1/10/2024 0 Comments Www flexiglassIf there is an exception to the largely skeptical reaction with which innovations in human resource practices are met, it is in the response to flexible scheduling, telecommuting, and other work arrangements that give employees some control over the timing or the location of their work. Academic response to these increasingly fashionable ways of organizing work has largely been critical, and with good reason: deviations from “standard” employment relationships are often associated with lower hourly wages, fewer benefits, greater risk of unemployment, fewer chances for promotion, and reduced wage growth (e.g., Blank, 1994 Ferber and Waldfogel, 1998 Kalleberg, 2000 Kalleberg et al., 2000). In recent years, students of labor markets have turned their attention to part-time work, on-call work, independent contracting, and other “nonstandard” forms of employment, meaning those in which work is not done “on a fixed schedule-usually full-time-at the employer's place of business, under the employer's control, and with the mutual expectation of continued employment” (Kalleberg et al., 2000, p. Scholars have long understood that the structure of work-for example, the duration of the employment contract, the number of hours typically worked, or the method of compensation-affects employees' wages, opportunities for promotion, the likelihood of unemployment, and other labor market outcomes. The results contradict the notion of a “flexiglass ceiling” in wages, but also suggest that flexible work arrangements do little to reduce the gender gap in pay or the motherhood wage penalty. These wage premiums are greater in nonmanual occupations, but do not vary substantially by gender or parental status. Results indicate that flexible-work employees earn wages that are at least equal to, and often higher than, their fixed-schedule and fixed-location counterparts. This paper outlines possible sources of an association between flexible work and wages, then quantifies this association using data from the 20 Current Population Surveys (CPS). However, little is known about their career consequences or their impact on aggregate levels of gender inequality in labor market outcomes. Employment contracts that offer employees flexibility in their work schedules or locations are often touted as politically and economically viable solutions to contemporary employees' needs to balance work, leisure, and family.
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