Different Types Of Employment Research Articles

The impact on NZ university academic staffing over the pandemic years

The New Zealand Association of Scientists (NZAS) sought information from all eight New Zealand (NZ) universities via Official Information Act (OIA) requests. The requests were for academic staff numbers on 1st May 2019 and 1st May 2023, capturing data before and after Covid-19 lockdowns. We requested numbers for permanent, fixed-term and casual academic staff for each faculty onthose dates with a breakdown of men, women and gender unknown/diverse. The aim was to look for impacts over this period on staff numbers in the sciences and how staff in different types of employment and gender were affected, but we also compared this data to other subject areas taught and researched at NZ universities. Since May 2023 there have been several additional tranches of layoffs at multiple universities which will not be captured in the data we present here. However, while it is arguable whether these new layoffs are due to the impacts of the COVID19 pandemic and subsequent global financial turmoil, we can see that certain subject areas ofacademia have already felt the effects in May 2023. Health faculties fared the best over the period, which might reflect the need for health research and development of the health workforce during a global pandemic. However, these gains were accompanied by large losses in humanities, education, and arts, as well as other subject areas such as fundamental sciences and engineering.

Ban-the-box laws: Fair and effective?

Ban-the-box (BTB) laws are a widely used public policy rooted in employment law related to unnecessarily exclusionary hiring practices. BTB laws are intended to improve the employment opportunities of those with criminal backgrounds by giving them a fair chance during the hiring process. Prior research on the effectiveness of these laws in meeting their objective is limited and inconclusive. In this article, we extend the prior literature in two ways: we expand the years of analysis to a period of rapid expansion of BTB laws and we examine different types of BTB laws depending on the employers affected (e.g., public sector). Results indicate that BTB laws, any type of BTB law or BTB laws covering different types of employers, have no systematic or statistically significant association with employment of low-educated men, both young and old and across racial and ethnic groups. We speculate that the lack of effectiveness of BTB laws stems from the difficulty in enforcing such laws and already high rates of employer willingness to hire those with criminal histories.

How can industrial intelligence change the employment structure of the floating population?

As the wave of industrial intelligence (AI) swept, the demographic dividend era in the Chinese labor market continued to decrease. This study aimed to explore how AI reshaped the labor employment structure of the floating population. Additionally, it clarified the internal mechanism of AI on the employment structure of the floating population based on the existing AI model and the theoretical model of AI technology. At the same time, the workforce was divided into high-, medium-, and low-skilled groups according to education level. Empirical analysis was conducted using relevant data from 31 Chinese provinces spanning from 2012 to 2018. The aim was to test the impact of AI technology on the employment of different types of floating populations. The results indicated that: (1) industrial robots impacted heterogeneous skilled floating population labor by bipolar promotion and central substitution. (2) The application of industrial robots had a promotion effect on unfinished school and primary school groups, a substitution effect on middle school, high school/technical secondary school, and college specialties, and a promotion effect on college undergraduate and graduate students. (3) Distinguish employment status, industrial robot application had a significant negative impact on low-skilled employees and significant positive effects on high-skilled employers. Hence, it was recommended to put forward corresponding policy suggestions to address this issue.

Overcome discrimination for older workers to achieve equality and sustainable development

Transformation of the world population age structure happens at a fast pace and creates problems of increasing social expenditures. However, Industry 4.0 technologies create large-scale opportunities for extending the labor activity of the older population. In Russia, share of people over working age is 22%, and it will increase by another 15% in next 30 years. At the same time, older people are discriminated in the labor market. The article is devoted to the study of job and salary discrimination of elderly workers in the Republic of North Ossetia-Alania as a typical Russian region with tight labor market and a deteriorating demographic situation. Methods of statistical and graphical analysis, factual and sociological research were used. Conclusions have been drawn about the predominance of the model of preserving the employment of older workers in public administration, education, science and health care; the influence of the indexation rate of pensions for non-working pensioners on their informal employment; the preservation of wage disparities for older people employed in the regional economy. The internal gender and age discrimination that has developed in the field of remuneration of older age groups has been revealed: discrimination of women's labor in all age cohorts and types of employment; inter-cohort discrimination of older men's labor within one type of employment; discrimination of wage growth rates of employees of different types of employment. Measures to improve the efficiency of regulating the employment of older workers are proposed.

