Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/35968
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dc.contributor.authorPortugal, Pedroen_US
dc.contributor.authorVarejão, Joséen_US
dc.date.accessioned2009-11-10en_US
dc.date.accessioned2010-07-07T12:04:48Z-
dc.date.available2010-07-07T12:04:48Z-
dc.date.issued2009en_US
dc.identifier.piurn:nbn:de:101:1-200910085849en_US
dc.identifier.urihttp://hdl.handle.net/10419/35968-
dc.description.abstractTemporary forms of employment account for a variable but never trivial share of total employment in both the U.S. and in Europe. In this article we look at how one specific form of temporary employment - employment with fixed-term contracts - fits into employers' hiring policies. We find that human capital variables (schooling, skills and employer-provided training) as measured at the levels of the worker and the workplace are important determinants of the employers' decisions to hire with fixed-term contracts and to promote temporary workers to permanent positions. Those employers that hire more with fixed-term contracts are also those that are more likely to offer a permanent position to their newly-hired temporary employees. Our results indicate that fixed-term contracts are used as mechanisms for screening workers for permanent positions.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aIZA Discussion Papers |x4380en_US
dc.subject.jelJ23en_US
dc.subject.jelJ41en_US
dc.subject.ddc330en_US
dc.subject.keywordFixed-term contractsen_US
dc.subject.keywordadjustment costsen_US
dc.subject.keywordlabor demanden_US
dc.subject.stwBefristeter Arbeitsvertragen_US
dc.subject.stwArbeitsnachfrageen_US
dc.subject.stwHumankapitalen_US
dc.subject.stwAnpassungskostenen_US
dc.subject.stwTheorieen_US
dc.subject.stwPortugalen_US
dc.titleWhy do firms use fixed-term contracts?en_US
dc.type|aWorking Paperen_US
dc.identifier.ppn612505367en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-

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