Nonstandard employment relations—such as part-time work, temporary help agency and contract company employment, short-term and contingent work, and independent contracting—have become increasingly prominent ways of organizing work in recent years. Our understanding of these nonstandard work arrangements has been hampered by inconsistent definitions, often inadequate measures, and the paucity of comparative research. This chapter reviews the emerging research on these nonstandard work arrangements. The review emphasizes the multidisciplinary nature of contributions to this field, including research by a variety of sociologists, economists, and psychologists. It also focuses on cross-national research, which is needed to investigate how macroeconomic, political, and institutional factors affect the nature of employment relations. Areas for future research are suggested.

http://disciplinas.stoa.usp.br/pluginfile.php/133966/mod_resource/content/1/Kalleberg_2000_Nonstandard%20employment%20relations.pdf

Nonstandard Employment Relations: Part-time, Temporary and Contract Work

This paper examines the determinants of female labour force participation in OECD countries, including a number of policy instruments such as the tax treatment of second earners (relative to single individuals), childcare subsidies, child benefits, paid maternity and parental leaves, and tax incentives to sharing market work between spouses. The econometric analysis uses a panel data set covering 17 OECD countries over the period 1985-1999, and distinguishes between part-time and full-time female participation rates. It shows a positive impact on female participation of a more neutral tax treatment of second earners (relative to single individuals), stronger tax incentives to share market work between spouses, childcare subsidies, and paid maternity and parental leaves Unlike childcare subsidies, child benefits reduce female participation due to an income effect and their lump-sum character. Finally, female education, the general labour market conditions, and cultural attitudes ...

/pdf/female-labour-force-participation-1olrtiss91.pdf

Female Labour Force Participation

This paper examines the determinants of female labour force participation in OECD countries. The econometric analysis uses a panel data set covering 17 OECD countries over the period 1985-1999, and distinguishes between part-time and full-time female participation rates. It shows a positive impact on female participation of a more neutral tax treatment of second earners (relative to single individuals), childcare subsidies, and paid maternity and parental leave. On the other hand, child benefits reduce female participation due to an income effect and their lump-sum character. Female education, the general labour market conditions, and cultural attitudes remain major determinants of female participation. Simulations illustrate the potentially significant impact that some of the examined policies could exert on female participation ...

https://www.oecd.org/social/labour/34562935.pdf

Labour Force Participation of Women

This paper investigates wage gaps between part- and full-time women workers in six OECD countries in the mid-1990s. Using comparable micro-data from the Luxembourg Income Study (LIS), for Canada, Germany, Italy, Sweden, the UK, and the US, the paper first assesses crossnational variation in the direction, magnitude, and composition of the part-time/full-time wage differential. Then it analyzes variations across these countries in occupational segregation between part- and full-time workers. The paper finds a part-time wage penalty among women workers in all countries, except Sweden. Other than in Sweden, occupational differences between part- and full-time workers dominate the portion of the wage gap that is explained by observed differences between the two groups of workers. Across countries, the degree of occupational segregation between female part- and full-time workers is negatively correlated with the position of part-time workers? wages in the full-time wage distribution.

https://www.econstor.eu/bitstream/10419/95607/1/551459131.pdf

Women's part-time wage penalties across countries

This paper investigates wage gaps between part- and full-time women workers in six OECD countries in the mid-1990s. Using comparable micro-data from the Luxembourg Income Study (LIS), for Canada, Germany, Italy, Sweden, the UK, and the US, the paper first assesses cross-national variation in the direction, magnitude, and composition of the part-time/full-time wage differential. Then it analyzes variations across these countries in occupational segregation between part- and full-time workers. The paper finds a part-time wage penalty among women workers in all countries, except Sweden. Other than in Sweden, occupational differences between part- and full-time workers dominate the portion of the wage gap that is explained by observed differences between the two groups of workers. Across countries, the degree of occupational segregation between female part- and full-time workers is negatively correlated with the position of part-time workers' wages in the full-time wage distribution.

