GENDER DIFFERENCES IN GROSS WORKER FLOWS

Gender difference in gross worker flows reflects the new organizational behaviour. In our paper, this behaviour is characterized by the evaluation of risks, specific circumstances and vulnerabilities, where the management needs more input to better adapt itself to change. We describe the labour market under dynamic perspective through characteristics like workers' hiring flows, workers' separation flows, workers' total reallocation flows and workers excess reallocation flows in both their relative and absolute (levels) dimensions, broken down by gender. We assess the effect of the economic crises as a global demand shock on the gross worker flows for the interesting groups. A better understanding of the organization background, considering the gender differences in gross worker flows offers a useful reference for the manager's process in taking the firm's decisions regarding employment, as the core mechanism of the management of change. In these decision processes, several aspects are involved: resources, efforts and strategic choices, in view to minimize the risks and vulnerabilities induced by the pressure of change, to diminish the crises effects and to offer adequate instruments to apply an effective management of change. The results of this paper contribute to the general knowledge, and are particularly useful for managers in taking the firm's employment decisions, in the workforce adjustments, for the workers in the searching and career building process and not at last, for the policy makers - targeting increasing employment in conditions of gender equality, employment stability, respecting the principles of "decent work" and efficient valorisation of the human capital. The key contribution of the paper is represented by the original method of measurement of the organizational behaviour in relation with gender.