Page 70 - IJPS-11-5

International Journal of
Population Studies Atypical workers and COVID-19

increased or decreased its temporary workforce during The Danish model combines flexibility with strong
the pandemic. This finding suggests that policy measures security measures, illustrating how well-managed labor
implemented to support firms during the pandemic must market strategies can stabilize employment dynamics and
be reevaluated to ensure that they effectively support firms support workers during economic shifts. This strategy
in maintaining their temporary workforce. Our findings is particularly important for medium and large firms
underscore the importance of a multifaceted approach to struggling with declining temporary roles without such
addressing the challenges firms and employees face during measures. In contrast, medium- and large-sized firms
the COVID-19 pandemic. experienced a decrease in their temporary workforce during
the COVID-19 pandemic. This finding corroborates the
4. Discussion results of Elouaourti & Ezzahid (2022), who observed that
The challenges posed by an inadequately educated medium-sized firms are more adversely affected by crises
workforce and labor regulations were significant barriers than micro, small, and large firms. Unlike micro and small
to expanding atypical employment at the firm level during firms, which can adapt by operating informally, medium-
the COVID-19 pandemic. This finding indicates a critical sized firms lack this flexibility. Conversely, large firms
misalignment between training and the specific needs of often have the resources and political clout to mitigate
companies seeking a temporary workforce. Hayat et al. such impacts, placing medium-sized firms at a distinct
(2022) similarly explored the impact of the pandemic on skill disadvantage during periods of economic downturn.
development, finding a notable increase in online searches Our findings highlight an urgent need for policies
related to upgrading skills during lockdowns. This result addressing the gaps in education and training systems,
suggests that individuals were keen to enhance their skills, especially concerning the skills necessary for unconventional
potentially utilizing the extra time afforded by lockdowns and emerging job sectors. This finding highlights the gap
to invest in their human capital. They emphasize the between current educational offerings and the evolving
critical role of online educational platforms in facilitating demands of the workforce. This observation aligns with
this upskilling, establishing a positive relationship between Krishnamoorthy & Keating (2021), who explored the
their use and human capital development. In contrast, our
findings suggest that despite the increased interest in skills repercussions of COVID-19 on higher education and its
development (Hayat et al., 2022), the educational offerings effects on workforce readiness. Their study revealed how
may not have adequately aligned with the labor market’s the pandemic has intensified existing disparities in higher
specific needs. This misalignment may have prevented the education and workforce preparedness, particularly by
effective integration of newly acquired skills into atypical highlighting the inadequacy of traditional educational
employment opportunities; therefore, while there was a frameworks in equipping students with relevant skills. They
clear desire for skill enhancement, the training available argued that the pandemic intensified the misalignment
may not have fully addressed the practical demands of between the skills supplied by both conventional and
companies, particularly for temporary roles. This situation corporate educational institutions and the changing needs
underscores the need for better alignment between of the job market. In this regard, Pizzinelli & Shibata
educational programs and market needs to support the (2023) provided a valuable perspective on the labor market
growth of atypical employment in times of crisis. mismatch during the COVID-19 pandemic. Utilizing
the framework developed by Şahin et al. (2014), their
Furthermore, small firms significantly expanded research focused on the US and the UK, determining a
their use of temporary workers during the COVID-19 significant increase in labor market mismatch at the onset
pandemic. This trend likely stemmed from small firms of the pandemic; however, this mismatch returned to
facing stricter constraints from labor market regulations pre-pandemic levels within a few months. This situation
regarding standard jobs, leading them to depend more indicates that the pandemic did not induce a sustained
on temporary employment. While this strategy provided structural shift that would cause considerable friction in
firms with greater flexibility in managing their workforce, the alignment between workers and firms. Consequently,
it often comes at the cost of reduced employee job security. the impact of the mismatch on employment was relatively
Pizzinelli & Shibata (2023) supported this observation, minor and short-lived, especially when compared to
highlighting that effective labor market policies can the more enduring disruptions seen during the Global
mitigate the negative impacts of economic disruptions, Financial Crisis (Blankenburg & Palma, 2009).
such as those seen during the pandemic. They argued
that addressing labor market mismatches and providing Policymakers must explore ways to help workers acquire
adequate support for workers could help reduce the new skills that will enable them to adapt to the evolving
adverse effects of fluctuations in temporary employment. demands of the labor market. In addition, labor regulations

Volume 11 Issue 5 (2025) 64 https://doi.org/10.36922/ijps.3575