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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.

The body of literature in the field now commonly known as the “quality of working life” (QWL) has grown steadily over a period in which the industrialised nations have increasingly come to question the role and status of human beings in the modern technological environment. In recent years concern with the nature of work, its impact upon people, and their attitudes towards it, seem to have sharpened. Investigation of, and experimentation with, the qualitative aspects of working life—its ability to confer self‐fulfilment directly, for example, as opposed to being a means of acquiring goods—has gained momentum under the influence of a unique set of economic, social, political and technological factors. The outpouring of books, reports and articles from a wide variety of sources has, not surprisingly, grown apace.

It is often the case that policy makers are slow to adopt the results of economic analysis in their policy formulation. Shiftworking is one of those rare cases where policymakers have seized upon something as having particular significance which economists have on the whole neglected. Robin Marris published a seminal work, The Economics of Capital Utilisation, in 1964, but it was not until the later 1970s that further substantial work was undertaken by economists and shiftworking appears to be regarded as hardly worth a mention in the standard labour economics texts. This relative neglect by economists is surprising given the significance and growth of shiftworking in a number of countries. Where data are available it is estimated for instance that, as a rough approximation, the number of workers engaged on shiftwork doubled between 1950 and the mid‐1970s. For the UK one estimate is that between 1954 and 1964 the proportion of manual employees working shifts in manufacturing industry increased from 12 to 20 per cent, and that by 1978 the figure was 34 per cent (that is approximately 1.5 out of 4.27 million employees). Shiftworking has in fact reflected a conflict of goals for the policymakers. On the one hand in both the International Labour Organisation (ILO) and the European Commission (EC) concern has been expressed at the possible harmful effects on workers of particular shiftworking patterns and proposals have been made to limit its incidence and control its form (this being particularly the case with nightwork and with the hours of women and young persons). On the other hand, concern with the growing problem of unemployment has led policymakers in other sections of these same bodies to propose an extension of shiftworking, as one particular form of work‐sharing, in order to generate jobs. The purpose of this paper is to examine the development of shiftworking for male manual workers in British manufacturing industry in order to cast some light on these issues. In particular supply equations are estimated in order to understand what factors lead workers to select this particular form of work and demand equations to determine the nature of the employer's demand for labour. These structural equations form the basis of a simultaneous system in which plant size (measured in terms of employment) is estimated as a function of shiftworking and a vector of other explanatory variables in order to determine whether in fact it is reasonable to conclude that an extension of shiftworking will generate additional jobs in Britain. Before presenting the regression results it is however necessary to examine in more detail these socio‐economic policy aspects of shiftwork, to clarify the theoretical framework and to discuss some of the problems of estimation which stem largely from data deficiencies, but also involve problems of simultaneity notably in the relationships between shiftworking, capital intensity and plant size.

In the five years that have elapsed since Sloane reported on the changing patterns of working hours in Britain, the rate of change has increased and the pattern of change has become more complex. This paper sets out to update thinking about patterns of change, proposes a research model and poses a number of research issues. Since terminology can be confusing, we start with some definitions.

This paper contributes to the literature on overeducation by empirically investigating the wage penalty of job–education mismatch among PhD holders who completed their studies in Italy; a country where the number of new doctoral recipients has dramatically increased over recent years while personnel employed in R&D activities is still below the European average. We use cross-sectional micro-data collected in 2009 and rely on different definitions of education–job mismatch such as, overeducation, overskilling, and dissatisfaction with the use of skills. We find that overeducation and skills dissatisfaction are associated with significantly lower wages but there is no wage penalty from overskilling. Furthermore, those who simultaneously report overeducation and skills dissatisfaction experience a particularly high wage penalty.

From the buying club’s perspective, the transfer of a player can be interpreted as an investment from which the club expects uncertain future benefits. This paper aims to develop a decision-oriented approach for the valuation of football players that could theoretically help clubs determine the subjective value of investing in a player to assess its potential economic advantage.

We build on a semi-investment-theoretical risk-value model and elaborate an approach that can be applied in imperfect markets under uncertainty. Furthermore, we illustrate the valuation process with a numerical example based on fictitious data. Due to this explicitly intended decision support, our approach differs fundamentally from a large part of the literature, which is empirically based and attempts to explain observable figures through various influencing factors.

We propose a semi-investment-theoretical valuation approach that is based on a two-step model, namely, a first valuation at the club level and a final calculation to determine the decision value for an individual player. In contrast to the previous literature, we do not rely on an econometric framework that attempts to explain observable past variables but rather present a general, forward-looking decision model that can support managers in their investment decisions.

This approach is the first to show managers how to make an economically rational investment decision by determining the maximum payable price. Nevertheless, there is no normative requirement for the decision-maker. The club will obviously have to supplement the calculus with nonfinancial objectives. Overall, our paper can constitute a first step toward decision-oriented player valuation and for theoretical comparison with practical investment decisions in football clubs, which obviously take into account other specific sports team decisions.

Examines employment equity legislation, initially introduced in the UK during the 1970s, along with separate legislation covering sex, race, religion and disability, together with separate enforcement bodies, and separate geographical arrangements in Britain and in Northern Ireland. Notes the role of European Community Law which takes precedence over UK law and increasingly dictates legislation changes. Claims that the period since the 1970s has witnessed growing levels of unemployment, along with a focus on de‐regulation of labour markets. Most British empirical work focuses on explaining earnings differentials using the standard Mincer human capital model with comparative neglect of employment equality issues. The fundamental question is to what extent has employment equity legislation been successful in removing labour market discrimination against minority groups. Uses a cross‐section of data from the 1994 labour force survey to attempt to explain differences in employability across various groups and to analyse the degree of occupational segregation across these same groups which remain after nearly 20 years of experience of employment equity legislation. Reviews the legislation and then estimates first, logit equations to explain employability and second, ordered probit equations to explain occupational attainment, in each case decomposing the results in order to estimate the proportion of the differential which may be explained by “discrimination”.

Nursing homes experience high nursing staff turnover. Nursing staff in nursing homes is comprised of gray and blue collar workers that include registered nurses (RNs), licensed practical nurses (LPNs), and certified nurse assistants (CNAs). The relationship between human resource management (HRM)practices, organizational culture, and nursing staff turnover is examined in underresourced (high Medicaid) nursing homes. Survey data from 348 nursing home administrators (NHAs) of USA high Medicaid (85% or higher) facilities were merged with secondary data sources for 2017–2018. The dependent variables (nursing staff turnover rates) consisted of the percentages of RNs, LPNs, and CNAs that had voluntarily quit the organization during the past year. The independent variables were: (1) HRM practices (employee-centered and high involvement practices); and (2) organizational culture: clan, market, hierarchical, and non-dominant. Organizational and market variables were controlled for. Data were modeled using Poisson log-linear regression, and propensity score weights were used to adjust for potential survey non-response bias. Results show high involvement HRM practices and having a clan culture are associated with lower RN, LPN, and CNA staffing turnover. Study findings suggest that organizational culture and HRM practices may be instrumental in reducing nursing turnover in underresourced nursing homes.