Fixed-term contracts and firm productivity: Do workers' skills and firm conversion rates from fixed-term to permanent contracts matter?

Autor/inn/en	Nguyen, Ngoc Hân; Smits, Wendy; Vancauteren, Mark
Titel	Fixed-term contracts and firm productivity: Do workers' skills and firm conversion rates from fixed-term to permanent contracts matter? Gefälligkeitsübersetzung: Befristete Verträge und Unternehmensproduktivität: Spielen die Qualifikationen der Arbeitnehmer und die Umstellungsraten von befristeten auf unbefristete Verträge eine Rolle?
Quelle	In: International journal of manpower, 45 (2024) 10, S. 144-161 PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; Zeitschriftenaufsatz
ISSN	1758-6577
DOI	10.1108/ijm-03-2024-0194
Schlagwörter	Produktivitätseffekt; Arbeitsproduktivität; Qualifikation; Weiterbeschäftigung; Befristeter Arbeitsvertrag; Unbefristeter Arbeitsvertrag; Auswirkung; Einflussfaktor; Quote; Niederlande
Abstract	"Purpose: We aim to elucidate the relationship between fixed-term employment and firm productivity by examining workers' skills and considering how firm-level conversion rates influence this relationship. Design/methodology/Approach: We use longitudinal employer-employee data between 2011 and 2017 in the Netherlands to estimate a nonlinear regression derived from a production function proposed by Addessi (2014) and Castellani et al. (2020). Findings: The contribution of fixed-term contracts to firm-level productivity is less than that of permanent contracts. However, this contribution is greater when firms exhibit a high conversion rate from fixed-term to permanent positions. The effect of the conversion rate is more substantial for high-skilled fixed-term workers than for low-skilled ones. Originality/value: Our results suggest the extent to which firms benefit from fixed-term contracts when these are used for screening high-skilled workers for permanent employment." The study refers to the period 2011-2017 (Author's abstract, IAB-Doku, © Emerald Group).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2025/2