The more I live the more I learn. The more I learn the more I realize the less I know (Alan and Manly Bergman) This book is a slightly revised version of my dissertation thesis "Wages, hours restrictions and employment" accepted in July 2001 by the Department of Economics at Mannheim University. Most of the studies are part of the re search project "Working hours flexibility and employment" (Arbeitszeitjlexi bilisierung und Beschiijtigung) which was conducted at the Centre for Euro pean Economic Research (ZEW) with financial support by the Fritz Thyssen Stiftung. Now that all the work is complete, nothing remains but to thank all the people who supported the writing of my thesis. Firstly, I am indebted to my advisor Prof. Wolfgang Franz, who always furthered my academic work and encouraged me to take opportunities beyond the standard path. His guiding questions and comments were very valuable in gaining an overview of the whole issue. Furthermore, I am especially grateful to Prof. Daniel Hamermesh, my second advisor. I gained tremendously from the fruitful discussions during my stay at the University of Texas in Austin. His encouragement and verve were essential support factors in the completion of my work. Prof. Arthur van Soest and Prof. Franc;ois Laisney both contributed to the technical and methodological standard of my analysis by patiently discussing various model specifications and nerve-racking convergence problems.

ePDF and ePUB available Open Access under CC-BY-NC-ND licence. This book brings together leading international authors from a number of fields to provide an up-to-date understanding of part-time work at national, sector, industry and workplace levels. The contributors critically examine part-time employment in different institutional settings across Europe, the USA, Australia and Korea. This analysis serves as a prism to investigate wider trends, particularly in female employment, including the continued increase in part-time work and processes that are increasingly creating dualisation and inequality between ‘good’ and ‘bad’ jobs.

Covering employment and wage gender gaps, participation of women, fertility, and the welfare of children, this insightful volume discusses how the trend towards greater participation of women in labour markets interacts with gender differences in pay. It focusses on the scope for increasing the number of women in the labour force without negatively affecting the development of their children. The need for this volume has become self evident. At the Spring 2000 Lisbon meeting of the European Council the Heads of Governments of the EU agreed to accelerate the greater participation of women in the labour market. However, neither in Lisbon nor in the subsequent Spring European Councils of the EU was it discussed how to achieve this target - and the trade-offs that would be involved in increasing the participation of women in paid employment. Policies for increasing participation must involve some losers, or they would already have been implemented everywhere. If distributional considerations and policy trade-offs are ignored, it is only possible to set virtual targets, neglecting the reforms needed to achieve them. This book sets out a better informed policy debate about these issues, paving the way to more realistic targets and ways to achieve them.

This book analyses the employment effects of job creation schemes for participating individuals in Germany. Programs provide subsidized jobs that are additional in nature and of value for society. International evidence on their effectiveness suggests that programs should be targeted to the needs of the unemployed and should be offered early in the period of unemployment. Both questions are studied for job creation schemes in Germany.

The book presents an analysis of the transition from unemployment to self-employment and its subsidisation with the so-called "bridging allowance" in Germany. On the basis of econometric models, the determinants and the success of self-employment among former unemployed are estimated at the individual as well as at the firm level. By comparing different groups of the formerly unemployed, it becomes evident that self-employment is one successful route out of unemployment, as self-employment proves to be more stable than paid-employment. Therefore, the bridging allowance reaches its aim of regaining stable employment for the unemployed. However, this programme fails to create additional employment in the newly founded firms.

An empirical analysis of the factors that determine the employment impact of environmental innovations. The multivariate estimations are based on a methodology taking direct and indirect employment effects on the firm level into account. The data are derived from interviews with more than 1500 firms in Germany, Italy, the Netherlands, Switzerland, and the UK specifically conducted for this analysis. In addition to the empirical study based on interviews, case studies from five selected business sectors are used to provide profound insight in the environmental innovation behaviour of the firms.

Taxes on the highly skilled are an important cost factor for companies competing internationally for talent. This book provides an international comparison of the effective level of taxes and social security charges imposed on highly qualified employees. Based on a newly developed inter-temporal simulation model, the attractiveness of 7 EU member states, 12 Swiss cantons, and the United States is assessed. Several compensation packages including old-age provision, fringe benefits, and long-term incentives as well as various income levels and family situations are considered in the analysis. The book also contains a comprehensive survey of social security and tax systems in the countries studied.

It's a living! That fact, no one can deny. Yet the significance of work—productive activity which alters the physical environment to meet human needs—goes far beyond the paycheck. Work involves, among other things, embracing a set of roles and beliefs, mastering skills and knowledge, and behaving in ways considered appropriate for the achievement of a desired level of productivity and quality. This book is an informative and highly readable global survey of the various aspects of work in market and industrial societies. Its extensive general introduction and the seven section introductions discuss the role of work in society and the problems and satisfactions associated with working. The book's eighteen chapters, written by well-known specialists, spotlight characteristics which give each occupation its distinctive cultural identification. Featured in this compendium of work and working are factory workers, white collar employees, construction personnel, farmers and migrant workers, miners, railroaders, longshoremen, sanitation workers, firefighters, and fishermen.

'Human Resource is our most precious asset. Progressive HR enhances human capital. Regressive HR depresses it. HR practitioners are entrusted with heavy responsibility. They must equip themselves with the knowledge and skills so that they could multiply the human capital under their care. This HR management series is timely. It is written in the Singapore context guided by our local employment laws and tripartite guidelines and standards. I commend the authors for their endeavour to produce such a first.'Lim Swee SayFormer Minister for ManpowerFormer Secretary General, National Trades Union CongressHuman Resource Management in Singapore — The Complete Guide covers a wide spectrum of human resource management topics in five volumes: Employment Management, Work and Remuneration, Employee Benefits, Performance and Development, and Employee Conduct and Relations. In every chapter, the WHY, WHAT and HOW are presented lucidly. The books are a must-have GPS for any human resource practitioner in Singapore. Students, academics and bosses into human resource management as well as overseas human resource practitioners will also find the books helpful and instructive.Volume A on Employment Management explains the differences between contract of service and contract for service and the various types of employment and engagement of services, including permanent employment, term contract, re-employment, part-time employment and casual work. Key employment terms including probation, notice period and non-compete agreements are discussed. A clear execution guide is given on recruitment and selection, as well as managing the different forms of employment exit, including resignation, contract expiry, contractual termination, dismissal due to misconduct, vacation of office, frustration of contract, retirement, retrenchment and medical boarding out. Staff transfer and secondment, as well as legal transfer of employment are also covered. Readers will find the 11 chapters easily comprehensible and packed with invaluable insights to guide them to make good decisions on manpower resourcing and managing employment.