Stimuleren van duurzame loopbanen voor flexwerkers: Paradoxen en routes naar een wenselijke toekomst vanuit het perspectief van belanghebbenden | Amsterdam University Press Journals Online
2004
Volume 37, Issue 2
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235

Abstract

Samenvatting

Hoe kunnen belanghebbenden van flexwerk leiding geven aan het opbouwen en ondersteunen van duurzame loopbanen voor flexwerkers? Om die vraag te beantwoorden verzamelden en analyseerden we in dit onderzoek informatie met meerdere belanghebbenden in een ‘wenselijketoekomst-georiënteerd lab’. Een groep van 50 belanghebbenden die te maken hebben met flexwerk, namen deel aan het lab. Deze groep bestond uit leiders op verschillende managementniveaus bij bemiddelaars op de arbeidsmarkt, klantorganisaties en vakbonden, beleidsmakers en platformdirecteuren, onderzoekers en flexwerkers. Uit de data-analyse komen verschillende paradoxen naar voren waarmee belanghebbenden worden geconfronteerd, namelijk: (1) economische versus welzijnslogica, (2) standaardisatie versus maatwerk, en (3) moderne werkvormen versus traditionele wet- en regelgeving. Vervolgens analyseerden we de paradoxen in het kader van duurzame loopbanen en schetsten we gewenste toekomstscenario’s richting meer duurzame loopbanen voor flexwerkers en bespreken we routes naar effectief leiderschap hierin. In het bijzonder raden we leiders aan zich te richten op het bevorderen van welzijn, oog te hebben voor uiteenlopende behoeften, en één juridisch kader te scheppen over de grenzen van organisaties heen.

Loading

Article metrics loading...

/content/journals/10.5117/GO2024.2.004.RETK
2024-06-01
2024-06-20
Loading full text...

Full text loading...

