Women's Work Hours Research Articles

Magna carta for women health workers, teachers, and minimum-wage earners in the workplace: Policy awareness and organizational compliance

This health crisis caused unimaginable impacts and changes to the labor force and organizations pushing many policies and laws in the edge such as the Philippines’ magna carta of women. Inequalities at work, dimming employee benefits, and relentless working hours for women in the workplace are happening in third-world countries. This research project examines the awareness and compliance of companies and organizations in the lens of the health workers, teachers, and minimum-wage earners relative to the magna carta of women in the workplace. This study extracts corroborative proof from 202 women respondents coming from public and private organizations or companies through the magna carta of women-based survey on awareness and organizational compliance according to the workforce. The findings reveal that there should be more emphasis on women in the lowest income bracket and women who did not finish college. Furthermore, there is an opportunity for concerned organizations to educate the employees that not implementing these rights are forms of neglect of duty on the part of the employer. The results of the study unearth important information on what are the prevalent compliance mishaps of the organizations and how it can place working women in peril.

Minimum Wages and Labour Supply in an Emerging Market: The Case of Mauritius

Abstract This paper investigates the effect of multiple minimum wages, known as remuneration orders, on employment and working hours in Mauritius. Using data between 2005 and 2014, the analysis finds no effect on overall employment and different effects in sign for men and women. The minimum wage has a positive long-term effect on women's employment (0.141) and a negative effect on male employment (−0.097). The estimated employment elasticity magnitudes for men and women are within the range of elasticities found in previous studies of employment effects of minimum wages in low- and middle-income countries. The aggregate employment effect of the minimum wage in Mauritius is not significant, due to the larger share of men who are employed. The extensive margin effect of minimum wages is also associated with a 2.2% increase in average working hours for men but a 1.3% decline in average working hours for women in the covered sector. In the uncovered sector, the significant positive effect along the intensive margin, estimated at 4.6%, is driven by changes in labour supply among men.

Disparities in COVID-19 Impacts on Work Hours and Career Satisfaction by Gender and Race among Scientists in the US: An Online Survey Study

The impact of the COVID-19 pandemic on work–life balance may be unequal between female and male scientists. Further information is needed regarding whether the working conditions and career satisfaction for women and racialized scientists are disproportionately affected by the pandemic. This online survey collected data from 1171 scientists in science, technology, engineering, mathematics (STEM), and medicine (STEMM), public health, or other areas of science/engineering working in the US to examine potential disparities in changes in work hours and career satisfaction by gender and race/ethnicity. A significantly higher percentage of women reported increased work hours compared to men. Women, especially racialized women, experienced disproportionately higher increases in teaching and service than the other groups, which contributed to the increased total work hours for women. Satisfaction with the current career progress was lowest for racialized women compared to their counterparts. Our results indicate that the pandemic has inequitably affected allocation of workloads and career satisfaction by gender and race in scientific fields. Institutions of higher education and other research organizations should acknowledge the gender/race differences in science before and during the pandemic to better support the career development and achievement of all scientists, especially women and even more so racialized women.

Helping helpers? The role of monetary transfers in combining unpaid care and paid work

Applying fixed-effects models using Waves 2 to 13 (2007–19) of the German Labour Market and Social Security panel study, we examine how unpaid caring changes labour supply and if monthly monetary transfers from the care recipient to the carer motivate a reduction in labour supply. We find that for both women and men, starting high-intensity caring increased the likelihood of becoming non-employed. Women were already likely to reduce working hours when starting non-intensive caring, whereas only intensive caring reduced working hours for men. Receiving low monetary transfers was a higher motivation to become non-employed for men, and receiving low monetary transfers only reduced working hours for women.

Health workforce needs of small medical specialties: findings from rheumatology in Germany

