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Library managers have acquired the skills to make better choices about deciding when to retire and in selecting options that lead to a successful retirement. The best situation is when the manager can voluntarily make the decision without any life factors that force the issue or efforts by the library to get the manager to retire. The reasons for retiring can include family obligations, time for other activities, and health concerns including work stress. Greater financial resources in retirement increase the manager's options, but waiting a year or two before making major decisions, such as moving makes sense. Some retirees will start a new life of leisure. Others may wish to volunteer or find paid employment including consulting, part-time work, or opening a business. Some will wish to continue their professional involvement, but others will reduce their service activities to make these opportunities available to the next generation. Managerial skills, such as planning, project management, and budgeting should lead to a more successful retirement. [ABSTRACT FROM AUTHOR]

Does providing nontransferable months of parental leave earmarked for fathers, as mandated by the European Union to its member countries since 2019, increase their participation? To answer that question, the authors investigate the consequences of a 2015 French reform that designated up to 12 months of paid leave for fathers while simultaneously reducing the maximum paid leave for mothers by the same number of months. Although the benefits were low, parental leave could be taken on a part-time basis, which can be more attractive to fathers. Using administrative data and comparing parents of children born before and after the reform, the authors find that in response to a 25 percentage point (pp) decline in mothers' participation rate triggered by the reform, fathers' participation increased by less than 1 pp, primarily through part-time leave. The reform increased mothers' labor earnings, but it had no significant impact on fathers' earnings. Overall, the substitutability of parental leave between parents appears to be low and, as a result, earmarking alone does not substantially increase fathers' participation. [ABSTRACT FROM AUTHOR]

In the current volatile and insecure professional context, developing and maintaining sustainable careers has become a major concern. This study contributes to the advancement of research on sustainable careers by applying the career sustainability framework in a 7-year longitudinal study on Swiss workers' career trajectories (N = 789). We thus aimed to (a) identify various types of career trajectories based on employment status (i.e., full-time employment, substantial part-time employment, marginal part-time employment, unemployment), (b) distinguish sustainable and unsustainable trajectories by investigating their outcomes in terms of health (i.e., self-rated health), happiness (i.e., career and life satisfaction), and productivity (i.e., income and promotion), and (c) predict the probability of falling into a (un)sustainable career trajectory based on psychological resources (i.e., personality traits and career adaptability) and sociodemographic characteristics (i.e., age, gender, and education level). Optimal matching analysis revealed a 4-cluster solution, with the traditional full-time and stable career trajectories being the predominant ones alongside more transitional or discontinuous trajectories. Differences in health, happiness and productivity were found between the four types. Furthermore, our results showed that being a woman, having a lower education level and higher neuroticism and agreeableness scores increased the likelihood of experiencing an unsustainable career. [ABSTRACT FROM AUTHOR]

Many students are now working while studying at universities. Research on working students has focused mostly on traditional full-time undergraduates who take part-time work. This study investigates the experiences of mature employed postgraduate students, in particular, the combined demands of work and study and their associations with learning and wellbeing. We collected 257 responses to an online survey across three years from two New Zealand universities. Informed by job demands-resources (JD-R) theory, we used regression-based analysis to identify the interplay between perceptions of demands, learning behaviour and mental wellbeing and qualitative analysis to explore what the students consider university educators should do to improve their wellbeing. Regression-based analyses confirmed that: (1) higher perceptions of situational demands were associated with poorer wellbeing; (2) learning behaviour was associated with favourable wellbeing, and; (3) learning behaviour moderated the negative association between situational demands and wellbeing. Qualitative analysis identified student perspectives on having study cater to work-related demands and enable effective learning behaviour. Our work extends JD-R theory to higher education, and demonstrates the interplay between situational demands, learning and wellbeing among mature employed students. University educators who wish to facilitate student wellbeing should consider reducing peripheral demands and enhancing learning-related resources. [ABSTRACT FROM AUTHOR]

In this paper, we test the persistence of involuntary part-time employment, making use of large historical series for the US and UK. We adopted a comprehensive macro-econometric approach, based on a battery of panel and time series unit root and stationarity tests, also allowing for flexible specifications as fractional integration and structural breaks in the series. For both countries, our results provide robust evidence on the existence of a long memory process and a structural break in the mean of the series in The Great Recession surroundings. Importantly, these findings suggest that relevant shocks affecting labour market outcomes (e.g. The Great Recession) are likely to have long-lasting structural effects on underemployment shares. Fortunately, this result also leaves room for designing effective labour market policies to counteract structural underemployment in the long-run. Finally, the micro-economic roots of this aggregate behaviour claim for further investigation. [ABSTRACT FROM AUTHOR]

