The Employment Pattern of Professional Couples and Their Distribution of Involvement in the Family

1978 ◽  
Vol 3 (1) ◽  
pp. 43-52 ◽  
Author(s):  
Kathy Weingarten
Keyword(s):  
Family Involvement ◽  
Age Groups ◽  
Full Time ◽  
Employment History ◽  
Family Work ◽  
Employment Patterns ◽  
The Family ◽  
Employment Pattern ◽  
Part Time ◽  
Modes Of Interaction

Thirty-two two-profession couples in three different age groups with children were interviewed together to determine if there was a relationship between their employment pattern and their distribution of family involvement in the home. The couples followed one of two employment patterns: a similar employment history (SEH) in which both people had worked full-time and continuously and a dissimilar employment history (DEH) in which the husband had worked full-time and continuously but the wife had worked part-time. Their involvement in the home was measured by an 80-item interview that covered two modes of interaction in four task areas. Significant differences were found in the ways SEH and DEH couples allocated tasks. Of particular interest was the breakdown of an equitable distribution of tasks in the area of childcare for SEH couples. It was suggested that couples “negotiate” a division of labor that allows women to compensate for the time they spend away from the children and men to choose the family work that is less threatening to their masculine selves.

scholarly journals Heterogeneity of Older Learners in Higher Education

2018 ◽  
Vol 30 (1) ◽  
pp. 23-33 ◽  
Author(s):  
Phyllis A. Cummins ◽  
J. Scott Brown ◽  
Peter Riley Bahr ◽  
Nader Mehri
Keyword(s):  
Postsecondary Education ◽  
Age Groups ◽  
Postsecondary Institutions ◽  
Full Time ◽  
Older Learners ◽  
Public College ◽  
Enrollment Trends ◽  
Education Data ◽  
Part Time ◽  
Time Basis

Recent years have seen growing recognition of the importance of a college-educated workforce to meet the needs of employers and ensure economic growth. Lifelong learning, including completing a postsecondary credential, increasingly is necessary to improve employment outcomes among workers, both old and young, who face rising demands for new and improved skills. To satisfy these needs, many states have established postsecondary completion goals pertaining to the segments of their population ages 25 to 64 years. Although it is not always clear how completion goals will be attained for older students, it is widely recognized that community colleges will play an important role. Here, we use data from the Integrated Postsecondary Education Data System (IPEDS) to examine enrollment trends by part-time and full-time status for students enrolled in Ohio’s public postsecondary institutions from 2006 to 2014. Unlike previous research that considers all students 25 and older as a homogeneous group, we divide older learners into two groups: ages 25 to 39 and ages 40 to 64. We find that adults in these age groups who attend a public college are more likely to attend a community college than they are a 4-year institution and are more likely to attend on a part-time basis. We discuss the implications of these trends and their relevance to college administrators.

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.

scholarly journals Flexible working for all? How collective constructions by Austrian employers and employees perpetuate gendered inequalities

2021 ◽  
Author(s):  
Eva-Maria Schmidt
Keyword(s):  
Cultural Context ◽  
Full Time ◽  
Flexible Work ◽  
Structured Interviews ◽  
Family Responsibilities ◽  
Family Work ◽  
Flexible Working ◽  
Strongly Connected ◽  
Part Time ◽  
Reconstructive Analysis

Objective: This paper pursues the question as to how extended flexible working possibilities in the labor market are legitimized among employers and employees and whether they have potential to mitigate inequalities. Background: Persistent and increasing gendered inequalities in Austria are reflected in the unequal division of unpaid family work in parental couples and in men’s stable full-time employment while women increasingly work part-time. In recent years, employers have expanded flexible working possibilities for all employees, regardless of their gender, also in leading positions and especially for those with family responsibilities. Method: We conducted six focus groups and 16 semi-structured interviews with employers (n=30) and employees (n=25) from 29 contrasting companies across Austria. An in-depth reconstructive analysis facilitated our exploration of collective notions and concepts associated with flexible work and career opportunities. Results: The respondents constructed part-time and flexible work as a new norm strongly connected to women with (potential) children. At the same time, employers and employees legitimized that these women must be protected from penalties resulting from the ideal worker norm still in force and must be variously supported by employers. However, men – the partners of women they could support by making use of these options and taking over childcare – are not constructed as a target group. Conclusion: In a cultural context such as Austria, family-friendly flexible working opportunities perpetuate rather than level gendered inequalities, as men’s need for those opportunities do not emerge in the constructions. The lack thereof is neither explicitly addressed nor challenged.

