scholarly journals Negotiation Issues for Part-Time Workers : The Impact of Occupation

2005 ◽  
Vol 48 (2) ◽  
pp. 305-320 ◽  
Author(s):  
Isik Urla Zeytinoglu
Keyword(s):  
Full Time ◽  
Collective Agreements ◽  
Time Work ◽  
Part Time ◽  
Negotiation Issue ◽  
The Impact ◽  
Part Time Work

Focusing on 117 union locals that had collective agreements for part-time and full-time workers in Ontario, this study showed that negotiation issues varied for part-time workers depending on their occupation. Those in non-professional occupations wanted to limit the number or percentage of part-time work in their bargaining units, while for professionals this was an unimportant negotiation issue. Negotiating the same wages and benefits for part-time and full-time workers, and equality in filling full-time vacancies, were similarly important for both groups of workers.

Does Health Reform Lead to an Increase in Early Retirement? Evidence from Massachusetts

ILR Review ◽  
2016 ◽  
Vol 70 (3) ◽  
pp. 704-732 ◽  
Author(s):  
Bradley T. Heim ◽  
LeeKai Lin
Keyword(s):  
Health Reform ◽  
Early Retirement ◽  
Control Group ◽  
Full Time ◽  
Percentage Points ◽  
Time Work ◽  
Part Time ◽  
Using Data ◽  
The Impact ◽  
Part Time Work

This article estimates the impact of the 2006 Massachusetts health reform on the decision of individuals to retire early. Using data from the American Community Survey that spans 2004 through 2012, the authors estimate difference-in-differences models for retirement using individuals from other northeastern states as the control group. The estimates suggest that the reform led women to increase early retirement from full-time work by 1.1 percentage points (from a base of 4.8%) and to increase part-time work by 1.1 percentage points (from a base of 30%). Though no significant effects were found for men overall, the estimates imply that the reform led to an increase in retirement and part-time work among lower-income men.

Under-employment to drive the West's wages and policy

2019 ◽  
Keyword(s):  
Blue Collar ◽  
Full Time ◽  
Job Seekers ◽  
Job Market ◽  
Content Type ◽  
Advanced Economies ◽  
Time Work ◽  
Part Time ◽  
The Impact ◽  
Part Time Work

Subject The impact of working less hours on policy. Significance Part-time work is increasing across the advanced economies, including those working part time but wanting full-time work. Initially this seemed to be a distinctly Japanese problem, but it is now being recognised as a more widespread source of stagnant wages, blue-collar despair and populist politics. Impacts Weak demand since 2008 has allowed more firms to offer fewer hours to desperate job seekers, giving the under-employment trend momentum. Japan has changed its labour laws and broken down norms attached to the content of a job since the 1990s; other countries will follow. Convenience and lower wages drive firms to include under-employed workers in their workforce; only a tighter job market will end this.

scholarly journals What Are the Benefits of Having More Female Leaders? Evidence from the Use of Part-Time Work in Italy

ILR Review ◽  
2018 ◽  
Vol 72 (4) ◽  
pp. 897-926 ◽  
Author(s):  
Francesco Devicienti ◽  
Elena Grinza ◽  
Alessandro Manello ◽  
Davide Vannoni
Keyword(s):  
Firm Heterogeneity ◽  
Business Leaders ◽  
Full Time ◽  
Female Leaders ◽  
Firm Level ◽  
Female Managers ◽  
Time Work ◽  
Part Time ◽  
The Impact ◽  
Part Time Work

Using three waves of a representative survey of Italian private firms, the authors explore the impact of female managers on a firm’s use of part-time work. Building on a literature that suggests female leaders display relatively more altruistic values compared to their male counterparts, the authors assess whether these differences manifest themselves in relation to working time arrangements offered by firms. Results, robust to controls for several time-varying firm-level characteristics and unobserved fixed firm heterogeneity, indicate that female managers are significantly more likely to limit the employment of involuntary part-time workers and correspondingly make greater use of full-time employees. Female managers also are more prone to grant part-time arrangements to employees who request them. Results also suggest that increasing the number of female business leaders may mitigate the problem of underemployment among involuntary part-time workers and contribute to the work–life balance of workers with child care or elder care activities.

