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Autore: Grafiati

Pubblicato: 26 luglio 2024

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1

Brown, Bettina Lankard. Part-time work and other flexible options. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 1998.

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2

Suzanne, Smith, a cura di. Creating a flexible workplace: How to select & manage alternative work options. 2^a ed. New York: AMACOM, 1994.

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3

Olmsted, Barney. Creating a flexible workplace: How to select and manage alternative work options. New York, NY: American Management Association, 1989.

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4

Marcy, Cohen, e Canadian Centre for Policy Alternatives., a cura di. Removing barriers to work: Flexible employment options for people with disabilities in BC. Vancouver, BC: Canadian Centre for Policy Alternatives, BC Office, 2008.

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5

Marks, Linda. Survey on work time options in the legal profession: San Francisco and Alameda Counties : final report. San Francisco: New Ways to Work, 1986.

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6

P, McCabe Kevin, a cura di. Not just getting by: The new era of flexible workforce development. Lanham: Lexington Books, 2005.

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7

Flexible Work Arrangements II: Succeeding With Part-Time Options. Catalyst, Incorporated, 1996.

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8

Flexible Work Arrangements: Establishing Options for Managers and Professionals. Catalyst, 1989.

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9

Flexible Work Options a Guidebook for Managers and Human Resource Professionals. Motorola Univ Pr, 1997.

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10

Flex Appeal: An Inspirational Guide to Flexible Work for Mothers. Out of Our Minds Press, 2002.

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11

Olmsted, Barney. Creating a flexible workplace: How to select and manage alternative work options. American Management Association, 1989.

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12

Ridout, Annie. Freelance Mum: A Flexible Career Guide for Better Work-Life Balance. HarperCollins Publishers Limited, 2019.

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13

Young, Zoe. Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Bristol University Press, 2018.

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14

Young, Zoe. Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Policy Press, 2018.

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15

Young, Zoe. Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Policy Press, 2018.

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16

Young, Zoe. Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Bristol University Press, 2018.

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17

Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Bristol University Press, 2018.

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18

Women's Work: How Mothers Manage Flexible Working in Careers and Family Life. Bristol University Press, 2018.

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19

Gatta, Mary L. Not Just Getting By: The New Era of Flexible Workforce Development. Lexington Books/Fortress Academic, 2005.

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20

Gatta, Mary L. Not Just Getting By: The New Era of Flexible Workforce Development. Lexington Books/Fortress Academic, 2005.

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21

Pleck, Joseph H. Employer policies and working mothers of infants: An overview. Wellesley, Mass. : Wellesley College, Center for Research on Women, 1991.

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22

Jefferson, Michael. 6. Parental rights. Oxford University Press, 2018. http://dx.doi.org/10.1093/he/9780198815167.003.0006.

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Abstract (sommario):

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses the law on parental rights. Topics covered include maternity leave, parental leave, time off for dependants, and right to request flexible working. The right to shared parental leave (SPL) is singled out for detailed treatment, partly because it is fairly new, and partly because, some would say, it exemplifies an old-fashioned approach to sex equality when caring for newborns. The option as to whether her partner can share in SPL is for the mother to decide; the mother may receive (by contract) enhanced maternity pay, but there is no enhanced SPL. The effect is to reinforce the mother’s staying at home because if she goes back to work, the family will lose most of the partner’s income because the rate of pay for SPL is low, around £145 a week. The latter point is arguably sex discrimination, and during the currency of this book the Employment Appeal Tribunal will decide this issue (at the time of writing employment tribunals are split).

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23

Schneider, Barbara L., e Kathleen Christensen. Work, Family, and Workplace Flexibility. SAGE Publications, Incorporated, 2011.

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24

Wells, Kimberly J. Work–Family Initiatives from an Organizational Change Lens. A cura di Tammy D. Allen e Lillian T. Eby. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199337538.013.25.

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Abstract (sommario):

Viewed from a change lens, effective work–family policies and programs (e.g., flexible work options, leave policies, dependent care benefits) function as organizational change initiatives. Review of the work–family literature from the specific perspective afforded by a processual change framework especially discloses aspects of organizing that may facilitate or limit objectives of mainstreamed and sustainable work–family initiatives. Select examples from the literature are used to illustrate how scholars have incorporated critical change perspectives regarding context, substance, and politics. The importance of a change lens to achieving effective initiatives has been advocated in the work–family literature, and research viewed from a processual change frame suggests there is much that future study should address to inform practice challenges to achieving the promise of family-friendly workplaces. The chapter premise and recommendations are particularly relevant for contexts in which work–family reconciliation is typically addressed at the individual organizational level.

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25

Society. Good News Bible (Flexible Blue). Lion Hudson PLC, 1990.

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26

Berniell, Inés, Lucila Berniell, Dolores de la Mata, María Edo e Mariana Marchionni. Motherhood and flexible jobs: Evidence from Latin American countries. 33^a ed. UNU-WIDER, 2021. http://dx.doi.org/10.35188/unu-wider/2021/971-6.

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Abstract (sommario):

We study the causal effect of motherhood on labour market outcomes in Latin America by adopting an event study approach around the birth of the first child based on panel data from national household surveys for Chile, Mexico, Peru, and Uruguay. Our main contributions are: (i) providing new and comparable evidence on the effects of motherhood on labour outcomes in developing countries; (ii) exploring the possible mechanisms driving these outcomes; (iii) discussing the potential links between child penalty and the prevailing gender norms and family policies in the region. We find that motherhood reduces women’s labour supply in the extensive and intensive margins and influences female occupational structure towards flexible occupations—part-time work, self-employment, and labour informality—needed for family–work balance. Furthermore, countries with more conservative gender norms and less generous family policies are associated with larger differences between mothers’ and non-mothers’ labour market outcomes.

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27

Chung, Heejung. The Flexibility Paradox. Policy Press, 2022. http://dx.doi.org/10.1332/policypress/9781447354772.001.0001.

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Abstract (sommario):

Throughout the COVID-19 pandemic, flexible working has become the norm for many workers. However, does flexible working really provide a better work-life balance, enhance worker’s well-being and gender equality? This volume offers an original examination of flexible working using data from 30 European countries and drawing on studies conducted across the world including China, the US and India. The book reveals how flexible working can lead to workers working longer and harder, with work encroaching on family life. This is largely due to our current work and work-life balance culture, where long hours work in the office is hailed as the ideal productive worker, compounded by the decline in workers’ bargaining power and increased levels of insecurities. Similarly, norms around gender roles and intensive parenting cultures shape how the patterns of exploitation manifests differently for women and men. Women end up exploiting themselves at home by increasing time spent on childcare and housework, reenforcing traditional gender roles. This, and assumptions around women’s flexible working can explain why women and mothers may especially be party to negative career consequences when working flexibly. However, all is not lost. The book shows changes in cultural and institutional contexts, and the wide-spread of flexible working can help change the patterns of flexibility paradox. Taking a critical stance, this book investigates the potential risks and benefits of flexible working and provides crucial policy recommendations for policy makers, managers, and workers alike in overcoming the negative consequences.

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