scholarly journals Work-Time, Male-Breadwinning and the Division of Domestic Labour: Male Part-Time and Full-Time Workers in Unsettled Times

Sociology ◽  
2021 ◽  
pp. 003803852110196
Author(s):  
Tracey Warren
Keyword(s):  
Domestic Work ◽  
Gender Inequalities ◽  
Full Time ◽  
Work Time ◽  
Time Diversity ◽  
Significant Phenomenon ◽  
Part Time ◽  
Male Part ◽  
Domestic Labour ◽  
The Uk

The majority of male workers spend full-time hours in the labour market while part-time employment is heavily female dominated. A decade of economic unrest in the UK following the recession of 2008–2009 was accompanied by a considerable expansion in the numbers of men working part-time. Growing male part-time employment is a significant phenomenon, with potential for narrowing gender inequalities in ways of working, inside and outside the home. Applying a gendered lens to men’s working lives, the article focuses upon the ramifications of this growing male work-time diversity. Unsettled times can create the circumstances for opening up acceptable behaviours, for ‘undoing’ gender roles. The financial circumstances of male part- and full-timers, and men’s engagement in unpaid domestic work, are compared. Part-time jobs are associated with more financial hardship than are full-time, but they offer up the potential for narrowing gender inequality in the sharing of core domestic work tasks.

scholarly journals Looking beyond Average Earnings: Why Are Male and Female Part-Time Employees in the UK More Likely to Be Low Paid Than Their Full-Time Counterparts?

2018 ◽  
Vol 33 (1) ◽  
pp. 131-148 ◽  
Author(s):  
Madeline Nightingale
Keyword(s):  
Labour Market ◽  
Explanatory Power ◽  
Full Time ◽  
Pay Gap ◽  
Unequal Distribution ◽  
Male And Female ◽  
Female Part ◽  
Part Time ◽  
The Uk ◽  
Low Pay

This article uses Labour Force Survey data to examine why male and female part-time employees in the UK are more likely to be low paid than their full-time counterparts. This ‘low pay penalty’ is found to be just as large, if not larger, for men compared to women. For both men and women, differences in worker characteristics account for a relatively small proportion of the part-time low pay gap. Of greater importance is the unequal distribution of part-time jobs across the labour market, in particular the close relationship between part-time employment and social class. Using a selection model to adjust for the individual’s estimated propensity to be in (full-time) employment adds a modest amount of explanatory power. Particularly for men, a large ‘unexplained’ component is identified, indicating that even with a similar human capital and labour market profile part-time workers are more likely than full-time workers to be low paid.

Flexible `Parts' and Rigid `Fulls': The Limited Revolution in Work-Time Patterns

1989 ◽  
Vol 3 (4) ◽  
pp. 465-490 ◽  
Author(s):  
Ian Dey
Keyword(s):  
Full Time ◽  
Work Patterns ◽  
Work Time ◽  
The Past ◽  
Labour Market Flexibility ◽  
Time Patterns ◽  
Flexible Parts ◽  
Time Work ◽  
Part Time ◽  
Full Time Employment

The evidence indicates that there has been some erosion of the distinction between part-time and full-time employment over the past decade. However, this is almost entirely attributable to the growth in part-time employment, and despite a continuing rigidity in full-time work patterns. It is argued that part-time employment can only make a limited contribution to labour market flexibility so long as full-time work patterns remain inflexible. This paper questions the assumptions sustaining a rigid bifurcation of work into full-time and part-time hours, and considers the case for a more flexible approach to full-time hours in the context of the debate over worksharing.

