Relevant bibliographies by topics / Recommencement of paid employment

Academic literature on the topic 'Recommencement of paid employment'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Recommencement of paid employment"

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Barnes, Colin. "Disability and Paid Employment." Work, Employment and Society 13, no. 1 (March 1999): 147–49. http://dx.doi.org/10.1177/09500179922117845.

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Barnes, Colin. "Disability and Paid Employment." Work, Employment and Society 13, no. 1 (March 1999): 147–49. http://dx.doi.org/10.1017/s0950017099000100.

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Main, Brian G. M., and Peter Elias. "Women returning to paid employment." International Review of Applied Economics 1, no. 1 (January 1987): 86–108. http://dx.doi.org/10.1080/758530524.

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FONTES, Adriana, Valéria PERO, and Janine BERG. "Low-paid employment in Brazil." International Labour Review 151, no. 3 (September 2012): 193–219. http://dx.doi.org/10.1111/j.1564-913x.2012.00145.x.

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Caparrós Ruiz, Antonio. "Self‐employment or paid employment as the first job." International Journal of Social Economics 37, no. 12 (October 19, 2010): 951–69. http://dx.doi.org/10.1108/03068291011083026.

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O'Flynn, David. "Approaching employment." Psychiatric Bulletin 25, no. 5 (May 2001): 169–71. http://dx.doi.org/10.1192/pb.25.5.169.

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Most people with severe mental illness (SMI) may now live in the community, but few have jobs and many are socially isolated. Unemployment rates for people with serious mental health problems range from 60% to nearly 100%, and are particularly high if people have additional disadvantages in the labour market – being a member of an ethnic minority, having poor educational and employment history or possessing a criminal record. Unemployment is a cause of poverty, physical and mental ill health and is a cost to the community. Paid employment is central to human health and offers financial, psychological and social benefits to people with mental health problems: an income not derived from benefits, social contacts, a social role other than that of psychiatric patient, psychological recovery and possibly symptom reduction. These psychosocial and health gains may follow from any work – paid employment, low paid or unpaid work, training or education. Many mental health service users want jobs and alternatives to welfare dependency and traditional day centres. The Government wants to improve health and to reduce welfare spending and social exclusion. For deinstitutionalisation to achieve social integration and employment as well as relocation there is a need for a range of actions; public psycho-education, political reform and development and research of modern alternatives to sheltered work and industrial therapy.
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Stern, David, and Yoshi-Fumi Nakata. "Paid Employment among U.S. College Students." Journal of Higher Education 62, no. 1 (January 1991): 25–43. http://dx.doi.org/10.1080/00221546.1991.11774104.

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Otache, Innocent. "Entrepreneurship education and undergraduate students’ self- and paid-employment intentions." Education + Training 61, no. 1 (January 14, 2019): 46–64. http://dx.doi.org/10.1108/et-10-2017-0148.

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Purpose The purpose of this paper is to conceptually explore the relationship between Entrepreneurship Education (EE) and undergraduate students’ self- and paid-employment intentions. Specifically, the paper aims to examine the effect of paid-employment intention on the relationship between EE and self-employment intention. Design/methodology/approach This paper reviewed extensively related literature on EE, entrepreneurial intentions and the theory of planned behaviour (TPB). The detailed literature review undertaken formed the basis for the development of the conceptual framework. Findings It is found that undergraduate students have two opposing employment intentions within them, namely, self- and paid-employment intentions. The two employment intentions interact and have a tendency to dominate each other, and consequently lead to different employment behaviours. The dominant employment intention determines whether a graduate will exhibit self- or paid-employment behaviour. This confirms that graduates are faced with two career paths or choices, namely, self- and paid-employment. Research limitations/implications It is not an empirical paper. Thus, the conceptual framework needs to be further empirically tested. More specifically, the proposition that undergraduate students’ paid-employment intentions moderate the impact of EE on their self-employment intentions needs to be empirically validated. Practical implications This paper provides some insightful and practical implications for the government and the policymakers in the education sector, particularly in tackling the menace of graduate unemployment and its associated problems. It provides an insight into the problem of graduate unemployment. The government and the policymakers should initiate enlightenment programmes that will reorient undergraduate students away from having the mentality of securing paid-jobs after graduation. Equally, undergraduate students should be enlightened about the difficulties in securing paid-jobs and the benefits of being a self-employed graduate. Originality/value It is the first to explore the moderating effect of undergraduate students’ paid-employment intentions on the relationship between EE and their self-employment intentions. Therefore, it makes a valuable contribution to the existing literature on EE and entrepreneurial intentions. It further strengthens the TPB by applying it to explain how undergraduate students’ paid-employment intentions could neutralise the impact of EE on their self-employment intentions.
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Hatton, Chris. "Paid employment amongst adults with learning disabilities receiving social care in England: trends over time and geographical variation." Tizard Learning Disability Review 23, no. 2 (April 3, 2018): 117–22. http://dx.doi.org/10.1108/tldr-01-2018-0003.

