Labor Market Institutions and Job Mobility in Asian Societies: A Comparative Study of Japan and Taiwan

In this article we focus on job mobility patterns in Japan and Taiwan, exploring how local institutional settings are linked to patterns of job mobility. Previous studies have distinguished between involuntary and voluntary job mobility. However, more diverse patterns of job mobility may also exist, which are not captured by this dichotomy. In this study we used representative national survey data from Japan and Taiwan and analyzed five types of job turnover: involuntary, positive voluntary, negative voluntary, family related and other. Using event history models we found significant differences between the two societies. First, the effect of higher education on voluntary job mobility was weaker in Japan than in Taiwan. Second, the effect of organizational size on voluntary job mobility was stronger in Japan than in Taiwan. Third, these tendencies were more significant for men than for women. These results suggest that the local institutional filters affect the turnover process.     

Job insecurity and well-being: A longitudinal study among male and female employees in finland

Job insecurity has grown dramatically in Finland, as elsewhere. This study examined the relationships between a specific job stressor, i.e. job insecurity, and occupational, overall and family well-being, by utilizing one-year follow-up data collected among male and female employees in Finland. Occupational well-being was assessed via job exhaustion, overall well-being via somatic symptoms, and family well-being via work spillover into parenthood. The study was carried out by means of questionnaires, which were completed twice, in 1995 and in 1996 by employees in four organizations. This article is based on the data of those respondents (n = 219)j who participated in the study in both years. The results indicated gender differences in the predictive relationships between the job insecurity and well-being indicators. For the women job insecurity perceived in 1995 increased job exhaustion and negative work spillover into parenthood in the subsequent year. For the men, in turn, job insecurity did not have negative effects on well-being over a one-year period. Hence, job insecurity seemed to operate as a long-lasting job stressor for the women only. Job insecurity and well-being were both relatively stable among the sexes during the follow-up period. Implications for supporting work and family in the context of increased job insecurity and other changes in working life in Finland and other industrialized countries are discussed.     

JOB INSECURITY,STRESS AND GENDER

This study examined the complex relationships between gender, job insecurity and job-related stress. Previous findings have suggested that men experience greater job insecurity than women, and are more vulnerable to job-related stress. The current study tested the hypothesis that the gender ideology of employees moderates the effect of gender on job insecurity and stress. Data were obtained by questionnaires from a sample of 203 married employees. The results showed that traditional men experience greater job insecurity than traditional women. However, as hypothesized, egalitarian men and women exhibited similar degrees of job insecurity. Furthermore, job insecurity in traditional men and in egalitarian men and women was related to loss of control stress, financial stress and stress expressions at home, whereas traditional women were relatively protected from job-related stress. These findings illuminate the important moderating role played by gender ideology in the relationships between gender, job insecurity and stress.     

Job insecurity and coworker support among U.S. Workers

Abstract

The negative outcomes associated with job insecurity have been well established in the literature. Yet, scholars know very little about how job insecurity is related to coworker relationships in the workplace. Informed by the life stress perspective, this study examines the relationship between job insecurity and coworker support among U.S. workers. It also considers whether relationships diverge by gender. We use data from a nationally representative sample of U.S. workers (N?=?2,822) to examine these relationships. The results showed that job insecurity was negatively related to coworker support among both men and women, with no evidence of gender disparities. Altogether, the findings suggest job insecurity is damaging to the workplace environment, creating barriers to supportive coworker relationships among both men and women.     

Changes in Economic Hardship and Intimate Partner Violence: A Family Stress Framework

While recent studies underscore how financial stress and lack of tangible assets significantly increase the odds of intimate partner violence (IPV) among couples, little is known about these effects over time. Theoretically informed by family stress theory, this study examines the influence of changing subjective reports of economic hardship over time on the risk for IPV. Specifically, we test two hypotheses: (1) change in economic hardship significantly predicts IPV; and, specifically, (2) increased economic hardship or unstable economic conditions increases the risk of IPV. Using longitudinal data from the Fragile Families and Child Well-being Study, we assess the incidence of IPV for 941 women in committed relationships. Results from our logistic regression analyses suggest that after controlling for numerous demographic factors, women who never experienced economic hardship had lower odds of experiencing IPV than those who did. Further, women who experienced high levels of economic hardship over time had the highest odds of experiencing IPV. However, the effects of changing economic hardship on IPV were attenuated once maternal depression and parenting stress were controlled. Results are discussed in terms of practice and policy implications.     

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment

We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.     

