Part-Time Workers in Welfare: Who Wins,Who Loses,and Why?

This paper reviews the literature on part-time employment and presents data from a survey of part-time social workers in Melbourne. Information on part-time employment by age and gender is presented and industrial issues relevant to part-time work are discussed. Data on demographic characteristics, working conditions and employer perception of advantages and disadvantages of part-time social work are presented from a postal survey of Melbourne health and social welfare agencies.     

Social Policy and the Politics of Hispanic Aging

Abstract

This study examines the contributing factors to job satisfaction and commitment among lower-income, older (age 55 and over), part-time employees (N = 164). Job satisfaction index (JSI) scores were relatively high for all subjects and did not differ significantly for age, gender, or Senior Community Service Employment Program (SCSEP) status. While not particularly low, white employees were significantly less satisfied with their employment experiences than Hispanic or African American workers. The scarcity of fringe benefits was the least satisfying aspect of employment. Older Hispanics, whites, and men reported less interference between job, family, and home life than African Americans and women. Multiple regression analysis revealed that race/ethnicity, skill utilization opportunities, perceived views of elders held by younger workers and supervisors, availability of fringe benefits, and suitable work days explained the majority of variance in JSI scores. Opportunities to interact with others and stay active were more important than financial supplementation in these elders' assessment of the benefits of part-time employment. Findings provide further understanding of those elders likely to be placed successfully in part-time employment.     

Unemployment and mental health among white‐collar workers – a question of work involvement and financial situation?

We examine whether it is a psychosocial or an economic need for employment that affects mental health among the unemployed. The relevance of both aspects are examined, concentrating on two measures of each dimension. Two perspectives of work involvement – the degree of connection to working life and the perceived employment commitment – and two perspectives on financial situation – economic security and perceived economic concern – have been analysed, using empirical data collected by means of a cross-sectional survey of 1297 unemployed white-collar workers from the public sector in Sweden. The degree of connection to working life was not significantly linked to the mental health of the unemployed, although there was a strong link between the perceived employment commitment and mental health among this group. The stronger the perceived employment commitment, the poorer the state of the person's mental health. Perceived economic concern was also tightly linked to mental health: the greater the economic concern, the poorer the mental health. Economic security also played – at least, partly – a moderate but significant role. The results provide strong support for the existence of both a psychosocial need and an economic need for employment. The analysis demonstrates that it is the perceived assessed measures of work involvement and financial situation that are linked to mental health.     

Working U.S. Adults without Paid Sick Leave Report more Worries about Finances

Using the National Health Interview Survey 2015 data release, an analytic sample of 17,897 working U.S. adults in current paid employment were examined to determine if there was a relationship between not having paid sick leave and worry about finances. A series of nine indicators of financial worry were regressed on paid sick leave status with ten control variables. U.S. workers who lack paid sick leave are more likely to report worry about: medical bills from a potential future sickness or accident, retirement, current medical costs from an illness or accident, maintenance of standard of living, medical costs for normal health care, normal monthly bills, rent, mortgage, or other housing costs, and credit card payments. Based on this set of nine multinomial multivariable regressions equations, findings indicate a positive association between not having paid sick leave and reporting financial worry after controlling for gender, age, marital status, education level, race and ethnicity, personal health status, full time work status, insurance coverage, family size, and annual family income. Implications for policy, practice, and future research are set forth.     

Cross‐Border Earnings of U.S. Natives Along the U.S.‐Mexico Border*

Objective. This study explores whether the earnings of U.S.‐born cross‐border workers differ from those of their U.S.‐employed counterparts. We also analyze whether the cross‐border/non‐cross‐border wage differential changed during the 1990s—a decade when U.S.‐Mexico trade intensified and the maquiladora industry expanded. Methods. Employing decennial U.S. Census data from 1990 and 2000, this article estimates earnings functions and uses wage decomposition analysis to study changes in the earnings of U.S.‐born Hispanic and non‐Hispanic cross‐border workers. Results. The number of U.S.‐native cross‐border workers, while relatively small, increased significantly between 1990 and 2000, as did their earnings. A closer examination reveals that this cross‐border earnings premium only developed among non‐Hispanics. Conclusions. These findings indicate that some U.S. natives find lucrative employment opportunities on the Mexican side of the border, which might be diminished by additional restrictions for U.S.‐born residents to easily cross back and forth into Mexico.     

