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Mark Wooden - One of the best experts on this subject based on the ideXlab platform.
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is Casual Employment in australia bad for workers health
Occupational and Environmental Medicine, 2021Co-Authors: Markus Hahn, Mark Wooden, Duncan McvicarAbstract:Objectives This paper assessed the impact of working in Casual Employment, compared with permanent Employment, on eight health attributes that make up the 36-Item Short Form (SF-36) Health Survey, separately by sex. The mental health impacts of Casual jobs with irregular hours over which the worker reports limited control were also investigated. Methods Longitudinal data from the Household, Income and Labour Dynamics in Australia Survey, over the period 2001–2018, were used to investigate the relationship between the eight SF-36 subscales and workers’ Employment contract type. Individual, household and job characteristic confounders were included in dynamic panel data regression models with correlated random effects. Results For both men and women, health outcomes for Casual workers were no worse than for permanent workers for any of the eight SF-36 health attributes. For some health attributes, scores for Casual workers were higher (ie, better) than for permanent workers (role physical: men: β=1.15, 95% CI 0.09 to 2.20, women: β=1.79, 95% CI 0.79 to 2.80; bodily pain: women: β=0.90, 95% CI 0.25 to 1.54; vitality: women: β=0.65, 95% CI 0.13 to 1.18; social functioning: men: β=1.00, 95% CI 0.28 to 1.73); role emotional: men: β=1.81, 95% CI 0.73 to 2.89, women: β=1.24, 95% CI 0.24 to 2.24). Among women (but not men), mental health and role emotional scores were lower for irregular Casual workers than for regular permanent workers but not statistically significantly so. Conclusions This study found no evidence that Casual Employment in Australia is detrimental to self-assessed worker health.
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Casual Employment and long term wage outcomes
Human Relations, 2017Co-Authors: Irma Mooireci, Mark WoodenAbstract:Temporary and other forms of non-standard Employment are an important feature of modern labour markets. Yet, relatively little is known about how much and under what circumstances such Employment arrangements impact on long-term wage outcomes. Using longitudinal data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey spanning the period 2001 to 2014, we examine how Employment status earlier in a working career is associated with subsequent wage dynamics. Particular attention is paid to how wage trajectories vary with gender and age. Estimates from a series of panel data models of real hourly wages reveal that among men there is an average long-run penalty from Casual Employment of about 10%, suggestive of scarring effects. Nevertheless, for men in most age groups this wage penalty does eventually begin to shrink. Among prime-age men, however, there is no evidence of catch-up; indeed, for this group the wage gap widens over time. Among women the estimated average long-run wage penal...
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work related training and the probability of transitioning from non permanent to permanent Employment
British Journal of Industrial Relations, 2016Co-Authors: Duncan Mcvicar, Mark Wooden, Felix LeungAbstract:It is widely believed that work-related training increases a worker's probability of moving up the job-quality ladder. This is usually couched in terms of effects on wages, but it has also been argued that training increases the probability of moving from non-permanent forms of Employment to more permanent Employment. This hypothesis is tested using nationally representative panel data for Australia, a country where the incidence of non-permanent Employment, and especially Casual Employment, is high by international standards. While a positive association between participation in work-related training and the subsequent probability of moving from either Casual or fixed-term contract Employment to permanent Employment is observed among men, this is shown to be driven not by a causal impact of training on transitions but by differences between those who do and do not receive training, that is selection bias.
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transitions out of Casual Employment the australian experience
Industrial Relations, 2011Co-Authors: Hielke Buddelmeyer, Mark WoodenAbstract:This paper uses longitudinal data to examine the extent to which Casual employees, who account for almost 25 percent of all Australian employees, are able to access non-Casual jobs in the future, and to contrast their experiences with that of other labor market participants. A dynamic mixed multinomial logit model of labor market states is estimated which reveals high rates of mobility from Casual Employment into non-Casual Employment. Among men, Casual employees are found to be far more likely to make the transition into non-Casual Employment than otherwise comparable unemployed job seekers. For women, however, this is not the case. Copyright © 2011 The Regents of the University of California.
