Family comes first or open all hours?: How low paid women working in food retailing manage webs of obligation at home and work

This paper draws on qualitative findings from a study exploring work-life balance issues amongst female employees within food retailing. Whilst female employment is fundamental to this sector, there is limited evidence on employees' experiences of reconciling relatively low-paid work and the particular demands of food retailing with domestic and caring responsibilities. Managing competing discourses and demands at home and work is a feature of many women's lives. For those in low-paid jobs, with fewer material resources to fall back on, such webs of obligation, often stretching over the lifecourse, may be particularly difficult to navigate or escape. In food retail work, as in caring/domestic emergencies, timeframes may be tight and demands made on workers at short notice and outwith the standard working day. The study showed that sustaining their moral identities both as good mothers/daughters/family members ('family comes first') and as good and reliable workers ('the store must be staffed') was, therefore, an everyday practical accomplishment for these food retail employees. We explore women's accounts against the backdrop of particular familial, workplace and socio-cultural expectations and constraints, identifying overlapping sets of values between home and work as well as points of contradiction and tension.     

Cash payments in context: (self-)regulation in the new social relations of assistance

Cash payments to meet social care needs offer the possibility for the direct employment of personal assistants using public funds. Empirical work internationally has identified the benefits of cash payments. However, there has been less interest in the relationships between employers and their employees. This article offers some reflections upon the employment relationship from the perspectives of employers who have learning difficulties and their personal assistants. The study involved eight employers, their supporters and their personal assistants in an English city. A grounded theory approach was utilised and interviews were analysed using a framework approach. This article argues that the relational aspects of direct employment arrangements have not been adequately considered in academic literature and the policy framework. These insights can add to debates around how social care support mechanisms can offer responsive assistance whilst questioning the assumed ‘empowering’ effect of an unregulated market.     

Immigrant incorporation in the garment industry of Los Angeles

This study expands immigrant social network theory and examined employment patterns in the garment industry in Los Angeles, California, among Latino workers employed by Asian immigrant entrepreneurs. The study determined that a large percentage of immigrant employees found their jobs through the immigrant economy. Entrepreneurship increased the supply of local jobs and expanded the economy at destination at no expense to natives. Immigrant entrepreneurs bought firms from nonimmigrant owners or started new ones with an immigrant labor supply. Massey's index is flawed due to its exclusion of the role of entrepreneurs. Migration networks facilitate entrepreneurship, but some ethnic groups have fewer entrepreneurs, such as Mexicans and Central Americans. A 1993 Los Angeles survey identified 3642 garment factories in its county. Mean employment was 27.1 persons. The garment industry was the 4th largest industry in the area in 1996, with 98,700 employees. It represented 6% of all wage and salary employees in the City and 5.5% of the immigrant labor force in the County in 1990. 93% of garment workers in 1990 were immigrants. It is estimated that 51% of garment factory owners were Asians; most employees were Latinos. Census figures on sewing machine operators indicated 47.3% of owners were Whites and 42.45 were Asians. 53.3% of employees were other ethnic groups, 14.5% were Asians, and 32.2% were Whites. It is estimated that 47.2% of total employment was due to the immigration economy. 71.5% of the total employment in the garment industry was in the immigrant sector.     

Understanding Employment Discrimination: A Multilevel Approach

This paper reviews recent research on employment discrimination on the basis of sex, race, and ethnicity in US work establishments. Unlike blatant discrimination of the past, contemporary discrimination is typically more subtle, often unintentional, and develops in relationship to the social context in which it is embedded. Focusing on this covert and dynamic nature of discrimination, we review recent research that identifies factors at the individual, workplace, and societal level that contribute to variation in sex and race discrimination across employment contexts. At each level, we conceptually distinguish between factors that influence employers’ sex and race biases and factors that affect potential victims’ capacity to identify discriminatory experiences at work.     

