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Employment Conditions (employment + condition)
Selected AbstractsImmigration Policy and Employment Conditions of US Immigrants from Mexico, Nicaragua, and the Dominican Republic1INTERNATIONAL MIGRATION, Issue 5 2005Katharine M. Donato ABSTRACT Prior studies suggest that the passage of the Immigration Reform and Control Act (IRCA) in 1986 signalled a deterioration in the labour market conditions of Mexican migrants. In this paper, we examine whether and how labour market conditions worsened for Dominicans and Nicaraguans after 1986, and the extent to which these shifts were comparable to those experienced by Mexicans. Our analysis relies on a new source of data that offers comparable data across the three national origins. We estimate multivariate models that capture the effects of demographic attributes, human and social capital, migration-specific human and social capital, legal status, period of trip, national origin, and other controls on the hourly wages earned by household heads and whether they received cash wages on their last US trip. Models with interaction terms reveal significant pre- and post-1986 wage effects, but few differences in these effects between Mexicans and Dominicans or Nicaraguans. In contrast, group differences appear in the risk of cash receipt of wages. Dominicans and Nicaraguans experienced a greater increase in this risk relative to Mexicans pre- and post-1986. Together, these findings depict a broader, negative impact of IRCA on Latino migrant wages than has been documented elsewhere. [source] Does Change in Young Men's Employment Influence Fathering?FAMILY RELATIONS, Issue 4 2010Sandra L. Hofferth This study examined the association between paternal and maternal employment changes and changes in the frequency of fathers praising, showing affection, disciplining, and reading to children. Data were drawn from the Young Adult supplement to the National Longitudinal Survey of Youth (1979). Supporting economic theory, fathers were more involved when they and their partner were employed full time and were less involved when their employment exceeded that of their partner. Although fathers tended to be less involved when they worked less, fathers who held traditional gender role attitudes were more involved than those who held nontraditional gender role attitudes. The results suggest the important part fathers' attitudes and values have in influencing their involvement with children under differing employment conditions. [source] Social Protection and the Labour Market in Latin America: What can be Learned from Household Surveys?INTERNATIONAL SOCIAL SECURITY REVIEW, Issue 2-3 2005Leonardo Gasparini Most social protection is provided through contribution-based programmes, which means that protection is usually linked to employment conditions in the formal economy. This article describes the levels, trends and structure of social protection for workers in Latin America, highlighting the relationship between protection and employment conditions. The study is based on a selection of household surveys carried out in various countries in the region: Argentina, Brazil, Bolivia, Chile, Ecuador, Guatemala, Mexico, Nicaragua and Peru. It emphasizes the usefulness of household surveys as sources of information for representative studies on social protection and employment, in spite of the problems of coverage and comparability that they raise. [source] Changing Organizational Forms and the Employment RelationshipJOURNAL OF MANAGEMENT STUDIES, Issue 5 2002Jill Rubery This paper draws upon new research in the UK into the relationship between changing organizational forms and the reshaping of work in order to consider the changing nature of the employment relationship. The development of more complex organizational forms , such as cross organization networking, partnerships, alliances, use of external agencies for core as well as peripheral activities, multi-employer sites and the blurring of public/private sector divide , has implications for both the legal and the socially constituted nature of the employment relationship. The notion of a clearly defined employer,employee relationship becomes difficult to uphold under conditions where employees are working in project teams or on-site beside employees from other organizations, where responsibilities for performance and for health and safety are not clearly defined, or involve more than one organization. This blurring of the relationship affects not only legal responsibilities, grievance and disciplinary issues and the extent of transparency and equity in employment conditions, but also the definition, constitution and implementation of the employment contract defined in psychological and social terms. Do employees perceive their responsibilities at work to lie with the direct employer or with the wider enterprise or network organization? And do these perceptions affect, for example, how work is managed and carried out and how far learning and incremental knowledge at work is integrated in the development of the production or service process? So far the investigation of both conflicts and complementarities in the workplace have focused primarily on the dynamic interactions between