Preconception sleep duration, non-daytime work schedules, and incidence of spontaneous abortion: a prospective cohort study.

To what extent do self-reported sleep duration and non-daytime work schedules in either partner affect the rate of spontaneous abortion (SAB)? Incidence of SAB had little association with female sleep duration and a modest positive association with male short sleep duration, female work at night, and discrepant work schedules among partners. Several studies have reported an association between short sleep duration in either partner and reproductive health outcomes, including fecundability. Moreover, certain types of female occupational exposures during pregnancy have been associated with an increased risk of SAB. No studies have evaluated SAB risk in relation to male sleep and work schedules, or joint exposures within a couple. This prospective cohort study included 9357 female participants and 2602 of their male partners residing in North America (June 2013 to April 2023). Participants enrolled when they were attempting pregnancy and completed self-administered baseline questionnaires about their average sleep duration and work schedules. Among those who conceived, we ascertained SAB and gestational age at loss via follow-up questionnaires. We used multivariable Cox proportional hazards models with gestational weeks as the time scale to estimate hazard ratios (HRs) and 95% CIs relating SAB with sleep duration and non-daytime work schedules for female and male participants, and the couple. We used inverse probability weighting to account for potential selection bias due to the possibility of differential participation of male partners with respect to the exposures. Compared to female participants with recommended sleep (7-8.9 h), those reporting short sleep duration (<6 h) did not have a higher rate of SAB (HR 0.88, 95% CI 0.69, 1.13). Short self-reported sleep duration among male participants was modestly associated with a higher rate of SAB (adjusted and weighted HR 1.30, 95% CI 0.96, 1.75). Female night work at night (adjusted HR 1.19, 95% CI 1.02, 1.38) and male non-daytime work (adjusted and weighted HR 1.26, 95% CI 1.00, 1.59) were associated with modestly higher rates of SAB, whereas female rotating shift work was not (adjusted HR 0.91, 0.78, 1.05) compared with daytime workers. Couples in which work schedules were discrepant had an elevated rate of SAB if the male partner worked a non-daytime shift (adjusted and weighted HR 1.46, 95% CI 1.13, 1.88) compared with couples in which both members worked during the day. The corresponding HR if only the female partner worked a non-daytime shift was 1.21 (95% CI 0.92, 1.58). Data on sleep duration and work schedules were based on self-report, which is vulnerable to misclassification, particularly since participants were asked to report their average sleep duration during the past month. Work exposures were heterogeneous, as many different types of employment may require night and shift work and may have different associations with SAB. Our findings are consistent with previous research indicating that some types of female employment schedules may be associated with SAB incidence. This is the first study to indicate a relationship between SAB and male employment schedules, indicating that discrepant work schedules within a couple might be relevant. This work was funded by the Eunice Kennedy Shriver National Institute of Child Health and Human Development grants R01HD105863 (PIs: L.A.W. and M.L.E.), R01HD086742 (PIs: L.A.W. and E.E.H.), and R21HD072326 (PI: L.A.W.). PRESTO has received in-kind donations from Swiss Precision Diagnostics and Kindara.com for primary data collection. L.A.W. is a consultant for AbbVie, Inc. and the Gates Foundation. M.L.E. is an advisor for and holds stock in Ro, Hannah, Dadi, Underdog, Vseat, & Doveras. The other authors have no competing interests to declare. N/A.

