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Enhancing graduate employability is an increasing focus within higher education, however, although part-time work is a majority experience for students the skills gained through non-professional employment are often treated as having limited value in constructions of graduate employability. This paper engages in dialogue with a series of viewpoint and research articles in this journal advocating the accreditation of this work by higher education institutions to increase its influence in graduate recruitment. Specifically, these articles challenge students to improve their employability by reflecting on and documenting their part-time work experiences in support of this accreditation approach. In doing so, it is assumed employers will value this work experience and that such accreditation will improve graduates' employment prospects. In response, reflecting on a study of Australian business students (N = 92), this paper highlights tensions associated with students' part-time work and the perceived employability-enhancing value of what is typically characterised by employers as non-relevant, and therefore non-valuable, work experience. The paper concludes by suggesting that shifting the challenge for recognising the value of non-professional work experience away from students and universities and toward industry and employers is more likely to yield improved graduate employment results for students transitioning from education to graduate employment. [ABSTRACT FROM AUTHOR]

How do fathers adjust their working hours after the birth of their first child? Though the impact of childbirth on women's employment is well-established, less is known about its effect on fathers. We investigate this question in the Netherlands (2006–2017), a country characterized by high prevalence of part-time work. We focus on two contexts that might shape the extent to which first-time fathers reduce their working hours after childbirth: the household and the organization. For this purpose, we use detailed longitudinal register data. The results reveal that men's employment displays a high degree of stability around childbirth: even in the Dutch "part-time economy," the vast majority of fathers remain full-time employed. We do find substantial heterogeneity in labor market responses after childbirth. Fathers earning relatively less than their partner pre-childbirth are more likely to scale down their working hours. The organizational gender composition is also associated with work hours reductions following childbirth. Although we find that fathers' employment is contingent on both the household and organizational context, the substantial stability in men's labor supply remains an obstacle to a more equal division of (un)paid labor. [ABSTRACT FROM AUTHOR]

The growth of atypical work has created a divide between insiders, with safe jobs, and outsiders, in fixed-term, part-time, and/or precarious work situations. Due to higher economic risk, outsiders support compensating social policies more than insiders. However, the same consistency has not been found in the attitudes of part-time outsiders. Consequently, this article suggests an expansion from the work-nexus to the care-nexus of welfare when examining these outsiders' political behavior. Findings from a structural equation framework using Norwegian data (N  = 2,254) from 2022 show that part-time outsiders experience higher risk of partner dependency, making them more likely to support optional familialism in family policy. As part-time work is strongly feminized, these findings have important implications for gender equality in the private and public spheres. Additionally, the results call for future research on insider/outsider dynamics to take both the work-nexus and care-nexus of the welfare state into account. [ABSTRACT FROM AUTHOR]

Using tract-level US Census data and triple-difference estimators, the authors test whether firms increase their use of part-time workers when faced with capped wage subsidies. By limiting the maximum subsidy per worker, such subsidies create incentives for firms to increase the share of their payroll that is eligible for the subsidy by increasing use of part-time or low-wage workers. Results suggest that firms located in federal Empowerment Zones in the United States responded to the program's capped wage subsidies by expanding their use of part-time workers, particularly in locations where the subsidy cap is likely to bind. Results also show a shift toward hiring lower-skill workers. [ABSTRACT FROM AUTHOR]

Mothers are often viewed as encumbered workers, juggling multiple responsibilities in paid and reproductive work. In this article, we examine the paid and reproductive experiences of mothers with preschool children in Canada, using a socio-ecological framework and a critical-feminist lens to explore the micro and macro environments that shape women’s home and work lives. To do this analysis, we completed demographic surveys, focus groups, and individual interviews with 58 mothers of preschool children in the Province of Alberta, Canada. The key finding discussed in this article is that for many participants, regardless of current job status (full-time, part-time or opt-out), the idealized solution to work-family integration challenges was part-time employment. Results suggest that although part-time employment was viewed as an ideal for many mothers, in practice, it proved to be a less-than-perfect solution for mothers attempting to integrate paid and unpaid work. Because earned income is the key source of financial well-being for the vast majority of Canadian households, and mothers’ marginalization in paid work may impede mothers’ income security and wellbeing, we posit that maternal employment is a key facet of gender equality that needs more attention in the scholarly literature. [ABSTRACT FROM AUTHOR]