Between a rock and a hard place: the dilemmas of managing part‐time working in the police service

2005 ◽  
Vol 13 (1) ◽  
pp. 24-25
Keyword(s):  
Police Force ◽  
Full Time ◽  
Structured Interviews ◽  
Content Type ◽  
Police Station ◽  
Family Friendly ◽  
The Status ◽  
Part Time ◽  
The Uk ◽  
And Control

PurposeTo study the effects of the introduction of part‐time working on managing a police force.Design/methodology/approachThis case study involved in‐depth, semi‐structured interviews with part‐time officers in an English police force, their full‐time colleagues and managers.FindingsThe author illustrates practical problems which police managers face in ensuring they have staff in adequate numbers and experience to carry out the duties required of an organization which has to operate 24 hours‐a‐day, seven days‐a‐week and which has no way of knowing in advance what demands will be placed on it at any given time. The study focuses attention on the dilemma of legislation designed to improve the status of part‐time workers generally, and people's expectation of “family friendly” employment, with the traditional “command and control” needs of an organization such as a police force.Practical implicationsImplications for human resource management are identified, as the conflicting needs and views of manager and part‐time employees are explored. These conflicts are particularly difficult for HR to reconcile as part‐time and reduced‐hours working continues its expansion.Originality/valueProvides some useful information on part‐time working at a police station in the UK.

Domestic-Sector Work in the UK: Locating Men in the Configuration of Gendered Care and Migration Regimes

2010 ◽  
Vol 9 (3) ◽  
pp. 443-454 ◽  
Author(s):  
Majella Kilkey
Keyword(s):  
Domestic Work ◽  
Household Work ◽  
Domestic Labour ◽  
Domestic Outsourcing ◽  
And Migration ◽  
The Uk ◽  
Migration Regimes ◽  
Sector Work

Research on the processes underpinning the contemporary growth in the commoditisation of domestic labour focuses on feminised areas of work, such as cleaning and care. Yet research examining trends in domestic outsourcing highlights how men's, as well as women's, household work is subject to increased commoditisation. Through a qualitative enquiry of households which outsource stereotypically male domestic chores – essentially, household and garden repair and maintenance – and men who do such work for pay, we seek to understand the processes underpinning its outsourcing. In doing so, we adopt a framework which treats the paid domestic-work sector as a critical nexus at which gendered care and migration regimes intersect. The focus on male domestic chores, however, requires that we broaden that framework in ways which can more fully illuminate men's positions within it.

scholarly journals Why do men extend their employment beyond pensionable age more often than women? a cohort study

2021 ◽  
Author(s):  
Saana Myllyntausta ◽  
Marianna Virtanen ◽  
Jaana Pentti ◽  
Mika Kivimäki ◽  
Jussi Vahtera ◽  
...  
Keyword(s):  
Cohort Study ◽  
Job Strain ◽  
Full Time ◽  
Work Time ◽  
Related Factors ◽  
Work Related ◽  
Explanatory Factors ◽  
Time Control ◽  
Part Time ◽  
High Work

AbstractMen extend their employment beyond pensionable age more often than women, but the factors that contribute to this sex difference are unknown. This study aimed to examine sex differences in extending employment and the contribution of sociodemographic, work- and health-related factors to these differences. Participants of this prospective cohort study were 4,263 public sector employees from Finland who reached their individual pensionable date between 2014 and 2019 and responded to a survey on work- and non-work-related issues before that date. Extended employment was defined as continuing working for over six months beyond the individual pensionable date. We used mediation analysis to examine the contribution of explanatory factors to the association between sex and extended employment. Of the participants, 29% extended employment beyond the pensionable date. Men had a 1.29-fold (95% confidence interval 1.11–1.49) higher probability of extending employment compared with women. Men had a higher prevalence of factors that increase the likelihood of extended employment than women (such as spouse working full-time, no part-time retirement, low job strain, high work time control, and lack of pain) and this mediated the association of sex with extended employment by up to 83%. In conclusion, men were more likely to extend their employment beyond pensionable age than women. This difference was largely explained by men being more likely to have a full-time working spouse, low job strain, high work time control, no pain, and not being on part-time retirement.

