de flexibilisering van de arbeidsmarkt? Brengt het hen vooral voordelen of is de flexibilisering doorgeschoten? Nieuw onderzoek onder Nederlandse werkgevers laat zien dat het gebruik van flexibele contracten ook volgens werkgevers schaduwkanten kent.

To continue to work healthily, health practices are necessary. This study assessed the impact of health literacy (HL) on health practices in the working life of young Japanese nurses and care workers, occupations with heavy physical and psychological burdens. A web-based survey was conducted with 500 women (330 nurses and 170 care workers) under the age of 30 in 2019. Data regarding their demographic characteristics, HL and health practices in their working life were collected. A significant association was found between high HL and better health practices, such as being likely to rest when tired, working at their own pace maintaining a good work-life balance and regularly performing self-check-ups, which were common to nurses and care workers. In addition, sub-analysis among the high-HL group revealed that the attendance of lectures regarding working life and health for new employees was effective for taking rest when needed, working when not overtired and a good work-life balance. The results of this study suggest that high HL relates to healthy practices in the working life of young Japanese nurses and care workers. Increasing HL or fundamentally enhancing attitudes towards their own health or both may, therefore, have some benefits for healthy working practices.

Het groeiende aandeel flexibele arbeidsverbanden zorgt vooral onder jonge werkenden (jonger dan 35 jaar) voor een hoge mate van onzekerheid over toekomstig werk en inkomen. Het perspectief van werkgevers op de inzet en de gevolgen van flexibele arbeid voor jongeren is tot op heden onderbelicht gebleven. Deze studie presenteert bevindingen van een serie diepte-interviews over het thema 'flexibele contracten en de jonge werknemer' met 26 Nederlandse leidinggevenden, hr-professionals en directeuren werkzaam bij 13 organisaties in de publieke en private sector. De geïnterviewde werkgevers zien flexibele contracten als een strategisch instrument om financiële risico's af te dekken, nieuw personeel te screenen en om sturen op performance te vergemakkelijken. De inzet van flexibele contracten heeft echter ook schaduwkanten. Binnen organisaties zorgt de inzet van flexibele contracten voor problemen omtrent beschikbaarheid, behoud en investering in organisatiespecifiek menselijk kapitaal. Bovendien kan het de kwaliteit van de werkomgeving en het welzijn van (jonge) werknemers negatief beïnvloeden. Een aantal geïnterviewde werkgevers was bezorgd over de groeiende bestaansonzekerheid onder jonge werkenden, maar de verantwoordelijkheid voor het monitoren van riskante ontwikkelingen rondom de flexibilisering van de arbeidsmarkt ligt volgens de meerderheid niet in de eerste plaats bij werkgevers.

Het groeiende aandeel flexibele arbeidsverbanden zorgt vooral onder jonge werkenden (jonger dan 35 jaar) voor een hoge mate van onzekerheid over toekomstig werk en inkomen. Het perspectief van werkgevers op de inzet en de gevolgen van flexibele arbeid voor jongeren is tot op heden onderbelicht gebleven. Deze studie presenteert bevindingen van een serie diepte-interviews over het thema 'flexibele contracten en de jonge werknemer' met 26 Nederlandse leidinggevenden, hr-professionals en directeuren werkzaam bij 13 organisaties in de publieke en private sector. De geïnterviewde werkgevers zien flexibele contracten als een strategisch instrument om financiële risico's af te dekken, nieuw personeel te screenen en om sturen op performance te vergemakkelijken. De inzet van flexibele contracten heeft echter ook schaduwkanten. Binnen organisaties zorgt de inzet van flexibele contracten voor problemen omtrent beschikbaarheid, behoud en investering in organisatiespecifiek menselijk kapitaal. Bovendien kan het de kwaliteit van de werkomgeving en het welzijn van (jonge) werknemers negatief beïnvloeden. Een aantal geïnterviewde werkgevers was bezorgd over de groeiende bestaansonzekerheid onder jonge werkenden, maar de verantwoordelijkheid voor het monitoren van riskante ontwikkelingen rondom de flexibilisering van de arbeidsmarkt ligt volgens de meerderheid niet in de eerste plaats bij werkgevers.

