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This study explores the variations in the relationship between women's employment and educational attainment, as well as in women's employment status itself, in 12 industrial societies, referring to welfare regime typology. The International Social Survey Programme (ISSP）2012 survey on 'Family and Changing Gender Roles IV' is used for cross－national analysis. The results suggest that women's employment rate can be explained by the type ofwelfare regime to a certain extent. However, once we break down the employment rate into full-time and part-time components, a great varlatlon emerges within welfare regime. With regard to the relationship between women's educational attainment and employment, welfare regime only partly explains the variation among the 12 countries. Furthermore the lselationship between womens full-time and part-time employment and their educational attainment varies within each type of welfare regime.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

La Sentencia del Tribunal Constitucional 61/2013 declaraba inconstitucional y nulo el inciso inicial de la letra a) de la regla segunda del apartado 1 de la disposición adicional séptima de la Ley General de la Seguridad Social, por vulneración del artículo 14 de la CE. El Ministerio Fiscal y la Abogacía del Estado aludían al “principio de equilibrio económico” del sistema de Seguridad Social en el cálculo de los períodos de cotización necesarios para causar derecho a la prestación de jubilación en el contrato a tiempo parcial. El estudio analiza críticamente la “neutralidad” del principio de equilibrio económico desde los postulados de la teoría jurídica feminista en materia de igualdad. Análisis que se torna clave para la agenda jurídica feminista actual., The Constitutional Court Judgment 61/2013 declared unconstitutional and void the initial subparagraph of letter a) of the second rule of section 1 of the seventh additional provision of the General Social Security Law, for violation of article 14 of the EC. The Public Prosecutor's Office and the State Attorney's Office alluded to the "principle of economic balance" of the Social Security system in calculating the contribution periods necessary to cause the right to retirement benefit in the part-time contract. The study critically analyzes the "neutrality" of the principle of economic equilibrium from the postulates of feminist legal theory on equality. Analysis that becomes key to the current feminist legal agenda.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

This research was conducted to determine the Influence of Part-Time Work on Learning Activities and Academic Achievement of the 2019 cohort of students at STKIP PGRI Bangkalan. The independent variable in this research is part-time work, while the dependent variables are learning activity and academic achievement. The population for this study consists of all undergraduate education students from the 2019 cohort at STKIP PGRI Bangkalan, totaling 246 individuals, regardless of their part-time work status. The sample for this research includes the entire population, and the sampling technique employed is proportionate stratified random sampling, where all individuals in the population have an equal chance of being selected as sample members. Data collection techniques used include questionnaires and documentation. The analysis technique employed is MANOVA (Multivariate Analysis of Variance). The results of the research indicate that part-time work influences the variable of student learning activity, as the part-time work variable shows a positive effect, with a significance value of 0.009 (p < 0.05) and tcount > ttable (2.788 > 2.045). Therefore, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted. Furthermore, part-time work also affects the variable of student academic achievement, as the part-time work variable has a positive effect, with a significance value of 0.023 (p < 0.05) and tcount > ttable (2.397 > 2.045). Hence, the null hypothesis (HO) is rejected, and the alternative hypothesis (HI) is accepted.

La aparición de periodos de inactividad entre las campañas de contratos de trabajo, a tiempo parcial, y de duración indefinida, como resultado de una concentración de la jornada laboral, no permite el acceso a la protección por desempleo, siendo denegada por no existir una causa de extinción o suspensión del contrato o una reducción de jornada. Sin embargo, esa misma circunstancia concurre en los llamados trabajos periódicos, con fecha cierta o previsible de reincorporación e, incluso, en los contratos de fijos-discontinuos y, en estos colectivos de trabajadores, sí se accede, sin margen duda, a la prestación por desempleo durante el mencionado periodo de actividad. Todo esto trae causa de la escasa coherencia que mantiene el marco normativo que conviene actualizar para permitir la sustitución de rentas de trabajo por desempleo durante el periodo en que no existe prestación de servicios. Por todo ello, conviene repensar la regulación de la situación legal de desempleo para este colectivo de trabajadores que quedan desprotegidos, una vez se han atendido las necesidades organizativas de la empresa., The occurrence of periods of inactivity between part-time and open-ended employment contracts as a result of a concentration of the working day does not allow access to unemployment protection, which is denied because there is no cause for the termination or suspension of the contract or a reduction in the working day. However, the same circumstance occurs in the so-called periodic work, with a certain or foreseeable date of reincorporation and even in permanent-discontinuous contracts, and in these groups of workers, access to unemployment benefits is granted, without any doubt, during the aforementioned period of activity. All this is due to the lack of consistency in the regulatory framework, which should be updated to allow the substitution of labor income for unemployment during the period in which no services are rendered. For all these reasons, it is advisable to rethink the regulation of the legal situation of unemployment for this group of workers who are left unprotected, once the organizational or productive needs of the company have been met.

El contrato a tiempo parcial ha sido, desde sus orígenes, una modalidad contractual que había sido creada para fomentar el empleo y repartir el tiempo de trabajo. Tras la incorporación de distintas normativas que hacían modificaciones de la regulación de este contrato se introdujo una flexibilidad que era de interés para los empleadores y que perjudicaban a la figura del trabajador que tuviese una jornada de trabajo a tiempo parcial en comparación con los trabajadores con jornadas a tiempo completo. En la actualidad, existe la necesidad y la importancia de analizar las condiciones de trabajo que tienen las personas que poseen un contrato a tiempo parcial para darle una mayor protección ante el mercado laboral que les rodea. Para ello, debemos conocer los principios inspiradores de esta modalidad contractual, así como la regulación de este. En definitiva, debemos de analizar los pros y los contras de esta modalidad contractual, y poder hacer frente a las vulneraciones que pueden surgir en este tipo de contrato; así como buscar alternativas y soluciones para hacer frente a esas situaciones y buscar una igualdad entre todos los trabajadores., The part-time contract has been, since its origins, a contractual modality that had been created to promote employment and distribute working time. After the incorporation of different regulations that made modifications to the regulation of this contract, a flexibility was introduced that was of interest to employers and that harmed the figure of the worker who had a part-time work day compared to workers with part-time days. full time. At present, there is a need and importance to analyze the working conditions of people who have a part-time contract to give them greater protection from the labor market that surrounds them. To do this, we must know the inspiring principles of this contractual modality, as well as the regulation of it.. In short, we must analyze the pros and cons of this contractual modality, and be able to face the violations that may arise in this type of contract and the consequences suffered by workers. As well as seeking alternatives and solutions to deal with these situations and seek equality among all workers., Departamento de Derecho Mercantil, Derecho del Trabajo e Internacional Privado, Grado en Derecho

Dem Leitbild vieler junger Menschen nach sind Mütter und Väter erwerbstätig, wobei unterschiedliche Arbeitszeiten im Lebensverlauf und zwischen den Partnern erwünscht sind. Die meisten Frauen wünschen sich in der Phase mit Kleinkindern in Teilzeit zu arbeiten. Die Fürsorge kleiner Kinder nimmt besonders viel Zeit in Anspruch, diese reduziert sich aber mit zunehmendem Alter der Kinder. Mütter bleiben häufig langfristig und oft ungewollt in einer Teilzeitbeschäftigung. Dadurch sind sie ökonomisch abhängig vom Partner und haben ein erhöhtes Risiko von Altersarmut betroffen zu sein. Zudem bleiben viele Beschäftigungspotenziale volkswirtschaftlich ungenutzt. Nach Einführung des Elterngeldes kehren Mütter heute häufiger schon im zweiten Lebensjahr des Kindes in den Beruf zurück. Die Erwerbsarbeitszeit aller Mütter mit minderjährigen Kindern ist seit 2006 um mehr als ein Fünftel angestiegen. Politische Maßnahmen können flexible Erwerbsmodelle für Eltern weiter fördern, die eine phasenweise Reduzierung der Arbeitszeit zugunsten der Familie ermöglichen und dauerhafte berufliche Nachteile durch verbesserte Rückkehrmöglichkeiten in Vollzeit vermeiden helfen.