Abstract Background Absenteeism is consistently higher in public than in private organizations, as is the use of part-time employment. The aim of this study is to identify whether there is a relationship between part-time work and sickness absence at the organizational level. Methods The data is a six-year panel for the full population of Norwegian municipalities (N = 422), linking objective register data on both part-time employment and sickness absence. Using OLS regression with fixed effects for municipality and time, we estimate the statistical effects of the municipalities’ use of part-time work on sickness absence. Results The bivariate correlation between percentage position at the municipal level and percentage sickness absence is positive and significant (Pearson’s r = .25, sig LE 0.01). When controlling for fixed effects for municipality and time, as well as municipality economy, municipality size, ratio of female employees in the municipality and characteristics of the general population, the multivariate regression coefficient is still positive but insignificant (coefficient = 1.56, robust standard error = 1.31). Conclusions The main findings are that the organizations’ use of part-time work is unrelated to sickness absence indicating that organizations with extensive use of part-time work do not experience higher levels of absenteeism than those having less extensive use of part-time employees.

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.

Introduction: The possibility of balancing career and family is meanwhile a central concern for most physicians when choosing a job. The aim of this study was to identify current barriers and opportunities for physician education and career planning. Methods: This cross-sectional study was conducted as an online survey between 11/2021 and 02/2022 and targeted physicians at all career levels in Germany who were members of a clinical professional association. Alternative and consent questions were used to assess experiences/attitudes toward various aspects of life and career planning, as well as alternative work and parental leave models, depending on gender, specialty, and hierarchical level. Results: The majority of the 2060 participants were female (69%) and had children (66%). Many childless residents reported that they felt they had to choose between children and a career. The majority of female residents, specialists and attending physicians (Ø 55.5%) stated that they had experienced career losses as a result of taking parental leave, while most men did not share this experience (Ø 53.7%). 92% of all participants agreed with the statement that men and women have different career opportunities. Job-sharing models were considered feasible at all levels of the hierarchy by an average of 55.6% of all medical executives. Conclusion: Parenthood and the use of parental leave and part-time work appear to have a significant impact on the career paths of those surveyed. Although the majority of directors of medical training programs are open to job-sharing models, further measures are needed in order to equalize career opportunities for men and women. [ABSTRACT FROM AUTHOR]

Copyright of Hacettepe Law Review is the property of Hacettepe Law Review and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Absenteeism is consistently higher in public than in private organizations, as is the use of part-time employment. The aim of this study is to identify whether there is a relationship between part-time work and sickness absence at the organizational level. Methods: The data is a six-year panel for the full population of Norwegian municipalities (N = 422), linking objective register data on both part-time employment and sickness absence. Using OLS regression with fixed effects for municipality and time, we estimate the statistical effects of the municipalities' use of part-time work on sickness absence. Results: The bivariate correlation between percentage position at the municipal level and percentage sickness absence is positive and significant (Pearson's r =.25, sig LE 0.01). When controlling for fixed effects for municipality and time, as well as municipality economy, municipality size, ratio of female employees in the municipality and characteristics of the general population, the multivariate regression coefficient is still positive but insignificant (coefficient = 1.56, robust standard error = 1.31). Conclusions: The main findings are that the organizations' use of part-time work is unrelated to sickness absence indicating that organizations with extensive use of part-time work do not experience higher levels of absenteeism than those having less extensive use of part-time employees. [ABSTRACT FROM AUTHOR]