Family history and pensions: The relationships between marriage,divorce, children,and private pension coverage

This article examines how family history affects the odds of private pension receipt and how these effects vary by sex. Analyses indicated that family history had opposite effects for men and women. Compared to continuously married men, men who were single or divorced had lower odds of pension receipt; having children was associated with higher odds. For women, being single or divorced was associated with higher odds of pension receipt, and having children decreased their odds. After reanalyzing the effects of family history in the context of couples' joint pension receipt, the negative association between pension receipt and children becomes insignificant for women, and being single, divorced, or widowed has negative effects for both men and women. These results suggest that if individuals stay together as a couple, they increase their chances of access to a pension and financial well-being during retirement.     

Economic Crisis and Marital Problems in Turkey: Testing the Family Stress Model

This paper applied the family stress model to the case of Turkey in the wake of the 2001 economic crisis. Using structural equation modeling and a nationally representative urban sample of 711 married women and 490 married men, we tested whether economic hardship and the associated family economic strain on families resulted in greater marital problems. Our results showed a modified family stress model applies to Turkey. In contrast to most previous research, economic strain had a direct effect on marital problems, and the indirect effect of strain, via emotional distress, was only significant for women. The results were interpreted in light of social and cultural factors that condition how economic distress affects marital relations.     

Spousal Interdependence in Turnover Decisions: The Case of Israel's Medical Sector Employees

Gender-related labor behavior traditionally has been sensitive to and symptomatic of changes in the labor force and the social structure. Two developments in family life call into question the traditional gender model of work behavior, which posits the family versus job dichotomy: (a) the greater share of economic responsibilities assumed by female spouses, and (b) the greater male involvement in family life within married couple families. A multivariate model that encompasses demographics, work conditions, and family constraints was regressed on the actual turnover behavior of male and female spouses. The analysis reveals that male and female respondents differ in the importance they assign to employment conditions and work attitudes, but they do not differ in the importance they assign to the other spouse's employment and family responsibilities when a turnover decision is considered. These findings support the notion of spousal interdependence in turnover decisions. This interdependence nevertheless is asymmetrical, since the turnover antecedents are caused by the impact of different predictors for men and women.     

GENDER DIFFERENCES IN JOB SATISFACTION

This article analyzes gender differences in job satisfaction among full-time workers. Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis reveals few differences between men and women in the determinants of job satisfaction when considering job characteristics, family responsibilities, and personal expectations. Little support is found for theories that men and women: (1) focus on different aspects of work in arriving at a given level of job satisfaction; (2) differentially condition their job satisfaction according to the extent of their family responsibilities; and (3) employ different personal expectations in evaluating their jobs. Two alternative explanations for women's relatively positive job attitudes are considered. First, women may arrive at a higher level of job satisfaction than men by using different comparison groups. Second, men may be more willing to verbalize dissatisfaction with work because of different socialization. The most likely explanation is that these processes operate in conjunction to produce greater reported job satisfaction among women.     

Work–family conflict and job insecurity: are workers from different generations experiencing true differences?

This paper explores the question whether workers of different generations significantly diverge in their perceptions of work–family conflict and job insecurity and implications of such differences on affective commitment and job satisfaction. Given the explorative nature of this study, we use a multi-method approach which relies on a focus group with Italian graduated students and on a field study with workers from an Italian food processing company respectively grouped in three generational cohorts: Baby Boomers, gen Xers, and Millennials. Overall, our findings demonstrate that workers belonging to different generational cohorts display divergent perceptions of work–family conflict and job insecurity. However, the effects of such perceptions on work attitudes are not directly correlated with the experienced levels of job insecurity and work–family conflict. That is, although Millennials tend to perceive a higher level of job insecurity than Baby Boomers and gen Xers, job insecurity is more likely to produce negative consequences on work attitudes among Baby Boomers and gen Xers rather than among Millennials. Notably, our findings indicate that there are no significant differences with regard to the effects of work–family conflict on affective commitment and job satisfaction among the three generational cohorts considered.     

Effects of unemployment and underemployment on material hardship in single-mother families

Using data from the 2004 panel of the Survey of Income and Program Participation (SIPP), this study examined relationships between employment problems and four types of material hardship among single-mother families. Although a bill-paying hardship was the most common hardship reported by the mothers (41%), 38% of the families experienced a health hardship, 33% suffered a food hardship, and 25% had a housing hardship. The multivariate results indicate that compared with families whose mothers were adequately employed, families whose mothers were unemployed/had involuntary job gaps and were underemployed had heightened risks of experiencing bill-paying, health, and housing hardships. Only unemployment/involuntary job gaps was related to having a food hardship. A number of other factors associated with experiencing material hardship also were identified. Finally, implications for social work practice and social policy are discussed.     