How dialogic internal communication fosters employees’ safety behavior during the COVID-19 pandemic

As employees return to the workplace amidst the COVID-19 pandemic, ensuring safety and health at work remains a top priority for organizations. Grounded in dialogic theory and protection motivation theory, this study examines how dialogic communication, as a type of strategic internal communication, can encourage employees to engage in safety behaviors in the workplace during the COVID-19 pandemic via heightened efficacy and perceived threat. An online survey of full-time employees of different industries returning to the workplace during the COVID-19 pandemic is conducted. Results suggest that the communal relationship of employees with their organization, influenced by dialogic internal communication, fosters their efficacy and perceived threat of COVID-19 in the workplace, which in turn increases their safety behaviors. Theoretical and practical implications for public relations and internal communication studies are discussed.     

How age discrimination in employment affects stockholders

We analyze the impact on stock prices, and thus on stockholders, of 84 newspaper announcements regarding corporate age discrimination lawsuits. We find that, on average, initial announcements cause a 2 percent decline in stock price, a $40 million average loss in total stock value for the large firms charged. The stock price decreases are consistent with investor concerns about the firms’ ability to attract and retain good employees given the discrimination charges. Though age discrimination in employment is a pervasive and growing problem, such findings may discourage managers from engaging in discriminatory practices. The authors thank Jane Blank and Malcolm Matthew for helpful comments. This research was supported by a University of Windsor Research Board Grant.     

The unionization of professionals: A case study

In 1999 the U.S. economy concluded its ninth year of expansion, and the GDP increased by 4.3 percent while the rate of unemployment remained at 4.1 percent, its lowest level in thirty years. However, there has not been a corresponding expansion in the rate of unionization. Recognizing that they can no longer depend on their traditional base of members, unions have targeted the rapidly expanding area of professional employment as a potential growth area. If unions can adapt to the needs of these workers and achieve organizing successes in nontraditional areas, rapid growth of the union movement could occur. Utilizing the case study methodology, I explore the motivations of a group of professional employees to turn to union representation to address their dissatisfaction with the workplace.     

Ferry quarantine: The pandemic as a pretext to deny healthcare access to undocumented migrants and asylum seekers in Italy

The outbreak of COVID-19 forced national governments and health authorities worldwide to adopt measures aimed at protecting population health, most of which resulted in prolonged restrictions to individual freedom(s) and fundamental rights. In some cases, the pandemic represented a pretext for macroscopic and unjustified human rights violations, as in the case of the “ferry quarantine,” that is the use of commercial boats by the Italian Government to forcibly isolate migrants and asylum seekers from the rest of the population. Such a measure does not have any rationale at the epidemiological level and poses serious obstacles to the provision of adequate care to vulnerable people such as migrants and asylum seekers. The pandemic has been used as a pretext to implement discriminatory and disproportionate measures whose effect has been denying healthcare access to undocumented migrants and asylum seekers.     

Job security, unionisation, wages and privatisation: a case study in the Turkish cement industry

In the recent years, many studies have dealt with the economic aspects of privatisation both in developing and developed countries. There is, however, a lack of systematic enquiries into employees’ opinions about privatisation, albeit a number of claims have been advanced about the impact of privatisation upon the political attitudes of employees, and about its effects on employment relations. This article aims to contribute to filling this gap by analysing employees’ attitudes towards the effects of privatisation on their job security, unionisation and wages. The study is based upon field-work conducted in the Turkish cement industry in 1996, and the research covers 150 employees. The findings of the research hardly support the idea put forward by the new right that privatisation would undermine the class contradictions between bourgeoisie and proletariat (Heller, 1984; Vickers and Yarrow, 1988).     

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

The Novel Coronavirus (COVID-19) pandemic has had tremendous and swift effects on organizational change. This study examined how organizations can leverage leadership and employee resources to facilitate positive change outcomes. Drawing from the self-concept based motivational theory of charismatic leadership and substitutes for leadership theory, the current study proposed a theoretical model connecting top leaders’ charismatic rhetoric, employees’ affective commitment to change, and employees’ turnover intention. Furthermore, the study investigated contingencies that may modify the relationship between leadership communication and followers’ outcomes. Results from an online panel of 417 U.S. employees showed that top leaders’ use of charismatic rhetoric during change led to followers’ affective commitment to change, which decreased their turnover intention. Furthermore, employees’ organizational identification moderated this relationship. When employees have low identification with their organizations, top leaders’ charismatic rhetoric to address the immediate change is more needed.     