Purpose: Female urologists are distinctly underrepresented in leading positions. The reasons behind this inequity remain unclear, with some suggesting factors such as family responsibilities, part-time work and insufficient mentorship. This study aimed to explore and characterize the working conditions of female urologists in Germany, with a focus on factors influencing the working time model. Methods: A questionnaire was developed and distributed to 1343 female members of the German Society of Urology between February and March 2022. The survey consisted of 43 questions covering the categories demographics, occupation situation, satisfaction at work, family situation, career aspects and research activity. Results: Of the 487 female German urologists who participated in the survey, 167 (34.3%) worked part-time. Doctors in training were significantly less likely to work part-time than colleagues who had completed their specialist training (p < 0.001). Only 10% of female doctors in training reported working part-time. Similarly, having children (p < 0.001) and engaging in scientific activities (p = 0.03) were independent factors influencing part-time work, with children increasing the likelihood of working part-time as expected, while scientifically active female urologists were more likely to work full-time. Conclusion: This study provides the largest survey on the situation of female urologists in German-speaking countries to date. Part-time work during specialist training is rare, while more than 50% of female urologists with children work part-time. With the projected decline in the number of practicing physicians and the increasing demand for medical attention, it is crucial to find ways to retain and support healthcare professionals, particularly female urologists. [ABSTRACT FROM AUTHOR]

This paper uses micro-data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey to examine the relationship between gender role attitudes and the labour supply of men and women. Using the Wellington decomposition technique, the paper also considers how much of the change in the gender gap in labour force participation (LFP) between 2001/5 and 2015/19 may be explained by changes in the gender role attitudes of adult women and men. The results show a 6.5 percentage point convergence in the gender gap in LFP between the two periods. Nearly half the convergence arises from a change in the schooling attainment of men and women. Just over one-third is due to changes in gender role attitudes (faster adoption of egalitarian gender role attitudes by women). [ABSTRACT FROM AUTHOR]

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This paper investigates the link between non-standard employment (NSE) and the risk of partnership dissolution, applying event history analysis to data from the German Socio-Economic Panel (SOEP) and the Household, Income and Labour Dynamics in Australia (HILDA) Survey for the period 2001–2016. It moves beyond previous studies by (a) considering a broader range of employment types, including fixed-term and casual contracts, temporary agency work and part-time work, and (b) by comparing the effect of NSE in nonmarital cohabitations and marriages. The results show that the effect differs by employment type, gender and partnership type. For example, among women, part-time work is associated with a decreased dissolution risk compared to full-time work in marriages but not in cohabitations. Temporary employment is linked to increased dissolution risks compared to permanent employment in both partnership types, with the association partly being stronger for casual and/or agency work than for fixed-term contracts. [ABSTRACT FROM AUTHOR]

In Spain, part-time work is considered female, given that 73% of this type of work contract is carried out by women. The conditions for accessing and calculating the retirement pension for part-time workers have been modified in recent years. This has been the result of several judgments of European courts that conclude the existence of indirect gender discrimination. This paper analyses the measures that have been regulated after the aforementioned judgments to assess whether indirect gender discrimination has disappeared from the social protection system in Spain. This paper highlights the effect of the regulatory changes, some of them since 2019, and points out some pending issues, that if they were carried out, would ensure gender discrimination is effectively eliminated. [ABSTRACT FROM AUTHOR]

