Full-time Men Research Articles

The Impact of COVID-19 on Older Black and Hispanic Workers’ Perceptions of their Workplace

This study provides insight into how having COVID-19 shifted Black and older Hispanic adults’ organizational perceptions and experiences. We used data from 30 Black and Hispanic full-time men and women over the age of 45 who have had COVID-19, and most have co-occurring physical and mental chronic illness, to examine how having COVID-19 shapes their perceptions of their workplace and organizational interactions. We examine how older Black and Hispanic adults’ intersectional identities further shape their work experiences. Further, we illuminate how COVID-19-related enhanced safety protocols impacted these workers’ emotional and interpersonal experiences by increasing feelings of safety and support, while simultaneously widening relational gaps among coworkers and increasing mental health concerns. We end with workplace practice recommendations, centering an intersectional and Total Worker Health® (TWH) approach, to reduce work-related health and safety hazards with efforts to promote and improve the well-being of older Black and Hispanic workers.

Travel-to-work and subjective well-being: A study of UK dual career households

This article contributes to our understanding of the interaction between travel-to-work, time-use, and subjective well-being among full-time men and women in dual career households. Findings from empirical investigation of the British Household Panel Survey (1993–2009) identify comparable overall time-use (combined commutes, working hours/overtime, housework, and (ill/elderly) care) between genders, however the distributions are distinct. Women report shorter commutes and working hours/overtime, but lengthy housework. Among men lengthier commutes generate dissatisfaction, while the presence of dependent children reduces satisfaction with leisure indicative of the impact of chauffeuring. Women’s relationship with travel-to-work appears more complex. Women remain car dependent. Meanwhile, both short and long commutes generate dissatisfaction. Findings indicate short commutes among mothers which reduce satisfaction with leisure time, reflecting multi-activity journeys including the school run. The evidence is indicative of inequality in the household division of labour limiting women’s temporal and spatial flexibility and reducing satisfaction with leisure time.

Estimating Pay Gaps for Workers With Disabilities: Implications From Broadening Definitions and Data Sets

Purpose:To compare pay gap estimates across 3 different national survey data sets for people with disabilities relative to those without disabilities when pay is measured as wage and salary alone versus a (total compensation) definition that includes an estimate of the value of benefits.Method:Estimates of the cost to the employers of employee benefits at the occupational level from an employer survey data set are matched to individual-level data in each of the 3 data sets. Multiple regression techniques are applied to estimate wage and salary and total compensation gaps between full-time men with and without disabilities.Results:For full-time working men with disabilities (relative to those without disabilities), there is a consistently larger percentage wage and salary gap than percentage total compensation gap and breadth of the definition of pay affects the size of any estimated pay gap. In addition, there are differences in the estimated pay gaps depending on data source and disability measure.Conclusions:Results obtained from a single data set or definition of key variables may not be broadly generalizable. Studies containing such limitations should be interpreted cautiously. Our research further suggests employers looking to hire persons with disabilities or those offering employment placement services should put substantial weight on the non–base pay component of the total compensation package.

Commuting times – The role of gender, children and part-time work

It has been widely established in the UK and other developed countries that men commute longer than women and that fathers travel furthest to work while mothers travel least. This paper models a wide variety of factors that affect commuting times including gender, presence of children and working hours (part- and full-time work). It finds that of particular importance to the length of commute are the worker’s age, having children, the age of their youngest child, occupation, weekly pay, and mode of transport (with public transport being associated with longer commutes). The region of residence was important for men and women working full-time but not for part timers (except for women in London), while ethnicity and owner occupation were associated with commuting length for full-time men only. The results suggest that while gender, working hours and childcare responsibility are often inter-related, it is useful to disaggregate their effects when modelling or developing policy.