In den jüngeren Generationen wünschen sich Männer zunehmend ein neues männliches Rollenmodell und mehr Zeit für nicht-erwerbsbezogenen Lebensbereiche. Auch wenn die Teilzeitarbeit von Männern im Laufe der letzten 30 Jahre angestiegen ist, so besteht nach wie vor eine erhebliche Lücke in der Nutzung von Teilzeitarbeit zwischen Männern und Frauen. Vor diesem Hintergrund beschäftigt sich dieses Buch gezielt mit der Frage, welche strukturellen Barrieren für die Teilzeitbeschäftigung von Männern auf der Ebene von Berufen bestehen. Ausgehend von der Lebensverlaufsperspektive werden die Übergänge von Vollzeit- in Teilzeitbeschäftigung, der Wechsel aus Teilzeit- in Vollzeittätigkeiten sowie die Nachteile durch Teilzeitarbeit beim Aufstieg in eine Leitungsposition untersucht. Als strukturelle Einflussfaktoren werden die berufliche Geschlechtersegregation und berufliche Arbeitszeitarrangements in den Blick genommen.

The article analyses the prevalence of part-time employment in different EU countries with a focus on the factors affecting the rate of part-time employment across the EU. Based on the literature review, a distinction is made between three groups of factors that are relevant for the rate of part-time employment, in particular, cyclical factors, political and institutional factors, and structural factors. The article analyses how these factors influence part-time employment rates in EU countries. The linear regression analysis based on EU-28 macroeconomic data for the period of 2007-2018 has shown that all three groups of determinants (i.e. cyclical, political and institutional as well as structural factors) affect the rate of part-time employment in the EU-28. Part-time employment is a complex phenomenon which depends on a number of factors. However, the regression analysis has found that the following political and institutional as well as structural independent variables are also significant predictors of part-time employment rates in EU Member States (EU-28): average annual wages, the tax rate on low wage earners, expenditures on children and family benefits as a percentage of gross domestic product, trade union density, and the activity rate of people aged 15-24 and 55-64. Cyclical factors (the unemployment rate in Model (1) and real GDP per capita in Model (2)) have also been found to have a significant effect on part-time employment in EU-28 countries.

Part-time employment has repeatedly been proposed as a solution for integrating women into the labor market; however, empirical evidence supporting a causal link is mixed. In this text, we investigate the extent to which increasing part-time employment is a valid means of augmenting women’s labor market participation. We pay particular attention to the institutional context and the related characteristics of part-time employment in European countries to test the conditions under which this solution is a viable option. The results reveal that part-time employment may strengthen female employment in Continental Europe and especially in Southern Europe, where an increase in part-time employment—even if it is demand-side driven—leads to greater employment participation among women. We also discuss some policy implications and trade-offs: Although part-time work can lead to higher numbers of employed women, it does so at the cost of increasing gendered labor market segregation. We analyze data from the European Labor Force Survey (EU-LFS) 1992–2011 for 19 countries and 188 regions and exploit regional variation over time while controlling for time-constant regional characteristics, time-varying regional labor market features, and (time-varying) confounding factors at the national level.

Although distinctions between full-time and part-time work are vital for understanding inequalities at work and home, consensus and critical reflection are lacking in how employment status should be defined. Full-time and part-time work are often represented as a binary split between those working under or over a specific number of hours. However, this paper, using exploratory mixed methods, evidences problems with assumptions based on working-hour thresholds and highlights the importance of workplace culture and household contexts. Using the UK Labour Force Survey we reveal ambiguities in the reporting of employment status for 12% of workers when comparing definitions based on number of working days, working hours and self-assessment. Ambiguities are particularly prevalent among working mothers with almost a third, who would be regarded as working full-time using hour-based measures, classified as ambiguous according to the measures used here. In-depth interviews with parents who self-classify as part-time workers, despite working over 35 hours a week, reveal mechanisms behind ambiguity within this group linked to organisational norms, previous working hours and divisions of household labour. The paper therefore argues workplace and household contexts are crucial to understanding employment status and recommends this should be taken into account in new multidimensional measures.

Comparing employment rates of mothers and childless women over the life course across the birth cohorts from 1940 to 1979 in Austria, we address the question of whether the parenthood effect on employment has declined. By following synthetic cohorts of mothers and childless women up to retirement age, we can study both the short-term and long-term consequences of having a child. We consider employment participation as well as working time and also perform analyses by educational level. Our study is based on the Austrian microcensus, conducted between 1986 and 2016, and uses descriptive methods, logistic regression models, and decomposition analysis. The results show that the increase in the proportion of part-time work has led to a declining work volume of mothers with young children, despite employment rates of mothers having increased across cohorts. Return to the workplace is progressively concentrated when the child is 3-5 years old, but the parenthood effect has become weaker only from the time children enter school. Part-time employment is primarily adopted (at least with younger children) by highly educated mothers and often remains a long-term arrangement.

In this blog we will use the Low-Wage Data Explorer to dispel some myths about the one-in-three workers in California who are paid low wages.

El contrato a tiempo parcial ha sido, desde sus orígenes, una modalidad contractual que había sido creada para fomentar el empleo y repartir el tiempo de trabajo. Tras la incorporación de distintas normativas que hacían modificaciones de la regulación de este contrato se introdujo una flexibilidad que era de interés para los empleadores y que perjudicaban a la figura del trabajador que tuviese una jornada de trabajo a tiempo parcial en comparación con los trabajadores con jornadas a tiempo completo. En la actualidad, existe la necesidad y la importancia de analizar las condiciones de trabajo que tienen las personas que poseen un contrato a tiempo parcial para darle una mayor protección ante el mercado laboral que les rodea. Para ello, debemos conocer los principios inspiradores de esta modalidad contractual, así como la regulación de este. En definitiva, debemos de analizar los pros y los contras de esta modalidad contractual, y poder hacer frente a las vulneraciones que pueden surgir en este tipo de contrato; así como buscar alternativas y soluciones para hacer frente a esas situaciones y buscar una igualdad entre todos los trabajadores., The part-time contract has been, since its origins, a contractual modality that had been created to promote employment and distribute working time. After the incorporation of different regulations that made modifications to the regulation of this contract, a flexibility was introduced that was of interest to employers and that harmed the figure of the worker who had a part-time work day compared to workers with part-time days. full time. At present, there is a need and importance to analyze the working conditions of people who have a part-time contract to give them greater protection from the labor market that surrounds them. To do this, we must know the inspiring principles of this contractual modality, as well as the regulation of it.. In short, we must analyze the pros and cons of this contractual modality, and be able to face the violations that may arise in this type of contract and the consequences suffered by workers. As well as seeking alternatives and solutions to deal with these situations and seek equality among all workers., Departamento de Derecho Mercantil, Derecho del Trabajo e Internacional Privado, Grado en Derecho

This essay examines the impact of employees' working hours on genderequality. There is a problem linked to part-time and full-time work alongwith gender equality, which leads to that significantly more women workspart-time than men do. The reason to this is partially because the welfareindustry is female-dominated and infused by part-time employment, andbecause of the uneven distribution of roles between the sexes. A new rule ofpresumption has been formulated in the Employment Protection Act(1982:80) which stipulates that all employment contracts apply for full-timework, unless agreed otherwise. The purpose of this essay is to investigate theprovision of full-time as the norm and whether an extension of workinghours will promote equality in the labor market. A shortening of workinghours is presented as another possible solution to the gender equalityproblem and after that, both possibilities get analyzed with their pros andcons and their relevant legislation. To investigate whether full-time work as a norm will improve genderequality, research results from previous full-time projects are compared. Insummary, the results of this essay show that full-time work as a norm islikely to be a successful equality tool, but previous research has shown thatsupplementary measures will then be required. Among other things, it will berequired that the government works to remove unfavorable working hoursand that the welfare professions become more sought after among men.Another important measure is to work more actively to remove the unevengender distribution around unpaid domestic and care work. This is importantbecause it is something that leads to many women not getting their lifepuzzle together and therefore choosing to work part-time instead of full-timein order to have more time to spare

