What Flexibility Do Women Offer? Comparing the Use of,and Attitudes to,Part-Time Work in Britain and France in Retail Banking

A much neglected aspect in the comparative literature on labour market flexibility has ignored how employers' use of flexibility is affected by national differences in labour market characteristics. In this paper the case of part-time work, in the retail banking sector in Britain and France, is taken to show how the preferences of available female workers, together with differences in educational attainment, childcare provision, legal regulation, personnel policy and organizational culture affect employers' use of this type of flexibility. The main argument of this paper is that the type of flexibility employers can obtain from female workers varies between countries. Thus employers design jobs, consciously or not, in response to these differences. This paper supports the approach which emphasizes the need to integrate an analysis of economic production with social reproduction so as to enrich our understanding, from a comparative perspective, of the nature of contemporary work organization.     

Getting Ahead in the Capitalist Paradise: Migration from China and Socioeconomic Attainment in Colonial Hong Kong1

This article examines the initial labor market outcome and the subsequent mobility process of Chinese immigrants in Colonial Hong Kong using complete work history data and event history modeling. Contrary to the rhetoric that Hong Kong is a capitalist paradise for adventurers, the data showed that immigrants were penalized in their initial class placement, subsequent mobility, and current income attainment. Differences in educational attainment and the lack of transferability of pre‐migration human capital partly explained the attainment gap between immigrants and the natives. Yet the disadvantage of immigrants was also embedded in the local economic structure. The process of deindustrialization significantly lowered the chance of immigrants getting good first jobs when entering the labor market. Moreover, since deindustrialization benefited the natives by providing them with more opportunities in the service sector, it inadvertently widened the gap in upward mobility chances between natives and immigrants.     

Minority schooling and intercultural education: a comparison of recent developments in the old and new EU member states

Comparative reports conducted by the author show different educational approaches concerning the schooling of ethnic minorities in the EU Member States as well as differences in the handling of issues of cultural diversity. Minority schooling in the new EU Member States primarily focuses on the education of national or autochthonous minority groups, in contrast to the old EU Member States, where language and compensatory programs for migrant minority students have been of main concern. In addition, there are also different conceptions of intercultural education in the respective countries. Differences in school achievement of various ethnic groups can be identified despite limited differential data on educational attainment in many countries. This paper addresses two main questions: first, in which ways can different educational approaches be effective in raising the educational attainment of ethnic minorities? Second, in which ways could they be most suitable for preparing all students for living in a culturally diverse society and to encourage tolerance towards cultural differences?     

Marriage and female labour supply in Brunei Darussalam: A case study of urban women in Bandar Seri Begawan

We analyse the relationships between marriage and female labour supply for urban householders in Bandar Seri Begawan, capital city of Brunei Darussalam in Southeast Asia. This analysis is based on a survey of 151 adult women. We establish that age, total number of career work position(s) held, expressing the degree of labour mobility, and the level of educational attainment influence participation of women (both married and single) in formal labour markets. A major factor influencing the likelihood of married women working is the number of their children below the age of 18. Higher propensity to work occurs with decreasing number of children. Wage incomes of working women are largely determined by the level of educational attainment, work experience and social class status. Married women are more likely to work than unmarried women and on average earn about 53% more than unmarried women assuming other things constant. The main factors influencing the value of time in marriage of currently married women are the income of husband, their work experience, educational attainment and age. This value decreases with increasing age of the woman spouse but it increases with higher levels of work experience and educational attainment of the woman, and higher income of her husband.     

Careers Open to Talent: Educational Credentials,Cultural Talent,and Skilled Employment1

In the status attainment and social mobility literatures, “talent” is often conceptualized as educational attainment or mental ability. We adapt Bourdieu’s notion of embodied cultural capital and Goffman’s notion of “staging a character” into another dimension of talent, what we call “cultural talent,” and hypothesize that an ability to wield cultural talent in hiring or promotion scenarios facilitates attainment of skilled, complex jobs. Bivariate analyses and multiple regression modeling performed on data from an original survey show that educational credentials and cultural talent both predict occupational skill and complexity.     

Does childhood family structure help create stratification in adult education and labor market attainment?: An argument for the selectivity perspective

Stratification in opportunities for and attainment of educational credentials, stable and well‐paying jobs, wealth, and socioeconomic status causes problems for both individuals and the societies they live in. It is unclear, however, the extent to which important childhood experiences, such as family structure and transitions, shapes opportunity paths and eventual attainment later in adulthood. The intergenerational transmission literature suggests little if any role of family structure in later attainment, while family scholars and demographers find more compelling evidence that childhood family structures and transitions are influential in adulthood. We argue that both perspectives may be identifying selectivity processes that help explain potential links between families of origin and differences in opportunities to attain education, careers, and status. We then provide suggestions for future work in each of these scholarly traditions to help untangle both the degree to which family structure does or does not affect adult attainment and whether selectivity is the key explanation for any such relationships.     