This study longitudinally investigates women’s levels of perceived stress during the COVID-19 pandemic in Germany and the Netherlands, in relation to work- and family stressors. It further examines the moderating role of education as a protective factor against stress. Our country cases represent similar pre-pandemic gender regimes that extensively relied on women’s part-time work but exhibited variation in pandemic governance. Drawing on longitudinal data from population-based samples, we estimate random effects panel models across three time points (pre-pandemic, during or shortly after first lockdown, later stage of the pandemic). For the Netherlands, we find that women initially experienced an increase in stress but later recovered. In Germany, stress initially decreased, but only for women without children. Multivariate models show that working fewer hours protected women against stress in Germany, particularly those with higher education. In the Netherlands, no such moderation effects were found. Instead, in the Netherlands, differences between educational groups were larger than differences between women with varying working hours. These results are discussed in light of country differences in pandemic governance. [ABSTRACT FROM AUTHOR]

Feminized part-time work has been deemed a family policy conundrum yet to be solved by any welfare regime. To identify ways forward, this article examines structural drivers of part-time work decisions through a vignette experiment fielded in the gender-egalitarian context of Norway (N = 3500). Six theory-grounded factors are tested in this multidimensional, causal framework: partner income level, physical and cognitive household labour burdens, the presence of a part-time culture at the workplace, and consequences of part-time work for career advancement and future pensions. Results show that overall, factors that regulate individuals' material self-interest (partner income, career and pension consequences) have the largest impact on working-time decisions. Additionally, a priming treatment is given with a split sample concerning the factor of cognitive household labour – the organizational dimension of household work. Results from sub-group analyses show that non-primed respondents prefer significantly higher working hours when their cognitive labour burden is lower. Respondents who received experimental priming, however, portray the opposite behaviour (lower working-hour preference when cognitive labour burden is low). The pattern is driven by women, whereas men are left largely unaffected by both the priming and vignette treatment of cognitive labour. Thus, robust findings imply that gender inequality in material circumstances sustains feminized part-time work patterns. Suggestive evidence further indicates that gender inequality in cognitive labour loads may also contribute to sustaining feminized part-time work. [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]

Objective: To identify barriers and facilitators contributing to the successful implementation of the allied health assistant role in private disability practice to better meet population needs. Design: A qualitative case study. Setting: This study was completed with staff working in private disability practices in a regional context in the Northern Territory. Participants: Eight participants were interviewed, including three allied health assistants, three allied health professionals, and two managers with allied health backgrounds. Results: More barriers were reported than facilitators, with four key themes identified. Financial risk was a barrier when employing allied health assistants. This risk was mediated by providing part‐time employment or having allied health assistants in dual roles. Reduced confidence from allied health professionals and assistants to complete delegation work was the second barrier. A facilitator was increasing allied health assistants' task variation, which participants reported increased retention. Finally, a positive working relationship between allied health professionals and assistants facilitates delegation. Conclusion: This research offers private disability providers insight into the realities of employing an allied health assistant. It also suggests that formal training programs for both allied health assistants and professionals require increased focus on delegation in the private disability sector. On a government level, a review of the NDIS price guide for allied health assistant rates is needed if private providers are to better meet the requirements for NDIS participants in regional areas. [ABSTRACT FROM AUTHOR]

This special issue looks at the contributions of social dialogue and collective bargaining to creating, maintaining or reducing the risks associated with employment contracts of few hours, such as marginal part-time work, temporary agency work and zero-hour contracts. It additionally considers changes in welfare institutions with regard to the protection of these groups of workers. In this paper, we introduce the arguments on why and how working in marginal part-time jobs involves vulnerability, and on the differential roles collective bargaining and social protection may have on these jobs, depending in particular on which status (employees, workers or self-employed) they are associated to. [ABSTRACT FROM AUTHOR]

By comparing protections for part-time work in France, Germany and the UK, this article contributes to the comparative debate over whether industrial relations actors are mitigating or creating labour market dualisation. Significant variations in incidence and form of part-time work (a 'spectrum of precariousness'), between and within the three countries, are explained through a theoretical frame that layers the actions of industrial relations actors against a backdrop of welfare and labour market rules and gender relations. This reveals important path dependent differences in part-time work patterns, including in the lines by which part-time work is segmented. The findings call for a more nuanced approach to dualisation that recognises that trade union responses to precarious work, albeit conditioned by their own path dependencies, have involved active efforts to extend protections to part-timers through twin strategies of support for legislative instruments and new forms of organising, albeit with only partial success. [ABSTRACT FROM AUTHOR]

