_________________________________________________________________
E M P L O Y E E B E N E F I T S , C O M P E N S A T I O N
& P E N S I O N L A W
Vol. 6, No. 4: February 24, 2005
_________________________________________________________________
Publisher: Employment, Labor, Compensation & Pension Law Journals
a division of
Social Science Electronic Publishing, Inc. (SSEP)
and Social Science Research Network (SSRN)
Editor: PAMELA PERUN
Urban Institute
Mailto:pamela@planetnow.com
Copyright: SSEP, Inc. 2005. All rights reserved.
Leading Social Science Research Delivered To Your Desktop
http://www.SSRN.Com/
___________________________________________________________
Topic of This Issue:
Part-Time Work
___________________________________________________________
SEARCHING THE SSRN ELECTRONIC LIBRARY
To search the entire SSRN Electronic Library by author, title,
JEL code, or full text of the abstracts in our database, please
visit http://papers.ssrn.com/
To browse all abstracts published in this journal, please visit
http://www.ssrn.com/link/benefits-compensation-pension-law.html
REDISTRIBUTION
Individual and professional subscriptions to the journal are for
single users. It is a violation of copyright to redistribute
this document electronically or otherwise without the explicit
permission of Social Science Electronic Publishing, Inc.
Site licenses for organizations are available by contacting
Mailto:Site@SSRN.Com
SIGN OFF
SUBSCRIPTION MANAGEMENT
You can change your journal subscriptions by going to the SSRN
User HeadQuarters. Please enter the email address where you
received this email in the "Your Email Address" field and
click "Submit". Click on your name on the next screen, and your
User ID and Password will be emailed to you. Once you have
successfully logged in, you will be able to change your journal
subscriptions. If you have questions or problems with this
process, please email UserSupport@SSRN.com or call 877-SSRNHelp
(toll free 877.777.6435).
ALIGNMENT
If this document is misaligned, please set type face to a
non-proportional font such as Courier 10.
PAPER DOWNLOADS
If you need assistance downloading papers from our web site,
please contact Mailto:Support@SSRN.Com
T A B L E of C O N T E N T S
_________________________________________________________________
NEW and FORTHCOMING ARTICLES
"Divergence in Part-Time Work in New Zealand, the Netherlands and
Denmark"
British Journal of Industrial Relations, Vol. 42, No. 4,
pp. 637-658, December 2004
ERLING RASMUSSEN
University of Auckland
Faculty of Business & Economics
JENS LIND
Aalborg University
JELLE VISSER
University of Amsterdam
Amsterdam Institute for Advanced Labour Studies
(AIAS)
"Phasing into Retirement"
Industrial and Labor Relations Review, Vol. 58, No. 1, pp.
112-127
STEVEN G. ALLEN
North Carolina State University
College of Management
National Bureau of Economic Research (NBER)
ROBERT L. CLARK
North Carolina State University
College of Management
LINDA GHENT
Eastern Illinois University
Department of Economics
"Regulation or Markets? The Case of Employment Contracts"
CESifo Economic Studies, Vol. 51, January 2005
WILLIAM BENTLEY MACLEOD
University of Southern California
WORKING PAPERS
"The Part-Time Wage Penalty: A Career Perspective"
GIOVANNI RUSSO
University of Utrecht - Department of Economics
WOLTER H.J. HASSINK
Utrecht University
Department of General Social Sciences
Institute for the Study of Labor (IZA)
"Recent Developments in Part-Time Work in EU-15 Countries: Trends
and Policy"
HIELKE BUDDELMEYER
University of Melbourne
Melbourne Institute of Applied Economic and Social
Research
Institute for the Study of Labor (IZA)
GILLES MOURRE
European Union
European Commission
MELANIE E. WARD
European Central Bank
Centre for Economic Policy Research (CEPR)
Institute for the Study of Labor (IZA)
"'Atypical Work' and Compensation"
JOHN T. ADDISON
University of South Carolina
Department of Economics
Free University of Bozen-Bolzano
Institute for the Study of Labor (IZA)
Centre for European Economic Research (ZEW)
International Finance and Financial Management
CHRISTOPHER J. SURFIELD
Lander University
S S R N I N F O R M A T I O N
_________________________________________________________________
* Partners in Publishing
* Administrative Information
- Missing issues & change of address
- Solicitation of abstracts
* Directors
* Subscription to SSRN Journals
_________________________________________________________________
ACQUIRING PAPERS
Download papers directly from the included web address or contact
the author or other contact person directly. Provide an address
to which the author or other contact person can send a paper
copy and mention that you saw the abstract in SSRN. Some of
SSRN's Partners in Publishing require a subscription or charge a
fee for electronic downloads.