El contrato a tiempo parcial ha sido, desde sus orígenes, una modalidad contractual que había sido creada para fomentar el empleo y repartir el tiempo de trabajo. Tras la incorporación de distintas normativas que hacían modificaciones de la regulación de este contrato se introdujo una flexibilidad que era de interés para los empleadores y que perjudicaban a la figura del trabajador que tuviese una jornada de trabajo a tiempo parcial en comparación con los trabajadores con jornadas a tiempo completo. En la actualidad, existe la necesidad y la importancia de analizar las condiciones de trabajo que tienen las personas que poseen un contrato a tiempo parcial para darle una mayor protección ante el mercado laboral que les rodea. Para ello, debemos conocer los principios inspiradores de esta modalidad contractual, así como la regulación de este. En definitiva, debemos de analizar los pros y los contras de esta modalidad contractual, y poder hacer frente a las vulneraciones que pueden surgir en este tipo de contrato; así como buscar alternativas y soluciones para hacer frente a esas situaciones y buscar una igualdad entre todos los trabajadores., The part-time contract has been, since its origins, a contractual modality that had been created to promote employment and distribute working time. After the incorporation of different regulations that made modifications to the regulation of this contract, a flexibility was introduced that was of interest to employers and that harmed the figure of the worker who had a part-time work day compared to workers with part-time days. full time. At present, there is a need and importance to analyze the working conditions of people who have a part-time contract to give them greater protection from the labor market that surrounds them. To do this, we must know the inspiring principles of this contractual modality, as well as the regulation of it.. In short, we must analyze the pros and cons of this contractual modality, and be able to face the violations that may arise in this type of contract and the consequences suffered by workers. As well as seeking alternatives and solutions to deal with these situations and seek equality among all workers., Departamento de Derecho Mercantil, Derecho del Trabajo e Internacional Privado, Grado en Derecho

This essay examines the impact of employees' working hours on genderequality. There is a problem linked to part-time and full-time work alongwith gender equality, which leads to that significantly more women workspart-time than men do. The reason to this is partially because the welfareindustry is female-dominated and infused by part-time employment, andbecause of the uneven distribution of roles between the sexes. A new rule ofpresumption has been formulated in the Employment Protection Act(1982:80) which stipulates that all employment contracts apply for full-timework, unless agreed otherwise. The purpose of this essay is to investigate theprovision of full-time as the norm and whether an extension of workinghours will promote equality in the labor market. A shortening of workinghours is presented as another possible solution to the gender equalityproblem and after that, both possibilities get analyzed with their pros andcons and their relevant legislation. To investigate whether full-time work as a norm will improve genderequality, research results from previous full-time projects are compared. Insummary, the results of this essay show that full-time work as a norm islikely to be a successful equality tool, but previous research has shown thatsupplementary measures will then be required. Among other things, it will berequired that the government works to remove unfavorable working hoursand that the welfare professions become more sought after among men.Another important measure is to work more actively to remove the unevengender distribution around unpaid domestic and care work. This is importantbecause it is something that leads to many women not getting their lifepuzzle together and therefore choosing to work part-time instead of full-timein order to have more time to spare

La aparición de periodos de inactividad entre las campañas de contratos de trabajo, a tiempo parcial, y de duración indefinida, como resultado de una concentración de la jornada laboral, no permite el acceso a la protección por desempleo, siendo denegada por no existir una causa de extinción o suspensión del contrato o una reducción de jornada. Sin embargo, esa misma circunstancia concurre en los llamados trabajos periódicos, con fecha cierta o previsible de reincorporación e, incluso, en los contratos de fijos-discontinuos y, en estos colectivos de trabajadores, sí se accede, sin margen duda, a la prestación por desempleo durante el mencionado periodo de actividad. Todo esto trae causa de la escasa coherencia que mantiene el marco normativo que conviene actualizar para permitir la sustitución de rentas de trabajo por desempleo durante el periodo en que no existe prestación de servicios. Por todo ello, conviene repensar la regulación de la situación legal de desempleo para este colectivo de trabajadores que quedan desprotegidos, una vez se han atendido las necesidades organizativas de la empresa., The occurrence of periods of inactivity between part-time and open-ended employment contracts as a result of a concentration of the working day does not allow access to unemployment protection, which is denied because there is no cause for the termination or suspension of the contract or a reduction in the working day. However, the same circumstance occurs in the so-called periodic work, with a certain or foreseeable date of reincorporation and even in permanent-discontinuous contracts, and in these groups of workers, access to unemployment benefits is granted, without any doubt, during the aforementioned period of activity. All this is due to the lack of consistency in the regulatory framework, which should be updated to allow the substitution of labor income for unemployment during the period in which no services are rendered. For all these reasons, it is advisable to rethink the regulation of the legal situation of unemployment for this group of workers who are left unprotected, once the organizational or productive needs of the company have been met.

One of the axis about which the 2021 labour reform turns is the introduction o a change of paradigm in the system of Spanish hiring and a new form of understand the labour relations in the companies, that have the objective of improving the quality of employment. To this end, they contribute a series of modifications that, from the start, are not directly related with part time hiring, but that, de facto, have an impact of some aspects of their legal system and about their expansion. Among this we can highlight: the elimination of periodical fixed work as a type of fixed part time work, the limitations to fixed hiring discontinuous part time work or the new implanted about part time training hiring. However, despite the reforms realized in RDL 32/2021, we can´t stop observing that it is necessary for the legislator to intervine in the legal system of part time work, as much as from this contractual point of view and Social Security, to guarantee an adequate changeover of the Directive (UE) 2019/1152 and the fulfiment of the requirements derived from the UE and national jurisprudence., Uno de los ejes sobre los que gira la reforma laboral de 2021 es la introducción de un cambio de paradigma en el sistema de contratación español y una nueva forma de entender las relaciones laborales en la empresa, que tiene por objeto mejorar la calidad del empleo. A este fin coadyuvan toda una serie de modificaciones que, de inicio, no están directamente relacionadas con la contratación a tiempo parcial, pero que, de facto, tienen cierto impacto sobre algunos aspectos de su régimen jurídico y sobre su expansión. Entre ellas se pueden destacar: la eliminación del trabajo fijo periódico como tipo del trabajo fijo a tiempo parcial, las limitaciones a la contratación fija discontinua a tiempo parcial o las novedades implantadas en torno a la contratación formativa a tiempo parcial. Ahora bien, a pesar de las reformas realizadas al hilo del RDL 32/2021, no se puede dejar de observar que es necesario que el legislador intervenga en el régimen jurídico del trabajo a tiempo parcial, tanto desde un punto de vista contractual como prestacional, para garantizar una adecuada transposición de la Directiva (UE) 2019/1152 y el cumplimiento de los requerimientos derivados de la jurisprudencia comunitaria y nacional.

En el presente artículo se analiza la incidencia del tiempo en la configuración del régimen fijo discontinuo a fin de determinar cómo la misma condiciona los derechos de este tipo de trabajadores y la identificación del tiempo computable a efectos de su reconocimiento o cuantificación; eso es, de la antigüedad. Todo ello al hilo de las Sentencias del Tribunal Supremo de 19 de noviembre de 2019 (Rec. 2309/2017) y de 30 de julio de 2020 (Rec. 324/2018), en las que se resuelve, respectivamente, sobre el tiempo computable a efectos del complemento de antigüedad regulado en el IV Convenio Colectivo de la Agencia Tributaria (AEAT) y a efectos de la indemnización por despido del art. 56.1 ET., This article analyses the incidence of time in the configuration of the permanent seasonal regime in order to determine how it conditions the rights of this type of employee and the identification of the time to be considered for the purposes of its recognition or quantification; that is, seniority. All of this is in line with the Supreme Court decisions of 19 November 2019 (App. 2309/2017) and 30 July 2020 (App. 324/2018), in which it ruled, respectively, on the time that should be taken into account for the purposes of the seniority supplement regulated in the IV Collective Agreement of the Tax Agency (AEAT) and for the purposes of the severance payment under article 56, § 1, of Worker’s Statute.

In terms of basic labour market developments and outcomes Germany is faring comparatively well. Indeed, against the European trend, Germany saw employment rates increasing and unemployment decreasing during the economic crisis. But since the deregulatory Hartz reforms of the early and mid-2000s, the last decade saw non-standard forms of employment increasing substantially and the low wage sector surging. One of the aims of the Hartz reforms was to increase employment opportunities, among other in the low wage sector, especially in services. Non-standard workers and among them fixed-term, temporary agency workers, regular part-time workers and mini-jobbers are disproportionally affected by low wages.