Ce mémoire met en perspective plusieurs facteurs de risque en matière de santé et sécurité au travail (SST) qui sont importants pour les travailleurs, soit la formation SST (pas toujours adéquate, pertinente ou suffisante), le peu d’expérience des jeunes travailleurs, le fait de travailler dans de petites et moyennes entreprises du secteur de la construction et de la fabrication connexe, tout en tenant compte des impératifs imposés par la pandémie liée à la COVID-19. La recherche vise à identifier et à explorer les facilitateurs et les obstacles à la formation SST en entreprise dans ce contexte bien particulier. Pour ce faire, des entretiens ont été réalisés avec des jeunes travailleurs de ce secteur d’activité (n=6), des gestionnaires des ressources humaines (n=3) des trois entreprises participantes et un formateur (n=1) du cours Santé et sécurité générale sur les chantiers de construction. Les guides d’entrevues ont été développés pour discuter des facteurs individuels, organisationnels, liés à la formation et temporels jugés les plus pertinents dans des concepts théoriques et des modèles liés à la formation. En général, il semble que les jeunes travailleurs des secteurs de la construction sont sensibilisés aux enjeux et à la formation SST, et plus enclins à acquérir ces connaissances que les travailleurs plus expérimentés. Cependant, les jeunes travailleurs peuvent plus difficilement imaginer l'application concrète d'une nouvelle connaissance SST, et ainsi adopter un comportement sécuritaire en conséquence, en raison de leur expérience plus limitée et leur connaissance plus restreinte de la tâche. Dans l’ensemble, on constate que les travailleurs sont plus ou moins indifférents pour ce qui est de la SST et s’y conformeraient sans se poser de questions; ils auraient aussi la perception que la SST pourrait être améliorée, sans toutefois préciser la façon dont cela pourrait se faire. Cependant, ceux qui s’y intéressent auraient davantage tendance à mieux effectuer les tâches assignées de manière sécuritaire. Ceci soulève également l’importance de sensibiliser chaque travailleur à l’importance de sa tâche individuelle, qui se répercute sur l’ensemble des autres travailleurs et de l’organisation. Quant à l'application des mesures sanitaires liées à la COVID-19, à l’exception d’un répondant, tous les travailleurs participants ont jugé que la formation était pertinente et qu'ils savaient appliquer ces mesures dans leurs tâches quotidiennes et cela relativement facilement., This master’s thesis puts into perspective several occupational health and safety (OHS) risk factors that are important to workers, namely OHS training (not always adequate, relevant or sufficient), the lack of experience of young workers, working in small and medium-sized companies in the construction and related manufacturing sector, while taking into account the imperatives imposed by the COVID-19 pandemic. The objective of the research is to identify and explore the facilitators and barriers to company-based OHS training in this particular context. To do this, interviews were conducted with young workers in this sector of activity (n=6), human resources managers (n=3) from the three participating companies, and a trainer (n=1) of the Santé et sécurité générale sur les chantiers de construction course (General Health and Safety on Construction Sites course). Interview guides were developed to discuss the individual, organisational, time-related and training-related factors identified as most relevant in theoretical concepts and models related to training. In general, it appears that young workers in the construction sectors are aware of OHS issues and training, and more willing to acquire this knowledge than more experienced workers. However, it is more difficult for young workers to imagine the concrete application of new OHS knowledge, and thus adopt safe behaviour accordingly, due to their more limited experience and knowledge of the task. Overall, workers were found to be more or less indifferent to OHS and would comply without question; they would also perceive that OHS could be improved, but would not specify how this could be done. However, those who were interested were more likely to do their assigned tasks in a better and safer manner. This also raises the importance of making each worker aware of the importance of his or her individual task, which has an impact on all other workers and the organisation. With regard to the application of health measures related to COVID-19, with the exception of one respondent, all participating workers felt that the training was relevant and that they knew how to apply these measures in their daily tasks relatively easily.

The purpose of this article is an attempt to substantiate the need for further study of the legal support of youth programs at industrial enterprises in Russia. The development of regulatory and legal support for the implementation of corporate programs “Youth” and its events will contribute not only to giving the official status of youth work at the enterprise, but also to the formation of subjective qualities of youth. В статье приводится краткий анализ нормативно-правового обеспечения молодежной политики на промышленных предприятиях России. Разработка нормативно-правового обеспечения реализации корпоративных программ «Молодежь» и ее мероприятий будет способствовать не только приданию официального статуса молодежной работы на предприятии, но и формированию субъектных качеств молодежи.

This research documents employment opportunities of labour-market entrants during the COVID-19 crisis in the Netherlands. Two recent cohorts of graduates are studied and compared to two pre-COVID-19 cohorts: the 2019 cohort was unexpectedly hit by the COVID-19 crisis about six months after entering the labour market and the 2020 cohort graduated and entered the labour market in the midst of a lockdown. Our estimation results suggest short-term effects of lockdowns on employment probabilities, specifically for relatively lower educated labour-market entrants. The effects appear to be relatively small in size and seem to fade when the lockdown measures are eased. Men seem to have suffered more than women and some sectors are hit harder than others, which could result in short-run mismatches. Overall the effects appear to be less severe than during an economic recession, which is most likely due to the tight labour market and the strong measures taken by the government to mitigate the labour-market impact of the COVID-19 crisis.

