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Starting with a comparative assessment of different welfare regimes and political economies from the perspective of gender awareness and “pro-women” policies, this chapter identifies the determinants of cross-national variation in women's chances of being in a high-status occupation in 12 West European countries. Special emphasis is given to size and structure of the service sector, including share of women in public employment and structural factors such as trade union density and employment protection. The first level of comparison between men and women concentrates on gender representation in the higher echelons of the job hierarchy, while the second section extends the scope of analysis, comparing women in high-status occupations and low-wage employment in order to allow for a more nuanced study of gender and class interaction. The first analysis is based on European Social Survey data for the years 2002, 2004, 2006, and 2008, capturing recent trends in occupational dynamics. Results indicate that in general a large service sector and a high trade union density enhance women's chances of being in high-status occupations, while more specifically a large public sector helps to reduce channeling women into low-wage employment. Thus, equality at the top can well be paired with inequality at the bottom, as postindustrial countries with a highly polarized occupational hierarchy such as the UK show.

This chapter assesses how gender and disability status intersect to shape employment and earnings outcomes for working-age adults in the United States.

The research pools five years of data from the 2010–2015 Current Population Survey to compare employment and earnings outcomes for men and women with different types of physical and cognitive disabilities to those who specifically report work-limiting disabilities.

The findings show that people with different types of limitations, including those not specific to work, experienced large disparities in employment and earnings and these outcomes also varied for men and women. The multiplicative effects of gender and disability on labor market outcomes led to a hierarchy of disadvantage where women with cognitive or multiple disabilities experienced the lowest employment rates and earnings levels. However, within groups, disability presented the strongest negative effects for men, which created a smaller gender wage gap among people with disabilities.

This chapter provides quantitative evidence for the multiplicative effects of gender and disability status on employment and earnings. It further extends an intersectional framework by highlighting the gendered aspects of the ways in which different disabilities shape labor market inequalities. Considering multiple intersecting statuses demonstrates how the interaction between disability type and gender produce distinct labor market outcomes.

Discusses the long existing and confusing problems of establishing the relationship of who is, and who if not, a dependent worker. Reflects developments which have occurred in British law as it affects the employment field, plus an evaluation and analysis of some of the different types of employment relationships which have evolved by examining, where possible, the status of each of these relationships. Concludes that the typical worker nowadays finds himself in a vulnerable position both economically and psychologically owing to the insecurity which exists.

The purpose of this paper is to examine the effect of biased technology on employment distribution and labor status in income distribution of China. It also testifies a threshold effect of the capital per labor and employment distribution on labor status from biased technology.

This paper presents a normalized supply-side system of three equations to measure the bias of technology in China. Linear and threshold regressions approaches are applied over cross-province panel data to investigate the influence which biased technology has on labor status under different capital per labor and employment distribution regimes.

This paper empirically shows that technology has been mostly capital-biased in China. The regression results indicate that capital-biased technology impairs labor income status and tend to modify employment distribution and labor income between industries. Furthermore, it reveals the threshold effect of capital per labor and employment distribution on the relationship between biased technology and labor status.

This paper extends the literature by explaining labor status from the perspective of biased technology and the effect of inter-industry employment distribution in China. It further explores the asymmetric effect of biased technology on labor productivity and income, which promotes inter-industry labor mobility and modifies employment distribution. This paper highlights the implications of this explanation for labor relations and human resource management.

The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities.

The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment status. OLS regression analysis was used for hypothesis testing.

Findings indicated that fully utilized permanent employees show the highest level of life satisfaction while unemployed persons searching for work have the lowest levels of life satisfaction and the highest levels of perceived workplace discrimination. Permanent employees whose skills are greatly underutilized show the second‐lowest level of life satisfaction and equally high perceived workplace discrimination as unemployed persons. Non‐participants in the labor force show life satisfaction levels similar to those of permanent moderately underutilized employees as well as temporary employees, but report relatively little workplace discrimination.

The study links vocational status to the psychological well‐being of persons with disabilities in a large representative sample covering the full spectrum of disability types and occupational statuses. As such, it validates conclusions from smaller studies examining single organizations or focusing on workers with specific types of disabilities.

This paper evaluates how the first job when individuals entered the labor market affects the probability of youth being currently employed in formal or informal work in Bangladesh.

The analysis is based on data from the ILO School-to-Work Transition Surveys. The authors use a full-information maximum likelihood approach to estimate a two-equation model, which accounts for selection into the labor market when estimating the impact of entry status on current work outcomes. The main equation outcome follows a multinomial distribution thus avoiding a priori assumptions about the level of individual’s utility associated with each work status.