More or Less Unequal? Evidence on the Pay of Men and Women from the British Birth Cohort Studies

Gender pay differences are not merely a problem for women returning to work and part‐time employees, but also for those in full‐time, continuous careers. In data from cohort studies, the gender wage gap for full‐time workers in their early thirties fell between 1978 and 2000. This equalization reflects improvements in women’s education and experience rather more than a move towards equal treatment. Indeed, had the typical woman full‐timer in 2000 been paid at men’s rates she would have actually received higher pay than the typical man. Within one cohort, passing from age 33 to 42, gender inequality increased. This was partly due to differences in the qualifications and experience of the women in employment at those points, but unequal treatment also rose among women employed full time at both ages.     

Career Development and Gender Pay Disparities in State Employment in Greece

Much existing western‐based literature on gender argues that deregulated institutional mechanisms have a detrimental impact on gender segregation and pay differentials. However, there is little empirical evidence to confirm the opposite in highly regulated systems such as those in Greece, even though there are strong reasons to suggest that it may be quite different here because of the unusual gender division of labour and endemic patriarchal norms. An apt example of this is national state employment in which centrally determined work processes reflect societal discriminatory structures. This article examines the impact of institutions on career development and its potential effects on gender pay disparities in state employment in Greece. It attempts to achieve this by exploring the extent to which rule‐based systems may overturn gender bias in one public organization in Greece. The study suggests that exogenous parameters may shape centrally imposed institutional frameworks both in terms of facilitating and hindering career progression and thus pay.     

Attitudes towards childcare and social practices: discrepancy between attitudes and employment trajectories of mothers in Spain (1994–2012)

This paper examines the evolution of attitudes and behaviors of Spanish women regarding maternal employment and childcare. We used data from the ISSP Module ‘Family and Changing Gender Roles’ (International Social Survey Programme [ISSP]: Family and Changing Gender Roles Module [1994, 2002 and 2012]). First, we studied the determinants of choosing to work or not when one becomes a mother: the most important factors are education, attitudes towards maternal employment and having had a working mother when the respondent was a child. Second, we compared the changes in attitudes and employment trajectories. In more than half of the mothers, we found a discrepancy between their ideal and actual employment trajectories. This discrepancy has been increasing over the past 20 years in the case of mothers with children younger than school age and has been decreasing slightly in the case of women whose children have started school. Nevertheless, there are significant variations: more highly educated women have greater opportunities to minimize inconsistencies between their orientations and their behaviors.     

Applying a barriers approach to monitoring disabled people's employment: implications for the Disability Discrimination Act 2005

The year 2005 witnessed the passing of the Disability Discrimination Act 2005 through Parliament. The Act responds in part to the perceived need for more proactive legislation that seeks to encourage good employer and service provider practice from the outset and diminish discriminatory action. This article focuses on the employment provisions of the 2005 Act. The article is based on a scoping study carried out during the gestation of the Act that looks at the challenges of applying a barriers approach to a disability employment monitoring schemes. Monitoring schemes have been a key part of recent anti-discriminatory legislation. The text of the Act and its Guidance might suggest that the future of monitoring as an explicit feature of proactive employer practice is uncertain. The article makes clear however the importance of disability employment monitoring if disabled people are to be better represented and receive equitable treatment in the workplace.     

A‐Way Express Courier

This article examines the social return on investment (SROI) of A‐Way Express Courier for the major stakeholder group of the organization, its employees. Specifically, it explores the mental health, employment, and standard of living outcomes that A‐Way provides for the employees who are consumer/survivors of the mental health system. Overall, the impacts of the organization contributed significantly to improvements in the health and quality of life of the employees. They also translate into economic benefits for the employees and the community. Because of A‐Way's roots in the consumer/survivor movement of the 1970s, the article suggests that positive psychology could be a valuable framework with which to explain A‐Way's impact.     

