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Journal articles on the topic 'Outside employment'

Author: Grafiati

Published: 24 April 2022

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1

Kale, Jayant R., Harley E. Ryan, and Lingling Wang. "Outside employment opportunities, employee productivity, and debt discipline." Journal of Corporate Finance 59 (December 2019): 142–61. http://dx.doi.org/10.1016/j.jcorpfin.2016.08.005.

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2

김영철 and SONG, Sujin. "CEO Compensation and Concurrent Executive Employment of Outside Directors." KDI Journal of Economic Policy 38, no. 3 (2016): 17–35. http://dx.doi.org/10.23895/kdijep.2016.38.3.17.

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3

Broadbridge, Adelina. "Rationalising retail employment: a view from the outside looking in." International Journal of Retail & Distribution Management 30, no. 11 (2002): 536–43. http://dx.doi.org/10.1108/09590550210449395.

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Russell, Lisa. "Complex pathways for young mothers outside employment, education and training." Ethnography and Education 11, no. 1 (2015): 91–106. http://dx.doi.org/10.1080/17457823.2015.1050683.

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5

Ullah, Farid, and Robert Smith. "The “Fairness Paradox” and “Small-Firm Growth Resistance Strategies”." World Journal of Entrepreneurship, Management and Sustainable Development 11, no. 3 (2015): 154–75. http://dx.doi.org/10.1108/wjemsd-02-2015-0005.

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Purpose – The purpose of this paper is to examine and explore why “Small-Businesses” resist employing outside the immediate family and investigate the employee as an outsider and entrepreneurial resource. Design/methodology/approach – The authors review the literature on barriers to small-business growth concentrating on key empirical and theoretical studies. The authors use empirical data from the Federation of Small Business in which informants commented on growth and employing outside the family. Findings – The findings suggest that small business owners adopt a polemical stance, arguing that a barrage of employment regulations deters them from employing outsiders because doing so brings trouble in terms of costs such as insurance, taxes, paperwork, leave (maternity and paternity) entitlement, etc. They argue that employing from inside the family or ones peer group is much cheaper, convenient and less hassle. This ignores the entrepreneurial employee as a potential ingredient of growth and points to a paradox whereby the very values and emotions characterized by fairness of which of “smallness” and “familialness” is composed compound the issues of discrimination central to the debate. Research limitations/implications – The paper offer important insights for growth issues among small businesses and challenge the contemporary equilibrium in terms of small “family-orientated” business philosophy relating to employment practices. Ideologically, the entrepreneur is an “outsider” fighting the establishment, yet paradoxically, in a small-business context s/he becomes the establishment by employing outsiders. This results in the fairness vs unfairness paradox. Originality/value – The paper contributes to the existing knowledge and understanding on growth issues among small businesses by illuminating a paradoxical insider vs outsider tension.

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Duraj, Tomasz. "Collective Rights of Persons Engaged in Gainful Employment Outside the Employment Relationship – en Outline of the Issue." Acta Universitatis Lodziensis. Folia Iuridica 95 (March 30, 2021): 7–18. http://dx.doi.org/10.18778/0208-6069.95.01.

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The main objective of the following study is to introduce readers to the issue of the 2nd National Scientific Conference in the series “Atypical Employment Relations” organized on 3 October 2019 by the Centre for Atypical Employment Relations of the University of Lodz. The consequence of extending the right of coalition to persons performing paid work outside the employment relationship was that they were guaranteed important collective rights, which until 1 January 2019 were reserved primarily for employees. The rights which Polish legislator ensured to non-employees include the right to equal treatment in employment due to membership in a trade union or performing trade union functions; the right to bargain with a view to the conclusion of collective agreement and other collective agreements; the right to bargain to resolve collective disputes and the right to organize strikes and other forms of protest, as well as the right to protect union activists. The author positively assesses the extension of collective rights to people engaged in gainful employment outside the employment relationship, noting a number of flaws and shortcomings of the analyzed norms. The manner of regulating this matter, through the mechanism of referring to the relevant provisions regulating the situation of employees, the statutory equalization of the scope of collective rights of non-employees with the situation of employees, the lack of criteria differentiating these rights, as well as the adopted model of trade union representation based on company trade unions, not taking into account the specific situation of people working for profit outside the employment relationship, are the reasons why the amendment to the trade union law is seen critically and requires further changes.

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Stoddard, Brad. "Preparing for Jobs Outside the Academy." Bulletin for the Study of Religion 49, no. 1-2 (2020): 23–26. http://dx.doi.org/10.1558/bsor.17720.

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At the 2019 meeting of the AAR in San Diego, Dr. Brad Stoddard led a workshop that encouraged graduate students to look outside academia for potential jobs. As the academic job market tightens, many qualified people are left scrambling for careers in theirfield of study. As Stoddard suggests in his workshop, the answer may lie in pursuing work outside the field of academia. Following Kelly Baker’s example, Stoddard showcases how much work is available through a portfolio career, offering advice on reinventing oneself academically, obtaining freelance work, and finding employment in non-profits that likely will fulfill one’s intellectual hopes and dreams.