the single employer and that organization's employees. The development of simultaneously more fragmented and more networked organizational forms raises new issues of how to understand potential conflicts and contradictions around the ,employer' dimension to the employment relationship in addition to more widely recognized conflicts located on the employer,employee axis. [source] Immigration, employment relations, and health: Developing a research agendaAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2010Joan Benach Abstract Background International migration has emerged as a global issue that has transformed the lives of hundreds of millions of persons. Migrant workers contribute to the economic growth of high-income countries often serving as the labour force performing dangerous, dirty and degrading work that nationals are reluctant to perform. Methods Critical examination of the scientific and "grey" literatures on immigration, employment relations and health. Results Both lay and scientific literatures indicate that public health researchers should be concerned about the health consequences of migration processes. Migrant workers are more represented in dangerous industries and in hazardous jobs, occupations and tasks. They are often hired as labourers in precarious jobs with poverty wages and experience more serious abuse and exploitation at the workplace. Also, analyses document migrant workers' problems of social exclusion, lack of health and safety training, fear of reprisals for demanding better working conditions, linguistic and cultural barriers that minimize the effectiveness of training, incomplete OHS surveillance of foreign workers and difficulty accessing care and compensation when injured. Therefore migrant status can be an important source of occupational health inequalities. Conclusions Available evidence shows that the employment conditions and associated work organization of most migrant workers are dangerous to their health. The overall impact of immigration on population health, however, still is poorly understood and many mechanisms, pathways and overall health impact are poorly documented. Current limitations highlight the need to engage in explicit analytical, intervention and policy research. Am. J. Ind. Med. 53:338,343, 2010. © 2009 Wiley-Liss, Inc. [source] Extending a model of precarious employment: A qualitative study of immigrant workers in SpainAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2010Victoria Porthé PhD Abstract Background Since the 1980s, changes in the labor market have modified power relations between capital and labor, leading to greater levels of precarious employment among workers. Globalization has led to a growth in migration, as people leave their countries in search of work. We aimed to describe the dimensions of precarious employment for immigrant workers in Spain. Methods Qualitative study using analytic induction. Criterion sampling was used to recruit 129 immigrant workers in Spain with documented and undocumented administrative status. Data quality was ensured by triangulation. Results Immigrant workers reported that precarious employment is characterized by high job instability, a lack of power for negotiating employment conditions, and defenselessness against high labor demands. They described insufficient wages, long working hours, limited social benefits, and difficulty in exercising their rights. Undocumented workers reported greater defenselessness and worse employment conditions. Conclusions This study allowed us to describe the dimensions of precarious employment in immigrant workers. Am. J. Ind. Med. 53:417,424, 2010. © 2010 Wiley-Liss, Inc. [source] WAGES, HOURS OF WORK AND JOB SATISFACTION OF RETIREMENT-AGE WORKERS,THE JAPANESE ECONOMIC REVIEW, Issue 2 2005ISAO OHASHI I analyse, theoretically and empirically, the effects of pension benefits, family conditions and the personal characteristics of older individuals on their labour supply, wages, hours worked and job satisfaction, in the framework of the Nash bargaining condition whereby an older worker and a firm bargain over employment conditions such as wages, hours of work and job investment. It is stressed that as workers become older they tend to give greater priority to the number of hours worked, work environment and type of job than to wages, and try to improve these through job investment, even at the cost of lower wages. [source] Choices Within Collective Labour Agreements à la Carte in the NetherlandsBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 1 2006Lei Delsen In recent years European employers, unions and governments have developed initiatives that offer employees the right to exchange certain items within an agreed package of employment conditions. So far, the available evidence on the use of such ,cafeteria systems' is largely based on survey data rather than on actual choices. We analyse the actual choices made by the employees of Radboud University Nijmegen in the years 2002,2004. The results cast doubt on the efficiency and the effectiveness of employee choices within collective agreements, contradict the unions' push for working time reduction and question wage moderation and policies on work,life balance. [source] | |||||||||||||