Sara Connolly

Moving Down: Women's Part - Time Work and Occupational Change in Britain 1991-2001

The UK`s Equal Opportunities Commission has recently drawn attention to the `hidden brain drain` when women working part-time are employed in occupations below those for which they are qualified. These inferences were based on self-reporting. We give an objective and quantitative analysis of the nature of occupational change as women make the transition between full-time and part-time work. We construct an occupational classification which supports a ranking of occupations based on the average level of qualification of those employed there on a full-time basis. Using the NESPD and the BHPS for the period 1991-2001 we show that perhaps one-quarter of women moving from full- to part-time work move to an occupation at a lower level of qualification. Over 20 percent of professional women downgrade, half of them moving to low-skill jobs; two-thirds of nurses leaving nursing become care assistants; women from managerial positions are particularly badly affected. Women remaining with their current employer are much less vulnerable to downgrading, and the availability of part-time opportunities within the occupation is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-level occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.

Feature: The Price of Reconciliation: Part-Time Work, Families and Women's Satisfaction

While the gender pay gap has been narrowing for women in full-time jobs the pay penalty for the 40% of women who work part-time has risen, reflecting the growing polarisation of part-time jobs in low-wage occupations. A further dimension is that women often experience downgrading from higher-skill full-time into lower-skill part-time occupations. As women reorganise their working lives around the presence of children their reported hours and job satisfaction are highest in part-time work, but life-satisfaction is scarcely affected by hours of work. This Feature explores these issues and their challenge for economic efficiency as well as gender equity. Copyright 2008 The Author(s). Journal compilation Royal Economic Society 2008.

Managing the house: the Presidency, agenda control and policy activism in the European Commission

ABSTRACT Although the importance of international organizations is well-established, the specific contribution made to their policy outputs by administrative as opposed to political actors is rarely investigated. Still less attention is paid to how intra-organizational factors within international administrations affect the latter’s capacity to influence those outputs. Even in the case of the European Union, where the European Commission’s power over decisional outputs has been a long-standing interest, this issue has not been fully explored. Scholars have focused on horizontal factors, but have not addressed how vertical relations affect the Commission’s policy activism and therefore its influence on EU outputs. By examining how the transformation of power relations within the Commission has changed as a consequence of the strengthening of the Commission Presidency, this contribution fills that lacuna. Showing how a strong President has been able to control the Commission’s output, it demonstrates the importance of vertical relations as a variable.

Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study.

We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the combined use (or integrated effects) of HPWP has greater explanatory power on employee health, well-being, and work intensification compared to their isolated or independent effects. We use data from the 2004 British Workplace Employment Relations Survey (22,451 employees nested within 1,733 workplaces) and the 2010 British National Health Service Staff survey (164,916 employees nested within 386 workplaces). The results show that HPWP have positive combined effects in both contexts, and work intensification has a mediating role in some of the linkages investigated. The results also indicate that the combined use of HPWP may be sensitive to particular organizational settings, and may operate in some sectors but not in others.

The Commission: boxed in and constrained, but still an engine of integration

Abstract In the debate about the impact of the eurozone crisis on the EU’s institutional balance, antagonists have often argued past each other. Supporters of the new intergovernmentalism contend that the European Council has supplanted the European Commission in policy leadership, while scholars who hold that the EU executive has been a winner of the crisis highlight the new management functions it has acquired. This article argues, first, that an accurate assessment of the institutional balance requires a more global evaluation of the Commission, acknowledging external and internal dynamics. Second, it contends that the crisis did not cause a Commission retreat but accelerated a process already underway that finds its origins in the presidentialisation of policy control. The adoption of fewer legislative proposals during the crisis was due to the ability and choice of a strong president to focus the attention on crisis-related areas. The broader lesson is that rather than marking a further step in the decline of the Commission, the crisis reveals how the centralisation of power within the institution and its expanded management duties have enhanced its capacity to take strategic action. The Commission’s role as an engine of integration will therefore endure, but in a different guise.

A model of female labour supply in which supply is dependent upon the chances of finding a job

In this paper, we extend a model of female labour supply, by considering the impact of the local labour market. Thus, in our model, a woman supplies her labour if she has both made the decision to participate and found a job. This extension is of particular importance in times of high unemployment when discouraged worker effects will be at their strongest. We also consider the contribution of such a model to the debate concerning the labour supply of women married to men who are unemployed.

Is work a route out of poverty - what have New Labour's welfare to work measures meant for the working poor in Britain?

For a long time in-work poverty was not associated with European welfare states. Recently, the topic has gained relevance as welfare state retrenchment and international competition in globalized economies has put increasing pressures on individuals and families. This book provides explanations as to why in-work poverty is high in certain countries and low in others.

Administrative legitimacy and the democratic deficit of the European Union

ABSTRACT This article suggests a new concept of measurement for the EU’s oft-alleged democratic deficit based on two contributions. First, we turn attention to the administrative staff involved in policy-making rather than the (un)accountability of EUs’ parliamentarians and executive agents. Second, building on the idea that policy-makers’ legitimacy depends on the extent to which they can claim to represent some groups or social interests, we assess the extent to which Commission officials’ preferences reflect European citizens’ policy stance. Our results indicate a statistically significant positive correlation between the policy preferences of EU administrative staff and their home country population, which, we argue, can provide EU administrators a basic degree of legitimacy relative to their home country.

Who are Non-Resident Fathers?: A British Socio-Demographic Profile

Despite international growth of, and policy interest in, divorce and separation since the 1970s, there is still surprisingly little known about non-residential fatherhood. This paper presents a ‘father-centric’ analysis and provides one of the first profiles of non-residential fatherhood in early millennium UK. Using data from Understanding Society Wave 1, a nationally representative survey of over 30,000 households in the UK, we found 1,070 men self-identifying as having a non-resident child under 16 years old (https://www.understandingsociety.ac.uk). We estimate a prevalence of 5 per cent of British men having a non-resident dependent child. Through latent class analysis, four distinct groups of non-resident fathers are identified: ‘Engaged’ fathers, ‘Less Engaged’ fathers, ‘Disengaged’ fathers and ‘Distance’ fathers. Our analysis finds that non-resident fathers form a heterogeneous group in terms of their socio-demographic profile and family behaviour. It is recommended that legislation and policy concerning fathers in post-separation families are sensitive to variation as well as commonality in socio-economic conditions and family lives and situations.

The Permanent Commission Bureaucrat

Although international organizations command considerable scholarly interest, surprisingly little attention has been paid to the people who work for them. Studies typically describe the functions that these organizations perform (for example, Barnett and Finnemore, 2004; Cox et al., 1973). They summarise the internal structures and procedures of international institutions, assess how effectively they carry out their responsibilities, and (sometimes) attempt to measure their influence. Commentary on personnel matters, such as recruitment, promotion, pay, and working conditions, sometimes also feature (for example, Davies, 2002), but the literature rarely has much to say about the backgrounds of employees, and — the socialization literature aside (for example, Checkel, 2007) — still less about their beliefs.1 Only recently have scholars begun systematically to investigate the motivation and values of international civil servants (Anderfuhren-Biget et al., 2013; Fresia, 2009; Hafliger and Hug, 2012).