Understanding work enjoyment among older workers: The significance of flexible work options and age discrimination in the workplace

Although the number of older workers in the U.S. is increasing, there is a gap in knowledge on whether or not they actually enjoy working. This study, based on a conceptual framework focusing on job resources and demands, explored likely workplace determinants of work enjoyment among older workers aged 50 or over. Using the 2012 wave of the Health and Retirement Study, a partial proportional odds model was used to detect determinants of work enjoyment. Results showed that higher levels of work enjoyment were significantly and negatively associated with the level of perceived retirement pressure and promotion preference for younger workers, and positively associated with moving to less demanding positions. Self-employment showed a noticeable enhancement of work enjoyment. This study highlights the significance of flexible work options and age discrimination in the workplace in understanding work enjoyment later in life.     

Gender Differences in Determinants of Self-Rated Health Among African American in Omaha Nebraska: A Church-Based Study

Abstract

This study assessed the gender differences in determinants of fair/poor self-rated health among African American churchgoers in Omaha, Nebraska. Using data collected from 353 African American (245 women and 108 men) by the Center for Reducing Health Disparities at the University of Nebraska Medical Center in 2017, univariate and multivariate logistic regressions were performed to examine the gender differences in the relationships between fair/poor self-rated health and potential health determinants. Overall, 14.3% of women and 17.6% of men reported fair/poor self-rated health. There was a significant association between depression and poor/fair self-rated health among women (p?=?0.044) and men (p?=?0.001). For women, the fully controlled model confirmed the crude association between perceived poor/fair self-rated health and heart disease (OR = 3.10) and education (OR = 2.19). For men, the final model identified significant determinants of perceived fair/poor self-rated health such as depression (OR = 12.51) and diabetes (OR = 3.89). When assessing gender differences in determinants of self-rated health, similarities are higher than differences between the two groups. In both groups, the presence of depression was the strongest determinant of poor health. Future research should assess the immunological aspects of the association between psychological factors and perceived chronic diseases.     

Client Improvement and Working Alliance: Case-Manager Factors

ABSTRACT

To investigate working alliance and other factors in case managers' perceptions of client improvement, data were collected from 95 case manager–adult client pairs from community-based agencies. Per the multiple regression results, client improvement as perceived by case manager increased with level of working alliance as perceived by case manager, and with manager age and social work education at the bachelor's level and master's level. Such improvement decreased with level of client substance abuse as perceived by manager. No association was found between client improvement as perceived by case manager and four further tested factors: level of working alliance as perceived by client; homogeneous gender and ethnicity of client and case manager; case manager work experience; duration of client working with the current case manager. Implications for practice and education are discussed.     

Men who work at age 70 or older

The federal policy on older workers has shifted from the encouragement of early withdrawal from the labor force to the encouragement of continuous participation in the labor force. In this light, it is instructive to investigate the backgrounds of elderly people who work at age 70 or older. This article presents the findings of a study, using data from the 1993 Asset and Health Dynamics of the Oldest Old Study, that investigated the effects of health, economic conditions (net worth, employer-provided pensions, and supplemental medical insurance coverage), education, and spouse's work status on the probability of working among men aged 70 or older. The study addressed the probability of working, the probability of working fulltime and of working part-time, and the probability of being self-employed and of being employed by others. Implications for policy are discussed.     

