Organizational ecology of immigrant employment and organizational buffer zones: Who leaves first when the organization gets into trouble?

Using data from the German social insurance system immigrant employment in organizational buffer zones will be investigated from an organizational ecology perspective. Theories in organization and labor market research predict higher exit rates of employees holding jobs in buffer zones. These buffer zones protect organizations from unfavorable environmental turbulences. Consequently, analyzing the impact of buffer zone employment on job stability of immigrants requires a fully dynamic approach, which goes beyond a mere identification of generally increased turnover rates of immigrants.In the first step, determinants of organizational dissolution rates will be estimated. In order to obtain a dynamic measurement of unfavorable environmental conditions, the model includes both organizational and time-varying environmental characteristics of organizational populations. This will be done by using a three-level mixed-effects hazard model controlling for observed and unobserved environmental characteristics. In the second step, dissolution rates predicted in the first step will be used as an explanatory variable. These rates indicate the degree of enactment of the flexible buffer zone. It will be shown that immigrants have indeed higher turnover rates, but they tend to remain longer in their organizations when environmental conditions deteriorate—and they are not those who leave first when the organization gets into trouble.