Abstract Background Small medical specialties may be more vulnerable to workforce shortage and the COVID-19 pandemic and this may directly impact in the provision of care for chronically-ill patients. This study aims to explore health workforce development and new needs, using rheumatology in Germany as a case study. Methods An explorative multi-methods approach was applied, combining health labour market assessment of rheumatology physicians (public statistics 2000-2019) and a questionnaire-based online survey conducted in early 2021 (n = 101 respondents; rheumatology physicians and residents). Main selected topics: work hours, workload, mental health issues, discrimination and sexual harassment experiences, impact of COVID-19. Descriptive statistical analysis was performed and qualitative content analysis for free-text information. Results Health labour market analysis showed that the numbers of rheumatologists increased markedly between 2000 and 2019 in the groups aged +50 years, but only 9% in younger groups under 50 years; since 2010 the group 40-50 years showed decreases. In 2019, the absolute number of rheumatologists working in healthcare after retirement-age exceeded those aged 40 and under. Survey data revealed a strong mismatch between actual and desired work hours for women and men. 81% rated their workload as high or very high; every sixth rheumatologist has suffered from stress or burnout syndromes at least once in the past. Experiences of gender discrimination and sexual harassment/violence were frequently reported, mostly by women. COVID-19 was an amplifier of stress with major stressors being digitalisation and increased demand for communication and patient education. Conclusions Decreasing health workforce capacities in German rheumatology combine with negative perceptions of work and workplace conditions, threatening both retention and service delivery. Key messages • Small medical specialties, like rheumatology, face severe shortage that threaten healthcare for chronically-ill patients and need greater attention. • COVID-19 has reinforced rheumatologists’ workload and stressors, thus worsing mental health and retention.

Parity-specific motherhood penalties: Long-term impacts of childbirth on women's earnings in Japan.

The issue of motherhood earnings penalty has been well-documented in many Western countries. However, only a few studies discussed how earnings penalty evolves over time and varies across different parity of birth. Moreover, related research in non-Western developed countries is scant. This study contributes to the motherhood penalty literature by examining the long-term impacts (up to 10 years after childbirth) of the first and the second birth on women's employment, work hours, wage rates, and earnings in Japan. It proposes a novel research design based on the event-study approach and fixed effects regressions to quantify the dynamic effects of motherhood resulted from two consecutive birth transitions. Drawing on longitudinal data from the Japanese Panel Survey of Consumers (from 1993 to 2015), our results show that both the first and the second birth trigger short-term earnings penalties by causing a considerable employment slump upon pregnancy. In the long run, while women's employment rates recover, work hours and wage rates remain significantly lower than their pre-pregnancy level, leading to the long-term earnings penalty. More importantly, the long-term negative impacts of childbirth on labor supply and wage rates result mostly from women's first-time rather than the second-time birth transition in Japan. These findings imply that motherhood in Japan imposes long-term penalties on women's earnings, primarily by depressing maternal labor supply after their first-time motherhood transition.

Educational and Type of Day Differences in Mothers' Time Availability for Child Care and Housework.

The authors analyzed variation by education and type of day in the "time availability" association between U.S. mothers' paid work hours and housework and child care, types of work that vary by their urgency, affect, and symbolic meaning. Research shows a stronger negative association of women's work hours with housework than child care, and interprets this as evidence to show mothers prioritize child care over housework. The authors extend this work by determining if associations of work hours with partnered mothers' housework and child care differ by college education and type of day. The authors used ordinary least squares regression on weekend and weekday time diaries of partnered mothers aged 18-65 (N = 22,816) from the 2003-2018 American Time Use Survey (https://timeuse.ipums.org/). Authors found negative associations of mothers' work hours with weekday housework and child care. They found a negative association of college degrees with weekday housework but a positive association with child care that attenuates at longer work hours. The negative work hour association, and the education gap in predicted child care time, persisted on weekends. Work hour and education associations with weekend housework were positive, and the education gap widened at longer work hours. The "time availability" constraint of employment hours applies to child care and housework, even among mothers with college degrees. Education differences in unpaid work, particularly child care, are most evident on weekends.

KONTRIBUSI PENDAPATAN TENAGA KERJA WANITA PADA USAHA EMPING MELINJO TERHADAP PENDAPATAN KELUARGA DI DESA PLUMBON KECAMATAN LIMPUNG KABUPATEN BATANG

<div>The purpose of this research is to find out 1)the reasons why women</div><div>workers work in melinjo chips, 2)the average allocation of women's work hours in melinjo chips, 3)the contribution of women workers to melinjo chips businesses on family income and, 4)factors that influence women's income contribution to the melinjo chips business. Respondents were taken by purposive sampling with the number of respondents as many as 45 women workers in 3 business ventures in Plumbon Village, Limpung District, Batang Regency. The results showed that the reason of women work in the business seen from dominant economic factors to help husbands find additional household income. While social factors, namely to fill spare time. The average working hours of women workers in melinjo business is 8 hours/day. The contribution of women workers in the emping melinjo business to family income was 33,68 percent. R2 value obtained using multiple linear regression models of 0.686 shows that the proportion of the influence of independent variables (women's income, husband's income and the number of family dependents) on the dependent variable in the form of women's income contribution to the melinjo chips business was 68.6% while the remaining 31.4% is influenced by other variables not found in the linear regression model in this study. The results of the F-test and t-test showed that the variance in women's income, husband's income and the number of</div><div>family dependents had a significant effect on women's income contribution.</div>

COVID-19 and the gender gap in work hours.