Labour Market Disadvantages of Second‐Generation Turks and Moroccans in the Netherlands: Before and during the Great Recession

This study uses two waves of panel data to examine the labour market integration of children of Moroccan and Turkish immigrants in the Netherlands. The data show a persisting educational attainment gap in terms of high school completion and post‐secondary attendance. The analyses of prime working‐age respondents indicate substantial ethnic penalties that accrue from the hiring process: controlling for educational background and demographics, the youngest cohort of the second generation is less likely to have employment than the native Dutch. We improve on earlier research on ethnic penalties in the Dutch labour market by including measures of precarious work – the chance of avoiding of non‐contracted work – and by comparing minorities’ standing in a pre‐recession (2009) and a peak‐recession (2013) labour market. The results indicate increasing employment disadvantages for both second‐generation groups at a time of labour surplus.     

Factors Attracting Individuals to Nonprofit Management over Public and Private Sector Management

Little research has sought to identify the distinct advantages that nonprofits offer employees, particularly managers. Drawing upon Weisbrod's theory of managerial sorting (1988), we test a series of hypotheses about the differences among nonprofit, public, and for‐profit organizations that may explain the preference of managers to work in one sector over the other. We use pooled cross‐sectional data from the General Social Survey to test managerial sorting. We find many similarities in the perceptions of managers in the nonprofit and public sectors as compared to the for‐profit sector. However, when we examine the sorting of managers into nonprofit versus public sector jobs, we find differences in work environment. Compared to those working in the public sector, managers in nonprofits report greater freedom in deciding how to carry out their job functions, more control over their work schedules, and greater opportunities for pay increases. We conclude with a discussion of the implications of these findings for the practice of nonprofit management.     

Safety segregation: The importance of gender, race, and ethnicity on workplace risk

Using micro data of the Bureau of Labor Statistics we examine the extent and the causes of workplace risk inequality in the United States. Far more men than women and far more blacks and Hispanics than whites are killed or injured at work. Occupational differences between men and women and among the races explain most, but not all, of the workplace risk inequality in the United States. After controlling for occupation, men experience twice as many workplace fatalities as women but fewer nonfatal injuries, while black and Hispanic males experience slightly more workplace fatalities than white males but fewer nonfatal workplace injuries. We find little evidence men choose higher risk jobs and women lower risk jobs because of differences in economic circumstances or risk preferences. But economic and taste factors explain large fractions of the fatal and the nonfatal injury rate differences by race/ethnicity. Workplace risk inequality among the races primarily reflects differences in educational attainment.     

Economic recession and migrant/minority youth in Western Europe and the United States

This paper considers the educational opportunities and employment futures of the children of migrants and minorities in Western Europe and the US beyond the lowest-paid and lowest-valued jobs currently held by their parents. Given that the economic recession has aggravated unemployment in the countries of origin of workers migrating to both Northern Europe and the US, it seems likely that workers will still want to go abroad. On the other hand, these workers in both regions have been concentrated in a highly segmented labor market in which they have little opportunity for professional advancement. A thriving black market for illegal workers also exists both for the US and for Northern Europe. Since this labor market structure shows no signs of fundamental change through natural or policy-directed means, it appears unlikely that migrants' children can expect any significant enhancement of their professional prospects. An alternative educational strategy might involve public commitment to provide effective education, training, and subsidized employment for all young people. Some type of allowance would be guaranteed to all young people engaging in further education and training schemes. Since the state is responsible for free elementary and secondary education, there may be a convincing argument that public responsibility extends to providing free further education and access to employment as well, as part of a forward-looking strategy for overcoming youth unemployment. Obviously, the current conservative climate across industrial nations is more inclined to blame the sloth of the victim who is unemployed. It is a legitimate question, however, as to how far a society can allow itself to widen the gap between rich and poor before it is obligated to change things.     

