Earnings exemptions for unemployed workers: The relationship between marginal employment, unemployment duration and job quality

Abstract This study aims to analyze the moderating power of time of unemployment in the relationship between work values and psychological well-being. The sample consisted of 265 unemployed individuals, 77 men and 188 women with an average age of 27 years (SD = 7.21), with complete secondary education in 48% of the total sample. The following data collection instruments were applied: Positive and Negative Affect Schedule, the Flourishing Scale and the Work Intrinsic Values Scale. The results of hierarchical regression analyses show that time of unemployment acts as a moderator in the relationship between the work values and the psychological well-being, so that the longer the unemployment duration the greater the individual’s psychological well-being. Consequently, the shorter the period of unemployment, more intense is the feeling of negative emotions. The result yield three important contributions: demonstration of the association between work values and psychological well-being of unemployed; identification that the period of unemployment is an important moderator to understand the unemployed well-being and review of the issue of unemployment in the social and political field in times of recession.

Download Full-text

Occupational exposure to foreigners and attitudes towards equal opportunities

Migration Studies ◽

10.1093/migration/mnz006 ◽

2019 ◽

Vol 8 (3) ◽

pp. 382-423 ◽

Cited By ~ 2

Author(s):

Marco Pecoraro ◽

Didier Ruedin

Keyword(s):

Labour Market ◽

Regression Models ◽

Negative Association ◽

Job Quality ◽

Equal Opportunities ◽

Probit Regression ◽

Occupational Level ◽

Positive Attitudes ◽

The Relationship ◽

Job Prospects

Abstract We examine the relationship between attitudes to foreigners and the share of foreigners at the occupational level. Using a question on equal opportunities for foreigners from the Swiss Household Panel, ordered probit regression models show a negative association between the share of foreigners in one’s occupation and positive attitudes to foreigners: workers seem to react to competition with foreigners. When we add the occupational unemployment rate, objective pressures in the labour market appear as relevant as contact at the occupational level. Further controlling for occupational heterogeneity establishes that both factors—particularly objective pressures—are probably accounted for by sorting on job quality. We also show that the association between the occupational share of foreigners and attitudes decreases for workers with better job prospects. This implies that workers welcome foreigners to overcome labour market shortages.

Download Full-text

Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative: A Two-Level, Two-Actor Study

SAGE Open ◽

10.1177/2158244017721734 ◽

2017 ◽

Vol 7 (3) ◽

pp. 215824401772173 ◽

Cited By ~ 2

Author(s):

Marc Van Veldhoven ◽

Luc Dorenbosch ◽

Anouk Breugelmans ◽

Karina Van De Voorde

Keyword(s):

Performance Management ◽

Job Quality ◽

Quality Performance ◽

The Relationship

Download Full-text

Perceptions of non-pecuniary job quality using linked employer–employee data

European Journal of Industrial Relations ◽

10.1177/0959680119884753 ◽

2019 ◽

pp. 095968011988475

Author(s):

Alex Bryson ◽

Christine Erhel ◽

Zinaida Salibekyan

Keyword(s):

Adverse Effects ◽

Firm Size ◽

Private Life ◽

Job Quality ◽

Labour Markets ◽

One Dimension ◽

Synthetic Index ◽

Internal Labour Markets ◽

The Relationship ◽

Employee Data

We use linked employer–employee data to examine the relationship between non-pecuniary job quality and workplace characteristics in Britain and France: countries with very different employment regimes. Job quality is measured through eight dimensions which are summarized in a synthetic index. We show that firm size is negatively associated with non-pecuniary job quality in both countries, but in France, the association is confined to only the largest firms. Internal labour markets are associated with higher job quality in France along numerous dimensions but do not improve job quality in Britain except on one dimension: they reduce the adverse effects of work on one’s private life.

Download Full-text

The Relationship between Job Quality and Crime: Examining Heterogeneity in Treatment and Treatment Effect

Journal of Research in Crime and Delinquency ◽

10.1177/0022427820918899 ◽

2020 ◽

Vol 57 (6) ◽

pp. 693-740

Author(s):

Chae M. Jaynes

Keyword(s):

Treatment Effect ◽

Fixed Effects ◽

Job Quality ◽

Specific Effects ◽

Fixed Effects Models ◽

Treatment Effect Heterogeneity ◽

Race Ethnicity ◽

Effect Heterogeneity ◽

The Relationship ◽

Perceptual Measure

Objectives: This study evaluates the relationship between employment and crime through a holistic evaluation of both treatment and treatment effect heterogeneity. Methods: This study implements a perceptual measure of job quality (job satisfaction) and hybrid fixed effects models among a sample of high-risk adults. Analyses also consider the robustness of findings across alternative operationalizations of job quality and various sample subgroups. Results: Transitioning from not working to working in the lowest quality job can be criminogenic. Among those who are working, an improvement in job quality is not generally associated with offending. However, model and crime-specific effects are observed. Evidence of treatment effect heterogeneity is also found, suggesting the effect of job quality is moderated by race/ethnicity and location. Conclusions: These findings caution criminologists against making an assumption that employment is inversely related to offending and call into question our understanding of job quality as a general disincentive for crime. Rather, evidence suggests that improvements in job quality may result in modest reductions in offending, but only for certain types of crime and certain individuals within specific labor market contexts.

