Arbeitszeit: Verlängern? Verkürzen? Flexibilisieren?
Verkürzung, Verlängerung oder Flexibilisierung der Arbeitszeit stehen immer wieder im Zentrum der Debatten. Was wünschen sich Unternehmen und Beschäftigte? Wie kann Arbeitszeitpolitik die Schaffung neuer Arbeitsplätze und die Sicherung vorhandener Arbeitsplätze unterstützen?
Dieses Themendossier bietet Publikationen zur Entwicklung der Arbeitszeiten in Deutschland auch im internationalen Vergleich, zur betrieblichen Gestaltung der Arbeitszeit und zu den Arbeitszeitwünschen der Beschäftigten.
Publikationen zur kontroversen Debatte um die Einführung der Vier-Tage-Woche finden Sie in unserem Themendossier Vier-Tage-Woche – Arbeitszeitmodell der Zukunft?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Arbeitszeitpolitik
- Arbeitszeitentwicklung
- Arbeitszeit aus Sicht der Beschäftigten
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Arbeitszeitgestaltung
- gleitende Arbeitszeit
- Vertrauensarbeitszeit
- Arbeitszeitkonto
- Schichtmodelle, Wochenendarbeit
- Langzeiturlaub, Blockfreizeit
- Arbeit auf Abruf, KAPOVAZ
- Bereitschaftsdienst
- Job Sharing, Teilzeit, Altersteilzeit
- Telearbeit
- Vereinbarkeit von Beruf und Kinderbetreuung, Elternzeit
- Vereinbarkeit von Beruf und Pflege
- Alter
- Geschlecht
- geografischer Bezug
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Literaturhinweis
Out of time: the consequences of non-standard employment schedules for family cohesion (2016)
Täht, Kadri; Mills, Melinda;Zitatform
Täht, Kadri & Melinda Mills (2016): Out of time. The consequences of non-standard employment schedules for family cohesion. (SpringerBriefs in sociology),: Springer London 126 S. DOI:10.1007/978-94-017-7402-4
Abstract
"This pioneering work aims at understanding the impact of non-standard (evening, night, weekend) working time on family cohesion, meaning parent-child interaction, partnership quality and divorce or partnership dissolution. 'Out of time - the Consequences of Non-standard Employment Schedules for Family Cohesion' is the first work to treat this important topic in a cross-national, comparative way by using data from two large comparable surveys. The impact of work in non-standard schedules on workers can be divided into individual and social consequences. Research so far has shown the clear individual effects of these schedules, such as increased stress levels and sleeping and physical disorders. There is less clarity about social consequences. Either no or positive effects of these types of schedules on workers and their families are found, or a significant negative impact on the relations between the workers and others, especially other members of the family is shown in research results. This Brief compares the Netherlands and the United States of America, countries that both show a high prevalence of non-standard schedule work, whereas both operate in very different institutional and welfare regime settings of working time regulation. By combining both quantitative and qualitative data, the authors are able to provide generalized views of comparative surveys and challenging those generalizations at the same time, thus enabling the reader to get a better understanding and more balanced view of the actual relationship between non-standard employment schedules and family cohesion." (Publisher's text, IAB-Doku) ((en))
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Literaturhinweis
Marriage stability, taxation and aggregate labor supply in the U.S. vs. Europe (2015)
Zitatform
Chakraborty, Indraneel, Hans A. Holter & Serhiy Stepanchuk (2015): Marriage stability, taxation and aggregate labor supply in the U.S. vs. Europe. In: Journal of monetary economics, Jg. 72, H. May, S. 1-20. DOI:10.1016/j.jmoneco.2015.01.001
Abstract
"Americans work more than Europeans. Using micro-data from the United States and 17 European countries, we document that women are typically the largest contributors to the cross-country differences in work hours. We also show that there is a negative relation between taxes and annual hours worked, driven by men, and a positive relation between divorce rates and annual hours worked, driven by women. In a calibrated life-cycle model with heterogeneous agents, marriage and divorce, we find that the divorce and tax mechanisms together can explain 45% of the variation in labor supply between the United States and the European countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
FLSA working hours reform: worker well-being effects in an economic framework (2015)
Golden, Lonnie;Zitatform
Golden, Lonnie (2015): FLSA working hours reform. Worker well-being effects in an economic framework. In: Industrial relations, Jg. 54, H. 4, S. 717-749. DOI:10.1111/irel.12111
Abstract
"This article discusses a model developed to predict the effects of recently proposed amendments to the FLSA workweek and overtime provisions. The model contrasts allowing compensatory time for overtime pay for private nonexempt employees to 'rights to request' reduced hours. Hours demanded are likely to rise for workers who request comp time, undermining the intention of family-friendliness and alleviating overemployment, unless accompanied by offsetting policies that would prevent the denied use or forced use of comp time and that resurrect some monetary deterrent effect. A unique survey shows that the preference for time over money and comp time is relatively more prevalent among exempt, long hours and women workers; thus, worker welfare is likely better served if comp time were incorporated into an individualized, employee-initiated right to request." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Correlates of flexible working arrangements, stress, and sleep difficulties in the US workforce: does the flexibility of the flexibility matter? (2015)
Haley, M. Ryan; Miller, Laurie A.;Zitatform
Haley, M. Ryan & Laurie A. Miller (2015): Correlates of flexible working arrangements, stress, and sleep difficulties in the US workforce. Does the flexibility of the flexibility matter? In: Empirical economics, Jg. 48, H. 4, S. 1395-1418. DOI:10.1007/s00181-014-0836-4
Abstract
"Using the 2008 National Study of the Changing Workforce, we study how two forms of flextime correlate with family stress, workplace stress, and sleep difficulties. The first flextime measure is the ability to easily take time off for personal and family matters, which correlates with a statistically and economically significant reduction in workplace stress. Subsequently, we find that this same flexibility is associated with 6 - 10% reduction in the likelihood of self-reported sleep difficulties for the full sample, and as high as an 11 - 25% reduction in a subgroup analysis concerning unmarried females with children. The second flextime measure is the option of a compressed workweek, which also correlates with a statistically reduction in workplace stress, though the estimate is considerably smaller than for the first flexibility; a subsequent analysis finds no statistically significant relationship between this flexibility and sleep difficulties. Our findings suggest that the more flexible flexibility (i.e., more short-notice schedule flexibility) appears to be associated with larger reductions in the probability of being stressed, enough, in fact, to carry through to noticeable improvements in concomitant sleep difficulties. Thus, the first form of flextime may function, based on this observational analysis, as a tangible non-medical way to meet worker flextime desires and firm aspirations for increased safety and less absenteeism, all while potentially offering a positive public health externality. The size and significance of the flextime results prevail through bias assessments and sensitivity analyses." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why do Europeans work less than Americans?: public consumption and welfare benefits as a cause of the north-atlantic divide (2015)
Zitatform
Hall, Axel & Gylfi Zoega (2015): Why do Europeans work less than Americans? Public consumption and welfare benefits as a cause of the north-atlantic divide. (CESifo working paper 5264), München, 26 S.