İş yaşam dengesinin sağlanmasında esnek çalışma ilişkileri, büyük öneme sahiptir. Kısmi süreli iş sözleşmesi, esnek çalışma biçimlerinden biridir. Ebeveynlerin çalışma hayatı içerisinde kalırken aynı zamanda çocuklarının bakım ve yetiştirilmesine daha fazla zaman ayırmaları için hem uluslararası alanda hem de hukukumuzda birçok koruyucu düzenlemeye yer verilmiştir. Bunlardan birisi de ebeveynlerin tam süreli iş sözleşmelerini kısmi süreli iş sözleşmesine dönüştürmeleridir. Çocukların bakımı ve yetiştirilmesine yönelik uygun çalışma koşullarının sağlanması yönündeki uluslararası düzenlemeler, ebeveynlerin kısmi süreli çalışmaya geçiş hakkının tanınmasının dayanağı olarak gösterilebilir. Ebeveynlerin çocuklarına daha fazla zaman ayırması, çocuğun fiziksel, zihinsel ve ruhsal gelişimine de katkı sağlayacaktır. Çocuklarına daha fazla zaman ayırmak, onların büyümelerine tanıklık etmek için ebeveynlerin kısmi süreli çalışmaya geçiş hakları bulunmaktadır. Ebeveynlerin kısmi süreli çalışmaya geçme hakkını kullanmak istemesi durumunda işverenin bu talebi değerlendirirken yöentim hakkının olup olmadığı önemli bir sorun olarak karşımıza çıkmaktadır. İşin niteliğinin kısmi süreli çalışmaya uygun olup olmadığı bu belirlemede önemli bir ölçüttür.

The attention economy is often used to describe the market conditions of influencers on social media platforms. It suggests new economic logics and marketing strategies governed through accumulating attention. Critically examining this concept, this paper asks: how do influencers understand and manage attention on Instagram? Through 41 in-depth interviews with fitness influencers, this paper found that attention is not always desirable, nor the basis of new forms of economic logics. Further, as participants moved from working part-time to full-time in the online fitness industry, attention-mitigating strategies often replaced attention-seeking ones. This paper critically extends the concept of the attention economy and refocuses influencer marketing efforts on the contextual, rather than universal, use of attention. [ABSTRACT FROM AUTHOR]

Divorce among older adults—known as gray divorce—is increasingly common; however, we have a relative gap in knowledge about predictors of gray divorce. Job insecurity, a pervasive and disruptive work-related exposure, may be a salient predictor of divorce among older couples for whom job loss can be particularly detrimental. Using longitudinal dyadic data from the Health and Retirement Study (1998–2020), the present study examined whether labor force status and job insecurity were prospectively associated with the risk of divorce in mid to later life, with attention to differences based on gender (n  = 10,446 couples). Discrete-time event history models linked husbands' and wives' labor force status and job insecurity with subsequent odds of divorce in mid to later life. Findings show that husbands' part-time employment, unemployment, and disability status were risk factors for divorce. Wives' work disability also increased the risk of divorce, whereas wives' retirement and exclusion from the labor force were protective against divorce. Husbands' exposure to objective job insecurity (shorter job tenure) and perceived job insecurity were associated with divorce in mid to later life, whereas the adverse consequence of wives' exposure to shorter job tenure reduced to non-significance with the inclusion of covariates. The present study documents previously untested predictors of gray divorce, finding that work-related factors may be an area of vulnerability for marriages in later life. Understanding the linkages between job insecurity and divorce is important because job insecurity is pervasive and divorce can contribute to declines in health and well-being. [ABSTRACT FROM AUTHOR]

Broad-based climate movements are important shapers and signallers of public demand for efficacious policies to tackle climate change and, through demonstrative and disruptive action, creating windows for policy change. Here, we use a unique protest survey dataset to develop a comparative framework for understanding the drivers of protest participation in two tactically different major climate protests in London staged by the same organisation. Crucially, these protests take place at different phases of the policy window and have different action premises: Extinction Rebellion’s (XR) ‘arrestable’ protests in 2019, and its much more conventional and lawful actions in 2023. By focusing on action design we are able to compare across cases and contrast the drivers of participation in arrestable and lawful actions respectively. By disaggregating variables through bivariate and multivariate analysis, we develop an authoritative approach to the drivers of protest, teasing out the respective importance of different elements of biographical, structural and political availability. We find that, aside from part-time working, biographical availability is not a reliable predictor of participation in the different forms of protest. In contrast, structural availability, and bonding capital in particular, matters more. XR’s arrestable 2019 protests, which had significant policy influence, successfully mobilised more strongly committed participants than its lawful 2023 protests. [ABSTRACT FROM AUTHOR]

