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We use Cross-National Equivalent File (CNEF) data from the United States and Great Britain to investigate the association between adults’ health and the income inequality they experienced as children up to 80 years earlier. Our inequality data track shares of national income held by top income percentiles from the early 20th century. We average those data over the same early-life years and merge them to CNEF data from both countries that measure self-reported health of individuals between 1991 and 2007. Observationally, adult men and women in the United States and Great Britain less often report being in better health if inequality was higher in their first five years of life. Although the trend in inequality is similar in both countries over the past century, the empirical association between health and inequality in the United States differs substantially from the estimated relationship in Great Britain. When we control for demographic characteristics, measures of permanent income, and early-life socio-economic status, the health–inequality association remains robust only in the U.S. sample. For the British sample, the added controls drive the coefficient on inequality toward zero and statistical insignificance.

The adoption of telephone-delivered mental health services (TDMHS) for scaling collaborative care or addressing access to mental health services in routine primary care practice is gradual despite the needs of the population. Although there are multi-level factors associated with efficient implementation of collaborative care, there is limited understanding of clinicians’ perceptions, experiences and acceptability providing mental health treatment exclusively over the telephone. The purpose of this paper is to explore behavioral health clinicians’ delivery of mental health services over the telephone within primary care settings.

This qualitative study explored behavioral health professionals’ perceptions and experiences providing remote, TDMHS. Convenience sampling was used to recruit 11 clinicians in New York, California and Arizona who provided collaborative care services to patients exclusively over the telephone. Semi-structured interviews were conducted, and analyzed using qualitative content analysis methods.

Three main themes and associated subthemes emerged from the analyses. The first theme was participants’ perceptions of TDMHS prior to implementation relating to patient characteristics, patient engagement and comparison to in-person therapy. The second main theme identified was participants’ experiences implementing TDMHS with subthemes relating to benefits, quality of care, gaps in care and concerns implementing TDMHS. The final theme that emerged from the analysis was participants’ perceived acceptability of TDMHS by patients.

The small sample size limits the generalizability of these findings.

Mental health services delivered over the telephone are perceived as feasible and acceptable by behavioral health clinicians.

This study contributes to gaps in research about behavioral health clinicians’ beliefs, uptake and acceptability toward mental health services delivered exclusively over the telephone.

The purpose of this paper is to test empirically whether there exist spillover externalities in job satisfaction, i.e., to test whether individual-level job satisfaction is affected by the aggregate job satisfaction level in a certain labor market environment.

The authors use a linear-in-means model of social interactions in the empirical analysis. The authors develop an original strategy, motivated by the hierarchical models of social processes, to identify the parameters of interest. BHPS and WERS datasets are used to perform the estimations both at the establishment and local labor market levels.

The authors find that one standard deviation increase in aggregate job satisfaction leads to a 0.42 standard deviation increase in individual-level job satisfaction at the workplace level and a 0.15 standard deviation increase in individual-level job satisfaction at the local labor market level. In other words, the authors report that statistically significant job satisfaction spillovers exist both at the establishment level and local labor market level; and, the former being approximately three times larger than the latter.

First, this is the first paper in the literature estimating spillover effects in job satisfaction. Second, the authors show that the degree of these spillover externalities may change at different aggregation levels. Finally, motivated by the hierarchical models of social processes, the author develop an original econometric identification strategy.

The purpose of this paper is to describe the hypothesis of effort‐based career opportunities as a situation in which profit maximising firms create incentives for employees to work longer hours than the bargained ones, by making career prospects depend on working hours. The paper aims to test some implications of this hypothesis using UK data.

The empirical analysis uses the British Household Panel Survey (BHPS) and panel data estimators to investigate the existence of a robust correlation between working hours and workers' expected probability of promotion in the current job.

The analysis shows the existence of a robust positive correlation between working time and workers' expected likelihood of promotion in the BHPS data even when controlling for several individual characteristics and for workers' unobserved heterogeneity.

Although the paper uses panel data, the BHPS does not allow for the identification of the firms in which individuals work, and therefore to control for firm fixed effects. Employer‐employee datasets would have allowed a better assessment of the hypothesis.

The paper provides a theoretical explanation for the empirically observed positive association between working time and expected promotion probability and, unlike previous papers that used pooled OLS estimates, it exploits the panel structure of BHPS data to control for individual unobserved heterogeneity.

Aims to provide new evidence about gender differentials in domestic work time, market work time and total work time, that updates the evidence provided by Jenkins and O'Leary in 1997 and Layte in 1999 using UK time‐budget surveys.

Investigates gender differentials in work times using the British Household Panel survey (BHPS). The BHPS is a nationally representative longitudinal data set consisting of some 5,500 households (and 10,000 individuals) first interviewed in the autumn of 1991 and followed and re‐interviewed every year subsequently.

The picture that emerges from the BHPS data is a rather “traditional” and well‐known one. On average, women (be them married or single) work more at home and less in the labour market than men. The comforting side of this pessimistic conclusion, is that the trends in domestic and paid work time over the 1990s show a narrowing in the gender differentials, thanks mainly to the changing behaviour of women and not of men.

An important message that seems to emerge is that women are far more flexible than men. That is, men hardly react or change their behaviour in front of (certain) situations that clearly affect women's time allocation decisions (e.g. presence of children, cohort effects). Finally, the paper identifies and characterises the men who do better at home in relative terms: the “new” men.