Abstract
"We propose an explanation of why Europeans choose to work fewer hours than Americans and also suffer higher rates of unemployment. Labor market regulations, unemployment benefits, and high levels of public consumption in many European countries reduce, ceteris paribus, the gains from being employed, which makes employed workers ask for higher wages relative to productivity. The higher wages make firms offer fewer vacancies, as well as raising the opportunity cost of working by enabling employed workers to enjoy time-consuming consumption activities. We find empirical support for our thesis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long workweeks and strange hours (2015)
Zitatform
Hamermesh, Daniel S. & Elena Stancanelli (2015): Long workweeks and strange hours. In: ILR review, Jg. 68, H. 5, S. 1007-1018. DOI:10.1177/0019793915592375
Abstract
"U.S. workweeks are long compared to workweeks in other rich countries. Much less well-known is that Americans are more likely to work at night and on weekends. The authors examine the relationship between these two phenomena using the American Time Use Survey and time-diary data from France, Germany, the Netherlands, and the United Kingdom. Only small portions of the U.S. - European differences are attributable to observable characteristics. Adjusting for demographic and occupational differences, Americans' incidence of night and weekend work would drop by no more than 10% if the average European workweek prevailed. Even if no Americans worked long hours, the incidence of unusual work times in the United States would far exceed those in continental Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hours, scheduling and flexibility for women in the US low-wage labour force (2015)
Jacobs, Anna W.; Padavic, Irene;Zitatform
Jacobs, Anna W. & Irene Padavic (2015): Hours, scheduling and flexibility for women in the US low-wage labour force. In: Gender, Work and Organization, Jg. 22, H. 1, S. 67-86. DOI:10.1111/gwao.12069
Abstract
"Research on women's experiences with work schedules and flexibility tends to focus on professional women in high-paying careers, despite women's far greater prevalence in low-wage jobs. This paper seeks to contribute to our understanding of the work-hours problems faced by women precariously employed in low-wage jobs by addressing how work-on-demand scheduling and other features of part-time labour in the neoliberal economy limit women's ability to make ends meet. Using data from 17 in-depth interviews, we identify four themes -- unpredictable schedules, inadequate hours, time theft and punishment-and-control via hours-reduction -- and the problems they present. Results suggest that much-championed flexible work policies that seek to encourage women's career advancement may have little bearing on the work-hours dilemmas faced by low-wage women workers. We conclude that social change efforts need to encompass work policies geared to low-wage workers, such as guaranteed minimum hours and increases in the minimum wage." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender gap in employment hours: do work-hour regulations matter? (2015)
Zitatform
Landivar, Liana Christin (2015): The gender gap in employment hours. Do work-hour regulations matter? In: Work, employment and society, Jg. 29, H. 4, S. 550-570. DOI:10.1177/0950017014568139
Abstract
"In all developed countries, women, especially mothers, work fewer paid hours than their spouses. However, the magnitude of the gender gap varies significantly by country, ranging from 2 to 20 hours per week in this study. Using data from the 2002 International Social Survey Programme, this article investigates whether work-hour regulations have a significant effect on household allocation of paid labour and gender work-hour inequality. Two main types of work-hour regulations are examined: standard weekly work hours and the maximum allowable weekly work hours. Results show that households in countries with shorter maximum weekly work hours had less work-hour inequality between spouses, as each additional allowable overtime hour over the standard working week increased the work-hour gap between couples by 20 minutes. These results indicate that couples' inequality in work hours and gender inequality in labour supply are associated with country-level work-hour regulations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working-time configurations: a framework for analyszing diversity across countries (2014)
Zitatform
Berg, Peter, Gerhard Bosch & Jean Charest (2014): Working-time configurations: a framework for analyszing diversity across countries. In: ILR review, Jg. 67, H. 3, S. 805-837. DOI:10.1177/0019793914537452
Abstract
"In this introductory article, we examine working time through the lens of the employment relationship and the interests of various actors. We discuss how the decline in the old standard working-time model has opened the door to greater diversity in working time. As the demands of employers and employees encourage new working-time practices, we find the responses to these demands differ substantially across countries. These differences reflect variations in labor market institutions and diverse power relations between labor and management." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
The impact of hours flexibility on career employment, bridge jobs, and the timing of retirement (2014)
Cahill, Kevin E.; Quinn, Joseph F.; Giandrea, Michael D.;Zitatform
Cahill, Kevin E., Michael D. Giandrea & Joseph F. Quinn (2014): The impact of hours flexibility on career employment, bridge jobs, and the timing of retirement. (BLS working paper 472), Washington, DC, 38 S.
