Career Break Research Articles

Returning to the parental home: Boomerang moves of younger adults and the welfare regime context

Returns to the parental home represent a dramatic housing career interruption that can have significant social and economic implications. Interaction of individual characteristics with turning point shocks, such as unemployment or partnership dissolution, are key triggering events; however, housing disruptions are further embedded within variegated social, cultural and institutional contexts. Fundamental is the nature of the welfare regime, explaining norms surrounding co-residence as well as the amount and type of resources available. Through analyses using the Eurostat Longitudinal Survey on Income and Living Conditions, the research establishes a foundational understanding of how factors at both the individual as well as institutional and socio-cultural level moderate young adults’ housing interruptions across Europe. The results showed a significant welfare regime effect in outcomes of returned co-residence as well as evidence of differentiations across regimes in how individual characteristics and the experience of turning points related to returns. Higher return propensities were found among more familialistic contexts of Southern Europe and New Member States, while lower likelihoods were evident in the face of stronger state support and practices of earlier autonomy in Social Democratic and, to a lesser degree, intermediate Conservative regime contexts.

Career Interruptions and Current Earnings: The Role of Interruption Type, Compensation Component, and Gender

This study examines how career interruptions and subsequent wages of employees are related. Using individual panel data of middle managers from the German chemical sector, we are able to differentiate between different reasons for interruptions as well as between various compensation components. We show that career interruptions are more related to lower subsequent bonus payments than they are to fixed salaries and that interruptions caused by unemployment are associated with higher interruption pay gaps than those resulting from other reasons. In addition, the pay gap after career interruptions is more pronounced for male employees than it is for females.

Inequality Caused by Career Interruptions:

Inequality Caused by Career Interruptions:

Analysis of the Differences in Re-employment Need on the Individual Characteristic of Career Interrupted Woman

Analysis of the Differences in Re-employment Need on the Individual Characteristic of Career Interrupted Woman

Impact of first birth career interruption on earnings: evidence from administrative data

ABSTRACTThis article makes use of unique administrative data to expand the understanding of the role women’s intermittency decisions play in the determination of her wages. We demonstrate that treating intermittency as exogenous significantly overstates its impact. The intermittency penalty also increases in the education level of the woman. The penalty for women with a high school degree with an average amount of intermittency during 6 years after giving birth to her first child is roughly half the penalty for college graduates. We also demonstrate the value of making use of an index to capture multiple dimension of the intermittency experience, and illustrate the importance of firm dynamics in the determination of a woman’s wage.

A Consensual Qualitative Research on Experiencing Help-seeking Behavior of Career Interrupted Women

A Consensual Qualitative Research on Experiencing Help-seeking Behavior of Career Interrupted Women

Moterų, auginančių vaikus, sunkumai derinant šeimą ir karjerą

Šeimos ir karjeros derinimas – kiekvienam žmogui aktuali problema, tačiau dažniausiai su tuo susiduria moterys, auginančios vaikus. Visuomenėje tebevyrauja stereotipas, kad moteris turi aukotis dėl šeimos. Išanalizavus mokslinę ir metodinę literatūrą išsiaiškinta, kad moterims, auginančioms vaikus, karjeros derinimą sunkina šie veiksniai: 1) profesinio ir asmeninio gyvenimo derinimo konfliktas; 2) karjeros pertrūkiai; 3) nelankstus vaikų priežiūros organizavimo pobūdis; 4) lyčių vaidmenys (lyties diskriminacija); 5) darbdavių požiūris į reprodukcinio amžiaus moteris.Tyrimo tikslas – ištirti, kokių sunkumų kyla moterims, auginančioms vaikus ir derinančioms šeimą ir karjerą. Tyrimo duomenys buvo rinkti taikant pusiau struktūruoto interviu metodą. Interpretuojant duomenis naudotasi turinio analizės metodu. Taikyta tikslinė informantų atranka (tyrimo dalyvės – penkios moterys, auginančios vaikus ir derinančios šeimą ir karjerą). Empirinio tyrimo rezultatai liudija, kad didžiausias sunkumas moterims yra profesinio ir asmeninio gyvenimo derinimo konfliktas. Sunkumus lemiančios priežastys dažniausiai yra šios: laiko stoka, darbdavių nesupratingumas ir namų rutina, sąlygojanti socialinių ir profesinių įgūdžių stoką. Dermės sėkmę lemia vaidmenų kaita ir tolygus darbo ir pareigų pasidalijimas šeimoje. Moterys akcentuoja, kad valstybės politika nėra orientuota į pagalbą moterims, norinčioms derinti šeimą ir karjerą.

Dos and don'ts of returning to work after a career break

With more women in dentistry than ever before and dental nurses having a bigger role to play in its delivery, what does this mean for those of you heading back into the dental clinic after a gap?

Man-Made:The damaging consequences of having so few women in positions of power

Very few women are inpositions of power in Britain. Men hold about 80% of powerful positions and this imbalance of power not only offends normal considerations of justice and equality but has damaging consequences for Britain's economic performance. Male dominated organisations tend to be highly centralised, wasting talent and stifling iniative and innovation. A progamme of fundeamental reform, including the enforcement of current legislation, the introduction of quotas in key areas and the provision of career breaks is proposed.