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Thill, Zoey, Marce Abare, and Aaron Fox. "Thinking Outside the Box: Hospitals Promoting Employment for Formerly Incarcerated Persons." Annals of Internal Medicine 161, no. 7 (2014): 524. http://dx.doi.org/10.7326/m14-1674.

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Grant, Linda, Lisa Buckner, Gerard Poole, and Christopher Price. "Women Outside Paid Employment: Getting to Grips with Local Labour Markets." Local Economy: The Journal of the Local Economy Policy Unit 21, no. 2 (2006): 200–210. http://dx.doi.org/10.1080/02690940600674467.

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Link, Albert N., and John T. Scott. "Public R&D subsidies, outside private support, and employment growth." Economics of Innovation and New Technology 22, no. 6 (2013): 537–50. http://dx.doi.org/10.1080/10438599.2013.776744.

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11

Nicholl, J. P., and B. T. Williams. "Employment outside the NHS of doctors registered in the United Kingdom." BMJ 297, no. 6641 (1988): 112. http://dx.doi.org/10.1136/bmj.297.6641.112.

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12

SEYFANG, GILL. "Working Outside the Box: Community Currencies, Time Banks and Social Inclusion." Journal of Social Policy 33, no. 1 (2004): 49–71. http://dx.doi.org/10.1017/s0047279403007232.

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A conceptual framework is developed for analysing UK social policy with respect to work, employment, inclusion and income. A range of possibilities for ‘productive engagement in work’ (PEW) outside the home are identified, ranging from formal employment, through informal employment, working for local community currencies, to unpaid voluntary work, each attracting particular policy responses, according to the hegemonic discourse of social exclusion, namely a liberal individualistic model which sees insertion into the labour market as the solution to exclusion. A new initiative is examined which is increasingly being adopted by local authorities in their efforts to tackle social exclusion and build social capital, namely ‘time banks’: a type of community currency which rewards people in time credits for the work they put into their neighbourhoods. Time banks are found to occupy a space in between what is already known about informal employment, LETS (Local Exchange Trading Schemes) and volunteering, raising a number of issues for policy makers and practitioners. While time banks may be promoted within the UK government's social inclusion remit as a means of increasing job-readiness through volunteering, they have wider and deeper implications. They represent a response to a radical social democratic understanding of social exclusion and hence exert a collective effort to redefine what is considered ‘valuable work’, and thus present an alternative to hegemonic paradigms of work and welfare; their greatest potential is as a radical tool for collective social capital building, resulting in more effective social, economic and political citizenship, and hence social inclusion. Policy recommendations are made to enable time banks to flourish and provide a powerful tool for achieving social inclusion objectives.

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13

Król, Małgorzata. "Retention Versus Employment Flexibility (Strategic and Culturally Determinants)." Kwartalnik Ekonomistów i Menedżerów 23, no. 1 (2012): 24–43. http://dx.doi.org/10.5604/01.3001.0009.5768.

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This article presents the problems of employment retention and flexibility. Organizations are mainly focused on employees who have high and rare competences. Retention is typical for this group of workers so they get contracts for an unspecified time (typical form of employment). On the contrary flexibility is typical for workers with low and easy available competences. Hence, they usually get limited time contracts. The models of employment can be also matched with the retention and flexibility. Permanent job and retention of workers are typical for traditional model of employment. In flexible model there are three different groups of employees, i.e.: stable workers, peripheries workers and outside collaborators. Peripheries workers and outside collaborators constitute the flexible / inconstant part of employment in the organization. This paper also shows that organizational culture and personnel strategy have an impact on employment retention and flexibility. We can find kinds of organizational culture and personnel strategy which either support or not retention or flexibility.

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Zinchenko, O. "On the issue of labor function of persons working outside the location of the employer." Uzhhorod National University Herald. Series: Law, no. 69 (April 15, 2022): 201–5. http://dx.doi.org/10.24144/2307-3322.2021.69.34.

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Labor relations of persons working outside the location of the employer are now partially regulated by the Law of Ukraine "On Amendments to Certain Legislative Acts on Improving the Legal Regulation of Telework" of 04.02.2021 № 1213-IX. In particular, the law stipulates that remote and home work are forms of work performed outside the usual place of work in the employer's premises. At the same time, in practice, many questions arise about the peculiarities of the introduction of these innovative forms of labor organization, in particular about the labor function of persons working outside the location of the employer. The purpose of the article is to determine the employment function of persons working outside the location of the employer as one of the main conditions of the employment contract. It is stated that the current Labor Code of Ukraine not only does not contain a definition of "labor function", but also does not mention this legal phenomenon. As for scientific sources, there are different definitions of labor function, which, incidentally, do not contradict each other, but complement each other. In particular, the job function is defined as certain duties that are performed, are performed or should be performed by one person. That is, this is the work that is determined by the parties to the employment contract and which, in accordance with the concluded employment contract, taking into account the profession, specialty, qualification, position must be performed by the employee. After analyzing the current legislation, it was concluded that persons working outside the location of the employer are fully subject to labor legislation, taking into account the specifics and peculiarities of the regime, which are stipulated in the employment contract. One of the main conditions of such a transaction is the condition of the job function, ie the condition of the system of responsibilities to be performed by the employee in accordance with the profession (specialty, qualification) or position, which is a form of employment and changes with it according to scientific and technological progress and the development of labor relations, the range of activities of the employee.

