Flexible employment: Positive work strategies for the 21st century

V. Conclusion The United States has thus far wisely rejected the European path of low jobs growth and high unemployment and has instead embraced flexibility. Moreover, attention is starting to be paid to the need for change in the laws affecting the workplace to accommodate and promote this new flexibility. The “jobs clearinghouse” role of temporary help and staffing firms is one of the most salutary developments in the labor market in this century and should be encouraged. Not only is there no need for laws to regulate or limit temporary work, consideration should be given to providingincentives to firms that provide those services, such as tax credits based on the skills training provided and the job placements made. This would help promote a vigorous and efficient private sector job service that has become increasingly essential to American workers’ ability to find the right job at the right time in an increasingly complex and mobile work force.     

Recent trends in faculty employment in sociology

Using 1996-2000 data from the American Sociological Association Employment Bulletin, we examined trends in the availability of full-time, tenure-track faculty positions in sociology. In doing so, we found evidence that

Demographic,employment and development trends: the need for integrated planning

"The authors contend that problems associated with rapid demographic growth in developing countries have to be tackled through comprehensive population and human resource planning. Linkages between population and development are especially close in the area of labour markets. Following a discussion of the impacts of demographic factors on labour supply, labour demand and migration, the article proposes a practical framework in which population and human resource development plans may be operationalised. The concluding section briefly discusses the emerging area of population policy formulation and implementation."     

Supply and demand: A study of labour market trends and the employment of new social work graduates in victoria

Abstract

At a time of significant restructuring in the community services labour market, it is particularly pertinent to analyse the current labour market opportunities available to new social work graduates. In 1995, using a small RMIT-funded (Royal Melbourne Institute of Technology) research grant, five schools of social work in Victoria collaborated to pilot a survey of the employment paths of the previous year's social work graduates. The survey was repeated in 1996. A complementary project which analysed the job advertisements for social work and social work-related positions during six months in both 1995 and 1996 provided further insight into the employment opportunities being advertised. Survey results showed a high rate of employment among new graduates with a decreasing number of graduates being employed in designated “social work” positions. This trend was reflected in the requirements for the positions advertised. The implications of this diversity of jobs and the decrease in designated “social work” positions are discussed, particularly in terms of broader changes in the world of work.     

Goodbye DIPSW: trends in student satisfaction and employment outcomes. some implications for the new social work award

During the last decade, the University of East London conducted a series of surveys of newly qualified social workers in the UK for CCETSW and the Department of Health. Headed by Dr Karen Lyons and Mary Wallis Jones, the research was carried out in the years 1993–97, 2000 and 2002. The purpose of the surveys was to identify whether qualifying social workers were meeting the needs of employers and whether social work education was meeting the needs of students. This article gives an overview of the results of the surveys which have much to tell us about satisfaction rates of new social workers, gaps in social work education, the relevance of their completed diplomas and their prospective employment options upon completion, over the last decade. This research therefore has much to teach us regarding the policy development of the forthcoming three‐year degree.     

Home-based employment: Historical and current considerations

The purposes of this article are threefold. First, there is a brief review of current and historical research on home-based business with special emphasis on female home-based employment and the impact of such employment on family life. Second, a conceptual model for family work activities is advanced. Finally, concepts related to home-based employment that could be used to frame and describe the empirical study are specified.This article reports results from the Cooperative Regional Research Project, NE-167, entitled At-Home Income Generation: Impact on Management, Productivity and Stability in Rural/Urban Families, partially supported by the Cooperative States Research Service, U. S. Department of Agriculture and the Experiment Stations at the University of Hawaii, Iowa State University, Lincoln University (Missouri), Michigan State University, Cornell University (New York), The Ohio State University, The Pennsylvania State University, Utah State University, and the University of Vermont.Her research interests include measuring household production, at-home income generation, and rural families. She received her Ph.D. in Family and Consumer Economics from the University of Missouri-Columbia.Her research interests include home-based business and consumer behavior. She received her Ph.D from Virginia Polytechnic Institute and State University.Her research interests include consumer behavior and family economic issues. She received her Ph.D. from Virginia Polytechnic Institute and State University.     

Facilitators and barriers to employment: the perspectives of people with psychiatric disabilities and employment service providers

This study examined the perspectives of people with psychiatric disabilities and employment service providers regarding factors that most directly help or hinder consumer efforts to obtain and maintain employment. Forty-four adults with serious mental illness (SMI) (consumers) and 30 providers participated in 12 focus groups across Massachusetts. We began both consumer and provider groups by posing two broad questions: 1) what factors most help people with SMI get and keep jobs (facilitators), and 2) what factors most prevent people with SMI from getting and keeping jobs (barriers)? Data were analyzed qualitatively and both person and environmental factors were highlighted. Among facilitators, participants agreed that quality consumer-provider relationships and individualized employment services are most instrumental in helping consumers achieve employment goals. Participants identified a range of environmental barriers, including issues related to the service system, entitlement programs, non-human resources, and social stigma. Implications for services are discussed.     

Breastfeeding and employment: A propensity score matching approach

ABSTRACT

It is well established within the scholarship on work and the family that many women experience difficulty juggling work and family responsibilities. Challenges to breastfeeding after giving birth are a specific manifestation of this work–family conflict. Many women report that they are unable to continue breastfeeding upon return to paid work. In this article, I analyze a subsample of 746 women from the United States Infant Feeding Practices Survey II to assess the effect of new mothers’ employment status and workplace characteristics on breastfeeding duration. This research reveals that new mothers who return to paid employment within three months of giving birth breastfeed an average of five fewer weeks than new mothers who do not return to paid work for three months or more. In addition, among mothers who return to paid work within three months, full-time workers breastfeed an average of more than 15 fewer weeks than part-time workers. These substantial differences in the duration of breastfeeding suggest that women face significant obstacles to combining paid work and mothering in the postpartum period.     

Why employment matters: Reviving growth and reducing inequality

The global economic crisis has led to a sharp slowdown in growth and an even greater slowdown in employment creation. The resulting deterioration in the quality of employment has exacerbated the longer‐term trend of rising inequality. Jobless growth has dampened output growth through a worsening income distribution. Wages are costs on the supply side but are also incomes on the demand side, so that profit‐led growth and wage‐led growth are complements, not substitutes. Thus, growth can create jobs, while added jobs can drive growth. More employment and better jobs can also mitigate rising inequality. If macroeconomic policies focus on fostering employment creation and supporting economic growth, rather than on price stability and balanced budgets, employment would revive growth and reduce inequality.     

It's about time and gender: spousal employment and health

This article considers the effect of husbands' and wives' hours of work on each others' health. Theoretical analysis focuses on gendering of health-related behavior, the needed to promote a spouse's salubrious behavior, and the effects of work hours on the availability of time for nonwork activities. Empirical analyses are based on 1986 and 1989 longitudinal U.S. data. Fewer than 40 hours of work per week by wives has no effect on husbands' health, but more than 40 hours has substantial negative effect. Long work hours by husbands are not detrimental to wives' health. Wives' work hours shows no effect on their own health, but husbands' work hours show strong positive effect on their own health. Methodological issues are considered.