Occupations, age and gender: Men and women’s earnings in the Irish labour market

2017 ◽  
Vol 41 (2) ◽  
pp. 276-295
Author(s):  
Tom Turner ◽  
Christine Cross ◽  
Caroline Murphy
Keyword(s):  
Labour Market ◽  
Age Groups ◽  
Policy Implications ◽  
Full Time ◽  
Men And Women ◽  
The Public ◽  
Part Time ◽  
Women's Earnings ◽  
And Gender ◽  
The Impact

While many studies investigate gender wage disparities, few have examined the impact of gender, education, part-time working and sector on earnings for men and women across different occupational groups and for different age groups. The purpose of this article is to undertake a more nuanced approach to further our understanding of the gender pay difference between men and women in different occupations in order to tackle and close this gap. The study’s findings suggest that the labour market is segmented into primary and secondary jobs. Additionally, the earnings returns for education are generally lower for women compared to men and women appear to fare better in the public sector in terms of a lower earnings gap for full-time and part-time employees and higher returns for education compared to women working in the private sector. The article concludes with a discussion of the policy implications.

scholarly journals Transition From Work to Retirement: Evidence from LEED

1970 ◽  
Author(s):  
Sylvia Dixon
Keyword(s):  
Longitudinal Data ◽  
Relative Frequency ◽  
Gradual Transition ◽  
Full Time ◽  
Employment Patterns ◽  
Different Types ◽  
Time Work ◽  
Part Time ◽  
Transition To Retirement ◽  
Part Time Work

Survey evidence suggests that the majority of New Zealanders would prefer to make a gradual transition from work to retirement, rather than move abruptly from full-time work to non-employment. This study describes the employment patterns and transitions of people who were aged in their 60s and moved from wage or salary employment to inactivity during the 1999-2005 period, using longitudinal data from the Linked Employer-Employee Dataset. Four different types o f transition to retirement were defined and the relative frequency o f each explored. We find that phased transitions, involving either part-time work or a number of transitions in and out of employment before the final exit, were far more common than discrete transitions from full-time work to non-employment. Men were more likely than women to take a traditional path from work to retirement. There were some significant variations in the frequency of different work-to-retirement paths across major industries, but phased transitions were more prevalent than traditional in all major industries.

scholarly journals Determining the efficacy of full-time occlusion therapy in severe amblyopia at different ages

F1000Research ◽  
2013 ◽  
Vol 2 ◽  
pp. 149
Author(s):  
Sameera Irfan ◽  
Nausherwan Adil ◽  
Haris Iqbal
Keyword(s):  
Age Groups ◽  
Ophthalmological Examination ◽  
Full Time ◽  
Tertiary Referral Center ◽  
Occlusion Therapy ◽  
Visual Improvement ◽  
Previous Part ◽  
Part Time ◽  
Refractive Correction ◽  
Almost All

Objective: To find out how much visual improvement is possible in severe amblyopia using full-time occlusion therapy and if improvement is influenced by the patient’s age. Methods: A trial of 115 consecutive cases with unilateral, severe amblyopia was conducted at a tertiary referral center from Jan 2010 to Oct 2012. Patients were divided into three age groups: 3-7 years (n= 38), 8-12 years (n=41), 13-35 years (n=36). After a complete ophthalmological examination by a single ophthalmologist, cases with organic visual loss were excluded; cases with previous part-time occlusion therapy that had failed were included in the study. Patients were given optimal refractive correction for a month, followed by full-time occlusion therapy along with near visual activities for 3-4 hours/day. The therapy was continued until maximum visual recovery was achieved (6/6 Snellen’s). Therapy was gradually reduced and stopped. Patients were followed-up regularly for the next 18 months. Results: There was 100% success in the 3-7 year group, 92.68% in the 8-12 year group and 97.22% in the 13-35 year group. Conclusion: Visual improvement is possible in almost all patients with severe amblyopia irrespective of their age with full-time occlusion therapy.