EDITORIAL POLICIES
To provide the broadest coverage of research in Employee
Benefits, Compensation & Pension Law we do not referee working
papers. We accept abstracts of working papers in Employee
Benefits, Compensation & Pension Law whose topics suit the
coverage of the journal and which are part of the worldwide
scholarly discourse.
N E W and F O R T H C O M I N G Articles
_________________________________________________________________
"Divergence in Part-Time Work in New Zealand, the Netherlands and
Denmark"
British Journal of Industrial Relations, Vol. 42, No. 4,
pp. 637-658, December 2004
BY: ERLING RASMUSSEN
University of Auckland
Faculty of Business & Economics
JENS LIND
Aalborg University
JELLE VISSER
University of Amsterdam
Amsterdam Institute for Advanced Labour Studies
(AIAS)
Document: Available from the SSRN Electronic Paper Collection:
http://papers.ssrn.com/paper.taf?abstract_id=631264
Contact: ERLING RASMUSSEN
Email: Mailto:e.rasmussen@auckland.ac.nz
Postal: University of Auckland
Faculty of Business & Economics
Private Bag 92019
Auckland, NEW ZEALAND
Phone: 64 9 - 373 7599, ext. 87256
Co-Auth: JENS LIND
Email: Mailto:jlind@socsci.aau.dk
Postal: Aalborg University
Fredrik Bajers Vej 7E
DK-9220 Aalborg, DENMARK
Co-Auth: JELLE VISSER
Email: Mailto:jelle.visser@uva.nl
Postal: University of Amsterdam
Amsterdam Institute for Advanced Labour Studies
(AIAS)
1018 WB Amsterdam, NETHERLANDS
ABSTRACT:
A comparison of developments in part-time work in New Zealand,
the Netherlands and Denmark shows three very different trends.
The Dutch are moving towards a 'part-time economy', the decline
in Danish part-time employment confounds the common expectation
of rising atypical employment, while the New Zealand case
illustrates some of the negative employment outcomes often
associated with part-time employment and provides a contrast to
the negotiated, tripartite solutions found in the Netherlands
and Denmark. Overall, the diversity in part-time work patterns
raises important theoretical and public policy questions, such
as the interaction between institutional and preference changes,
gender patterns and union strategies.
______________________________
"Phasing into Retirement"
Industrial and Labor Relations Review, Vol. 58, No. 1, pp.
112-127
BY: STEVEN G. ALLEN
North Carolina State University
College of Management
National Bureau of Economic Research (NBER)
ROBERT L. CLARK
North Carolina State University
College of Management
LINDA GHENT
Eastern Illinois University
Department of Economics
Contact: STEVEN G. ALLEN
Email: Mailto:steve_allen@ncsu.edu
Postal: North Carolina State University
College of Management
Raleigh, NC 27695-8614 UNITED STATES
Phone: 919-515-6941
Fax: 919-515-5073
Co-Auth: ROBERT L. CLARK
Email: Mailto:robert_clark@ncsu.edu
Postal: North Carolina State University
College of Management
Raleigh, NC 27695-8614 UNITED STATES
Co-Auth: LINDA GHENT
Email: Mailto:cflsg@eiu.edu
Postal: Eastern Illinois University
Department of Economics
Charleston, IL 61920-3099 UNITED STATES
ABSTRACT:
To help workers navigate the transition from work to retirement
more effectively, employers have been launching phased
retirement programs, which allow older employees to work
part-time and receive full retirement benefits. This paper
examines the experience of the phased retirement system for
tenured faculty in the University of North Carolina system over
the years 1996-98. After phased retirement was introduced, there
was a sizable increase in the overall separation rate in the
system. The key finding from an empirical analysis of the
retirement decision as a function of pension incentives,
employee performance, demographics, and campus characteristics
is that the odds of entering phased retirement were strongly and
inversely related to employee performance, as measured by recent
pay increases.
