- List of Figures
- List of Tables
- List of Contributors
- Institutional Perspectives—Working towards Coherence or Irreconcilable Diversity?
- Beyond Comparative Statics: Historical Institutional Approaches to Stability and Change In the Political Economy of Labor
- Actors and Institutions
- Institutional Reproduction and Change
- Qualitative Comparative Analysis of Social Science Data
- The State in the Economy: Neoliberal or Neoactivist?
- Money and Markets
- Transnational Institutions and International Regimes
- Law as a Governing Institution
- Institutional Change in Financial Systems
- The Comparative Institutional Analysis of Innovation: From Industrial Policy to the Knowledge Economy
- Changing Competition Models in Market Economies: The Effects of Inter‐nationalization, Technological Innovations, and Academic Expansion on the Conditions Supporting Dominant Economic Logics
- Institutions, Wealth, and Inequality
- Corporate Governance
- The Institutional Construction of Firms
- Institutionalizing the Employment Relationship
- Inter‐Firm Relations in Global Manufacturing: Disintegrated Production and Its Globalization
- Institutional Transformation in European Post‐Communist Regimes
- State Failure
- Financial Capitalism Resurgent: Comparative Institutionalism and the Challenges of Financialization
- Institutional Competitiveness: How Nations came to Compete
- Epilogue: Institutions in History: Bringing Capitalism Back In
Abstract and Keywords
A relatively recent institution, the internalized employment relationship is a common institutional feature of modern organizational capitalism. The definition of an internalized employment relationship hinges on the distinction between a contract for services and a contract of service. This article takes up three main issues that have been raised by this short overview of the significance of the internalized employment relationship. First, to understand the origins of this recent but now ubiquitous institution, the article reviews competing theoretical accounts of its emergence and evolution. Second, the article explores the scope of variations in the employment relationship and their embeddedness in interlocking societal institutions. Third, as the employment relationship is at the centre of processes of restructuring and change, it reviews the prospects for the survival of not only the distinctive forms of the internalized employment relationship, but also the institution of internalized employment itself.
Jill Rubery is Professor of Comparative Employment Systems at Manchester Business School,University of Manchester, and Director of the European Work and Employment Research Centre. Recent books that she has co-authored include Fragmenting Work: Blurring Organisational Boundaries and Disordering Hierarchies (with M. Marchington, D. Grimshaw, and H. Willmott, 2004), The Organization of Employment: An International Perspective (with Damian Grimshaw, 2003), ManagingEmployment Change: The New Realities of Work (with H. Beynon, D. Grimshaw, and K. Ward, 2002), and Women's Employment in Europe: Trends and Prospects (with Mark Smith and Colette Fagan, 1999). email: Jill.Rubery@mbs.ac.uk
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