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Purpose The purpose of this paper is to examine trends over time and geographical variation in rates of paid employment amongst working age adults with learning disabilities receiving long-term social care in England. Design/methodology/approach Data were drawn from NHS Digital adult social care statistics examining paid/self-employment for working age (18-64 years) adults with learning disabilities known to social care (2008/2009 to 2013/2014) or receiving long-term social care (2014/2015 to 2016/2017). Findings In 2016/2017, councils reported that 5.7 per cent of working age adults (7,422 people) with learning disabilities receiving long-term social care were in paid/self-employment, with higher employment rates for men than women and most people working less than 16 hours per week. Paid employment rates seem to be slightly declining over time, and there is wide variation across councils in reported paid/self-employment rates. Social implications Despite good evidence for the cost effectiveness of supported employment support, employment rates for adults with learning disabilities receiving long-term social care remain extremely low. Originality/value This paper presents in one place statistics concerning the paid employment of working age adults with learning disabilities in England.
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Schram, Jolinda L. D., Suzan J. W. Robroek, Patricia Ots, Sandra Brouwer, Alex Burdorf, Sander K. R. van Zon, and Karen M. Oude Hengel. "Influence of changing working conditions on exit from paid employment among workers with a chronic disease." Occupational and Environmental Medicine 77, no. 9 (May 21, 2020): 628–33. http://dx.doi.org/10.1136/oemed-2019-106383.

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ObjectivesTo investigate the relation between changes in working conditions and exit from paid employment among workers with a chronic disease.MethodsSix waves from the longitudinal Study on Transitions in Employment, Ability and Motivation (2010–2016), enriched with tax-based employment information from Statistics Netherlands (2011–2017), were available for 4820 chronically ill workers aged 45–63 years (mean 55.3 years, SD 5.1). A change in working conditions (physical workload, psychological job demands, job autonomy, emotional job demands and social support) was defined as an increase or decrease between two consecutive waves of at least one SD. Discrete-time survival models with repeated measurements were used to estimate the relative risk (RR) of a change in working conditions on exiting paid employment in the following year compared with no change and consecutive favourable working conditions.ResultsA favourable change in physical workload lowered the risk to exit paid employment (RR 0.46, 95% CI 0.22 to 0.94). An adverse change in psychosocial working conditions, especially a decrease in social support (RR 2.07, 95% CI 1.52 to 2.81), increased the likelihood to exit paid employment. In contrast, a favourable change in psychological job demands increased the risk to exit paid employment (RR 1.57, 95% CI 1.09 to 2.24). Multiple adverse changes increased the risk to exit paid employment up to six times (RR 6.06, 95% CI 2.83 to 12.98).ConclusionsChanges in working conditions among workers with chronic diseases influence exit from paid employment. Ensuring that working conditions can be adapted to the needs of workers with a chronic disease may help to extend working life.
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Dissertations / Theses on the topic "Recommencement of paid employment"

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Greasley-Adams, Corinne S. G. "Work Activities of older people : beyond paid employment." Thesis, University of Stirling, 2012. http://hdl.handle.net/1893/6504.

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In recent years much has been made of active and productive ageing policies, with the attempt to promote a more positive image of ageing. Despite this, negative representations of ageing and conceptualisations of older people as a ‘burden’ persist. This thesis presents an argument that these negative images are intertwined with common understandings of work, the frequent equating of this to paid employment within the field of social gerontology, and the reliance upon cessation of work in determining the beginning of old age. With reference to the wider literature in the sociology of work, an argument is presented that determines why it is essential to challenge those taken-for-granted assumptions about older people and work. Reflecting upon the findings from an exploratory and qualitative research project, which focuses upon the perspective of the older people themselves, attention is given to the detail of what should be encapsulated into new understandings of work. Within the thesis it is argued that there are many activities undertaken by the older person, which should be thought of as work, including (but not limited to) paid employment, volunteering, care, attendance at social clubs, undertaking sport and physical activity. Some of these activities might more intuitively be thought of as acts of leisure. However, it is evidenced within this thesis that there are fuzzy and blurred boundaries between leisure and work - older people leisure at work and work at leisure. The recognition of these blurring boundaries is one aspect that must be incorporated into re-conceptualisations of work. The thesis demonstrates how the work of older people transcends different socio-economic spheres and there are multiple interrelations existing between different activities. Whilst this last point resonates with the approach of some authors in the sociology of work, they have never been incorporated within the field of social gerontology. Through this analysis, and promoting a new way through which the activities of older people might be incorporated within the rubric of work, it is hoped that ageism might be challenged in a similar vein to the way in which feminist researchers once challenged sexism in relation to work and housework. This thesis reflects upon how we need to identify and conceptualise the third age in light of the findings. It highlights how the working lives of older people are shaped through a process of negotiation between social expectations within current political and economic contexts, influences from key historical events and social changes, and the desire for freedom, autonomy and choice. Age period cohort is crucial in determining the world of work, and more generally how ageing might be experienced. Through its unique approach, and the lessons learnt within this thesis, a theoretical framework is provided to assist in future comprehensive studies of both work and ageing. Overall, this thesis makes significant contributions to understandings of work and ageing following the consideration of two schools of thought (i.e. sociology of work and social gerontology), which previously have been infrequent companions.
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Richards, A. Lesley. "Part-time paid work and academic achievement : a sixth form case study." Thesis, University of Brighton, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271994.