The Nuclear Technology Education Consortium: UK Nuclear Education to Meet the Global Workforce Demand

2018 ◽  
Author(s):  
John W. Roberts
Keyword(s):  
Technology Education ◽  
Nuclear Industry ◽  
Teaching Staff ◽  
Nuclear Technology ◽  
Full Time ◽  
Global Workforce ◽  
Part Time Students ◽  
Extensive Consultation ◽  
Part Time ◽  
The Uk

Networks that foster collaboration have been used for educational purposes for many years as they optimise resources and enhance the student experience by bringing together the very best of the teaching staff available. When nuclear education at UK universities had declined to such an extent that its sustainability was in jeopardy, networking the remaining pockets of expertise at several universities was proposed as the best solution. The Nuclear Technology Education Consortium (NTEC), was therefore established in 2005, and brings together six preeminent nuclear universities in the UK plus the Nuclear Department of the Defence Academy to provide a Master’s level programme in nuclear science and technology. Following extensive consultation with industry an innovative delivery method of one week modular courses is used for the programme which caters for both full-time and part-time students. Full-time students can complete the programme in one year (September to September) while part-time students complete the programme in three years. As the courses are all delivered in this one-week format they can also be taken individually for continual professional development. The programme can also be completed via web-based distance learning which provides options for the 21st century student wherever they are based. With many countries embarking on a new build programme, extending the lifetime of their current reactors and planning geological disposal facilities the nuclear workforce will need to expand over the next decade. The flexibility of the NTEC programme allows both the current nuclear workforce to upskill as well as the development of the next generation workforce, providing them with the skills, competencies and professionalism required by the nuclear industry. Over 200 students have completed the programme on a full-time basis, with 80% either entering the nuclear industry directly, or embarking on further nuclear education programmes, demonstrating that the curriculum of the NTEC programme is matched to the requirements of industry. Nuclear education at UK universities has grown substantially in the last twelve years with NTEC at the forefront, producing graduates to meet the global workforce demand, both in terms of quantity and quality.

Architecture in the UK: a study in professional entry-routes and entry-gates

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stan Lester
Keyword(s):  
Professional Education ◽  
Full Time ◽  
Content Type ◽  
Current State ◽  
Regulatory Frameworks ◽  
Part Time ◽  
Evolving Context ◽  
The 1960S ◽  
The Uk

PurposeThis paper examines architecture as an example of the evolving context of qualifying routes in UK professions.Design/methodology/approachThe background and current state of architectural education, qualifying routes and regulatory frameworks in the UK is presented as a case-study, and compared with practices in professional education and qualifying more generally including the use of Degree Apprenticeships.FindingsArchitecture has since the 1960s maintained an entry-route that is premised on periods of full-time academic study plus full-time practice. While a minority part-time version of this route has always existed (and is now being expanded through Degree Apprenticeships), variations seen in other professions such as experienced practitioner entry and accelerated routes from cognate fields have so far been lacking. Pressures for reform are emerging both from external changes affecting the profession and from the high cost of qualifying in relation to median incomes in the sector.Practical implicationsThere is a need for more flexible and less expensive routes to qualifying as an architect, with substantial scope to use practices from other professions and areas of higher education to recognise existing levels of competence and improve crossover with other design and construction fields.Originality/valueThis is the first review of architectural qualifying requirements that has been made in the context of professional entry more generally.

Gender Stereotypes, Occupational Roles, and Beliefs About Part-Time Employees

1986 ◽  
Vol 10 (3) ◽  
pp. 252-262 ◽  
Author(s):  
Alice H. Eagly ◽  
Valerie J. Steffen
Keyword(s):  
Gender Stereotypes ◽  
Social Roles ◽  
Full Time ◽  
Occupational Roles ◽  
The Social ◽  
Female Part ◽  
Part Time ◽  
Male Part ◽  
Full Time Employment

Subjects' beliefs about the communion and agency of part-time employees were compared with their beliefs about the communion and agency of homemakers, full-time employees, and persons without an occupational description. Female part-time employees were believed to be more communal and less agentic than female full-time employees as well as less communal than female homemakers. Male part-time employees were believed to be less agentic than male full-time employees as well as less communal and less agentic than both male homemakers and men without an occupational description. In addition, subjects believed that part-time employment is associated with different life situations for women and men. For women this situation is substantial commitment to domestic duties, whereas for men it is difficulty in finding full-time employment. These findings support the theory that stereotypes concerning the communion and agency of women and men are a product of the social roles that women and men have been observed to occupy.

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