Salaried Professionals and Union Membership: An Australian Perspective

1987 ◽  
Vol 29 (1) ◽  
pp. 49-65 ◽  
Author(s):  
Geoff Crockett ◽  
Ken Hall
Keyword(s):  
Union Membership ◽  
Work Experience ◽  
Individual Characteristics ◽  
Institutional Characteristics ◽  
Full Time ◽  
Time Work ◽  
Institute Of Technology ◽  
Using Data ◽  
Public Versus Private ◽  
Western Australian

Using data from a sample of people who had graduated from the Western Australian Institute of Technology over a seven year period, a logistic regression approach was used to identify those individual and institutional characteristics of salaried professionals that significantly increased the probability of belonging to a union. Individual endowments and characteristics such as sex, marital status and previous unemployment history were shown not to be important determinants of union membership. Several individual characteristics such as level of full-time work experience, and an individual emphasis on job security were identified as important determinants of union membership amongst this group of salaried professionals; however, institutional characteristics such as industry and public versus private sector employment tended to dominate as predictors of union membership.

Human Capital and Welfare Dynamics in Canada

2007 ◽  
Vol 7 (1) ◽  
Author(s):  
Jorgen Hansen
Keyword(s):  
Human Capital ◽  
Work Experience ◽  
High School Completion ◽  
Full Time ◽  
Entry Rate ◽  
Self Sufficiency ◽  
Time Work ◽  
Using Data ◽  
One Year ◽  
Full Time Employment

Abstract This paper analyzes the effects of human capital on welfare dynamics in Canada using data from the Self-Sufficiency Project (SSP). SSP offered a time-limited earnings supplement to a randomly assigned group of new welfare applicants who remained on welfare for one year and, in the subsequent year, left welfare for full-time employment. The results suggest that high school completion has no significant impact on the exit rate from welfare or on the re-entry rate. Moreover, full-time work experience is found to reduce the risk of returning to welfare but not for respondents who were assigned to the treatment group. This finding suggests that the provision of an earnings subsidy encourages welfare recipients to accept low-wage jobs with little gains from work experience. Thus, the rationale for such a policy that work today will raise experience and consequently future wages is not supported by the results in this paper.

Willingness to Take Legal Action in Wrongful Dismissal Cases: Perceptual Differences between Men and Women

1992 ◽  
Vol 74 (3_suppl) ◽  
pp. 1073-1074 ◽  
Author(s):  
James D. Grant ◽  
Terry H. Wagar
Keyword(s):  
Work Experience ◽  
Business Students ◽  
Legal Action ◽  
Full Time ◽  
Men And Women ◽  
Court Action ◽  
Perceptual Differences ◽  
Time Work ◽  
Wrongful Dismissal

146 business students with full-time work experience participated in a study of dismissal from employment. Based on self-ratings, men were more likely than women to favor court action in the event of dismissal.

Salary Determinants for Senior Student Affairs Officers: Revisiting Gender and Ethnicity in Light of Institutional Characteristics

NASPA Journal ◽  
2006 ◽  
Vol 43 (2) ◽  
Author(s):  
Cathy M Engstrom ◽  
Joshua G McIntosh ◽  
Frank Ridzi ◽  
Kevin Kruger
Keyword(s):  
Student Affairs ◽  
Individual Characteristics ◽  
Student Affairs Officers ◽  
Institutional Characteristics ◽  
Senior Student Affairs Officers ◽  
Senior Student ◽  
Race And Gender ◽  
And Gender ◽  
Using Data ◽  
Salary Survey

Previous literature has suggested that ascribed characteristics,such as gender and ethnicity, achieved characteristics such as highest degree earned; and institutional characteristics such as size and public or private affiliation of the college, may serve as determinants of salary among senior student affairs officers. This research, however, has relied upon t test and ANCOVA methods and, as a result, has not been able to examine the impacts of ascribed, achieved, and institutional characteristics simultaneously while holding the other constant. Using data gathered through the 2001–02 NASPA Salary Survey, researchers employed multivariate OLS regression to hold gender, ethnicity, and numerous other personal and institutional characteristics constant while comparing their individual effects on salary. Analyses have found that institutional factors far outweigh individual characteristics and that, when all factors are controlled for, race and gender no longer have a significant effect on salary. Overall, educational attainment, enrollment, region of the country, and type of degree granted have the largest impact on salaries. Although women and Blacks continue to be underrepresented among SSAOs these findings suggest that concerns over salary inequity for women and Blacks are unsupported.

