scholarly journals The Part-Time Pay Penalty in a Segmented Labor Market

2009 ◽  
Author(s):  
Daniel Fernandez-Kranz ◽  
Nuria Rodriguez-Planas
Keyword(s):  
Labor Market ◽  
Part Time ◽  
Segmented Labor Market

scholarly journals The part-time pay penalty in a segmented labor market

2011 ◽  
Vol 18 (5) ◽  
pp. 591-606 ◽  
Author(s):  
Daniel Fernández-Kranz ◽  
Núria Rodríguez-Planas
Keyword(s):  
Labor Market ◽  
Part Time ◽  
Segmented Labor Market

Changes in the labor market status during the COVID-19 pandemic and subjective well-being of Russians

2021 ◽  
pp. 139-153
Author(s):  
N. E. Soboleva ◽  
B. O. Sokolov
Keyword(s):  
Labor Market ◽  
Initial Period ◽  
Negative Relationship ◽  
Well Being ◽  
Big Five Personality ◽  
Subjective Well Being ◽  
Remote Work ◽  
Part Time ◽  
Market Status ◽  
High Level

This paper investigates the association between changes in the labor market status and subjective well-being of Russians during the COVID-19 pandemic. The materials of the first stage of the international project “Values in crisis” form the empirical dataset. Regression analysis shows that individuals who lost their jobs or closed their business during the initial period of the pandemic are somewhat less satisfied with their lives than those who did not. Being reduced to part-time work and working from home are not directly related to subjective well-being. At the same time, the strength of the association between subjective well-being and possible changes of the labor market status depends on such factors as the presence of children, as well as the value of self-enhancement (according to Schwartz) and conscientiousness (one of the Big Five personality traits). The job or business loss is associated with a decrease in subjective well-being among respondents without children; this association is not observed among those with children. In addition, the negative relationship between life satisfaction and job or business loss is stronger among individuals with high level of self-enhancement and weaker among those with high level of conscientiousness. Among respondents who had to switch to part-time or remote work, having children reduces the level of subjective well-being; among those without such experience, it is positively associated with subjective well-being.

How good is half a job? Part-time employment and job quality in the US

2019 ◽  
pp. 187-216
Author(s):  
Kenneth Hudson ◽  
Arne L. Kalleberg
Keyword(s):  
Labor Market ◽  
The United States ◽  
Work And Family ◽  
Job Quality ◽  
Retirement Benefits ◽  
Poverty Threshold ◽  
Large Numbers ◽  
Negative Effect ◽  
Part Time ◽  
Time Part

In January 2018, about 17 percent of the workforce in the United States had a part-time job. Part-time employment increased between 1955 and the 1980s as large numbers of women entered the workforce. Since then it has fluctuated in response to rising and falling unemployment. The majority of part-time workers are between 24 and 60 and about two-thirds are women, who often divide their time between work and family. Like other forms of nonstandard work, part-time workers are more likely to have bad jobs, and they are more apt to live in families that are poor, even when controlling for a multitude of labor related variables. Although some part-time jobs offer health and retirement benefits and wages above the poverty threshold, most do not. Only a small share of part-time jobs-between 16 and 17 percent-are located in the primary labor market. When compared to whites, we find that blacks, Hispanic non-citizens, and persons of mixed-race descent are more likely to work part-time. Part-time workers in these groups are also more likely to have jobs in the secondary labor market. Finally, we find that as percentage of part-time workers in occupations increases, the negative effect on job quality associated with the percentage of women in an occupation is greatly reduced or disappear

Determinants of Underemployment of Young Adults: A Multi-Country Study

ILR Review ◽  
1996 ◽  
Vol 49 (3) ◽  
pp. 424-438 ◽  
Author(s):  
S. Antonio Ruiz-Quintanilla ◽  
Rita Claes
Keyword(s):  
Young Adults ◽  
Labor Market ◽  
Job Search ◽  
Organizational Socialization ◽  
Temporary Employment ◽  
Labor Market Experience ◽  
Societal Factors ◽  
Market Experience ◽  
Time Work ◽  
Part Time

This longitudinal analysis of interview data for the years 1988 and 1990 explores the determinants of three forms of underemployment among young adults: part-time employment, temporary employment, and unemployment. The authors look at two occupational groups (office technology workers and machine Operators) across six European countries (Belgium, England, Italy, Portugal, Spain, and the Netherlands). Factors that affected patterns of underemployment were education, occupational group, initial labor market experience, perceptions of the labor market (interviewees' view of labor market conditions), and organizational socialization practices (the strategies employers took to integrate the young workers into their first jobs). Organizational and societal factors appear to have had greater influence than behavioral variables such as job search strategies and demographic variables such as gender and age. Unemployment and temporary work had many determinants in common; part-time work, in contrast, was affected only by initial labor market experience and organizational socialization practices.

Rethinking Double Jeopardy: Differences in the Gender Disadvantage between Organizational Insiders and Outsiders in Korea

2017 ◽  
Vol 60 (6) ◽  
pp. 1082-1096 ◽  
Author(s):  
Young-Mi Kim
Keyword(s):  
Labor Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Structural Condition ◽  
Secondary Market ◽  
Demographic Differences ◽  
Female Workers ◽  
Segmented Labor Market

This study examines the distinctive patterns of gender inequality in the primary and secondary labor markets in Korea. Previous studies that analyzed multiple disadvantages in the labor market tended to focus on comparing the gender wage gap between groups. By failing to distinguish the gender gap from discrimination, these studies often underestimate the severe within-job discrimination that women in minority positions experience. Using the wage gap decomposition method, this study analyzes the gender wage gap according to separate labor market positions. The results indicate that the size of the gender wage gap is greater in the primary labor market than in the secondary market, but that a sizable amount of the gap in the primary market can be explained by demographic differences between male and female workers. In the secondary labor market, the gender wage gap is relatively small, but mostly caused by within-job wage discrimination against women. The divergent pattern of gender inequality—large gap-small discrimination among organizational insiders and small gap-large discrimination between organizational outsiders—shows how the segmented labor market provides a structural condition to create the complexity of gender inequality, in which women experience different forms of disadvantage depending on their positions in the labor market.

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