Maternal Employment: Enabling Factors in Context

2017 ◽  
Vol 32 (1) ◽  
pp. 75-92 ◽  
Author(s):  
Giulia M Dotti Sani ◽  
Stefani Scherer
Keyword(s):  
Maternal Employment ◽  
Comparative Approach ◽  
Full Time ◽  
Welfare Regimes ◽  
Enabling Factors ◽  
Part Time ◽  
Time Part ◽  
Individual Household ◽  
The Individual ◽  
The Uk

Maternal employment is still below the overall EU recommended level of 60% in many European countries. Understanding the individual, household and contextual circumstances under which mothers of children of different ages are likely to be employed is crucial to develop strategies capable of increasing maternal employment. This article takes a comparative approach to investigating the characteristics associated with maternal employment in the presence of children aged 0–2, 3–5, 6–9 and 10–12 years. We model the probability of being employed full-time, part-time or being a homemaker using EU-SILC data (2004 to 2007) from Germany, Italy, Norway and the United Kingdom – four countries belonging to different gender and welfare regimes. The results indicate that individual and household characteristics are more relevant in determining mothers’ employment in countries where the state is less supportive towards maternal employment: Italy and to a lesser extent Germany and the UK – for the period observed.

Relations of Early Maternal Employment and Attachment in Introvertive and Extraverttve Adults

1997 ◽  
Vol 81 (2) ◽  
pp. 403-410 ◽  
Author(s):  
Meera Domingo ◽  
Sharon Keppley ◽  
Catherine Chambliss
Keyword(s):  
Maternal Employment ◽  
Employment Status ◽  
Full Time ◽  
Personality Styles ◽  
Eysenck Personality Inventory ◽  
Part Time ◽  
Median Split ◽  
Time Part ◽  
Maternal Presence ◽  
Adolescent Relationship

The present study examined attachment scores of adult children whose mothers were employed and how maternal employment varied as a function of children's personality styles. Children's extraversion was expected to moderate the effects of maternal employment on their attachment as adults. Responses of 106 undergraduates were obtained on 3 measures, the Eysenck Personality Inventory, the Adult Attachment Scale of Collins and Read, and the Adolescent Relationship Scales Questionnaire of Scharfe and Bartholomew. A median split was performed to divide subjects into those scoring High and Low on Extraversion. Subjects were then grouped on the basis of their mothers' employment status during the subjects' infancy (Full-time, Part-time, Nonemployed). Subjects high on Extraversion seemed to show more adverse attachment consequences in adulthood following full-time maternal employment during infancy. Adults who scored high on extraversion may have been more comfortable with continual maternal presence during infancy, while those more introverted as adults may have adapted better to the periods of separation associated with infant day care.

scholarly journals Association between maternal employment status during pregnancy and risk of depressive symptomatology 1 month after childbirth: the Japan Environment and Children’s Study

2021 ◽  
pp. jech-2020-213943
Author(s):  
Yuri Aochi ◽  
Kaori Honjo ◽  
Takashi Kimura ◽  
Satoyo Ikehara ◽  
Hiroyasu Iso
Keyword(s):  
Social Support ◽  
Maternal Employment ◽  
Employment Status ◽  
Depressive Symptomatology ◽  
Depression Scale ◽  
Full Time ◽  
Equivalent Income ◽  
Increased Risk ◽  
Part Time ◽  
Time Part

BackgroundPrevious studies, which examined the association between employment status and postpartum depression, were limited by binary or ternary employment status measures (employed/unemployed or full-time/part-time/unemployed). This study examined the association between detailed employment status during pregnancy and risk of depressive symptomatology 1 month after childbirth, and the effect modification by one’s perceived level of social support and household equivalent income.MethodsOur study examined 76 822 participants in the Japan Environment and Children’s Study. The exposure included maternal employment status during pregnancy (regular workers, dispatched workers, part-time workers, self-employed workers, non-employed and others), and the outcome was depressive symptomatology 1 month after childbirth: Edinburgh Postnatal Depression Scale (EPDS scores ≥9 and ≥13). Adjusted ORs and 95% CIs of depressive symptomatology associated with employment status were calculated by multivariable logistic regression. Subgroup analyses by perceived level of social support and household equivalent income were conducted.ResultsCompared with regular workers, the risk of depressive symptomatology (EPDS score ≥9) was higher for non-employed and others, and that (EPDS score ≥13) was so for part-time workers. There was no significant interaction by perceived level of social support and household equivalent income in the associations. However, part-time workers and non-employed had excess risk of depressive symptomatology among women with lower perceived level of social support, but not among those with the higher one.ConclusionCompared with regular workers, part-time workers and non-employed had an increased risk of depressive symptomatology, which was confined to women with lower perceived level of social support.

