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.

scholarly journals Gender Roles and Employment Pathways of Older Women and Men in England

SAGE Open ◽  
2017 ◽  
Vol 7 (4) ◽  
pp. 215824401774269 ◽  
Author(s):  
Mariska van der Horst ◽  
David Lain ◽  
Sarah Vickerstaff ◽  
Charlotte Clark ◽  
Ben Baumberg Geiger
Keyword(s):  
Gender Roles ◽  
Marital Status ◽  
Older Women ◽  
Older Age ◽  
Full Time ◽  
Men And Women ◽  
Male Breadwinner ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

In the context of population aging, the U.K. government is encouraging people to work longer and delay retirement, and it is claimed that many people now make “gradual” transitions from full-time to part-time work to retirement. Part-time employment in older age may, however, be largely due to women working part-time before older age, as per a U.K. “modified male breadwinner” model. This article therefore separately examines the extent to which men and women make transitions into part-time work in older age, and whether such transitions are influenced by marital status. Following older men and women over a 10-year period using the English Longitudinal Study of Ageing, this article presents sequence, cluster, and multinomial logistic regression analyses. Little evidence is found for people moving into part-time work in older age. Typically, women did not work at all or they worked part-time (with some remaining in part-time work and some retiring/exiting from this activity). Consistent with a “modified male breadwinner” logic, marriage was positively related to the likelihood of women belonging to typically “female employment pathway clusters,” which mostly consist of part-time work or not being employed. Men were mostly working full-time regardless of marital status. Attempts to extend working lives among older women are therefore likely to be complicated by the influence of traditional gender roles on employment.

scholarly journals Cross-spousal influences on mature-aged Australians’ transitions in and out of employment 2001–2017

2020 ◽  
pp. 002218562095668
Author(s):  
Lyn Craig ◽  
Brendan Churchill
Keyword(s):  
Household Income ◽  
Global Financial Crisis ◽  
The Other ◽  
Full Time ◽  
Men And Women ◽  
Added Worker Effect ◽  
Time Work ◽  
Part Time ◽  
Gender Patterns ◽  
The Global Financial Crisis

This article uses data from the longitudinal Household, Income, and Labour Dynamics in Australia survey to examine cross-spousal influences on workforce transitions by men ( n = 4667) and women ( n = 5051) aged 50–69. We assess how gender patterns in employment (full- and part-time work) and non-employment activity (unemployment, non-employment and homemaking) changed among this age group over the period 2001–2017, which included the Global Financial Crisis (GFC) of 2008. Notwithstanding that more men than women were in full-time work, and more women than men were employed part time or were homemakers, over the period there was an overall rise in employment for both genders, which following the GFC continued most strongly for women. Random effects logistic regression on partnered men and women showed that prior to the GFC one spouse transitioning out of the labour market was associated with significantly higher odds of the other spouse also doing so. This implies coordination, for example spouses retiring together. In contrast, following the GFC, one spouse leaving paid employment was associated with higher odds of the other taking up work or increasing their hours, suggesting that the economic slowdown encouraged an added worker effect in those households, with one spouse compensating for the job loss of the other. The finding was apparent for both men and women.

scholarly journals Part-time strategies of women and men of childbearing age in the Netherlands and Australia

2019 ◽  
pp. 265-288
Author(s):  
Mara A. Yerkes ◽  
Belinda Hewitt
Keyword(s):  
The Netherlands ◽  
Full Time ◽  
Childbearing Age ◽  
Men And Women ◽  
Market Effects ◽  
Work Strategies ◽  
Time Work ◽  
Part Time ◽  
Work Family ◽  
Part Time Work

This chapter contributes to the dualization debate by investigating the extent to which gender unequal part-time work patterns reflect insider - outsider labour market effects (e.g. based on gender and occupational effects) by comparing the Netherlands - a country with high protection of part-time workers - with Australia - a country with minimal protection. We focus on the part-time work strategies of men and women of childbearing age, bridging dualization theory with work-family theory. We explore both the extent of dualization between men and women (how women and men differ in their part-time employment patterns) as well as possible dualization effects within part-time work, considering variation in part-time work strategies among women in both countries. Our findings suggest dualization between part-time and full-time workers exists in both countries. Crucially, we find that dualization exists within part

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.