scholarly journals Labour Markets and Wages in Australia: 2010

2011 ◽  
Vol 53 (3) ◽  
pp. 303-323 ◽  
Author(s):  
Therese Jefferson ◽  
Alison Preston
Keyword(s):  
Labour Market ◽  
Time Frame ◽  
Labour Markets ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Using Data ◽  
Labour Market Activity ◽  
Full Time Employment ◽  
Part Time Work

In this article we present data on earnings and hours in 2010 and, using data over a longer time frame, show how the character of the Australian labour market has significantly changed in recent decades. Among other things, we demonstrate a continued shift towards part-time work and, across full-time and part-time labour markets, a change in the distribution of jobs towards more highly skilled occupations. We continue to argue that traditional indicators of labour-market activity, such as headline unemployment and earnings in full-time employment, are only able to partially explain the health of the labour market. There is an urgent need to better understand other dimensions such as underemployment, part-time employment and part-time earnings.

Transitions from part-time unemployment: Is part-time work a dead end or a stepping stone to the labour market?

2011 ◽  
Vol 32 (4) ◽  
pp. 569-589 ◽  
Author(s):  
Jonas Månsson ◽  
Jan Ottosson
Keyword(s):  
Labour Market ◽  
Temporary Employment ◽  
Individual Characteristics ◽  
Full Time ◽  
Stepping Stone ◽  
Work Related ◽  
Dead End ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

This article analyses the effects of individual characteristics on the probability of leaving part-time unemployment. The results show that it cannot be unreservedly asserted that part-time work offers access to the core labour market. Among the part-time unemployed, there are great variations in the degree to which they are likely to leave part-time unemployment. A concentration of labour market policy activities on the part-time unemployed who are least likely to succeed in finding full-time employment can, therefore, be expected to have positive consequences from both equity and efficiency points of view. In this respect, part-time unemployed women, persons with work-related disabilities and persons with temporary employment come to the forefront. The article shows that the likelihood of finding a full-time job is certainly not great for persons belonging to these groups. For many of them, part-time job is not a stepping stone but rather a dead end on the labour market.

Does Health Reform Lead to an Increase in Early Retirement? Evidence from Massachusetts

ILR Review ◽  
2016 ◽  
Vol 70 (3) ◽  
pp. 704-732 ◽  
Author(s):  
Bradley T. Heim ◽  
LeeKai Lin
Keyword(s):  
Health Reform ◽  
Early Retirement ◽  
Control Group ◽  
Full Time ◽  
Percentage Points ◽  
Time Work ◽  
Part Time ◽  
Using Data ◽  
The Impact ◽  
Part Time Work

This article estimates the impact of the 2006 Massachusetts health reform on the decision of individuals to retire early. Using data from the American Community Survey that spans 2004 through 2012, the authors estimate difference-in-differences models for retirement using individuals from other northeastern states as the control group. The estimates suggest that the reform led women to increase early retirement from full-time work by 1.1 percentage points (from a base of 4.8%) and to increase part-time work by 1.1 percentage points (from a base of 30%). Though no significant effects were found for men overall, the estimates imply that the reform led to an increase in retirement and part-time work among lower-income men.

scholarly journals Employment Barriers into US Healthcare Management Industry for New Facilities Management College Graduates

2018 ◽  
Vol 2 (2) ◽  
pp. 53-61 ◽  
Author(s):  
Steven Call ◽  
Kenneth Sullivan ◽  
Jake Smithwick
Keyword(s):  
Work Experience ◽  
College Graduates ◽  
Healthcare Facility ◽  
Healthcare Management ◽  
Academic Programs ◽  
Facilities Management ◽  
Full Time ◽  
Healthcare Organizations ◽  
Employment Barriers ◽  
Time Work

