How Institutional and Organizational Characteristics Explain the Growth of Contingent Work in China
基于130家企业和48位关键信息人的调查数据，研究发现国有企业与工会化企业更倾向使用非正规用工，劳动法规执行的不确定性与严格性也促进了这一趋势，管理者借此保留解雇权力、进行监管套利并应对内部冲突。
China’s traditional model of long-term employment has been undermined by an increased reliance on nonrenewable fixed-term and temporary agency employment contracts. In this study, the author draws on survey data from 130 establishments and interviews of 48 key informants to explore the spread of contingent work. Results indicate that state-owned and unionized establishments are more likely to use contingent labor, and stringent and uncertain enforcement of labor regulations is positively associated with its use. The qualitative analysis presents managers’ interpretations of these relationships. In the presence of weak labor institutions and poor enforcement, managers adopt contingent employment practices to retain the power to terminate employees at will, accrue benefits through regulatory arbitrage, and promote their own interests when handling conflicting intra-organizational demands.