The authors find that entering the labor market in a vulnerable employment position (i.e. contributing family work or self-employment) traps into vulnerable employment and prevents the transition to both informal and, especially, formal paid work. This finding holds when accounting for endogeneity of the entry status and it is valid both in the short and in the long run. Young women are less likely to enter the labor market, and once entered they are less likely to access formal paid wok and more likely to being inactive than young men. Low education anticipates the entry in the labor market, but it is detrimental for future employment prospects.

The findings indicate the presence of labor market segmentation between vulnerable and non-vulnerable employment and suggest the endpoint quality of the school-to-work transition is crucial for later employment prospects of Bangladeshi youth.

Drawing on the exchange model and the multidimensional approach to job insecurity, the purpose of this paper is to assess the relationship between perceived incivility and two possible outcomes: job insecurity and employee deviance, while differentiating between two separate groups of targets, namely targets who possess high employment status and targets with low employment status.

Data were collected in 2014 in Israel. An on-line questionnaire method was used, through which 648 valid responses were collected and analyzed using structural equational modeling.

H1 and H2 maintained that incivility would have a positive impact on job insecurity and employee deviance. The other three hypotheses maintained that the perception of incivility, as well as the relationship between incivility and both job insecurity and employee deviance, would be stronger for employees working under less favorable employment conditions. The model’s fit indices indicated a good fit, suggesting that all five hypotheses were accepted.

This study elaborates on previous studies by showing that incivility can predict job insecurity and employee deviance. Data related to the potential deviant outcomes of incivility are relatively rare. Additionally, the current research framed incivility, which is a micro-level behavior, in a wider context of employment relations. As precarious employment arrangements are on the rise, it is necessary to understand its hidden implications and threats to both employees and organizations. From a methodological point of view, this study introduced a shorter version of Robinson and Bennett’s (1995) workplace deviance scale, which pertains to the authors’ theoretical model.

Employment rates fell dramatically between March and April 2020 as the initial shock of the COVID-19 pandemic reverberated through the US labor market. This paper uses data from the CPS Basic Monthly Files to document that the employment decline was particularly severe for immigrants. Historically, immigrant men are more likely to work than native men. The pandemic-related labor market shock eliminated the immigrant employment advantage. After this initial precipitous drop, however, the employment recovery through June 2021 was much stronger for immigrants, and particularly for undocumented immigrants. The steep drop in immigrant employment at the start of the pandemic occurred partly because immigrants were less likely to work in jobs that could be performed remotely and suffered disproportionate employment losses as only workers with remotable skills were able to continue working from home. The stronger employment recovery of undocumented immigrants, relative to that experienced by natives or legal immigrants, is mostly explained by the fact that undocumented workers were not eligible for the generous unemployment insurance (UI) benefits offered to workers during the pandemic.

This study empirically investigates the difference in employment status between marriage immigrants and native women in Taiwan based on a combined dataset from the 2003 Survey of Foreign and Mainland Spouses’ Life Status and 2003 Women’s Marriage, Fertility and Employment Survey. The conceptual framework is based on the family labor supply model, the human and social capital theories, and the immigrant assimilation theory. From the Probit model of the employment probability, our findings indicate that family background variables, including the presence of small children and husbands’ characteristics, play fairly significant roles in determining the employment probability of marriage immigrants. As for native women, human capital variables such as schooling and age are the most significant factors affecting their employment probability, while husbands’ characteristics play a less important role in this respect. The finding that the employment probability of foreign spouses rises rapidly with the number of years that have elapsed since migration may confirm the employment assimilation for marriage immigrants. This study further applies the nonlinear decomposition analysis developed in the work of Yun (2004) to examine the gap in employment probability between native women and foreign spouses in Taiwan. Our findings show that the employment probability differentials are mostly due to the difference in coefficients and that the effects of the two age variables play dominant roles. The difference in coefficients, in sum, contributes to increasing the gap of employment probability, while the difference in characteristics, in sum, tends to reduce the employment probability differentials.

The purpose of this paper is to investigate the association of social networks with being in work, contrasting those under age 50 with those over 50 years.

A case study is undertaken of a local labour market in Scotland. Data were collected by interview using a semi‐structured questionnaire from 194 people divided into four groups. Data include information on individuals' socio‐economic characteristics and on their networks. A four‐way comparison is made by age and employment status.

Those in work have denser social networks populated with members with higher social and human capital. For those over 50 years, the more contacts one has with higher prestige employment positions (a proxy for social capital), and the stronger the ties with these contacts, the more likely that one is to be in employment. For those under 50 years, their own qualifications and the number of contacts are important.

This work adds to both research on employability and social networks.

The over 50s tend to be the age group that is most likely to be not in employment and as populations age there is a need to ensure that barriers to employment against those over 50 are reduced. Finding routes to reduce unemployment will also help combat social exclusion.

This is in the combination of a social network approach with age cohort analysis to give insight into how social capital is associated with being in employment.