In 1996, Germany introduced the Altersteilzeit (ATZ) policy, which provided incentives for partial retirement. Using linked establishment survey and administrative employment data, the authors estimate changes in part-time employment rates and retirement after ATZ. Among men, part-time work increased and retirements were postponed by at least 0.6 years without any displacement of full-time work. For women, the increases in working lives appeared to be even larger. These estimates are based on a nationally representative sample of firms. When analysis is restricted to a subset of firms with collective agreements covering partial retirement, and when the staggered timing of those agreements is used to identify estimates, the authors find extensions of working life of more than 1 year. Overall, these findings suggest that policies encouraging partial retirement may have potential for increasing the duration of working life. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to find out more about factors that hinder physicians' careers, especially with regard to gender differences, and which future working conditions they would prefer. Methods: In an online survey, members of the professional societies of Hematology and Oncology in Germany, Austria and Switzerland were asked to rate factors that might hinder or facilitate their professional career. Data analysis included χ2-tests, t tests and analyses of variance. Results: 469 physicians participated (61% female, response rate 9.1%). 40% of the participants experience a lack of compatibility between family life and career. Female physicians with children living in their household especially feel restricted in their professional development. The most preferred conditions for improving compatibility were flexible working hours (72%), opportunities to work in home office (71%), better opportunities for specialist training (51%) and enabling managerial activities on a part-time basis (73%). Both female and male physicians would like fathers to be encouraged to take parental leave to the same extent as mothers (50%). They would, e.g., like to see more flexible drop-off and pickup times for children (71%) and more childcare options offered by their employer (61%). Conclusion: Results suggest various options for promoting compatibility of family life and work, e.g., by family-friendly working time models and part-time offers breaking with traditional role models. Managerial positions might be offered on a regular part-time basis. Structured qualification programs could enable the compatibility of clinical work, research and family life. Childcare services should preferably be provided in line with existing needs. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has been a great challenge, especially for families. We aimed to analyze the impact of the pandemic on childcare for and the work–family balance of pediatric surgeons in Germany. An anonymized questionnaire on the working and familial situation before and during the COVID-19 pandemic was sent to the members of the German Society of Pediatric Surgery and trainees in pediatric surgery (April–July 2021). One-hundred-fifty-three participants (59% female) completed the questionnaire. A total of 16% of the males and 62% of the females worked part-time. Most (68%) had underage children. During the COVID-19 pandemic, 36% reported a decrease in patients and interventions, and 55% reported an increase in the organizational work-related burden. Childcare for underage children during lockdown was organized mainly with the help of institutional emergency childcare (45%), staying home (34%), one parent working from a home office (33%), or staying home by themselves (34%). Before the lockdown, 54% reported a good work–family balance. During the lockdown, this worsened by 42%. Most of the families had to organize themselves. Different means such as a home office, flexible working hours, and different models for childcare can help to improve the situation.

This paper provides empirical evidence on the effect that occupational segregation by gender (excessive or insufficient representation of women/men in certain occupations) has on the probability of employment and underemployment of women in Spain in 2008 and 2018. The results seem to contradict the findings of previous studies and show that in female-dominated occupations, there is a greater risk of underemployment only for wage earners in the private sector, but not for wage earners in the public sector. In this type of occupation, seniority, working in the private sector and living with an employed partner with higher education are the factors that have the greatest influence on the probability of underemployment. [ABSTRACT FROM AUTHOR]

Using three waves of a representative survey of Italian private firms, the authors explore the impact of female managers on a firm's use of part-time work. Building on a literature that suggests female leaders display relatively more altruistic values compared to their male counterparts, the authors assess whether these differences manifest themselves in relation to working time arrangements offered by firms. Results, robust to controls for several time-varying firm-level characteristics and unobserved fixed firm heterogeneity, indicate that female managers are significantly more likely to limit the employment of involuntary part-time workers and correspondingly make greater use of full-time employees. Female managers also are more prone to grant part-time arrangements to employees who request them. Results also suggest that increasing the number of female business leaders may mitigate the problem of underemployment among involuntary part-time workers and contribute to the work--life balance of workers with child care or elder care activities. [ABSTRACT FROM AUTHOR]

The issue of wage inequality between men and women is widely discussed today. Different developments in individual EU countries characterize different wage values between men and women. As the empirical literature shows, the causes of the gender pay gap are not clear. The paper aimed to examine whether the level of education attained and the type of working hours can affect the value of the gender pay gap in EU countries from 2006 to 2020. Using the GMM method and Granger's causality test, it was possible to find that the selected variables focused on educational attainment and type of employment did not explain any part of the gender pay gap in most cases. These results could be related to the fact that education is available for both sexes practically without significant restrictions. In some workplaces, a minimum percentage of women may be required. The quality of parental leave policy, the daycare system, and the legislative protection of women on parental or maternity leave, which have affected the labor market situation, may be important. These findings indicate that there may be other variables that may affect the values of the gender pay gap in the analyzed regions of the European Union. Granger causality in the opposite direction is attributed to significant labor flows.

