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Full-Text Articles in Social and Behavioral Sciences
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
George A. Erickcek
No abstract provided.
An Evaluation Of The Washington State Unemployment Insurance Earnings Deduction Experiment, Christopher J. O'Leary
An Evaluation Of The Washington State Unemployment Insurance Earnings Deduction Experiment, Christopher J. O'Leary
Christopher J. O'Leary
No abstract provided.
The Policy Implications Of Nonstandard Work Arrangements, Susan N. Houseman
The Policy Implications Of Nonstandard Work Arrangements, Susan N. Houseman
Susan N. Houseman
No abstract provided.
Testimony Before The Working Group On The Benefit Implications Of The Growth In The Contingent Workforce: U.S. Department Of Labor, Susan N. Houseman
Testimony Before The Working Group On The Benefit Implications Of The Growth In The Contingent Workforce: U.S. Department Of Labor, Susan N. Houseman
Susan N. Houseman
No abstract provided.
The Implications Of Flexible Staffing Arrangements For Job Stability, Susan N. Houseman, Anne E. Polivka
The Implications Of Flexible Staffing Arrangements For Job Stability, Susan N. Houseman, Anne E. Polivka
Susan N. Houseman
In this paper, we examine the job stability of workers in a wide range of flexible staffing arrangements: agency temporary, direct-hire temporary, on-call, contract company, independent contractor, and regular part-time work. We draw upon two data sources in our analysis. The first is a nationwide survey of employers on their use of flexible staffing arrangements conducted by the Upjohn Institute for Employment Research. This survey provides evidence on why employers use various types of flexible staffing arrangements and the extent to which employers move workers in these positions into regular arrangements within their organization. The second data source is the …
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
Susan N. Houseman
No abstract provided.
New Institute Survey On Flexible Staffing Arrangements, Susan N. Houseman
New Institute Survey On Flexible Staffing Arrangements, Susan N. Houseman
Susan N. Houseman
No abstract provided.
Mothers' Long-Term Employment Patterns, Alexandra Killewald, Xiaolin Zhuo
Mothers' Long-Term Employment Patterns, Alexandra Killewald, Xiaolin Zhuo
Upjohn Institute Working Papers
Previous research on maternal employment has disproportionately focused on married, college-educated mothers and examined either current employment status or postpartum return to employment. Following the life course perspective, we instead conceptualize maternal careers as long-term life course patterns. Using data from the NLSY79 and optimal matching, we document four common employment patterns of American mothers over the first 18 years of maternity. About two-thirds follow steady patterns, either full-time employment (38 percent) or steady nonemployment (24 percent). The rest experience “mixed” patterns: long-term part-time employment (20 percent), or a multiyear period of nonemployment following maternity, then a return to employment …
Part-Time And Short Hours In Retail In The United States, Canada, And Mexico: How Institutions Matter, Françoise Carré, Chris Tilly
Part-Time And Short Hours In Retail In The United States, Canada, And Mexico: How Institutions Matter, Françoise Carré, Chris Tilly
Employment Research Newsletter
No abstract provided.
Work Hours In Retail: Room For Improvement, Françoise J. Carré, Chris Tilly
Work Hours In Retail: Room For Improvement, Françoise J. Carré, Chris Tilly
Upjohn Institute Policy Papers
With full-time jobs, hourly wages are appropriate primary indicators of job quality. However, in sectors where full-time schedules do not dominate, total hours matter for job quality and worker outcomes. We explored hour levels and trends in retail trade and its largest subsector, grocery stores. Retail is known for part-time and short shifts. With a comparison of retail hours in three countries—the United States, Canada, and Mexico—we contribute insights into aspects of the U.S. policy and regulatory systems that could be altered in order to improve retail jobs.