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15

Warren, Lynda W., and Lyla McEachren. "Derived Identity and Depressive Symptomatology in Women Differing in Marital and Employment Status." Psychology of Women Quarterly 9, no. 1 (1985): 133–44. http://dx.doi.org/10.1111/j.1471-6402.1985.tb00866.x.

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Derived identity, defined as a sense of self that is overly influenced by and dependent upon relationships with significant others, and depressive symptomatology, measured by the CES-D scale, were assessed in a sample of 564 adult women classified into one of six marital-employment status groups: married professional, single professional, married nonprofessional, single nonprofessional, married nonemployed, and single nonemployed. Married women were found to report more derived identity than single women and, when age effects were controlled, married women also had higher CES-D scores than single women. Employment status results in aggregate indicated that for women of equal education: (1) employment outside the home, whether it be professional or nonprofessional, is related to a more autonomous sense of self than nonemployment and (2) employment outside the home is not associated with lower CES-D scores than nonemployment. Derived identity and depression were also found to be significantly correlated within the total sample and within each marital-employment status group.

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16

Scaramozzino, Pasquale. "Bargaining with Outside Options: Wages and Employment in UK Manufacturing 1974-82." Economic Journal 101, no. 405 (1991): 331. http://dx.doi.org/10.2307/2233823.

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17

EGGEBEEN, DAVID J., and ALAN J. HAWKINS. "Economic Need and Wives' Employment." Journal of Family Issues 11, no. 1 (1990): 48–66. http://dx.doi.org/10.1177/019251390011001004.

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This article argues that the meaning of the economic motive for White married mothers' labor force participation has changed over the past 30 years. The growth in White married mothers' labor force participation has come from mothers whose husbands earn a relatively “adequate” income rather than from mothers whose husbands earn “inadequate” incomes. For most White married mothers, the decision to work outside the home is best characterized as a personal choice to seek an ideal life-style combining family and employment rather than economic necessity. Broad structural forces will continue to influence couples' decisions about maternal employment, but these forces may weaken as they are increasingly mediated by personal value systems about how we should live our lives rather than real economic exigency.

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18

Manhica, Helio, Andreas Lundin, and Anna-Karin Danielsson. "Not in education, employment, or training (NEET) and risk of alcohol use disorder: a nationwide register-linkage study with 485 839 Swedish youths." BMJ Open 9, no. 10 (2019): e032888. http://dx.doi.org/10.1136/bmjopen-2019-032888.

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ObjectiveTo investigate to what extent being outside education, employment or training after completed secondary education in Sweden might affect the risk of subsequent alcohol use disorders (AUDs), with sociodemographic indicators, such as sex, domicile and origin, taken into account.DesignPopulation register-based cohort study with 485 839 Swedish youths.SettingSweden.ParticipantsAll youths who were born between 1982 and 1991 and were aged between 19 and 24 years when they completed secondary education in Sweden, between 2005 and 2009.Primary outcome measureCox regression models were used to estimate the HR of first record of entry into alcohol-related medical care with a diagnosis of an AUD, by level of labour market attachment, from 1 January 2009 to 31 December 2016.ResultsAbout 4% of the youth population were outside education, employment or training and 25% were in insecure workforce after they completed secondary education. The risk of AUD was higher among youths in insecure workforce, HR 1.40 (95% CI 1.30 to 1.50), and among those outside education, employment or training, HR 1.30 (95% CI 1.11 to 1.51), compared with youths within the core workforce, also after adjusting for age, domicile, sex and origin. Being in education was associated with lower HR of AUD, HR=0.84 (95% CI 0.78 to 0.90).ConclusionYouths who are in insecure workforce and outside education, employment or training are at higher risk of AUD. Targeted policy actions are needed to support a successful school-work transition to secure equal opportunities for young people.

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19

Dowswell, Therese, and Jenny Hewison. "Mother's Employment and Child Health Care." Journal of Social Policy 21, no. 3 (1992): 375–93. http://dx.doi.org/10.1017/s0047279400019991.

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ABSTRACTA decline in the number of young people entering the UK labour force has led to growing interest in the recruitment and retention of women workers. As yet the child care needs of school age children have not been addressed. Using interview data the strategies mothers employ to meet their work commitments outside of school hours and during childhood illnesses are described. Although mothers remained the main carers of their children, they frequently depended on unpaid help from relatives. These informal arrangements were sometimes complicated and potentially vulnerable. This dependence on informal support networks has a range of policy implications.

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Ravn, Rasmus, and Kristian Nielsen. "Employment effects of investments in public employment services for disadvantaged social assistance recipients." European Journal of Social Security 21, no. 1 (2019): 42–62. http://dx.doi.org/10.1177/1388262719836797.