References

  1. ABU. (2022, december). “Ik wil mensen hun perspectief teruggeven” – Interview met Karien van Gennip. Uitzendwerk, Vol. 5. https://www.abu.nl/kennisbank/uitzendwerk/ik-wil-mensen-hun-perspectief-teruggeven/
    [Google Scholar]
  2. Anderson, T., & Bidwell, M. (2019). Outside insiders: Understanding the role of contracting in the careers of managerial workers. Organization Science, 30(5), 1000-1029. https://doi.org/10.1287/orsc.2018.1275
    [Google Scholar]
  3. Arets, M. (2022). Platformwerk: van hokje naar een bredere blik. Tijdschrift voor Arbeidsvraagstukken, 38(4), 545-547. https://doi.org/10.5117/TVA2022.4.005.ARET
    [Google Scholar]
  4. Ashford, S. J., Caza, B. B., & Reid, E. M. (2018). From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work. Research in Organizational Behavior, 38, 23-41. https://doi.org/10.1016/j.riob.2018.11.001
    [Google Scholar]
  5. Ashford, S. J., George, E., & Blatt, R. (2007). 2 old assumptions, new work: The opportunities and challenges of research on nonstandard employment. Academy of Management Annals, 1(1), 65-117. https://doi.org/10.5465/078559807
    [Google Scholar]
  6. Baruch, Y., & Rousseau, D. M. (2019). Integrating psychological contracts and ecosystems in career studies and management. Academy of Management Annals, 13(1), 84-111. https://doi.org/10.5465/annals.2016.0103
    [Google Scholar]
  7. Behrendt, C., Nguyen, Q. A., & Rani, U. (2019). Social protection systems and the future of work: Ensuring social security for digital platform workers. International Social Security Review, 72(3), 17-41. https://doi.org/10.1111/issr.12212
    [Google Scholar]
  8. Bleijenbergh, I. (2023). Actieonderzoek, citizen science en participatieve methoden. KWALON, 28(3), 164-172. https://doi.org/10.5117/KWA2023.3.002.BLEI
    [Google Scholar]
  9. Bonet, R., Cappelli, P., & Hamori, M. (2013). Labor market intermediaries and the new paradigm for human resources. Academy of Management Annals, 7(1), 341-392. https://doi.org/10.1080/19416520.2013.774213
    [Google Scholar]
  10. CBS. (2023). Flexwerk. https://www.cbs.nl/nl-nl/visualisaties/dashboard-arbeidsmarkt/werkenden/flexwerk
    [Google Scholar]
  11. Connelly, C. E., & Gallagher, D. G. (2004a). Emerging trends in contingent work research. Journal of Management, 30(6), 959-983. https://doi.org/10.5465/19416520.2013.774213
    [Google Scholar]
  12. Connelly, C. E., & Gallagher, D. G. (2004b). Managing contingent workers: Adapting to new realities. In R. J.Burke & C. L.Cooper (Eds.), Leading in turbulent times (pp. 143-64). Blackwell.
    [Google Scholar]
  13. De Jong, J., De Cuyper, N., De Witte, H., Silla, I., & Bernhard-Oettel, C. (2009). Motives for accepting temporary employment: A typology. International Journal of Manpower, 30(3), 237-252. https://doi10.1108/01437720910956745
    [Google Scholar]
  14. De Vos, A., Van der Heijden, B. I., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, 103196. https://doi.org/10.1016/j.jvb.2018.06.011
    [Google Scholar]
  15. Doorzaam. (2021, 30augustus). Alles-in-1 als inspiratie voorbeeld SER. https://www.doorzaam.nl/nieuwsbericht/?tx_news_pi1%5Bnews%5D=184&cHash=162e2af3629fdbd325665e492843996f
    [Google Scholar]
  16. Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2020). Algorithmic management and app-work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1), 114-132. https://doi.org/10.1111/1748-8583.12258
    [Google Scholar]
  17. Ehnert, I. (2014). Paradox as a lens for theorizing sustainable HRM: Mapping and coping with paradoxes and tensions. In I.Ehnert, W.Harry, & K. J.Zink (Eds.), Sustainability and human resource management: Developing sustainable business organizations (pp. 247-272). Springer.
    [Google Scholar]
  18. Eva, N., Robin, M., Sendjaya, S., Van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132. https://doi.org/10.1016/j.leaqua.2018.07.004
    [Google Scholar]