This publication is devoted to covering the following issues, namely: what are the inherent features of an employment relationship; what should be understood as self-defense in an employment relationship with an employer; how does the current labor legislation of Ukraine interpret the concept of "reinstatement" and how is an employee reinstated in the presence (absence) o f a court decision. Attention is focused on the fact that in the absence of a clear understanding of what constitutes "labor relations", "self-defense" and "reinstatement" in the current labor legislation of Ukraine, one should be guided by the recommendations of the International Labor Organization and domestic labor scholars, as well as by court practice in resolving labor dispu tes. This leads to the following conclusions: 1) labor relations are the relations between an employee and an employer regarding the performance of certain work for remuneration in accordance with the specialty, qualification or position on the basis of working conditions determined by the employer, provided for by labor legislation, employment contract, collective agreement; 2) self-defense in labor relations is considered to be the refusal of an employee to perform his or her labor duties in order to restore the violated labor right; 3) the right to self-defense is exercised by an employee independently, independently of other employees, and consists of independent active actions to protect their labor rights, life and health without or together with an appeal to the bodies for consideration of individual labor disputes (Commission on Labor Disputes, court) or to the bodies for supervision and control over compliance with labor legislation; 4) reinstatement in the previous job takes place not from the date of the court decision on reinstatement, but from the date of dismissal of the employee, which is declared invalid in accordance with this decision (if the employer reinstates the employee in the previous position without a court decision, the reinstatement also takes place from the date of dismissal); 5) the execution of the court decision is deemed to be completed from the moment the employee is actually allowed to perform his/her previous duties on the basis of the relevant act of the body that made the illegal decision to dismiss the employee; 6) if the reinstated employee is already working in another institution at the time of reinstatement, he/she must terminate the employment contract or enter into a part-time employment contract (unless prohibited by law) with another institution, since the main place of work for him/her is the place of work where the employee was reinstated. [ABSTRACT FROM AUTHOR]

Small rural communities often engage part-time prosecutors. These arrangements save money, but require the part-time prosecutors to engage in private practice to earn an adequate living. The article examines the challenges of engaging in a part-time practice while also working as a prosecutor. It focuses on the significant possibility of attorney discipline arising out of the lawyers’ part-time practices, and the potential challenges posed by part-time prosecutors working as criminal defense lawyers. The article concludes that these often unconsidered costs, along with the possibility of public service loan forgiveness for full-time prosecutorial work, merit reconsideration of the use of part-time prosecutors. [ABSTRACT FROM AUTHOR]

Copyright of Mediterranean Journal of Gender & Women's Studies (KTC) / Akdeniz Kadın Çalışmaları ve Toplumsal Cinsiyet Dergisi is the property of Mediterranean Journal of Gender & Women's Studies (KTC) 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.)

Aim: This survey aimed to investigate a range of topics relating to the employment of dental hygienists in European countries, whose National Dental Hygienists Associations (NDHAs) were members of the EDHF. Methods: During 2020/2021, an online questionnaire and participant information leaflet were distributed by email in each of the 24 countries, whose NDHA is a member of the EFDH or to an EADPH member who was likely to respond. Results: The broad term employment of dental hygienists was taken to include current numbers, place of work (public or private clinics and other locations), whether they were currently working as dental hygienists, their pay, any planned changes in their employment and their participation in continuing education. Twenty‐four countries (92%) responded. Hungary and Poland reported that fewer than 35% of their qualified dental hygienists were working as dental hygienists. In 10 countries, often for family reasons, over 40% worked part‐time. In 14 countries, over 70% worked in private clinics. Average annual pay ranged from €8400 in public clinics in Poland to €106,000 in dental hygienist‐owned clinics in Denmark Regular participation in continuing education was mandatory in only nine countries. Conclusions: Dental hygienists play a different role within the oral healthcare system in each European country. There is a wide variation in their education, places of employment, annual pay and continuing education requirements. [ABSTRACT FROM AUTHOR]

This article presents a multilevel analysis of unpaid overtime among young people (aged 15–34) across EU-28 member states. It finds that non-standard employment and the specific characteristics and institutions of Europe’s labour markets are related to unpaid overtime. Use has been made of the European Union Labour Force Survey database for 2019. The econometric analysis shows that a national level and a greater scope of collective bargaining agreements, a higher rate of involuntary part-time employment and lower levels of unemployment expenditure increase the probability of unpaid overtime among young people. Furthermore, our results reveal that how flexibility is boosted in European countries drives unpaid overtime. Temporary employment, working from home and a higher number of hours worked are positively related to unpaid overtime, while part-time employment and temporary work agencies are negatively related. Finally, the older and higher educated young workers have a greater propensity towards unpaid overtime, while there is a negative effect of shift work and no significant one in terms of gender and the degree of protection against dismissal. Policy implications for the implementation of flexibility policies and working time regulations are also discussed. [ABSTRACT FROM AUTHOR]

To explain cross-national variation in the regulation of atypical forms of employment, including measures aimed at protecting the employment conditions of nonstandard workers, existing studies have typically emphasised the importance of labour's relative power resources and insider-outsider dynamics. This article shows that differences in employer stances can also be of key importance in explaining this type of variation. Moreover, it shows that employer support for regulatory efforts to improve quality of atypical employment neither have to result from a perceived need to seek strategic accommodation nor from a positive assessment of the costs and benefits of regulation. It does so by comparing the very different responses of Dutch and German employer groups to regulatory attempts to improve the quality of part-time employment. It illustrates their importance and attributes them to strategic choices that were a logical outcome of the different institutional environments in which Dutch and German employer groups operated. [ABSTRACT FROM AUTHOR]

