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Part-time Workers (part-time + worker)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	56%
Humanities and Social Sciences	31%
Medical Sciences	12%

Selected Abstracts

Why Do Part-time Workers Invest Less in Human Capital than Full-timers?

LABOUR, Issue 2009
Annemarie Nelen
We analyse whether lower investments in human capital of part-time workers are due to workers' characteristics or human resource practices of the firm. We focus on investments in both formal training and informal learning. Using the Dutch Life-Long-Learning Survey 2007, we find that part-time workers have different determinants for formal training and informal learning from full-time workers. The latter benefit from firms' human resource practices such as performance interviews, personal development plans, and feedback. Part-time workers can only partly compensate the lack of firm support when they have a high learning motivation and imagination of their future development. [source]

Part-time workers and economic expansion: comparing the 1980s and 1990s with U.S. state data,

PAPERS IN REGIONAL SCIENCE, Issue 1 2003
Mark D. Partridge
Part-time employment; involuntary part-time; regional labor markets; labor shortages Abstract. Economics know little about how the role of part-time workers affect regional labor market dynamics during economic expansion. This study examines this issue using U.S. state data from the 1980s and 1990s. Compared to the 1980s, the labor market during the late 1990s is associated with widespread labor shortages, making this an excellent comparison of how part-time employment responds to economic growth. One key finding is that part-time employment was less responsive to job growth during the 1990s than the 1980s, especially for women. Several explanations are put forth, including firm responses to labor shortages, employer perceptions of inferior part-time worker characteristics and welfare reform. [source]

Occupational Sex Segregation and Part-time Work in Modern Britain

GENDER, WORK & ORGANISATION, Issue 2 2001
Louisa 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]

The Impact of Industrial Restructuring on Earnings Inequality: The Decline of Steel and Earnings in Pittsburgh

GROWTH AND CHANGE, Issue 1 2004
Patricia Beeson
ABSTRACT Inter-industry employment shifts were largely responsible for changes in the income distribution in the Pittsburgh region during the 1980s. Kernel density estimators were used, together with decomposition techniques developed by DiNardo et al. (1996) to show that industry shifts were responsible for over 90 percent of the earnings reductions at some points on the earnings distribution. Most of the losses at the lower end of the distribution occurred in the early 1980s as the economy plunged into a deep recession. The recovery in the later part of the decade brought little improvement as earnings in the lower part of the distribution continued to fall with the increase in employment of part-time workers in the low-wage trade and service sectors. [source]

Women's attitudes towards trade unions in the UK: a consideration of the distinction between full- and part-time workers

INDUSTRIAL RELATIONS JOURNAL, Issue 5 2005
Jennifer 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, 1980,2000

INTERNATIONAL JOURNAL OF SOCIAL WELFARE, Issue 1 2004
Wim 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]

Work status and organizational citizenship behavior: a field study of restaurant employees

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2001
Christina L. Stamper
This survey-based field study of 257 service employees developed and tested a model of differences in the organizational citizenship behavior of full-time and part-time employees based on social exchange theory. Questionnaire data from matched pairs of employees and their supervisors demonstrated that part-time employees exhibited less helping organizational citizenship behavior than full-time employees, but there was no difference in their voice behavior. We also predicted that both preferred work status (an individual factor) and organizational culture (a contextual factor) would moderate the relationships between work status and citizenship. For helping, results demonstrated that preferred status mattered more to part-time workers than to full-time. For voice, preferred work status was equally important to part-time and full-time workers, such that voice was high only when actual status matched preferred status. Contrary to our expectations, work status made more of a difference in both helping and voice in less bureaucratic organizations. We discuss the implications of work status for social exchange relationships, differences in the social exchange costs and benefits of helping compared to voice, and ramifications of our findings for future research. Copyright © 2001 John Wiley & Sons, Ltd. [source]

Why Do Part-time Workers Invest Less in Human Capital than Full-timers?

Identifying Demand and Supply of Part-time Jobs Using Personnel Data.