Men at Work in a Land Down-Under: Testing Some Predictions of Human Capital Theory

We use new training data from waves 3–6 of the Household, Income and Labour Dynamics in Australia Survey to investigate training and wages of full-time men. We explore the extent to which the data are consistent with the predictions of human capital theory or with recent alternative theories based on imperfectly competitive labour markets. According to the raw data, most work-related training received by full-time private-sector men is general, but it is also paid for by employers. Our fixed effects estimates reveal that this training is associated with higher wages in current and in future firms, and that the effect in future firms is larger and more precisely determined. These results are more consistent with the predictions of human capital theory based on imperfectly competitive labour markets than with the alternative of perfect competition.

Work-Family Balance and Academic Advancement in Medical Schools

This study examines various options that a faculty member might exercise to achieve work-family balance in academic medicine and their consequences for academic advancement. Three data sets were analyzed: an anonymous web-administered survey of part-time tenure track-eligible University of Illinois College of Medicine (UI-COM) faculty members conducted in 2003; exogenous data regarding the entire UI-COM faculty; and tenure rollback ("stop-the-clock") usage by all tenure track-eligible UI-COM faculty from 1994 to 2003. The data reveal a gender split in career-family balance priorities that affect academic advancement among part-time faculty. Women select part-time status for child care; men choose part-time to moonlight. Similarly, among all faculty members seeking tenure rollbacks, women request rollback for child care; men request rollback for other reasons. Among all faculty members, full-time men were more likely to be on the tenure track than any other group. Needs identified by the part-time faculty survey include improved mentoring in track selection, heightened awareness of options, such as tenure rollback, and provision of equitable benefits and opportunities. Policy changes, such as a prorated tenure track, are needed to support a family-friendly culture with flexibility throughout the career lifespan for both men and women medical faculty.

Unions, Work-Related Training, and Wages: Evidence for British Men

Using data from the British Household Panel Survey from 1991 to 1996, the authors investigate the impact of union coverage on work-related training and how the union-training link affects wages and wage growth for a sample of full-time men. Relative to uncovered workers, union-covered men are more likely to receive training and also receive more days of training. In addition, union-covered men experience greater returns to training, and coveredtrained workers face a higher wage growth. While some of these findings have been found in previous studies, others are new. The wage results, in particular, suggest a rethinking is warranted of the conventional view that union wage formation in Britain reduces the incentives to acquire work-related training.

Unions, Work-Related Training, and Wages: Evidence for British Men

Using data for the years 1991–96 from the British Household Panel Survey, the authors investigate how union coverage affected work-related training and how the union-training link affected wages and wage growth for a sample of full-time men. Relative to non-covered workers, union-covered workers were more likely to receive training and also received more days of training. Among workers who received training, those with union coverage enjoyed greater returns to training and higher wage growth than did those without. While some of these results have been found in previous studies, others are new. The wage results, in particular, suggest a need for rethinking the conventional view that union wage formation in Britain reduces the incentives to acquire work-related training.

Unions, Work-Related Training, and Wages: Evidence for British Men

Using data from the British Household Panel Survey from 1991 to 1996, the authors investigate the impact of union coverage on work-related training and how the union-training link affects wages and wage growth for a sample of full-time men. Relative to uncovered workers, union-covered men are more likely to receive training and also receive more days of training. In addition, union-covered men experience greater returns to training, and coveredtrained workers face a higher wage growth. While some of these findings have been found in previous studies, others are new. The wage results, in particular, suggest a rethinking is warranted of the conventional view that union wage formation in Britain reduces the incentives to acquire work-related training.