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transitions from Casual Employment in australia
Proceedings of the HILDA Survey Research Conference 2007, 2008Co-Authors: Hielke Buddelmeyer, Mark WoodenAbstract:Strong claims are often made about the harmful effects that Casual Employment can have on future Employment prospects, yet serious research on this issue in Australia has been relatively scant. This paper seeks to help redress this deficiency. Specifically, it uses longitudinal data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey to address the role of personal characteristics associated with mobility in and out of Casual Employment, and in particular with the rates of transition from Casual Employment into non-Casual Employment and joblessness. We find that Casual Employment appears to be a relatively fluid state, at least compared with other labour market destinations. When predicting labour market transitions from period t to t+1 we find for men that being in Casual Employment in period t always increases the probability of being employed non-Casually in period t+1, compared to being unemployed in period t. For women, the most salient effect of Casual Employment on subsequent labour market outcome, relative to unEmployment, is the increase in the probability of being employed.
Rebecca Bentley - One of the best experts on this subject based on the ideXlab platform.
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Employment arrangements and mental health in a cohort of working australians are transitions from permanent to temporary Employment associated with changes in mental health
American Journal of Epidemiology, 2014Co-Authors: Anthony D Lamontagne, Allison Milner, Lauren Krnjacki, Tony Blakely, Anne M Kavanagh, Rebecca BentleyAbstract:We investigated whether being in temporary Employment, as compared with permanent Employment, was associated with a difference in Short Form 36 mental health and whether transitions from permanent Employment to temporary Employment were associated with mental health changes. We used fixed-effects regression in a nationally representative Australian sample with 10 waves of data collection (2001-2010). Interactions by age and sex were tested. Two forms of temporary Employment were studied: "Casual" (no paid leave entitlements or fixed hours) and "fixed-term contract" (a defined Employment period plus paid leave). There were no significant mental health differences between temporary Employment and permanent Employment in standard fixed-effects analyses and no significant interactions by sex or age. For all age groups combined, there were no significant changes in mental health following transitions from stable permanent Employment to temporary Employment, but there was a significant interaction with age (P = 0.03) for the stable-permanent-to-Casual Employment transition, because of a small transition-associated improvement in mental health for workers aged 55-64 years (β = 1.61, 95% confidence interval: 0.34, 2.87; 16% of the standard deviation of mental health scores). Our analyses suggest that temporary Employment is not harmful to mental health in the Australian context and that it may be beneficial for 55- to 64-year-olds transitioning from stable permanent Employment to Casual Employment.
Iain Campbell - One of the best experts on this subject based on the ideXlab platform.
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national patterns of temporary Employment the distinctive case of Casual Employment in australia
2017Co-Authors: Iain Campbell, John BurgessAbstract:Globalisation is sometimes treated as a dominant and homogenising influence on national patterns of Employment. Employment is indeed a site of major change in the current period. However, the empirical evidence points both to the persistence of substantial diversity and indeed in many respects to an increasing divergence in patterns of Employment at the national level. One important example of divergence, which has attracted attention because of its potential for consolidating new workforce divisions, is the pattem in the development of non-permanent forms of waged Employment. This paper examines the example of Casual Employment in Australia and seeks to situate this example in terms of the current international discussion of nonpermanent waged Employment, ie 'temporary' Employment. In the panorama of diverse national patterns of temporary Employment, Australia appears to occupy a distinctive and indeed extreme position. In most OECD countries temporary Employment remains a relatively minor phenomenon, and only in a few countries is there any clear trend of growth in its relative significance. But in Australia Casual Employment, the main form of non-permanent waged Employment, constitutes a major and rapidly growing component of the workforce. This paper introduces the category and practice of Casual Employment in Australia, and it draws out the similarities and differences with the category and practice of temporary Employment in other OECD countries, including in particular the countries of the European Union. It examines the profile of Casual Employment in Australia, and it seeks to identify the features that appear distinctive in cross-national comparison. It concludes that Casual Employment is distinctive by virtue of its weighting to part-time status, its concentration in low-skill occupational groups, its concentration in small workplaces in the private sector, its more even spread amongst all age groups and amongst both men and women (with the fastest rates of growth being for young workers and for prime age men), and its markedly precarious character The distinctive case of Casual Employment underiines the need for a conceptual framework that can explore the way in which employer calculations and choices are mediated by institutional factors at a national level.