The literature about mothers and engaged fatherhood is expanding; however, current research focuses on breadwinner mothers living with stay-at-home fathers. Knowledge about the experiences of mothers who live with part-time working fathers is scarce. The current study focuses on Australian breadwinner mothers' experiences within such a family arrangement. Interviews with 15 mothers were analysed with Reflexive Thematic Analysis. Two themes emerged: (1) a recurrent contrast by mothers of their experiences at work and at home (the arrangement was described as contributing to their career, but as disrupting traditional mothering) and (2) a repeated comparison by mothers between themselves and their partners in relation to work and parenting (career was suggested as more important for participants, and fathers were suggested as being better suited for child-rearing). Both themes commonly and positively presented the family arrangement as well balanced. In their talk, participants balanced the family arrangement's flaws with its benefits. Furthermore, participants' positioning suggested an identification to an in-group which aligned to traditional motherhood while deviating from traditional feminine norms. As societal norms shift towards greater gender equality, this study helps increase awareness of the variety of contemporary mothering practices, by reporting experiences of mothers who adopt non-traditional mothering practices. [ABSTRACT FROM AUTHOR]

Objectives: We investigated the impact of engaging in side jobs on turnover and its interaction with psychological distress among Japanese employees. Methods: A prospective cohort study was conducted using a questionnairebased survey. We investigated 2783 full-time employees in companies permitting side jobs. Multiple logistic regression analyses were used to examine the relationship between side jobs and turnover, and its relationship stratified by psychological distress. Results: Employees engaging in side jobs had higher odds ratios (ORs) for turnover after adjusting for covariates, including psychological distress (OR, 1.54; 95%confidence interval, 1.22 to 1.93). Among those under psychological distress, ORs for turnover were significantly higher (OR, 1.96; 95% confidence interval, 1.39 to 2.76). Conversely, in employees without distress, no significant difference was observed. Conclusions: Side job engagement correlates with higher turnover, particularly among employees under psychological distress. [ABSTRACT FROM AUTHOR]

Objective: This study explored the relationship between weekly hours worked and food security among full-time college students in the United States, as well as the extent to which this relationship depends on racial identity and regional location. Participants/Methods: We performed a secondary analysis of data from 1,450 full-time college students in the labor force who completed the 2019 Food Security Supplement to the Current Population Survey. Moderated multiple logistic regression was used to analyze the data. Results: We found that among full-time college students in the labor force, working a greater number of hours per week was not related to one's likelihood of being food insecure, with an exception for students who identified as Asian. Conclusions: These findings highlight the importance of considering the intertwined nature of contributing factors to food security for specific groups of students. [ABSTRACT FROM AUTHOR]

We compare men and women who are displaced from similar jobs by applying an event study design combined with propensity score matching and reweighting to administrative data from Germany. After a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting 5 years after displacement. This is partly explained by women taking up more part-time employment, but even women's full-time wage losses are almost 50% higher than men's. Parenthood magnifies the gender gap sharply. Finally, displaced women spend less time on job search and apply for lower-paid jobs, highlighting the importance of labor supply decisions. [ABSTRACT FROM AUTHOR]

This study is a cost-benefit analysis examining an urban district's partial school nurse coverage conversion to full-time coverage. Through a partnership with a health care system, the district received funding, resulting in the hiring of full-time nurses to cover all K-8 elementary schools. Researchers compared the cost of nursing services to the savings in teacher, secretary, principal, and parent productivity, reduced medical procedure costs, and grants nurses managed. The year before implementing additional nurses, the return on investment (ROI) to the community for nursing services was calculated to be $1.59 for every dollar invested in schools with full-time coverage and $1.29 for schools with partial coverage. After implementing full-time nurses in each school, there was an ROI of $1.50 during the 2015–2016 school year, $1.64 for 2016–2017, and $1.67 for 2017–2018. The analysis provides evidence that full-time coverage could result in a positive ROI for schools and the community. [ABSTRACT FROM AUTHOR]

Copyright of FinanzRundschau is the property of De Gruyter 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.)