JEL Classification: J26, J14, J63
______________________________
"Regulation or Markets? The Case of Employment Contracts"
CESifo Economic Studies, Vol. 51, January 2005
BY: WILLIAM BENTLEY MACLEOD
University of Southern California
Paper ID: USC CLEO Research Paper No. C05-2
Contact: WILLIAM BENTLEY MACLEOD
Email: Mailto:wmacleod@usc.edu
Postal: University of Southern California
Los Angeles, CA 90089 UNITED STATES
Phone: 213-740-3517
Fax: 213-740-8543
ABSTRACT:
Regulation of the employment contract is both wide spread and
diverse. The diversity of regulation is surprising because it
suggests that there is little consensus regarding optimal
intervention into the labor market. This paper discusses several
economic reasons why it may be efficient for employers and
employees to enter into long term contracts that make employee
dismissal expensive. This analysis suggests that employment
contracts can be expected to be complex in practice, and hence
can be viewed as part of the technology of exchange. Given that
knowledge of a technology requires skill and know-how, one
cannot expect all employee-employer matches to discover and use
the most efficient contract terms possible. It is suggested that
the regulation of the employment relationship might be improved
with the creation of a market for contracts, similar to the one
that currently exists in the United States for construction
projects.
JEL Classification: J30, J41, K31
______________________________
W O R K I N G P A P E R Abstracts
_________________________________________________________________
"The Part-Time Wage Penalty: A Career Perspective"
BY: GIOVANNI RUSSO
University of Utrecht - Department of Economics
WOLTER H.J. HASSINK
Utrecht University
Department of General Social Sciences
Institute for the Study of Labor (IZA)
Document: Available from the SSRN Electronic Paper Collection:
http://papers.ssrn.com/paper.taf?abstract_id=651983
Paper ID: IZA Discussion Paper No. 1468
Date: January 2005
Contact: WOLTER H.J. HASSINK
Email: Mailto:W.HASSINK@FSS.UU.NL
Postal: Utrecht University
Department of General Social Sciences
Algemene Sociale Wetenschappen
Postbus 80.140
3508 TC Utrecht, NETHERLANDS
Phone: +31 30 2531115
Fax: +31 30 2533992
Co-Auth: GIOVANNI RUSSO
Email: Mailto:g.russo@fss.uu.nl
Postal: University of Utrecht - Department of Economics
NL-3508 TC Utrecht, NETHERLANDS
ABSTRACT:
Part-time employment has become an extremely popular work
arrangement in the Netherlands because it renders employment
compatible with non-work activities. We posit that there may be
a downside to part-time employment, which is related to its
negative effects on workers' career. This may be the case when
firms use promotions to stimulate skill acquisition and human
capital accumulation or when they base their work incentive
schemes on performance measures that are affected by the number
of hours worked or when they screen workers on the basis of the
number of hours worked. Because promotions are an important
source of wage growth, the low incidence of promotion among
part-time workers may contribute to the emergence of the
part-time wage penalty (i.e., the wage difference between a
part-time worker and an otherwise equal full-time worker) in due
time. Consistent with this view, we find that (male and female)
workers in part-time jobs are characterized by a lower incidence
of promotion relative to workers in full-time jobs and that
promotions account for a wage growth of eight log points.
Moreover, we find that the part-time wage penalty does not arise
at the onset of a career as young workers join the labor market
but that it tends to develop over time as labor market
experience and the effect of missed promotions cumulate.