  19. Fisher, S. L., & Connelly, C. E. (2017). Lower cost or just lower value? Modeling the organizational costs and benefits of contingent work. Academy of Management Discoveries, 3(2), 165-186. https://doi.org/10.5465/amd.2015.0119
    [Google Scholar]
  20. Flexbarometer. (2023). Verhouding vast-flex-zelfstandig. https://www.flexbarometer.nl/verhouding-vast-flex-zelfstandig
    [Google Scholar]
  21. Freese, C., Dorenbosch, L., & Schalk, R. (2017). Flexibele arbeidsrelaties: de gevolgen voor organisaties en werkenden. Gedrag & Organisatie, 30(4), 235-243. https://doi.org/10.5117/2017.030.004.001
    [Google Scholar]
  22. Gallagher, D. G., & Sverke, M. (2005). Contingent employment contracts: Are existing employment theories still relevant?Economic and Industrial Democracy, 26(2), 181-203. https://doi10.1177/0143831X05051513
    [Google Scholar]
  23. Gümüsay, A. A. (2023). Management scholars of the world, unite! Organization Studies, 44(8), 1377-1380. https://doi.org/10.1177/01708406231169425
    [Google Scholar]
  24. Gümüsay, A. A., & Reinecke, J. (2022). Researching for desirable futures: From real utopias to imagining alternatives. Journal of Management Studies, 59(1), 236-242. https://doi.org/10.1111/joms.12709
    [Google Scholar]
  25. Gundt, N. (2019). The Netherlands: trying to solve 21st century challenges by using 20th century concepts. Comparative Labor Law & Policy Journal, 41, 473-482.
    [Google Scholar]
  26. Heeks, R., Graham, M., Mungai, P., Van Belle, J. P., & Woodcock, J. (2021). Systematic evaluation of gig work against decent work standards: The development and application of the Fairwork framework. The Information Society, 37(5), 267-286. https://doi.org/10.1080/01972243.2021.1942356
    [Google Scholar]
  27. Kalleberg, A. L., Reynolds, J., & Marsden, P. V. (2003). Externalizing employment: Flexible staffing arrangements in US organizations. Social Science Research, 32(4), 525-552. https://doi.org/10.1016/S0049-089X(03)00013-9
    [Google Scholar]
  28. Karhu, P., & Ritala, P. (2018). Dilemmas and paradoxes: How managers make the toughest decisions. Journal of Business Strategy, 39(1), 24-31. https://doi.org/10.1108/JBS-11-2016-0140
    [Google Scholar]
  29. Katz, L. F., & Krueger, A. B. (2019). Understanding trends in alternative work arrangements in the United States. RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5), 132-146. https://doi.org/10.7758/RSF.2019.5.5.07
    [Google Scholar]
  30. Keith, M. G., Harms, P., & Tay, L. (2019). Mechanical turk and the gig economy: Exploring differences between gig workers. Journal of Managerial Psychology, 34(4), 286-306. https://doi.org/10.1108/JMP-06-2018-0228
    [Google Scholar]
  31. Koene, B. A., & Pichault, F. (2021). Embedded fixers, pragmatic experimenters, dedicated activists: Evaluating third-party labour market actors’ initiatives for skilled project-based workers in the gig economy. British Journal of Industrial Relations, 59(2), 444-473. https://doi.org/10.1111/bjir.12563
    [Google Scholar]
  32. Kost, D., Fieseler, C., & Wong, S. I. (2020). Boundaryless careers in the gig economy: An oxymoron?Human Resource Management Journal, 30(1), 100-113. https://doi.org/10.1111/1748-8583.12265
    [Google Scholar]
  33. Kroon, B., Van Hooft, E. A., & Freese, C. (2022). De vogelvrije werkende: Inzichten in de gevolgen van flexwerk vanuit de sociale, arbeids- en organisatiepsychologie. Gedrag & Organisatie, 35(4), 383-396. https://doi.org/10.5117/GO2022.4.001.KROO
    [Google Scholar]
  34. Langerak, J. B., Koen, J., & Van Hooft, E. A. (2022). Hoe (niet) om te gaan met baanonzekerheid bij een tijdelijk contract: De rol van actief en passief copinggedrag. Gedrag & Organisatie, 35(4), 484-512. https://doi.org/10.5117/GO2022.4.005.LANG
    [Google Scholar]
  35. Lens, D., & Oslejová, J. (2018). Arbeidsmarkttransities van immigranten in België. Tijdschrift voor Arbeidsvraagstukken, 34(4), 476-493. https://doi.org/10.5117/2018.034.004.006
