The purpose of the paper is to explore the factor that might influence atypical workers¡¦ turnover intention as the ¡§Atypical employment¡¨ is increasing in Taiwan over the last few years. Will try to understand weather or not an atypical workers¡¦ psychological contract, social capital, employability and relationship perception will influence their turnover intention. And also discuss the situation of atypical worker¡¦s turnover intention, psychological contract, social capital, employability and relationship perception. The findings are shown as the following: 1. The atypical workers in telecommunication service industry reported lower psychology contract violation than other sub-groups did. 2. The atypical workers in telecommunication service industry reported greater social capital than other sub-groups did. 3. Atypical workers generally reported the same employability. 4. The atypical workers in Electronics and Technology industry reported lower relationship perception than other sub-group did. 5. Psychology contract influences the atypical workers¡¦ turnover intention significantly. 6. Social capital influences the atypical workers¡¦ turnover intention significantly. 7. Employability influences the atypical workers¡¦ turnover intension significantly. 8. Relationship perception influences atypical workers¡¦ turnover intension significantly.

In the past decades, European labour markets have undergone profound changes, witnessing a process of liberalisation and flexibilisation, in part through the spread of various forms of atypical employment. These new forms of employment have been argued to be of generally lower quality than standard employment, presenting several disadvantages across a range of employment-related dimensions. Nevertheless, the disadvantages experienced by atypical workers are argued to differ depending on nationally specific institutional settings, as employment regulations, welfare institutions and collective representation are commonly claimed to play a significant role in the shaping of disadvantage. Within the field of comparative political economy, a literature has emerged dealing with issues of dualisation and insider-outsider divides associated with these new forms of employment, mainly focusing on institutional divides in employment and welfare protection and political representation between standard and atypical workers and their consequences in terms of social inequalities. Authors within this literature have argued divides to be different across groups of countries within Europe. Specifically, an important distinction has been claimed to exist between Liberal countries, where divides are argued to be limited, and Southern European countries, where they are said to be among the highest. But this literature has mostly considered disadvantages from an institutional perspective, without empirically investigating whether institutional divides actually translate into individual disadvantages. At the same time, within sociology, authors have investigated individual disadvantages experienced by atypical workers under the broad concept of precariousness. Nevertheless, these scholars have not provided a systematic analysis of the relation between different institutional frameworks and individual disadvantages. This thesis aims at partly bridging these two literatures, by providing an analysis of how different institutional settings impact on disadvantages as experienced at the individual level. To do this, this thesis explores the disadvantages experienced by a specific category of atypical workers, namely temporary agency workers. It focuses on two countries which have been argued to present very different institutional divides across a broad range of employment-related dimensions. The UK is seen as the main example of Liberal country in the European context, providing limited employment protection to all workers, a fragmented system of industrial relations and a social protection system mainly based on means-testing and mostly aimed at poverty prevention. In contrast, Italy has been considered one of the European countries with the most highly segmented labour market, with high employment protection for core workers but very little for workers at the margin. At the same time, both its industrial relations system and it social protection system are said to strongly discriminate against people in atypical forms of employment. These claims are explored through semi-structured interviews with temporary agency workers in the service sector, trade unionists and other relevant stakeholders involved in atypical employment. The study demonstrates that temporary agency workers in the two countries experience partly different disadvantages. Although differences in the institutional settings can be said to contribute to explaining these differences, the analysis reveals a more complex picture. I show that institutional divides do not necessarily translate into individual disadvantages, as they interact among each other and with other factors in moulding individual experiences in a variety of ways. At the same time, individual disadvantages are present even when no institutional divide exists. Thus, the study argues that considering disadvantages only in terms of institutional divides oversimplifies a more complex and varied reality, and calls for more attention to be paid to how institutional divides are translated into individual disadvantages.