Abstract
"To what extent does hours flexibility in career employment impact the retirement process? Workplace flexibility policies have the potential to improve both the welfare of employees and the business outcomes of employers. These policies, and hours flexibility in particular for older Americans, have also been touted as a way to reduce turnover. For older Americans, reductions in turnover could mean more years in career employment, fewer years in bridge employment, and little or no impact on the timing of retirement. Alternatively, hours flexibility in career employment could lead to longer working lives and delayed retirements. The distinction between the two outcomes is important if hours flexibility policies, such as phased retirement, are to be considered an option for alleviating the strains of an aging society. This paper describes how hours flexibility in career employment impacts the retirement patterns of older Americans. We use data on three cohorts of older Americans from the Health and Retirement Study (HRS), a large nationally-representative dataset that began in 1992. We explore the extent to which hours flexibility arrangements are available and utilized in career employment and explore the extent to which such arrangements impact job transitions later in life. We find that bridge job prevalence is higher among those with access to hours flexibility in career employment compared to those without hours flexibility. Further, while we find mixed evidence that hours flexibility extends time in career employment, we do find that hours flexibility in career employment is associated with longer tenure on bridge jobs. Taken together these results suggest that hours flexibility in career employment is associated with extended work lives, particularly in post-career employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Class advantage and the gender divide: flexibility on the job and at home (2014)
Gerstel, Naomi; Clawson, Dan;Zitatform
Gerstel, Naomi & Dan Clawson (2014): Class advantage and the gender divide. Flexibility on the job and at home. In: American Journal of Sociology, Jg. 120, H. 2, S. 395-431. DOI:10.1086/678270
Abstract
"Using a survey, interviews, and observations, the authors examine inequality in temporal flexibility at home and at work. They focus on four occupations to show that class advantage is deployed in the service of gendered notions of temporal flexibility while class disadvantage makes it difficult to obtain such flexibility. The class advantage of female nurses and male doctors enables them to obtain flexibility in their work hours; they use that flexibility in gendered ways: nurses to prioritize family and physicians to prioritize careers. Female nursing assistants and male emergency medical technicians can obtain little employee-based flexibility and, as a result, have more difficulty meeting conventional gendered expectations. Advantaged occupations 'do gender' in conventional ways while disadvantaged occupations 'undo gender.' These processes operate through organizational rules and cultural schemas that sustain one another but may undermine the gender and class neutrality of family-friendly policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long workweeks and strange hours (2014)
Zitatform
Hamermesh, Daniel S. & Elena Stancanelli (2014): Long workweeks and strange hours. (NBER working paper 20449), Cambridge, Mass., 14 S. DOI:10.3386/w20449
Abstract
"American workweeks are long compared to other rich countries'. Much less well-known is that Americans are more likely to work at night and on weekends. We examine the relationship between these two phenomena using the American Time Use Survey and time-diary data from 5 other countries. Adjusting for demographic differences, Americans' incidence of night and weekend work would drop by about 10 percent if European workweeks prevailed. Even if no Americans worked long hours, the incidence of unusual work times in the U.S. would far exceed those in continental Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unpredictable work timing in retail jobs: implications for employee work-life conflict (2014)
Zitatform
Henly, Julia R. & Susan J. Lambert (2014): Unpredictable work timing in retail jobs. Implications for employee work-life conflict. In: ILR review, Jg. 67, H. 3, S. 986-1016. DOI:10.1177/0019793914537458
Abstract
"Unpredictability is a distinctive dimension of working time that has been examined primarily in the context of unplanned overtime and in male-dominated occupations. The authors assess the extent to which female employees in low-skilled retail jobs whose work schedules are unpredictable report greater work -- life conflict than do their counterparts with more predictable work schedules and whether employee input into work schedules reduces work -- life conflict. Data include measures from employee surveys and firm records for a sample of hourly female workers employed across 21 stores of a U.S. women's apparel retailer. Results demonstrate that, independent of other dimensions of nonstandard work hours, unpredictability is positively associated with three outcomes: general work -- life conflict, time-based conflict, and strain-based conflict as measured by perceived employee stress. Employee input into work schedules is negatively related to these outcomes. Little evidence was found that schedule input moderates the association between unpredictable working time and work -- life conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Changing work and work-family conflict: evidence from the work, family, and health network (2014)
Kelly, Erin L. ; Mierzwa, Frank; Kossek, Ellen Ernst ; King, Rosalind Berkowitz; Casperi, Lynne M.; Hanson, Ginger C.; Moen, Phyllis; Okechukwu, Cassandra; Davis, Kelly D.; Hammer, Leslie B.; Fan, Wen ; Oakes, J. Michael;Zitatform
Kelly, Erin L., Phyllis Moen, J. Michael Oakes, Wen Fan, Cassandra Okechukwu, Kelly D. Davis, Leslie B. Hammer, Ellen Ernst Kossek, Rosalind Berkowitz King, Ginger C. Hanson, Frank Mierzwa & Lynne M. Casperi (2014): Changing work and work-family conflict. Evidence from the work, family, and health network. In: American Sociological Review, Jg. 79, H. 3, S. 485-516. DOI:10.1177/0003122414531435
Abstract
"Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A research note on the relationship between long working hours and weight gain for older workers in the United States (2014)
Mercan, Murat Anil;Zitatform
Mercan, Murat Anil (2014): A research note on the relationship between long working hours and weight gain for older workers in the United States. In: Research on Aging, Jg. 36, H. 5, S. 557-567. DOI:10.1177/0164027513510324
Abstract
"Working long hours may be related to obesity in older adults. No studies have focused on older workers and long work hours, although the risk of obesity is high among this population group. This study is the first attempt to investigate the relationship between obesity and the older workforce. Panel data from the Health and Retirement Study are examined using Cox regression techniques. We found that older workers who work more than 59 hr a week are more likely to gain weight than older workers who work less than 59 hr per week." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment, late-life work, retirement, and well-being in Europe and the United States (2014)
Zitatform
Nikolova, Milena & Carol Graham (2014): Employment, late-life work, retirement, and well-being in Europe and the United States. In: IZA journal of European Labor Studies, Jg. 3, S. 1-30. DOI:10.1186/2193-9012-3-5
Abstract
"Flexible work arrangements and retirement options provide one solution for the challenges of unemployment and underemployment, aging populations, and unsustainable public pension systems in welfare states around the world. We examine the relationships between well-being and job satisfaction on the one hand and employment status and retirement, on the other, using Gallup World Poll data for several European countries and the United States. We find that voluntary part-time workers are happier, experience less stress and anger, and have higher job satisfaction than other employees. Using statistical matching, we show that late-life workers under voluntary part-time or full-time arrangements have higher well-being than retirees. There is no well-being premium for involuntary late-life work and self-employment compared to retirement, however. Our findings inform ongoing debates about the optimal retirement age and the fiscal burdens of public pension systems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Toward a model of work redesign for better work and better life (2014)
