Permanent Part-Time Work: New Family-Friendly Standard or High Intensity Cheap Skills?

Junor, Anne

doi:10.1080/10301763.1998.10669179

Cited by 35 publications

(29 citation statements)

References 5 publications

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“…In both cases, however, the hours during which employees are requested to work and the salaries paid are often unfriendly (Junor, 1998). Through this study we hope to test empirically which FWAs are related to increased turnover and which to decreased turnover within a societal context.…”

Section: Fwas and Turnovermentioning

confidence: 94%

Flexible Work and Turnover: an Empirical Investigation across Cultures

Stavrou

Kilaniotis

2010

British J of Management

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We explored the relationship between three bundles of flexible work arrangements (FWAs) and turnover for two of GLOBE's societal clusters, namely Anglo and Nordic. We collected data through a large-scale international survey and found significant differences in the FWA-turnover relationship between the two clusters. Specifically, as unsocial hours (overtime, shift work, weekend work) and part-time arrangements (part-time and job-sharing) increase in the Anglo cluster, so does turnover. Further, as schedule flexibility (telework, work from home and flexi-time) increases in the Nordic cluster, turnover decreases. The results raise issues about the universal applicability of FWA policies and practices among nationally and internationally operating organizations.

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Section: Fwas and Turnovermentioning

confidence: 94%

Flexible Work and Turnover: an Empirical Investigation across Cultures

Stavrou

Kilaniotis

2010

British J of Management

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“…In a sense, then, women become part of the peripheral workforce. Junor (1998) similarly argues that women have been relegated to the peripheral workforce, but questions the value of the move to secure more permanent employment for women through the use of permanent part-time employment.…”

Section: Perspectives On the Peripheral Workforcementioning

confidence: 99%

The core and the periphery: an examination of the flexible workforce model in the hotel industry

Deery

Jago

2002

International Journal of Hospitality Management

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This paper examines the complexities of the peripheral workforce in an industry traditionally known for its use of contingent labour, namely, the hotel industry. In particular, it investigates the peripheral workforce in the hotel industry, as defined by Guerrier and Lockwood (1989). While previous research has examined the flexible firm from a range of perspectives such as pay flexibility (Walsh, 1993), temporal flexibility (Walsh and Deery, 1997) and gender segregation (Bagguley, 1991), this study examines the precariousness of the hotel peripheral workforce in relation to access to the internal labour market (ILM).The study examines the perceptions of employees in relation to the ILM components of training, promotional opportunities and job security. A sample of 287 nonsupervisory hotel employees from seven Central Business District (CBD) Melbourne hotels was surveyed. These respondents were grouped into peripheral and nonperipheral clusters according to widely accepted labour force segmentation criteria.Various statistical techniques, including discriminant analysis, were used to assess differences between the clusters in terms of internal labour market components and employee attitudes. The findings question previous research that propose clearly defined workforce groups in the hotel sector.

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“…The attractions of permanent part-time work are unravelling under this pressure in two ways. First, like other job types, part-time work is susceptible to 'stretching' through unpaid overtime, like that observed in our finance and insurance industries sample (Junor, 1998). Second, our anecdotal evidence is that permanent part-time work is increasingly subject to a sort of creeping casualisation, as start and fmish times are altered at short notice for operational reasons.…”

Section: Work Versus Life: Union Stategies Reconsidered 43mentioning

confidence: 77%

Work Versus Life: Union Strategies Reconsidered

Probert

Ewer²,

Whiting

2000

Labour & Industry: a journal of the social and economic rel

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This article presents the findings of two major research projects that investigated the 'work/life' dilemmas facing teachers and finance sector workers in Australia.Both studies were based on large-scale survey data, supplemented by focus-group discussions. Although the specific experiences of teachers and finance sector workers differ according to the particular circumstances of each industry, important common themes emerge. Despite the existence of a wide range of flexible working provisions and policies in both industries, balancing work and family responsibilities is becoming more difficult. In both industries the central problems relate to work intensification and growing pressure to work long hours. These pressures have eroded the benefits of even those forms of work specifically designed to ease the work/life dilemma, such as permanent part-time work. Potential union policy responses are canvassed, including the need for legislative action to provide citizenship rights for parents, and the need for new approaches to enterprise bargaining that, until now, has left employees ignorant of, or unable to utilise, family-friendly provisions.

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Permanent Part-Time Work: New Family-Friendly Standard or High Intensity Cheap Skills?

Cited by 35 publications

References 5 publications

Flexible Work and Turnover: an Empirical Investigation across Cultures

Flexible Work and Turnover: an Empirical Investigation across Cultures

The core and the periphery: an examination of the flexible workforce model in the hotel industry

Work Versus Life: Union Strategies Reconsidered

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