Intersections on the Class Escalator: Gender,Race, and Occupational Segregation in Paid Care Work

As U.S. manufacturing and production industries have declined, the growth of the care sector has increasingly become an important source of jobs for workers without a college degree. Often requiring some form of postsecondary credentialing, many care occupations can provide better wages, job stability, and possible upward mobility for less educated workers. However, employment patterns in paid care work are both gendered and racialized: women and workers of color are overrepresented in care occupations with fewer entry barriers, benefits, and lower pay. Although these patterns are well documented, the mechanisms producing them are less well understood. Using event history analysis and the National Longitudinal Survey of Youth (NLSY79), this study evaluates the explanatory power of neoclassical economic, status attainment, and social closure theories of occupational segregation for black women’s and men’s greater hazard or “risk” of entering care occupations, relative to white workers. Net of individual and closure mechanisms, significant residual effects suggest labor market discrimination remains a primary explanation for the over-representation of black workers in less credentialed care jobs with fewer benefits.     

Labor force participation,household composition and sponsorship among Southeast Asian refugees

This article investigates more fully the complexity of refugees' participation in the US labor market and possible sources of variations in their experience. The article focuses specifically on the labor market experiences of Southeast Asian refugees. The data used in this analysis are derived from 2 national surveys of more than 7000 Southeast Asian refugees conducted in 1982 and 1983 by the US Office of Refugee Resettlement. Although there are encouraging signs of progress, especially rapid in the earliest years, Southeast Asian refugees are persistently 10-15% less likely to be in the labor force than the US population. Once in the labor force, like other ethnic minorities, they also experience considerably higher levels of unemployment. Household structure, both in terms of the presence of children and in kinship relations, has a strong and varied impact on participation. Residence in California also constrains both men's and women's behavior independently of the refugees' background skills or household structures. Even English language proficiency is sensitive to its social evaluation by employers and the community. The most novel outcome of this analysis involves the influence that type of sponsorship has on refugees' economic behavior. According to these results, sponsorship reflects the impact of the formation of an ethnic community that is primarily working class, concentrated in low wage jobs, and participating at a relatively high rate in public assistance programs. The networks it has to offer are considerably less well placed economically than in other forms of incorporation.     

The impact of unions on job satisfaction,organizational commitment,and turnover

Conclusion The research on the exit-voice hypothesis, both in the United States and abroad, shows convincingly that most of the variance in the negative union effect on job satisfaction can be accounted for by job quality, industrial relation climate, and wages. Union members see their jobs as less attractive than do nonunion workers in terms of skill requirements, task complexity, the amount of autonomy or discretion available, and opportunities for promotion. Union members also perceive the supervision they receive and the labor-management relations they experience as less satisfactory. They are, however, clearly better off with respect to wages, benefits, and pensions. But when it comes to job satisfaction, the economic advantages of union jobs are not sufficient to compensate for job content and work environment factors. It comes as no surprise to the job satisfaction researcher that job content — the nature of the tasks people are given to do — weighs heavily in overall job satisfaction scores. While there are individual differences in the degree to which people prefer intrinsically interesting jobs, there is ample empirical evidence showing that autonomy, skill variety, complexity, challenge, and advancement are important determinants of people's affective reactions to their jobs (Deci, 1975; Hackman and Oldham, 1980; Kanfer, 1990). The relative importance of job content factors to overall job satisfaction is also mirrored in the most commonly used measures of job satisfaction (Weiss et al., 1967).     

Keys That Jingle and Fold: Federal Student Aid and the Expansion of Educational Opportunity for Black Women

Since the mid-20th century, the United States has seen a dramatic increase in Black women’s educational attainment. Given Black women’s status as “double minorities” and their disproportionate representation among low-income Americans, this trend has important implications for equal opportunity in the United States. While scholars recognize higher education as a central determinant of socioeconomic well-being and political engagement, we have yet to consider the role that federal higher education policies have played in expanding Black women’s access to college degrees. This article examines the extent to which student aid programs have supported Black women’s educational pursuits and influenced their educational attainment. I find that financial aid usage is associated with greater educational attainment and is perceived by Black women as significantly expanding educational opportunity.     

Male-female differences in the potential for union growth outside traditionally unionized industries

Using recent NLS data on preferences for union representation, this paper examines whether differences by sex exist in the potential for union organizing outside of traditionally unionized industries. The methodology distinguishes between workers’ preferences for union representation and the relative supply of union jobs in explaining interindustry differences in the extent of unionization. Within the private sector, women employed in industries other than those traditionally unionized are found to have at least as strong a preference for unionization as do comparable men but a considerably lower opportunity for unionized employment given the desire for union representation. Comparing the public sector with traditionally organized industries, the greater extent of unionization in the public sector is largely explained by a stronger desire for union representation on the part of both male and female public sector employees. The helpful comments of Rodney Fort, Daniel Hamermesh, Robert Hutchens, and Jon Sonstelie on an earlier draft of the paper are gratefully acknowledged.     

