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Part-time Work (part-time + work)
Selected AbstractsFeature: The Price of Reconciliation: Part-Time Work, Families and Women's Satisfaction,THE ECONOMIC JOURNAL, Issue 526 2008Mary Gregory While the gender pay gap has been narrowing for women in full-time jobs the pay penalty for the 40% of women who work part-time has risen, reflecting the growing polarisation of part-time jobs in low-wage occupations. A further dimension is that women often experience downgrading from higher-skill full-time into lower-skill part-time occupations. As women reorganise their working lives around the presence of children their reported hours and job satisfaction are highest in part-time work, but life-satisfaction is scarcely affected by hours of work. This Feature explores these issues and their challenge for economic efficiency as well as gender equity. [source] Occupational Sex Segregation and Part-time Work in Modern BritainGENDER, WORK & ORGANISATION, Issue 2 2001Louisa Blackwell It is often argued that women's full-time work is becoming less gender segregated, while their part-time work becomes more so. This article looks cross-sectionally and longitudinally at the relationship between occupational sex segregation and part-time work. An innovative application of segregation curves and the Gini index measures segregation between women full-timers and men and between women part-timers and men. Both fell between 1971 and 1991, as did overall occupational sex segregation. These results were used to contextualize a longitudinal analysis showing how shifts between full-time and part-time hours affected women's experiences of occupational sex segregation and vertical mobility. Human capital explanations see full-time and part-time workers as distinct groups whose occupational choices reflect anticipated family roles. The plausibility of this emphasis on long-term strategic planning is challenged by substantial and characteristic patterns of occupational mobility when women switch between full-time and part-time hours. The segmented nature of part-time work meant that women who switched to part-time hours, usually over child rearing, were often thrown off their occupational path into low-skilled, feminized work. There was some ,occupational recovery' when they resumed full-time work. [source] Temporary Work in the Public Services: Implications for Equal OpportunitiesGENDER, WORK & ORGANISATION, Issue 4 2003Hazel M. Conley This article examines the impact of the growing number of temporary employment contracts in the public sector on equal opportunity theory, policy and practice. Quantitative and qualitative data from two case study local authorities are utilized to examine the mechanisms by which temporary work becomes an equal opportunities issue. A strong association between part-time work and temporary employment status is demonstrated as an important aspect of the gendered nature of temporary work. Links between ethnicity and temporary work are less clear but are based upon the insecurity of targeted funding for teachers and the under-valuation of the skills of the workers concerned. The data indicate that temporary workers are largely excluded from equal opportunity policy and practice, bringing into question a concept of equality that can permit less favourable treatment for certain groups of workers. It is argued that public sector restructuring, particularly concerning decentralization and the quest for flexibility, has facilitated the differential treatment of employees, thereby fundamentally eroding the basis of equal opportunity policy and practice. [source] Correlates of Voluntary vs.GENDER, WORK & ORGANISATION, Issue 3 2001Involuntary Part-time Employment among US Women This article presents a study of the extent to which type and duration of labour force attachment add to the explanatory power of psychological, demographic, and family household characteristics to predict voluntary (n=166) vs. involuntary part-time (n=160) employment of women in the United States. We use the terms ,voluntary' and ,involuntary' to reflect the woman's choice in accepting to work in paid part-time employment. In this context, voluntary part-time work is not meant to be construed as charitable, non-paid activities, but rather is construed as individuals who are working part-time but who would prefer to be working full-time, if a suitable job were available. Using data from the National Longitudinal Survey of Labor Market Experience (NLSLME), we found that labour market attachment characteristics added little to predict part-time employment status (involuntary vs. voluntary) and had virtually no effect on the odds of any other correlates on employment status. The major exception was number of years of unemployment. The longer working women were previously unemployed, the greater the likelihood they were involuntarily employed in part-time jobs. In addition, we found that marriage and private sector employment decreased the likelihood of involuntary part-time employment. Findings suggest that involuntarily part-time employed women appear to be ,settling' for what they can get, namely, part-time