Organizations and their labor markets are key for social welfare in modern societies. Their functioning affects virtually all domains of modern societies. Having a job in these organizations can be a source of social contacts, personal growth, and physical well-being, but can also cause pressure and personal dilemmas. During the past decades, both organizations and labor markets have gone through unprecedented transformations. These developments have far reaching consequences, not only for the way individuals make a living, build careers and connect to others. They have also sparked a proliferation of alternative organizational forms, fundamentally changing the way public and private organizations design and allocate tasks or motivate and control their employees.
The general aim of this cluster is to understand the repercussions that changes of work have on the resilience and social welfare of individuals in their households and communities. It is studied how the increased prevalence of short-term contracts affects human capital, social and geographical mobility and social capital of individuals. In addition, research addresses how changes in the composition of the labor market affect how organizations govern the employment relationship and how effective alternative organizational structures are in creating sustainable work relations.
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Heyse, L., A. Zwitter, R. Wittek, J. Herman (2014). Humanitarian Crises, Intervention and Security: A Framework for Evidence-based Programming. London: Routledge
Nieto Morales, F., Wittek, R. P. M., & Heyse, L. (2013). After the reform: Change in Dutch public and private organizations. Journal of Public Administration Research and Theory, 23(3), 735-754.
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Wittek, R., and A. van Witteloostuijn (2013). Rational Choice and Organizational Change. In: Handbook of Rational Choice Social Research, edited by R. Wittek, T.A.B. Snijders and V. Nee. Palo Alto: Stanford University Press
Rafael Wittek, Liesbet Heyse