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Pathways from Casual Employment to Economic Security: the Australian Experience
Social Indicators Research, 2008Co-Authors: John Burgess, Iain Campbell, Robyn MayAbstract:Casual Employment is extensive and has been increasing for more than two decades in Australia. The concept of Casual Employment used in the Australian context is unusual, but it is directly linked to benefit and rights exclusion within the regulatory framework governing Employment. The expansion in Casual Employment has spread across all sectors, industries and occupations. Casual Employment is associated with various forms of insecurity including income and Employment insecurity. There are a number of ways in which the insecurity associated with Casual Employment could be reduced.
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relative advantages Casual Employment and Casualisation in australia and new zealand
New Zealand Journal of Employment Relations, 2005Co-Authors: Iain Campbell, Peter BrosnanAbstract:Australia and New Zealand share a common experience of Casual work. In both countries a category of 'Casual' has long been permitted under labour regulation, and in both countries this has been associated with concerns about precariousness in Employment. At least up until the recent period, labour regulation in both countries sought to limit Casual Employment in similar ways through quantitative restrictions and through prescription of a 'Casual loading' on the hourly rate of pay. Yet, in spite of these strong parallels, Casual Employment seems less significant in New Zealand as a proportion of the total workforce and it seems to lack the same pace of growth as in Australia. This article asks why there should be this difference. It sketches out an answer that focuses on employer calculations and choices (within the framework of labour regulation, including custom and practice). We suggest that the relative advantages of Casual Employment to employers are narrower and less imposing in New Zealand. We warn that this cannot be taken as a source of comfort about the better quality of work in New Zealand. The compression of relative advantages is partly because of the greater access of Casual employees to standard rights or benefits but it is also partly because of the poorer conditions of permanent workers.
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Casual Employment in australia and temporary Employment in europe developing a cross national comparison
Work Employment & Society, 2001Co-Authors: Iain Campbell, John BurgessAbstract:Labour market analysis conventionally distinguishes amongst employees according to whether their contract of Employment is ‘permanent’ or ‘temporary’. The permanent contract of Employment, best understood as a contract for an indefinite term, is the central form. It has served as the crucial pivot in the development of ‘industrial citizenship’ during much of the twentieth century. Most advanced capitalist societies, apart from isolated exceptions such as the United States, have followed a parallel historical course, whereby permanent Employment – in particular in its full-time form – was installed both as the dominant form of Employment and as the standard entry-point for access to a comprehensive set of industrial rights and benefits, including minimum wages and standardised working-time arrangements (Streeck 1992).
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a new estimate of Casual Employment
Australian bulletin of labour, 2001Co-Authors: Iain Campbell, John BurgessAbstract:"Researchers at the Productivity Commission have challenged the standard ABS estimates of Casual Employment in Australia. Using information drawn from the recent Forms of Employment Survey, they propose a new, drastically-reduced estimate of the number of Casual employees. They argue that the standard category of ‘Casual’ is too broad and confusing and that it is necessary to exclude various groups of workers that cannot be regarded as ‘true’ Casual employees. We contend that, apart from the argument for excluding owner-managers of incorporated enterprises, there is no justification for the downward revision. The new estimate does not succeed in undermining the results of previous research. Casualisation, based on high and growing levels of Casual density, continues to demand attention from both researchers and policy-makers."
Anthony D Lamontagne - One of the best experts on this subject based on the ideXlab platform.
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Employment arrangements and mental health in a cohort of working australians are transitions from permanent to temporary Employment associated with changes in mental health
American Journal of Epidemiology, 2014Co-Authors: Anthony D Lamontagne, Allison Milner, Lauren Krnjacki, Tony Blakely, Anne M Kavanagh, Rebecca BentleyAbstract:We investigated whether being in temporary Employment, as compared with permanent Employment, was associated with a difference in Short Form 36 mental health and whether transitions from permanent Employment to temporary Employment were associated with mental health changes. We used fixed-effects regression in a nationally representative Australian sample with 10 waves of data collection (2001-2010). Interactions by age and sex were tested. Two forms of temporary Employment were studied: "Casual" (no paid leave entitlements or fixed hours) and "fixed-term contract" (a defined Employment period plus paid leave). There were no significant mental health differences between temporary Employment and permanent Employment in standard fixed-effects analyses and no significant interactions by sex or age. For all age groups combined, there were no significant changes in mental health following transitions from stable permanent Employment to temporary Employment, but there was a significant interaction with age (P = 0.03) for the stable-permanent-to-Casual Employment transition, because of a small transition-associated improvement in mental health for workers aged 55-64 years (β = 1.61, 95% confidence interval: 0.34, 2.87; 16% of the standard deviation of mental health scores). Our analyses suggest that temporary Employment is not harmful to mental health in the Australian context and that it may be beneficial for 55- to 64-year-olds transitioning from stable permanent Employment to Casual Employment.