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Bretschneider, Pamela. "Stigma and social identity of people who are not in paid employment." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/17309.

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The unifying theme of the chapters presented in this thesis is how people who are not in paid work respond to the stigma of unemployment or the possibility of being regarded as (similar to the) unemployed. Although unemployment is a topic of continuing interdisciplinary interest, most of the extant psychological research has tended to focus on investigating those unemployed people who are officially registered as such. While such an approach is helpful, less research attention has been paid to the fact that there are many groups who are not in paid employment, such as stay-at-home mothers or students. There may be circumstances under which those people may be perceived as very similar to the unemployed. As a consequence, they may perceive a stigma of unemployment. In this thesis we develop this idea by conceptualising people who are not in paid employment in terms of their social identities. The primary goals of this thesis are twofold: first, to demonstrate that the stigma of unemployment not only impacts on the behaviour of registered unemployed people, but also on other people who are not in paid employment. Second, to demonstrate that people not in paid work respond to perceptions of stigma and the possibility of being seen as unemployed by using psychological strategies that are based on their group memberships. Therefore, this thesis investigates how social identification processes interact with perceptions of stigma to influence possible coping behaviour and well-being. In Chapter 1 we begin by reviewing the extant literature on unemployment and stigma. In Chapter 2 we introduce the social identity approach and illustrate how it can be applied to research on groups of people who are not in paid employment in a way that advances both fields. In Chapter 3 we develop the rationale of this thesis and outline a concept to investigate behaviour and responses of different kinds of people not in paid work. In Chapter 4 we present a survey study of unemployed people that supports the notion that they do perceive stigma impacting on their well-being. We present two experiments with university students in Chapter 5 aimed to investigate a threat of possible future unemployment. The findings demonstrate that future job prospects may impact on social identification with other students and well-being. In Chapter 6 we present two studies with stay-at-home mothers that provide evidence that stay-at-home mothers also perceive the stigma of unemployment, but cope with it in different ways than registered unemployed people and students. An experiment with stay-at-home mothers sought to investigate how an imposed unemployed identity affects their coping strategies and well-being. Both studies found support that an alternative identity of being a mother can be a powerful coping resource that is able to protect against negative effects of perceived stigma on well-being. Finally, in Chapter 7, we review and integrate our findings, discuss limitations, and consider theoretical and practical implications. In addition, we suggest new avenues for theoretical and practical work in the research fields of unemployment, stigma, and social identity. We conclude that, overall, the findings we present in this thesis point to the powerful role that stigmatisation and social identification processes can play in determining responses of people who are not in paid work.
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Smith, Ruth Annette. "Hospitality Students' Perceptions Regarding the Role of Paid Employment in Academic Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3209.

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Between January and December 2014, 68% of full-time hospitality management students at a southeastern university in the United States worked for pay more than 15 hours each week. Fifty percent of these students had a GPA of 2.5 or below, reflecting poor academic performance as benchmarked by the institution. The purpose of this study was to achieve an understanding of how full-time undergraduate hospitality students perceived the role of paid employment in their academic performance. The study was grounded by Astin's student involvement theory that requires an investment of psychosocial and physical energy by students for a successful college experience. Using a qualitative case study design, semi-structured interviews with 12 student participants were conducted. After pattern coding and thematic analysis, the data revealed that students perceived that they had to work for pay but did not manage their employment, college studies, and other demands on their time effectively. The findings indicated the need to integrate employment into the students' academic plan of study for academic credit. These results led to the development of a 3-day professional development project designed to help students manage full-time college and employment. The project also provided strategies for faculty members to integrate hospitality work participation into the students' academic experiences for credit. This study has implications for positive social change because an effective balance of college and employment combined with the integration of work and academic experiences may improve students' overall academic performance, leading to increased graduation rates and improved post-graduation employment opportunities for hospitality management students.
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Fa'anunu, Sinama Tupou. "Experiences of Tongan Women Migrants at Paid Work in New Zealand." The University of Waikato, 2007. http://hdl.handle.net/10289/2299.

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The employment experiences of Tongan women migrants have received little attention in the literature. This study therefore, sought to shed light on the dynamics of their social and economic experiences at paid work in New Zealand. It was guided by the theories of population geographies, feminist geography and postcolonialism. The inter-relationships of these theories provided insights into the influence of migration on these women's identities, ethnicity and gender relations and also how these influence these women's experiences at paid work in New Zealand. The data were drawn from two major sources: i) the New Zealand 2006 population census and ii) in-depth interviews held in Tonga and New Zealand, with greater focus on the interviews. This study revealed that the Tongan women's decisions for migrating to New Zealand were influenced by social rather than economic incentives. Migration has challenged these women's traditional roles and reconstructed their gender relations. Many are breadwinners yet Tongan born men in New Zealand still predominantly engage in the labour force and have higher personal income. Their experiences at paid work also differ from the New Zealand born Tongan women in New Zealand. These differences reflect the availability of their social networks and their familiarity with the socio-economic systems in New Zealand. They experienced successes and failures at paid work on their way to improving their lives in New Zealand.
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Paterson, Laura. "Women and paid work in industrial Britain, c.1945 - c.1971." Thesis, University of Dundee, 2014. https://discovery.dundee.ac.uk/en/studentTheses/48643036-dd66-412d-bda5-a368778f4b0a.