The Politics of Part-Time Work: Gender, Employment Status, and Preferences for Redistribution

2020 ◽  
pp. 1-38
Author(s):  
David S. Pedulla ◽  
Michael J. Donnelly
Keyword(s):  
Employment Status ◽  
General Social Survey ◽  
The United States ◽  
Limited Attention ◽  
Full Time ◽  
Cross Sectional ◽  
Preferences For Redistribution ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Abstract The social and economic forces that shape attitudes toward the welfare state are of central concern to social scientists. Scholarship in this area has paid limited attention to how working part-time, the employment status of nearly 20% of the U.S. workforce, affects redistribution preferences. In this article, we theoretically develop and empirically test an argument about the ways that part-time work, and its relationship to gender, shape redistribution preferences. We articulate two gender-differentiated pathways—one material and one about threats to social status—through which part-time work and gender may jointly shape individuals’ preferences for redistribution. We test our argument using cross-sectional and panel data from the General Social Survey in the United States. We find that the positive relationship between part-time employment, compared to full-time employment, and redistribution preferences is stronger for men than for women. Indeed, we do not detect a relationship between part-time work and redistribution preferences among women. Our results provide support for a gendered relationship between part-time employment and redistribution preferences and demonstrate that both material and status-based mechanisms shape this association.

The Effects of Part-Time Work on Women's Occupational Mobility in Britain: Evidence from the 1958 Birth Cohort Study

2012 ◽  
Vol 222 ◽  
pp. R20-R37 ◽  
Author(s):  
Shirley Dex ◽  
Erzsébet Bukodi
Keyword(s):  
Cohort Study ◽  
Large Scale ◽  
Occupational Mobility ◽  
Birth Cohort Study ◽  
Full Time ◽  
Downward Mobility ◽  
Time Work ◽  
Part Time ◽  
Nationally Representative ◽  
Part Time Work

The effects of working part time on job downgrading and upgrading are examined over the life course of British women born in 1958. We use longitudinal data with complete work histories from a large-scale nationally representative cohort study. Occupations were ranked by their hourly average earnings. Analyses show a strong link between full-time/part-time transitions and downward and upward occupational mobility over the course of up to thirty years of employment. Probabilities of occupational mobility were affected by women's personal traits, occupational characteristics and demand-side factors. Downward mobility on moving from full-time to part-time work was more likely for women at the top levels of the occupational hierarchy working in male-dominated or mixed occupations and less likely in higher occupations with more part-time jobs available.

scholarly journals Gender Roles and Employment Pathways of Older Women and Men in England

SAGE Open ◽  
2017 ◽  
Vol 7 (4) ◽  
pp. 215824401774269 ◽  
Author(s):  
Mariska van der Horst ◽  
David Lain ◽  
Sarah Vickerstaff ◽  
Charlotte Clark ◽  
Ben Baumberg Geiger
Keyword(s):  
Gender Roles ◽  
Marital Status ◽  
Older Women ◽  
Older Age ◽  
Full Time ◽  
Men And Women ◽  
Male Breadwinner ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

In the context of population aging, the U.K. government is encouraging people to work longer and delay retirement, and it is claimed that many people now make “gradual” transitions from full-time to part-time work to retirement. Part-time employment in older age may, however, be largely due to women working part-time before older age, as per a U.K. “modified male breadwinner” model. This article therefore separately examines the extent to which men and women make transitions into part-time work in older age, and whether such transitions are influenced by marital status. Following older men and women over a 10-year period using the English Longitudinal Study of Ageing, this article presents sequence, cluster, and multinomial logistic regression analyses. Little evidence is found for people moving into part-time work in older age. Typically, women did not work at all or they worked part-time (with some remaining in part-time work and some retiring/exiting from this activity). Consistent with a “modified male breadwinner” logic, marriage was positively related to the likelihood of women belonging to typically “female employment pathway clusters,” which mostly consist of part-time work or not being employed. Men were mostly working full-time regardless of marital status. Attempts to extend working lives among older women are therefore likely to be complicated by the influence of traditional gender roles on employment.