A Study in Structural Change: Relative Earnings in Wales Since the 1970s

The Welsh economy has undergone rapid structural change in recent years. This paper uses data from the New Earnings Survey to examine how earnings in Wales changed relative to those of Great Britain between 1975 and 1994. There are five main findings. First, earnings of workers in Wales have declined relative to those in Great Britain. Second, the shift away from full-time men has been an important factor in the fall in average relative earnings. Third, the decline in the relative earnings of full-time men is mostly explained by falling relative earnings in construction, distribution and transport, as well as the failure of workers in banking and financial services in Wales to keep up with their counterparts in Great Britain. Fourth, the shift in full-time employment to health, education and other services has tended to support relative earnings. Fifth, the decline in full-time men's earnings relative to Great Britain seems to have been caused by long-run factors that are unlikely to naturally reverse themselves. Dans les années récentes, l'économie galloise a subi un changement structurel rapide. A partir des données provenant de la New Earnings Survey (une enquête auprès des salaires), cet article cherche à examiner l'évolution des salaires aux pays de Galles par rapport à l'évolution des salaires que touchent les travailleurs britanniques entre 1977 et 1994. On en a tiré les cinq conclusions suivantes. En premier, les salaires des travailleurs gallois ont diminué par rapport à ceux des travailleurs britanniques. En deuxième, la baisse des salaires relatifs moyens s'explique essentiellement par le déclin de l'emploi masculin à plein temps. En troisième, la baisse des salaires relatifs de l'emploi masculin s'explique en large partie par la diminution des salaires relatifs de ceux qui travaillent dans la construction, la distribution et le transport, aussi bien que par le fait que les salaires de ceux qui travaillent dans le secteur financier aux pays de Galles n'ont pas pris le même chemin que ceux de leurs homologues britanniques. En quatrième, le passage de l'emploi aux services de santé, d'éducation et à d'autres services a eu tendance à soutenir les salaires relatifs. En cinquième, il semble que, par rapport à la Grande-Bretagne, la baisse des salaires de l'emploi masculin à plein temps remonte aux variables à long terme et il est peu probable qu'il y ait un renversement de tendance naturel. Die walisische Wirtschaft ist in den letzten Jahren raschem strukturellen Umstellungen unterworfen gewesen. Dieser Aufsatz benutzt Daten der Neuen Einkommensübersicht (New Earnings Survey) zur Untersuchung von Einkommensänderungen in Wales im Verhältnis zu denen in Großbritannien überhaupt im Zeitraum 1975-1994. Es ergaben sich fünf Hauptbefunde: Erstens sind Einkommen in Wales im Verhältnis zu denen Großbritanniens gesunken. Zweitens stellte sich die Ablösung der Vollzeitbeschäftigung von Männern als ein bedeutender Faktor im Absinken relativer Durchschnittseinkommen heraus. Drittens erklärt sich der Rückgang in relativen Einkommen vollzeitig erwerbstätiger Männer größtenteils durch nachlassenden relativen Verdienst im Bau-, Vertriebs- und Verkehrswesen, wie auch durch den vergeblichen Versuch der in Banken und anderen Finanzinstituten in Wales Beschäftigten, es ihren Kollegen in Großbritannien gleich zu tun. Viertens neigte die Verlagerung der Erwerbstätigkeit auf die Gebiete Gesundheitswesen, Schulerziehung und andere Dienstleistungen dazu, relative Einkornmen zu fördern. Fünftens scheint das Absinken der Einkommen vollzeitig beschäftigter Männer im Verhältnis zu Großbritannien durch seit langem bestehende Faktoren verursacht worden zu sein, von denen kaum anzunehmen ist, daß sie auf natürliche Art rückläufig werden.

Pediatrician's Practice Choices: Differences Between Part-time and Full-time Practice

A national survey was used to study the differences in career and family patterns of pediatricians who work part-time (PT) vs those who work full-time (FT). A questionnaire mailed to 375 members of the American Academy of Pediatrics asked about age, marital status, number of children, type of practice, hours worked in particular duties, and attitudes about their choices. Sixty-five percent (n = 216) of the questionnaires were completed. The mean age of both the PT and FT women was 40 years, and FT men averaged 46 years. Thirty-seven percent of women had worked PT at some point in their careers; 21% were currently working PT. Only 70% of the FT women were married compared with 97% and 95% of PT women and FT men. The FT women had significantly fewer children (mean 1.27, compared with 2.34 for PT women and 2.39 for FT men). Part-time women in academic medicine tended to do little research or administrative work, but they had more teaching responsibilities. Almost all the PT women were happy with their decisions and careers despite the feeling among many that they had made career compromises. Many of the FT pediatricians wanted to work less. It is concluded that many women, particularly those with children, choose PT work in order to combine career and family duties. These choices may lead to different career paths for women pediatricians. By recognizing these different career paths, it may be possible for academic institutions to benefit from the unique contributions that PT women pediatricians can make.

