By Bruce Kaufman, David Lewin
Advances in commercial and hard work family is a refereed examine quantity released every year or biannually. even though the sequence is designed to target commercial kin matters, the editors welcome articles from students in various disciplines, equivalent to economics, legislations, background, organizational habit, psychology, and sociology. The sequence welcomes manuscripts which may be a little bit longer than is the case with so much journals, mostly in order that authors can discover their respective themes extra deeply.
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Extra resources for Advances in Industrial and Labor Relations, Volume 13
E. , 2000). , 2000). S. establishments provide full-time regular employees with paid vacations and holidays, paid sick leave, pension benefits, and health insurance benefits, only a small percent of establishments provide those benefits for their on-call workers or short-term hires (Houseman, 2001b). Although establishments are less likely to provide health insurance and pensions to short-term hires than to regular employees, the likelihood of providing these benefits for short-term hires is higher when the organization provides the benefits to its regular employees and when the organization has consistent performance objectives for workers in both groups (Lautsch, 2003).
Polivka et al. 6 Kalleberg et al. (1997) estimate separate wage models for men and women. , 1997). , 1997). , 1997). These studies do not isolate the effects of part-time work from the effects of working in FSAs. e. full- or part-time) and type of staffing arrangement are conceptually distinct features of work. g. 9 As a result, the failure to clearly isolate the effect of work schedule from the effect of the type of staffing arrangement in empirical analyses may result in statistical bias when estimating the effect of working in an FSA on wages (or benefits).
S. e. flextime, seminars on work family issues, child care location and referral, parent support groups, child care information assistance, elder care/adult dependent care information assistance) is approximately twice as high for regular employees as for short-term hires who, in turn, are more likely to receive these benefits than either agency temporaries and contractors/consultants performing work for these firms (Christensen, 1998). In a second study, Lautsch (2003) finds that establishments are less likely to provide child care for short-term hires than for regular employees.