Inclusion and Exclusion in Hiring

2020 ◽  
pp. 67-85
Author(s):  
David S. Pedulla
Keyword(s):  
Full Time ◽  
Employment History ◽  
Race And Gender ◽  
Employment Skills ◽  
Time Work ◽  
Part Time ◽  
Employment Experience ◽  
And Gender ◽  
Time Standard ◽  
Part Time Work

This chapter delves into the effects of each type of employment experience—part-time work, temporary agency employment, skills underutilization, and long-term unemployment. These are compared to full-time, standard employment on applicants' likelihood of receiving a callback for a job. As the chapter shows, the effects are largely contingent. First, they are contingent on the type of employment history. Each type of employment experience—part-time work versus temporary agency employment, for instance—does not result in the same treatment from hiring professionals. Second, the consequences of a particular employment experience are contingent on the race and gender of the worker. Indeed, it is difficult to isolate the effect of a given employment history from the way it is refracted through a worker's social group membership.

Dualisation or normalisation of part-time work in the Nordic countries: work insecurity and mobility over time

2019 ◽  
pp. 217-242
Author(s):  
Jouko Nätti ◽  
Kristine Nergaard
Keyword(s):  
Labour Market ◽  
High Stability ◽  
Labour Markets ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Service Sectors ◽  
Work Insecurity ◽  
Part Time Work ◽  
Over Time

In this chapter we discuss the development of part-time work in Finland and Norway and ask if there is a trend towards more marginalised part-time work also in the well-regulated Nordic labour markets. Furthermore, we investigate if there are differences between Norway, with its long tradition for normalised part-time jobs among women, and Finland, where full-time work has been the normal choice for women. Part-time jobs are more common among young persons, women, and in the service sectors. In both countries, part-time jobs are more insecure than full-time jobs. However, there is no strong tendency towards more insecure part-time jobs over time. We also examine mobility from part-time jobs to other positions in the labour market. In both countries, part-time work is characterised by high stability. Hence, the results do not give support for increased polarisation in terms of increased work insecurity among part-time employees. in terms of increased work insecurity among part-time employees.

Stepping in, stepping out or staying put? Part-time work and immigrant integration in Norway

2019 ◽  
pp. 159-186 ◽  
Author(s):  
Hanne Cecilie Kavli ◽  
Roy A. Nielsen
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Immigrant Integration ◽  
Full Time ◽  
Strong Focus ◽  
Time Work ◽  
Risk Event ◽  
Part Time ◽  
Stable Part ◽  
Part Time Work

Migrants are often at a disadvantage in the labour market. Increased migration has therefore led to a strong focus in receiving countries on policy that can facilitate employment. Less attention is paid to working hours, contracts or type of work. The workplace is viewed as an arena where immigrants can improve language skills and establish contacts through which they can achieve upwards mobility in the labour market. We investigate transfers out of part-time work among immigrants and natives in Norway. By means of competing risk event history analyses, we compare transitions from part-time work to either full-time positions or exits from the labour market over five years among Norwegians and different groups of immigrants. Stable part-time is less common among immigrants than among natives, as immigrants have higher transfers to both full-time work and unemployment. Immigrants - men and women - have the same or higher likelihood of transitioning from part-time to full-time compared to natives. This suggest that immigrants are more often involuntarily in part-time and that they benefit from the opportunity to demonstrate their skills to employers. However, immigrants also have higher exit risk and this risk increases with short working hours, indicating a higher level of precariousness.

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