Teilzeitarbeit in Führungsetagen ist eine Ausnahme, obwohl das Thema Arbeitszeitreduzierung durch veränderte Familienarrangements und zunehmende berufliche Belastung wichtiger geworden ist. Daran hat weder der seit mehr als 20 Jahren bestehende Rechtsanspruch auf einen Teilzeitarbeitsplatz noch das im Jahr 2019 eingeführte Rückkehrrecht auf einen Vollzeitarbeitsplatz nach zeitlich begrenzten Arbeitszeitreduktionen etwas geändert. Dieser Beitrag nutzt Daten der Europäischen Arbeitskräfteerhebung, um Teilzeitarbeit von Führungskräften in Deutschland sowohl im zeitlichen als auch im internationalen Vergleich einzuordnen und damit ein empirisches Fundament für die gesellschaftliche Diskussion um Teilzeitführungskräfte zu legen. Die Auswertungen zeigen: In Deutschland arbeiteten im Jahr 2019 laut eigener Aussage rund 14 Prozent der Führungskräfte in Teilzeit. Im europäischen Vergleich gehört Deutschland damit zu den Ländern mit dem höchsten Anteil an teilzeitarbeitenden Führungskräften. Die Auswertungen zeigen auch, dass in Deutschland der Anteil der weiblichen Führungskräfte in Teilzeit mit rund 32 Prozent deutlich über dem der männlichen Führungskräfte liegt (rund 3 Prozent) und es große Unterschiede nach Altersgruppen gibt. Als Motiv für eine Arbeitszeitreduktion geben Führungskräfte, insbesondere Frauen, zumeist Pflege- und Betreuungsverpflichtungen.

Die Expertise befasst sich mit der Situation für Geisteswissenschaftler auf dem deutschen Arbeitsmarkt im Vergleich zu anderen Akademikern und zum Arbeitsmarkt in Großbritannien. Datengrundlage sind der Mikrozensus und der British Labour Force Survey. Geisteswissenschaftler erzielen in Deutschland, auch wenn man auf individuelle Eigenschaften und institutionelle Gegebenheiten kontrolliert, niedrigere Nettoarbeitseinkommen als andere Akademiker. Darüber hinaus sind sie überproportional von Arbeitslosigkeit betroffen, sind zu einem hohen Anteil befristet beschäftigt und haben den zweithöchsten Teilzeitanteil aller Akademikergruppen. Das Risiko bildungsinadäquater Beschäftigung ist vergleichbar mit anderen Akademikergruppen. Bezüglich der relativen Einkommensposition und der relativen Betroffenheit von Arbeitslosigkeit sind Geisteswissenschaftler in Deutschland und Großbritannien vergleichbar.

This article examines nonstandard employment and precariousness in four Nordic countries (Denmark, Sweden, Finland and Norway). Drawing on data from the Labour Force Survey from 1995 to 2015, the article investigates and compares recent developments of nonstandard employment in the countries and analyzes whether fixed-term contracts, temporary agency work, marginal part-time work and solo self-employment have precarious elements (measured as income or job insecurity). We conclude that nonstandard employment has remained rather stable in all four countries over time. However, although nonstandard employment seems to be largely integrated in the Nordic labor markets, it still entails precarious elements in certain countries in particular. Norway and Denmark stand out as having less insecure labor markets, while Finland and Sweden have more precariousness associated with nonstandard employment. We argue that these differences are explained by differences in the institutional contexts in the countries.

After childbirth, women often interrupt their careers. These interruptions are associated with negative consequences for later employment, which are greatly influenced by the duration of the interruption. We analyse the influence of occupational characteristics on this duration, as occupations are crucially important for career trajectories in Germany. Specifically focusing on occupational sex segregation, the occupational wage level and the share of part-time workers in occupations, we test two competing hypotheses: on the one hand, lower wages in female-dominated occupations should lead to longer employment interruptions due to lower opportunity costs. On the other hand, a higher ratio of part-time workers should lead to shorter interruptions due to better reconciliation between family and work. In addition, we analyse whether the proportion of women in a given occupation influences the duration of employment interruptions. We test these hypotheses using data from the National Educational Panel Study (starting cohort 6), combined with occupational information from the Sample of Integrated Labour Market Biographies and the German Microcensus. We focus on family-related employment interruptions after the birth of the first child between 1992 and 2010. The results of our discrete event history models indicate that higher wages lead to shorter breaks, while the part-time rate and the proportion of women in an occupation have no significant effects., Nach der Geburt eines Kindes unterbrechen viele Frauen ihre Erwerbstätigkeit. Diese familienbedingten Erwerbspausen führen zu Karrierenachteilen, deren Ausmaß entscheidend von der Dauer der Unterbrechung abhängt. Aufgrund der nachhaltigen Bedeutung des Berufs für den gesamten Erwerbsverlauf in Deutschland untersuchen wir, inwieweit berufliche Merkmale diese Dauer beeinflussen. Dabei konzentrieren wir uns auf den Effekt beruflicher Geschlechtersegregation und die damit einhergehenden Berufsmerkmale Lohnniveau und Teilzeitquote und testen gegenläufige Hypothesen: Einerseits sollte das geringere Lohnniveau in frauendominierten Berufen durch niedrigere Opportunitätskosten zu längeren Erwerbsunterbrechungen führen. Andererseits sollten sich hohe Teilzeitquoten in frauendominierten Berufen aufgrund der besseren Vereinbarkeitsmöglichkeiten verkürzend auf Erwerbsunterbrechungen auswirken. Zudem wird untersucht, ob der Frauenanteil selbst darüber hinaus einen eigenständigen Effekt auf die Unterbrechungsdauer aufweist. Wir testen diese Hypothesen anhand von Daten des Nationalen Bildungspanels (Startkohorte 6), die um berufliche Merkmale beruhend auf der Stichprobe der Integrierten Arbeitsmarktbiographien und des Mikrozensus erweitert werden. Wir betrachten dazu Erwerbsunterbrechungen nach der Geburt des ersten Kindes in den Jahren 1992 bis 2010. Anhand von diskreten Ereignisdatenmodellen zeigt sich, dass ein hohes berufliches Lohnniveau die Rückkehr von Müttern auf den Arbeitsmarkt beschleunigt, während der Teilzeitanteil und der Frauenanteil selbst keinen signifikanten Einfluss aufweisen.

Was passiert mit Erwerbstätigen, die wegen der Kinderbetreuung nicht im gewünschten Umfang erwerbstätig sein können? Der Autor wirft in diesem Beitrag einen Blick auf die Betreuungslücke für Kleinkinder und ihre Folgen für die Beschäftigungsverhältnisse von Müttern und Vätern. Er zeigt, dass mit steigender Kinderzahl das Risiko der prekären Beschäftigung steigt - vor allem für Mütter in den alten Bundesländern, wo die Ganztagsbetreuung schwach ausgebaut ist.

This paper investigates how cumulative disadvantages of non-employment and non-standard work are affecting careers and subjective well-being of older Europeans from 13 countries. In previous research, unemployment, labour market inactivity and part-time work had negative effects, however they were seldom addressed in a common study and over the whole career. In two complementary analyses, first, the employment history of older Europeans is analysed with sequence analysis methods to show how non-employment and part-time work shape careers and to illustrate gender differences. In a second step, adverse career components are used to exemplify cumulative disadvantages on subjective well-being in old age. Data from the Survey of Health, Aging and Retirement in Europe (SHARE) is used for the analyses. After optimal matching and clustering of the retrospective employment history, the results indicate that women experience more turbulent careers with more periods of non-employment and part-time employment. The analyses of subjective well-being show that labour market inactivity and unemployment have negative effects in old age for men, but less for women. Part-time employment has a differentiated effect for women, however not for men.