ABSTRACT Purpose The purpose of this research is to better understand employment barriers into the healthcare facilities management (FM) industry for new FM college graduates. Design/methodology/approach A national survey was distributed to healthcare FM managers and directors to collect information on individual demographics, hiring practices, and opinions of FM college graduates. Designated survey respondents were also contacted for phone interviews. Findings Results indicate that strong homogeneousness demographics, backgrounds, and paths of entry among existing healthcare FM professionals has created an industry bias against candidates attempting to enter healthcare FM from non-traditional sources. The healthcare FM industry's principal source for new talent comes from building trade succession within healthcare organizations. However, continuing to rely on building tradespersons as the main path of entry into the healthcare FM industry may prove problematic. Most existing healthcare facility managers and directors will be retiring within 10 years, yet it is taking more than 17 years of full-time work experience to prepare building tradespersons to assume these roles. Younger professionals are more commonly entering the healthcare FM through the path of higher education. Although few new college graduates enter the healthcare FM industry, they are experiencing similar promotion timeframes compared to other candidate with many years of full-time work experience. Unfamiliarity with FM academic programs, work experience requirements, limited entry-level jobs within small organizations, and low pay also present challenges for new FM college graduates attempting to enter the healthcare FM industry. Originality/value This paper is valuable in establishing major barriers of entering the healthcare FM industry for new FM college graduates. Findings may facilitate development of interventions by healthcare organizations and universities to further open FM academic programs as a sustainable source of new talent to help address healthcare FM attrition.

scholarly journals Choice With(out) Equity? Family Decisions of Child Return to Urban Schools in Pandemic

2021 ◽  
Vol 4 (1) ◽  
pp. 42-63
Author(s):  
Robert Cotto, Jr. ◽  
Sarah Woulfin
Keyword(s):  
School Choice ◽  
Online Survey ◽  
The United States ◽  
School Closure ◽  
Full Time ◽  
Equity Issues ◽  
Global Pandemic ◽  
Time Work ◽  
Using Data ◽  
Family Decisions

In response to the COVID-19 global pandemic, most schools across the country closed in-person instruction for a period of time and many shifted to online schooling. Beginning in fall 2020, schools around the United States began reopening and many districts offered families a decision or “choice” to return their children to an in-person or online schooling experience. In many cities, this approach complicated existing school choice and permanent closure policies with already existing equity issues. Building upon previous scholarship on school choice and closure, this study draws on the concept of school choice with(out) equity (Frankenberg et al., 2010; Scott & Stuart Wells, 2013; Horsford et al., 2019). Using data from an online survey (n = 155 participants) in August 2020, this study examines why families (50% white, 50% people of color) decided to return their children to in-person schooling in Hartford, Connecticut. This study uses a mixed-method analysis of qualitative responses and quantitative data to understand family decisions to return to in-person schooling (Creswell, 2014). Rather than school choices with full equity considerations during the pandemic, these family responses focused on needs of childcare for full-time work and health safety. These responses suggest a partial equity in the landscape of available choices. The study raises questions about reapplying old forms of school choice to a new form of temporary school closure during pandemic.

Married Women in Part-Time Employment

ILR Review ◽  
1981 ◽  
Vol 34 (3) ◽  
pp. 413-425 ◽  
Author(s):  
James E. Long ◽  
Ethel B. Jones
Keyword(s):  
Work Experience ◽  
Family Income ◽  
Working Women ◽  
Married Women ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Data Source ◽  
Direct Measures ◽  
Part Time Work

This research deals with three aspects of the part-time employment pattern of working wives: (1) the wives' characteristics, (2) the level and structure of their earnings in part-time jobs, and (3) the duration of their employment when part-time jobs are available to them. This study improves upon previous research by using multivariate analysis to determine if the variation in the incidence of part-time work consistently found in other studies persists when earnings potential, fertility, family income, and other factors that may vary by age or race are held constant. It differs further by including a data source that contains direct measures of market wages and experience for a large sample of married working women. The authors find that husband's income, family size, and the wife's health, race, and previous work experience are among the variables that influence the probability that the wife works part time. They also find that the level of wages and returns to some investments in human capital are relatively lower in the part-time labor market but that there are similarities between the earnings structure of part-time and full-time jobs. They conclude that part-time work opportunities appear to increase the length of the working life of married women.

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