Zitatform
Perlow, Leslie A. & Erin L. Kelly (2014): Toward a model of work redesign for better work and better life. In: Work and occupations, Jg. 41, H. 1, S. 111-134. DOI:10.1177/0730888413516473
Abstract
"Flexible work accommodations provided by employers purport to help individuals struggling to manage work and family demands. The underlying model for change is accommodation -- helping individuals accommodate their work demands with no changes in the structure of work or cultural expectations of ideal workers. The purpose of this article is to derive a Work Redesign Model and compare it with the Accommodation Model. This article centers around two change initiatives -- Predictability, Teaming and Open Communication and Results Only Work Environment -- that alter the structure and culture of work in ways that enable better work and better lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Prevailing preferences: actual work hours and work-hour preferences of partners (2014)
Reynold, Jeremy E.;Zitatform
Reynold, Jeremy E. (2014): Prevailing preferences: actual work hours and work-hour preferences of partners. In: ILR review, Jg. 67, H. 3, S. 1017-1041. DOI:10.1177/0019793914537459
Abstract
"Studies of paid work hours have overlooked preferences partners have with respect to each other's hours. The author uses the National Survey of Families and Households to examine how closely partners agree and the number of hours each should work. He also examines the extent to which actual hours reflect both partners' preferences and factors that moderate the efficacy of each partner's wishes. The analysis offers important new insights into work hours, work-hour constraints, and the negotiation of work hours between partners. The results indicate that partners often disagree about the number of hours each should work, and that although men's hours reflect their own and their partner's preferences equally, women's hours are more closely tied to their own preferences. Still, changes in men's and women's actual hours are heavily influenced by factors that do not reflect their own or their partner's preferences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work-family boundary strategies: stability and alignment between preferred and enacted boundaries (2013)
Ammons, Samantha K.;Zitatform
Ammons, Samantha K. (2013): Work-family boundary strategies. Stability and alignment between preferred and enacted boundaries. In: Journal of vocational behavior, Jg. 82, H. 1, S. 49-58. DOI:10.1016/j.jvb.2012.11.002
Abstract
"Are individuals bounding work and family the way they would like? Much of the work-family boundary literature focuses on whether employees are segmenting or integrating work with family, but does not explore the boundariesworkerswould like to have, nor does it examine the fit between desired and enacted boundaries, or assess boundary stability. In this study, 23 respondents employed at a large Fortune 500 company were interviewed about their work-family boundaries before and after their teams underwent a cultural change initiative that sought to loosen workplace norms and allow employees more autonomy to decide when and where they performed their job tasks. Four distinct boundary strategies emerged from the data, with men and parents of young children having better alignment between preferred and enacted boundaries than women and thosewithout these caregiving duties. Implications for boundary theory and research are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Older workers and working time (2013)
Zitatform
Bell, David N. F. & Alasdair C. Rutherford (2013): Older workers and working time. (IZA discussion paper 7546), Bonn, 26 S.
Abstract
"Contrary to much of the established literature, this paper finds that though many older workers would prefer to reduce their working hours (the overemployed), there is a significant group who would like to work longer hours (the underemployed). And contrary to the assumption that the self-employed are more easily able than employees to select a desired combination of hours and the wage rate, this paper finds that older self-employed workers are more likely to wish to adjust their hours, both upward and downward than are employees. A new index of underemployment is used to show that for the UK, since the onset of the Great Recession, underemployment among older workers has been growing more rapidly than unemployment. Using longitudinal data from the UK Labour Force Survey, the paper investigates the effects of overemployment and underemployment on transitions from employment and self-employment into other labour market states. It confirms that overemployment is a significant predictor of retirement among employees while underemployed employees are less likely to retire." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How to measure underemployment? (2013)
Zitatform
Bell, David N. F. & David G. Blanchflower (2013): How to measure underemployment? (Working paper / Peterson Institute for International Economics 2013-07), Washington, DC, 30 S.
Abstract
"One of the factors that may inhibit reductions in unemployment as the economy recovers is the extent to which existing workers would like to work more hours and employers may prefer to let them work longer hours before making new hires. This phenomenon suggests that the unemployment rate does not capture the full extent of excess capacity in the labor market. But how should it be measured? In this paper we argue that the United States does not have the necessary statistical tools to calibrate this form of underemployment. We describe an index that captures the joint effects of unemployment and underemployment and provides a more complete picture of labor market excess capacity. We show how this index can be implemented using British data and describe its evolution over the Great Recession. Comparisons of our index with unemployment rates suggest that unemployment rates understate differences in labor market excess capacity by age group and overstate differences by gender. We also show that being unable to work the hours that one desires has a negative effect on well-being. Finally, we recommend that the Current Population Survey conducted by the US Bureau of Labor Statistics might be extended to enable the construction of an equivalent US index." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does working from home work?: evidence from a Chinese experiment (2013)
Bloom, Nicholas; Ying, Zhichun Jenny; Liang, James; Roberts, John;Zitatform
Bloom, Nicholas, James Liang, John Roberts & Zhichun Jenny Ying (2013): Does working from home work? Evidence from a Chinese experiment. (CEP discussion paper 1194), London, 46 S.
Abstract
"About 10% of US employees now regularly work from home (WFH), but there are concerns this can lead to 'shirking from home.' We report the results of a WFH experiment at CTrip, a 16,000-employee, NASDAQ-listed Chinese travel agency. Call center employees who volunteered to WFH were randomly assigned to work from home or in the office for 9 months. Home working led to a 13% performance increase, of which about 9% was from working more minutes per shift (fewer breaks and sick-days) and 4% from more calls per minute (attributed to a quieter working environment). Home workers also reported improved work satisfaction and experienced less turnover, but their promotion rate conditional on performance fell. Due to the success of the experiment, CTrip rolled-out the option to WFH to the whole firm and allowed the experimental employees to re-select between the home or office. Interestingly, over half of them switched, which led to the gains from WFH almost doubling to 22%. This highlights the benefits of learning and selection effects when adopting modern management practices like WFH." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working long hours and early career outcomes in the high-end labor market (2013)