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This thesis is a study of working-class women and their paid employment between the temporal limits c.1945 and c.1971. Centralising women’s experiences, three distinct methodologies – statistical analysis, archival research, and oral history – discretely delivered, explore changing patterns of women’s employment. Four case studies of northern industrial towns and cities – Glasgow, Dundee, Newcastle, and Preston – are used to test the notion of regional distinctiveness and its survival into the twentieth-century. Statistical analysis of women’s labour market participation demonstrates convergence of regional differences. Women’s participation in paid work was augmented across the country, and married women became an increasing part of the labour force. In industrial towns which historically employed large numbers of married women, such as Preston and Dundee, women’s experiences converged with those of cities, such as Newcastle and Glasgow, with strong heavy industry traditions. Economic restructuring entailed women’s concentration in service and clerical occupations, compared to manufacturing, such as textiles and ‘light’ engineering. Until 1970 at least, mothers increasingly returned to employment part-time, contrasting with previous generations of female breadwinners who worked full-time. The provision of childcare sits at the site of a series of arguments about mother’s employment, maternal deprivation, and social problems. National policy lines were rarely drawn around encouraging women into work. An archival method, exploring local authority nurseries and nursery schools, and private nurseries illustrates meagre provision. Women’s continued use of childminders and informal care evidences a demand for provision which was not adequately met by the state. Oral history interviews found few women used local authority childcare, partly because of stringent admittance criteria and the stigma attached. The fundamental argument of this thesis focuses on working-class women and situates their experiences, sense of self, and personal struggles against family and societal expectations at the core of the profound changes in women’s working lives, in contrast to government policy and market economies. Oral history is the final methodology. Original oral history research testifies to work as part of the changing nature of the female self. However, it is emphasised that despite momentous transformation in women’s lives, gendered expectations were a limiting force on women’s ability to break free from a confining domesticity and unsatisfying work.
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Rafferty, Anthony. "Combining paid-work and lone motherhood : a longitudinal study of employment retention and advancement." Thesis, University of Nottingham, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.439849.

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Parry, Glenys. "Paid employment, social stress and mental health in working class women with young children." Thesis, University of Sheffield, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709891.

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Walker, Helen. "Women and men of a certain age : the gender dimension of ageism in paid employment." Thesis, Liverpool John Moores University, 2007. http://researchonline.ljmu.ac.uk/5890/.

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Once a Cinderella subject, the employment of people aged 50 and above (often referred to in the literature as 'older workers') has become an issue of major prominence in recent years. This is no more evident than in the passage of the Age Regulations (October 2006) and with it, New Labour's pledge to encourage age diversity in the workplace. Older people are thus being encouraged to re-enter the labour market through schemes such as the New Deal 50 plus and Pathways to Work or to take up volunteering under the rubric of 'active citizenship'. There is now a variety of ways in which people approaching later life would, on the face of it, be able to access work, education and training opportunities. However, past research and current data suggest that there are a number of barriers to the take up of such opportunities. For instance, research has shown that older workers receive lower performance ratings than their younger counterparts (Saks and Waldman, 1998). The suggestion here is that negative stereotypes regarding an individual's chronological age may override employers' appraisal of their older workers. Ageism has been cited as the main barrier to employability and occupational progression for the majority of older workers. Past research in this field has highlighted the discriminatory power of economic myths and stereotypes concerning the work ability of older age groups (for example Taylor and Walker, 1998). The picture to emerge is that older workers are perceived by employers to be less productive, harder to train, and more expensive and difficult to manage than younger workers. It is therefore hoped that policy intervention will have the long term effect of supporting older age groups who have consistently been undervalued and often discarded by employers for simply being 'too old'. Laudable aims, but are employers ready to listen? Moreover are older people (and society at large) ready to refuse to conform to, or accept, negative images of their age group? This research considers the nature and salience of ageism in the UK labour market. It also asks whether ageism alone is enough to explain the extent of the discrimination experienced by older women and men. It looks at these issues through the eyes of older people themselves and the organisations that impact upon their lives in an effort to understand the barriers they face in the realm of work and employment. Qualitative and quantitative evidence is presented from older individuals and employers across the UK. Analysis of the data supports the existence of ageism in the workplace. It also reveals a gender dimension to the ageism experienced, which works to the detriment of older women and, in a qualitatively different way, older men as well. Yet self-reported examples of ageism were often more implicit than explicit, based around wider cultural stereotypes about people of a certain age. These findings are, of course, in accordance with much related past theory and research. Yet in contrast to previous work, consideration is also given to the part played by individual difference and to broader societal and psychological influences (i.e. life satisfaction). Such an approach indicates that older peoples' experiences of employment are more complex than previously assumed. For example, individuals' experiences of gender and age discrimination are not static, nor isolated from wider personal, historical and social contexts in which they had grown up and grown older. It is therefore argued that the study of ageism should be broadened out and linked to a variety of factors that concern how we as individuals and a society view old age.
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Smith, Andrew J., and J. McBride. "'Working to live, not living to work': low-paid multiple employment and work-life articulation." Sage, 2020. http://hdl.handle.net/10454/17915.