We investigate how the flexibility of temporary contracts affects the probability of young workers to be upgraded into permanent employment. Theoretically, we explore the workers' career development in response to the change in flexibility within a search and matching model; empirically, we exploit an Italian labour market reform which increased flexibility in a difference in differences framework. We find that new entrants in the labour market who have been affected by the reform experienced a decrease in the conversion rate of approximately 12.5 percentage points in the first months after the reform, and of 5.1 percentage points over a year, compared to unaffected peers. This effect is particularly strong among women and low-educated workers employed in low productive firms in the Center/South of Italy. Worryingly, the lower conversion rate leads to a 25% wage penalty even two years down the workers' career paths.

The aim of this study is to explore how young people are influenced by the work society, what the subjectification process looks like and how the subject position affects their experience of them self and their agency. Moreover, this study has a discourse analytical approach as well as a critical approach to work and work society. We conducted semi-structured interviews with five youths between 18 and 24 years old. Thematic analysis and Carol Bacchi’s WPR approach have been used to analyze the data, which resulted in five themes. The themes represent different aspects of how young people form themselves as subjects of value and labour in the work society. The main findings are that there is a fear of failure included in the subject position, as well as a perceived need to work on yourself to achieve the goals that are formulated through the current neoliberal discourse of modern work society. Thus, in the modern labour market, young people must cultivate themselves as subjects of labour.

New automation technologies affect workers in a heterogeneous manner according to their demographic characteristics, skills, and the tasks they perform. In this paper we study the effects of automation on labor market outcomes in a developing country, Chile. We focus our analysis on the heterogeneous impacts of automation across cohorts. Does automation affect young workers differently than older workers? Do young workers tend to perform routine tasks? Are young workers in routine occupations more exposed to negative effects of technology? Our empirical strategy is based on exploiting differences in the routinization of tasks across districts and occupations and a change in the trend of automation technology adoption in Chile. We find that young workers are more easily displaced by automation than older workers of similar characteristics. At the same time, cohorts of young workers are more skilled and more mobile than older workers, which implies that they have good prospects of working in complement with automation technology in the near future. The young and unskilled are the most vulnerable group of workers.

В статье рассмотрены особенности работы с молодыми работниками и молодыми специалистами в нефтегазовых компаниях. Проанализированы показатели, характеризующие работу нефтегазовых компаний (ПАО «НК «Роснефть», ПАО «Газпром», ПАО «Газпром нефть», ПАО «НОВАТЭК», ПАО «ЛУКОЙЛ», ПАО «Сургутнефтегаз», ПАО «Татнефть») с молодыми работниками и молодыми специалистами в динамике за 2016–2020 гг. Рассмотрены практические подходы к организации работы с молодыми специалистами в нефтегазовых компаниях. Систематизированы основные инструменты в работе с молодыми специалистами в нетегазовых компаниях. Представлены основные недостаки в работе с молодыми специалистами в нефтегазовых компаниях и направления соывершенствования., The article discusses the features of working with young employees and young specialists in oil and gas companies. The indicators characterizing the work of oil and gas companies (PJSC NK Rosneft, PJSC Gazprom, PJSC Gazprom Neft, PJSC NOVATEK, PJSC LUKOIL, PJSC Surgutneftegaz, PJSC Tatneft) with young employees and young specialists in dynamics for 2016-2020 are analyzed. Practical approaches to the organization of work with young specialists in oil and gas companies are considered. The main tools in working with young specialists in oil and gas companies are systematized. The main disadvantages of working with young specialists in oil and gas companies and areas of co-development are presented., Экономика и управление: научно-практический журнал, Выпуск 2 (164) 2022

Het generatiepact is al een aantal jaren werkzaam binnen Nederlandse organisaties: een regeling waarbij ouderen met behoud van pensioenopbouw geleidelijk kunnen afbouwen om zo ook jongeren een kans te geven. NIDI-onderzoek laat zien dat belangstelling voor een dergelijke regeling groot is, maar ook dat het zwaartepunt van de belangstelling niet bij oudere werknemers ligt voor wie het impliciet bedoeld is - zwaar werk, laag inkomen of met mantelzorgbeslommeringen - maar bij de welvarende oudere werknemers.

