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The purpose of this paper is to examine the impact of National Rural Employment Guarantee Scheme (NREGS) on farm sector wage rate. This identification strategy rests on the assumption that all districts across India would have had similar wage trends in the absence of the program. The author argues that this assumption may not be true due to non-random allocation of districts to the program’s three phases across states and different economic growth paths of the states post the implementation of NREGS.

To control for overall macroeconomic trends, the author allows for state-level time fixed effects to capture the differences in growth trajectories across districts due to changing economic landscape in the parent-state over time. The author also estimates the expected farm sector wage growth due to the increased public work employment provision using a theoretical model.

The results, contrary to the existing studies, do not find support for a significantly positive impact of NREGS treatment on private cultivation wage rate. The theoretical model also shows that an increase in public employment work days explains very little of the total growth in cultivation wage post 2004.

This paper looks specifically at farm sector wage growth and the possible impact of NREGS on it, accounting for state specific factors in shaping farm wages. Theoretical estimates are presented to overcome econometric limitations.

The Public Bodies (Joint Working) (Scotland) Act 2014 set the framework for the integration of adult health and social care services. Teams, organisations and sectors are now required to work in partnership and interdependently to deliver shared outcomes for the people they serve. The purpose of this paper is to explore any features, practices and behaviours that could influence effective partnership working across sectors.

A questionnaire was designed and distributed to a range of stakeholders working in health, social care and the third sector. With reference to the changing health and social care reform agenda, the aims of the survey were to gather views, experiences and perceptions of working across sectors, and any workforce development needs.

The majority of respondents were from the NHS (80.3 per cent, 118/147), and experiences were largely drawn from those working with the third sector. The utility of working with the third sector was positively highlighted; however, there were limited opportunities to fully engage. Whilst formal education and training was welcomed, workforce development needs were mostly related to fostering relationships and building mutual trust.

This paper highlights views, perceptions, enablers and barriers to integrated care in Scotland. Whilst the Scottish integration landscape is currently not fully fledged, insights into prevailing attitudes towards integrated care, by a cohort of the Scottish health and care workforce, are offered. In particular, reflections by the NHS workforce to working with third sector services are discussed.

Organizational life and policy making is increasingly conceived in terms of a “three sector” model – public, private and “third”. The purpose of this research paper is to examine a little‐studied phenomenon that increasingly characterises societies in both the “developed” and the “developing” worlds. It aims to argue that these “sectors” have permeable boundaries, and that increasing numbers of activists and professionals operate across such boundaries, with important implications for policy and work.

The research paper reports on a set of new ethnographic life‐work history data from the UK, Bangladesh and Philippines to explore experiences of people who cross between, or straddle, the third sector and the public sector.

The paper constructs a preliminary typology of boundary crosser archetypes for purposes of further analysis. This is based on motivations and levels of boundary crossing. Boundary crossing of this kind is linked with the concept of “work role transition”, and with the micro‐politics of policy contention.

The paper concludes by suggesting that such work may offer new practical insights into strengthening the capacity of both third sector and government agencies.

The paper aims to be original in opening up this new topic for further discussion (and in particular problematizing the idea of sector boundaries), and through using the life history method to as part of organisational ethnography.

The purpose of this paper is to examine the factors that affect a person's choice to work in a specific sector to understand the overrepresentation of women in the nonprofit sector in the USA.

This study views a sector choice of prime-age salaried workers as a three-way choice among for-profit, nonprofit, and public sectors. One's choice of employment sector in this study depends on extrinsic and intrinsic motivations, and is also shaped by structural factors. These benefits, in turn, tend to be determined by individual characteristics. Consequently, this study estimated the endogenous switching regression of earnings and sector choice.

Results from 2003 to 2007 Current Population Survey (CPS) September supplement data indicate that the so-called “feminine” industries are concentrated in the nonprofit sector, and this gendered industry structure attributes to women's overrepresentation in the sector. The results also suggest that women with more education and experience may choose nonprofit jobs over jobs in the other sector while nonprofit employment is generally associated with negative wage differentials.

This study does not model employers’ behaviors while gender segregation and discriminatory hiring practices may have contributed to women's overrepresentation in the nonprofit sector due to the lack of employer-side information in CPS. Consequently, the estimation of sector choice without employer information is likely to suffer from an endogeneity problem.

This study highlights the factors affecting the concentration of women in the nonprofit sector. Nonprofit organizations may use the information to better understand their employees.

The findings suggest that women's sector choice is largely embedded in the industry structure of the nonprofit sector.