Gicheva, Dora;Zitatform
Gicheva, Dora (2013): Working long hours and early career outcomes in the high-end labor market. In: Journal of labor economics, Jg. 31, H. 4, S. 785-824. DOI:10.1086/669971
Abstract
"This study establishes empirically a positive but nonlinear relationship between weekly hours and hourly wage growth. For workers who put in over 47 hours per week, 5 extra hours are associated with a 1% increase in annual wage growth. This correlation is not present when hours are lower. The relationship is especially strong for young professionals. Data on promotions provide evidence in support of a job-ladder model that combines higher skill sensitivity of output in higher-level jobs with heterogeneous preferences for leisure. The results can be used to account for part of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The demand for youth: explaining age differences in the volatility of hours (2013)
Jaimovich, Nir; Pruitt, Seth; Siu, Henry E.;Zitatform
Jaimovich, Nir, Seth Pruitt & Henry E. Siu (2013): The demand for youth. Explaining age differences in the volatility of hours. In: The American Economic Review, Jg. 103, H. 7, S. 3022-3044. DOI:10.1257/aer.103.7.3022
Abstract
"Over the business cycle young workers experience much greater volatility of hours worked than prime-aged workers. This can arise from age differences in labor supply or labor demand characteristics. To distinguish between these, we document that, for young workers, both the cyclical volatilities of hours and wages are greater than those of the prime-aged. We argue that a general class of models featuring only age-specific labor supply differences cannot reconcile these facts. We then show that a simple model featuring labor demand differences can." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Comparisons of weekly hours over the past century and the importance of work-sharing policies in the 1930s (2013)
Neumann, Todd C.; Taylor, Jason E.; Fishback, Price;Zitatform
Neumann, Todd C., Jason E. Taylor & Price Fishback (2013): Comparisons of weekly hours over the past century and the importance of work-sharing policies in the 1930s. In: The American Economic Review. Papers and Proceedings of the Annual Meeting of the American Economic Association, Jg. 103, H. 3, S. 105-110. DOI:10.1257/aer.103.3.105
Abstract
"Changes in the work week drove a larger portion of changes in total labor input during the Great Depression of the 1930s than during other decades. Work-sharing policies appear to be responsible. Herbert Hoover created various work-sharing committees - led by key industrialists - which pushed for shorter work weeks. And Franklin Roosevelt's President's Reemployment Agreement called for sharp cuts in weekly work hours. Spreading available work amongst more people was the goal. During these periods between 50 and 90 percent of declines in labor input were accommodated by falling hours. In recent decades employers have instead relied on layoffs to achieve the same end." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Conflict between work and family: An investigation of four policy measures (2013)
Zitatform
Ruppanner, Leah (2013): Conflict between work and family: An investigation of four policy measures. In: Social indicators research, Jg. 110, H. 1, S. 327-347. DOI:10.1007/s11205-011-9929-z
Abstract
"Welfare states enact a range of policies aimed at reducing work-family conflict. While welfare state policies have been assessed at the macro-level and work-family conflict at the individual-level, few studies have simultaneously addressed these relationships in a cross-national multi-level model. This study addresses this void by assessing the relationship between work-family and family-work conflict and family-friendly policies in 10 countries. Applying a unique multi-level data set that couples country-level policy data with individual-level data (N=7,895) from the 2002 International Social Survey Programme, the author analyzes the relationship between work-family and family-work conflict and four specific policy measures: family leave, work scheduling, school scheduling, and early childhood education and care. The results demonstrate that mothers and fathers report less family-work and mothers less work-family conflict in countries with more expansive family leave policies. Also, in countries with longer school schedules mothers report less and women without children more work-family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Telecommuting, household commute and location choice (2013)
Zhu, Pengyu;Zitatform
Zhu, Pengyu (2013): Telecommuting, household commute and location choice. In: Urban studies, Jg. 50, H. 12, S. 2441-2459. DOI:10.1177/0042098012474520
Abstract
"Previous empirical studies have made contributions to the understanding of the impact of telecommuting on individual travel patterns. There has been much less research that has examined the impact of telecommuting on commute travel at the household level. Using data from the 2001 and 2009 US National Household Travel Surveys, this study focuses on one-worker and two-worker households and investigates how telecommuting affects household one-way commute distance and duration. The results show that telecommuting increases the commute distance and duration for both one-worker households and two-worker households. It is also found that, in two-worker households, the telecommuting status of one worker does not increase the commute distance and duration of the other worker. These findings suggest that telecommuting (two-worker) households tend to choose locations involving a longer total one-way commute than non-telecommuting households, and this difference is largely due to the longer commute of their telecommuting members." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The motherhood penalty in cross-national perspective: the importance of work-family policies and cultural attitudes (2012)
Zitatform
Budig, Michelle J., Joya Misra & Irene Boeckmann (2012): The motherhood penalty in cross-national perspective. The importance of work-family policies and cultural attitudes. In: Social Politics, Jg. 19, H. 2, S. 163-193. DOI:10.1093/sp/jxs006
Abstract
"Mothers' employment and earnings partly depend on social policies and cultural norms supporting women's paid and unpaid work. Previous research suggests that work-family policies are deeply shaped by their cultural context. We examine country variation in the associations between motherhood and earnings, in cultural attitudes surrounding women's employment, and in childcare and parental leave policies. We model how cultural attitudes moderate the impact of policies on women's earnings across countries. Parental leaves and public childcare are associated with higher earnings for mothers when cultural support for maternal employment is high, but have less positive or even negative relationships with earnings where cultural attitudes support the male breadwinner/female caregiver model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Cyclical variation in labor hours and productivity using the ATUS (2012)
Zitatform
Burda, Michael C., Daniel S. Hamermesh & Jay Stewart (2012): Cyclical variation in labor hours and productivity using the ATUS. (IZA discussion paper 7070), Bonn, 15 S.
Abstract
"We examine monthly variation in weekly work hours using data for 2003-10 from the Current Population Survey (CPS) on hours/worker, from the Current Employment Survey (CES) on hours/job, and from the American Time Use Survey (ATUS) on both. The ATUS data minimize recall difficulties and constrain hours of work to accord with total available time. The ATUS hours/worker are less cyclical than the CPS series, but the hours/job are more cyclical than the CES series. We present alternative estimates of productivity based on ATUS data and find that it is more pro-cyclical than other productivity measures." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Persistence and cycles in US hours worked (2012)
Zitatform
Caporale, Guglielmo Maria & Luis A. Gil-Alana (2012): Persistence and cycles in US hours worked. (DIW-Diskussionspapiere 1200), Berlin, 26 S.