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This paper critically examines how low-paid workers, who need to work in more than one legitimate job to make ends meet, attempt to reconcile work and life. The concept of work-life articulation is utilised to investigate the experiences, strategies and practicalities of combining multiple employment with domestic and care duties. Based on detailed qualitative research, the findings reveal workers with 2, 3, 4, 5 and even 7 different jobs due to low-pay, limited working hours and employment instability. The study highlights the increasing variability of working hours, together with the dual fragmentation of working time and employment. It identifies unique dimensions of work extensification, as these workers have an amalgamation of jobs dispersed across fragmented, expansive and complex temporalities and spatialities. This research makes explicit the interconnected economic and temporal challenges of low-pay, insufficient hours and precarious employment, which creates significant challenges of juggling multiple jobs with familial responsibilities.
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Books on the topic "Recommencement of paid employment"

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Gupta, Tania Das. Racism and paid work. Toronto, ON: Garamond Press, 1996.

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Are women paid fairly? Detroit: Greenhaven Press, 2013.

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Divided time: Gender, paid employment, and domestic labour. Aldershot: Ashgate Pub., 1999.

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Britton, Chris. Women's experience of paid work: Barriers to women's participation in paid employment in Leicester. Leicester: Leicester Polytechnic, 1987.

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1948-, Boris Eileen, and Daniels Cynthia R, eds. Homework: Historical and contemporary perspectives on paid labor at home. Urbana: University of Illinois Press, 1989.

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Delcroix, Catherine. European women in paid employment: Their perception of discrimination at work. Brussels: Commission of the European Communities, 1985.

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Pearson, Philip. Twilight robbery: Low-paid workers in Britain today. London: Pluto, 1985.

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Pearson, Philip. Twilight robbery: Low-paid workers in Britain today. London: Pluto Press, 1985.

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Ferber, Marianne A. Women and work, paid and unpaid: A selected, annotated bibliography. New York: Garland, 1987.

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United States. Internal Revenue Service. Employment taxes for household employers: For wages paid in 1991. 9th ed. [Washington, D.C.?]: Dept. of the Treasury, Internal Revenue Service, 1990.

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Book chapters on the topic "Recommencement of paid employment"

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Dex, Shirley, and Ed Puttick. "Parental Employment and Family Formation." In Women and Paid Work, 123–49. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19293-9_6.

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Roberts, Elizabeth. "Women’s Full-time Paid Employment." In Women’s Work 1840–1940, 29–43. London: Macmillan Education UK, 1988. http://dx.doi.org/10.1007/978-1-349-07152-4_2.

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Michalos, Alex C. "Satisfaction with One’s Paid Employment." In Recent Research in Psychology, 24–42. New York, NY: Springer New York, 1993. http://dx.doi.org/10.1007/978-1-4613-9769-4_2.

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Bryson, Valerie. "The family and paid employment." In Feminist Debates, 123–47. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27505-2_6.

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Belliappa, Jyothsna Latha. "Managing Paid Employment and Family Life." In Gender, Class and Reflexive Modernity in India, 114–35. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137319227_6.

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Hunt, Audrey. "The Effects of Caring for the Elderly and Infirm on Women’s Employment." In Women and Paid Work, 150–72. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19293-9_7.

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Burdorf, Alex, and Suzan Robroek. "Trajectories from Work to Early Exit from Paid Employment." In Handbook of Disability, Work and Health, 71–83. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-24334-0_3.

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Burdorf, Alex, and Suzan Robroek. "Trajectories from Work to Early Exit from Paid Employment." In Handbook of Disability, Work and Health, 1–13. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-75381-2_3-1.

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Duncan, Simon, and Rosalind Edwards. "Lone Mothers in Labour Markets: Employment Availability and Geography." In Lone Mothers, Paid Work and Gendered Moral Rationalities, 178–210. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230509689_6.

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Neetha N. "The Language of Employment Contract: Paid Domestic Work Practices and Relations." In Globalization, Labour Market Institutions, Processes and Policies in India, 321–40. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7111-0_13.

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Conference papers on the topic "Recommencement of paid employment"

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Rojc Štremfelj, Livija, Iztok Podbregar, and Eva Jereb. "Human Resource Management and Manager’s Competences in Non-governmental Organisations." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.54.

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The article deals with the Slovenian non-governmental organisations (NGO), NGO classification in Slovenian legislation and stresses the specific task of human resource management of the non-governmental organisations, namely for the work processes to be executed managers have to engage the volunteers at hand not only their employees. The employees in the Slovenian NGO sector are scarce, even though the European average (EU-28) of NGO paid employment compared to total paid employment is five times higher than in Slovenia. The text therefore presents the comparison of paid employment to total employment and total worth of voluntary work in Slovenian and EU NGOs. The Slovenian human resource management research in NGO is overviewed to argue why NGO leaders’ competency modelling would be the right step forward for Slovenian NGOs.
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Nikoloski, Dimitar. "POVERTY AND EMPLOYMENT STATUS: EMPIRICAL EVIDENCE FROM NORTH MACEDONIA." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0019.