Late emerging adulthood is pivotal for identity exploration and development and is interrelated with life satisfaction. In the development of identity and life satisfaction, it is important to have a stable employment status that supports the foundation of life. However, the interrelationships among identity, life satisfaction, and employment status in late emerging adulthood are unclear. Using a two-wave longitudinal survey, this study examined identity development and whether the relationship between identity and life satisfaction varies by employment status. Participants included 875 Japanese emerging adults (65.5% women, Mage = 24.74, SDage = 0.44). Multivariate analysis of variance showed that identity synthesis decreased for those who lost their jobs or those who changed from being full-time to part-time employment. Additionally, individuals with full-time employment had higher identity synthesis and lower confusion than those with part-time or no employment. Multi-group path analysis indicated that identity synthesis was positively associated with life satisfaction and confusion was negatively associated, and these relationships did not differ by employment status. These findings suggest that identity development in late emerging adulthood varies by employment status and that the association between identity and life satisfaction may not be moderated by employment status. Overall, this study contributes to elucidating the characteristics of identity development along employment status and its relationship to life satisfaction in late emerging adulthood. [ABSTRACT FROM AUTHOR]

The article "Part-Time for All: A Care Manifesto" by Jennifer Nedelsky and Tom Malleson proposes a society in which everyone divides their time between part-time work and part-time care. It emphasizes the importance of giving equal dignity to care activities and work. The need to reorient the debate on work and care is addressed, proposing a time distribution that includes care activities as essential in human life. The proposal seeks to generate a change in social norms to value care as a fundamental activity. [Extracted from the article]

BACKGROUND: Despite the societal importance to improve understanding of the role of employers in the inclusion of workers with a distance to the labor market, scant knowledge is available on the effectiveness of human resource management (HRM) bundles for the inclusion of vulnerable workers. OBJECTIVE: This paper studies which HRM bundles are applied by employers that hired people with a distance to the labor market, and to what extent these different bundles of HRM practices are related to employment of workers with specific vulnerabilities, such as people with disabilities or people with a migration background. METHODS: A latent class analysis of 1,665 inclusive employers was used to identify HRM bundles based on seven HRM practices: financial support practices, specialized recruitment, promotion and career opportunities, training opportunities, part-time work, job crafting, and adaptations to the workplace. RESULTS: Six bundles were identified: a recruitment and development bundle (34.4% of employers), a development bundle (24.8%), maintenance-focused practices (16.5%), a recruitment bundle (9.4%), a sustainable employment bundle (8.9%), and passive HRM (6.0%). Post-hoc analyses showed the probability of hiring specific vulnerable groups for each bundle (e.g., sustainable employment bundles showed the highest overall probability to hire people with a physical disability). CONCLUSION: Nuancing what is suggested in strategic HRM literature, we conclude that both extensive HRM and focused HRM bundles can be successful for the employment of vulnerable workers. In conclusion, there is no one-size-fits-all approach to inclusive employment and employers, large or small, can tailor their HRM systems to include vulnerable workers. [ABSTRACT FROM AUTHOR]

Aim: To study to model future clinical dental workforce scenarios in Malaysia, in relation to population need-demand, to inform future change. Materials and Methods: A system dynamics (SD) model was developed in Vensim-software to model the need/demand and supply for dental care across public-private sectors over 3 decades (2010-2040). This model included two sub-models relating to "need/demand" and "supply," drawing on national evidence from two previous studies (student career surveys and interviews of key stakeholders nationally), together with relevant available data. This SD model provided the baseline model (S1) for Malaysia and four-distinctive-scenarios (S2-5), involving enhancing generalists-specialists across public-private sectors. An additional scenario (S6) was run to optimize workforce utilization, informed by career expectations of emerging graduates drawing on earlier scenarios (S2-5). Results: Modeling future five-scenarios highlighted the gap in dental workforce nationally across both sectors could range from a surplus of a total of 3739 dentists and 817 therapists in the baseline scenario to a total shortfall of 1249 dentists and surplus of 817 therapists by the year 2040, influenced by dentist working patterns, specialization, and privatization. Increasing the potential for specialist training and permitting emerging graduates' to working part-time, while optimizing public sector primary care, and responding to the career expectations of emerging graduates, has the potential to absorb potential oversupply, and, thus, utilize the entire clinician dental workforce in Malaysia in the medium term. Conclusion: The findings of this model demonstrate the short-term requirement to expand the Malaysian dental workforce to meet dental needs of the population, highlighting that continued production at the current rate will result in oversupply, unless action is taken to maximize primary care, enhance specialization, and embrace flexible working to meet career expectations of graduates. [ABSTRACT FROM AUTHOR]

In recent decades, Europe has experienced a significant slowdown in productivity, accompanied by rising regional inequalities. At the same time, the fragmentation of work and the rise of non-standard forms of employment have deeply reshaped labour markets. Through the analysis of an extensive database comprising data on regional labour markets and productivity trends, we investigate the relationship between non-standard work and labour productivity dynamics in European regions from 2004 to 2018. The findings highlight that increasing non-standard employment across regions is likely to negatively affect labour productivity growth. Moreover, to some extent, the spread of non-standard jobs, especially of permanent, yet involuntary, part-time positions, might contribute to the widening of regional disparities. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Derecho de la Seguridad Social, Laborum is the property of Ediciones Laborum S.L. 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.)