The Paradox of the Lesbian Worker

Common sense might suggest that lesbian workers are doubly disadvantaged due to their gender and their stigmatized sexual orientation. But empirical research documents that lesbian workers earn more than their heterosexual women peers. This article considers two reasons for the economic advantage of lesbian workers. First, because lesbians must provide for themselves and their children, they may pursue nontraditional, higher-paying jobs and show increased work motivation. Second, stereotypes may depict lesbians, including lesbian mothers, as competent and committed workers. A review of available research is augmented with data from a study of 162 college students. Results indicate that motherhood detracts from the perceived work commitment and competence of heterosexual mothers but not lesbian mothers. Directions for future research are considered.     

Exploring crisis and its effects on workers in child protective services work

An inquiry into child welfare protective services workers’ perceptions and experiences in the United States was conducted in order to examine their perceptions of crisis and crisis intervention, and the emotional impact of working with children who endured significant maltreatment. As there is presently little research that has explored these issues specifically from the point of view of the workers, a qualitative grounded theory approach was utilized. Four themes emerged from the data: workers perceived crisis as a result of biopsychosocial breakdown; workers routinely triage when faced with crises; workers are subject to vicarious traumatization; and workers’ personal lives are affected by their work. The findings add to an existing body of knowledge about secondary trauma in child welfare by providing information about the investigative workers’ subjective experience of it. This research adds a unique contribution to understanding workers’ subjective experience of crisis on the job, how it manifests, and whether they feel knowledgeable in the area of crisis intervention.     

Does Sexual Harassment Training Change Attitudes? A View from the Federal Level*

Objective. Employment‐related sexual harassment imposes large costs on both workers and their employers and many organizations have responded by implementing formal policies, grievance procedures, or training programs. However, limited evaluation of these interventions leaves us knowing very little about their impact. Our goal is to add to this limited empirical literature by analyzing the relationship between sexual harassment training and employees' views about what behaviors in fact constitute sexual harassment. Method. We use probit analysis and data drawn from the U.S. Merit Systems Protection Board (USMSPB) of the U.S. federal government to determine—separately by gender—the impact of sexual harassment training on the propensity of workers to define specific unwanted sexual behaviors in the workplace as forms of sexual harassment. Results. We find that sexual harassment training is associated with an increased probability—particularly for men—of considering unwanted sexual gestures, remarks, touching, and pressure for dates to be a form of sexual harassment. We also find that the proportion of agency staff receiving training is positively related to the propensity that an individual employee has a definition of sexual harassment that includes these forms of unwanted sexual behavior. Conclusions. Our results suggest that sexual harassment training programs may be useful in leading workers to be more sensitive to the issue of sexual harassment. Widespread training within the agency has an effect over and above that attributable to the individual's receipt of training itself and training appears to be particularly successful in clarifying men's views about the “gray” area generated by unwanted sexual behavior originating with co‐workers rather than supervisors.     

农民工工资:珠江三角洲农民工工资的决定因素(英文)

本文通过对珠江三角洲农民工问卷调查资料的回归分析,试图检验在市场转型下的企业制度和社会环境对农民工工资的影响。研究发现,人力资本中的教育年限、本企业工龄等变量对农民工工资有显著的正向影响,年龄和性别也有显著影响;企业制度中的工种对工资有显著影响,表现出明显的等级性。企业所属行业、规模和企业性质对工资没有显著影响,是否签订劳动合同和缺工情况同样如此。社会资本变量和社会环境变量对农民工工资水平没有显著影响。文章由此认为,农民工的工资是处于分割的二元劳动力市场一端,是高度市场化的,缺乏企业内部劳动力市场或晋升机制,也少受劳动力市场用工情况变化影响,没有地区性差异,是一个实实在在的、刚性的低工资。     

国企改制中工人的内部分化及其行动策略

本文具体分析了在国有企业改制过程中企业内部职工受雇身份的区别与他们的行动策略。计划经济时期的身份不平等在市场化改革中得以延续。通过对国企职工不同身份的分析可知,工人内部因身份不同而明显地分化为四个利益不同的群体,即国企退休职工、全民所有制固定工、全民所有制合同工以及国有企业内部的集体企业工人。面对市场化改革,在同样的体制环境下,四个不同的群体选择了不同的行动策略。身份、生存压力、再就业能力以及制度设计等要素是影响他们行动策略的主要因素。     

