By Bruce Kaufman, David Lewin
Advances in business and hard work family is a refereed examine quantity released each year or biannually. even supposing the sequence is designed to target commercial relatives matters, the editors welcome articles from students in assorted disciplines, similar to economics, legislations, heritage, organizational habit, psychology, and sociology. The sequence welcomes manuscripts which may be a little bit longer than is the case with such a lot journals, mostly in order that authors can discover their respective themes extra deeply.
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Additional resources for Advances in Industrial and Labor Relations, Volume 13
The authors do not distinguish between those FSAs who work part-time and those who work full-time. c Includes all those who do not fall into any of the categories of FSAs listed in the second column and who are not self-employed. Thus, this category presumably includes short-term hires as well as regular employees. d Employed by firms in the Temporary Services industry, which includes leased workers as well as agency temporaries. b The Effects of Using Alternative Types of Stafﬁng Arrangements Segal & Sullivan (1997a) 35 36 CYNTHIA L.
GRAMM AND JOHN F. SCHNELL Author(s) Data from the Displaced Worker Supplements to the February 1994 & 1996 Current Population Surveys matched to CAEAS in the subsequent years (1995 & 1997). Feldman, Doerpinghaus & Turnley (1995) Survey of 186 agency temporaries employed by 7 temporary help supply firms. 1995 CAEAS Hipple & Stewart (1996) Houseman (2001b) Houseman & Polivka (1998) James (1998) Jarmon, Paulson, & Rebne (1998) Kalleberg et al. (1997) Upjohn Institute’s survey of a national stratified random sample of private sector establishments.
B Bureau of Labor Statistics (1995). et al. (1997). b Kalleberg virtually all work arrangements except work as full-time regular employees. Others characterize contingent work as jobs with a variety of negative attributes, including low prospects for long-term employment, unpredictable hours, and lack of access to benefits. Such broad definitions result in groupings that are too heterogeneous to be theoretically or empirically useful. S. , 1997). Table 2 summarizes the BLS definitions as well as an alternative definition offered by Kalleberg et al.
Advances in Industrial and Labor Relations, Volume 13 by Bruce Kaufman, David Lewin