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Poverty and social exclusion are often associated with unemployment, but being employed is not always sufficient to provide decent living conditions for workers and their families. The ‘low-wage’ workers similarly as unemployed are often associated with an image of men and women struggling to support their families and living at risk of poverty and social exclusion. Dealing with the social stratification engendered from the employment status of workers in the post-transition countries represents a challenging task for the academics and policymakers. The aim of the paper is to assess the determinants of poverty in North Macedonia from the point of view of employment status, particularly the differences between low-paid and unemployed workers. We assess the factors affecting the probability of at-risk-of poverty status by estimating a logit model on cross-section data separately for employed and unemployed persons in 2015. The analysis draws from an examination of micro data from the Survey on Income and Living Conditions (SILC) whose main scope is to enable the compilation of statistics on income distribution, as well as indicators of monetary poverty. Besides other personal and household characteristics, being low-paid appears as the most important factor for at-risk-of poverty status among employed persons, while the low work intensity is the most responsible factor for at-risk-of poverty status among unemployed persons. In addition, our analysis reveals that the social transfers do not satisfactorily cover these categories, which assumes that we need a much broader arsenal of respective policy measures aiming to reduce poverty among the vulnerable labour market segments. The proposed policy recommendations cover the following areas: education and training, active labour market policies, unionisation and collective bargaining, wage subsidies and taxation and statutory minimum wage.
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McFarlane, Dana, and Elissa M. Redmiles. "Get Paid to Program: Evaluating an Employment-Aware After-School Program for High School Women of Color." In ITiCSE '20: Innovation and Technology in Computer Science Education. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3341525.3387357.

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VASYLTSIV, Taras, and Olga LEVYTSKA. "MODERN TRANSFORMATIONS IN THE LABOR AND EMPLOYMENT SECTOR: OPPORTUNITIES AND CHALLENGES FOR SOCIAL WELFARE." In Proceedings of The Third International Scientific Conference “Happiness and Contemporary Society”. SPOLOM, 2022. http://dx.doi.org/10.31108/7.2022.45.

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. Global labor and employment sector is affected by continuous structural and functional transformations concerning all the participants in the labor market. As a result, new types of relations have been formed as well as new attitudes to work conditions, flexibility and mobility opportunities have occurred. At the same time, emerging transformations cause instability, fragility and vulnerability of the labor and employment sector all over the world. In the current research, the authors identify and systemize the main labor-market and employment trends under conditions of global digitalization, human resource migration, growing competition, new corporate management and transformations of work concepts and practices. Considerable attention is paid to a comparative analysis of standard and non-standard forms of employment, to discussion of significant disadvantages and possible risks in non-standard work, and to identification of a precarious class of workers. All the changes are considered in terms of social welfare and progress. Key words: labor and employment sector, work concept, non-standard employment, precarious work, labor fragility, employment policy
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Bazone, Guna, and Janis Ievins. "Labour protection problems in new forms of employment in Latvia." In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.632.

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The aim of the article is to reflect the situation regarding the problems in creating a labour pro-tection system for the new forms of employment in Latvia. It is concluded that in Latvia, as in the rest of Europe, there is no common understanding of what new forms of employment are, nor do the regulatory enactments specifically define what training and instruction procedures are in the field of labour protection at the moment. The research conducted by the authors shows that interest in and understanding of labour protection is low, and people do not know where they can gain information. As a result of the research it was found that people are not ready to invest money in establishing the labour protection system due to the fact that labour protection is perceived as a formal and unnecessary activity. The authors suggest that greater attention should be paid to this issue, particularly taking into account that, in the current digital era, new forms of employment continue developing, while the literature and research available at the moment at a Latvian and European level are insufficient.
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Bozza, Fabio, Maria Cristina Cameretti, and Raffaele Tuccillo. "The Employment of Hydrogenated Fuels From Natural Gas Reforming: Gas Turbine and Combustion Analysis." In ASME Turbo Expo 2002: Power for Land, Sea, and Air. ASMEDC, 2002. http://dx.doi.org/10.1115/gt2002-30414.

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An integrated method for power plant analysis, including rotating component matching and CFD simulation of the combustion process, is applied to the study of gas turbines supplied with hydrogenated fuels originating from the natural gas reforming. The method proposed by the authors allows estimation of the power plant performance and emission in the gas turbine operating range. A comparison is then carried out between the plant behaviour with conventional fuelling and with decarbonised fuel supply. Attention is also paid to the study of the combustion regimes with either natural gas or fuels with increasing hydrogen contents, in order to achieve a realistic insight of both the temperature distributions and the growth of nitric oxides throughout the combustion chamber.
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Khodas, А. К., and А. А. Bazhina. "DEVELOPMENT OF THE EDUCATIONAL SERVICES MARKET AND THE LABOR MARKET." In Культура, наука, образование: проблемы и перспективы. Нижневартовский государственный университет, 2021. http://dx.doi.org/10.36906/ksp-2021/31.