Abstract
"This paper analyses monthly hours worked in the US over the sample period 1939m1 - 2011m10 using a cyclical long memory model; this is based on Gegenbauer processes and characterised by autocorrelations decaying to zero cyclically and at a hyperbolic rate along with a spectral density that is unbounded at a non-zero frequency. The reason for choosing this specification is that the periodogram of the hours worked series has a peak at a frequency away from zero. The empirical results confirm that this model works extremely well for hours worked, and it is then employed to analyse their relationship with technology shocks. It is found that hours worked increase on impact in response to a technology shock (though the effect dies away rapidly), consistently with Real Business Cycle (RBC) models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Understanding the roles of subjective and objective aspects of time in the work-family interface (2012)
Zitatform
Dugan, Alicia G., Russell A. Matthews & Janet L. Barnes-Farrell (2012): Understanding the roles of subjective and objective aspects of time in the work-family interface. In: Community, work & family, Jg. 15, H. 2, S. 149-172. DOI:10.1080/13668803.2011.609656
Abstract
"The experience of time has been posited as an important predictor of work-family conflict; however, few studies have considered subjective and objective aspects of time conjointly. This study examined the reported number of hours dedicated to work and family as indices of objective aspects of time, and perceived time pressure (in the work and family domains respectively) as an important feature of the subjective nature of temporal experiences within the work-family interface. Results indicate that the stress of having insufficient time to fulfill commitments in one domain (i.e., perceived time pressure) predicts work-family conflict, and that perceived time pressures predict the amount of time allocated to a domain. Additionally, findings suggest that domain boundaries are not symmetrical, with work boundaries being more rigidly constructed than family boundaries. Work-to-family and family-to-work conflict were generally related to overall health, turnover intentions, and work performance, as expected." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Taxation and household labour supply (2012)
Guner, Nezih; Ventura, Gustavo; Kaygusuz, Remzi;Zitatform
Guner, Nezih, Remzi Kaygusuz & Gustavo Ventura (2012): Taxation and household labour supply. In: The Review of Economic Studies, Jg. 79, H. 3, S. 1113-1149. DOI:10.1093/restud/rdr049
Abstract
"We evaluate reforms to the U.S. tax system in a life cycle set-up with heterogeneous married and single households and with an operative extensive margin in labour supply. We restrict our model with observations on gender and skill premia, labour-force participation of married females across skill groups, children, and the structure of marital sorting. We concentrate on two revenue-neutral tax reforms: a proportional income tax and a reform in which married individuals file taxes separately (separate filing). Our findings indicate that tax reforms are accompanied by large increases in labour supply that differ across demographic groups, with the bulk of the increase coming from married females. Under a proportional income tax reform, married females account for more than 50% of the changes in hours across steady states, while under separate filing reform, married females account for all the change in hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Schedule flexibility in hourly jobs: unanticipated consequences and promising directions (2012)
Zitatform
Lambert, Susan J., Anna Haley-Lock & Julia R. Henly (2012): Schedule flexibility in hourly jobs. Unanticipated consequences and promising directions. In: Community, work & family, Jg. 15, H. 3, S. 293-315. DOI:10.1080/13668803.2012.662803
Abstract
"This article considers the challenge of extending conventional models of flexibility to hourly jobs that are often structured quite differently than the salaried, professional positions for which flexibility options were originally designed. We argue that the assumptions of job rigidity and overwork motivating existing flexibility options may not be broadly applicable across jobs in the US labor market. We focus specifically on two types of flexibility: (1) working reduced hours and (2) varying work timing. We first review central aspects of the US business and policy contexts that inspire our concerns, and then draw on original analyses from US census data and several examples from our comparative case-study research to explain how conventional flexibility options do not always map well onto hourly jobs, and in certain instances may disadvantage workers by undermining their ability to earn an adequate living. We conclude with a discussion of alternative approaches to implementing flexibility in hourly jobs when hours are scarce and fluctuating rather than long and rigid." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
It's all about control: worker control over schedule and hours in cross-national context (2012)
Lyness, Karen S.; Stone, Pamela; Grotto, Angela R.; Gornick, Janet C.;Zitatform
Lyness, Karen S., Janet C. Gornick, Pamela Stone & Angela R. Grotto (2012): It's all about control: worker control over schedule and hours in cross-national context. In: American Sociological Review, Jg. 77, H. 6, S. 1023-1049. DOI:10.1177/0003122412465331
Abstract
"Workers' ability to control their work schedules and hours varies significantly among industrialized countries. We integrate and extend prior research from a variety of literatures to examine antecedents of control and worker outcomes. Using hierarchical linear modeling and data for 21 countries from the 1997 ISSP Work Orientations Survey supplemented with national indicators developed from a variety of sources, we find that control is associated with country characteristics (affluence, welfare state generosity, union coverage, and working-time regulations), worker attributes (being male, being older, and being better educated), and job characteristics (working part-time, being self-employed, having higher earnings, and having more advancement opportunities). We also examine the relationship of control to job satisfaction, organizational commitment, and strain-based work-family conflict. Generally, low levels of control are linked to negative outcomes for workers, especially for women, an effect sometimes modulated by country-level policy measures." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender, nonstandard work schedules, and marital quality (2012)
Maume, David J.; Sebastian, Rachel A.;Zitatform
Maume, David J. & Rachel A. Sebastian (2012): Gender, nonstandard work schedules, and marital quality. In: Journal of Family and Economic Issues, Jg. 33, H. 4, S. 477-490. DOI:10.1007/s10834-012-9308-1
Abstract
"Relatively few studies have focused on the effects of working late and rotating shifts on marital dynamics. This study addressed the limitations of prior studies by sampling from a sector of the economy (i.e., grocery and drug store workers) where shift work and rotating schedules were common, and by controlling for numerous accompanying disruptive effects of shift work on marital quality. Results show that working late shifts reduces marital quality among men, whereas among women, job-family spillover explained away marital quality effects of working rotating schedules. These results suggest that more than men, women remain largely responsible for family life irrespective of work schedules, yet further research on how family lives are affected by work schedules is needed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Access to and utilization of flexible work options (2012)
McNamara, Tay K.; Pitt-Catsouphes, Marcie; Matz-Costa, Christina; Brown, Melissa;Zitatform
McNamara, Tay K., Marcie Pitt-Catsouphes, Melissa Brown & Christina Matz-Costa (2012): Access to and utilization of flexible work options. In: Industrial relations, Jg. 51, H. 4, S. 936-965. DOI:10.1111/j.1468-232X.2012.00703.x
Abstract
"Many workers do not utilize the flexible work options to which they have access nor do they necessarily have access to all options officially provided by their organizations. This study sheds light on these gaps using probit models with sample selection to predict access to and utilization of fourteen flexible options. The findings highlight the roles of supervisor support, occupation, and work-life culture. The influence of each of these factors on access and utilization differs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intertemporal labour supply with search frictions (2012)
Michelacci, Claudio; Pijoan-Mas, Josep;Zitatform
Michelacci, Claudio & Josep Pijoan-Mas (2012): Intertemporal labour supply with search frictions. In: The Review of Economic Studies, Jg. 79, H. 3, S. 899-931. DOI:10.1093/restud/rdr042
Abstract
"Starting in the 1970's, wage inequality and the number of hours worked by employed U.S. prime-age male workers have both increased. We argue that these two facts are related. We use a labour market model with on-the-job search where by working longer hours individuals acquire greater skills. Since job candidates are ranked by productivity, greater skills not only increase worker's productivity in the current job but also help the worker to obtain better jobs. When job offers become more dispersed, wage inequality increases and workers work longer hours to obtain better jobs. As a result, average hours per worker in the economy increase. This mechanism accounts for around two-thirds of the increase in hours observed in data. Part of the increase is inefficient since workers obtain better jobs at the expense of other workers competing for the same jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Family structure, gender, and the work-family interface: work-to-family conflict among single and partnered parents (2012)
Zitatform
Minnotte, Krista Lynn (2012): Family structure, gender, and the work-family interface. Work-to-family conflict among single and partnered parents. In: Journal of Family and Economic Issues, Jg. 33, H. 1, S. 95-107. DOI:10.1007/s10834-011-9261-4
Abstract
"This study examined whether single parents experience greater reductions in work-to-family conflict from using resources than partnered parents do. The question of whether single mothers, single fathers, partnered mothers, or partnered fathers experienced differing levels of work-to-family conflict was also addressed. Data were from the 2002 National Study of the Changing Workforce, and only those respondents with at least one child under the age of 18 living in the household were included in the analysis (N=1325). Findings indicated that single-parent status was not directly related to work-to-family conflict. Rather single-parent status interacted with other variables, including gender, control over work hours, and the number of other adults in the home, in predicting work-to-family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The hard truth about telecommuting (2012)
Zitatform
Noonan, Mary C. & Jennifer L. Glass (2012): The hard truth about telecommuting. In: Monthly labor review, Jg. 135, H. 6, S. 38-45.