The purpose of this paper is to explore the relationship between family migration (i.e. couples with or without children moving home) and social stratification in Britain. The purpose of this paper is to explore the effects of family migration on social stratification using contemporary large‐scale nationally representative data.

The paper investigates data from the British Household Panel Survey (BHPS). This is a nationally representative large‐scale longitudinal dataset which tracks a panel of British households and collects interview data annually.

The paper found a weak relationship between moving house and employment status. Long‐distance migration had a different effect for males and females when prior employment was considered. There was not relationship between migration and female occupational position, but a small effect for men when the move was for reasons related to their own employment. Generally, migration had a positive effect on the family's social class position.

The paper illustrates that longitudinal data are highly beneficial for analyses of family migration as they provide a temporal location for the move.

This is an original set of analyses of contemporary large‐scale nationally representative longitudinal data.

We analyse the dynamics of social assistance benefit (SA) receipt among working-age adults in Britain between 1991 and 2005. The decline in the annual SA receipt rate was driven by a decline in the SA entry rate rather than by the SA exit rate (which also declined). We examine the determinants of these trends using a multivariate dynamic random effects probit model of SA receipt probabilities applied to British Household Panel Survey data. We show how the model may be used to derive year-by-year predictions of aggregate SA entry, exit and receipt rates. The analysis highlights the importance of the decline in the unemployment rate over the period and other changes in the socio-economic environment including two reforms to the income maintenance system in the 1990s and also illustrates the effects of self-selection (‘creaming’) on observed and unobserved characteristics.

The purpose of this paper is to investigate how changes in the distribution of pre retirement labour earnings affect post‐retirement income in the UK.

The authors estimate a PROBIT model and perform a counterfactual simulation to assess the effects of changes in the earnings distributions on pensions in the UK. The paper uses data from the British Household Panel Survey (BHPS).

The distribution of labour earnings before retirement plays a considerable role in the pension distribution of current retirees, particularly for low and medium incomes in the period 1991‐2007 for the UK. Improvements in Social Security have lifted many out of poverty; however there is still a gender gap as it is found that the current system of public and private schemes has not substantially improved pension income dispersion among women. On the other hand, changes in labour earning distributions have benefited more poor female pensioners than male.

The paper uses BHPS data, which is a longitudinal panel of survey questions made to UK households between 1991 and 2007. The level of detail of such data allows the study of the complete distributions of pre and post retirement income rather than focussing only on some measures of dispersion.

It is known that the self‐employed are generally more satisfied than salaried workers. The aim of this paper is to test whether this phenomenon is particularly found for the first‐generation self‐employed.

French and British panel data are analysed, which include information on various measures of job satisfaction, and the respondent's parents' occupation. Job satisfaction regressions were run in which the first‐ and second‐generation self‐employed were distinguished between.

The study finds that first‐generation self‐employed (those whose parents were not self‐employed) are more satisfied overall than are the second‐generation self‐employed. The findings are consistent between the British and French data.

While the results are the same in the two countries considered, further validation work should extend the analysis across countries. While the authors are fairly sure that the second‐generation self‐employed do worse, they cannot precisely distinguish between comparison to one's parents, constrained occupational choice, and selection effects due to lower barriers to self‐employment entry.

The authors believe that this is one of the first papers to distinguish between types of self‐employed in terms of their higher satisfaction. The finding that parents' labour force status continues to have a significant impact on their children's job satisfaction argues for a more systematic consideration of intergenerational factors in the analysis of labour markets.

A small literature has shown that individual wellbeing varies with the price of company stock, but it is unclear whether this is due to wealth effects amongst those holding stock, or more general effects on sentiment, with individuals taking rising stock prices as an indicator of improvements in the economy. The authors contribute to this literature by using two data sets to establish the relationship between share prices on the one hand and worker wellbeing on the other.

First, the authors use over 20 years of British panel data to show that employee happiness and job satisfaction moves with share prices among those whose pay is partly determined by company fortunes. The authors then examine share price movements and employee stock holding in a single corporation and provide suggestive evidence that an increase in the firm’s stock price increases the well-being of those who belong to its employee share purchase plan (ESPP). These effects are greatest among those making the largest monthly contributions to the program who have the most to gain (or lose) from stock price fluctuations. There is also tentative evidence that the well-being effects of a higher share price are larger for those who hold more shares. Taken together these results suggest that, although stock price movements have little effect on well-being in the population at large, the well-being of those holding stock in their own company rises when the price of that stock is higher, suggesting the effects of share prices work at least partly via changes in wealth.

Taken together these results suggest that the wellbeing effects of share prices work at least partly via changes in wealth.

The authors cannot be certain that the job satisfaction movements they see are causally linked to share plan participation and bonus receipt. Future research might fruitfully examine the mechanisms at play, and whether the effects identified here are linked to differences in employee motivation and effort over the business cycle.

Firms may wish to consider the appropriateness of linking their workers’ pay to firm performance through share plans or profit shares to establish whether this improves worker wellbeing.

The utility of workers may increase where firms offer some compensation via a share plan or profit share.

The literature suggests a link between share price movements and worker wellbeing, but the reasons for the link are contested. Using two very different data sources, the authors are able to show that share price increases induce higher worker wellbeing, at least in part, through wealth effects.