scholarly journals Corrigendum: Unions and Non-Standard Work: Union Representation and Wage Premiums across Non-Standard Work Arrangements in Canada, 1997–2014

ILR Review ◽  
2019 ◽  
Vol 72 (5) ◽  
pp. 1289-1289
Keyword(s):  
Work Arrangements ◽  
Standard Work ◽  
Wage Premiums ◽  
Union Representation

Unions and Non-Standard Work: Union Representation and Wage Premiums across Non-Standard Work Arrangements in Canada, 1997–2014

ILR Review ◽  
2019 ◽  
Vol 72 (4) ◽  
pp. 1009-1035 ◽  
Author(s):  
Rafael Gomez ◽  
Danielle Lamb
Keyword(s):  
Union Wage ◽  
Labour Force ◽  
Wage Premium ◽  
Full Time ◽  
Work Arrangements ◽  
Standard Work ◽  
Union Wage Premium ◽  
Percentage Points ◽  
Wage Premiums ◽  
Union Representation

The authors examine the association between unionization and non-standard work in terms of coverage and wages. They use data from the master files of Canada’s Labour Force Survey (LFS) between 1997–98 and 2013–14 to define and measure non-standard work and to provide a continuum of vulnerability across work arrangements. The estimated probability of being employed in some form of non-permanent job increased 2.9 percentage points from 1997 to 2014. During that same period, the estimated probability of being in a non-full-time, non-permanent job—another way of capturing non-standard work—increased 2.5 percentage points. Although estimated union wage premiums declined rather precipitously for all groups, the union wage advantage remained highest among non-standard workers. Further, the authors find the union wage premium is largest for the most vulnerable of non-standard workers. In terms of estimates that look across the earnings distribution, the union wage premium among non-standard workers is larger for workers higher up the earnings profile.

The Economics Of Non-standard Work Arrangements

2017 ◽  
Author(s):  
Regina Pana-Cryan ◽  
Tapas K. Ray ◽  
Anasua Bhattacharya ◽  
Abay G. Asfaw ◽  
Toni Alterman
Keyword(s):  
Work Arrangements ◽  
Standard Work

scholarly journals The Impact of Non-Standard Work Arrangements and Communication Climate on Organisational and Team Identification and Work-Related Outcomes Amongst Millennials in Chile and the UK

2019 ◽  
Vol 14 (3) ◽  
Author(s):  
Ilka H. Gleibs ◽  
Andrea Lizama Alvarado
Keyword(s):  
Well Being ◽  
Social Identification ◽  
Work Status ◽  
Team Identification ◽  
Communication Climate ◽  
Work Arrangements ◽  
Standard Work ◽  
Work Related ◽  
The Uk ◽  
The Impact

Previous research has found inconsistent results on the impact of work-status (permanent vs. fixed term vs. causal work) on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend. In Study 1, 631 professionals working in Chile completed our survey. In Study 2, which was pre-registered, 520 professionals from the UK completed the same survey. In both studies we conducted multi-group path analyses comparing employees with three work-statuses: permanent, fixed-term, and casual workers (Study 1: n = 369, 129, and 131, respectively; Study 2: n = 438, 53, and 34, respectively). We found work-status influenced the relationship between organisational and team identification with job-affective well-being, but not with organisational citizenship behaviour or intentions to recommend. Across all groups, communication climate was an important predictor for identification measures, job-affective well-being and intention to recommend. These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements.

scholarly journals Work-Life Balance and Job Satisfaction among Malaysian Healthcare Employees

2016 ◽  
Vol 1 (4) ◽  
pp. 271
Author(s):  
Muhamad Khalil BIN Omar
Keyword(s):  
Job Satisfaction ◽  
Publishing House ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Work Arrangements ◽  
Standard Work ◽  
Participation Of Women ◽  
International Publishing ◽  
Open Access Article

Increasing participation of women and dual career couples into the employment world, together with the establishment of non-standard work arrangements have affected the employees' ability to juggle between work and life and therefore influencing the satisfaction in performing their job especially among those who are working in 24-hour operating companies such in a healthcare industry. Hence, this study among 681 employees of a Malaysian healthcare organization has found that there was a positive and significant effect of satisfaction with work-life balance towards job satisfaction and male workers were significantly more satisfied with their jobs as compared to the female counterpart.© 2016. The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.

