By Bruce Kaufman, David Lewin
Advances in business and exertions family members is a refereed study quantity released every year or biannually. even though the sequence is designed to target commercial family members matters, the editors welcome articles from students in varied disciplines, comparable to economics, legislation, historical past, organizational habit, psychology, and sociology. The sequence welcomes manuscripts that could be a bit of longer than is the case with so much journals, mostly in order that authors can discover their respective subject matters extra deeply.
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Extra resources for Advances in Industrial and Labor Relations, Volume 13
The adverse The Effects of Using Alternative Types of Stafﬁng Arrangements 41 effect that working in these two types of FSAs has on access to health insurance increases if the worker is black or Hispanic (Wiens-Tuers, 1998). e. , 2000). , 2000). S. establishments provide full-time regular employees with paid vacations and holidays, paid sick leave, pension benefits, and health insurance benefits, only a small percent of establishments provide those benefits for their on-call workers or short-term hires (Houseman, 2001b).
This suggests that the wage share of total compensation may differ by type of staffing arrangement and that workers may sort themselves among different staffing arrangements based upon their degree of preference for cash compensation relative to benefits. Investigating whether these relationships can be replicated for other occupational groups, especially occupations that are less female-dominated, would be worthwhile. Among establishments employing both regular employees and short-term hires, Lautsch (2000) finds that the likelihood that the establishment provides healthcare benefits to short-term hires is positively related to the existence of a human resources management (HRM) department, to the importance of job ladders and to the age of the establishment, and is inversely related to the importance of seniority rules and the log of the number of regular employees in the establishment.
When industry and occupational controls are added, the hourly earnings differential between contract company employees and “standard workers” is no longer significant and the part-time effect is reduced but still considerable. Belman and Golden’s (2000) results confirm the need to isolate work schedule from FSA effects. Their model assumes, however, that the work schedule effect is constant for each type of staffing arrangement. Estimation of an alternative model that allows the work schedule effect to vary by type of staffing arrangement would be a useful extension of their work.