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The article presents the results of the study of the market of educational services and the labor market in the economy of the Republic of Belarus. Special attention is paid to the analysis of the role of the educational services market on the development of flexible forms of employment in the labor market.
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Hodge, Heather. "Multilevel Analysis of Paid Maternity and Paternity Leave Influence on NEET (Not in Employment, Education, or Training) Outcomes Internationally." In 2019 AERA Annual Meeting. Washington DC: AERA, 2019. http://dx.doi.org/10.3102/1430427.

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Janković, Jelena. "SPECIFIČNE MERE OPTIMALNE FLEKSIBILNOSTI RADNIH ARANŽMANA." In XV Majsko savetovanje: Sloboda pružanja usluga i pravna sigurnost. University of Kragujevac, Faculty of Law, 2019. http://dx.doi.org/10.46793/xvmajsko.1103j.

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Leading by the fact that that that efficient exploitation of work at the expense of safety marks the beginning of the end of employment stability, the author analyzes flexible models of work engagement in the so-called non-standard employment, from the aspect of ensuring their transition to stable employment. Consequently, the aim of this paper is to point out some of the possible dilemmas of the modern labor market regarding the optimal level of flexibility of working arrangements. This is especially in the context of the introduction of new timetable schemes. In this respect, special attention is paid to the issue of choosing out of flexibility and stability and resolving conflicts between reducing the rigidity of labor protection legislation, in order to increase the performance of the labor market, on the one hand, and to preserve the norm of employment stability, on the other hand, where working engagement retains its human dimension. Thus, the proposal for the reconstruction of working arrangements is based on the idea of creating their optimal flexibility.
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Lallukka, TL, MM Mänty, CC Cooper, MF Fleischmann, AK Kouvonen, JH Head, and JIH Halonen. "P55 Pain and routes of exit out of paid employment among british civil servants: a follow-up study 1985–2013." In Society for Social Medicine, 61st Annual Scientific Meeting, University of Manchester, 5–8 September 2017. BMJ Publishing Group Ltd, 2017. http://dx.doi.org/10.1136/jech-2017-ssmabstracts.156.

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Reports on the topic "Recommencement of paid employment"

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Bhan, Gautam, Divya Ravindranath, Antara Rai Chowdhury, Rashee Mehra, Divij Sinha, and Amruth Kiran. Employer Practices and Perceptions on Paid Domestic Work: Recruitment, Employment Relationships, and Social Protection. Indian Institute for Human Settlements, 2022. http://dx.doi.org/10.24943/epppdwrersp11.2022.

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The key question of this study is to ask: What are the beliefs, motivations, and perceptions of employers toward recruitment, employment conditions, and social protection for domestic workers?We draw from personal interviews with 403 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, neighbourhood type and across households with and without women working for wages. This Executive Summary outlines key findings and implications.
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Bhan, Gautam, Divya Ravindranath, Antara Rai Chowdhury, Rashee Mehra, Divij Sinha, Amruth Kiran, and Teja Malladi. Deficits in Decent Work: Employer Perspectives and Practices on the Quality of Employment in Domestic Work in Urban India. Indian Institute for Human Settlements, 2022. http://dx.doi.org/10.24943/ddweppqedwui11.2022.

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The key question of this study is to ask: what is the quality of employment of paid domestic work in urban India? We measured quality by looking at income security (wages, bonus, increments); employment and work security (terms of termination, terms of assistance in illness or injury); and social security (terms of paid leave, medical insurance, and maternity entitlements). We additionally assessed channels of recruitment of paid domestic workers. We did so for 3,067 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, religion, neighbourhood type and across households with and without women working for wages.
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Hunt, Will, and Jacqueline O'Reilly. Rapid Recruitment in Retail: Leveraging AI in the hiring of hourly paid frontline associates during the Covid-19 Pandemic. Digital Futures at Work Research Centre, March 2022. http://dx.doi.org/10.20919/alnb9606.

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Increased demand due to the Coronavirus pandemic created the need for Walmart to onboard tens of thousands of workers in a short period. This acted as a catalyst for Walmart to bring forward existing plans to update the hiring system for store-level hourly paid associates in its US stores. The Rapid Recruitment project sought to make hiring safer, faster, fairer and more effective by removing in-person interviews and leveraging machine learning and predictive analytics. This working paper reports on a case study of the Rapid Recruitment project involving semi-structured qualitative interviews with members of the project team and hiring staff at five US stores. The research finds that while implementation of the changes had been successful and the changes were largely valued by hiring staff, lack of awareness and confidence in some changes threatened to undermine some of the objectives of the changes. Reservations about the pre-employment assessment and the algorithm’s ability to predict quality hires led someusers reviewing more applications than perhaps necessary and potentially undermining prediction of 90-day turnover. Concerns about the ability to assess candidates over the phone meant that some users had reverted to in-person interviews, raising the riskof Covid transmission and potentially undermining the objective of removing the influence of human bias linked to appearance and other factors unrelated to performance. The impact of awareness and confidence in the changes to the hiring system are discussed in relation to the project objectives
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Dong, Xiao-Yuan, Veronica Mendizabal Joffre, and Yueping Song. Labor Market Conditions for Health and Elderly Care Workers in the People’s Republic of China. Asian Development Bank, June 2022. http://dx.doi.org/10.22617/wps220250-2.