Non-Standard Work in Two Different Employment Regimes

2004 ◽  
Vol 18 (2) ◽  
pp. 321-348 ◽  
Author(s):  
Karen M. Olsen ◽  
Arne L. Kalleberg
Keyword(s):  
United States ◽  
Public Sector ◽  
The United States ◽  
Institutional Factors ◽  
Temporary Workers ◽  
The Public ◽  
Work Arrangements ◽  
Standard Work ◽  
The Us ◽  
Hiring And Firing

This article examines organizations’ use of non-standard work arrangements - fixed-term employees hired directly by the organization, workers from temporary help agencies (THA), and contractors - in the United States and Norway. Our analysis is based on information obtained from surveys of 802 establishments in the US and 2130 in Norway. We find that Norwegian establishments make greater use of non-standard arrangements than the US establishments; we argue that this is due in part to the greater overall restrictive labour market regulations on hiring and firing regular workers, and greater demand for temporary labour resulting from generous access to leaves of absence, in Norway. We also find that certain institutional factors have a similar impact in both countries. First, establishments in the public sector are more likely to use direct-hired temporary workers and less apt to use contractors and THAs; this pattern is particularly striking in Norway, but is also evident in the United States. Second, highly unionized establishments tend to have the lowest use of non-standard arrangements in both countries.

scholarly journals The changing concept of work

2017 ◽  
Vol 8 (4) ◽  
pp. 306-332 ◽  
Author(s):  
Paul Schoukens ◽  
Alberto Barrio
Keyword(s):  
Social Security ◽  
Employment Relationship ◽  
Full Time ◽  
Social Security Systems ◽  
Security Systems ◽  
Basic Principles ◽  
Work Arrangements ◽  
Standard Work ◽  
Time Work ◽  
Recent Developments

In most countries, a standard (or core) model of employment relationship (i.e. full-time work under an open-ended employment contract) typically receives the greatest labour and social security protection, with divergent work arrangements receiving less protection in correlation to the magnitude of the differences between the former and the latter. However, recent developments concerning non-standard forms of work may question this dynamic. In this article, we examine the nature and current evolution of the standard employment relationship, then analyse how other forms of work deviate from this standard. In order to do so, we draw on the conclusions of the numerous studies recently published by scholars and international organisations in the wake of the growing public debate on the ‘new world of work’. Afterwards, we analyse the situation of non-standard workers under certain social security systems, in order to determine how those systems have approached the divergent character of these forms of work. This leads us to identify the main challenges that social security systems experience when faced with non-standard forms of work. The article concludes by addressing the need to adapt the basic principles of social security to the atypical features of non-standard work.

Non-standard Work Arrangements: A Discussion Of Taxonomy And Research Priorities

2017 ◽  
Author(s):  
Rene Pana-Cryan ◽  
Timothy Bushnell ◽  
Tapas K. Ray ◽  
Toni Alterman ◽  
David C. Yamada ◽  
...  
Keyword(s):  
Research Priorities ◽  
Work Arrangements ◽  
Standard Work

scholarly journals Relationship between non‐standard work arrangements and work‐related accident absence in Belgium

2017 ◽  
Vol 59 (2) ◽  
pp. 177-186 ◽  
Author(s):  
Hanan Alali ◽  
Lutgart Braeckman ◽  
Tanja Van Hecke ◽  
Bart De Clercq ◽  
Heidi Janssens ◽  
...  
Keyword(s):  
Work Arrangements ◽  
Standard Work ◽  
Work Related

scholarly journals Who is ‘on-call’ in Australia? A new classification approach for on-call employment in future population-level studies

PLoS ONE ◽  
2021 ◽  
Vol 16 (11) ◽  
pp. e0259035
Author(s):  
Madeline Sprajcer ◽  
Sarah L. Appleton ◽  
Robert J. Adams ◽  
Tiffany K. Gill ◽  
Sally A. Ferguson ◽  
...  
Keyword(s):  
Emergency Services ◽  
Population Level ◽  
Work Conditions ◽  
Classification Systems ◽  
Work Hours ◽  
Work Arrangements ◽  
Standard Work ◽  
High Prevalence ◽  
High Level ◽  
Weekly Work

Background On-call research and guidance materials typically focus on ‘traditional’ on-call work (e.g., emergency services, healthcare). However, given the increasing prevalence of non-standard employment arrangements (e.g., gig work and casualisation), it is likely that a proportion of individuals who describe themselves as being on-call are not included in current on-call literature. This study therefore aimed to describe the current sociodemographic and work characteristics of Australian on-call workers. Methods A survey of 2044 adults assessed sociodemographic and work arrangements. Of this population, 1057 individuals were workforce participants, who were asked to provide information regarding any on-call work they performed over the last three months, occupation type, weekly work hours, and the presence or absence of non-standard work conditions. Results Of respondents who were working, 45.5% reported working at least one day on-call in the previous month. There was a high prevalence of on-call work in younger respondents (63.1% of participants aged 18–24 years), and those who worked multiple jobs and more weekly work hours. Additionally, high prevalence rates of on-call work were reported by machinery operators, drivers, community and personal service workers, sales workers, and high-level managers. Conclusions These data suggest that on-call work is more prevalent than previously recorded and is likely to refer to a broad set of employment arrangements. Current classification systems may therefore be inadequate for population-level research. A taxonomy for the classification of on-call work is proposed, incorporating traditional on-call work, gig economy work, relief, or unscheduled work, and out of hours work.

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