Working for Less? Women's Part-Time Wage Penalties across Countries

This book reveals the considerable variation in the levels of growth in a broad set of nonstandard work arrangements while presenting a comprehensive view of how, as a result, the nature of the employment relationship is changing within and among countries.

Nonstandard Work in Developed Economies: Causes and Consequences

Part-Time and Temporary Employment in Japan

Part-time employment represents a large and growing share of employment in
most industrialised countries. One view holds that the amount of part-time
employment simply reflects the efficient outcome of supply and demand forces in
the labour market. Some workers seek part-time positions to accommodate child
care and household responsibilities, school, or other activities. Firms demand
part-time workers to increase staffing during peak business hours or to solve other
scheduling problems. The relative wages of part-time workers adjust until the
supply of part-time workers equals the demand for part-time workers. Another
view treats labour markets as segmented, with part-time jobs falling in the
secondary sector. Detractors of part-time employment argue that these jobs
typically pay low wages, offer few fringe benefits, and have little job security.
Moreover, labour markets may not clear in the neo-classical economic sense and
many workers desiring regular, full-time jobs work part-time involuntarily.

What is the Nature of Part-Time Work in the United States and Japan?

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The Growth of Nonstandard Employment in Japan and the United States: A Comparison of Causes and Consequences

forms, there has also been a spread of socialpacts and meaningful European-level initiatives,such as European works councils. To see howboth centralization and decentralization can beoccurring at the same time and in a manner thatis not contradictory, you will have to read thebook.Marginson and Sisson also argue that howchanges are occurring is as important as theoutcomes of change, both because the processof adjustment matters for its own sake and be-cause choices made by the parties regardingprocess ultimately affect outcomes. One waythe authors make room for process in theiranalysis is by adopting a governance perspectivein which industrial relations is viewed as a multi-level system involving mixed motives (that is,shaped by both distributive and integrative in-terests).In addition to analyzing various levels ofindustrial relations, Marginson and Sisson fo-cus on the role of multi-national corporations(MNCs). They see MNCs as a key force promot-ing diversity in workplace employment prac-tices and corporate industrial relations strate-gies. Developments at MNCs also matter be-cause it is those firms that are bound by theEuropean Works Council Directive, and thathave thus become (in the authors’ words) a“focal point for the Europeanization of indus-trial relations” and (in my words) in some waysalso a centralizing force, even though they aresimultaneously bringing more variation to in-dustrial relations practices within countries.Here again Marginson and Sisson provide acoherent logic to explain what might at firstglance appear to be contradictory and inconsis-tent tendencies.While the process of change in labor-man-agement-government interactions matters,Marginson and Sisson are attentive to employ-ment outcomes as well. They focus in particularon wage developments and observe a move-ment toward “convergence without coordina-tion.” While I find their comparative analysis ofnational wage, price, and productivity trendsinsightful, here is a rare case in which I havedoubts about the accuracy of the data. Specifi-cally, I wonder if aggregated data reported bycountry truly capture wage or productivity de-velopments. Those national data must be mea-suring something, but I am not sure they reflectindustrial relations outcomes, since bargainingprimarily occurs at company and sectoral levels.I would like to know what company or sectoralwage and productivity data show.I cannot emphasize enough the wealth ofinsight provided by Marginson and Sisson. Theyprovide a truly comparative analysis organizedaround thematic issues rather than the muchtoo common country comparisons. Anyoneinterested in what is going on in Europeanindustrial relations—indeed, anyone who wishesto learn how to study industrial relations any-where—should read this book.

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Machiko Osawa

Papers

Nonstandard Work in Developed Economies: Causes and Consequences

Part-Time and Temporary Employment in Japan

What is the Nature of Part-Time Work in the United States and Japan?

The Growth of Nonstandard Employment in Japan and the United States: A Comparison of Causes and Consequences

Nonstandard Work in Developed Economies: Causes and Consequences