    [Google Scholar]
  36. Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24(1), 31-48. https://doi.org/10.5465/amr.1999.1580439
    [Google Scholar]
  37. Lorquet, N., Orianne, J. F., & Pichault, F. (2018). Who takes care of non-standard career paths? The role of labour market intermediaries. European Journal of Industrial Relations, 24(3), 279-295. https://doi10.1177/0959680117740425
    [Google Scholar]
  38. Meijerink, J., & Arets, M. (2021). Online labor platforms versus temp agencies: What are the differences?Strategic HR Review, 20(4), 119-124. https://doi.org/10.1108/SHR-12-2020-0098
    [Google Scholar]
  39. Meijerink, J., & Keegan, A. (2019). Conceptualizing human resource management in the gig economy: Toward a platform ecosystem perspective. Journal of Managerial Psychology, 34(4), 214-232. https://doi.org/10.1108/JMP-07-2018-0277
    [Google Scholar]
  40. Ministerie van Sociale Zaken en Werkgelegenheid. (2022, 9december). Ministerraad akkoord met wetsvoorstel verplichte certificering voor uitzendbureaus. Nieuwsbericht. https://www.rijksoverheid.nl/actueel/nieuws/2022/12/09/ministerraad-akkoord-met-wetsvoorstel-verplichte-certificering-voor-uitzendbureaus
    [Google Scholar]
  41. Montebovi, S. (2021). Accommodating platform work as a new form of work in Dutch social security law: New work, same rules?International Social Security Review, 74(3-4), 61-83. https://doi.org/https://doi.org/10.1111/issr.12278
    [Google Scholar]
  42. Peters, P. (2021). Leren, balanceren, met werk en privé: Belangrijker dan ooit. Tijdschrift voor HRM, 24(1), 99-123. https://doi.org/10.5117/THRM2021.1.PETE
    [Google Scholar]
  43. Peters, P., & Lam, W. (2015). Can employability do the trick? Revealing paradoxical tensions and responses in the process of adopting innovative employability enhancing policies and practices in organizations. Zeitschrift für Personalforschung, 29(3-4), 235-258. https://doi.org/10.1177/239700221502900305
    [Google Scholar]
  44. Petriglieri, G., Ashford, S. J., & Wrzesniewski, A. (2019). Agony and ecstasy in the gig economy: Cultivating holding environments for precarious and personalized work identities. Administrative Science Quarterly, 64(1), 124-170. https://doi:10.1177/0001839218759646
    [Google Scholar]
  45. Retkowsky, J. (2024). Toward sustainable careers for nontraditional workers [PhD-Thesis – Research and graduation internal, Vrije Universiteit Amsterdam].
    [Google Scholar]
  46. Retkowsky, J., Nijs, S., & Akkermans, J. (2020, 23november). Flexwerkers zijn waardevol, laten we daar naar handelen. Het Parool.
    [Google Scholar]
  47. Retkowsky, J., Nijs, S., Akkermans, J., Jansen, P., & Khapova, S. N. (2023a). Toward a sustainable career perspective on contingent work: A critical review and a research agenda. Career Development International, 28(1), 1-18. https://doi.org/10.1108/CDI-06-2022-0181
    [Google Scholar]
  48. Retkowsky, J., Nijs, S., Akkermans, J., Khapova, S., & Jansen, P. (2023b). Seeking stability in unstable employment: An exploratory study of temporary agency workers’ career self-management. Journal of Vocational Behavior, 143, 103877. https://doi.org/10.1016/j.jvb.2023.103877
    [Google Scholar]
  49. Rözer, J., Van der Torre, A., & Roeters, A. (2021). The platform economy and quality of work: A knowledge synthesis [Fact sheet]. The Netherlands Institute for Social Research (SCP).
    [Google Scholar]
  50. Rouvroye, L., Van Dalen, H. P., Henkens, K., & Schippers, J. J. (2022). Employers’ views on flexible employment contracts for younger workers: Benefits, downsides and societal outlook. Economic and Industrial Democracy, 43(4), 1934-1957. https://doi.org/10.1177/0143831X211053378
    [Google Scholar]
  51. Sayre, G. M. (2023). The costs of insecurity: Pay volatility and health outcomes. Journal of Applied Psychology, 108(7), 1223-1243. https://psycnet.apa.org/doi/10.1037/apl0001062