Childcare and parental work schedules: a comparison of childcare arrangements among Finnish,British and Dutch dual-earner families

This study examined the association between parental work schedules and non-parental childcare arrangements among dual-earner families in Finland, the Netherlands and the UK. Data from the ‘Families 24/7’ web survey were used, including 937 parents with children aged 0–12 years. Results showed a negative association between non-standard work and formal childcare across all countries. A similar association was found for using a combination of formal and informal childcare, whereas solely using informal childcare was not associated with work characteristics. Country differences showed that, compared with Finland, the probability of using formal childcare was lower in the Netherlands, whereas the probability of using informal childcare was higher in the UK. Interaction effects showed that the negative association between non-standard work and formal childcare was stronger in the Netherlands, compared with Finland. Also, the positive association between working hours and formal childcare was weaker for Dutch and British parents. This study identified the challenges that parents face when arranging childcare outside of office hours. Although the supply of formal childcare seems to be insufficient, using informal childcare introduces other potential problems. Because a considerable proportion of employees work non-standard hours, governments should help these parents in meeting their need for high quality childcare.     

Social firms: Sustainable employment for people with mental illness

Objective: Social firms or enterprises aim to offer sustainable employment in supportive workplaces for people who are disadvantaged in the labour market. Therefore, this study sought to explore employees' views in one social firm about the features of their workplace that they found supportive.Participants: Seven employees were recruited, all of whom experienced persistent mental illness, and had worked in this social firm for between eleven months and six years. Methods: A semi-structured interview, the Work Environment Impact Scale (version 2.0), was used to explore participants' views of their workplace and to rate how its physical and social characteristics impacted them. Participants also rated their job satisfaction with a modified Indiana Job Satisfaction Scale. Results: Features of the social firm workplace identified by these employees as contributing to their sustained employment and satisfaction were the rewards, task demands, work schedule, and workplace interactions with supervisors and other co-workers. From their views, guiding principles for the development of supportive workplaces and evaluation of their capacity to afford sustainable employment were derived. Conclusions: This study adds to current knowledge about workplace supports from an employee perspective, and is of relevance for informing future social firm development, workplace design and evaluation.     

The impact of part-time employment on union density

Because part-time employees are less likely to be unionized than full-timers, increases in part-time employment may lower unionization rates. However, the size of the reduction, after controlling for other factors, has not been estimated. My results obtained from a probit analysis indicate that part-time status has a small, but significant, negative effect on the probability that a worker is a union member. Not surprisingly, as the working hours of part-time employees decrease, the negative effect increases. The results of this analysis also show that the negative effect of part-time variables had decreased between 1973 and 1989. I thank Darold T. Barnum of the University of Illinois, Chicago and Richard U. Miller of the University of Wisconsin, Madison for their valuable comments and support.     

The Impact of Wives' Employment on Attitude Toward Divorce

Previous studies indicated a relationship between wives' employment and marital instability. Although there are several notable exceptions, the theoretically predicted positive link between wives' employment and marital instability/divorce remains popular. This paper explores the extent to which wives' employment affects their attitudes toward divorce, once religious and other sociodemographic variables are statistically controlled. The data are taken from the 1983-1984 Canadian Fertility Survey of 5,315 women aged 18 to 49. The overall effect of wives' employment on divorce attitude is substantial, indicating that employed women are more likely to favour marriage as a permanent union. Many popular notions about the influence of demographic and socioeconomic factors such as age, age at marriage, children and occupational prestige on divorce attitude, are not supported by this research. At the same time, religious factors significantly predict divorce attitudes. The results suggest that the less educated, employed, highly religious and heterogeneous are more likely to agree that marriage is a permanent union which should only be broken for very serious reasons.