rather than full-time jobs and that unmarried part-timers may be viewed as a stigmatized or marginal group more likely to be employed in the public rather than private sector. Policy implications and future research are discussed. [source] Occupational Sex Segregation and Part-time Work in Modern BritainGENDER, WORK & ORGANISATION, Issue 2 2001Louisa Blackwell It is often argued that women's full-time work is becoming less gender segregated, while their part-time work becomes more so. This article looks cross-sectionally and longitudinally at the relationship between occupational sex segregation and part-time work. An innovative application of segregation curves and the Gini index measures segregation between women full-timers and men and between women part-timers and men. Both fell between 1971 and 1991, as did overall occupational sex segregation. These results were used to contextualize a longitudinal analysis showing how shifts between full-time and part-time hours affected women's experiences of occupational sex segregation and vertical mobility. Human capital explanations see full-time and part-time workers as distinct groups whose occupational choices reflect anticipated family roles. The plausibility of this emphasis on long-term strategic planning is challenged by substantial and characteristic patterns of occupational mobility when women switch between full-time and part-time hours. The segmented nature of part-time work meant that women who switched to part-time hours, usually over child rearing, were often thrown off their occupational path into low-skilled, feminized work. There was some ,occupational recovery' when they resumed full-time work. [source] Examining the Impact of Opportunity Bursaries on the Financial Circumstances and Attitudes of Undergraduate Students in EnglandHIGHER EDUCATION QUARTERLY, Issue 2 2009Anne West Notwithstanding the expansion of higher education across the OECD, there continues to be concern about the levels of participation amongst those from disadvantaged backgrounds. In response to this, a new form of financial support for students from low-income families, the ,opportunity bursary', was introduced for a limited period in England from 2001/02. Surveys of two cohorts of opportunity-bursary applicants were carried out and these suggested possible psychological, behavioural and economic impacts. Fewer opportunity-bursary recipients than non-recipients reported that part-time work had interfered with their studies and more reported that the bursary had made them less worried about meeting the costs of going to university. There was some evidence that the scheme led to increased retention in the first year of university study; it also appeared to lead to lower levels of debt, in particular bank overdrafts or credit card debt. [source] Women's attitudes towards trade unions in the UK: a consideration of the distinction between full- and part-time workersINDUSTRIAL RELATIONS JOURNAL, Issue 5 2005Jennifer TomlinsonArticle first published online: 1 SEP 200 ABSTRACT This article considers the attitudes and experiences of female full- and part-time workers towards trade unions. Expanding upon previous research it suggests that while the attitudes of full- and part-time workers towards trade unions are similar, experiences of trade unions are not: they depend upon the employment context and work history. A life course perspective is advanced, which examines women's employment contexts and transitions between full- and part-time work in order to further explain female part-timers' lower likelihood of unionising. [source] Balancing work and welfare: activation and flexicurity policies in The Netherlands, 1980,2000INTERNATIONAL JOURNAL OF SOCIAL WELFARE, Issue 1 2004Wim Van Oorschot As a result of the flexibilisation of labour and the trend towards the ,activating welfare state', social policies show an increasing interconnection of work and welfare issues. The Netherlands is no exception. It is generally believed that the Dutch welfare state is successfully activating its unemployed labour potential (often referred to as the ,Dutch Miracle'), and that flexible and part-time work is protected by adequate ,flexicurity'. This article critically reviews Dutch activation and flexicurity policies. It concludes that there is still more unemployment than the miracle-story suggests; that important target groups of activation policies have not profited from ,the miracle'; that part-time workers have sufficient social protection but that social security for flex-workers still needs major improvements, despite favourable adjustments of labour law. [source] (A-)typical and (in-)secure?INTERNATIONAL SOCIAL SECURITY REVIEW, Issue 4 2008"non-standard" forms of employment in Europe, Social protection Abstract Atypical forms of employment (part-time work, mini-jobs, fixed-term contracts and solo self-employment) have gained in importance overall in recent years in many European countries. They are often part of an irregular career pattern and carry a high risk of unemployment. In a 6-country comparison (Germany, the United Kingdom, the Netherlands, Italy, Denmark and Poland) we consider whether and in