Suchergebnisse

Seeks to contribute to the flexibility debate by addressing the following research questions: What are the European trends pertaining to the use of part‐time workers? How has the situation changed over the past three years? To what extent do organizational characteristics, such as size, unionization and sector, impact on the nature and extent of part‐time employment? Despite recent attempts by the European Union to bring to the fore the issue of working time, it has a rather long pedigree in labour management literature. The main arguments dictating the direction of change in working time arrangements are associated with discretion/choice debates, labour force changes, equality issues, technology and organiza‐tional efficiency and the unemployment/work‐sharing argument. Focuses specifically on one workforce variable, namely part‐time work. Believes that the classification of the labour market into the core (typical) and periphery (atypical), in the context of labour flexibility, is far too simplistic. Refers to how it has been argued in the literature that the components of the peripheral workforce possess different characteristics and cannot be lumped together.

This article deals with part-time work and involuntary part-time work in four private service sectors in Finland from the employee's perspective and examining the employers' reasons for using part-time work. According to statistical analyses, women, young people and low-skilled workers have a greater probability of working as part-timers. Temporary and on-call workers also have a higher probability of working as part-timers than permanent workers do. The sector and the size of the firm also influence part-time working. As for involuntary part-time working women, the middle-aged and those with low education have a higher probability of working as involuntary part-timers. Not surprisingly, a larger share of involuntary part-timers would like to work more hours and also search for a new job. They have fewer other sources of income than all the part-timers. The involuntariness of part-time work is also related to the subsistence this kind of work can provide. Employers see reasons of cost and profitability and the peaks in the need for labour as important reasons for using part-time work, which may also prevent the workers' wishes concerning working hours and the part-time work that firms can offer from coinciding.

Part‐time work has been put forward as a solution to the problem of
balancing career and family demands. However, there is mounting evidence
that most part‐time arrangements do not regularly produce such positive
solutions. Looks into the causes of women′s different reactions to
part‐time arrangements. Draws from a literature review, case studies of
individuals who work part‐time, and case studies of organizations who
employ part‐timers. Finds evidence for both negative and positive
outcomes resulting from part‐time employment. Analyses the
organizational factors which influence negative and positive outcomes.
Ends by summarizing the lessons for individual women that can be drawn
from the research.

Analyzes part-time work from a political economy perspective, focusing on major trends in part-time work & the dynamics & impact of growth in involuntary part-time work in the Canadian context. Changes in the economic world order that have led to a global problem of unemployment & underemployment are discussed. The resulting restructuring of labor in Canada & different views on its causes & consequences are described. A profile of the structure of part-time work in Canada is presented, showing how it reflects the logic of capitalist development, specific projects of corporate capital, & growing capitalization of gendered domestic labor. This is seen in a shift toward low-wage labor in the service sector & reliance on married women for both social production (raising families) & paid labor. As a result, the household is a unit of both social & domestic production. It is concluded that the systemic nature of nonstandard employment raises issues of mobilization that the Canadian Left must address. T. Arnold

Part‐time work is a ghetto for women, a blessing for employers. As a route back to work for women after a career break, it is associated with returning to lower‐status jobs and occupations than those held full‐time before the break. But it is at the forefront of changing ways of working: job‐sharing, job splitting, flexible working and revolving working weeks all pivot on what is fundamentally part‐time work. It is a model of work preferred by many, but at an unacceptable price, particularly for men. Is it possible to manage part‐time work better, to exploit its benefits without suffering its ill consequences? Jane Phillips investigates.

Part‐time work in Japan, as in other countries, is increasing as a form of paid work. There are, however, significant differences developing out of Japan's gender contract. Employers have created a gendered employment strategy which has been supported by governments, through social welfare policies and legislation, and the mainstream enterprise union movement which has supported categorisations of part‐time workers as "auxilliary" despite their importance at the workplace. An analysis of one national supermarket chain indicates that part‐time work as it is constructed in Japan does not challenge the gendered division of labour but seeks to lock women into the secondary labour market.