Suchergebnisse

This article presents the main findings of a multi-country comparative study of the labour market participation of a specific group: the disabled. European policies and practices to help these persons to find and hold down satisfying jobs are mapped out. An overview of the available instruments and facilities to support the integration of these 'outsiders' is then provided. The article discusses the expenditure on and performance of national systems regarding the participation of disabled persons. It concludes that financial resources are not sufficient to convince employers to offer them a job. In all selected countries employers appear to be hesitant to hire disabled persons. The article ends with an assessment of the lessons that can be learned from national good practices.

In downsizing organisations, redundant workers suffer from insecurities about work and income. Social security provides income security to the unemployed in the event of job loss. The role played by employers in unemployment prevention for redundant workers, and the effects on unemployment spells and transitions on the labour market, are neglected in both the social policy and HRM literatures. This article addresses the following question: Which factors play a role in the decision to offer job-to-job support and in determining its effect? This article provides the context for the theoretical assumptions regarding why employers initiate job-to-job measures for redundant employees and distinguishes the different types of measures based on a literature review. Secondly, this article contributes to empirical knowledge in the field of unemployment prevention among employers and the effects of job-to-job activities facilitated by employers on redundant workers' unemployment spells. A two-wave study was conducted on a sample of 2,258 Dutch redundant workers. The study shows that age, breadwinner status and gender are important predictors of unemployment duration after involuntary dismissal. The findings show that investing in the human capital of redundant workers by providing training and education and individual coaching, for example, are associated with a reduced unemployment spell. In our model, in which we controlled for other variables, we found that when one received training, education or individual coaching shortly before or after the dismissal, one was unemployed for an average of almost three months less.