This study examines a sector choice of prime-age salaried workers as a three way choice, instead of a binary choice, among for-profit, nonprofit, and public sectors, which reflects the reality better. Further, this study contributes to the literature on nonprofit employment by testing the impact of nonprofit status on an individual's earnings. Lastly, this study contribute to understanding women's overrepresentation in the nonprofit sector by examining both the structural and utilitarian aspects of sector choice.

The purpose of this paper is to study the perceived job quality and job satisfaction among third-sector employees and compare job quality in the third, public and private sector.

The study is based on the quality of work life (QWL) survey data gathered by Statistics Finland. The QWL data are complemented with data set collected among third-sector employees. In the sector comparisons percentage shares were used to compare different dimensions of job quality between the sectors. Regression analysis was used to control the structural labour market differences between the sectors.

The results show that job quality in the third sector differs substantially from that in both the public and private sectors. Employees in the third sector are less satisfied with their jobs than others. They perceive their work more autonomous than others. Compared to private-sector employees, third-sector employees perceive their jobs as less insecure. They also report more intensity and qualitative insecurity than employees in other sectors.

The sample consist only trade union members. The generalisability of results to non-unionized employees may be limited.

Previously it has been stated that third-sector employees enjoy greater job satisfaction due to intrinsic work benefits related to non-profit work. There is, however, small number of empirical studies trying to compare systematically job quality between the sectors. The present analysis contradicts the previous findings of higher job satisfaction in the third sector.

The purpose of this paper is to investigate how trade unions may address the questions of inclusion of vulnerable employees in low-wage “anchored” sectors in the European Union.

The findings presented in the paper are mainly results of the analysis of stakeholder policies and strategies on the national level and on the European level, including both desk research and interviews with social partner representatives and other experts in the sectors as well as company case studies carried out in the examined countries in three selected sectors: cleaning, waste collection and catering.

The main findings of the paper refer to the indirect way in which trade unions try to promote the inclusion of vulnerable groups in the examined sectors. On this basis are formulated policy recommendations.

The paper is based on case study research that does not cover all possible “anchored” services, vulnerable groups and types of countries, according to their employment and social models.

This paper formulates practical recommendations to European trade unions in the services.

The originality of the paper is related to comparative research focused on services sectors and the consequences of the spatial reorganisation of sectors for the trade union actions.

The purpose of this paper is to identify the students’ attitudes towards private sector work during study.

This study used a comprehensive social survey (including questionnaire and interviewing) distributed to experts in departments and colleges in King Saud University and Princess Nora University.

This study found that students’ attitudes can be influenced by the financial and social security achieved through private work during study, and the personal development of job skills. Whereas society’s inferior view to private work, study and working hours’ conflicts, and the insufficient information about private work during study are some of the negative factors that influence their attitudes. It also emphasised the role of the private sector in influencing such attitudes by advertising job opportunities for students, giving them flexible work hours and providing training programmes. This study concludes with a proposal suggesting how to modify students’ attitudes towards private sector work during study.

This paper identifies the students’ attitudes towards private sector work during study and suggests a proposal that contributes to support students’ positive attitudes and adjust the negative ones; thus, helping to reduce the unemployment rate among young people.

Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing politics of employment relations beyond and within the nation state, against a background of concern in the developed economies at the erosion of relatively advanced conditions of work and social welfare through increasing competition and international agitation for more effective global labour standards. Divides this concept into two areas, addressing the erosion of employment standards through processes of restructuring and examining attempts by governments, trade unions and agencies to re‐create effective systems of regulation. Gives case examples from areas such as India, Wales, London, Ireland, South Africa, Europe and Japan. Covers subjects such as the Disability Discrimination Act, minimum wage, training, contract workers and managing change.

The paper aims to provide insights into the influence of COVID-19 on employee engagement and ergonomics in the banking sector. The purpose of this study is understood from the perspective of impact of the pandemic on banking employees.

Data for the study are collected from the employees working in the banking sector of India. The study applied the partial least squares (PLS) method of analysis to understand the relationship between employee engagement and ergonomics in the banking sector.

The findings of the study suggest results with regards to change in the perception of the employees in the bank and its influence on the work ergonomics due to pandemic. The findings indicate that banks need to develop measures and strategies for improving employee engagement programs and work ergonomics at banks.

The study is confined to the banking employees working in a specific region. Therefore, future research could focus more on the influence of Covid-19 on the organizational culture of the banking system and provide insight into this direction of research.

This study provides directions for human resource management for developing effective practices for improving the performance of the employees in the banking sector.