Perpetuating precarity in theory and in practice: a case study of work-integrated learning in the non-profit sector in Northern Canada

ABSTRACT Work-integrated learning (WIL) is a process of curricular experiential education within a workplace or practical setting. WIL is portrayed as a win-win, yet this research suggests that WIL perpetuates precarity and deepens inequalities between students, between different types of employers, and between geographic regions. Using the Human Development and Capabilities Approach (HDCA), this study investigated how eight diverse non-profit organisations (NPOs) in northern Canada are positioned to support students to develop personal agency through WIL. Most WIL research is urban-centric, focused on for-profit industries and framed within Human Capital Theory (HCT), making this study an outlier. Using a case study approach underpinned by critical and social realism, this study explores the ways in which WIL enables and constrains the development of agency at individual, social, and institutional levels. The research shows inconsistencies in current approaches to WIL. The increasingly precarious positioning of NPOs within the labour market threatens their ability to offer students (future) decent work. The institutional and policy environments that undergird WIL do not acknowledge the distinctness of non-profit organisations within a neoliberal economy and this makes invisible other dimensions that affect decent work, such as the regulatory environment, collectivisation, and the ‘contracting regime.’

Exploring how EU agri-food SMEs approach technology-driven business model innovation

The EU agri-food sector, which is mainly composed of small and medium-sized enterprises has become more demanding in terms of technological inputs to reduce costs, improve the added value of food products, achieve sustainability issues, or address new market opportunities. The introduction of new technologies poses challenges for SMEs that lack the resources and time to cope with the technological transformation, which involves not only the assimilation of new technology in organizational processes but also business model innovation. In this context, this research aims to empirically explore the paths of agri-food SMEs engaged in the technological transformation process, based on the drivers and barriers, as well as the strategies used by these companies to overcome these barriers. In-depth semi-structured interviews with 14 EU agri-food SMEs were conducted and analysed using a combination of deductive pattern-matching and inductive approach. Based on similarities in terms of drivers, barriers, and strategies, seven main groups were identified to draw the paths of the technological transformation process for agri-food SMEs. Findings reveal that there is one common strategy that is adopted by all 14 companies, namely the employment of different types of partnerships and collaborations that allow companies to successfully enter new markets. The study contributes to the literature on technology transformation related to the agri-food sector, by proving insights into how EU agri-food SMEs cope with this process.

Association between social support and depressive symptoms among Chinese nurses with formal employment versus contract-based employment.

Inequalities may exist in social and health status among nurses with different employment types. Few studies have investigated the relationship between social support and depressive symptoms among formally employed nurses compared with those in contract-based employment. This study aimed to examine the associations between social support and depressive symptoms among Chinese nurses with different forms of employment. The present cross-sectional study was performed with 1,892 nurses from 12 tertiary hospitals in Shandong Province, China. The Social Support Rating Scale and the 10-item Center for Epidemiologic Studies Depression Scale were used to measure social support and depressive symptoms, respectively. The association between social support and depressive symptoms among participants was explored using multiple linear regression analysis. The prevalence of depressive symptoms was 45.7%. The mean score for total social support was 40.16 (SD = 7.47), which was lower than the norms in the general Chinese population. Formally employed participants' total social support scores were statistically significantly higher than those of contract-based employees (p ≤ 0.05). After controlling for confounding factors, the multiple linear regression analysis showed that subjective support and support utilization scores were inversely associated with depressive symptoms. Objective support scores were negatively associated with depressive symptoms only among contract-employment nurses. Chinese nurses have a higher prevalence of depressive symptoms and lower social support than the Chinese general population. Compared with contract-employment nurses, formally employed nurses had higher social support. Inverse associations exist between social support and depressive symptoms among nurses with different types of employment. It is suggested that improving Chinese nurses' social support levels and reducing their depressive symptoms, especially for nurses employed through contracts, are critical.

