•How parents’ wage jobs affect children’s cognitive skill in developing countries.•Fathers’ wage employment results in high cognitive ability of 8-year-old children.•Similar effect is not observed ...for the case of 12-year-old children.•There is no found effect of mothers’ wage employment on children’s cognitive skill.
Parental and family backgrounds play crucial roles in driving children’s cognitive development. However, in developing countries, self-employment is far more prevalent than wage employment. Despite its significance, limited research has examined how parental employment status influences cognitive development within this context. Given the potential benefits of wage employment for cognitive development, this study examines whether parents’ wage jobs could positively affect children’s cognitive skills. Using data on children aged 8-12 years old in Ethiopia, India, and Vietnam from the Young Lives Survey, we employ a value-added specification to analyze cognitive formation. Our findings reveal that fathers’ wage jobs have a positive effect on the cognitive scores of 8-year-old children in Ethiopia and Vietnam, ranging from 0.116 to 0.210 standard deviations of cognitive scores. The effect from fathers’ wage jobs is sizable compared to the effects from family, school, and neighborhood characteristics. However, such an effect is not found for 12-year-old children. By causal mediation analysis, it is proved that father wage jobs affect cognitive skills through material investment for 8-year-old children in Vietnam and Ethiopia. Our study provides the first empirical evidence regarding the effect of parental employment on the cognitive development of their children in the context of developing countries. Moreover, our empirical findings suggests that policies aimed at facilitating the transition of from informal to formal employment in developing countries may enhance human capital development.
Abstract
This paper presents a new approach to evaluating individuals’ employment quality, considering the evolution of individuals’ employment conditions over a period of time, instead of the ...quality of jobs held at a point in time. In particular, we present a new definition of employment quality, based on four dimensions: employment security, income security, income success and occupational success. Using EU-SILC data, we analyse the early labour market experience of young adults and the extent to which the achievement of employment quality around five years after leaving education varies according to gender, education and labour market institutions. Our findings suggest that there is still a pressing need to enhance women’s chances of remaining continuously in employment and to move up in the labour income distribution. Stricter rules on the use of temporary contracts appear to improve youth employment prospects in general, whereas a more stringent regulation of individual dismissals seems to generate some difficulties for high-school and university graduates.
In this article, we develop a gender-specific crosswalk based on dual-coded Current Population Survey data to bridge the change in the census occupational coding system that occurred in 2000 and use ...it to provide the first analysis of the trends in occupational segregation by sex for the 1970-2009 period based on a consistent set of occupational codes and data sources. We show that our gender-specific crosswalk more accurately captures the trends in occupational segregation that are masked using the aggregate crosswalk (based on combined male and female employment) provided by the U.S. Census Bureau. Using the 2000 occupational codes, we find that segregation by sex declined substantially over the period but at a diminished pace over the decades, falling by only 1.1 percentage points (on a decadal basis) in the 2000s. A primary mechanism by which segregation was reduced was through the entry of new cohorts of women, presumably better prepared than their predecessors and/or encountering less labor market discrimination; during the 1970s and 1980s, however, occupational segregation also decreased within cohorts. Reductions in segregation were correlated with education, with the largest decrease among college graduates and very little change in segregation among high school dropouts.
From an employee-perspective, temporary agency employment can be considered in two ways. According to the first perspective, agency jobs are associated with job characteristics that adversely affect ...mental well-being: job insecurity, low wages, a lack of benefits, little training, poorer prospects for the future, high working time flexibility, minimal trade union representation and problematic triadic employment relations. The other perspective underlines that flexibility, learning opportunities and freedom in agency employment enable workers to build the career of their choice, which may positively affect mental well-being.
This article aims at interpreting and explaining these conflicting perspectives. In particular, we discuss the role of coping resources (control, support, trust and equity) in the stress pathway between characteristics of temporary agency employment and mental well-being.
Semi-structured interviews with 12 Belgian temporary agency workers were conducted and analysed from a phenomenological perspective.
The results reveal mainly how a lack of coping resources plays a key role in how (precarious) characteristics of temporary agency employment affect employees' mental well-being.
This study illustrates the earlier assumed stress pathway between precarious employment and mental well-being, in which coping resources play an intermediary as well as a moderating role.
This paper examines retirement by older workers with intellectual disability. Much research and intervention about retirement and intellectual disability in the last decade or so emanates from ...Australia, although there are some current cross-sectional and descriptive studies from other developed countries. The Australian literature stands out as the forerunner in the development and controlled evaluation of interventions to support the process of preparing for, practising, and then experiencing retirement. Therefore, this paper begins by briefly describing retirement-related aspects of employment for people with intellectual disability in Australia. Next, we present a critical summary of Australian research on the retirement of people with intellectual disability, supported by a briefer analysis of international literature. Then, key issues, such as financial factors, age of retirement, the time course of retirement (sudden or gradual), and self-determination regarding the decision to retire, are explored. Finally, to help guide future research and policy, we identify a number of retirement-related research questions that are currently under-researched or unexamined.