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This paper advances three arguments. First, current working-time patterns are destructive of justice, especially in terms of environmental sustainability, gender equality, and personal autonomy. Second, making fundamental progress towards these goals requires secure, quality, short-time work for all. This refers to an economic system that would guarantee everyone a decent, secure, existence at roughly 30 hours or less of market work, as well as actively discouraging longer hours. This discouragement should take the form of "soft" state policies as well as new cultural norms; it should not take "hard" forms of state violence. Third, liberal proceduralists are wrong to believe that individuals should be free from state regulation to simply choose the amount of work/leisure that they see fit, since doing so creates all kinds of harms for other people. In fact, the state should actively disincentivize long work hours in order to augment social justice. [ABSTRACT FROM AUTHOR]

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The rapid change in working models establishes a new workforce structure and working systems. This situation creates the problem of unregistered employment and atypical work by individualising business dealing. Economic, social and technological developments, especially in the 1970s, have impacted working life worldwide, and atypical employment forms and working models have gradually replaced typical employment types. Being flexibile, it is aimed to adjust the working days and hours according to the demand differences and changes in the market, sustainability of the enterprises, increase in productivity and employment, and the establishment of the work and life balance of the employees. However, with the spread of flexibility practices over time and the intensification of atypical working styles, some losses have begun to occur in employees’ vested rights regarding working conditions. Informal work causes another problem, such as unorganised and irregular labour. The purpose of the study is to examine the problems caused by atypical work. The research used descriptive statistical method since it is convenient to follow the developments in a particular field and identify the factual situations. The authors have collected data from World Labour Organisation and OECD sources and analysed these collected data according to descriptive statistical techniques. Using the trend analysis method, the authors have analysed the workforce structure and union density change in the analysed period based on numerical data. The research has established that atypical work causes insufficient instrumentality and status problems in the study period and disorganisation of labour. Based on research results, it can be stated that such working models as teleworking, working from home, and atypical work may lead to various social and psychological problems in the future

According to Socio-Economic Panel (SOEP) data, inequality in gross monthly earnings in Germany increased significantly between 1993 and 2003 and has been stagnating at a high level since 2008. As this Weekly Report shows, the increase is not being driven by higher hourly wage inequality, but rather by working hours: In recent years, employees with a high hourly wage work more than previously compared to employees with a low hourly wage. In particular, this applies to two groups whose share of the workforce has increased signifi- cantly in recent years: employed women and service sector employees. Had employees been able to work their desired number of hours, the rise in inequality would have been more moderate. A better work-life balance and more opportunities to increase working hours in the low-wage sector could counteract this trend. [ABSTRACT FROM AUTHOR]

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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.

The article is aimed at valuating the experience of using mixed modes in the context of the COVID-2019 pandemic based on the results of sociological studies as well as substantiating the potential for the development of legal and regulatory provision. In the context of the pandemic, many enterprises switched to remote work and the working hours changed. For Ukraine, this is a new experience in implementing online work and a more flexible working day, so it is important to study this issue. During the COVID-2019 pandemic, enterprises faced the only legal opportunity to organize their activities through work at home. The authors carried out a sociological study on the use of mixed modes in the context of the COVID-2019 pandemic, which found out that 69.6% of respondents work remotely, 60.9% work on a flexible schedule, and 43.5% of respondents account for part-time work. 73.9% of the respondents faced mixed working modes. Regarding the preparedness of business owners to work in the new conditions, it is found out that the majority of respondents are satisfied with how their organization has switched to a remote or mixed form of work. Remote work can be combined with other modes, such as part-time or flexible working hours and full-time work. This combination can be considered as a mixed working time mode. According to the outcome of sociological researches, the use of mixed working hours is already a common reality, not an exception. Use of them has its own peculiarities in various spheres of activity, which requires further research. The survey identified the respondents both satisfied and dissatisfied with mixed working hours. It should be noted about the available potential to improve the legal and organizational-economic principles of using mixed modes of working time organization.