JEL Classification: J31, J24, J22
______________________________
"Recent Developments in Part-Time Work in EU-15 Countries: Trends
and Policy"
BY: HIELKE BUDDELMEYER
University of Melbourne
Melbourne Institute of Applied Economic and Social
Research
Institute for the Study of Labor (IZA)
GILLES MOURRE
European Union
European Commission
MELANIE E. WARD
European Central Bank
Centre for Economic Policy Research (CEPR)
Institute for the Study of Labor (IZA)
Document: Available from the SSRN Electronic Paper Collection:
http://papers.ssrn.com/paper.taf?abstract_id=628042
Paper ID: IZA Discussion Paper No. 1415
Date: November 2004
Contact: HIELKE BUDDELMEYER
Email: Mailto:hielkeb@unimelb.edu.au
Postal: University of Melbourne
Melbourne Institute of Applied Economic and
Social Research
Parkville, Victoria 3010 AUSTRALIA
Co-Auth: GILLES MOURRE
Email: Mailto:Gilles.MOURRE@cec.eu.int
Postal: European Union
European Commission
B-1049 Brussels, BELGIUM
Co-Auth: MELANIE E. WARD
Email: Mailto:melanie.ward-warmedinger@ecb.int
Postal: European Central Bank
Kaiserstrasse 29
D-60311 Frankfurt am Main, GERMANY
ABSTRACT:
A growing part-time employment share has been a main feature of
a number of industrialized countries over the past two decades.
A considerable variation in the rate of part-time work is
evident by gender, age group, industrial sector and occupation.
The stylized facts support the view that part-time employment
represents an important opportunity particularly for young,
older and female workers to enter the labour markets of the
European Union. For the majority of workers in these groups, the
decision to work part-time has been a voluntary one, which is
all the more satisfactory in terms of welfare maximization.
Our results indicate that the development of the part-time
employment rate over time and the strong variation in the PTR
across countries are significantly affected by policy and
institutions. In particular policy measures geared toward
encouraging part-time work are found to be positively related to
actual part-time developments. These measures include both the
legal framework directly affecting part-time positions and the
creation of financial incentives (subsidies and improvement of
social protection) to take up a part-time job. Moreover, other
labour market institutions, including benefit systems and the
stringency of employment protection legislation for regular
contracts, are found to significantly but indirectly influence
the growth in part-time work.
JEL Classification: J21, J22, J28
______________________________
"'Atypical Work' and Compensation"
BY: JOHN T. ADDISON
University of South Carolina
Department of Economics
Free University of Bozen-Bolzano
Institute for the Study of Labor (IZA)
Centre for European Economic Research (ZEW)
International Finance and Financial Management
CHRISTOPHER J. SURFIELD
Lander University
Document: Available from the SSRN Electronic Paper Collection:
http://papers.ssrn.com/paper.taf?abstract_id=659181
Paper ID: IZA Discussion Paper No. 1477
Date: January 2005
Contact: JOHN T. ADDISON
Email: Mailto:ecceaddi@moore.sc.edu
Postal: University of South Carolina
Department of Economics
The Francis M. Hipp Building
1705 College Street
Columbia, SC 29208 UNITED STATES
Phone: 803-777-7400
Fax: 803-777-6876
Co-Auth: CHRISTOPHER J. SURFIELD
Email: Mailto:csurfield@lander.edu
Postal: Lander University
Greenwood, SC 29649 UNITED STATES
ABSTRACT:
Atypical work, or alternative work arrangements in U.S.
parlance, has long been criticized for providing
poorly-compensated employment. Although one group of atypical
workers (contractors) seems to enjoy a wage premium, our
cross-section results from the CPS and NLSY for the better-known
category of temporary workers point to a negative wage
differential of some 7-12 percent. It emerges that much of the
latter disparity stems from unobserved worker heterogeneity
(accounting for which supports a wage advantage for contracting
work). Turning to fringes, the appearance in cross section of a
potentially large deficit in atypical worker health benefits is
again reduced after accounting for permanent unobserved
individual heterogeneity. But on this occasion the reduction is
very modest. Further, there is now some indication that the wage
advantage of contract workers partly compensates for their
reduced access to such benefits.