Abstract
"Telecommuting has not permeated the American workplace, and where it has become commonly used, it is not helpful in reducing work-family conflicts; telecommuting appears, instead, to have become instrumental in the general expansion of work hours, facilitating workers' needs for additional worktime beyond the standard workweek and/or the ability of employers to increase or intensify work demands among their salaried employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Aggregate hours worked in OECD countries: new measurement and implications for business cycles (2012)
Zitatform
Ohanian, Lee E. & Andrea Raffo (2012): Aggregate hours worked in OECD countries. New measurement and implications for business cycles. In: Journal of monetary economics, Jg. 59, H. 1, S. 40-56. DOI:10.1016/j.jmoneco.2011.11.005
Abstract
"We build a dataset of quarterly hours worked for 14 OECD countries. We document that hours are as volatile as output, that a large fraction of labor adjustment takes place along the intensive margin, and that the volatility of hours relative to output has increased over time. We use these data to reassess the Great Recession and prior recessions. The Great Recession in many countries is a puzzle in that labor wedges are small, while those in the U.S. Great Recession - and those in previous European recessions - are much larger." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work-to-family and family-to-work spillover: the implications of childcare policy and maximum work-hour legislation (2012)
Zitatform
Ruppanner, Leah & Joy E. Pixley (2012): Work-to-family and family-to-work spillover: the implications of childcare policy and maximum work-hour legislation. In: Journal of Family and Economic Issues, Jg. 33, H. 3, S. 283-297. DOI:10.1007/s10834-012-9303-6
Abstract
"This paper addresses the relationship between individual-level work-to-family and family-to-work spillover and two country-level policy measures: childcare policy and maximum work hour legislation. Coupling Gornick and Meyers' (Families that work: policies for reconciling parenthood and employment, 2003) policy measures with individual-level data (N=7,895) from the 2002 International Social Survey Programme, the authors analyze whether men and women in countries with stronger childcare policies and maximum work-hour legislation exhibit work-to-family and family-to-work spillover. The authors find that neither childcare policy nor maximum work-hour legislation is significantly associated with work-to-family spillover. Stronger childcare policy is associated with lower family-to-work spillover for women, especially for women with young children. Maximum-hour legislation is associated with greater family-to-work spillover for women, with a significantly larger effect for mothers of young children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Motives for flexible work arrangement use (2012)
Shockley, Kristen M.; Allen, Tammy D.;Zitatform
Shockley, Kristen M. & Tammy D. Allen (2012): Motives for flexible work arrangement use. In: Community, work & family, Jg. 15, H. 2, S. 217-231. DOI:10.1080/13668803.2011.609661
Abstract
"This study investigated employees' motives for using two types of flexible work arrangements (FWA), flextime and flexplace. Using a sample of workers with high job flexibility (university academics), we examined both the prevalence of different motives (life management and work-related) and how these motives vary according to several individual differences (gender, family responsibility, marital status, and work-nonwork segmentation preferences). Overall, results indicated that employees are more driven to use FWA by work-related motives than by life management motives. Those with greater family responsibilities and those married/living with a partner were more likely to endorse life management motives, whereas individuals with greater segmentation preferences were more motivated to use FWA by work-related motives. Findings regarding gender were contrary to expectations based on traditional gender roles, as there were no gender differences in life management motives but women more highly endorsed work-related motives than did men. The main implications of the findings are that individuals recognize FWA as not only a work-family policy, but also as a potential means to increase productivity. Individual differences relate to why workers use available flexible policies. Additional theoretical and practical implications are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Shift work and work to family fit: Does schedule control matter? (2012)
Tuttle, Robert; Garr, Michael;Zitatform
Tuttle, Robert & Michael Garr (2012): Shift work and work to family fit: Does schedule control matter? In: Journal of Family and Economic Issues, Jg. 33, H. 3, S. 261-271. DOI:10.1007/s10834-012-9283-6
Abstract
"We used the 2008 National Study of the Changing Workforce to investigate the effects of shift work on individuals. We investigated if shift workers would have poorer work to family fit than workers with regular day schedules or flexible schedules. We also investigated if control of work schedule would moderate the possible negative effects of shift work. Results indicate that shift work is associated with increased work to family conflict, especially for women. In addition, the results indicate that women have greater work to family conflict compared to men when workers have more work schedule control. Implications of the findings are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are telecommuting and personal travel complements or substitutes? (2012)
Zhu, Pengyu;Zitatform
Zhu, Pengyu (2012): Are telecommuting and personal travel complements or substitutes? In: The annals of regional science, Jg. 48, H. 2, S. 619-639. DOI:10.1007/s00168-011-0460-6
Abstract
"Whether telecommuting and personal travel are complements or substitutes is a key question in urban policy analysis. Urban planners and policy makers have been proposing telecommuting as part of travel demand management (TDM) programs to reduce congestion. Based on small samples, several empirical studies have found that telecommuting has a substitution effect (although small) on commute travel, and have thus argued that policies promoting telecommuting might be promising in reducing travel. Using data from the 2001 and 2009 National Household Travel Surveys (NHTS), this study involves two large national samples to try to more accurately identify the impact of telecommuting on workers' travel patterns. Through a series of empirical tests, this research investigates how telecommuting influences workers' one-way commute trips, daily total work trips, and daily non-work trips, and tries to provide some answers to a question that has been discussed for some years -- namely, whether telecommuting and personal travel are complements or substitutes. The results of these tests suggest that telecommuting has been an important factor in shaping personal travel patterns over the 2001 - 2009 period, and that telecommuting indeed has a complementary effect on not just workers' one-way commute trips, but also their daily total work trips, and total non-work trips." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor supply and the extensive margin (2011)
Zitatform
Blundell, Richard, Antoine Bozio & Guy Laroque (2011): Labor supply and the extensive margin. In: The American Economic Review. Papers and Proceedings of the Annual Meeting of the American Economic Association, Jg. 101, H. 3, S. 482-486. DOI:10.1257/aer.101.3.482
Abstract
"In this paper we propose a systematic way of examining the importance of the extensive and the intensive margins of labor supply in order to explain the overall movements in total hours of work over time. We show how informative bounds can be developed on each of these margins. We apply this analysis to the evolution of hours of work in the US, the UK, and France and show that both the extensive and intensive margins matter in explaining changes in total hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Extensive and intensive margins of labour supply: working hours in the US, UK and France (2011)
Zitatform
Blundell, Richard, Antoine Bozio & Guy Laroque (2011): Extensive and intensive margins of labour supply. Working hours in the US, UK and France. (IZA discussion paper 6051), Bonn, 35 S.