Distance employment as a factor of parental well-being

The article presents the results of a qualitative study aimed at exploring and characterizing the perceptions of working parents with different types of employment about the impact of remote working conditions on the parameters of parental well-being. The study used focus group techniques and individual in-depth interviews. The sample was segmented by two criteria: presence/absence of children under 14; presence/absence of a spouse/partner. Positive, negative, and neutral narratives of working parents about the relationship of remote work to parental well-being dimensions were systematized. The results obtained allow us to conclude that distance employment has an advantage over other types in terms of combining parenthood with work. We have identified two conditions for the realization of this advantage: the ability to flexibly build a work schedule and at the right time to be where it is necessary for the child. The advantages of the remote employment can increase the resources of parental well-being if employees manage to eliminate or minimize the problematic aspects of combining home and work. However, this format of employment is not universally valuable, but requires certain efforts and conditions to achieve parental well-being. It is concluded that in order to correctly study the degree and nature of the impact of the distance employment on parental well-being, it is necessary to segment distance employment in more detail by modes of work. The scientific result of the research is to clarify the basic parameters of parental well-being and the nature of possible positive and negative effects of distance employment on the parameters of parental well-being. The used methodological approach and research tools have been successfully tested and can be used for further research into different types of employment, determination of optimal working conditions and barriers to parental well-being.

Differences in Subjective Well-Being between Formal and Informal Workers in Urban China.

This paper examines the relationship between different types of employment and subjective well-being with a focus on informal employment. The China Labor-force Dynamics Survey (CLDS) for three selected years (2012, 2014 and 2016) shows an upward trend in the subjective well-being of urban workers in the 2010s. However, although the gap in subjective well-being between formal and informal workers narrowed, informal workers' subjective well-being was still lower than their formal counterparts. Factors affecting the subjective well-being of formal and informal workers and their different effects were revealed to explain this difference. The subjective well-being of informal workers is significantly related to their informal status of employment, economic conditions (such as income and working hours), human capital, social capital (such as perceived social justice and perceived community connectedness) and urban environment. The paper enhances the understanding of people's subjective well-being by differentiating informal/formal segments of working populations.

Young people between education and the labour market during the COVID-19 pandemic in Italy

PurposeThe aim is to study the impact of the COVID-19 pandemic on the careers of different groups of young individuals, based on transition probabilities.Design/methodology/approachThe authors analyse the evolution of individual shares and flows between different types of employment (self-employment, temporary, and permanent), unemployment, education, and other types of inactivity of individuals aged 20–29 in Italy.FindingsThe authors find that the pandemic worsened an already concerning situation of higher inactivity rates, compared to other EU countries. In quarters III and IV of 2020, mainly females and non-Italian citizens were less in (permanent and temporary) employment and more in the NLFET (neither in the labour force nor in education or training) state compared to the same quarters one year before. The authors also find evidence of a temporary but not persistent return to education among 20–24 years old individuals, particularly females. These changes are suggestive of a prolongation of the time needed to achieve temporary and permanent employment, mostly for females and non-Italian citizens.Originality/valueThe contribution lies in the provision of a rigorous estimation and analysis of the impact of COVID-19 on the careers of young individuals in Italy.

Imports, technology, and employment: Job creation or creative destruction

This study examines the employment impact of technology by using firm‐level survey data for a large number of developing countries. We not only examine the impact of technology on overall employment but also investigate the effect on different types of employment, such as skilled, unskilled, temporary, and seasonal. Considering asymmetric distribution of employment, we utilize quantile regression for empirical analysis. Our findings unequivocally suggest that technology does not kill jobs. Further, we could not find any skill‐biased impact of technology. Finally, results suggest that technology received through alternative sources works in combination, enhances absorptive capacity and promotes employment.

Influence of Type of Filler and Bitumen on the Mechanical Performance of Asphalt Mortars.

This article presents a new methodology of analysis based on a fast-running experimental procedure to characterise the mechanical response of asphalt mortars in terms of stiffness, ductility, and fatigue resistance. This was achieved using the DMA (Dynamic Mechanical Analyser) three-point bending configuration. The study was carried out by considering the employment of different types of fillers such cement and CaCO3 and different types of binders such as conventional asphalt binder (B35/50) or modifided polymer-modified bitumen (PMB 25/55–65). From the results of this study, the filler was found to have a greater influence on the stiffness and ductility of the asphalt material, while bitumen had a higher effect on the fatigue life of the asphalt mortar. Fatigue life was observed to increase with the use of a polymer-modified binder, while a lower degree of permanent deformation and higher bearing capacity achieved by the use of cement instead of calcium carbonate as active fillers.