Het generatiepact is al een aantal jaren werkzaam binnen Nederlandse organisaties: een regeling waarbij ouderen met behoud van pensioenopbouw geleidelijk kunnen afbouwen om zo ook jongeren een kans te geven. NIDI-onderzoek laat zien dat belangstelling voor een dergelijke regeling groot is, maar ook dat het zwaartepunt van de belangstelling niet bij oudere werknemers ligt voor wie het impliciet bedoeld is - zwaar werk, laag inkomen of met mantelzorgbeslommeringen - maar bij de welvarende oudere werknemers.

Jongeren hebben veel meer en langer dan vroeger te maken met flexibele arbeidscontracten. Dit blijft niet zonder gevolgen voor de samenleving. Maar hoe denken werkgevers over de flexibilisering van de arbeidsmarkt? Brengt het hen vooral voordelen of is de flexibilisering doorgeschoten? Nieuw onderzoek onder Nederlandse werkgevers laat zien dat het gebruik van flexibele contracten ook volgens werkgevers schaduwkanten kent.

Despite efforts to reduce risk by providing young workers with safety knowledge and direct them to ways of working safe, injury rates are still relatively high in this group, which point to shortcomings in the understanding of the mechanisms that are important for safety learning. Therefore, in this article we will explore the mechanisms that are involved in safety learning of young newly employed workers. We draw on data from (participant) observation with 33 young workers during their first three months at work in the metal work sector, in elderly care, and in the retail sector. The analysis point to safety learning among young newly employed workers as more than a question about giving them information about safety issues. Through experiential learning, the formal safety information they are given is at times overturned, filtered through the everyday dilemmas of the work and through normalisations of risky practices at the workplace. The results point to safety learning as an integral part of the way that these workers are inducted to and engaged in the everyday dilemmas and handling of tasks at the workplace, such as helping colleagues or debating the correct ways of doing the job. Without being trained through debating and discussing the canons and practical application of correct practice, further reduction of risks and thereby injuries at work will potentially be difficult to achieve. Following this, reducing the risk of injury among young workers must largely be based on improvements targeted not only new young workers, but in the organisational safety practice as such. This will potentially improve the safety of new workers as well as senior employees in the workplace.

Behavioral factors play a fundamental role in preventing occupational injuries and accidents. Previous studies have shown that engagement in safety behavior is influenced by workers’ safety motivation. However, understanding of the cognitive factors that contribute to safety motivation is lacking. In this study, we examine internal safety locus of control and safety self-efficacy as mediators of the effects of a safety intervention on safety motivation. In 2016, 464 students from eight vocational schools participated in a school-based cluster randomized, controlled intervention study conducted in Finland. In the multiple mediation model investigated using structural equation modeling (SEM) analysis, participation in the safety intervention predicted significant increases in both safety-related self-efficacy and the internal safety locus of control. The intervention also predicted significant increases in safety motivation. The model had no significant direct path from the intervention condition to safety motivation when the mediators were included in the model, which indicated full mediation. The indirect effect of safety intervention on safety motivation via the internal safety locus of control was statistically significant. These results indicate that the internal safety locus of control mediated the effect of the intervention on safety motivation. Therefore, the effect of a safety intervention on safety motivation was dependent on the internal safety locus of control being an intermediate factor. We propose that modifying the safety locus of control is a potential avenue for increasing safety motivation.

Occupational injury rates are higher among young people when compared to older age groups. Objective: Identifying preventive occupational safety and health interventions that aim at protecting young workers from hazards at work while considering their ongoing physical and mental maturation. Methods: We ran a sensitive search strategy in twelve electronic databases to locate studies. Two review authors independently screened titles and abstracts, and later full texts for eligibility. One person extracted the details of studies and another checked for errors. Data were analyzed in an iterative process. Results: We included 39 studies. Three studies evaluated environmental interventions, 29 evaluated behavioral, one evaluated clinical and six combined more than one type of intervention. Developmental characteristics of young workers that could contribute to risk were addressed in 13 studies. Thirty-five studies were from high income countries, one was from an upper middle-income country and three were from lower middle- income countries. We found no studies from low income countries. Conclusions: There is a dearth of evidence when it comes to evaluating interventions in low and lower middle income countries and adapting interventions developed in high income countries to the needs of low and middle income ones. A higher and more integrated participation of young workers themselves, parents and other key social actors such as policy makers, employers and occupational safety and health regulators is required to optimally protect young workers. We recommend developing and evaluating interventions that specifically address the risks that youth face at work due to their ongoing developmental process. Further we need systematic reviews of the interventions identified in this review such as for young workers in the service sector.