Opting-out and opting-in: a review and agenda for future research

PurposeThe purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks.Design/methodology/approachThe present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures.FindingsThis paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed.Practical implicationsThis paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences.Originality/valueThis paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

Career Breaks after Childbirth: The Impact of Family Leave Reforms in the Czech Republic

The Czech Republic is a country with a strong attachment of women to the labor market, but with one of the longest paid family leaves, which is often followed by a spell of unemployment. Using a difference-in-differences methodology, we study the impact of two reforms of the duration of the parental allowance on the labor market status of mothers 2-7 years after childbirth. While the 1995 reform prolonged the allowance from 3 to 4 years, the 2008 reform allowed some parents to shorten the duration of the allowance to only 2 or 3 years with an equivalent total monetary amount. We find that in response to the 1995 reform, 36% of mothers extended their family leave beyond the 3-year job protection period. The 2008 reform partially reversed this effect. Both reforms also had a considerable impact on post-leave unemployment and inactivity of mothers.

Generation and the propensity of long career interruptions due to childcare under different family policy regimes: A multilevel approach

This article analyses the generation gap in the duration of long-term career interruptions due to childcare among mothers of two children, and how the differences are moderated by a country’s predominant family policy regime. The outcomes of the multilevel analysis reveal that mothers born after 1960 have significantly lower odds of interrupting their career for longer than 10 years compared with older women. A country’s predominant family policy model plays a significant role in explaining the propensity of long career breaks. Mothers from countries with post-socialist, Southern European and pro-egalitarian models exhibit lower odds of having long-term career interruptions than those in pro-traditionalist countries. Differences between generations are moderated by countries’ family policy models. Among younger generations, the propensity to take long career breaks is lower in post-socialist and non-interventionist regimes than in countries with a pro-traditionalist family policy legacy.

The Relationship of Among of Vocational Education, Entrepreneurial Intention,Re-employmment Need of Career Interrupted Woman

The Relationship of Among of Vocational Education, Entrepreneurial Intention,Re-employmment Need of Career Interrupted Woman

An inquiry into self-identification with retirement

ABSTRACTThe aim of this qualitative study was to explore patterns in self-identification with being retired using deductive thematic analysis informed by the life course perspective. For this study, a set of women who self-identified as retired (n = 60) were asked to describe their current work status, major career interruptions, and factors that marked their retirement. This study provides important insights into the heterogeneity in women’s retirement including a subset of individuals who self-identified as retired, not based on their own work force transitions but on that of their spouse or peers. Findings highlight the importance of recognizing that the construction of retirement identity can be context driven, varied, and subjective.

A Study of Meaningful Participation Graduate Learning Experience for Highly Educated Middle-Aged Women in Career Interruption

A Study of Meaningful Participation Graduate Learning Experience for Highly Educated Middle-Aged Women in Career Interruption

여성인력의 활용을 위한 국가 및 사회의 노력에 관한 일 연구: 영국의 이공계분야 여성의 유입과 유지 노력사례를 중심으로

여성인력의 활용을 위한 국가 및 사회의 노력에 관한 일 연구: 영국의 이공계분야 여성의 유입과 유지 노력사례를 중심으로

The Role of Partners’ Support for Women’s Reentry Into Employment After a Child-Related Career Break in Germany

In the present study, the effect of partners’ social support on women’s reentry into the labor market is examined by means of discrete-time event history analysis using the German Socio-Economic Panel (1984-2013). In doing so, we take into account partners’ instrumental and emotional support. A special focus is placed on the moderating effect of partners’ relative resources on partners’ support. Results reveal that both partners’ instrumental and partners’ emotional support play a major role in women’s return to employment. Particularly with a more egalitarian division of domestic labor and child care, women have a higher likelihood of returning to the labor market. However, a partner’s reduction of working hours can also accelerate women’s reemployment. In addition, we find moderating effects of partners’ resource constellations on partners’ support: with a partner’s increasing comparative advantage, help with housework facilitates labor market reentry, while educational homogamy moderates the effect of a partner’s emotional support.

Analyzing research performance: proposition of a new complementary index

A researcher collaborating with many groups will normally have more papers (and thus higher citations and $h$-index) than a researcher spending all his/her time working alone or in a small group. While analyzing an author's research merit, it is therefore not enough to consider only the collective impact of the published papers, it is also necessary to quantify his/her share in the impact. For this quantification, here I propose the $I$-index which is defined as an author's percentage share in the total citations that his/her papers have attracted. It is argued that this $I$-index does not directly depend on the most of the subjective issues like an author's influence, affiliation, seniority or career break. A simple application of the Central Limit Theorem shows that, the scheme of equidistribution of credit among the coauthors of a paper will give us the most probable value of the $I$-index (with an associated small standard deviation which decreases with increasing $h$-index). I show that the total citations ($N_c$), the $h$-index and the $I$-index are three independent parameters (within their bounds), and together they give a comprehensive idea of an author's overall research performance.

Working Women: Career Breaks and Re-entry in a Fast-changing Business Environment

Many reports on working women talks about new trends in career break and re-entry of these women; the experience they have, taken time off from the workforce, and their desire to be re-engaged in employment. Exploring the recent trends in career break and re-entry of working women provides proactive recommendations and practical and positive ways for the employers to facilitate their re-entry and help address the female brain drain. These talented returners, after re-entry, cannot find meaningful and challenging full-time work. This study focuses on the reasons for the re-entry, and shows that women returners are not a homogeneous group and that the length of their career break appears to play a key role in the re-entry process; the longer the break the greater the impact. Women who interrupt their careers experience downward mobility in salary and status. Also, such career breaks counteract career development due to the lack of support mechanisms, such as flexi-time schemes, part-time work, and insufficient training. The reasons for working for identified categories of working women are not same as tested using Z-test. Also, the major trends in career breaks and career re-entry identified are measured on Likert scale and ranking is done using weighted mean.

The effects of the self - directed career management on the career success - Focused on the career interruption -

The effects of the self - directed career management on the career success - Focused on the career interruption -