Copyright of Revue Internationale du Travail is the property of Wiley-Blackwell 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.)

Previous research has linked working for pay while attending university with negative academic and health outcomes; yet, working students are often resilient when experiencing such adverse circumstances. This makes it crucial to explore potential psychological mechanisms that transform adverse experiences into sources of motivation and persistence for working students. We explore one mechanism—social identification—and its different foci—identifying as a student, employee, working student, or a student of one's discipline of study—as potential predictors of important academic (academic self-efficacy, approaches to learning, and academic achievement) and social (status in society) outcomes in three cross-sectional studies. In Study 1, part-time working hours (but not identification processes) were associated with academic self-efficacy. In Study 2, discipline identification and part-time working hours were associated with using deep approaches to learning. In Study 3, student identification was associated with increased status in society. Overall, discipline identification may be solely linked to academic outcomes, but student identification should be explored further as a potential enhancer of social and graduate outcomes. We discuss additional mechanisms that can help to transform working students' experiences through their social identities and suggest boundary conditions that can affect the link between these identities and important outcomes. [ABSTRACT FROM AUTHOR]

This experimental study investigates how hypothetical employer support for part-time work shapes working hours norms for mothers and fathers with young children in Germany. It extends previous studies by focusing on the couple context, for instance by exploring interdependencies with each partner's earnings potential. The analysis is framed using capability-based explanations combined with a perspective of gender as a social structure. A factorial survey experiment was implemented within the German pairfam panel. Linear and multinomial logistic multilevel regressions were conducted with 5,856 respondents. Hypothetical employer support similarly increases respondents' recommendations to reduce working hours for mothers and fathers and supports dual part-time arrangements. In couples who face opposing incentives in terms of relative earnings or promotion prospects and employer support for part-time work, prevailing gender norms seem to reinforce the traditionalizing constraints and attenuate the de-traditionalizing influence. Respondents with more egalitarian gender beliefs respond more strongly to paternal employer support. [ABSTRACT FROM AUTHOR]

This article discusses a study conducted in Singapore on mothers who are chronic carriers of the hepatitis B virus (HBV) and their knowledge and attitudes towards antiviral therapy to prevent mother-to-child transmission (MTCT) of HBV. The study found that many of the mothers lacked sufficient knowledge about HBV transmission and the role of antivirals in reducing MTCT. The study also identified factors such as nationality, housing type, and education level that were associated with a lack of knowledge and refusal to take antivirals. The findings suggest a need for targeted education campaigns to address the knowledge gap and increase acceptance of antiviral therapy among high-risk mothers. Additionally, the study found that cost may be a barrier to accessing antiviral treatment, and the researchers suggest that policymakers should consider providing financial subsidies to improve uptake. The study also highlights the importance of improved educational programs to inform women of childbearing age about the benefits of antiviral therapy and the importance of HBV vaccination and immunoglobulin for newborns, particularly targeting vulnerable individuals with lower education and socioeconomic status. [Extracted from the article]

This article explores definitions and practice of flexible work and is part of a larger project about men's flexible work. Flexible work is prevalent in workplace research, but evidence is lacking regarding how flexible work for men is interpreted and applied in practice. Gendered patterns of work and care more often position men in paid employment and less often in care and domestic responsibilities. Men's use of flexible work could assist in balancing paid employment with unpaid domestic and care tasks. Qualitative content analysis (QCA) was undertaken to summarise participants' descriptions of two key aspects of flexible work – forms of flexible work, and the reasons for flexible work. QCA was applied to 30 interviews about men's flexible work with organisational leaders (n = 12, 3 women and 9 men) and men who use flexible work arrangements (n = 18). Participants typically discussed flexible work in their white-collar employment situations, most often in the form of part-time work and for the reason of caring for children. Participants' descriptions of flexible work differed from how flexible work is commonly defined in policy and legislation, demonstrating that men use flexible work in ways not described in policy or legislation. [ABSTRACT FROM AUTHOR]