Phased Retirement for Older Workers in Taiwan

Working part-time has become a popular option during transition from a full-time career job to full retirement among older workers all over the world. Five waves of The Survey of Health and Living Status of the Elderly in Taiwan, from 1989 to 2003, are used to study older workers?? part-time work behaviors. The data confirm that more than 20% of full-time older workers with at least 10?years of job tenure do not fully retire from their career jobs. Moreover, there exists a significant proportion of older workers who stay with their career jobs and work part-time. We found that due to pension regulations, public sector employees are less likely to stay with their long-term employers and use phased retirement options.     

Life's predictable unpredictables and the career plans of youth

A review of the status attainment research failed to discover a model that takes into account possible effects of unforeseen, consequential life events on the career plans of youth. The present longitudinal study found that 30.4% of 536 respondents indicated that something major had happened to change their occupational or educational plans in an important way. Race and sex differences were discovered with respect to whether a major happening was perceived to have occurred and with respect to the nature of the event. White women were found to be peculiarly vulnerable to the impact of unforeseen events. About half of all respondents who indicated that a consequential event had occurred cited marriage or having a child as the event. Relatively few in the low‐income sample cited financial problems as unpredictable events. Respondents who reported any consequential event were found to be less satisfied with their jobs and less happy with their marriages. It would be desirable to include measures of unforeseen consequential events in future status attainment research.     

‘Doing Something Meaningful’: Gender and Public Service during Municipal Government Restructuring

Research on the gendered dimensions of workplace restructuring often focuses on management strategies and their structural consequences. Less attention is paid to employees’ gendered practices. In this article, we analyse material from in‐depth interviews with front‐line public‐sector employees following a major reorganization of their jobs and workplaces. Our study makes three contributions to theory and research on gender and organizational change. Firstly, it highlights the micro‐level dynamics at the heart of restructuring by showing how workers engaged with an ideal that was central to their understanding of public‐sector work — the public‐service ethic — which they believed was threatened. Secondly, it highlights the importance of gendered meanings and identities in shaping how workers engaged with the public service ethic. Thirdly, the study shows that front‐line employees did not passively accept management plans for change but struggled to resist or transform them in gendered strategies for dealing with organizational change.     

Public employee unions: A study in the economics of power

This paper examines how public employee unions influence the allocation of public sector jobs. The empirical results indicate that vote maximizing public officials’ employment decisions are influenced by the political clout of highly-unionized employees. The political clout of public-sector unions influences the functional distribution of public-sector jobs by increasing demand for the relatively more organized functions. These results suggest that consideration should be given to the growth of public sector collective bargaining in the allocation of public sector resources. The author wishes to acknowledge the helpful suggestions of Bernard Lentz.     

PPP Financing in the Road Sector: A Disequilibrium Analysis Based on the Monetary Circuit

This paper discusses public and private financing of infrastructure against the background of monetary equilibria, where money is not neutral and financing has an impact on allocation through distribution. These correspond to “disequilibrium positions” in the neoclassical barter equilibrium, as they violate some of its optimality conditions. In these contexts, evaluating welfare before and after the realisation of a project implies a comparison between two suboptimal positions. Such a comparison reveals that, contrary to a widely held view, there are not many rational arguments that may lead to prefer private financing to public financing of road infrastructure, particularly where local incomes are low. Post Keynesian analysis in general and its monetary variant of the circuit, are useful tools for the analysis of public investment policies in such a disequilibrium context. In particular, some features of the monetary circuit approach are well suited to address the economic problems raised by the analysis of public private partnerships (PPP), notably: (a) the integration of the banking sector and the recognition of its role in monetary creation by the private sector; (b) the monetary creation by the State within a macroeconomic framework fully integrating public finance; and, (c) the necessary link between uncertainty and disequilibrium. Combined with a partial equilibrium analysis based on realistic microeconomic configurations of costs and transport demand parameters, the analysis of the circuit highlights that PPP in the road sector do not add anything to the level of effective demand, being in fact the other flip of the coin of restrictive budgetary policies. PPP play a role in mobilizing part of the accumulated savings that the State is forbidden to attract directly because of debt ceilings. They have a softening effect on the Government budgetary constraints similar to those that could be reached if the Government was allowed to accrue investment like the private sector, but are a less transparent solution, because the relevant debt is not necessarily recognized in the balance sheet that services it.