what way national social protection laws cover the various forms of non-standard employment and the specific risks these entail. Significant variations were found in coverage standards and practices between countries as well as substantial variability within countries in their responses to different types of non-standard employment. A need for further and improved coordination of both social legislation and tax law is identified. [source] Variation in part-time job quality within the nonprofit human service sectorNONPROFIT MANAGEMENT & LEADERSHIP, Issue 4 2009Anna Haley-Lock This article extends the growing literature on the quality of part-time employment to the domain of nonprofit human services, specifically grassroots organizations in which paid work is itself a relatively new reality. It addresses three central questions: How do part-time and full-time workers differ in their personal and household characteristics? How do part-time jobs differ in access to employment benefits from their full-time counterparts; and finally, How does benefits access vary among part-time job titles? These lines of inquiry are examined using data from the populations of nonprofit domestic violence programs and their employees in a large midwestern metropolitan area. Analyses of worker-level data reveal that part-time workers in these settings disproportionately live with children, are in committed relationships, and report a strong preference for employment that facilitates work-life balance; they are also less likely to be primary household wage earners. Analyses at the level of jobs suggest that employment benefits extended to part-time jobs are minimal compared to their full-time equivalents, but there are also striking variations among different part-time titles. The results offer insights into the nature of part-time work in these nonprofit human service settings and potential challenges for effective management. [source] Depressive symptoms and atypical jobs in France, from the 2003 Decennial health surveyAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 10 2009Gaëlle Santin MSc Abstract Background The objective is to study the relations between depressive symptoms and atypical jobs in the working population in France and to determine if these associations might be linked with psychosocial and organizational constraints. Methods The data come from the 2003 Decennial health survey and concern 11,895 workers. Depressive symptoms were measured by the CES-D scale. Atypical jobs were defined by employment status (fixed-term or temporary job contract, permanent job contract, self-employed) and by part-time work during working life (involuntary or chosen). Working conditions related to atypical hours and psychosocial factors were also studied. Results For both sexes, involuntary part-time work was associated with a higher frequency of depressive symptoms, but part-time work by choice was not. Fixed-term contracts were associated with depressive symptoms only in women. All of these associations persisted after adjustment for psychosocial and organizational factors. Conclusion The associations between atypical jobs and depressive symptoms differ for job status according to sex and do not seem to be associated with the worst psychosocial working conditions. The interpretation of these results is nonetheless limited in part by the cross-sectional nature of the survey. Am. J. Ind. Med. 52:799,810, 2009. © 2009 Wiley-Liss, Inc. [source] Feature: The Price of Reconciliation: Part-Time Work, Families and Women's Satisfaction,THE ECONOMIC JOURNAL, Issue 526 2008Mary Gregory While the gender pay gap has been narrowing for women in full-time jobs the pay penalty for the 40% of women who work part-time has risen, reflecting the growing polarisation of part-time jobs in low-wage occupations. A further dimension is that women often experience downgrading from higher-skill full-time into lower-skill part-time occupations. As women reorganise their working lives around the presence of children their reported hours and job satisfaction are highest in part-time work, but life-satisfaction is scarcely affected by hours of work. This Feature explores these issues and their challenge for economic efficiency as well as gender equity. [source] Children and Women's Hours of Work,THE ECONOMIC JOURNAL, Issue 526 2008Gillian Paull The prevalence of women in part-time work continues to be a distinguishing feature of female employment in Britain. Using data from the BHPS, this article analyses the evolution of work hours for women and men during family formation and development. A substantial movement towards part-time work for women occurs with the first birth and continues steadily for ten years. The gender gap in hours subsequently diminishes but persists even after children have grown up. Births have little impact on men's hours, although there is some adjustment in the balance of work hours for couples following births and last school entry. [source] The Employment Landscape for Accounting Graduates and Work Experience RelevanceAUSTRALIAN ACCOUNTING REVIEW, Issue 4 2009Mandy Cheng This study outlines the results of a survey undertaken at an Australian