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This paper examines the labor market conditions of the paid workforce in the health and elderly care industry in the People’s Republic of China (PRC). Findings indicate that the wages for elderly care workers, most of whom are women, were low, and that most of the elderly care institutions had difficulty generating sufficient revenue to cover operation costs. The growth in employment in the health and elderly care industry has lagged other sectors, limiting the supply of high-quality services for the PRC’s growing population with health and care needs.
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García-Rojas, Karen, Paula Herrera-Idárraga, Leonardo Fabio Morales, Natalia Ramírez-Bustamante, and Ana María Tribín-Uribe. (She)cession: The Colombian female staircase fall. Banco de la República de Colombia, November 2020. http://dx.doi.org/10.32468/be.1140.

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This article seeks to analyze the Colombian labor market during the COVID-19 crisis to explore its effect on labor market gender gaps. The country offers an interesting setting for analysis because, as most countries in the Global South, it has an employment market that combines formal and informal labor, which complicates the nature of the pandemic's aftermath. Our exploration offers an analysis that highlights the crisis's effects as in a downward staircase fall that mainly affects women compared to men. We document a phenomenon that we will call a "female staircase fall." Women lose status in the labor market; the formal female workers' transition to informal jobs, occupied women fall to unemployment, and the unemployed go to inactivity; therefore, more and more women are relegated to domestic work. We also study how women’s burden of unpaid care has increased due to the crisis, affecting their participation in paid employment.
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Quak, Evert-jan, Iana Barenboim, and Luize Guimaraes. Female Entrepreneurship and the Creation of More and Better Jobs in sub-Saharan African Countries. Institute of Development Studies, April 2022. http://dx.doi.org/10.19088/muva.2022.002.

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Female entrepreneurship programmes often seek women’s economic empowerment through opportunities and skills to generate higher-paid and more stable jobs. Income and jobs do not automatically empower women but can contribute as they generate the necessary resources that support agency. It is important that sufficient and decent jobs, and other employment and income opportunities, are created and made accessible for women. This paper is part of the MUVA Paper Series on female entrepreneurship. The question that it tries to answer is how to do this through the means of female entrepreneurship programmes within the context of sub-Saharan Africa (SSA). It analyses the case of MUVA, a social incubator based in Mozambique that aims to increase female economic empowerment through targeted and tailored innovative human-centred approaches.
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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.

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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
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Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.
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Oladapo, Oyewole, Martin Atela, and Damilola Agbalajobi. Women’s Political Participation and its Predictors in Northern and Southern Nigeria. Institute of Development Studies, February 2021. http://dx.doi.org/10.19088/ids.2021.023.

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The United Nations Development Programme states that women’s political participation is a necessary ingredient for a peaceful and resilient society, yet large gender gaps obstinately persist in many countries around the globe. With a focus on Nigeria and using an analysis of data from Nigeria’s 2015 and 2019 General Elections and Afrobarometer’s 2018 Nigeria Round 7 survey, this paper explores variations of women’s political participation across Southern and Northern Nigeria. In recent times, Northern Nigeria has experienced extensive conflict, and Southern Nigeria outperforms the north in terms of women’s education, participation in paid employment and control of earnings. Given these factors, conventional wisdom among policy actors and researchers would predict that women in Southern Nigeria should have considerably higher rates of political participation than those in Northern Nigeria. However, digging deeper into the available data on political participation, the paper suggests that factors such as education and employment do not predict the dimensions of women’s political participation or can predict the unexpected. The paper concludes that policymakers may need to look beyond these conventional factors when supporting programmes on women’s political participation in Nigeria. More research is needed into contextual factors to better understand what lies behind the varying levels of women’s political participation in Northern and Southern Nigeria.
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Hall, Sarah, Mark Vincent Aranas, and Amber Parkes. Making Care Count: An Overview of the Women’s Economic Empowerment and Care Initiative. Oxfam, November 2020. http://dx.doi.org/10.21201/2020.6881.

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Across the globe, unpaid care and domestic work (UCDW) sustains communities and economies, provides essential care for children, sick and elderly people and those living with disabilities, and keeps households clean and families fed. Without unpaid care, the global economy as we know it would grind to a halt. Yet this work falls disproportionately on women and girls, limiting their opportunities to participate in decent paid employment, education, leisure and political life. Heavy and unequal UCDW traps women and girls in cycles of poverty and stops them from being part of solutions. To help address this, Oxfam, together with a number of partners, has been working in over 25 countries to deliver the Women’s Economic Empowerment and Care (WE-Care) programme since 2013. WE-Care aims to reignite progress on gender equality by addressing heavy and unequal UCDW. By recognizing, reducing and redistributing UCDW, WE-Care is promoting a just and inclusive society where women and girls have more choice at every stage of their lives, more opportunities to take part in economic, social and political activities, and where carers’ voices are heard in decision making about policies and budgets at all levels. This overview document aims to highlight the approaches taken and lessons learned on unpaid care that Oxfam has implemented in collaboration with partners in sub-Saharan Africa and Asia.
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