The Impact of Marriage on Women's Employment in the Middle East and North Africa

Marriage is a central stage in the transition to adulthood in the Middle East and North Africa (MENA). This article investigates the effect of marriage on women's employment in MENA, examining how different types of work are affected by relatively early marriage, defined as marriage by the median age of marriage. An important contribution of this study is to examine the two main mechanisms by which marriage can affect work: (1) its effect on ever entering work and (2) its effect on exiting work. This study endogenizes the marriage decision using an instrumental variables approach. It finds that marriage by the median age reduces women's probability of market work by 47 percent in Jordan, 30 percent in Tunisia, and 16 percent in Egypt. Much of the effect is due to a reduction in the probability of private wage work, which women tend to leave at marriage. HIGHLIGHTS Women in Egypt, Jordan, and Tunisia often leave employment at marriage. Marrying by the median age has varying effects on different types of employment. Women are particularly likely to leave private sector wage work at marriage. Changes are needed to reconcile private wage employment with women's domestic roles.

Индекс прекарности для психологического изучения российского рынка труда

Purpose. The purpose of the article is to substantiate the Precarity Index scale, present its psychometric characteristics, identify psychological and biographical correlates of precarity, and compare different types of employment at the Russian labour market. Method. The sample consistedof 495 people between 30 and 45 years who were included in four types of employment: permanent; fixed-term (one–three years); temporary (less than one year); and casual, short-term employment. Results. The precarious employment attributes have been analyzed both in foreign and domestic approaches. The key attributes are highlighted, and Precarity Index scale is proposed. It includes 13 items to assess current and expected employment characteristics. The hypotheses of construct validity and empirical validity of Precarity Index have been confirmed. Its psychological correlates are experience of job insecurity and forced employment, perception of career development barriers, and deprivation of the psychological benefits which a standard employment relationship includes. Different types of employment have different levels of precarity. Full-time permanent employment hasthe lowest level, casual (short-term) employment has the highest one. The unemployment periods in career and the frequency of job changes during the past three years are the biographical correlates of Precarity Index. Conclusions. The scale has acceptable psychometric properties, construct validity and empirical validity. The Precarity Index can be considered as employment uncertainty for specific individuals and groups, it reflects the history and current quality of their employment. It is proved that the psychological functional structure of precarious work differs from a stable work a lot. There has been made a conclusion that a finer differentiation between casual and temporary (less than one year) employment is needed; the further analysis of informal employment as a component of the Precarity index is needed. Value of results. The Precarity Index is a new instrument to measure a set of behavioural and subjective characteristics of employment. It provides a new perspective to evaluate organizations, social, age, and professional groups in terms of employment quality. The scale has an interdisciplinary potential; it may be useful for sociologists and economists, human resource managers. The emergenceof a compact scale measuring precarity is an important step in the study of human adaptation to different types of employment at the Russian labour market.

Employer Responses to Legislation Protecting Non-Regular Workers: Evidence from South Korea

AbstractMany countries have taken steps to address employment insecurity by enacting employment protection legislation (EPL) for non-regular workers. Although the aggregate impacts of EPL reforms have been examined in the literature, less attention has been paid to the heterogeneous ways that different types of employers respond to these reforms. In this paper, we seek to shed additional light on the impact of non-regular workforce protections by investigating the response of establishments to legal changes in Korea in 2007. We employ a difference-in-difference framework to explore which establishment characteristics predict that employers will convert non-regular workers to regular status. Results indicate that, in the short term, the Korean labor reforms led to increased conversions of fixed-term workers to permanent status. Establishments that have shifted risk onto workers via the use of performance pay are more likely to extend permanent status to non-regular workers. However, establishments that provide favorable employment conditions were less likely to convert. Unions play a double-edged role. Unions in large establishments with a wide range of occupational categories are associated with relatively greater conversion of outsiders to regular status, while unions in smaller, more resource-constrained establishments with a narrower occupational focus are associated with more exclusionary behavior.