Abstract
"This paper documents the key stylised facts underlying the evolution of labour supply at the extensive and intensive margins in the last forty years in three countries: United-States, United-Kingdom and France. We develop a statistical decomposition that provides bounds on changes at the extensive and intensive margins. This decomposition is also shown to be coherent with the analysis of labour supply elasticities at these margins. We use detailed representative micro-datasets to examine the relative importance of the extensive and intensive margins in explaining the overall changes in total hours worked." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Factors shaping the development of working time regulation in the United States (2011)
Dembe, Allard E.;Zitatform
Dembe, Allard E. (2011): Factors shaping the development of working time regulation in the United States. In: International Labour Review, Jg. 150, H. 3-4, S. 419-429. DOI:10.1111/j.1564-913X.2011.00126.x
Abstract
"In nineteenth century Britain, the first working time regulations were prompted by humanitarian concerns about women and children employed in factories. In the United States, working time laws were initially introduced in response to union activism and labour unrest. During the twentieth century, policy-makers enacted statutes that shortened hours of work in an attempt to spread available work and thereby curb unemployment. The past 20 years, with the adoption of the European Working Time Directive, have reflected a movement towards social and political integration, continuing political pressure to curb unemployment, and growing acceptance of ergonomics and work organization as components of international safety regulation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The organization of working time in the knowledge economy: an insight into the working time patterns of consultants in the UK and the USA (2011)
Donnelly, Rory;Zitatform
Donnelly, Rory (2011): The organization of working time in the knowledge economy. An insight into the working time patterns of consultants in the UK and the USA. In: British Journal of Industrial Relations, Jg. 49, H. s1, S. s93-s114. DOI:10.1111/j.1467-8543.2010.00826.x
Abstract
"The development of the knowledge economy is creating new and diverse working time patterns. This study uses survey and qualitative interview data from consultants operating as organizational employees, as well as those acting as freelance contractors to explore the organization of working time among knowledge workers in the UK and the USA. The findings reveal how these forms of employment and national context shape and produce complex nuances in the working patterns and experiences of these important highly skilled workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Phased retirement and workplace flexibility for older adults: opportunities and challenges (2011)
Johnson, Richard W.;Zitatform
Johnson, Richard W. (2011): Phased retirement and workplace flexibility for older adults. Opportunities and challenges. In: The ANNALS of the American Academy of Political and Social Science, Jg. 638, H. 1, S. 68-85. DOI:10.1177/0002716211413542
Abstract
"Phased retirement programs that allow older workers to reduce their hours and responsibilities and pursue more flexible work schedules could satisfy both the employee's desire for flexibility and the employer's need to maintain an experienced workforce. However, few employers have established formal programs, because they often complicate the provision of other benefits and might violate antidiscrimination rules. For example, federal laws limit retirement plan distributions to employees who are still working for the plan sponsor, which discourages phased retirement because few older workers can afford to reduce their work hours unless they can receive at least some retirement benefits. Many employers do not provide fringe benefits to part-time employees, and making exceptions for older workers could violate antidiscrimination rules. Federal laws requiring that benefits provided through tax-qualified plans be evenly distributed between highly compensated and lower-paid employees also complicate formal phased retirement programs. Reforming these policies could promote phased retirement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonstandard work schedules over the life course: a first look (2011)
Presser, Harriet B.; Ward, Brian W.;Zitatform
Presser, Harriet B. & Brian W. Ward (2011): Nonstandard work schedules over the life course. A first look. In: Monthly Labor Review, Jg. 134, H. 7, S. 3-16.
Abstract
Auf der Basis von Langzeituntersuchungen des US-Arbeitsministeriums zwischen 1979 und 2004 wird das Ausmaß der nicht-normalen Arbeitszeiten bei US-Bürgern ausgewertet. Dabei werden alle Tätigkeiten, die nicht in die Normalarbeitszeit zwischen 8 Uhr und 17 Uhr fallen, einbezogen. Es ergibt sich, dass die 1979 befragten Arbeitnehmer zwanzig Jahre später zu mehr als 90 Prozent zumindest zeitweise untypische Arbeitszeiten erlebt haben. Die Einzelergebnisse werden nach Geschlecht, Ethnizität und Bildungsgrad aufgeschlüsselt. (IAB)
Aspekt auswählen:
Aspekt zurücksetzen
- Arbeitszeitpolitik
- Arbeitszeitentwicklung
- Arbeitszeit aus Sicht der Beschäftigten
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Arbeitszeitgestaltung
- gleitende Arbeitszeit
- Vertrauensarbeitszeit
- Arbeitszeitkonto
- Schichtmodelle, Wochenendarbeit
- Langzeiturlaub, Blockfreizeit
- Arbeit auf Abruf, KAPOVAZ
- Bereitschaftsdienst
- Job Sharing, Teilzeit, Altersteilzeit
- Telearbeit
- Vereinbarkeit von Beruf und Kinderbetreuung, Elternzeit
- Vereinbarkeit von Beruf und Pflege
- Alter
- Geschlecht
- geografischer Bezug