La ricerca si propone di studiare i principali problemi relativi alla tutela pensionistica del lavoro atipico. La prima parte, di carattere introduttivo, inquadra il problema nei suoi termini generali, approfondendo il rapporto tra flessibilità e protezione sociale del lavoro atipico e indagando, da un punto di vista istituzionalista, le ragioni della crisi del sistema di welfare. Nel secondo capitolo si approfondisce il tema oggetto di studio sotto il profilo delle politiche comunitarie di welfare, con particolare riferimento al coordinamento delle politiche reso possibile dal Metodo aperto di coordinamento (MAC). L'ultima parte della ricerca è dedicata agli strumenti utilizzati nel nostro ordinamento per garantire l'adeguatezza della prestazione pensionistica corrisposta ai lavoratori atipici (ad es. "ricongiunzione", "totalizzazione", etc.). Alcune riflessioni sulle possibili future linee di riforma chiudono il lavoro. / The research aims at studying the main issues concerning the legal protection of the atypical workers in the field of pensions. Chapter 1 aims at providing a general framework by studying the relationship between flexibility and social protection of the atypical workers and investigating, from the institutional point of view, the reasons for the crisis of contemporary welfare state. Chapter 2 deals with EU policies in the field of pensions, with specific regard to potentials of the Open Method of Co-ordination (OMC). The third part deals with the tools provided by the Italian pension system to guarantee the adequacy of pensions paid to atypical workers (e.g. "ricongiunzione", "totalizzazione" and so on). Finally, some remarks on the main proposals put forward by the Government, the social partners and the scholars in order to reform the pension system.

No description available.

Le monde du travail connaît actuellement de grandes transformations. Le modèle nord-américain d’organisation syndicale ne semble plus permettre au mouvement syndical de répondre efficacement à ces transformations, favorisant le développement de plusieurs initiatives de renouveau syndical. Pour évaluer les impacts d’initiatives de renouveau syndical, nous avons développé un modèle basé sur le concept de zone syndicale (Haiven, 2003, 2006). Nous avons dû déterminer les facteurs définissant la zone syndicale, comme la littérature était muette à ce sujet. En utilisant d’abord la théorie des déterminants de la densité syndicale (Schnabel, 2003), nous avons intégré au modèle les éléments de la théorie des ressources du pouvoir syndical (Lévesque et Murray, 2010) pour considérer les facteurs internes aux syndicats qui influencent la zone syndicale. L’intégration de ces trois théories dans un modèle unifié constitue une innovation théorique significative. Le modèle a été appliqué à deux centres de travailleurs : le Vermont Workers Center et le Centre des Travailleurs de St-Rémi. Dans les deux cas, ces initiatives ont permis d’élargir la zone syndicale. Par contre, le Centre du Vermont applique les principes du syndicalisme communautaire, en cherchant à développer du leaderhsip chez ses membres (Cranford et Ladd, 2013), alors que celui de St-Rémi applique un syndicalisme de mobilisation, où le leadership s’exerce par les organisateurs syndicaux (Camfield, 2007). Cette différence et leurs différents mandats font que les impacts des deux cas étudiés diffèrent. D’autres études sont nécessaires pour améliorer le modèle proposé. Ce dernier demeure malgré tout un outil pour les chercheurs ou les syndicats qui veulent évaluer des initiatives ou des pratiques syndicales et permettre, à terme, d’augmenter l’influence du mouvement syndical sur le marché du travail et la société. / The labor market is undergoing major changes. The north-american model of union organization seems to not allow the labor movement to respond effectively to these changes, which have contributed to the development of several union renewal initiatives. To evaluate the impacts of union renewal initiatives, we have developped a model based on the concept of union zone (Haiven 2003, 2006). We had to determine the factors defining the union zone, as the litterature was silent about that subject. Using at first the theory of the determinants of the union density (Schnabel, 2003), we have integrated elements of the theory of union power resources (Lévesque and Murray, 2010) to the model to consider the internal factors for the unions that can influence the union zone. The integration of these three theories in one unified model constitute a significant theoritical innovation. The model was applied to two workers centers : the Vermont Workers Center and the St-Rémi Workers Center. In both cases, these union renewal initiatives have enlarged the union zone. On the other side, the Vermont center applies the principles of community unionism, seeking to develop leadership among its members (Cranford and Ladd, 2003), while the St-Rémi center applies the principles of mobilization unionism, in which leadership is exercised rather by union organizers (Camfield, 2007). This difference and their different mandates made the impacts in the two studied cases different. Further studies are needed to improve the proposed model. It remains a tool that can be useful for researchers or unions who want to evaluate the impacts of union initiatives or practices and, eventually, increase the influence of the labor movement on the labor market and society.