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• W2170610394 abstract "The labour market's ability to adjust to the current demographic shock is a central concern for labour market policies. An aging population could affect the economy's ability to adjust, not only to the aging population shock itself, but also to those associated with the business cycle, international trade and technological changes (Kuhn, 2003). This study contributes to discussions about the ways in which organizations adjust to such an increasingly turbulent environment. Among others, seniority-based pay has been identified as a factor that could potentially hinder an organization's ability to adjust to the market, within the context of an aging workforce. This study focuses on the use of non-standard jobs (or numerical flexibility) and variable compensation as strategies to avoid seniority-based pay. Using unique data that match employers and employees at the micro level, we investigated the link between the demographic composition of workplaces and the adoption of either or both « flexibilization » strategies. Consequently, we conclude that there is no link between workplace demographics and the adoption of variable compensation. However, a high proportion of older workers (45 years and older) in the workplace is positively related to the use of numerical flexibility. Moreover, a complementarity in the use of both strategies emerged from our study. The implications of these results on policies are numerous. If organizations continue experiencing difficulties in resorting to flexible compensation, they will likely continue to adjust by relying on numerical flexibility. While this type of flexibility allows older workers to ease into retirement gradually, women to cope with both working and caring for children or aging parents, and youths to combine work and studies, it can also have detrimental effects. Over time, this flexibilization strategy can lead to an underinvestment in training, a lack of savings for retirement and an increase in wage inequalities. The main challenge of the new generation of public policies lies in the identification of an effective compromise between incentives and activation programs that would allow a balance between economic imperatives (flexibility) and social aspirations (security). La maniere dont le marche du travail s'ajuste au choc demographique est au centre des preoccupations des politiques du marche du travail. En effet, le vieillissement de la population pourrait affecter la capacite de l'economie a s'ajuster, non seulement au choc de vieillissement lui-meme, mais aussi aux chocs engendres par les cycles economiques, le commerce international et les changements technologiques (Kuhn, 2003). La presente etude contribue au debat portant sur la maniere dont les entreprises s'ajustent a un environnement devenu de plus en plus turbulent. Entre autres, le salaire a l'anciennete a ete identifie comme l'un des facteurs qui pourraient freiner la capacite des entreprises a s'ajuster au marche, dans un contexte de vieillissement de la main-d'uvre. Cette etude se penche sur le recours aux emplois non standards (ou la flexibilite numerique) et l'adoption de la remuneration variable comme strategies d'evitement du salaire a l'anciennete. En utilisant des donnees uniques qui apparient les employeurs et les employes au niveau des etablissements, nous avons estime l'impact de la composition demographique des etablissements sur le recours a l'une ou l'autre des strategies de flexibilisation. Nous concluons que la composition demographique des etablissements n'est pas associee a la probabilite de recours a la remuneration variable. Par contre, la proportion des travailleurs âges (45 ans et plus) dans un etablissement est associee positivement a la probabilite de recourir a la flexibilite numerique. De meme, une complementarite entre les deux strategies de flexibilisation a ete mise en evidence. Les implications politiques de ces resultats sont multiples. Si les entreprises continuent a avoir des difficultes a instaurer des systemes de remuneration flexible, elles continueront de s'ajuster en recourant a la flexibilite numerique. Bien que cette flexibilite ait permis aux travailleurs âges de combiner le travail avec une retraite progressive, aux femmes de combiner le travail avec les soins des enfants et des parents, et aux jeunes de combiner le travail et les etudes, elle peut avoir des effets nefastes a long terme. Cette strategie de flexibilisation peut entrainer, a long terme, un sous investissement dans la formation, un manque d'epargne-retraite ainsi qu'une accentuation des inegalites salariales. Le defi de la nouvelle generation des politiques publiques consiste a identifier le compromis entre les incitatifs et les programmes d'activation qui permettrait d'atteindre un equilibre entre les imperatifs economiques (la flexibilite) et les aspirations sociales (la securite)." @default.
• W2170610394 created "2016-06-24" @default.
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• W2170610394 date "2008-05-01" @default.
• W2170610394 modified "2023-09-27" @default.
• W2170610394 title "Rémunération à l'ancienneté et ajustement du marché du travail" @default.
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