Denna kvalitativa studie syftar till att undersöka deltidsarbetande personalvetarstudenters upplevda tilltro till sin egen förmåga. I synnerhet, avser vi bringa kunskap om hur att arbeta parallellt med heltidsstudier bidrar till studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet som använts i studien samlades in genom åtta semistrukturerade intervjuer, där personalvetarstudenter som går sista året på programmet på Uppsala universitet intervjuades. Det teoretiska perspektiv som använts är Albert Banduras teori om tilltro till sin egen förmåga, eller engelskans Self efficacy. Begreppet används för att beskriva studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet undersöktes med hjälp av en tematisk analys där teman och underteman i respondenternas svar analyserades fram. Resultatet visar att respondenterna upplever att de erhållit viktiga kompetenser från deltidsarbetet vilket har ökat deras tilltro till sin egen förmåga att få anställning efter examen. Resultatet visar även att andra aspekter av deltidsarbetet har ökat tilltron, såsom att ha deltidsarbetet ”på pappret”, att ha nått framgångar i sitt arbete och kommit över motgångar samt erfarenheter av att söka jobb. Studenternas tilltro till sin egen förmåga att få anställning efter examen har även ökat till följd av en mer realistisk bild arbetsgivarens förväntningar, erfarenheter av diverse intervjusituationer och möjligheten att observera och interagera med andra programstudenter samt kollegor och chefer. Slutsatsen är att deltidsarbetet har en positiv inverkan på studenternas upplevda tilltro till sin egen förmåga att få anställning efter examen., This qualitative paper aims to examine part-time working human resource student’s self-efficacy. In particular, this study aims to bring knowledge about how working part-time while studying full-time affects human resource student's self-efficacy toward getting full-time employment post graduation. The data used in this study was collected through semi-structured interviews, where eight human resource students in their last year of studies at Uppsala university were interviewed. The theory used in this paper is Albert Bandura's theory about self-efficacy. The concept of self-efficacy is here used as self-efficacy towards getting a full-time employment post graduation. The data was processed through a thematic analysis where themes and sub-themes were identified and analyzed. The results show that the participants believe that they have retained important skills from their part-time job which has increased their self-efficacy toward getting full-time employment post graduation. The results also show that other aspects of part-time work have increased their self-efficacy, such as having a part-time work on their resumé, having achieved success in their work and overcoming obstacles and experiences of job-searching. Students' self-efficacy towards getting a job after graduation has also increased as a result of a more realistic view of the employer's expectations, experiences of various interview situations and the opportunity to observe and interact with other human resource students as well as colleagues and managers. The conclusion is that part-time work has a positive impact on students’ perceived self-efficacy toward getting employment post graduation.

Hållbar konsumtion och produktion är viktiga delar i omställningen till ett klimatanpassat samhälle, där livsstilsförändringar kan spela en avgörande roll. Syftet med denna studie är att kvalitativt bedöma huruvida minskad arbetstid och inkomst kan ge effekter på personers miljöpåverkan från konsumtion, samt upplevda välbefinnande. För att uppnå detta utförs kvalitativa intervjuer med fem deltidsarbetande anställda på en svensk arbetsplats inom miljöfältet. Studien visar att de studerade personernas konsumtionsvanor i hög grad präglats av ett miljötänk, både innan och efter deltidsövergången, och vissa har sedan länge levt en sparsam livsstil. Minskad inkomst visade sig ha mindre betydelse för de studerade personernas konsumtionsval, men vissa hade minskat sitt sparande vilket kan tolkas som att konsumtion undviks i framtiden. Samtidigt har Covid-19 påverkat hela samhällets konsumtionsmönster, och studien pekar på att flera intervjupersoner förmodligen spenderar mindre pengar till följd av pandemin. Resultatet visar att minskad arbetstid och inkomst kan ge upphov till konsumtionsminskande effekter såsom ett minskat behov av att kompensera tidsbrist med konsumtion, samt ett mer rationellt och medvetet tänk kring privatekonomin. Det står också klart att en övergång till deltid, med motsvarande inkomstminskning, inte nödvändigtvis innebär att den totala inkomsten minskar i praktiken eftersom sidoinkomster och befordringar kan kompensera för inkomstförlusten. Tidsanvändningen är central för intervjupersonernas konsumtionsval. Mycket av deras tid läggs på aktiviteter med låg miljöbelastning, såsom utbildning, ideellt arbete, motion, vila och sociala relationer. Hur tid spenderas är också det mest centrala för hur intervjupersonernas upplevda välbefinnande påverkas, eftersom inkomstminskningen har en nästintill obefintlig negativ påverkan på dem. Mer tid till återhämtning, familj, vänner, vardagsbestyr och, Sustainable consumption and production are important elements in the transition into a climate-adapted society, where lifestyle changes could play a crucial role. The purpose of this study is to qualitatively assess whether reduced working hours and income can have effects on people's environmental impact from consumption, as well as perceived well-being. To achieve this, qualitative interviews are conducted with five part-time employees at a Swedish workplace in the environmental field. The study shows that the interviewees’ consumption habits were largely characterized by environmental thinking, both before and after the part- time transition, and some already live a sufficient lifestyle. Reduced income proved to be less important for the interviewees' choice of consumption, however, some had reduced their savings, which can be interpreted as avoiding consumption in the future. At the same time, Covid-19 has affected the consumption patterns of society as a whole, and the study suggests that several interviewees probably spend less money as a consequence of the pandemic. The results show that reduced working hours and income can give rise to consumption-reducing effects such as a reduced need to compensate for lack of time with consumption, as well as more rationality and awareness regarding personal finances. It is also clear that a transition to part-time work, with a corresponding decrease in income, does not necessarily mean that total income decreases in practice, as side incomes and promotions can compensate for the loss of income. The use of time is central to the interviewees' consumption choices. A lot of their time is spent on activities with a low environmental impact, such as education, voluntary work, exercise, rest, and social relationships. How time is spent is also the most important factor in how the interviewees’ perceived well-being is affected, as the reduction in income has an almost non-existent negative impact on them. More time for recovery

Hållbar konsumtion och produktion är viktiga delar i omställningen till ett klimatanpassat samhälle, där livsstilsförändringar kan spela en avgörande roll. Syftet med denna studie är att kvalitativt bedöma huruvida minskad arbetstid och inkomst kan ge effekter på personers miljöpåverkan från konsumtion, samt upplevda välbefinnande. För att uppnå detta utförs kvalitativa intervjuer med fem deltidsarbetande anställda på en svensk arbetsplats inom miljöfältet. Studien visar att de studerade personernas konsumtionsvanor i hög grad präglats av ett miljötänk, både innan och efter deltidsövergången, och vissa har sedan länge levt en sparsam livsstil. Minskad inkomst visade sig ha mindre betydelse för de studerade personernas konsumtionsval, men vissa hade minskat sitt sparande vilket kan tolkas som att konsumtion undviks i framtiden. Samtidigt har Covid-19 påverkat hela samhällets konsumtionsmönster, och studien pekar på att flera intervjupersoner förmodligen spenderar mindre pengar till följd av pandemin. Resultatet visar att minskad arbetstid och inkomst kan ge upphov till konsumtionsminskande effekter såsom ett minskat behov av att kompensera tidsbrist med konsumtion, samt ett mer rationellt och medvetet tänk kring privatekonomin. Det står också klart att en övergång till deltid, med motsvarande inkomstminskning, inte nödvändigtvis innebär att den totala inkomsten minskar i praktiken eftersom sidoinkomster och befordringar kan kompensera för inkomstförlusten. Tidsanvändningen är central för intervjupersonernas konsumtionsval. Mycket av deras tid läggs på aktiviteter med låg miljöbelastning, såsom utbildning, ideellt arbete, motion, vila och sociala relationer. Hur tid spenderas är också det mest centrala för hur intervjupersonernas upplevda välbefinnande påverkas, eftersom inkomstminskningen har en nästintill obefintlig negativ påverkan på dem. Mer tid till återhämtning, familj, vänner, vardagsbestyr och, Sustainable consumption and production are important elements in the transition into a climate-adapted society, where lifestyle changes could play a crucial role. The purpose of this study is to qualitatively assess whether reduced working hours and income can have effects on people's environmental impact from consumption, as well as perceived well-being. To achieve this, qualitative interviews are conducted with five part-time employees at a Swedish workplace in the environmental field. The study shows that the interviewees’ consumption habits were largely characterized by environmental thinking, both before and after the part- time transition, and some already live a sufficient lifestyle. Reduced income proved to be less important for the interviewees' choice of consumption, however, some had reduced their savings, which can be interpreted as avoiding consumption in the future. At the same time, Covid-19 has affected the consumption patterns of society as a whole, and the study suggests that several interviewees probably spend less money as a consequence of the pandemic. The results show that reduced working hours and income can give rise to consumption-reducing effects such as a reduced need to compensate for lack of time with consumption, as well as more rationality and awareness regarding personal finances. It is also clear that a transition to part-time work, with a corresponding decrease in income, does not necessarily mean that total income decreases in practice, as side incomes and promotions can compensate for the loss of income. The use of time is central to the interviewees' consumption choices. A lot of their time is spent on activities with a low environmental impact, such as education, voluntary work, exercise, rest, and social relationships. How time is spent is also the most important factor in how the interviewees’ perceived well-being is affected, as the reduction in income has an almost non-existent negative impact on them. More time for recovery