School and day care closures due to the COVID‐19 pandemic have increased caregiving responsibilities for working parents. As a result, many have changed their work hours to meet these growing demands. In this study, we use panel data from the US Current Population Survey to examine changes in mothers’ and fathers’ work hours from February through April 2020, the period of time prior to the widespread COVID‐19 outbreak in the United States and through its first peak. Using person‐level fixed effects models, we find that mothers with young children have reduced their work hours four to five times more than fathers. Consequently, the gender gap in work hours has grown by 20–50 per cent. These findings indicate yet another negative consequence of the COVID‐19 pandemic, highlighting the challenges it poses to women’s work hours and employment.

Abstract A116: Occupational disparities in women’s employment after cancer

Abstract Background: Due to advances in early diagnosis and treatment, the population of working-age cancer survivor population has grown. However, few studies have examined long-term (10+ years) employment outcomes after treatment. We evaluated the impact of cancer on employment outcomes among women enrolled in the Health and Retirement Study (HRS), a nationally representative panel of non-institutionalized adults aged 51 and older in the United States Methods: Data came from nine waves of the HRS (1998-2014) (n = 7,088; Observations = 26,355). We conducted two sets of analyses: The first set of analyses examined the impact of cancer on employment status and the second set of analyses examined the impact of cancer on the number of work hours for women who were working full time (≥ 35 hours per typical work week) at baseline. For the analysis of employment status, we used a random intercept logistic regression in a multi-level growth curve framework to analyze change over time in likelihood of employment. For the analysis of hours of work per week, we used a mixed-effects coefficient regression to assess work hours trajectories in relation to cancer. Results: There were 7,088 working-age (51-64 years) women in the study sample. Approximately 7% (n=483) of the sample were cancer survivors, with a mean number of years since diagnosis of 9 years. After controlling for sociodemographic and health factors, women who were 6-10 year cancer survivors had a 2.3 times greater likelihood of being employed over time than women without a history of cancer; however, if these women had professional jobs, they were less likely to work over time (OR = 0.4) than professional women without a history of cancer. Long-term (10+ year) cancer survivors in professional occupations tended to work less hours per week at baseline (-4.1 hours) and over time (-2.4 hours) than professional women who without a history of cancer. Conclusions: Professional women may be vulnerable to job loss after cancer treatment. Identifying factors associated with continued employment for women will be key to developing strategies to promoting quality survivorship in the growing cancer survivor population. Citation Format: Christine Ekenga, Eunsun Kwon, BoRin Kim, Sojung Park. Occupational disparities in women’s employment after cancer [abstract]. In: Proceedings of the Twelfth AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2019 Sep 20-23; San Francisco, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2020;29(6 Suppl_2):Abstract nr A116.

Opinions of Educational Administrators on Glass Ceiling Syndrome Preventing Women from Becoming Senior Managers

The purpose of this study is to reveal the opinions of educational administrators about the factors that arise from the glass ceiling syndrome which prevents women from becoming senior managers in educational organizations. In addition, in this study, suggestions have been developed for women to overcome the obstacles they face in reaching senior management positions. Qualitative method was used in this research. The research was conducted as a descriptive study in the survey model. The participants of the study consisted of educational administrators working in Niğde province. Semi-structured interview technique was used to examine and reveal the views of the participants in depth. Content analysis method was used in the analysis of data. According to the results, all participants think that women face glass ceiling barriers in the promotion of senior managerial positions. Obstacles to the glass ceiling are mostly due to individual factors. Individual factors were followed by organizational and social factors, respectively. Among the individual factors, the most important obstacles are women's negative view of management and their family responsibilities. Women do not aspire to management tasks because they require more workload and responsibility. In addition, male-dominated organizational policies and the sexist approach, which sees management as man's job are barriers for women. It has been suggested that women should be more willing and challenging to overcome the glass ceiling barriers. In addition, suggestions were made for senior management positions such as allocating quotas and providing flexible working hours for women.

Gendered climate change adaptation practices in fragmented farm fields of Gamo Highlands, Ethiopia

ABSTRACT The objective of this study is to assess the existence of gendered climate change adaptation practices of smallholder farmers in the Gamo Highlands of Ethiopia. We hypothesized that smallholders’ adaptation practices are gendered because of land fragmentation and gendered division of labour. To explore this, we considered sustainable land management practices as a tool for sustainable adaptation and assessed the effect of land management practices deployed and land fragmentation on intra-household time allocation. The results indicate that although land fragmentation increased hours worked by men and women significantly, fragmentation increased the working hours of men more than women. Application of a larger number of sustainable land management practices increases the mean working hours of women, but leaves unaffected the working hours of men, implying that adaptation practices are gender-biased. Therefore, this study can guide land management decisions by pointing out that fragmentation results in long working hours and adaptation practices may disproportionately affect women.