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Across the OECD countries, there is a growing consensus in favour of targeting active labour market policies (ALMP) on the disadvantaged unemployed and persons outside the labour force to increase their employment prospects. Despite increased efforts, little is known about what works for getting persons with physical, mental, and social problems into employment. Using difference-in-differences regressions and propensity score matching on longitudinal population register data from Denmark, we investigate the effects of investment in public employment services for disadvantaged social assistance recipients, where social worker caseloads have been severely reduced and active employment measures for the target group have intensified. We find significant and robust positive effects of intervention on subsequent employment outcomes for disadvantaged, hard-to-employ social assistance recipients, suggesting the need for an increased focus on this target group in future research and in the design and implementation of ALMPs.

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21

Dobbs, Gerald S., and Diane Relf. "Enclave Employment at Virginia Colleges and Universities." HortTechnology 5, no. 2 (1995): 131–33. http://dx.doi.org/10.21273/horttech.5.2.131.

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Surveys taken in 1991 and 1992 in Virginia suggest that the enclave model of employment may be a more successful and long-term method of employing individuals with mental disabilities (IMDs) within Virginia college grounds departments. Individual, competitive placement of IMDs seems to be less successful, resulting in increased level of temporary and short-term employment. Additional research is needed to document the methods and benefits of employment used by other grounds departments, including colleges outside Virginia in the employment of IMDs.

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Brook, Julia, and Sue Fostaty Young. "Exploring post-degree employment of recent music alumni." International Journal of Music Education 37, no. 1 (2019): 142–55. http://dx.doi.org/10.1177/0255761418821165.

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The purpose of this research was to identify the various types of employment held by music alumni at one university. We also compare the perceptions of alumni who currently work primarily in music with those of alumni who work outside the field. A mixed-methods research design that relied on surveys and interviews was used to gather data. Alumni employed primarily outside the field held a wide variety of roles and many reported incorporating their musical skills in these roles and they continued to engage in a variety of activities within the field of music. Those whose employment was primarily in music were more likely to have reported choosing to enroll in a music degree program with an express intention of gaining music-focused employment. Findings from this study illustrate that while graduates of music programs do find employment success, further investigation is necessary to identify the breadth of roles available, yet untapped, for music graduates and the perhaps entrepreneurial requirements for engagement in them. Our findings also point to the need for music programs to realign curriculum to better reflect the ever-expanding music sector.

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Davis, Deborah S. "Self-employment in Shanghai: A Research Note." China Quarterly 157 (March 1999): 22–43. http://dx.doi.org/10.1017/s0305741000040194.

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During the 1980s market reforms proceeded more slowly in Shanghai than in other Chinese coastal cities. Bureaucratic procedures had continued to determine employment conditions and few city residents assumed the risks of entrepreneurship. The pace of marketization quickened in the early nineties and, between 1990 and 1995, the percentage of Shanghainese working outside the state or collective sectors grew by a factor of ten. For the first time since the launching of the economic reforms, private sector activity approached parity with Guangzhou (see Table 1).

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24

Moghadam, Valentine M. "Women and Employment in Tunisia." Sociology of Development 5, no. 4 (2019): 337–59. http://dx.doi.org/10.1525/sod.2019.5.4.337.

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Tunisia's legacy of “state feminism” and its strong civil society—including human rights, labor, and women's rights organizations—have placed Tunisian women in advance of their Arab sisters, and women are present across an array of professions and occupations. Still, most Tunisian women remain outside the labor force, face precarious forms of employment, or are unemployed. This article examines women's employment patterns, problems, and prospects in the light of an untoward economic environment, conservative social norms, and feminist advocacy. Drawing on interview and documentary data, and informed by feminist political economy and institutionalism, it highlights the importance of institutional supports for working mothers and improved work conditions to encourage more female economic participation and stronger labor-force attachment and thus to weaken patriarchal attitudes and values. The paper points to the need for both class-based and gender-based policies with respect to women's economic participation and rights.

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Barwaśny, Mateusz, and Ewelina Szadkowska. "SPRAWOZDANIE Z KONFERENCJI „ZBIOROWE PRAWO PRACY CZY ZBIOROWE PRAWO ZATRUDNIENIA? OCHRONA PRAW I INTERESÓW ZBIOROWYCH OSÓB WYKONUJĄCYCH PRACĘ ZAROBKOWĄ POZA STOSUNKIEM PRACY”." Praca i Zabezpieczenie Społeczne 2020, no. 1 (2020): 20–24. http://dx.doi.org/10.33226/0032-6186.2020.1.3.

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Pfeffer, Max J., and Pilar A. Parra. "Strong Ties, Weak Ties, and Human Capital: Latino Immigrant Employment Outside the Enclave*." Rural Sociology 74, no. 2 (2009): 241–69. http://dx.doi.org/10.1111/j.1549-0831.2009.tb00391.x.

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Galbis, Eva Moreno. "Differences in work conditions between natives and immigrants: preferences vs. outside employment opportunities." European Economic Review 130 (November 2020): 103586. http://dx.doi.org/10.1016/j.euroecorev.2020.103586.

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28

Thomas, Leah Cox, Eileen J. Burker, and Kelly A. Kazukauskas. "Thinking Outside the Box: Maximizing Vocational Outcomes Post-Traumatic Brain Injury through Rehabilitation Counseling and Recreation/Leisure Activities." Journal of Applied Rehabilitation Counseling 46, no. 4 (2015): 37–44. http://dx.doi.org/10.1891/0047-2220.46.4.37.