Copyright of FinanzRundschau is the property of De Gruyter 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 Active commuting (AC) to and from work is associated with numerous health benefits, through increased physical activity. This study examined whether occupation types and part-time work, by sex, were associated with AC in a population-based sample of Canadian workers. Data and methods Cross-sectional public use microdata files from the 2006 (n=363,048), 2011 (n=370,672), and 2016 (n=362,310) Census of Population were examined. Multinomial logistic regression models were used to estimate the odds of cycling, walking, and using public transit, relative to using a private motorized vehicle, by occupation and sex. Time trends in mode share were also analyzed. Results In 2016, commuting by private motorized vehicle and cycling were more common among males, while public transit and walking were more common among females. Occupations in art, culture, recreation, and sport were associated with the greatest odds of cycling (odds ratio [OR]=3.02, 99% confidence interval [CI]: 2.65 to 3.39), while those in trades, transportation, natural resources, and manufacturing had the lowest odds of cycling (OR=0.47, 99% CI: 0.44 to 0.51) and walking (OR=0.36, 99% CI: 0.33 to 0.38). Since 2006, relative declines of 1% and 8% in the proportion of workers commuting by driving and walking, respectively, were observed (absolute change of -1% each). Relative increases of 14% and 12% were observed for cycling and public transit, respectively (absolute changes of less than 1% and 1.5%, respectively). Interpretation This study found that sex and occupation are important correlates of AC among Canadian workers. Further research aimed at understanding occupational barriers and facilitators may inform future AC interventions. [ABSTRACT FROM AUTHOR]

Working part-time while studying is common among Vietnamese university students, particularly English majors seeking both income and practical experience in a market with growing demand for proficient English speakers. This study examines how English majors apply their language skills in part-time jobs, focusing on the types of skills used, the frequency of their application, and the perceived benefits and challenges of using English in the workplace. Based on an online quantitative survey of 82 English majors at a university in Ho Chi Minh City, the findings reveal that the students utilized a wide range of English skills in their part-time jobs, varying usage by job context. The participants identified vital benefits, such as improved communication skills and enhanced employability, alongside challenges, including stress, competition, and navigating linguistic and cultural nuances. The study highlights the intricate relationship between academic training and real-world application, emphasizing the need for context-specific language education that bridges theoretical learning with workplace demands. It provides valuable insights into how part-time work can enhance students’ language proficiency and career readiness, offering a pathway to succeed in an increasingly globalized job market.

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]

Copyright of Die Urologie is the property of Springer Nature 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.)

Copyright of Polityka Spoleczna is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych 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: The nursing shortage is driven, in part, by the critical shortage of nursing faculty. Consequently, qualified potential nursing students are being turned away from nursing schools each year. The preeminent issue influencing the United States nurse faculty workforce shortage is salary; financial compensation is higher in clinical and private-sector settings than educational settings. The purpose of this study is to describe current full-time nurse faculty salary, sources of income, and perceived need for more income, as well as the feasibility and acceptability of research focused on full-time nurse faculty salaries, so to guide future nursing faculty workforce research. Methods: Using a cross-sectional study design, full-time nursing faculty working in a Midwestern state in the United States completed a survey inclusive of fixed choice and free text response options focused on income (individual gross, faculty, and secondary), demographics, and feasibility/acceptability of the survey instrument. Descriptive statistics were used to describe salary, sources of income, and perceived need for additional income. Feasibility and acceptability were evaluated by descriptive statistics examining three feasibility and acceptability questions, and by comparing demographic differences between participants who answered income questions compared to those who did not using t tests, x2 tests, and Wilcoxon signed rank tests. Results: One hundred and eighty-three full-time nurse faculty completed the survey in six weeks, representing 27% of the full-time nurse faculty workforce in the state. Over half of participants, 57%, reported having another job(s) in addition to their full-time faculty position to support basic living expenses. Most respondents reported willingness to share financial/salary data and viewed the survey to be acceptable. Conclusions: Research focused on nursing faculty salaries was feasible and acceptable to those who chose to participate in the study. Perceived income needs may be an important factor driving career decisions for nursing faculty. Future research should focus on delineating how salary influences the decision to enter or stay in the nursing faculty workforce. Further, this study can inform policy recommendations on how to best measure and report nurse faculty salary and the gap between clinical salaries and faculty salaries. [ABSTRACT FROM AUTHOR]

Research on reconciling family and employment debates if maternal part-time employment works as 'stepping stone' to full-time employment or as gateway to a long-term 'mommy track'. We analyse how mothers' transition from part-time to full-time employment is shaped by changing reconciliation legislations and how this is moderated by reconciliation-relevant factors like individual behaviours and macro conditions. We extend the literature on work–family reconciliation by investigating mothers' employment behaviour after the birth of their last child, i.e., after the family formative phase. We draw upon Germany with its considerable regional and historical heterogeneity. Using event history methods on SOEP-data, we observe mothers who (re)enter part-time employment (i.e., up to 30 weekly working hours) after their last childbirth. Results suggest that the impact of reconciliation legislations depends on the moderation by other factors. Recent reconciliation-friendly legislations may have contributed to the polarization of maternal employment patterns: more and less employment-oriented mothers diverge sooner after childbirth than before. Legislations co-occur with increases both in childcare institutions and part-time culture, but their moderation effects compete. Hence, boosting part-time work as either a 'stepping stone' or a 'mommy track' requires a deep understanding of the mechanisms behind legislations as well as more explicit policy incentives. [ABSTRACT FROM AUTHOR]