Single session family therapy for beginners: what difference does it make to psychiatry registrars to participate in family sessions in front of and behind the screen?

2021 ◽  
pp. 103985622110512
Author(s):  
Danny Cheah ◽  
Liza Hopkins ◽  
Richard Whitehead
Keyword(s):  
Family Therapy ◽  
Online Survey ◽  
Age Groups ◽  
Learning By Doing ◽  
Single Session ◽  
Family Work ◽  
Powerful Learning ◽  
The Family ◽  
Positive Effect

Objective Current competencies required for fellowship of the RANZCP require psychiatry registrars to have experience in working with clients across all age groups, as well as working with families and the client’s wider network, however gaining this experience is not always easy for trainees. This paper reports on the experience of participating in Single Session Family Therapy (SSFT) during registrar training as a different modality for learning. Method: An online survey was conducted with fourteen registrars who had participated in SSFT during their child and adolescent rotation. Qualitative and simple quantitative data were collected and analysed. Results: Participating in SSFT during training was initially daunting, but had a positive effect on trainees, including influencing some towards focussing their future sub-specialisation in the child and youth area. Experience came through learning by doing, and seeing change. Registrars learnt about: understanding the role of the family; teamwork; technical skills; and gained confidence. Conclusions: Opportunities for trainees to participate in SSFT enables powerful learning beyond what can be taught in the classroom. Such opportunities may enhance registrars’ perceptions of family work, and may positively influence decision about future sub-specialisation.

Employment status and family role attitudes: A trend analysis for the Netherlands

2012 ◽  
Vol 27 (3) ◽  
pp. 308-329 ◽  
Author(s):  
Gerbert Kraaykamp
Keyword(s):  
The Netherlands ◽  
Working Women ◽  
Full Time ◽  
Family Role ◽  
Cross Sectional ◽  
Period Effects ◽  
The Family ◽  
Part Time ◽  
Time Part ◽  
Using Data

Using data from 14 repeated cross-sectional surveys ( N = 19,961), this study investigated trends in the family role attitudes of full-time, part-time and non-working men and women since the 1980s. The results show that in the Netherlands inter-cohort effects are considerably smaller in magnitude than intra-cohort (period) effects in driving changes in attitudes. Large differences were found between women working in paid employment (both full-time and part-time) and non-working women, and these differences remained remarkably stable over the years. Further, part-time working men seem much more egalitarian in their views on family roles than full-time working men. Although these differences declined somewhat over the years, a substantial gap remains.

The family life cycle: a forgotten variable in the study of women's employment and well-being

1995 ◽  
Vol 25 (4) ◽  
pp. 727-738 ◽  
Author(s):  
Catherine E. Haw
Keyword(s):  
Life Cycle ◽  
Family Life ◽  
General Health Questionnaire ◽  
Well Being ◽  
Positive Influence ◽  
Full Time ◽  
Occupation Group ◽  
The Family ◽  
Part Time ◽  
Satisfaction Measures

SYNOPSISOne hundred and sixteen working-class housewives, part-time and full-time employees were compared on a range of well-being measures in three different lifestages. A group of factory employees was contrasted with a ‘mixed occupation’ group for a comparison of type of employment. The general contention that the association between employment and well-being would vary with position in the life cycle was confirmed for distress, physical illness and some of the satisfaction measures. Only one measure (personal competence) suggested that employment had a positive influence on well-being irrespective of lifestage. Young employees working for longer hours and older housewives were both defined as ‘cases’ by the General Health Questionnaire (GHQ-12). However, their profiles on the other well-being variables were very different.

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