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Traumatic brain injury (TBI) is a disability that is becoming more common and post-injury many individuals with TBI have difficulty returning to employment for extended periods of time. Despite the success of traditional vocational rehabilitation programs, many individuals still struggle to maintain long-term employment. The purpose of this paper is to suggest the use of recreation and leisure activities (RLA) as a complementary treatment modality that can be utilized in conjunction with traditional employment programs to maximize vocational outcomes and increase overall life satisfaction. Benefits and barriers to RLA participation are discussed as well as specific attributes necessary for participation in both vocational pursuits and RLA. Recommendations for rehabilitation counselors are also provided.

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Lordly, Daphne, and Janette Taper. "Gaining Entry-level Clinical Competence Outside of the Acute Care Setting." Canadian Journal of Dietetic Practice and Research 69, no. 1 (2008): 32–36. http://dx.doi.org/10.3148/69.1.2008.32.

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Traditionally, an emphasis has been placed on dietetic interns’ attainment of entry-level clinical competence in acute care facilities. The perceived risks and benefits of acquiring entry-level clinical competence within long-term and acute care clinical environments were examined. The study included a purposive sample of recent graduates and dietitians (n=14) involved in an integrated internship program. Study subjects participated in in-depth individual interviews. Data were thematically analyzed with the support of data management software QSR N6. Perceived risks and benefits were associated with receiving clinical training exclusively in either environment; risks in one area surfaced as benefits in the other. Themes that emerged included philosophy of care, approach to practice, working environment, depth and breadth of experience, relationships (both client and professional), practice outcomes, employment opportunities, and attitude. Entry-level clinical competence is achievable in both acute and long-term care environments; however, attention must be paid to identified risks. Interns who consider gaining clinical competence exclusively in one area can reduce risks and better position themselves for employment in either practice area by incorporating an affiliation in the other area into their internship program.

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Browne, Barbara. "Learning Through Internships: A Refugee Resettlement Program." Practicing Anthropology 9, no. 2 (1987): 9. http://dx.doi.org/10.17730/praa.9.2.06115m47j2pj8gj1.

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Training and researching outside the United States can be very rewarding and an opportunity to work internationally can be exciting. Realistically, however, many students of applied anthropology do not have the freedom to live outside the United States. Therefore, they must look for employment closer to home which can be just as satisfying, both professionally and personally. This paper will briefly discuss my work as an intern for the Office of Refugee Resettlement, Region IV, located. in Atlanta, Georgia, and my subsequent employment with the Refugee Health Care Program for the State of Georgia. Pros and cons of both interning and working for federal and state agencies will be examined.

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Cukier, Judie, and Geoffrey Wall. "Tourism Employment in Bali: A Gender Analysis." Tourism Economics 1, no. 4 (1995): 389–401. http://dx.doi.org/10.1177/135481669500100406.

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This paper examines gender roles in tourism employment in Bali, Indonesia. While tourism has provided both women and men with greater occupational choices, through analyses of employment as front desk workers, as vendors, as kiosk operators and as drivers/guides, it is shown that there is differential access by gender to tourism employment in Bali. Furthermore, in the formal sector, women may be required to have superior qualifications and may be paid less than men in similar positions. At the same time as gaining access to employment outside the home, many women are expected to carry out traditional roles at home and in religious activities.

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Angheluță, Petrică Sorin, Svetlana Platagea Gombos, Ciprian Rotaru, and Anna Kant. "Aspects of globalization of employment in the European Union." SHS Web of Conferences 129 (2021): 08001. http://dx.doi.org/10.1051/shsconf/202112908001.

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Research background: The influence exerted by globalization manifests predominantly in field of employment. The challenges generated by this process are amplified by technological developments. Facilities of movement and establishment in various regions, and the new opportunities for conducting professional activities, have led to increased mobility of employment. Globalization has led to a growing interest of businesses to operate outside their own country. Purpose of the article: In the current context, the purpose of the article is to analyze whether in the field of employment there is a tendency to increase the share of persons employed in enterprises controlled from outside the EU in total EU employment. Methods: The article presents the comparative situation of the number of persons employed for enterprises controlled from outside the EU. The article also presents an analysis of the number of persons employed for enterprises controlled from inside the European Union. Findings & Value added: Following the analysis, there is an increase in employment in enterprises controlled from inside the EU in total EU employment. Also, depending on the economic activity, there is a higher distribution for the following economic activities: Manufacturing, Wholesale and retail trade, Administrative and support service activities, Information and communication, Transportation and storage. Regarding the comparative situation of the number of employed persons for enterprises controlled by all countries of the world for total business economy, except financial and insurance activities, a number of over 5 million employed persons was registered in 6 countries (Germany, France, Italy, Spain, Poland, Netherlands). Regarding the situation of the foreign control of enterprises by economic activity, controlled by all countries of the world for total business economy, except financial and insurance activities, at the level of the European Union the economic activities in which more than 10 million people are employed are: Manufacturing, Wholesale and retail trade, Administrative and support service activities, Construction, Professional, scientific and technical activities, Accommodation and food service activities and Transportation and storage.