Download Full-text

Analysing the relationship between unemployment benefits and unemployment duration

Society and Economy ◽

10.1556/204.2020.00009 ◽

2020 ◽

Vol 42 (3) ◽

pp. 280-297

Author(s):

Laura Južnik Rotar ◽

Sabina Krsnik

Keyword(s):

Social Policy ◽

Negative Relationship ◽

Unemployment Duration ◽

Unemployment Benefits ◽

The European Union ◽

Homogeneous Groups ◽

Panel Data Regression ◽

Data Regression ◽

Duration Of Unemployment ◽

The Relationship

AbstractThe aim of this paper is to analyse the relationship between unemployment benefits and durations of unemployment with respect to different approaches in social policy. The hypothesis of the research is that unemployment benefits negatively affect the duration of unemployment. An analysis of the relationship concerning unemployment benefits and duration of unemployment within the European Union Member States (EU-28) between 2006–2018 using panel data regression approach was conducted. The sample was split into sub-samples in order to get more homogeneous groups of EU-28 countries. Estimation results suggest that the more generous a social policy, the more prevalent the negative relationship between unemployment duration and unemployment benefits. Our results also revealed that the better the economic situation, the less pressure is put on unemployment benefits and on the duration of unemployment.

Download Full-text

Intergenerational economic mobility in New Zealand

Policy Quarterly ◽

10.26686/pq.v7i2.4383 ◽

2011 ◽

Vol 7 (2) ◽

Cited By ~ 2

Author(s):

Matthew Gibbons

Keyword(s):

New Zealand ◽

Intergenerational Mobility ◽

Family Background ◽

Job Quality ◽

Political Interest ◽

Economic Mobility ◽

Intragenerational Mobility ◽

Structural Mobility ◽

The Relationship ◽

Over Time

Intergenerational mobility is about the relationship between people’s outcomes and their childhood family circumstances. Researchers have sometimes defined intergenerational economic mobility as being about the extent to which an adult’s income and occupation are determined by their own talents and ambition, irrespective of their family background (Blanden, Gregg and Machin, 2005, p.2). This type of intergenerational mobility differs from the structural mobility that happens when average incomes and job quality improve over time, and is sometimes also different from the intragenerational mobility that occurs when individuals change jobs or advance in their career (Aldridge, 2005). Because of social and political interest in equality of opportunity and economic efficiency, intergenerational economic mobility has been of increasing interest to researchers.

Download Full-text

The importance of horizontal fit of university student jobs for future job quality

Career Development International ◽

10.1108/cdi-12-2018-0330 ◽

2019 ◽

Vol 24 (3) ◽

pp. 239-256 ◽

Cited By ~ 1

Author(s):

Beatrice I.J.M. Van der Heijden ◽

Pascale M. Le Blanc ◽

Ana Hernandez ◽

Vicente Gonzalez-Roma ◽

Jesus Yeves ◽

...

Keyword(s):

Work Experience ◽

Job Quality ◽

University Graduates ◽

Content Type ◽

Moderated Mediation Model ◽

Perceived Employability ◽

University Degree ◽

The University ◽

The Relationship

Purpose The purpose of this paper is to gain a better understanding of the antecedents of the quality of graduates’ jobs when they enter the job market after university graduation. Design/methodology/approach Survey data collected from 173 Spanish bachelor and master’s degree university graduates at two time points (two months before and six months after graduation, approximately) were analyzed by means of path analysis. Findings A moderated mediation model was tested, where the relationship between the horizontal fit (HF) between the university degree subject and the student’s job and the quality of the graduate’s job after graduation is mediated by self-perceived employability and moderated by the time devoted to a student job. Results showed that the relationship between HF and job quality was partially mediated by self-perceived employability. However, contrary to the proposed hypothesis, this relationship did not depend on the time devoted to a student job. Originality/value This study contributes to improving the understanding about how and why university students’ work experience is related to the quality of their jobs as fresh graduates.

Download Full-text

Perceived job quality, work-life interference and intention to stay

International Journal of Manpower ◽

10.1108/ijm-08-2017-0208 ◽

2019 ◽

Vol 40 (1) ◽

pp. 17-35 ◽

Cited By ~ 2

Author(s):

Zhiming Cheng ◽

Ingrid Nielsen ◽

Henry Cutler

Keyword(s):

Aged Care ◽

Work Life ◽

Job Quality ◽

Design Quality ◽

Intention To Stay ◽

Content Type ◽

Nationally Representative ◽

Family Variables ◽

Matched Data ◽

The Relationship

PurposeThe purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.Design/methodology/approachThis paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.FindingsThis paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.Research limitations/implicationsThis paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.Practical implicationsEfforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobsper se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.Originality/valueThe results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes.

Download Full-text