En el presente artículo se analiza la incidencia del tiempo en la configuración del régimen fijo discontinuo a fin de determinar cómo la misma condiciona los derechos de este tipo de trabajadores y la identificación del tiempo computable a efectos de su reconocimiento o cuantificación; eso es, de la antigüedad. Todo ello al hilo de las Sentencias del Tribunal Supremo de 19 de noviembre de 2019 (Rec. 2309/2017) y de 30 de julio de 2020 (Rec. 324/2018), en las que se resuelve, respectivamente, sobre el tiempo computable a efectos del complemento de antigüedad regulado en el IV Convenio Colectivo de la Agencia Tributaria (AEAT) y a efectos de la indemnización por despido del art. 56.1 ET., This article analyses the incidence of time in the configuration of the permanent seasonal regime in order to determine how it conditions the rights of this type of employee and the identification of the time to be considered for the purposes of its recognition or quantification; that is, seniority. All of this is in line with the Supreme Court decisions of 19 November 2019 (App. 2309/2017) and 30 July 2020 (App. 324/2018), in which it ruled, respectively, on the time that should be taken into account for the purposes of the seniority supplement regulated in the IV Collective Agreement of the Tax Agency (AEAT) and for the purposes of the severance payment under article 56, § 1, of Worker’s Statute.

Denna kvalitativa studie syftar till att undersöka deltidsarbetande personalvetarstudenters upplevda tilltro till sin egen förmåga. I synnerhet, avser vi bringa kunskap om hur att arbeta parallellt med heltidsstudier bidrar till studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet som använts i studien samlades in genom åtta semistrukturerade intervjuer, där personalvetarstudenter som går sista året på programmet på Uppsala universitet intervjuades. Det teoretiska perspektiv som använts är Albert Banduras teori om tilltro till sin egen förmåga, eller engelskans Self efficacy. Begreppet används för att beskriva studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet undersöktes med hjälp av en tematisk analys där teman och underteman i respondenternas svar analyserades fram. Resultatet visar att respondenterna upplever att de erhållit viktiga kompetenser från deltidsarbetet vilket har ökat deras tilltro till sin egen förmåga att få anställning efter examen. Resultatet visar även att andra aspekter av deltidsarbetet har ökat tilltron, såsom att ha deltidsarbetet ”på pappret”, att ha nått framgångar i sitt arbete och kommit över motgångar samt erfarenheter av att söka jobb. Studenternas tilltro till sin egen förmåga att få anställning efter examen har även ökat till följd av en mer realistisk bild arbetsgivarens förväntningar, erfarenheter av diverse intervjusituationer och möjligheten att observera och interagera med andra programstudenter samt kollegor och chefer. Slutsatsen är att deltidsarbetet har en positiv inverkan på studenternas upplevda tilltro till sin egen förmåga att få anställning efter examen., This qualitative paper aims to examine part-time working human resource student’s self-efficacy. In particular, this study aims to bring knowledge about how working part-time while studying full-time affects human resource student's self-efficacy toward getting full-time employment post graduation. The data used in this study was collected through semi-structured interviews, where eight human resource students in their last year of studies at Uppsala university were interviewed. The theory used in this paper is Albert Bandura's theory about self-efficacy. The concept of self-efficacy is here used as self-efficacy towards getting a full-time employment post graduation. The data was processed through a thematic analysis where themes and sub-themes were identified and analyzed. The results show that the participants believe that they have retained important skills from their part-time job which has increased their self-efficacy toward getting full-time employment post graduation. The results also show that other aspects of part-time work have increased their self-efficacy, such as having a part-time work on their resumé, having achieved success in their work and overcoming obstacles and experiences of job-searching. Students' self-efficacy towards getting a job after graduation has also increased as a result of a more realistic view of the employer's expectations, experiences of various interview situations and the opportunity to observe and interact with other human resource students as well as colleagues and managers. The conclusion is that part-time work has a positive impact on students’ perceived self-efficacy toward getting employment post graduation.

This exploratory compilation thesis of four sub studies in Social Work aims to qualitatively examine how employees are affected by organisational changes and other work-related processes, and also to increase understanding of the causes of sick leave and being on sick leave through analysing the experiences of people from different professional backgrounds. Against the background of the labour market and social policy changes introduced at the beginning of the 1990s, these are urgent issues to address, particularly since there is a lack of qualitative studies linking work environment to mental health and sick leave, from the perspective of the employee. The focus of this doctoral thesis is on the relational and emotional processes involved. The empirical material consists of qualitative interviews with assistant nurses and care assistants in municipal home care services for the elderly, and with individuals of different professional backgrounds who were on long-term sick leave with stress-related diagnosis. To understand the central contribution of the thesis – working in an uphill struggle – as something beyond the individual experience, the structures framing the individual must be included in the analysis. The feeling of working in an uphill struggle arises in the process of having to work against personal conviction and harbouring conflicting emotions when institutional and structural conditions for gainful employment and health insurance have changed for the worse, thus obstructing the opportunity to fulfil personal performance standards of quality and credibility. Conflicting feelings can lead to emotional dissonance, which unresolved may lead to illness and sick leave. The uphill struggle is manifested in various ways, as presented in the four sub studies., Denna avhandling i socialt arbete studerar hur arbetstagare påverkas av organisationsförändringar och andra arbetsrelaterade processer som kan föranleda psykisk ohälsa och sjukskrivning, samt hur det är att vara sjukskriven med en psykiatrisk diagnos av stressrelaterad karaktär. Det är angelägna frågor att studera mot bakgrund av den samhällsomvandling som inleddes i början på 1990-talet med omfattande förändringar inom arbetslivet och socialpolitiken, speciellt då det råder brist på fördjupad kunskap utifrån arbetstagares och sjukskrivnas perspektiv. För att förstå avhandlingens övergripande bidrag, arbete i motvind, som något mera än en individuell upplevelse, måste den kontext som individen lever inom inkluderas i analysen. Känslan av att arbeta i motvind uppkommer genom att tvingas arbeta mot sin övertygelse och härbärgera motstridiga känslor när institutionella och strukturella villkor för lönearbetet och sjukförsäkringen förändrats och försämrats och blir till hinder för att förverkliga egna krav på kvalitet och trovärdighet. Dessa motstridiga känslor kan leda till emotionell dissonans som om den inte löses upp riskerar att leda till ohälsa och sjukskrivning. Arbete i motvind tar sig uttryck på olika sätt som redovisas i avhandlingens fyra delstudier.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

Der Beitrag untersucht die Verbreitung von Teilzeitarbeit und Unterbeschäftigung in sozialen Dienstleistungsberufen im europäischen Ländervergleich. Anhand von Daten der Europäischen Arbeitskräfteerhebung aus dem Jahr 2014 unterscheiden die Autorinnen zwischen Hilfs- und Fachkräften in den Bereichen Erziehung/Bildung einerseits und Pflege/Gesundheit andererseits. Sie zeigen, dass in den meisten der 19 untersuchten Länder die Beschäftigten in sozialen Dienstleistungsberufen häufiger Teilzeit arbeiten als der Durchschnitt der übrigen Beschäftigten. Bei Hilfskräften in sozialen Dienstleistungsberufen ist Teilzeitarbeit häufiger und die Zahl der Wochenarbeitsstunden geringer als bei Beschäftigten in anderen Berufen. Die Hilfskräfte würden ihre Arbeitszeiten gern verlängern, Lehr- und Fachkräfte hingegen nicht. Die Autorinnen diskutieren ihre Befunde im Lichte der aktuellen sozialstaatlichen Herausforderungen, zu denen auch gehört, Fachkräftemangel und drohender Abwanderung aus sozialen Berufen zu begegnen. Neue und existenzsichernde Arbeitszeit- und Entlohnungskonzepte sind dazu erforderlich.