College Principals — a Cause of Nonconformist Decay?

Nonconformity was one of the major formative influences on Victorian society in Britain. The census of 1851 revealed that of seven million worshippers attending service on census day roughly half were counted in a nonconformist chapel. Even the Victorian who failed to attend service regularly found it difficult to evade the influence of nonconformity — and the Evangelicalism with which it was most closely —identified — in a society whose very customs, attitudes and even political life were so largely moulded by it. The main physical manifestation of this pervasive influence was the ubiquitious chapel, its most obvious human expression the professional minister. Of the leading nonconformist denominations the Congregationals were served by some 1,400 full-time men in 1847 while the Wesleyan, Primitive, New Connexion and Association Methodists had respectively 1,125, 518, 83 and 91 ministers in 1851.

Facilities for psychiatric education: survey of psychiatric departments in medical schools.

1. There is great variation in support of psychiatric education and community service by medical school facilities. This ranges from superb with 17 full-time teachers, 100 to 200 beds in teaching hospitals, one-half to nearly a million dollars for research, and 40 residents at one medical center; to poor with no beds in a teaching hospital, no full-time men on the faculty, no funds for research, 7 to 20 thousand dollars hard money from the medical college to the department of psychiatry, and no residents. 2. Psychiatric education and medical education are not able to keep up with community demands for psychiatric treatment– the newer drugs notwithstanding. The responsibility for this is multiple: a small number of psychiatrists (10,000), much inadequate training in psychiatry for physicians in general, inadequate psychiatric leadership in many schools, deficient budgetary and space resources, negative attitudes toward psychiatry on the part of many medical men and administrators, inordinate claims of results compared with fulfillment in some areas of psychiatry, lack of community demands and support for better psychiatric education in many medical schools. 3. The lack of opportunities in many medical schools for adequate psychiatric training has in part led to: (a) the development of a demand for psychotherapy from non-medical people. (b) the development of psychoanalytic training outside of the medical schools. 4. In many schools, departmental and administrative functions swamp psychiatric leadership and creativity. 5. In many medical schools students are deprived of psychiatric knowledge and training important for the practice of medicine through lopsided medical training which disproportionately emphasizes the physical when a high proportion of the sick population are not classified as physical. 6. There is inadequate communication between departments of psychiatry throughout the country in respect to facilities, budgets, procedures and standards, including specific sources of income for staff members. 7. There is a general lack of information concerning the overall aspects of medical education and the proportionate part of this borne by departments of psychiatry. 8. Medical schools which have participated in this survey now have available to them comparative information regarding their own facilities and those of other departments. 9. Research activities and budgets in departments of psychiatry vary greatly from none to outstanding programs. 10. Finally, this study suggests the desirability that teachers, educational directors and medical school administrators come together for conference to discuss medical education, psychiatric education and training, and community service in which billions of dollars are involved.

British University Statistics, 1921–22

THE most noticeable feature of the University Grants Committee's new blue-book is that it contains only 20 pages, whereas the returns for 1920–21 covered 391. The Committee proposes to issue a fuller publication on the old lines from time to time, say once in five years. In the intervals the public will be the more dependent for information on the Universities Yearbook. Oxford and Cambridge are not yet included in the returns, as their grants were “special emergency” and not regular grants. Excluding ex-Service students (8000 in 1921–22; 11,512 in 1920–21) the returns show, compared with those for the preceding year, increases of 2234, or 14 per cent., in the number of full-time men students, and 699, or 7 per cent., in the number of women students. The Committee points out that the numbers in England and Wales are about double what they were in 1913–14, and that the comparative smallness of the increase in Scotland (35 per cent.) was “no doubt due to the fact that the war found what may be called the university habit already firmly established there by long tradition, assisted since 1901 by the operations of the Carnegie Trust.”