Non-standardization of employment has become the main trend of the labour markets in the globalized economy. Attempting to enhance the flexibility of employment relations the legislators in BRICS countries are also the part of this trend. The forms of the nonstandard employment are numerous, the present paper concentrates upon the following ones: temporary employment, part-time and multi-party employment relationship. The authors review the experience of four BRICS countries in regulating non-standard forms of employment and determine what were the specific reasons for adopting them in Russia, China, Brazil, and South Africa. The national parts are introduced by the consideration of the international standards of protection of employees working under non-standard contracts. It is argued that even though these four states did not ratify the ILO Convention No. 181 Private Employment Agencies Convention (1997) and only Russia ratified ILO Part-Time Work Convention (No. 175), the ILO approach has influenced the development of national regulations. Though the equal treatment of all workers is lacking in many aspects of employment relations. In the national parts the authors trace the changes in employment law which reflect the pursuit of flexibilization of the labour market and, as in Brazil, the need to formalize employment relations.

The objectives of this study were to: (i) explore the psychological well-being of part-time working students at the State University of Malang; (ii) examine the life attitude of these students; (iii) investigate their spiritual health; and (iv) determine whether life attitude and spiritual health can be used to predict psychological well-being of part-time working students at the State University of Malang. This was a quantitative study, which used a descriptive design and was conducted with 85 students recruited through purposive sampling. The instruments used included a psychological well-being scale, life attitude scale, and spiritual health scale. Data were analyzed descriptively, and inferential analysis was carried out using Product Moment. The findings indicated that there was an impact between the three variables. Thus, the results showed that: (i) most of the students had moderate psychological well-being, life attitude and spiritual health; and (ii) there was a significant association between psychological well-being and spiritual health (p = 0.035), but not between psychological well-being and life attitude (p = 0.726). The results suggest that, for a student with a part-time job to have good psychological well-being, they need to enhance their positive life attitude and positive spiritual health. [ABSTRACT FROM AUTHOR]

The article presents a study which examined the full-time and part-time employment for individuals with visual impairments, as well as underemployment and involuntary part-time work in the U.S. Also cited are the use of the 2019 American Community Survey (ACS) data in the study, and how studying the facets of employment can help in developing employment policies and programs for people with visual disabilities.

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The standard measure of poverty at work in Europe is the in-work at-risk-of poverty rate published by Eurostat. According to this indicator, the working poor in Southern Europe have somehow been affected by the financial crisis of 2008 and the Eurozone debt crisis that followed in 2010. Spain, Italy and Portugal display rates ranging between 9% and 10% in 2007 compared to 11% - 13% in 2017. In Greece, in-work poverty declined from 14% in 2007 to 11% ten years later. Such a result may be surprising in the context of the austerity policy measures that marked the decade in this area of Europe. Using EU-SILC 2005-2018 microdata, this article aims to extend Eurostat's rates of in-work at-risk-of poverty in several ways. First, poverty lines are computed so as to be anchored in time: each of the four national poverty thresholds is set at 2008. Second, the statistical population of workers is expanded to include the people displaying weak ties to the labour market but still in the exercise of remunerated activities at some point of the year. Third, the black box of the household approach is opened thanks to Ponthieux's concept of poverty in earned income. Fourth, the poverty headcount ratios are supplemented by the two other measures that Sen suggested to adopt on a regular basis: the poverty gap (the economic distance separating the income of the poor from the poverty line) and the Gini index measuring how unequal the income distribution of the poor may be. Once those technical details are fixed, the question of working poverty is addressed over time (before and after the Great Recession) under its three fundamental dimensions: the labour-market, the family net, and the state institutions

The functioning of modern economy has imposed changes in all spheres of society, including labor law. The institute of flexibility was announced as a solution for unemployment, which enables the employee to adapt to the needs of the employer and the market conditions in respect to working hours and manner of work. Flexible work is seen as an entry ticket for the labor market for harder employable categories such as youth and persons with disabilities, while mothers were enabled to balance between family life and career. This type of work has certain advantages and disadvantages, which are the focus of this paper. The author has specifically studied part-time work as an increasingly frequent contract of this type, pointing to the risk of discrimination against this category of workers and the need for their protection.