Using a unique dataset from Italy, we show that the local unemployment rate at entry has a persistent positive effect on severe and non‐severe workplace injuries of young workers. Entrants during recessions, despite receiving marginally higher entry wages, also experience slower wage growth. The observed pattern in the differences between severe and non‐severe injuries indicates that entrants during recessions might under‐report non‐severe workplace injuries. Our findings suggest that workers entering during recessions are persistently locked into low‐quality jobs and that the mix of hazardous tasks endogenously adjusts to the business cycle. Financial support from MINECO/FEDER (ECO2015‐70540‐P) and the Compagnia di San Paolo (TO‐Call3‐20120119‐The Popart Network) is gratefully acknowledged.

Background New Jersey Department of Education (NJDOE) requires by law for accidents/incidents (injury) involving career-technical-vocational education (CTE) students and staff to be reported within five business days to the NJ Safe Schools Program (NJSS) using an online surveillance system. NJ public schools and charter schools (CS) through school districts (SD) or county offices report school data annually to NJDOE, including per pupil spending (PPS). In this study, we examined potential associations of PPS with several variables on injury in NJ: injury cause, injury location on the body, injury type, injury severity, use of PPE, and location of treatment for injury. Methods PPS data for December 1998–June 2015 from CTE SDs (one per NJ county, n = 21), four CS SD and eight county special services districts were analyzed. T-test examined potential differences in PPS regarding injury severity and use of personal protective equipment (PPE). Stepwise logistic regression assessed potential associations between PPS and various injury surveillance variables. Results There were more CTE injuries reported among SD with lower PPS than among SD with higher PPS. Relatively less severe injuries, e.g., bruise/bumps and cuts/lacerations, more often occurred at schools and SD with higher PPS. Conversely, relatively more severe injuries, e.g., fractures, more often occurred at schools and SD with lower PPS. Conclusion Future research should further investigate disparities regarding younger worker injuries reported within school-based career-technical-vocational education programs by PPS and other factors like sex or gender, severity, safety training provided and work experience at time of injury.

This study sought to analyse the relationship between burnout variables and retaliatory attitudes in young workers. A descriptive case study was conducted based on a quantitative approach, focusing on young people in two Brazilian state capitals: Curitiba in Parana, and Porto Alegre in Rio Grande do Sul. A three-part questionnaire was administered, and the final sample contained 526 valid survey forms. The data analysis used exploratory factor analysis and structural equation modelling. Emotional exhaustion is related to individuals’ feelings of indignation at perceived injustices and perceptions of justice. Low personal accomplishment is negatively related to judgment of retaliation. The latter finding contributes significantly to the literature, which has few articles linking these two constructs. Organisations can use the results to improve how they deal with younger workers and their specific burnout and retaliatory attitudes, thereby improving quality of life for not only all workers on the job but also young people specifically

Las teorías sociológicas, especialmente desde el enfoque de la segmentación de los mercados de trabajo, han mostrado que entre diversos grupos de población se producen diferencias en las tareas, los modos de empleo y los salarios. Empero la mayoría de las investigaciones no ha considerado la coexistencia e interacción entre esos procesos de segmentación. Esta investigación realiza un análisis situado en el mercado de trabajo de la fruta fina en la Comarca Andina del Paralelo 42 (Patagonia Argentina). En él, desde hace varias décadas, la producción de frutas finas se destaca como una de las principales actividades económicas y demandantes de mano de obra. Por ello, recientemente se observa la ocupación de diversos grupos de trabajadores: mujeres, migrantes, niños y jóvenes. Este trabajo busca identificar cómo se ponen en juego diferentes procesos de segmentación en este mercado de trabajo, cuáles son las características de contratación de cada grupo y cómo se producen interacciones entre dichas segmentaciones. Para ello, se entrevistaron productores, trabajadores y técnicos y se analizaron datos secundarios (estadísticas y documentos). La investigación evidencia que los procesos de segmentación se imbrican y generan nuevas diferencias en el acceso a puestos y las condiciones de trabajo. Sociological theories of labor markets, especially from the segmentation perspective, have shown that differences in tasks, modes of employment and wages occur between different population groups. However, most researches have not considered the coexistence and interaction between these segmentation processes. This research carries out allocated analysis in the job market of fine fruit in the Andean Region of the 42nd Parallel (Argentine Patagonia). Since several decades, in that region, the production of fine fruits has stood out as one of the main economic activities and labor force demander. For this reason, the employment of various groups of workers has recently been observed: women, migrants, children and young people. This work seeks to identify how different segmentation processes are brought into play in this job market, what are the hiring characteristics of each group and how interactions between these segmentations occur. For achieving this aim, producers, workers and technicians were interviewed and secondary data (statistics and documents) was analyzed. Research shows that segmentation processes intersect and generate new differences in access to jobs and working conditions. As teorias sociológicas dos mercados de trabalho, especialmente do foco da segmentação, mostraram que diferentes grupos de trabalhadores diferem em termos de métodos, métodos de emprego e salários. No entanto, a maioria das investigações não considerou coexistência e interação entre esses processos de segmentação. Esta investigação realiza uma análise localizada no mercado de trabalho de frutas finas na Região Andina do Paralelo 42 (Patagônia Argentina). Em várias décadas, a produção de frutas finas se destaca como uma das principais atividades econômicas e demanda de mão-de-obra. Para ele, tem sido observada recentemente a ocupação de vários grupos de trabalhadores: mulheres, migrantes, crianças e jovens. Este trabalho procura identificar como diferentes processos de segmentação são colocados em jogo nesse mercado de trabalho, como as características de contratação de cada grupo e como ocorrem as interações entre os processos de segmentação. Para ele, foram entrevistados produtores, trabalhadores e técnicos e analisados dados secundários (estatísticas e documentos). A investigação mostra que os processos de segmentação são imbricanos e gera novas diferenças no acesso às condições de trabalho. Área Investigación y Desarrollo Tecn. Agricultura Familiar - Región Patagonia Fil: Ejarque, Mercedes. Instituto Nacional de Tecnología Agropecuaria (INTA). Área Investigación y Desarrollo Tecnológico Agricultura Familiar - Región Patagonia; Argentina Fil: Aiani, Bruno. Universidad de Buenos Aires. Facultad de Ciencias Sociales. Instituto de Investigaciones Gino Germani; Argentina Fil: Lamaisón, María Guadalupe. Universidad de Buenos Aires. Facultad de Ciencias Sociales. Instituto de Investigaciones Gino Germani; Argentina. Fil: Nessi, María Virginia. Universidad de Buenos Aires. Facultad de Ciencias Sociales. Instituto de Investigaciones Gino Germani; Consejo Nacional de Investigaciones Científicas y Técnicas; Argentina.

