Compensation in part-time jobs versus full-time jobs What if the job is the same?

Lettau, Michael

doi:10.1016/s0165-1765(97)00098-0

Cited by 29 publications

(18 citation statements)

References 5 publications

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“…The responses, summarized in Table 1, are consistent with the substantial research showing that part-time workers disproportionately hold low skill, low wage jobs (Blank, 1990;Levitan and Conway, 1992;Tilly, 1992;Lettau, 1997). Within ® rms in the sample, 70% of part-time workers earn less than US $10 per hour, whereas only 36% of full-time workers do.…”

Section: Datasupporting

confidence: 76%

Fringe benefits and the demand for part-time workers

Buchmueller¹

1999

Applied Economics

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In the US, tax code nondiscrimination rules and other institutional constraints require employers to offer the same fringe benefits to all full-time workers, but allow them to deny benefits to part-time workers. As a result, firms that offer generous fringe benefits to higher skill workers have an incentive to hire lower skill workers on a part-time or contingent basis. This paper uses cross-section establishment data to investigate the effect of employer-provided fringe benefits on the demand for part-time workers. The results indicate that firms that offer more generous fringe benefits make greater use of low wage part-time workers; there is no significant relationship between fringe benefits and the proportion of high wage workers employed part-time.

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Section: Datasupporting

confidence: 76%

Fringe benefits and the demand for part-time workers

Buchmueller¹

1999

Applied Economics

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“…Is it low weekly hours or daily hours that are associated with lower part-time wages? Lettau (1997) examined this issue. 16 An even smoother distribution of hours worked would no doubt be found using time diary surveys.…”

Section: Wage Level and Longitudinal Estimates Of The Part-time Penaltymentioning

confidence: 99%

“…The BLS's Employer Costs for Employee Compensation (ECEC) program measures costs, although such data cannot be linked to individual workers and their characteristics. In a paper using March 1994 ECEC data, BLS economist Michael Lettau (1997) calculated part-time wage and compensation differentials, based on 567 part-time and 571 full-time observations on jobs within the same establishment and 3-digit occupation. Lettau found a .164 part-time log wage penalty for private nonunion jobs and a .227 log compensation penalty.…”

Section: Nonwage Benefitsmentioning

confidence: 99%

Why Do Part-Time Workers Earn Less? The Role of Worker and Job Skills

2005

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Part-time workers receive considerably lower hourly earnings than do fulltime workers. Using Current Population Survey earnings files for September 1995 through December 2002, the author finds that measurable worker and job characteristics, including occupational skill requirements, account for much of the part-time penalty. Longitudinal analysis of the data indicates that much of the remaining gap reflects worker heterogeneity, evidenced by small wage gains and losses among workers switching between part-time and full-time jobs. The lower skills of part-time than full-time workers result primarily from limited work experience and accumulation of human capital. Little evidence can be found of a large wage gap between part-time and full-time women. A part-time wage penalty is found for men, but men account for less than one-third of total part-time employment.

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“…For instance, because those in flexible arrangements often work fewer hours per week or have shorter tenures than regular full-time workers, employers may wish 19Hotchkiss (1991) found that correcting for sample selection bias in the decision to work parttime actually increased the estimated wage differential between part-time and full-time workers. Lettau (1997) compared the hourly wages of part-time and full-time workers within establishments and found that part-time workers' hourly wages were 16% lower, on average, and their total hourly compensation 48% lower. In an analysis controlling for sample selection bias in the decision to work and to work part-time, Blank (1990) found that part-time women earned more than full-time women, but part-time men earned less than full-time men.…”

Section: Wage and Benefit Cost Differencesmentioning

confidence: 99%

Why Employers Use Flexible Staffing Arrangements: Evidence from an Establishment Survey

Houseman¹

2001

ILR Review

291

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractThis paper examines which employers use flexible staffing arrangements, why they use these arrangements, and their implications for workers and public policy, drawing on a nationally representative survey of private sector establishments. Use of flexible staffing arrangements-including temporary help agency, short-term, on-call, regular part-time, and contract workers-is widespread and two-thirds of employers believe this use will increase in the near future. Traditional reasons concerning the need to accommodate fluctuations in workload or absences in staff are the most commonly cited reasons for using all types of flexible staffing arrangements. Many employers also use agency temporaries and part-time workers to screen candidates for regular positions. Finally, savings on benefits costs is an important factor determining employers' use of flexible staffing arrangements. Workers in flexible staffing arrangements typically are not covered by regulations governing benefits, and they typically do not receive key benefits, like pension benefits and health insurance, when these benefits are offered to regular full-time workers.

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Compensation in part-time jobs versus full-time jobs What if the job is the same?

Cited by 29 publications

References 5 publications

Fringe benefits and the demand for part-time workers

Fringe benefits and the demand for part-time workers

Why Do Part-Time Workers Earn Less? The Role of Worker and Job Skills

Why Employers Use Flexible Staffing Arrangements: Evidence from an Establishment Survey

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