Die COVID-19-Krise verändert die Arbeitswelt. Der Lockdown zur Eindämmung der Pandemie ging in den Betrieben mit der weitgehenden Umstellung auf die Arbeit im "Homeoffice" einher: die Nutzung der betrieblichen Räume wurde stark eingeschränkt, Besprechungen wurden größtenteils auf Onlineformate umgestellt. In dieser Studie untersuchen wir, wie sich die COVID-19-Krise auf die Arbeitssituation der Jobsharer*innen in Deutschland ausgewirkt hat. Basierend auf einer Onlinebefragung von Jobsharer*innen zeigen wir, dass sich das Jobsharing-Modell als sehr robust erweist. Die Jobsharer*innen können während der Krise die Flexibilität, aber auch die Unterstützung und die strategischen Vorteile der Abstimmung und Entscheidung im Tandem nutzen, was ihnen die Bewältigung der neuen Belastungen erleichtert., The COVID-19 crisis is changing the world of work. The lockdown to contain the pandemic was accompanied in the companies by the extensive shift to work at home: the presence of employees on the companies' premises was severely restricted, meetings were largely converted to online formats. In this study we investigate how the COVID-19 crisis has affected the work situation of jobsharers in Germany. Based on an online survey of jobsharers, we show that the jobsharing model has proven to be very robust. During the crisis, the jobsharers could take advantage of the flexibility, but also the support and strategic advantages of joint decision-making with their jobsharing partner, which made it easier for them to cope with the new challenges.

Teilzeitarbeit gilt in Deutschland als ein wichtiges Instrument für die Vereinbarkeit von Beruf und Familie. Bisherige Erklärungen von Teilzeitarbeit fokussieren vorrangig auf Frauen und diskutieren individuelle, haushaltsbezogene und institutionelle Faktoren. Männer sowie berufsstrukturelle Einflussfaktoren auf Teilzeitarbeit wurden bislang jedoch kaum adressiert. In diesem Beitrag untersuchen wir daher die Bedeutung von Berufsmerkmalen für Übergänge von Vollzeit- in Teilzeitbeschäftigung von Frauen und Männern zwischen 1992 und 2015 in Deutschland. Im Fokus steht die Frage, inwiefern die berufliche Geschlechtersegregation und berufliche Arbeitszeitarrangements als Rahmenbedingungen den Übergang in Teilzeit erklären können und ob sie geschlechterdifferente Effekte aufweisen. Unsere theoretischen Überlegungen basieren auf Krügers Institutionenansatz und Ackers Ansatz der Gendered Organizations. Für die Analysen werden Daten des Nationalen Bildungspanels (Startkohorte 6) mit aggregierten beruflichen Merkmalen, basierend auf dem Mikrozensus, kombiniert. Die Ergebnisse der Cox Proportional Hazard-Modelle zeigen, dass weniger die berufliche Geschlechtersegregation, sondern vor allem berufliche Arbeitszeitarrangements Übergänge in Teilzeit beeinflussen, allerdings auf geschlechterdifferenzierte Weise. Während die Vielarbeitsnorm in Berufen, gemessen an Vollzeitarbeit und Überstunden, Teilzeitarbeit für Männer verhindert, gehen Frauen unter diesen Rahmenbedingungen häufiger in Teilzeit über., In Germany, part-time work is considered to be important for reconciling paid work and family responsibilities. Previous explanations of part-time work focused primarily on women and discussed individual, household, and institutional factors. However, men as well as occupational factors influencing part-time work have hardly been addressed so far. In this article, we therefore examine the importance of occupational characteristics for the transitions from full-time to part-time employment for women and men between 1992 and 2015 in Germany. Our main question is: how do occupational gender segregation and working-time arrangements explain the transition to part-time work and do they have gender-differentiated effects? Our theoretical considerations are based on Krüger’s institutional approach and Acker's gendered organizations approach. For the analyses data from the National Education Panel Study (Starting Cohort 6) are merged with aggregated occupational characteristics based on the German Microcensus. The results of the Cox proportional hazard models show that rather than occupational sex segregation, it is occupational working-time arrangements that affect transitions to part-time work, but in a gender-differentiated way. While the prevalence of ideal worker norms in occupations, measured in terms of full-time work and overtime, prevent men from working part-time, women change to part-time under these conditions more often.

Organisationen in männerdominierten Branchen sind auf eine Vereinbarkeit von Erwerbs- und Betreuungsarbeit wenig ausgerichtet. Männer zeigen aber zum Teil neue Erwerbs- und Familienorientierungen. Welche Zugänge zur Umsetzung involvierter Vaterschaft lassen sich in männerdominierten Organisationen gegenwärtig feststellen? Basierend auf einem interpretativen Zugang zu Organisationen stellt der Beitrag dazu Ergebnisse einer qualitativen empirischen Studie aus Österreich vor. Die Ergebnisse machen deutlich, wie kurze Abwesenheiten als Normalfall männlicher Elternzeit konstruiert und Arbeitszeitadaptionen vor allem innerhalb des Formats der Vollzeitbeschäftigung zugelassen werden. Dies trifft auch auf Schichtarbeit zu, die als besonders inkompatibel mit Vereinbarkeitsthemen gilt. Die Ergebnisse zeigen außerdem, wie eine Vaterschaft zur Legitimierung eines Wunsches nach Distanzierung von der Erwerbsarbeit beitragen kann. Insgesamt wird erkennbar, dass ein punktueller Wandel der Arbeitszeit- und Organisationskulturen in männerdominierten Branchen stattfindet, aber von Organisationen und Beschäftigten in einem engen Rahmen gehalten wird, um die Orientierung am männlichen Erwerbsideal nicht zu erschüttern., Organisations in male-dominated sectors tend to be less focused on reconciling employment and care work. Yet some men are currently redefining work and family life. What approaches with regard to facilitating or hindering involved fatherhood can currently be observed in male-dominated organisations? Based on an interpretive approach to organisations, this article presents the findings of a qualitative empirical study conducted in Austria. They highlight how organisations construct short absences as the normal case when it comes to men’s parental leave and how they mainly allow for working time to be adapted within the full-time employment model. The same goes for shift work, which is often considered to be particularly incompatible with issues around reconciling work and family life. The findings also show how fatherhood can contribute to legitimising the desire to distance oneself from the world of paid work. Overall, isolated changes in working time and organisational culture can be observed in male-dominated sectors, but these are being constrained within narrow limits by organisations and employees to avoid interfering with the male ideal of employment.