This paper investigates whether longer upper secondary education affects the role of parents in the job finding process. Previous research has shown that less educated workers rely more on contacts, and theory suggests that education and social connections can be substituted as signals of ability. I investigate this question by exploiting a Swedish trial that generated exogenous variation across municipalities and student cohorts in the length of vocational upper secondary education. Relying on Swedish matched employer-employee data, I estimate the effect of receiving one more year of education on the probability of being employed at the same establishment as a parent for up to 20 years after graduation. The results indicate that the average impact of a longer education is negative during the early career and non-trivial in magnitude. The overall effect is entirely driven by a large and statistically significant effect within the group of vocational students with high-educated parents. For the group of students where the use of parental ties is most prevalent, students with low-educated parents, the reliance on parental contacts appears resilient to policy-induced changes in the length of education.

The economic crisis has revived the interest on the increasingly vulnerable position of youth in the labour market. In this paper we analyze flexicurity policies in the Nordic and in Southern European countries in the period previous to the crisis and explore whether they contribute to explain this trend and differences across countries. First of all, it is argued how the disadvantaged position of this group in the labour market has long-running causes and is not just the consequence of deterioration in labour market conditions as a result of the crisis. Labour market policies under the flexicurity umbrella haven't been able to mitigate the increasing dualization of many EU labour markets. This also applies to young workers that are more exposed to the flexibility envisaged under this paradigm and in many countries less protected by the compensating security measures. However, the analysis shows how the crisis is widening the gap between countries in the degree and form of uncertainty facing young workers. Those in countries with labour market policies closer to the flexicurity paradigm perform better before and after the crisis compared to countries with institutional configurations far from the flexicurity ideal-type. It is finally argued how record youth unemployment jeopardises the sustainability of welfare state arrangements across European Social models and poses serious challenges to social cohesion.

With a focus on jobs for youth, this paper analyses the development of job postings in Norway during the first and second wave of the COVID-19 pandemic in 2020. Jobs for youth are defined by the top 20 3-digit occupations for young workers. Job postings in these occupations took a larger hit than other jobs. We also identify the top 20 occupations for entrants right after completed highest education. Separate analyses by education reveal that entry jobs for young people with lower education declined the most during the pandemic. Using a difference in difference framework with 2018 and 2019 as reference years, we show that the decline started before "lock-down" policies were in place, but that the decline was even larger during the lock-down. Concurrent with re-opening phases in the economy, job posting rates improved, but did not reach the levels comparable to those in 2018 and 2019.

The article deals with issues directly related to organizational irregularities. Its aim is to investigate the degree of exposure of young people to organizational dysfunctions, as there is now a clear research gap regarding the scale of the problem in this group of employees. The article presents successively why young workers are particularly exposed to this type of phenomena. The essence and causes of the problem are shown. An attempt was made to systematize organizational dysfunctions. The most important threats resulting from irregularities are also presented. In addition, on the basis of quantitative research, an attempt was made to determine the scale of the problem among people with short work experience and the effects of these organizational dysfunctions in this social group were examined. A full understanding of the mechanisms involved in the occurrence of organizational irregularities is very important from a social point of view as it can help to reduce the scale of the problem.