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Stier, Haya. "Short-Term Employment Transitions of Women in the Israeli Labor Force." ILR Review 51, no. 2 (1998): 269–81. http://dx.doi.org/10.1177/001979399805100207.

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Using data on Jewish Israeli women aged 25 to 55, the author examines patterns and determinants of women's transitions among four employment categories: regular full-time employment, reduced-hours full-time employment, part-time employment, and non-employment. Israeli women are not trapped in part-time employment. Departures from reduced-hour and part-time employment occur at higher rates than departures from full-time jobs. Women who have just given birth have an increased likelihood of moving from full-time employment to reduced-hour or part-time employment. Women in female-type occupations and those in “peripheral” jobs (jobs outside core industries) are more likely than other women to reduce their work hours or exit the labor force. The author argues that although part-time work is a valuable short-term option for many women, in the long run it preserves labor market institutions that are disadvantageous to women.

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Fölster, Stefan, Li Jansson, and Anton Nyrenström Gidehag. "The effect of local business climate on employment." Journal of Entrepreneurship and Public Policy 5, no. 1 (2016): 2–24. http://dx.doi.org/10.1108/jepp-05-2014-0020.

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Purpose – The purpose of this paper is to analyse empirically whether policies to improve the local business climate affect employment in general, and among groups of immigrants that suffer from structural unemployment. Design/methodology/approach – The paper analyses the relation between Swedish entrepreneurs’ perception of the local business climate and total employment as well as employment among immigrants born outside of Europe, a group that tends to be particularly affected by structural unemployment. Instrumental variable and Arellano-Bond GMM estimation indicate that a better local business climate improves immigrants employment considerably more than total employment. Findings – The results suggest that improvements in institutions and policies that entrepreneurs perceive as shaping the business climate may have an important effect on employment, in particular employment of groups that tend to have high rates of structural unemployment. Given the limitations, the estimates appear robust over a variety of specifications. Research limitations/implications – The authors use a subjective measure of local business climate policies, but instrument this with an exogenous variable and lagged variables. The unit of observation are Swedish municipalities, which in contrast to other countries control many factors important for business. Practical implications – Employment policies often focus on labour market institutions. The results suggest that other policies and their local implementation may be equally important for employment. Unfortunately the study does not reveal much detail of which specific measures give the greatest effects. That remains to be done in future research. Social implications – The positive employment effects the authors find are particularly large for immigrants born outside of Europe. If the results are correct, then better local business climate could make an important contribution to social cohesion. Originality/value – While there are more studies that analyse the relation between entrepreneurship and employment, much fewer previous studies have tried to establish a link between business climate policies and employment. The authors do this with a novel approach.

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Rowe, Barbara R., and Gong-Soog Hong. "The Role of Wives in Family Businesses: The Paid and Unpaid Work of Women." Family Business Review 13, no. 1 (2000): 1–13. http://dx.doi.org/10.1111/j.1741-6248.2000.00001.x.

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This study used data from the 1989 Survey of Consumer Finance to examine wives' economic contributions to family businesses. Wives' contributions to family businesses take several forms: managing the household, working in the business, being employed by others, working in the business and holding outside employment at the same time, and simultaneously holding two jobs. Wives' employment in the business was significantly related to the size of the family business, their market employment, the husbands' self-reported health status, and the origin and type of business enterprise.

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Burgess, John, and Iain Campbell. "Casual Employment in Australia: Growth, Characteristics, a Bridge or a Trap?" Economic and Labour Relations Review 9, no. 1 (1998): 31–54. http://dx.doi.org/10.1177/103530469800900102.

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About one in every four Australian employees is a casual. The casual share has doubled over the past decade and continues to expand. This paper catalogues the growth of casual employment and discusses the characteristics of casual jobs and of those in casual jobs. The key analytical issue discussed is whether casual employment is a transitional employment arrangement on the road towards permanent employment conditions. Alternatively, is it a trap which is associated with job insecurity, low earnings and spells outside of employment? Although the evidence is partial and circumstantial, casual employment is a bridge for some and a trap for others. In particular, for those who wish to beak out of unemployment, casual employment is unlikely to be a transitional point on the road to a permanent job. This finding has important implications for the design of labour market programs.

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SPITZE, GLENNA, and SCOTT J. SOUTH. "Women's Employment, Time Expenditure, and Divorce." Journal of Family Issues 6, no. 3 (1985): 307–29. http://dx.doi.org/10.1177/019251385006003004.

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Past research on the relationship between wives' employment and divorce has focused on two types of explanations: those positing changed motives regarding divorce and those suggesting changed opportunities. Without discounting totally the path from income to opportunity, we focus here on a somewhat neglected alternative, that leading from time constraints to changed motives toward maintaining a marriage. We argue that time spent by the wife working outside the home impedes the completion of tasks necessary to the maintenance of the household and hence increases the probability of divorce. Using data from the Young and Mature Women samples of the National Longitudinal Survey, we find that among employed women, hours worked has a greater impact on marital dissolution than do various measures of wife's earnings. In partial support of our hypotheses, the relationship between wife's hours worked and the probability of divorce is strongest for middle income families and families in which the husband disapproves of his wife's employment.