Short Hours, Long Hours: Hour Levels And Trends In The Retail Industry In The United States, Canada, And Mexico, Françoise Carré, Chris Tilly
Short Hours, Long Hours: Hour Levels And Trends In The Retail Industry In The United States, Canada, And Mexico, Françoise Carré, Chris Tilly
Upjohn Institute Working Papers
In settings where most workers have full-time schedules, hourly wages are appropriate primary indicators of job quality and worker outcomes. However, in sectors where full-time schedules do not dominate—primarily service-producing activities—total hours matter, in addition to hourly wages, for job quality and worker outcomes. In this paper we employ a sector-focused, comparative framework to further examine hours levels—measured as average weekly hours—and trends in Canada, the United States, and Mexico. We analyze the retail sector, which is of interest because of its high rate of part-time employment in the U.S. Based on our fieldwork in the United States and Mexico …
Nonstandard Work In Developed Economies: Causes And Consequences, Susan N. Houseman, Editor, Machiko Osawa, Editor
Nonstandard Work In Developed Economies: Causes And Consequences, Susan N. Houseman, Editor, Machiko Osawa, Editor
Upjohn Press
This book reveals the considerable variation in the levels of growth in a broad set of nonstandard work arrangements while presenting a comprehensive view of how, as a result, the nature of the employment relationship is changing within and among countries. The international roster of economists, sociologists, and labor law experts who contributed draw on cross-country variations in economic conditions and institutional characteristics to explain why some arrangements have grown faster in some countries than in others and what this means for workers. By considering a broad array of nonstandard work arrangements in a number of economies, the authors provide …
Employment-Related Child Care Issues: What We Know And What We Do Not, Jean Kimmel
Employment-Related Child Care Issues: What We Know And What We Do Not, Jean Kimmel
Employment Research Newsletter
No abstract provided.
Marital Status And Full-Time/Part-Time Work Status In Child Care Choices, Rachel Connelly, Jean Kimmel
Marital Status And Full-Time/Part-Time Work Status In Child Care Choices, Rachel Connelly, Jean Kimmel
Upjohn Institute Working Papers
Using recent SIPP data, we estimate two econometric models to study the differences in the effect of child care costs on employment status and differences in the mode of child care used controlling for employment status. For both married and single women, full-time employment is more elastic with respect to changes in the price of child care than part-time employment and employment elasticities are larger for single than married mothers. In the model of child care modal choice, we find that an increased probability of full-time employment is associated with an increase in the use of center care and a …
The Policy Implications Of Nonstandard Work Arrangements, Susan N. Houseman
The Policy Implications Of Nonstandard Work Arrangements, Susan N. Houseman
Employment Research Newsletter
No abstract provided.
The Implications Of Flexible Staffing Arrangements For Job Stability, Susan N. Houseman, Anne E. Polivka
The Implications Of Flexible Staffing Arrangements For Job Stability, Susan N. Houseman, Anne E. Polivka
Upjohn Institute Working Papers
In this paper, we examine the job stability of workers in a wide range of flexible staffing arrangements: agency temporary, direct-hire temporary, on-call, contract company, independent contractor, and regular part-time work. We draw upon two data sources in our analysis. The first is a nationwide survey of employers on their use of flexible staffing arrangements conducted by the Upjohn Institute for Employment Research. This survey provides evidence on why employers use various types of flexible staffing arrangements and the extent to which employers move workers in these positions into regular arrangements within their organization. The second data source is the …
An Evaluation Of The Washington State Unemployment Insurance Earnings Deduction Experiment, Christopher J. O'Leary
An Evaluation Of The Washington State Unemployment Insurance Earnings Deduction Experiment, Christopher J. O'Leary
Reports
No abstract provided.
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
Summary Findings Of A Report On Temporary, Part-Time, And Contract Employment In The United States, George A. Erickcek, Susan N. Houseman
Reports
No abstract provided.
New Institute Survey On Flexible Staffing Arrangements, Susan N. Houseman
New Institute Survey On Flexible Staffing Arrangements, Susan N. Houseman
Employment Research Newsletter
No abstract provided.
Worker Learning And Worktime Flexibility: A Policy Discussion Paper, Gretl S. Meier
Worker Learning And Worktime Flexibility: A Policy Discussion Paper, Gretl S. Meier
Upjohn Press
Explores how flexible work patterns might be used to extend education and training opportunities.
Work Sharing: Issues, Policy Options And Prospects, Fred Best
Work Sharing: Issues, Policy Options And Prospects, Fred Best
Upjohn Press
A broad overview of the work sharing concept, including 17 work sharing policy options and their policy potential for combating joblessness.
Work Sharing: Case Studies, Maureen E. Mccarthy, Gail S. Rosenberg, Gary Lefkowitz
Work Sharing: Case Studies, Maureen E. Mccarthy, Gail S. Rosenberg, Gary Lefkowitz
Upjohn Press
Offers practical assistance useful to employers who wish to implement reduced work hour arrangements.