Debate continues to feature prominently in many countries on such notions as skills, skill shortages and employability. Clearly such notions remain significant internationally in the rhetoric of both economic reform and training policy and practice. However, the problem remains of differing perceptions. The purpose of this comparative study was to examine the expectations of small and medium‐sized enterprises (SMEs) when they recruit young people. Focusing on Germany, Australia and the United States, interviews were held with 30 managers in two diverse job roles—hospitality front‐desk staff and automotive technicians. In addition to differences in the range of desired skills between the job roles in these countries, difficulties in recruiting young people were highlighted by the study. Generational differences and academization were perceived as having effects on the hiring of young workers. Various problems with each country's general education system were also emphasized, as managers perceived many young people being inadequately prepared for work. The study also demonstrates the influence of the skill formation system of the countries is less relevant in comparison to the sector in which the SMEs are active. Refereed/Peer-reviewed

The study analyzes the data from the criminal investigation file No. 1335 and brings to light the sentiments that prevailed among young workers and students from the local vocational college in Zlatoust (Chelyabinsk region). In 1957, they created an underground group that produced and disseminated anti-Soviet leaflets. The study analyzes their motives, activities and characteristics. It was found that many young workers joined the group because they were dissatisfied with their life. Their ideology can be described as ‘naive Communism’ or ‘grassroots Stalinism’. На основе архивно-следственного дела № 1335 исследуются настроения молодых рабочих и учащихся ремесленного училища города Златоуст Челябинской области, создавших в 1957 г. подпольную молодежную группу, занимавшуюся изготовлением и распространением самодельных листовок антисоветской направленности. Раскрыты мотивы, конкретные действия и характеристики участников группы. Показано, что объективными причинами для выступления молодых рабочих была неудовлетворенность своим положением. Идеологию их выступления автор определяет как «наивный коммунизм» и «народный сталинизм».

Relying on Swedish linked employer-employee data over a 30-year period, I study the importance of work during high school for graduates' school-to-work transition and labor market outcomes. I show that employer links established through work during school provide students with an important job-search channel, accounting for 30 percent of direct transitions into regular employment. I use the fact that some graduates are deprived of this channel due to establishment closures just prior to graduation and labor market entry. I compare classmates from the same vocational high school tracks to identify the effects of the closures and show that the closure of a previous in-school establishment leads to an immediate and sizable negative effect on employment after graduation. The lost employer connections have also persistent, but diminishing negative effects on employment and earnings for up to 10 years. Parts of the negative effect are driven by the loss of employers links that offer job opportunities in industries related to graduates' specialization in vocational school. I find evidence supporting that students who lose such relevant links shift towards jobs in less- relevant industries.

The present study uses a three-point system for assessing various parameters of young workers’ lives. A rating of mean values of all the assessed parameters shows that the leading parameters include satisfaction with relationships with close people, health, the enterprise one works in, and the level of one’s education. The group of the average degree of satisfaction includes satisfaction with work and the overall quality of life. Dissatisfaction is caused by non-production activities and the realization of young workers’ expectations from their work. Support measures for young workers are the outsider of the rating. The plans for changing one’s blue-collar profession in the future and the measures young specialists believe to be necessary for the improvement of working conditions are analyzed. The desired measures are compared to the measures implemented at the enterprise. A typology allowing conducting diagnostics to identify young workers aiming to leave one’s blue-collar profession in the near future is developed and tested.

This paper discusses the potential long‐run effects of large‐scale unemployment during the COVID‐19 crisis in the labour market on vulnerable job losers and labour market entrants in the United States. The paper begins by contrasting measures of the scale of job loss during the crisis. These measures are paired with estimates from past recessions indicating that the costs of job loss and unemployment can reduce workers’ earnings and raise their mortality for several decades. Focusing only on a subset of vulnerable job losers, the potential lifetime earnings losses from job loss related to the COVID‐19 pandemic are predicted to be up to $2 trillion. Related losses in employment could imply a lasting reduction in the overall employment–population ratio. For these workers, losses in potential life years could be up to 24 million. Even at the low range, the resulting estimates are substantially larger than losses in potential life years from deaths directly due to COVID‐19. New labour market entrants are at risk to suffer long‐term losses in earnings and mortality as well. Based partly on experiences in other countries, the paper discusses potential reforms to short‐time compensation programmes and unemployment insurance, which could help limit the short‐ and long‐term harm from layoffs going forward.

