Employment Status and Commitment to Work in Professions

Abrahamsen, Bente

doi:10.1177/0143831x09343990

Cited by 29 publications

(52 citation statements)

References 41 publications

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“…Feldman (1996) defines the working hours dimension of underemployment as a state of involuntary part-time, temporary, or intermittent employment, with relevant research indexing Individual Layoff History and Voluntary Turnover ! 45 the discrepancy between the employee's preferred and actual working hours (Abrahamsen, 2010;Holtom, Lee, & Tidd, 2002;D. C. Maynard et al, 2006;Wilkins, 2007).…”

Section: Methodological Considerationsmentioning

confidence: 99%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to postlayoff employment, which then manifests in quit behavior.We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver. While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to post-layoff employment, which then manifests in quit behavior. We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver.Individual Layoff History and Voluntary Turnover ! 3Creating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary TurnoverOne of the standard mechanisms through which today's companies attempt to cope with competitive pressures is through downsizing (Cascio, 1993). The extent to and manner in which downsizing contributes to subsequent organizational performance is a complex issue, with scholars offering explanations for both positive (e.g., Love & Nohria, 2005) and negative downsizing effects (e.g., Trevor & Nyberg, 2008). What there is no dispute about, however, is the prevalence of downsizing in the U.S.-the Bureau of Labor Statistics reports over 30 million layoffs between 1994 and 2010, a figure that does not include small-scale layoffs (i.e., those displacing fewer than 50 employees). While layoffs are more numerous when firms are struggling economically (Cascio, 1993), company financial health, employee tenure, job performance, and industry all fail to protect American employees from the layoff axe (Cascio, 2002).Often lost in the analysis of layoffs and their effects on the companies that initiate them is that a majority of layoff victims ultimately find new jobs. In the aggregate, these millions of victims therefore ...

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Section: Methodological Considerationsmentioning

confidence: 99%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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“…The questions have been tested on several professions in regular surveys since the year 2000, and have been used in a number of publications (e.g. Nerdrum et al, 2009, Abrahamsen, 2010. Some of the central questions are based on measures used in ESS (European Social Survey) and ISSP (International Social Survey Programme).…”

Section: Data and Measuresmentioning

confidence: 99%

Police students’ social background, attitudes and career plans

Fekjær

2014

Policing: An International Journal of Police Strategies &Amp; Management

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Purpose: To compare the social background of Norwegian and Swedish police students. Are there differences in the students' social background, and if so, are such differences reflected in different attitudes and career plans among the students?Design/methodology/approach: The questions are explored on the basis of survey data on all Norwegian and Swedish police students who started their education in 2009 (N=737). The methods employed are cross-tabular analysis and multivariate linear regression. Findings:The results show that a larger proportion of Norwegian police students have highly educated parents, compared to the Swedish. However, students' social background does not seem to be important for their orientation towards theory and knowledge or their plans for doing operational police work.Practical implications: An important question for the future's police educators is whether a study with a formal bachelor status will attract a different type of students. These results show that the Norwegian police education with a formal bachelor degree attracts more students with highly educated parents, but the importance of attracting students with a given social background to the police profession seems to be limited. Originality/value: There are no previous comparative studies on recruitment to police education, or studies of police recruitment that focus especially on the importance of social background.

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“…The opportunity to work part-time schedules in professions may be associated with greater difficulties and challenges than hitherto been presumed. From previous research we know that part-time professionals report less job rewards (Abrahamsen 2010) and are stigmatized as less committed to work than professionals in full-time positions (Epstein et al 1999). This study challenges the notion that part-time professionals are more protected against the negative consequences of work hour flexibility than low-skilled (Higgins et al 2000).…”

Section: Resultsmentioning

confidence: 99%

“…Women's career patterns, involving career breaks and part-time work, are at the root of assumptions about commitment. However, job rewards appear to be an equally relevant factor (Abrahamsen, 2010;Wallace, 1995). Within professions, part-time workers frequently report fewer job rewards and poorer work conditions than do colleagues in full-time positions (Abrahamsen, 2010; Andersen, Køber, & Rønning, 2008:27).…”

Section: Introductionmentioning

confidence: 99%

“…However, job rewards appear to be an equally relevant factor (Abrahamsen, 2010;Wallace, 1995). Within professions, part-time workers frequently report fewer job rewards and poorer work conditions than do colleagues in full-time positions (Abrahamsen, 2010; Andersen, Køber, & Rønning, 2008:27). Nevertheless, part-time work is usually depicted as positive for women and their work experience and home life.…”

Section: Introductionmentioning

confidence: 99%

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Work–Family Interference: Nurses in Norway and Finland

Abrahamsen¹,

Holte

Laine

2012

P&P

Self Cite

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Abstract:The aim of the study is to investigate the level of work-family interference (WFI) for part-time nurses in Norway and Finland. Part-time work is usually cited as a desirable way in which to facilitate work and family harmony. However, the opportunity to work part-time in professions may be associated with greater difficulties and challenges than commonly presumed. Part-time professionals are often stigmatized as being less committed to work and report fewer job rewards than colleagues in full-time positions. This study challenges the notion of the desirable consequences of work hour flexibility concerning the integration of work and family. Part-time nurses in Norway and Finland report an equal level or even higher levels of interference than nurses in full-time positions. A disproportional distribution of inconvenient work schedules appears to be a central explanation for the results reported by Norwegian nurses, but to a lesser degree by Finnish nurses.Keywords: nursing profession, part-time work, inconvenient work schedule, workfamily interference, Nordic countries Academic attention to professionals' part-time work has increased in the past decade, mainly driven by the increased demand for professionals in Western countries (Amble, 2008). The connection between the shortage of personnel and part-time work is clear. Part-time professionals are potential full-time professionals and constitute a major labour resource, particularly in countries with a high proportion of part-time work. However, part-time professionals are often stigmatized as being less committed to work, which can have profound consequences for their status and professional career opportunities (Epstein, Seron, Oglensky, & Saute, 1999). Women's career patterns, involving career breaks and part-time work, are at the root of assumptions about commitment. However, job rewards appear to be an equally relevant factor (Abrahamsen, 2010;Wallace, 1995). Within professions, part-time workers frequently report fewer job rewards and poorer work conditions than do colleagues in full-time positions (Abrahamsen, 2010; Andersen, Køber, & Rønning, 2008:27). Nevertheless, part-time work is usually depicted as positive for women and their work experience and home life. A common reason among women professionals for choosing part-time work is the need to be able to manage multiple life roles, especially those involving a caregiving responsibility (Jamieson, Williams, Lauder, & Dwyer, 2008; Olsen, 2002:59).The aim of this study is to investigate work-family interference (WFI) among Nordic nurses in part-time positions. Previous research has revealed that some nurses find the combination of full-time work and family obligations to be challenging. In addition to high workload, nurses mainly have to work schedules that include shift work and weekend work, which has been reported to increase work-family conflicts substantially (Albertsen et al., 2007:52; Jansen, Kany, Nijhius, Swaen, & Kristensen, 2004). A number of studies have dealt with the question of ho...

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Employment Status and Commitment to Work in Professions

Cited by 29 publications

References 41 publications

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Police students’ social background, attitudes and career plans

Work–Family Interference: Nurses in Norway and Finland

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