The joint labor supply decision of married couples and the U.S. Social Security pension system

The current U.S. Social Security program redistributes resources from high-wage workers to low-wage workers through its progressive benefits schedule and from two-earner married couples and single workers to one-earner married couples through the program's spousal and survivors benefits. This paper extends a standard general-equilibrium overlapping-generations model with uninsurable wage shocks to analyze the effect of spousal and survivors benefits on the labor supply of married households and the overall economy. The heterogeneous-agent model calibrated to the U.S. economy predicts that removing spousal and survivors benefits would increase the female labor participation rate by 1.5–1.6%, women's total work hours by 1.7–1.8%, and the total output of the economy by 0.5–0.6% in the long run. A phased-in cohort-by-cohort removal of these benefits would make all age cohorts, on average, better off under the balanced-budget assumption, although the policy change would make the majority of young married households worse off in the short run.

Wo(men) at Work? The Impact of Cohabiting and Married Partners' Earnings on Women's Work Hours

This study investigates the determinants of women’s labor supply in the household context. The main focus is on the effect of a change in male partner’s wages on women’s work hours. This is linked to the broader question of whether married and cohabiting women make different economic decisions and respond differently to changes in their partners’ wages. In addition, this study seeks to connect the working behavior of married and cohabiting individuals to the “tax-splitting” benefit for married couples. To provide a complete picture of working behavior within households, I analyze both women and men using data from the German Socio-Economic Panel Study (SOEP) from 1993 to 2010. The methodology for the main analysis relies on fixed effects regression. The main estimation results suggest that married women work less on the labor market and further, an increase in partner’s wages results in a negative and significant effect on married women’s work hours. The marital status of men, on the other hand, has no significant impact on their work hours.

Understanding Activist Leadership Effort in the Movement Opposing Drinking and Driving

Why do some social movement leaders work harder than others? And, how does gender affect the patterns we uncover? Utilizing historical case study evidence of local chapters in the emerging movement opposing drinking and driving we are able to develop and test theoretical expectations about predictors of weekly effort among MADD and RID leaders. Taken together, our model explains 45 percent of the variation in leadership effort. We find bureaucratic complexity and victim support activities are more powerful predictors of effort than are individual leader characteristics, although all are important. Further analysis reveals that gender almost wholly conditions the strong effect of bureaucratic complexity on leadership effort so that increasingly complex chapter structures are associated with substantial increases in work hours for women but not men.

Relations of work identity, family identity, situational demands, and sex with employee work hours

This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on the other hand, were associated with their work and family identities when weak situational demands permitted discretion over their work hours. We suggest that these sex differences can be explained by the ways in which women and men construe their work and family identities.

Does labour supply respond to a flat tax?

We exploit the exogenous change in marginal tax rates created by the Russian flat tax reform of 2001 to identify the effect of taxes on the labour supply of men and women. We apply a weighted difference-in-difference regression approach and instrumental variables to estimate labour supply functions using a panel dataset. The mean regression results indicate that the tax reform led to a statistically significant increase in hours of work for men but had no effect on work hours for women. However, we find a positive response to tax changes in both tails of the female work hour distribution. We also find that the reform increased the probability of finding a job among both men and women. Despite significant variation in individual responses, the aggregate labour supply elasticities are trivial. This suggests that reform-induced changes in labour supply are an unlikely explanation for the amplified personal income tax revenues that followed the reform.

Indian Government Offers Helping Hand to Women Scientists

SCIENTIFIC WORKPLACEAt a conference in New Delhi to mark International Women's Day on 8 March, India's science minister announced new measures to attract more women into research careers, including more flexible work hours for women with young children.

Shift work among women—a century-old health issue in occupational health

Shift work among women—a century-old health issue in occupational health

Children and Women's Hours of Work

The prevalence of women in part-time work continues to be a distinguishing feature of female employment in Britain. Using data from the BHPS, this article analyses the evolution of work hours for women and men during family formation and development. A substantial movement towards part-time work for women occurs with the first birth and continues steadily for ten years. The gender gap in hours subsequently diminishes but persists even after children have grown up. Births have little impact on men's hours, although there is some adjustment in the balance of work hours for couples following births and last school entry.