Objective: This paper pursues the question as to how extended flexible working possibilities in the labor market are legitimized among employers and employees and whether they have potential to mitigate inequalities. Background: Persistent and increasing gendered inequalities in Austria are reflected in the unequal division of unpaid family work in parental couples and in men’s stable full-time employment while women increasingly work part-time. In recent years, employers have expanded flexible working possibilities for all employees, regardless of their gender, also in leading positions and especially for those with family responsibilities. Method: We conducted six focus groups and 16 semi-structured interviews with employers (n=30) and employees (n=25) from 29 contrasting companies across Austria. An in-depth reconstructive analysis facilitated our exploration of collective notions and concepts associated with flexible work and career opportunities. Results: The respondents constructed part-time and flexible work as a new norm strongly connected to women with (potential) children. At the same time, employers and employees legitimized that these women must be protected from penalties resulting from the ideal worker norm still in force and must be variously supported by employers. However, men – the partners of women they could support by making use of these options and taking over childcare – are not constructed as a target group. Conclusion: In a cultural context such as Austria, family-friendly flexible working opportunities perpetuate rather than level gendered inequalities, as men’s need for those opportunities do not emerge in the constructions. The lack thereof is neither explicitly addressed nor challenged.

In this article, the authors assess the impact on male employees’ labor market outcomes of firms offering a special form of phased retirement. The goal of the program is to smooth the transition from work to retirement and to decrease the costs of public pension and unemployment insurance schemes by increasing the employment of elderly workers. Using a unique linked employer-employee data set, the authors examine whether male employees spend more time in employment and less time in unemployment or inactivity after the introduction of the program. Results suggest that phased retirement options offered by firms can help to reduce some of the public costs of low labor force attachment of elderly workers, mainly by reducing exits through unemployment and by increasing employment and earnings. Under relatively good labor market conditions, they may also encourage a small share of workers to exit the labor market earlier. [ABSTRACT FROM AUTHOR]

We explore the 2008/2009 economic crisis in Greece and its impact upon employment precarity. Specifically, we focus upon changing regional patterns of waged part-timerism during three periods: the 2005–2008 pre-crisis period; the 2009–12 deep recession; and the 2013–2016 period of mild stabilization. Our analysis reveals important geographical and sectoral variations in the growth of this type of underemployment. In particular, we find that metropolitan regions have experienced the heaviest losses in full-time waged employment and a significant expansion of underemployment. Moreover, they have struggled to bounce back effectively during the period of stabilization. By way of contrast, island regions orientated towards tourism weathered the crisis to a much better degree, with many avoiding the acute flexibilization felt in more urbanized regions. Our study observes a "downwards convergence" of regional employment figures that is caused by Attica's disproportionate crisis. This contrasts popular accounts that focus upon productive output. Moreover, by documenting distinct sectoral trajectories, such as the substantial flexibilization of tourism-related activities, we shed light upon the specifics of an industry often praised for its adaptiveness. Ultimately, through exploring the changing spatialities and sectoral specificities of growing flexibility during a period of recession and recovery, our study provides a geographically sensitive perspective on the emerging dynamics of the Greek reserve army of labour. In so doing, we further historical geographical materialist understandings of the capitalist crisis in Southern Europe. [ABSTRACT FROM AUTHOR]

The Dual Labour Market theory suggests that in collective bargaining, the perceived threat of outsiders leads to a more beneficial outcome for insiders, while the outsiders are further marginalized. The history of part-time employment in the Dutch labour market suggests a different path. After female labour force participation started to increase in the 1970s, the Netherlands witnessed a growing divide between core workers with a 'standard employment relationship', who were mostly male breadwinners, and part-time working women who were often underpaid and had little protection against dismissal and other social risks. Flexible part-time jobs, however, were not just desired by women who aspired to combine work and care, these jobs also fitted the needs of certain businesses, particularly in the retail sector. To prevent low wage competition between retail companies, unions in the retail sector started to demand equal treatment between part-time and full-time employees. To mitigate the burden of more expensive part-time jobs, however, several organizations promoted high-quality part-time work across the sectors so that part-time workers would not crowd in one sector. Eventually, this programme was meant to contribute to making voluntary part-time work a legitimate and fully fledged option in the Dutch labour market [ABSTRACT FROM AUTHOR]