Returning to work after maternity leave

2005 ◽  
Vol 19 (2) ◽  
pp. 327-348 ◽  
Author(s):  
Barbara Davey ◽  
Trevor Murrells ◽  
Sarah Robinson
Keyword(s):  
Maternity Leave ◽  
Policy Implications ◽  
Full Time ◽  
Preference Theory ◽  
Flexible Working ◽  
Part Time ◽  
Returning To Work ◽  
Time Part ◽  
The Uk ◽  
Preferred Hours

In the UK, the implementation of flexible working is seen as a key strategy in retention of nurses in the National Health Service (NHS) once they have children. However, Preference Theory argues that the majority of women returners are driven by motivations other than career or work, and that part-time workers are not as committed as full-timers, a perception held by some managers in the NHS. This article examines the motivations of 112 nurse returners after their first child, the differences between nurses returning part time or full time and between nurses preferring to work full time, part time or not at all.The findings suggest that neither hours worked nor preferred hours are good indicators of whether nurses are committed to work or a career, except for respondents who prefer not to work. The main differences are between nurses who would prefer not to work and all others.The findings that nurses returning part time at their preferred hours are motivated by their work and career challenge the view that they are not committed.The policy implications point to the importance of NHS organizations providing both flexible working and flexible career and training opportunities to retain returners’ commitment to nursing.

Variations in Adolescent Conflict and Social Interaction Associated with Maternal Employment and Family Structure

1995 ◽  
Vol 18 (1) ◽  
pp. 151-164 ◽  
Author(s):  
Brett Laursen
Keyword(s):  
Social Interaction ◽  
Family Structure ◽  
Maternal Employment ◽  
Single Mother ◽  
Full Time ◽  
Employed Mothers ◽  
Part Time ◽  
Time Part ◽  
Adolescent Conflict ◽  
Affective Intensity

Adolescents' relationships with parents, siblings, and friends were examined as a function of family structure and maternal employment. High school subjects responded to questionnaires indicating, for each relationship, rate and affective intensity of conflicts from the previous day, as well as amount of social interaction. There were no differences between adolescents with full-time, part-time, and nonemployed mothers in reports of conflict or social interaction. Conflict affective intensity was unrelated to household structure, as were levels of social interaction. Subjects in single mother households indicated more conflict with mothers than those in two-parent families, although levels of conflict with single mothers were equivalent to the total number of disagreements that adolescents in two-parent families experienced with both parents. Adolescents in single mother households also reported higher rates of conflict with siblings, but not friends. The results do not support views that adolescents with single or employed mothers have more contentious or distant relationships than their peers.

Comment on the Joint Academic Stage Board (JASB) Guidance

2006 ◽  
Vol 6 (1) ◽  
pp. 31-33
Author(s):  
Helen Young ◽  
Angela Donaldson
Keyword(s):  
Hong Kong ◽  
Distance Learning ◽  
Full Time ◽  
Law Schools ◽  
Degree Programme ◽  
Part Time ◽  
Time Part ◽  
The Uk ◽  
Law Degree ◽  
The Impact

Nottingham Trent University is a post-1992 University and has one of the largest full service university law schools in the UK. NTU has approximately 1300 undergraduates on our qualifying law degree programme, who are studying either full-time, part-time or via distance learning. Many of the distance learning students on our UK-based LLB actually live overseas, and we also operate a distance learning LLB degree in conjunction with the Open University Hong Kong. In this article, I will mainly concentrate on the impact of these guidelines on libraries, but will also consider the wider impact on law schools and universities as a whole.

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.

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.

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