Der Begriff Jobsharing bezeichnet Arbeitsmodelle, in denen sich zwei in Teilzeit arbeitende Personen im Tandem einen Arbeitsplatz teilen. Der Fokus der hier vorliegenden Studie liegt dabei auf Positionen mit Führungsverantwortung bzw. mit anspruchsvollen Expertenaufgaben. Untersucht werden die Fragen: (1) Wie gestalten Unternehmen die Rahmenbedingungen und Regeln des Jobsharing? (2) Wie nehmen die Jobsharer*innen die Arbeit im Tandem sowie die Auswirkungen auf Arbeitsorganisation, Karrierechancen und die Work-Life-Balance wahr? (3) Welche Typen von Jobsharingtandems gibt es und wie unterscheiden sie sich im Hinblick auf Funktionsweise und Arbeitsorganisation? Die Untersuchung beruht auf einer 2019 durchgeführten Befragung in zehn Unternehmen, in denen Jobsharing praktiziert wird, und kombiniert drei Arten der Datenerhebung und Analyse: Interviews mit Vertreter*innen der Personalabteilungen, eine quantitative Onlinebefragung der Jobsharer*innen und leitfadengestützte Interviews mit Jobsharer*innen. Die Studie zeigt, dass die befragten Jobsharer*innen ihre Arbeitssituation insgesamt sehr positiv bewerten. Am kritischsten werden die Karriereeffekte, also der Einfluss der Arbeit im Jobsharing auf ihre Chancen des beruflichen Fortkommens, sowie der Zeitdruck und Arbeitsstress wahrgenommen. Zugleich zeigt die Studie, dass es unterschiedliche Typen von Jobsharingtandems gibt, die sich im Hinblick auf Zustandekommen und auch Arbeitssituation unterscheiden: "symbiotische Karrieretandems", "fremdbestimmte Tandems", "Sparringspartner*innen im höheren Management" und "strategische Bündnisse im höheren Management"., The term job sharing refers to work arrangements in which two people working part-time share a workplace in tandem. The focus of this study is on job sharing positions with leadership responsibility or demanding expert tasks. The following questions are examined: (1) How do companies shape the general conditions and rules of job sharing? (2) How do job sharers perceive the work in a tandem and its effects on work organization, career opportunities and work-life balance? (3) What types of job sharing tandems exist and how do they differ in terms of work organisation? The study was conducted in 2019 in ten companies which offer job sharing. It combines three types of data collection and analysis: interviews with HR representatives, a standardized online survey of job sharers and semi-structured in-depth interviews with job sharers. The study shows that job sharers assess their work situation very positively overall. Aspects which are seen more critically are the career effects, i.e. the influence of job sharing on their chances of career advancement, as well as time pressure and work stress. In addition, the study shows that there are four types of job-sharing tandems that differ in terms of how they come about and how the work situation is perceived: "symbiotic career tandems", "involuntary tandems", "sparring partners in senior management" and "strategic alliances in senior management".

The article presents an analysis of the association between labor market characteristics related to female employment and the prevalence of in-work poverty. We compare two relative measures of in-work poverty: The individual definition refers to workers whose salary is below 60% of the median, while the household-level definition refers to individuals whose household income is below 60% of the median. Microdata from the 2014 EU-SILC survey and macrodata on involuntary part-time employment and female labor market participation are used to perform a multilevel analysis on 31 European countries. The results show a positive relationship between involuntary part-time work and in-work poverty according to the household definition. Female labor market participation is positively associated with the individual definition and negatively with the household one. However, after controlling for the level of within-country income inequality, only the effect of the female employment rate remains positive and significant for the individual in-work. These results shed light on the multifaceted role of labor market characteristics related to female employment and their implications for policy. We argue that the promotion of female participation should be combined with explicit measures to reduce the disadvantageous position of women in the labor market.

Das Kapitel behandelt die Entwicklung von vereinbarten, tatsächlichen und gewünschten Arbeitszeiten und analysiert deren Veränderung im Zeitverlauf für unterschiedliche Beschäftigtengruppen und Haushaltstypen. Die Analyse zeigt eine zunehmende Heterogenität der im Zeitverlauf tendenziell kürzer werdenden Arbeitszeiten sowie eine Angleichung zwischen Ost- und Westdeutschland. Normgeprägte Arbeitszeiten werden seltener gewünscht und realisiert. Die stärksten Veränderungen zeigen sich bei den Arbeitszeiten der Frauen. Entscheidende Einflussgrößen sind die sich wandelnde geschlechtsbezogene Arbeitsteilung sowie arbeitsmarktbezogene und betriebliche Faktoren. Die Realisierung von Arbeitszeitwünschen gelingt häufig nicht und ist im Zeitverlauf auch nicht leichter geworden.

Sabbaticals stellen ein wichtiges Element der lebensverlaufsorientierten Arbeitsmarktund Sozialpolitik dar. Sie ermöglichen individuell gesteuerte Auszeiten für berufliche und außerberufliche Interessen der Beschäftigten, wie Weiterbildung, berufliche Umorientierung, Kinderbetreuung, Pflege, Erholung oder Freizeit. Derzeit können Sabbaticals in Deutschland nur im Rahmen individueller Anspar- und Finanzierungsmodelle realisiert werden, die mit dem Arbeitgeber zu vereinbaren und zu regeln sind. Die Verbreitung und Nutzung hängt damit vom betrieblichen Angebot und den verfügbaren Ressourcen der Beschäftigten ab und fällt insgesamt eher gering und selektiv aus. Vor diesem Hintergrund untersucht die vorliegende Studie, in welchem Maße und unter welchen Bedingungen ein finanziell und sozial abgesicherter Rechtsanspruch hier zu Verbesserungen beitragen kann. Dazu werden auf der einen Seite Probleme und Handlungsfelder in der bestehenden Regelungspraxis in Deutschland identifiziert, auf der anderen Seite Erfahrungen anderer europäischer Länder skizziert, in denen Sabbaticals im Rahmen eines gesetzlichen Anspruchs geregelt wurden. Auf dieser Grundlage werden abschließend die Chancen und Risiken diskutiert, die mit der möglichen Einführung eines Rechtsanspruchs in Deutschland zu erwarten sind und Anforderungen an dessen institutionelle Ausgestaltung und Flankierung formuliert., Sabbaticals constitute an important part of life-course-oriented labour market and social policies. They pave the way to individually managed career-breaks making space for the employees’ professional or extra-professional projects and interests such as further training, professional reorientation, childcare, care, recreation or leisure-time. In Germany sabbaticals are currently arranged directly between employee and employer and are financed via individual savings schemes. The dissemination and use of sabbaticals is dependent on the employees’ (financial) resources and the companies' offers and is therefore comparatively low and socially selective. This paper’s aim is to determine to what extent and under what conditions a legal claim to a socially and financially secured sabbatical would ameliorate its dissemination and use. For this purpose the paper examines, on the one hand, problems and areas of activity in the existing German regulations. On the other hand, experiences of European countries with legally binding sabbatical regulations will be outlined. On this basis the chances and risks of a potential implementation of a legal claim to a sabbatical in Germany will be discussed. Furthermore, requirements regarding its institutional organization and flanking will be formulated.

Notas sobre las sentencias del Tribunal Superior de Justicia, del Tribunal Supremo y del Tribunal de Justicia más destacadas en Derecho individual del trabajo relacionadas con Galicia en el segundo semestre de 2019., Notas sobre as sentenzas do Tribunal Superior de Xustiza de Galicia, do Tribunal Supremo y do Tribunal de Xustiza mais destacadas en Dereito individual do traballo relacionadas con Galicia no segundo semestre de 2019

In this paper, after analysing the practical unanimity in the judicial considering riders as employees, I describe the difficulty of fitting the management of the working time of this kind of relation under the current regulation. for the purposes of analysis, a distinction is made between workers whose employment is declared by the courts or by conversion at the request of Labour Inspection, and those who may be directly hired as employees. In both cases, the regulation of "jornadas especiales de trabajo" (special working time) is appliable. This regulation determines the extension and remuneration of different situations of service provision. Thus, in practice, for part-time workers with relatively short working hours, the mechanism of ·horas complementarias" is clearly insufficient for the flexibility sought; nor is the irregular distribution of the working hours adequate. Therefore, without regulatory reforms -of wich a proposal is included in the last section- the only possible way to articulate the relationship is a constant renewal of the content of the contract, wich implies a high level of legal uncertainty., En este trabajo, tras analizar la práctica unanimidad en las resoluciones judiciales en la calificación como laboral de la relación jurídica existente entro los repartidores (riders) y las plataformas tecnológicas se analiza la dificultad de encajar la gestión del tiempo de trabajo querida por las partes en los modelos de jornada laboral regulados en la legislación vigente. Se distingue, a efectos de análisis, la situación de los trabajadores cuya laboralidad se declara judicialmente o por conversión a instancias de la ITSS de aquellos que eventualmente sean contratados directamente en régimen laboral. En ambos casos, se entiende aplicable la ordenación especial de jornada prevista para el transporte terrestre, lo que determina la extensión y retribución de distintas situaciones de la prestación de servicios. Así, tratándose en la práctica de trabajadores a tiempo parcial con una jornada relativamente pequeña, el mecanismo de las horas complementarias resulta claramente insuficiente para la flexibilidad buscad; tampoco la distribución irregular de la jornada es adecuado, por lo que en ausencia de reformas normativas -respecto de las que en el último apartado se incluye una propuesta- la única vía posible para articular la relación es una novación constante del contenido del contrato, con la consiguiente inseguridad jurídica.

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers’ breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.