This article analyses the main factors that determined the employment situation of mothers and women in Spain in 2014 and 2018, distinguishing between full-time employment, part-time employment, underemployment due to insufficient hours and unemployment. The results for Spain, obtained by using a novel methodology that improves on previous models, contradict several theoretical arguments on the determinants of maternal employment. Moreover, the simulation conducted also shows that when the partner is employed, mothers are more likely to work in part-time jobs (to balance work and family life), and that women without children are more likely to work full time. [ABSTRACT FROM AUTHOR]

Core principles of family medicine include continuity of care and long-lasting doctor patient relationships whereas the younger generation seeks for work-family balance as well as work-life balance. This results in limited working time and thus in an area of conflict. The aim of this report is to find solution-oriented approaches to secure high quality of care in family medicine in face of part-time work. Methods We conducted a workshop with the above mentioned objective at the DEGAM congress. With two working groups, one gathered best practice models in a moderated group exercise, the other conducted a SWOT analysis of part-time work. The results were collected, notecards were fixed on a pin board and discussed in the plenum. Results Of the 18 participants (n = 14 female) n = 10 were physicians (n = 7 family physicians) and n = 6 medical students. Besides the balancing of family and work itself the SWOT analysis recognized the compatibility with scientific work and a higher degree of satisfaction as strengths, due to more diverse fields of activity. Other strengths with regards to quality of patient care included an integrated second opinion and more patience. Weaknesses included the increasing lack of physicians, the loss of information and a decline in continuity were mentioned as well. Examples of best practice models included the distribution of working time to a least two days a week, appointment-based office hours or the accessibility of part-time workers out of official working-time. Conclusions The results could serve as an impulse to integrate the themes work-family balance and work-life balance in the further development of the DEGAM future positions. The search for successful working models in family medicine needs to be enhanced. [ABSTRACT FROM AUTHOR]

This article studies women's vulnerability to the economic crisis of 2008 through the lens of part-time work in Spain. It posits that part-time work made the female employment position more fragile by acting as a transmission mechanism of traditional gender norms that establish women as secondary workers. This argument is tested through an analysis of Labour Force Survey data from 2007 to 2014 that examines the influence of the employment situation of the household on women's part-time employment patterns. The results expose the limited take-up of part-time work but also persistent patterns of involuntariness and underemployment corresponding to negative household employment situations, highlighting the constraining role of gender norms borne by the relative position of part-time work in the configuration of employment structures. The article concludes that, during the crisis, part-time work participated in the re-establishment of women as a family dependent and flexible labour supply, increasing their vulnerability. [ABSTRACT FROM AUTHOR]

Part-time work is a common work arrangement in the United States that can be precarious, insecure, and lacking opportunities for advancement. In turn, part-time work, especially involuntary part-time work, tends to be associated with worse health outcomes. Although prior research documents heterogeneity in the health consequences of precarious work across countries, we do not know whether state-level institutional contexts shape the association between part-time work and self-rated health in the United States. Using data from the Current Population Survey (2009–2019; n = 813,077), the present study examined whether linkages between part-time work and self-rated health are moderated by state-level social policies and contexts. At the population level, we document differences in the prevalence of fair/poor health among part-time workers across states. For instance, 21% of involuntary part-time workers reported fair/poor health in West Virginia compared to 7% of involuntary part-time workers in Massachusetts. Findings also provide evidence that voluntary (β =.51) and involuntary (β=.57) part-time work is associated with greater odds of fair/poor health among individuals. Moreover, the association between voluntary part-time work and self-rated health is weaker for individuals living in states with higher amounts for maximum unemployment insurance, higher minimum wage, and lower income inequality. State-level policies did not moderate the association between involuntary part-time work and health. The present study points to the need to mitigate the health consequences of part-time work with social policies that enhance the health of workers.