Documents Pailhé, Ariane 11 results

"Using the European Union Statistics on Income and Living Conditions data for the year 2009, the authors evaluate how vertical and horizontal job segregation explains the differential between full-time and part-time pay for prime-age women in four European countries: Austria, Italy, Poland, and the United Kingdom. The selected countries are representative of different welfare state regimes, labor market regulations, and extents and forms of part-time employment. Full-time hourly wages exceed part-time hourly wages, especially in market-oriented economies, such as Poland and the United Kingdom. Results using the Neuman-Oaxaca decomposition methods show that most of the full-time–part-time wage gap is driven by job segregation, especially its vertical dimension. Vertical segregation explains an especially large part of the pay gap in Poland and the United Kingdom, where, more than elsewhere, part-timers are concentrated in low-skilled occupations and the wage disparities across occupations are quite large. "

"There is a growing debate in Europe about whether parental leave should be short or long. The paper evaluates the impact of short parental leave on mothers' employment status and subsequent wages, with a special focus on the part-time parental leave option. It exploits a policy reform that took place in 2004 in France and increased the incentive to prolong the maternity leave after the first birth by six months paid parental leave. Data from the fourth round of the “Generation 98 survey” (CEREQ) and both difference-in-differences and propensity score matching approaches are used to estimate the effect of the reform. The results show that full-time short paid parental leave had almost no effect on labour market participation and wages of first mothers at the global level. However, for part-time paid leave takers, the reform increases the employment rate but decreases the subsequent wages. The wages remain lower two years after child birth, especially for the most educated, who mainly choose the part-time option."

"The labour markets of the centrally planned economies of Central Europe (the former Czechoslovakia, Hungary and Poland) were divided into several segments. Using estimates taken from a two–regime model, we show that segmentation has persisted throughout the first years of systemic change. However, labour market segmentation has evolved to some extent. Firms that used to have priority now coexist alongside new activities within the primary segment (in particular, foreign firms and activities in the banking and financial sector). In this way, labour market segmentation results both in the appearance of new, formal institutions and the persistence of informal institutions left over from the past, owing to the growth in market uncertainty."

"Au-delà du débat virulent dans les milieux féministes sur l'utilisation du terme de conciliation, cet article établit un bilan de l'articulation famille-travail. Les arrangements entre famille et travail continuent à reposer majoritairement sur les femmes, de plus en plus au cours du cycle de vie. Les nouvelles organisations du travail et la segmentation du marché du travail entretiennent cette division sexuée. Les employeurs peuvent contribuer à limiter les tensions entre travail et vie familiale, notamment en permettant une organisation du travail plus souple. Mais, quelle que soit leur situation familiale, les travailleurs ne bénéficient pas du même soutien de la part de leurs entreprises : de fortes inégalités selon les secteurs et les types d'emploi persistent. "

"Demographic change and labour market developments impact significantly on the family life and work of Europeans, with far-reaching consequences for the future. The policy approach in this area has in recent years focused on increasing the employment rates of women, finding ways for both men and women to achieve a better work–life balance and, more recently, promoting a rise in birth rates. This report explores the subject of work and family life across Europe, looking at ways to find a better balance between the demands of work and family responsibilities. Based on data from the second European Quality of Life Survey (EQLS), conducted by Eurofound in 2007, the report analyses tensions between work demands and household and care tasks, against a background of different institutional settings, labour market structures and cultural factors. The findings point to the need for the introduction of measures to adjust working arrangements to the demands of family life, more equal sharing of care responsibilities between men and women, and the improvement of care services for elderly people in order to support family networks in carrying out their care responsibilities."

"Comment le travail imprègne-t-il la vie familiale et inversement ? Comment les naissances modifient-elles l'organisation des couples et le partage des rôles ? Comment s'organise-t-on quand on est une famille nombreuse ou que l'on a des horaires atypiques ? Comment les pères s'investissent-ils auprès de leurs enfants ? Pourquoi tant de femmes travaillent-elles à temps partiel ? Les femmes sacrifient-elles leur carrière pour celle de leur conjoint ? Quelles mesures les employeurs mettent-ils en place pour aider les familles ? Qui sont les salariés en bénéficiant ? Les hommes se sentent-ils autant concernés que les femmes ?

Voilà quelques-unes des questions auxquelles ce livre répond. À partir des résultats de l'enquête " Familles et employeurs ", réalisée en 2005 par l'Ined auprès d'environ 10 000 hommes et femmes et 2 700 entreprises, ses auteurs montrent la diversité et la dynamique des relations entre vie familiale et vie professionnelle. Réunissant les contributions de démographes, sociologues ou économistes, cet ouvrage confronte les déclarations des employeurs et des employés et analyse les évolutions récentes, des dispositifs officiels aux petits arrangements informels. La persistance de fortes inégalités de genre et de conditions de travail témoigne que l'équilibre entre famille et travail reste toujours à trouver.

Cet ouvrage s'adresse à toutes celles et tous ceux, chercheurs, professeurs, étudiants, acteurs politiques, directeurs des ressources humaines, gestionnaires, chefs d'entreprises, citoyens, qui s'intéressent aux interactions entre travail et famille."

"This article assesses the wage impact of different family‐friendly employer policies: in‐kind or in‐cash child‐related benefits and flexible work schedule arrangements. We use French matched employee–employer data with a rich set of indicators of family‐friendly benefits, and we pay attention to the possible endogeneity of worker–employer matching. Our results show that the provision of in‐cash or in‐kind benefits is associated with higher wages for women, while flexible work schedules have no significant effect on wages. Our results lead us to reject the hypothesis of compensating wage differentials: women do not appear to face a trade‐off between wages and a better work–life balance. Our findings are more in line with the enhancing productivity theory: in‐kind benefits reduce the time devoted to household activities and alleviate conflict between professional life and family life, thereby improving women's work effort and productivity. This is not the case for flexible work arrangements, which may be perceived as negatively related to workers' commitment to their job."

"We examine how far the over-representation of women in part-time jobs can explain the gender gap in hourly earnings, and also investigate how far wage-setting institutions are correlated with the overall gender wage gap and the female part-time wage gap. Using European Union Statistics on Income and Living Conditions (EU-SILC) 2009 data for 11 European countries, we implement a double decomposition of the gender wage gap: between men and women employed full-time and between full-time and part-time working women. This shows that the wage penalty of women employed part-time occurs mainly through the segregation of part-time jobs, but the full-time gender pay gap remains mostly unexplained. At the macro level, the gender wage gap tends to be higher in countries where part-time employment is more widespread. Some wage-setting institutions seem to reduce the female full-time/part-time pay gap and the gender gap among full-time workers."