Food insecurity and housing instability in vulnerable families

Reducing the prevalence of household food insecurity has been a long-standing objective of the federal government. Previous research has found many negative consequences of food insecurity for families and households but has not examined its relationship with housing instability. Using longitudinal data from the Fragile Families and Child Wellbeing Study, difference-in-difference models show that food insecurity is associated with housing instability. The association remains statistically significant after accounting for potential selection and unobserved heterogeneity using propensity score matching and excluding households that experienced prior housing instability from the sample. Examining potential mediating factors, I find that material hardship explains about half of this association. These findings suggest that maintaining a strong social safety net would reduce the risk that families experience material hardship and housing instability, which may also reduce the risk of homelessness.     

Family,Work, Work‐Family Spillover,and Problem Drinking During Midlife

Using ecological theory as a theoretical framework, this study systematically examined the associations between multiple dimensions of family relationship quality, work characteristics, work‐family spillover, and problem drinking among a national sample of employed, midlife adults (n= 1,547 ). Multivariate analyses confirmed that work and family microsystem factors were associated with problem drinking above and beyond individual characteristics. Consistent with previous research, results indicated that a higher level of marital disagreement and more work‐related pressure were associated with higher odds of problem drinking. Results also indicated that a higher level of positive spillover from family to work was associated with lower odds of problem drinking, whereas a higher level of positive spillover from work to family was associated with higher odds of problem drinking. Psychological well‐being did not account for the association between work and family factors and problem drinking. Associations were similar for men and women.     

Gender and work orientations in conditions of job insecurity

This paper explores women's and men's work orientations in conditions of job insecurity, arguing that it is time to move beyond essentalist conceptions of work orientations and central life interests in order to understand the significance of paid work in people's lives. Data from a qualitative study are presented which show that the significance of paid work and the priority given to home and work are affected by experiences of job insecurity, changing domestic circumstances and stage in the life cycle and that this is the case for both women and men. Conversely, the significance of paid work can affect how job insecurity is experienced and its impact on individuals and their families. The assumption that men's work orientations are homogeneous and that work is their central life interest is not supported by the findings presented here and it is argued that the significance of work in men's and women's lives is more variable than has hitherto been recognized. To capture this variability it is time to move away from the acrimony of the debate over women's work orientations and notions of a central life interest which underpin it.     

The effect of job satisfaction on labor turnover by gender: An analysis for Switzerland

This paper analyzes the effect of job satisfaction on labor turnover by gender using data from the first two waves of the Swiss Household Panel (1999 and 2000). The results confirm that job satisfaction is a very good predictor of future quits and, more important, reveal that job satisfaction does not influence the inclination to become non-employed; that is, neither men nor women self-select out of the labor force due to dissatisfaction. This result clearly refutes the claim that the gender/job satisfaction paradox (i.e., the fact that women tend to be more satisfied at work than men) is being driven by self-selection. This paper also shows that, based on job satisfaction information and quitting behavior, there is no apparent difference in firm attachment between men and women.     

Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers' characteristics and insecurity shape their employees' job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, whereas managers' own insecurity positively predicts employees' insecurity. Also contingent on the organizational climate, managers' own tenure buffers, and managers' perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context.     

Family Instability and Material Hardship: Results from the 2008 Survey of Income and Program Participation

This study used longitudinal, nationally representative data from the 2008 Survey of Income and Program Participation to explore how each of six sources of instability (employment shocks, household formation shocks, residential changes, income changes, household size changes, and disability shocks) impacted the key domains of material hardship (food insecurity and medical, housing and essential expense hardship). The study found that income shocks and having a person with a disability join the household were the only consistent triggers for all types of material hardship, and that overall, sources of instability had an asymmetrical impact on material hardship; that is, sources of instability did not help households when they were removed as much as they harmed households when introduced. These results provided a nuanced understanding of the household dynamics that result in economic and family instability in the US and provided new evidence regarding why some households were unable to cover basic needs.     

THE FRAGILE AMERICAN: Hardship and Financial Troubles in the 21st Century

Rising economic insecurity at the turn of the 21st century made Americans increasingly vulnerable to financial distress. Studies of bankruptcy records show that personal hardships like health problems, divorce, job loss, and income disruption are the major reasons Americans fall into financial ruin. This article uses nationally representative data from the Survey of Consumer Finances to study the relationship between hardship and a range of financial troubles including bankruptcy, default, and credit access. We differentiate this analysis by class, expecting that debt troubles fall especially hard on middle‐income families. Our results show that while the middle class is distinctly vulnerable, multiple financial troubles accompany hardship for all classes.