Gender differences in job flexibility: Commutes and working hours after job loss

The Relationship Between Restrictive Regulation of Midwives, Practice Environment, and Professional Burnout

“…Two specific themes that emerged that require further exploration are job flexibility and the love of midwifery. Job flexibility is consistent with the literature demonstrating the importance of this concept for female workers—98.9% of CNMs/CMs identify as female 44,45. This has been attributed to women having caregiving responsibilities outside of work and prioritizing work-life balance more than their male counterparts 46.…”

“…Job flexibility is consistent with the literature demonstrating the importance of this concept for female workers-98.9% of CNMs/CMs identify as female. 44,45 This has been attributed to women having caregiving responsibilities outside of work and prioritizing worklife balance more than their male counterparts. 46 Job flexibility has been cited as an explanation for why midwives working in caseload models of care delivery, in which a midwife is responsible for a panel of patients and has control over how they provide care, generally work more hours but experience less burnout.…”

Job Displacement and Migrant Labor Market Assimilation

“…Since previous research has shown that costs of job displacement differ by gender (e.g., Meekes and Hassink (2022); Illing et al (2021)), in Appendix C we replicate our main results for a sample of women. 6…”

“…Finally, we contribute to the broader literature on the cost of job displacement. Previous studies have shown that displacement comes at much higher costs for women (Meekes and Hassink, 2022;Illing, Schmieder, and Trenkle, 2021), workers in routine-intensive occupations (Blien, Dauth, and Roth, 2021), and low-wage workers in the manufacturing sector (Helm, Kügler, and Schönberg, 2021). Bertheau, Acabbi, Barcelo, Gulyas, Lombardi, and Saggio (2022) have shown that the costs of job displacement can vary substantially across countries, with workers displaced in Southern Europe facing much higher costs than workers in Northern Europe.…”

The Relation between Skills and Job Security: Identifying the Contractual Return to Skills

“…Commuting time is another non-wage attribute that has been studied extensively, also in the context of willingness to pay; see, e.g., LeBarbanchon et al (2021) andMeekes and Hassink (2022). This is somewhat separately from the current context, as it is part of the individual's circumstances and not of the contract offer itself.…”