This study offers support to the banking sector by providing insights into how it can improve the working environment and, thereby, enhance working in the banking sector.

This is the study that attempts to provide insights into how ergonomics is important for working in the banking sector, especially during a pandemic. The findings provide important implications for the banking sector and improve work ergonomics.

This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction.

Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees.

This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources.

While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country.

A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework.

This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.

Este artículo compara la satisfacción laboral en los sectores público y privado y el papel mediador de varias demandas y recursos laborales en la relación entre el sector laboral y la satisfacción laboral.

Basándonos en el modelo Demandas del Trabajo-Recursos (JD-R), argumentamos que las diferencias en la satisfacción laboral se explican en gran medida por las características del trabajo que se ofrece en cada sector. Los datos proceden de la Encuesta de Calidad de Vida Laboral (ECVT), una muestra representativa de 6.024 empleados públicos y privados españoles.

El estudio reveló que los empleados públicos estaban más satisfechos que los privados. Esta relación estaba parcialmente mediada por las exigencias del trabajo y los recursos laborales, lo que significa que los sectores de empleo público y privado ofrecían condiciones de trabajo diferentes. Los empleados públicos, en general, tenían menos exigencias y más recursos laborales que los privados, lo que dio lugar a diferentes niveles de satisfacción laboral. Además, la mediación parcial indicó que los empleados públicos están más satisfechos que los privados, a pesar de tener en cuenta varias demandas y recursos laborales.

Si bien los resultados de este estudio ponen de manifiesto la importancia relativa de las exigencias y los recursos del puesto de trabajo a la hora de afectar a la satisfacción laboral de los empleados públicos y privados, la generalización de los resultados a otros países debería ser limitada, ya que el estudio sólo utilizó datos de un único país.

Una parte importante del efecto positivo sobre la satisfacción laboral de los empleados públicos se canaliza a través de los niveles más bajos de trabajo rutinario y el menor número de horas de trabajo exigidas y a través de mejores recursos laborales como un salario más alto, más teletrabajo, mayores perspectivas en el trabajo y más utilidad de la formación. Para mejorar la satisfacción laboral, es evidente que los directivos deben prestar especial atención a aspectos como el trabajo rutinario, el horario laboral, la formación y el teletrabajo.

Este artículo contribuye a la comprensión de cómo varias exigencias y recursos del trabajo desempeñan simultáneamente un papel mediador en la explicación de la relación entre el sector del empleo y la satisfacción laboral.

Este artigo compara a satisfação profissional nos sectores público e privado e o papel mediador de várias exigências e recursos de emprego na relação entre o sector do emprego e a satisfação profissional.

Com base no modelo Job Demands-Resources (JD-R), defendemos que as diferenças na satisfação no emprego eram em grande parte explicadas pelas características do emprego fornecidas em cada sector. Os dados provêm do Inquérito à Qualidade da Vida Profissional (QWLS), uma amostra representativa de 6.024 funcionários públicos e privados espanhóis.

O estudo revelou que os funcionários públicos estavam mais satisfeitos do que os privados. Esta relação foi parcialmente mediada por exigências e recursos de emprego, o que significa que os sectores público e privado de emprego proporcionavam condições de trabalho diferentes. Os funcionários públicos, em geral, tinham menos exigências e mais recursos de emprego do que os privados, o que resultou em diferentes níveis de satisfação no emprego. Além disso, a mediação parcial indicou que os funcionários públicos estão mais satisfeitos do que os privados, apesar de contabilizarem várias exigências de emprego e recursos laborais.

Embora os resultados deste estudo tenham salientado a importância relativa das exigências e dos recursos do emprego para a satisfação dos trabalhadores públicos e privados, a generalização dos resultados para outros países deve ser limitada, uma vez que o estudo apenas utilizou dados de um único país.

Uma parte significativa do efeito positivo na satisfação profissional dos funcionários públicos é canalizada através dos níveis mais baixos de trabalho de rotina e do menor número de horas de trabalho necessárias e através de melhores recursos laborais, tais como salários mais elevados, mais teletrabalho, maiores perspectivas no trabalho, e mais utilidade na formação. Para melhorar a satisfação profissional, é evidente que os gestores devem prestar especial atenção a coisas como o trabalho de rotina, horas de trabalho, formação, e teletrabalho.

Este artigo contribui para a compreensão de como várias exigências e recursos laborais desempenham simultaneamente um papel de mediação na explicação da relação entre o sector do emprego e a satisfação profissional.