Poor quality jobs and their negative consequences for worker wellbeing are frequently associated with Taylorised work and rising non-standard, often precarious, employment. Our manifesto offers a new ...approach to Quality of Working Life to improve worker wellbeing. In doing so, it outlines the need for a new measure of job quality that pays due attention to employment as well as work problems, and a new approach to practical reform that involves statutory minimum standards rather than just voluntary firm action. Significantly, a receptive political-economic context currently exists to enable the implementation of this manifesto.
The complex and changing state of policy protections for transgender communities practically requires trans people to become legal experts just to navigate their everyday lives. It also ...simultaneously offers a window of opportunity for legal advocates to shape new laws and policies based on the lived experiences of trans people. Using personal interviews, legal case histories, and transgender theory, Transgender Employment Experiences combines policy analysis with the lived experiences of twenty transgender-identified employees, showing how worker protections that should exist under the Civil Rights Act are instead systematically undermined in the case of many transgender employees. Rather than focusing solely on negative experiences, however, Kyla Bender-Baird also highlights the positive experiences her respondents had coming out at work, illustrating examples of best practices in response to transitioning. Bender-Baird covers many forms of discrimination that transgender workers face, such as harassment, gender-based dress codes, income-related inequities, bathroom policies, and background checks. Drawing from this analysis, she argues for protections for gender expression in policy decisions, legislative efforts, and for a multipronged approach to workplace discrimination. With its effective balance of personal stories and legal guidance, this book is a much-needed resource for those in the field of gender and employment, from policy analysts to human resource managers to queer studies scholars.
This paper analyzes the dynamics of full‐time and part‐time employment over the business cycle. We first document basic macroeconomic facts on these employment stocks using the U.S. data and ...decompose their cyclical dynamics into the contributions of different flows into and out of these stocks. Second, we develop and estimate a New Keynesian search‐and‐matching model with a segmented labor market to uncover the fundamental driving forces of the cyclical dynamics of employment stocks. We find the countercyclicality of the (net) flow from full‐time to part‐time employment is essential in accounting for countercyclical patterns of part‐time employment.
Big Data's Disparate Impact Barocas, Solon; Selbst, Andrew D.
California law review,
06/2016, Letnik:
104, Številka:
3
Journal Article
Recenzirano
Advocates of algorithmic techniques like data mining argue that these techniques eliminate human biases from the decision-making process. But an algorithm is only as good as the data it works with. ...Data is frequently imperfect in ways that allow these algorithms to inherit the prejudices of prior decision makers. In other cases, data may simply reflect the widespread biases that persist in society at large. In still others, data mining can discover surprisingly useful regularities that are really just preexisting patterns of exclusion and inequality. Unthinking reliance on data mining can deny historically disadvantaged and vulnerable groups full participation in society. Worse still, because the resulting discrimination is almost always an unintentional emergent property of the algorithm's use rather than a conscious choice by its programmers, it can be unusually hard to identify the source of the problem or to explain it to a court. This Essay examines these concerns through the lens of American antidiscrimination law—more particularly, through Title VII's prohibition of discrimination in employment. In the absence of a demonstrable intent to discriminate, the best doctrinal hope for data mining's victims would seem to lie in disparate impact doctrine. Case law and the Equal Employment Opportunity Commission's Uniform Guidelines, though, hold that a practice can be justified as a business necessity when its outcomes are predictive of future employment outcomes, and data mining is specifically designed to find such statistical correlations. Unless there is a reasonably practical way to demonstrate that these discoveries are spurious, Title VII would appear to bless its use, even though the correlations it discovers will often reflect historic patterns of prejudice, others' discrimination against members of protected groups, or flaws in the underlying data. Addressing the sources of this unintentional discrimination and remedying the corresponding deficiencies in the law will be difficult technically, difficult legally, and difficult politically. There are a number of practical limits to what can be accomplished computationally. For example, when discrimination occurs because the data being mined is itself a result of past intentional discrimination, there is frequently no obvious method to adjust historical data to rid it of this taint. Corrective measures that alter the results of the data mining after it is complete would tread on legally and politically disputed terrain. These challenges for reform throw into stark relief the tension between the two major theories underlying antidiscrimination law: anticlassification and antisubordination. Finding a solution to big data's disparate impact will require more than best efforts to stamp out prejudice and bias; it will require a wholesale reexamination of the meanings of "discrimination" and "fairness."
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