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Świętnicki, Tomasz. "PROTECTION OF THE PERMANENCE OF EMPLOYMENT IN GERMANY." Roczniki Administracji i Prawa 1, no. XVIII (2018): 391–402. http://dx.doi.org/10.5604/01.3001.0012.6011.

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The aim of this article is to present the protection of the permanence for the employment relationship in Germany and to outline the labor law system prevailing in Germany, as well as attempt to answer the question what are the grounds / prerequisites as a rule of the subject protection. The subject of my analysis are the principles of protection for he permanence of employment relationships established on the basis of a contract for the employee. Labor relations that have their origins in the appointment, and their characteristics remain outside the scope of my article, because it would need a much extensive study.

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Li, Hui Lan, Lei Zhou, and Chun Ling Sun. "Analysis to Postgraduate Employment Plight under Dual-Economy." Applied Mechanics and Materials 50-51 (February 2011): 954–58. http://dx.doi.org/10.4028/www.scientific.net/amm.50-51.954.

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Owing to the income gap between urban and rural, east and west, within and outside the system caused by the dual economy of our society, and the asymmetry between job opportunities and postgraduate enrollment scale, quality and requirements and so on , the structural plight in postgraduate employment appeared. In order to grasp the extent of postgraduate employment difficulties, trends and influencing factors, postgraduate employment rate, job satisfaction and the fluctuation of postgraduate enrollment in author’s university were analyzed and surveyed with samples, and the questionnaire results were analyzed through multivariate statistical analysis and social science statistics software in order to deeply analyze the causes of the plight of postgraduate employment and current employment problems and provide the basis for policy-setting and theoretical guidance.

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Koch, Lynn C., and Phillip D. Rumrill. "Rehabilitation Counseling Outside the State Agency: Settings, Roles, and Functions for the New Millennium." Journal of Applied Rehabilitation Counseling 28, no. 4 (1997): 9–14. http://dx.doi.org/10.1891/0047-2220.28.4.9.

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The article explores non-traditional employment settings for rehabilitation counselors. The authors describe career outlooks for and responsibilities of rehabilitation counselors who work in mental health, substance abuse treatment, geriatric rehabilitation, medical/allied health case management, employee assistance programs, disability management, and private practice/consultation.

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RAJGOPAL, SHIVARAM, TERRY SHEVLIN, and VALENTINA ZAMORA. "CEOs' Outside Employment Opportunities and the Lack of Relative Performance Evaluation in Compensation Contracts." Journal of Finance 61, no. 4 (2006): 1813–44. http://dx.doi.org/10.1111/j.1540-6261.2006.00890.x.

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Ali, Ashiq, Ningzhong Li, and Weining Zhang. "Restrictions on Managers' Outside Employment Opportunities and Asymmetric Disclosure of Bad versus Good News." Accounting Review 94, no. 5 (2018): 1–25. http://dx.doi.org/10.2308/accr-52314.

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ABSTRACT This study examines the effect of restrictions on managers' outside employment opportunities on voluntary corporate disclosure. The recognition of the Inevitable Disclosure Doctrine (IDD) by courts in the U.S. states in which the firms are headquartered places greater restrictions on their managers from joining or forming a rival company. We find that, on average, the IDD adoption increases the asymmetric withholding of bad news. We further show that the IDD adoption increases the asymmetric withholding of bad news relative to good news for firms whose managers are mainly concerned about losing their current job. However, an opposite effect is observed for firms whose managers are mainly interested in seeking promotion elsewhere. Furthermore, these effects are less pronounced for firms subject to greater monitoring of their disclosure policy. These results suggest that managers' career concerns affect corporate disclosure policy, and the effect varies with the type of career concerns. JEL Classifications: D82; M4.

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Edwards, Tony, Paul Edwards, Anthony Ferner, Paul Marginson, and Olga Tregaskis. "Multinational Companies and the Diffusion of Employment Practices from Outside the Country of Origin." Management International Review 50, no. 5 (2010): 613–34. http://dx.doi.org/10.1007/s11575-010-0051-2.

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Arias-de la Torre, Jorge, Antonio J. Molina, Tania Fernández-Villa, Lucía Artazcoz, and Vicente Martín. "Mental health, family roles and employment status inside and outside the household in Spain." Gaceta Sanitaria 33, no. 3 (2019): 235–41. http://dx.doi.org/10.1016/j.gaceta.2017.11.005.

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Aricò, Pietro, Nicolina Sciaraffa, and Fabio Babiloni. "Brain–Computer Interfaces: Toward a Daily Life Employment." Brain Sciences 10, no. 3 (2020): 157. http://dx.doi.org/10.3390/brainsci10030157.

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Recent publications in the Electroencephalogram (EEG)-based brain–computer interface field suggest that this technology could be ready to go outside the research labs and enter the market as a new consumer product. This assumption is supported by the recent advantages obtained in terms of front-end graphical user interfaces, back-end classification algorithms, and technology improvement in terms of wearable devices and dry EEG sensors. This editorial paper aims at mentioning these aspects, starting from the review paper “Brain–Computer Interface Spellers: A Review” (Rezeika et al., 2018), published within the Brain Sciences journal, and citing other relevant review papers that discussed these points.