Explaining High‐Profile Coverage of State Supreme Court Decisions*

Objective. In this article, we investigate the decision of media in the U.S. states to give high‐profile coverage to state supreme court decisions. While research on the U.S. Supreme Court has forged an association between media coverage and the political salience of court decisions, scholars have been unable to examine such coverage in the increasingly important state courts of last resort. Methods. Utilizing new data of high‐profile coverage over time in these courts, we examine the extent to which case characteristics, judicial behavior, and institutional variation influence media attention. Our empirical model covers 28,045 state supreme court cases over all 50 states, between the years 1995–1998. Results. Our findings indicate that the likelihood of high‐profile coverage increases when certain case characteristics, particularly declarations of unconstitutionality, are present, in addition to dissent within a court. Despite the importance of institutional differences among state supreme courts, front‐page coverage is not affected by this variation. Conclusions. In our conclusions, we evaluate those scenarios in which high‐profile media coverage is more likely for state supreme court cases, and the possible implications this may have for judicial politics.     

Vocational education,self‐employment and burnout among Australian workers

We examine the relationship between vocational education and occupational burnout among workers in different forms of employment. Although the self‐employed enjoy higher levels of job autonomy and work‐related satisfaction, we do not know whether they experience lower rates of occupational burnout, and whether vocational education plays a role in this relationship. This latter consideration is important, given that vocational qualifications often lead to self‐employment and prior research demonstrated that formal training may reduce burnout. However, formal education was previously measured in years of schooling, without considering the distinction between academically‐oriented and vocational courses. Therefore, using data from a 2001 national survey of working Australians, we first establish that the self‐employed are significantly less likely to experience burnout. We then demonstrate that some resilience to burnout can be attributed to the attainment of skilled vocational training, net of employment characteristics which are also very important.     

Compensating wage differentials for fatal injury risk in Australia,Japan, and the United States

Our research infers the effects of institutionalized wage setting and lengthy worker-firm attachment by comparing estimated compensating wage differentials for fatal injury risk in Japanese, Australian, and U.S. manufacturing. Hedonic labor market equilibrium regressions for Japan reveal a statistically fragile compensating wage differential of 0% to 1.4% for exposure to the average fatality risk compared to employment in a perfectly safe workplace. Australian workers receive a statistically robust 2.5% estimated wage premium. Using new data on work-related fatalities, we find a 1% compensating wage differential in U.S. manufacturing that becomes more positive and statistically less significant as data are aggregated.     

Trust in Government: Personal Ties that Bind?

Objective . This research note compares the views of the federal government held by federal government workers, their family members, their close friends, and state and local government workers to the views held by other U.S. citizens. Methods . We analyze data from a 2000 survey of Washington, D.C. metropolitan-area residents. Results . Respondents employed at any level of government—not only federal but also state and local—trust the federal government more than respondents with no ties to government. Being the family member or friend of a federal government employee has no impact on trust in government. Conclusions . A confidence gap divides government employees from the rest of the public.     

Underemployment among Mexican-origin women

The authors compare the determinants of three forms of marginal employment between Mexican-origin and white women: unemployment, involuntary part-time employment, and working poverty. They address two main questions. First, are there differences between Mexican-origin and white women in the propensity for unemployment, involuntary part-time employment, and working poverty? Second, do the effects of personal characteristics and job location on underemployment vary by ethnicity? Data are drawn from the Annual Social and Economic (ASEC) Supplement File of the 2005 Current Population Survey (CPS). Using multinomial logistic regression models, we show that ethnicity matters in the likelihood of working poverty but not for the other forms of underemployment. Results also reveal that the effects of personal attributes and job location on the likelihood of unemployment, involuntary part-time employment, and working poverty vary for each ethnic group, leading to a double disadvantage for working poor Mexican-origin women.