Claims have been made that the Court of Justice of the European Union (CJEU) is more lenient in accepting age discriminating measures affecting older people than in those affecting younger people. This claim is scrutinised in this article, first, by making a quantitative analysis of the outcomes of the CJEU’s case law on age discrimination cases, followed by a qualitative analysis of the line of reasoning of the CJEU in these cases and concluding with an evaluation of the Court’s reasoning against three theoretical approaches that set the context for the assessment of the justifications of age discrimination: complete life view, fair innings argument and typical anti-discrimination approach. The analysis shows that the CJEU relies more on the complete life view approach to assess measures discriminating old people and the fair innings argument approach to assess measures discriminating young people. This results in old people often having to accept disadvantageous measures and young workers often being treated more favourably.

Het generatiepact is al een aantal jaren werkzaam binnen Nederlandse organisaties: een regeling waarbij ouderen met behoud van pensioenopbouw geleidelijk kunnen afbouwen om zo ook jongeren een kans te geven. NIDI-onderzoek laat zien dat belangstelling voor een dergelijke regeling groot is, maar ook dat het zwaartepunt van de belangstelling niet bij oudere werknemers ligt voor wie het impliciet bedoeld is - zwaar werk, laag inkomen of met mantelzorgbeslommeringen - maar bij de welvarende oudere werknemers.

How do workers in different age groups fare on the labor market when a banking crisis occurs? Using data on 41 banking crises in 38 developed countries between 1990 and 2014, we examine how banking crises affect the labor market position of workers from five different age groups (including those aged 65 years and older) and whether employment protection legislation shields workers from unemployment. Results show that unemployment increases for all age groups in the aftermath of banking crises, but much more so for younger workers. The labor force participation of older women increases significantly in the medium run, whereas older men close to retirement withdraw from the labor market. Countries with strong employment protection legislation shield workers from the impact of banking crises in the short run but show signs of increases in unemployment rates for young and middle-aged workers in the medium run.

I study the long-term effects of landing a first job at a large firm versus a small one using Spanish social security data. Size could be a relevant employer attribute for inexperienced workers since large firms are associated with greater training, higher wages, and enhanced productivity. The key empirical challenge is selection into first jobs – for instance, more able people may land jobs at large firms. I address this challenge developing an instrumental-variables approach that, while keeping business-cycle conditions fixed, leverages variation in the composition of labor demand that labor-market entrants face. I find that initially matching with a larger firm substantially improves long-term outcomes such as lifetime income, and that these benefits persist through subsequent jobs. Additional results point to mechanisms related to search frictions and better skill-development at large firms. Together, these findings shed light on how heterogeneous firms persistently impact young workers' trajectories.

The goal of this training guide is to reduce the number of accidents and related injuries among the youth workers in the green industry by making workplaces safer. This guide is primarily for employers or supervisors of youth workers in the green industry Revised P BSE-46

Essay I: This paper studies the importance of market work during high school for graduates' school-to-work transition and career. Relying on Swedish linked employer-employee data, I show that such work provides students with an important job-search channel that some graduates are deprived of due to establishment closures that occur just prior to graduation and labor market entry. I identify the effects of the closures by comparing classmates from the same vocational tracks and find immediate and sizable negative effects on employment and earnings after graduation. The effects persist for up to 10 years, but are not permanent. Graduates who lose a connection in an industry that is relevant to their specialization in vocational school adjust by finding employment in less-relevant industries. Essay II (with Lena Hensvik and Oskar Nordström Skans): Using Swedish economy-wide data spanning across two deep recessions, we examine how the role of social contacts in matching labor market entrants to employing firms changes with labor market conditions. We measure social contacts acquired during paid work while in high-school and rely on interacted class-plant fixed-effects models to isolate the effects of interest. One third of post-graduation matches are formed at establishments where youths worked during their studies. Furthermore, graduates are much more likely to match with sites to which coworkers from these jobs have relocated. These patterns are strikingly counter-cyclical, suggesting that social contacts are crucial determinants of matching patterns in bad times. Essay III: I provide empirical evidence on whether a longer education can causally reduce the reliance on social contacts in the transition from school-to-work as suggested by previous theoretical work. Relying on matched employer-employee data, I exploit a Swedish trial that generated exogenous variation in the length of vocational upper secondary education and analyze how this affected the use of parental job-search contacts. I find a negative and non-trivial impact on the probability of working at the same establishment as a parent during the early career, which is entirely driven by students with high-educated parents. For the group where the use of parental ties is most prevalent, students with low-educated parents, the reliance on parents appears resilient to policy-induced changes in the length of education.