LABOUR, Issue 4 2000
An Application to Italy
The percentage of part-time workers in Italy is very low compared with most European countries. In this paper we try to contribute to an explanation. We use data on the employees of a large Italian company operating in the service sector, and apply a particular econometric framework that allows identification of potential demand and supply. We find that demand and supply are potentially very large on average, but they are difficult to match at the individual worker/job level. The firm might observe a relevant employee's characteristics that are positively correlated with the employee's propensity to a part-time job but are negatively correlated with the profitability of that employee on that job. The firm might also use the revealed willingness to switch to a part-time job as a sign that the employee is likely to be unprofitable for the company. [source]

Variation in part-time job quality within the nonprofit human service sector

NONPROFIT MANAGEMENT & LEADERSHIP, Issue 4 2009
Anna 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]

Part-time workers and economic expansion: comparing the 1980s and 1990s with U.S. state data,

Differences in access to wage replacement benefits for absences due to work-related injury or illness in Canada

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2009
Peter M. Smith
Abstract Background The objective of this article is to examine the factors associated with differences in access to income replacement benefits for workers experiencing a work-related injury or illness of 1-week or longer in the Canadian labor force. Methods This study utilized data from the Survey of Labour and Income Dynamics, a representative longitudinal survey conducted by Statistics Canada. A total of 3,352 work-related absences were identified. Logistic regression models examined factors at the individual, occupational, and geographic level that were associated with the probability of receiving compensation. Results The probability of not receiving employer or workers' compensation benefits was higher among women, immigrants in their first 10 years in Canada, younger workers, respondents who were in their first year of a job, those who were not members of a union or collective bargaining agreement, and part-time workers. Conclusions More research is required to understand why almost 50% of respondents with 1-week or longer work-related absences did not report receiving workers' compensation payments following their absence. More importantly, research is required to understand why particular groups of workers are more likely to be excluded from any type of compensation for lost earnings after a work-related injury and illness in Canada. Am. J. Ind. Med. 52:341,349, 2009. © 2009 Wiley-Liss, Inc. [source]

Scope of practice of occupational therapists working in Victorian community health settings

AUSTRALIAN OCCUPATIONAL THERAPY JOURNAL, Issue 2 2010
Lynne Quick
Background/aim:,Current health policy places emphasis on community-based health care and it is expected that there will be an increase in the number of people receiving care in community settings. This study aimed to examine the profile and scope of practice of occupational therapists working in Victorian community health settings and the amount and type of health promotion activity incorporated into their role. Method:,An anonymous postal questionnaire was sent to 205 community-based Victorian occupational therapists. One hundred and one (49.3% response rate) questionnaires were returned, with 72 respondents (35.1%) meeting study inclusion criteria. A descriptive research design was used to address study aims. Results:,Results indicate that the majority of community health occupational therapists are experienced practitioners, have a varied scope of practice and report a high level of job satisfaction. Compared with previous studies, there is an increase in new graduate occupational therapists starting their career in community health settings, a greater number of part-time workers and a diversification of clinical and non-clinical roles. Barriers to practice that exist include high demand for service, limited funding and time spent on administrative tasks. Although health promotion was regarded as an important role of community health workers, a large number of therapists were not involved in this activity because of limited knowledge and clinical work taking priority. Conclusion:,Study findings have implications for occupational therapy training, and there is a clear need for input at policy level to address the significant resource allocation issues raised. [source]

Female Part-time Workers' Attitudes to Trade Unions in Britain

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 1 2002
Sally Walters
This paper discusses the reasons that can be offered for the lower trade union membership rates of female part-time workers in the UK and focuses in particular on female part-timers' attitudes to trade unions. The findings are based on original research: 50 qualitative interviews with female part-time workers in the retail industry. The paper argues that female part-timers are supportive of the aims of the trade union movement and concludes that an integrated approach is necessary in order to understand part-timers' unionization rates. This includes structural factors, the approach that trade unions have taken towards part-time workers and attitudes towards trade unions. [source]