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.

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.

Combining Work and Family Life

2005 ◽  
Vol 10 (4) ◽  
pp. 309-319 ◽  
Author(s):  
Ingrid Schoon ◽  
Leeni Hansson ◽  
Katariina Salmela-Aro
Keyword(s):  
Life Satisfaction ◽  
Occupational Status ◽  
Role Stress ◽  
Work And Family ◽  
Full Time ◽  
National Child Development Study ◽  
Men And Women ◽  
Professional Career ◽  
Time Work ◽  
The Uk

Abstract. The aim of this paper is to investigate whether the combination of paid employment and taking care of children promotes or challenges the life satisfaction of married and divorced men and women in the UK, Estonia, and Finland. The UK sample stems from the National Child Development Study, at age 42 (N = 10280; 48% of men, 52% of women). The Estonian data come from a representative sample of 1164 participants (507 men, 657 women; mean age 42). The Finnish data stems from an ongoing longitudinal study on 1390 participants (447 men and 943 women; mean age = 41). The results showed that in all three countries women report higher levels of life satisfaction than men, couples are generally more satisfied than divorcees, and those who are employed are generally more satisfied with their lives than those who are not. Second, for men in general as well as for divorced women higher levels of life satisfaction appear to be associated with full-time work. Third, men and women pursuing a professional career are more satisfied with their lives than men and women in unskilled jobs. Finally, having a child shows no significant association with life satisfaction in any of our three countries, although there were significant interactions between gender, marital status, employment, and parenthood. Divorced women in all three countries appear to be more satisfied with their lives if they do not have children, especially after adjusting life satisfaction by occupational status. Findings are discussed with regard to role stress and role accumulation theories.

Exploring Workforce Participation Patterns and Chronic Diseases Among Middle-Aged Australian Men and Women Over the Life Course

2016 ◽  
Vol 29 (2) ◽  
pp. 343-361 ◽  
Author(s):  
Tazeen Majeed ◽  
Peta M. Forder ◽  
Gita Mishra ◽  
Hal Kendig ◽  
Julie E. Byles
Keyword(s):  
Life Course ◽  
Chronic Diseases ◽  
Latent Class ◽  
Adult Life ◽  
Full Time ◽  
Middle Aged ◽  
Workforce Participation ◽  
Men And Women ◽  
Time Work ◽  
The Life Course

Objective: This study identified associations between chronic diseases (diabetes, asthma, depression, and arthritis) and workforce participation patterns with a gendered perspective. Method: We used data from 1,261 middle-aged participants of the Australian Life Histories and Health (LHH) Survey, aged 60 to 64 years in 2011. Latent class analysis identified dominant workforce patterns and associations between chronic diseases and these patterns were explored by multinomial regression models. Results: Diabetes, asthma, depression, and arthritis were less prevalent in men and women in class “mostly full-time work,” compared with other workforce patterns. The odds of “mostly full-time work” were lower for men reporting depression or arthritis, whereas among women, depression was associated with “increasing part-time work” after adjusting early and adult life factors. Discussion: The results strengthen the importance of gender focused policies aimed to promote and preserve health of young and middle-aged workers, and creating supportive environment for those with chronic health issues over the life course.

scholarly journals A cross-cultural examination of preferences for work attributes

2016 ◽  
Vol 31 (3) ◽  
pp. 702-719 ◽  
Author(s):  
Melissa S. Woodard ◽  
Jane K. Miller ◽  
Daniel J. Miller ◽  
Kirk D. Silvernail ◽  
Chun Guo ◽  
...  
Keyword(s):  
Social Adjustment ◽  
Work Experience ◽  
Business Students ◽  
Meaningful Work ◽  
Full Time ◽  
Mba Programs ◽  
Content Type ◽  
Country Level ◽  
Person Organization Fit ◽  
Graduate Business Students

Purpose – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment (SA) needs. Research limitations/implications – Although the sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, the results provide initial support for the utility of incorporating the multi-dimensional individualism and collectivism measure, as well as SA needs, when assessing the relationships between values and employee preferences. Practical implications – For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value – This study extends research on workers’ preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.

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