university in 2007 and examines the factors that are associated with an undergraduate accounting student obtaining a job offer. Undertaking relevant part-time work, academic performance and social (extra-curricular) activities are significant factors leading to job offers prior to graduation. Our study also identifies a high level of part-time work currently undertaken by full-time students, confirming the trend identified in other studies. Interestingly, this high level of part-time work was not found to negatively affect students' academic performance. [source] Job characteristics and the subjective oral health of Australian workersAUSTRALIAN AND NEW ZEALAND JOURNAL OF PUBLIC HEALTH, Issue 3 2004Anne E. Sanders Objectives: To examine the associations between hours worked, job security, skill maintenance and work and home interference and subjective oral health; and to compare findings for different occupational groups. Methods: Data were collected in 1999 from a random stratified sample of households in all Australian States and Territories using a telephone interview and a questionnaire survey. Subjective oral health was evaluated with the short form Oral Health Impact Profile (OHIP-14), which assesses the adverse impact of oral conditions on quality of life. Results: Data were obtained for 2,347 dentate adults in the workforce. In the 12 months preceding the survey, 51.9% had experienced oral pain and 31.0% reported psychological discomfort from dental problems. Males, young adults, Australian-born workers, and those in upper-white collar occupations reported lower mean OHIP-14 scores (ANOVA p<0.001). Having controlled for the effects sex, age, country of birth and socio-economic factors in a linear multiple regression analysis, hours worked, skill maintenance and work and home interference were significantly associated with OHIP-14 scores for all workers. While part-time work was associated with higher OHIP-14 among upper white-collar workers, working >40 hours a week was associated with higher OHIP-14 scores for other workers. Conclusions: Aspects of the work environment are associated with the subjective oral health of workers. Because these contexts are subject to only limited control by individual workers, their influence is a public health issue. [source] THE IMPACT OF CHILDCARE COSTS ON THE FULL-TIME/PART-TIME EMPLOYMENT DECISIONS OF AUSTRALIAN MOTHERSAUSTRALIAN ECONOMIC PAPERS, Issue 2 2007ANU RAMMOHAN Using data from the HILDA (Household Income and Labour Dynamics), this paper examines the implications of childcare costs on maternal employment status by distinguishing between full-time and part-time work. Our empirical approach uses an ordered probit model taking into account the endogeneity associated with both wages and childcare costs. Results indicate that childcare costs have a statistically insignificant effect on the decision to work either full time or part time. Moreover, the reported elasticities of part-time and full-time work with respect to childcare costs are relatively low. Finally, our results indicate that Australian mothers respond to an increase in wages by increasing both their full-time and part-time employment. Conversely, an increase in the number of young children (particularly under four years of age) and an increase in non-labour income reduce the likelihood of the mother is observed to be working. [source] SELECTED DEMOGRAPHIC, SOCIAL AND WORK CHARACTERISTICS OF THE AUSTRALIAN GENERAL MEDICAL PRACTITIONER WORKFORCE: COMPARING CAPITAL CITIES WITH REGIONAL AREASAUSTRALIAN JOURNAL OF RURAL HEALTH, Issue 6 2000David Wilkinson ABSTRACT: The aim of the present study was to compare selected characteristics of the Australian general medical practitioner workforce in capital cities and regional areas. Data were derived from the 1996 Census of Population and Housing. Characteristics included age, sex, full- or part-time work, place of birth and change in residential address. Analyses were performed for each state and territory in Australia, the statistical division containing each capital city and all other statistical divisions in each state and territory. Of the 26 359 general medical practitioners identified, 68% were male. More female than male general medical practitioners were aged < 45 years (74 vs 52%, respectively; P < 0.0001). The proportion of general medical practitioners aged < 35 years was higher in capital cities (30%) than regional areas (24%; P < 0.0001). Overall, 32% of the general medical practitioner workforce was female and almost 50% of those aged < 35 years were female. The proportion of female general medical practitioners was higher in capital cities than regional areas, by up to 30%. While 13% of male general medical practitioners reported part-time work, 42% of females also reported part-time work and these figures were similar in capital cities and regional areas. Approximately 40% of the Australian general medical practitioner workforce was born outside Australia and while fewer migrants have entered in recent years they were more likely to be living in regional areas than the capitals. The census provides useful medical workforce data. The regional workforce