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Sartin, S. A., M. S. Grigoryan, and A. G. Markova. "EMPLOYMENT PROSPECTS WHEN OBTAINING PHYSICAL EDUCATION." Vestnik of M. Kozybayev North Kazakhstan University, no. 2 (51) (December 29, 2021): 28–33. http://dx.doi.org/10.54596/2309-6977-2021-2-28-33.

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This article discusses the profitability of obtaining a physical education. As part of the study, monitoring of postgraduate employment after graduation from the Department of Physics was carried out. A marketing research was carried out by questioning former graduates of this department over the past 10 years, which included various questions for a more detailed study of both positive and negative aspects in choosing a specialty, training, employment, obtaining additional education and enrolling in a magistracy. The analysis of the motives of applicants when choosing specialties at the Department of Physics is carried out. Based on the data obtained, an assessment of vocational guidance work in schools of the city and region is given. Also, a study was carried out on the correspondence of education and the position held, the prospects for employment outside the specialty, wages and the impact on its increase, obtaining additional education at one of the largest enterprises in Petropavlovsk. The key points that influence the choice of a specialty by applicants are briefly described.

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Smoter, Mateusz. "Outreach Practices of Public Employment Services Targeted at NEET Youth in Poland." Youth & Society 54, no. 2_suppl (2021): 89S—108S. http://dx.doi.org/10.1177/0044118x211058224.

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This paper contributes to our understanding of whether, and if so, how public employment services in Poland are attempting to reach young NEETs, and whether they fail or succeed in their efforts. The study shows that most NEETs below 25 years of age in Poland, including rural NEETs, remain beyond the reach of the PES registers. The coverage rate is particularly low amongst those individuals who are outside the labor force. Effective outreach strategies may prevent them from moving into long-term inactivity. The study shows that the PES offices do not cooperate closely with local institutions: moreover, they use methods for approaching the hardest-to-reach individuals and residents of remote areas infrequently. The article discusses the obstacles to the effective functioning of the PES, the factors that contribute to the PES’ successes and failures, and the consequences for young NEETs of remaining outside of institutional support systems.

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Dippel, Christian, Avner Greif, and Daniel Trefler. "Outside Options, Coercion, and Wages: Removing the Sugar Coating." Economic Journal 130, no. 630 (2020): 1678–714. http://dx.doi.org/10.1093/ej/ueaa030.

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Abstract In economies with a large informal sector firms can increase profits by reducing workers’ outside options in that informal sector. We formalise this idea in a simple model of an agricultural economy with plantation owners who lobby the government to enact coercive policies—e.g., the eviction and incarceration of squatting smallhold farmers—that reduce the value to working outside the formal sector. Using unique data for 14 British West Indies ‘sugar islands’ from 1838 (the year of slave emancipation) until 1913, we examine the impact of plantation owners’ power on wages and coercion-related incarceration. To gain identification, we utilise exogenous variation in the strength of the plantation system in the different islands over time. Where planter power declined we see that incarceration rates dropped, and agricultural wages rose, accompanied by a decline in formal agricultural employment.

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Kałuża-Kopias, Dorota, and Witold Śmigielski. "Dilemmas of measurement of economic immigration on the example of Łódzkie Voivodship." Wiadomości Statystyczne. The Polish Statistician 64, no. 6 (2019): 16–30. http://dx.doi.org/10.5604/01.3001.0013.8497.

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The aim of this study is to present the employment rate of immigrants from outside the European Union (EU) in Łódzkie Voivodship within 2010–2017. Simultaneously, some problems with measurement of economic migration on the regional labour market were emphasized. The main source of data are statistics on the number of work permits granted and registered declarations of intention of employing foreigners available at the website of the Ministry of Family, Labour and Social Policy as well as information from the Voivodship Office in Łódź. Descriptive and comparative research methods were applied. In the case of Łódzkie Voivodship, the long-term nature of immigrant employment is evi-dent, which, given the current demographic situation in the region (population aging and depopulation) can testify the ”setting up” of immigrants from outside the EU.

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Bhaduri, Sanghamitra Kanjilal. "EMERGENT GENDER RELATIONS IN FEMALE EMPLOYMENT WITHIN THE SOCIAL STRATIFICATION IN RURAL INDIA." Annals of Spiru Haret University. Economic Series 17, no. 2 (2017): 103–26. http://dx.doi.org/10.26458/1727.

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The paper has presented an empirical picture of inequalities, both within and outside the labour market for women, from gender relations emerging within the framework of overlapping social stratification in rural India. Analysis is based on secondary data, where the emphasis is not only on measurement of quantitative variables, but also on the interactions between various qualitative, socio-economic and socio-cultural variables. Main finding of the present study is that the participation of women in labour force varies across economic classes, social groups, religions, regions and the rural urban divide. Factors determining labour supply decisions of women are different from those of men. Interconnectedness of female employment with other social parameters which are outside the realm of the standard labour market analysis gets highlighted in the study.

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