Job quality in Quebec and the United Kingdom: Trends by sex and family status, 1998–2008

Abstract

Abstract. Using a typology combining pay, hours of work, skill levels and job stability, the author compares the trends in quality of employment between women and men (with and without childcare responsibilities) in Quebec and the United Kingdom over the decade 1998–2008. Although the gender gap narrowed significantly among working parents with young children, the gap between mothers and fathers in this group remained much smaller in Quebec than in the United Kingdom by the end of the period. The author attributes this pattern to Quebec's healthier economic environment, more women‐friendly social policies, and fathers' significantly shorter hours of work.

Determinant factors of job quality in Europe

“…What is a good or bad job? Although widely addressed in several social sciences, there is no consensus on the answer (Cloutier-Villeneuve, 2012;Sutherland, 2012Sutherland, , 2016Simões et al, 2015). In economics, the measurement of job quality has been addressed through two alternative approaches: macro-level and micro-level indicators.…”

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

“…Although these documents do not offer a single list of "socially responsible" HRMP, they do include the main areas of action related to job quality (Celma, Martínez and Coenders, 2014): remuneration, recruitment, training, internal information and communication, health and safety in the workplace, equal opportunities and non-discrimination, and work/life balance. To be socially responsible in terms of job quality refers to taking into account both the objective characteristics of individual jobs and those relating to the general work environment (Cloutier-Villeneuve, 2012;European Commission, 2001b). According to the GRI and EU recommendations, it is socially responsible to reduce temporary contracts and increase job security (award permanent contracts), provide employee training that allows the employee to develop, and award an equitable remuneration, which in some cases will include variable remuneration or profit sharing based on effort or results.…”

Four Dimensions of Quality in Australian Jobs

“…Brummund et al (2018) combined seven binary indicators that described compensation, benefits, stability and job satisfaction in 15 Latin American countries. Cloutier‐Villeneuve (2012) developed a 12‐category typology that combined information on wages, hours of work, skill levels and stability, and ordered the categories into low‐, intermediate‐ and high‐quality groups. Grzywacz and Dooley (2003) considered psychological and social components of jobs and distinguished among jobs that were ‘inadequate’, ‘barely adequate’, ‘psychologically good’, ‘economically good’ and ‘optimal’.…”

“…Third, many researchers, including Brummund et al (2018), Cloutier‐Villeneuve (2012), Grzywacz and Dooley (2003), Kalleberg et al (2000) and Muñoz de Bustillo et al (2011), use informal approaches to combine variables into summative measures. We utilise formal methods, including exploratory factor analyses and IRT modelling.…”