tends to be made up of more males and is older than in capital cities. Monitoring trends in these characteristics could help to evaluate initiatives aimed at addressing regional workforce issues. [source] ,Full-time is a Given Here': Part-time Versus Full-time Job Quality,BRITISH JOURNAL OF MANAGEMENT, Issue 2 2009Paula McDonald This study explores full-time workers' understanding of and assumptions about part-time work against six job quality components identified in recent literature. Forty interviews were conducted with employees in a public sector agency in Australia, a study context where part-time work is ostensibly ,good quality' and is typically long term, voluntary, involving secure contracts (i.e. permanent rather than casual) and having predictable hours distributed evenly over the week and year. Despite strong collective bargaining arrangements as well as substantial legal and industrial obligations, the findings revealed some serious concerns for part-time job quality. These concerns included reduced responsibilities and lesser access to high status roles and projects, a lack of access to promotion opportunities, increased work intensity and poor workplace support. The highly gendered, part-time labour market also means that it is women who disproportionately experience this disadvantage. To foster equity, greater attention needs to focus on monitoring and enhancing job quality, regardless of hours worked. [source] Modalités de travail à temps plein ou partiel et son influence sur les attitudes et comportements au travail: L'effet médiateur de la violation du contrat psychologiqueCANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 4 2006Tania Saba Résumé Pour répondre à leurs besoins de flexibilité, employeurs et employés sont plus ouverts au travail à temps partiel. Or, les études rapportent des résultats mitigés quant à son incidence sur les comportements au travail. Le concept du contrat psychologique permet d'identifier la nature de la relation d'emploi et constitue un cadre explicatif intéressant des différences de comportements entre des employés détenant divers statuts d'emploi. Notre étude, basée sur 275 employés, examine les différences d'influence du travail à temps partiel et à temps plein sur l'intention de quitter, l'engagement organisationnel, la satisfaction et la négligence au travail en notant l'effet médiateur de la perception de violation du contrat psychologique. Abstract Employers and employees are open to part-time work as a way to better respond to the need for flexibility. However, research findings comparing the work attitudes of part-time and full-time workers are inconclusive. The concept of the psychological contract makes it possible to identify the nature of the working relationship and constitutes an interesting explanatory framework for the differences in attitudes and behaviors between these two employment statuses. Our study, based on 275 employees, examines differences in influence of part-time and full-time work on the intention to leave, work satisfaction, organizational commitment, and work negligence by noting the mediator effect of the perception of violation of the psychological contract. [source] Factors influencing career choices in radiology trainees in Queensland, AustraliaJOURNAL OF MEDICAL IMAGING AND RADIATION ONCOLOGY, Issue 2 2010SW Ip Summary The aim of this study was to investigate factors influencing career choices in radiology trainees. We distributed a 27-question written survey to all radiology registrars in Queensland. The questions investigated whether radiology was their first specialty choice, career satisfaction, ideal working conditions and attitudes regarding having children during the time of training. Forty-four of 51 surveys were returned (86% participation rate, 73% men, P = 0.048055) with 100% reporting a high job satisfaction; 28% of male registrars compared to 8% of female registrars did extra work outside of training to earn extra money (P = 0.000003), and 17% of female registrars took a leave of absence during their training, while no male registrar did (P = 0.087923). Only one female trainee worked part-time (P = 0.272727). In addition, 58% of female registrars planned a pregnancy (P = 0.731789) before completion of training; 83% of women versus 75% of men had no children (P = 0.329263). Only 5% of trainees agreed that it was easy to arrange part-time training, only 14% stated that it was easy to negotiate flexible work schedules and 7% agreed that it was easy to return to work after a period of absence. ,Time spent with immediate family' was rated the most important lifestyle factor, followed by ,work hours' and ,on-call duty'. The least important factors were ,being away from extended family', ,availability of part-time work' and whether ,work was in a rural location'. Overall job satisfaction is high among radiology trainees. Nevertheless, lifestyle factors, particularly those related to work time, are becoming more important for career decisions. This should be taken into account when designing and structuring radiology training to ensure that it is considered an attractive career choice. [source] | ||||||||||||||||||||||||||||