Sickness absence and disability pension within different employment status in multiple sclerosis

Abstract Introduction Limitations associated with Multiple Sclerosis (MS) can restrain work capacity and productivity, reducing the possibility to remain in work. Whilst access to sickness compensation might be an option, transitions to other types of employment, such as self-employment, might be considered. We aim to investigate the association of Sickness Absence (SA) and Disability Pension (DP) with employment status among people with multiple sclerosis (PwMS) before and after MS diagnosis compared with people without MS. Methods A prospective longitudinal study was conducted using Swedish register data of 2,779 MS patients diagnosed with MS in 2008-2012 in working ages (20-59 years) and 13,863 population-based matched references. Levels of SA and DP one year before and four years after MS diagnosis were analyzed. Risk of annual SA and DP levels of more than 180 days were compared among the MS patients and references and, their different types of employment, by means of Cox proportional hazard models and adjusted for socio-demographic variables and SA and DP before MS diagnosis. Results In general, people with MS had higher levels of SA and DP before and shortly after MS diagnosis compared to references. PwMS showed a significantly higher probability of reaching over 180 days of SA (Hazard Ratio [HR]=4.89, 95% Confidence interval [CI]=4.43-5.40) and over 180 days of DP (HR = 6.31, 95% CI = 5.46-7.30)) than the references, regardless of type of employment. Moreover, when compared to employed references, self-employed PwMS had similar likelihood to reach over 180 days of SA than employed PwMS, (HR = 4.27, 95% CI = 3.81-4.77) and (HR = 3.83, 95% CI = 2.73-5.38), respectively. In contrast, self-employed references showed less probability (HR = 0.49, 95% CI = 0.31-0.78) to reach over 180 days of SA compared to the employed references. Conclusions In contrast to references, employed and self-employed PwMS had similar probabilities of reaching over 180 days of SA. Key messages This study emphasizes that in Sweden also self-employed have access to sickness compensation, independently of employment status condition. Access to sickness compensation is utilized by PwMS.

Statoliths displacement in root statocytes in real and simulated microgravity

Despite the long-term employment of different types of clinostats in space and gravitational biology, the discussions about their reliability to mimic microgravity in space flight are still ongoing. In this paper, we present some data about the behaviour of amyloplasts-statoliths in root cap statocytes of higher plant seedlings growing during 3–5 days under slow and fast 2-D clinorotation and real microgravity in orbital flight. In addition, data on the displacement of amyloplasts in the statocytes of seedlings subjected to vibration and acceleration in the launch mode of a spacecraft are also given. A comparative analysis showed sharp differences in statolith responses to slow and fast clinorotation with a speed of 50 rpm. In the first case, the behaviour of amyloplasts was more or less similar to that in space flight, they did not touch the plasmalemma. In the second case, the contacts of statoliths with the plasmalemma or its invaginations (plasmalomasomes), like those under the action of vibration and acceleration, were clearly observed. Thus, slow 2-D clinostat is more suitable to study gravity sensing by root cap amyloplasts-statoliths and their responses to microgravity in the ground-based experiments.

Firms’ Demand for Liquidity and Employment Decisions: Evidence from Australia

Drawing on Holmstrom & Tirole (2011) and Ellul & Pagano (2015) we explore the impact of firm's demand for liquidity on employment decisions. The theory is based on a firm's trade-off between liquid and illiquid investments in labor. Solvency and liquidity concerns may lower a firm's investment in less flexible workers, such as permanent and highly specialized workers. We test the impact of firms' liquidity on employment differentiated by casual and part-time status using Australian firm level data. We find support for the hypothesis that firms' balance sheets impact employment decisions and they do so differently for different types of employment. This is especially true if the firm is small or financially constrained. Macro conditions that lead to widespread financial stress also exhibit a similar impact. Our results suggest a possible role for employment policies that target firms directly besides conventional stimulus.

Psychological well-being of working women with different types of employment

Psychological well-being of working women with different types of employment