    [Google Scholar]
  52. Schneider, M. (2002). A stakeholder model of organizational leadership. Organization Science, 13(2), 209-220. https://doi.org/10.1287/orsc.13.2.209.531
    [Google Scholar]
  53. Spreitzer, G. M., Cameron, L., & Garrett, L. (2017). Alternative work arrangements: Two images of the new world of work. Annual Review of Organizational Psychology and Organizational Behavior, 4, 473-499. https://doi.org/10.1146/annurev-orgpsych-032516-113332
    [Google Scholar]
  54. Standing, G. (2016). The precariat: The new dangerous class (Revised). Bloomsbury Academic.
    [Google Scholar]
  55. Stroebe, W., Nijstad, B. A., & Rietzschel, E. F. (2010). Beyond productivity loss in brainstorming groups: The evolution of a question. In M. P.Zanna & J. M.Olson (Eds.), Advances in experimental social psychology (Vol. 43, pp. 157-203). Academic Press. https://doi.org/10.1016/S0065-2601(10)43004-X
    [Google Scholar]
  56. Sulbout, J., Pichault, F., Jemine, G., & Naedenoen, F. (2022). Are skilled contingent workers neglected? Evidence from a cross-sector multiple case study on organizational career management practices. European Management Journal, 40(3), 429-440. https://doi.org/10.1016/j.emj.2021.07.005
    [Google Scholar]
  57. Sutherland, N., Bolden, R., Edwards, G., & Schedlitzki, D. (2022). Putting leadership in its place: Introduction to the special issue. Leadership, 18(1), 3-12. https://doi:10.1177/17427150221083498
    [Google Scholar]
  58. Ten Hoonte, M. (2022). Kunnen we het even over werk hebben? Naar een ontslagvrije samenleving met werk en zekerheid voor iedereen. Haystack.
    [Google Scholar]
  59. Van de Voorde, K., Paauwe, J., & Van Veldhoven, M. (2012). Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14(4), 391-407. https://doi.org/10.1111/j.1468-2370.2011.00322.x
    [Google Scholar]
  60. Van den Groenendaal, S. M. E., Akkermans, J., Fleisher, C., Kooij, D. T., Poell, R. F., & Freese, C. (2022). A qualitative exploration of solo self-employed workers’ career sustainability. Journal of Vocational Behavior, 134, 103692. https://doi.org/10.1016/j.jvb.2022.103692
    [Google Scholar]
  61. Van der Heijden, B. I. J. M., & De Vos, A. (2015). Sustainable careers: Introductory chapter. In A.de Vos & B. I. J. M.van der Heijden (Eds.), Handbook of research on sustainable careers (pp. 1-19). Edward Elgar Publishing.
    [Google Scholar]
  62. Van der Heijden, B., De Vos, A., Akkermans, J., Spurk, D., Semeijn, J., Van der Velde, M., & Fugate, M. (2020). Sustainable careers across the lifespan: Moving the field forward. Journal of Vocational Behavior, 117, 103344. https://doi.org/10.1016/j.jvb.2019.103344
    [Google Scholar]
  63. Van der Neut, N., & Poelstra, R. (2017). Huidige arbeidsrecht weet geen raad met de nieuwe platformeconomie. Het Financieele Dagblad, Opinie & Dialoog11.
    [Google Scholar]
  64. Van Merweland, R. G., Peters, P., & Jonkers, I. (2022). ‘Vogelvrij’ of ‘vrij als een vogel’? Een kwalitatieve studie naar het psychologisch contract van jonge basisschooldocenten die bemiddeld worden via een intermediair. Gedrag & Organisatie, 35(4), 424-454. https://doi.org/10.5117/GO2022.4.003.MERW
    [Google Scholar]
  65. Zekic, N. (2023). Uitzendwerk bezien vanuit de grondslagen van het arbeidsrecht. In F. G.Laagland & J.Kloostra (Eds.), Driehoeksrelaties in het arbeidsrecht (pp. 17-44). Wolters Kluwer.
    [Google Scholar]
  66. Zhang, M. M., Bartram, T., McNeil, N., & Dowling, P. J. (2015). Towards a research agenda on the sustainable and socially responsible management of agency workers through a flexicurity model of HRM. Journal of Business Ethics, 127(3), 513-523. https://doi.org/10.1007/s10551-013-2045-z
    [Google Scholar]
http://instance.metastore.ingenta.com/content/journals/10.5117/GO2024.2.004.RETK
Loading
/content/journals/10.5117/GO2024.2.004.RETK
Loading

Data & Media loading...

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error