John Burgess - One of the best experts on this subject based on the ideXlab platform.
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national patterns of temporary Employment the distinctive case of Casual Employment in australia
2017Co-Authors: Iain Campbell, John BurgessAbstract:Globalisation is sometimes treated as a dominant and homogenising influence on national patterns of Employment. Employment is indeed a site of major change in the current period. However, the empirical evidence points both to the persistence of substantial diversity and indeed in many respects to an increasing divergence in patterns of Employment at the national level. One important example of divergence, which has attracted attention because of its potential for consolidating new workforce divisions, is the pattem in the development of non-permanent forms of waged Employment. This paper examines the example of Casual Employment in Australia and seeks to situate this example in terms of the current international discussion of nonpermanent waged Employment, ie 'temporary' Employment. In the panorama of diverse national patterns of temporary Employment, Australia appears to occupy a distinctive and indeed extreme position. In most OECD countries temporary Employment remains a relatively minor phenomenon, and only in a few countries is there any clear trend of growth in its relative significance. But in Australia Casual Employment, the main form of non-permanent waged Employment, constitutes a major and rapidly growing component of the workforce. This paper introduces the category and practice of Casual Employment in Australia, and it draws out the similarities and differences with the category and practice of temporary Employment in other OECD countries, including in particular the countries of the European Union. It examines the profile of Casual Employment in Australia, and it seeks to identify the features that appear distinctive in cross-national comparison. It concludes that Casual Employment is distinctive by virtue of its weighting to part-time status, its concentration in low-skill occupational groups, its concentration in small workplaces in the private sector, its more even spread amongst all age groups and amongst both men and women (with the fastest rates of growth being for young workers and for prime age men), and its markedly precarious character The distinctive case of Casual Employment underiines the need for a conceptual framework that can explore the way in which employer calculations and choices are mediated by institutional factors at a national level.
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Pathways from Casual Employment to Economic Security: the Australian Experience
Social Indicators Research, 2008Co-Authors: John Burgess, Iain Campbell, Robyn MayAbstract:Casual Employment is extensive and has been increasing for more than two decades in Australia. The concept of Casual Employment used in the Australian context is unusual, but it is directly linked to benefit and rights exclusion within the regulatory framework governing Employment. The expansion in Casual Employment has spread across all sectors, industries and occupations. Casual Employment is associated with various forms of insecurity including income and Employment insecurity. There are a number of ways in which the insecurity associated with Casual Employment could be reduced.
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Casual Employment in australia and temporary Employment in europe developing a cross national comparison
Work Employment & Society, 2001Co-Authors: Iain Campbell, John BurgessAbstract:Labour market analysis conventionally distinguishes amongst employees according to whether their contract of Employment is ‘permanent’ or ‘temporary’. The permanent contract of Employment, best understood as a contract for an indefinite term, is the central form. It has served as the crucial pivot in the development of ‘industrial citizenship’ during much of the twentieth century. Most advanced capitalist societies, apart from isolated exceptions such as the United States, have followed a parallel historical course, whereby permanent Employment – in particular in its full-time form – was installed both as the dominant form of Employment and as the standard entry-point for access to a comprehensive set of industrial rights and benefits, including minimum wages and standardised working-time arrangements (Streeck 1992).
-
a new estimate of Casual Employment
Australian bulletin of labour, 2001Co-Authors: Iain Campbell, John BurgessAbstract:"Researchers at the Productivity Commission have challenged the standard ABS estimates of Casual Employment in Australia. Using information drawn from the recent Forms of Employment Survey, they propose a new, drastically-reduced estimate of the number of Casual employees. They argue that the standard category of ‘Casual’ is too broad and confusing and that it is necessary to exclude various groups of workers that cannot be regarded as ‘true’ Casual employees. We contend that, apart from the argument for excluding owner-managers of incorporated enterprises, there is no justification for the downward revision. The new estimate does not succeed in undermining the results of previous research. Casualisation, based on high and growing levels of Casual density, continues to demand attention from both researchers and policy-makers."
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Casual Employment in australia growth characteristics a bridge or a trap
Economic and Labour Relations Review, 1998Co-Authors: John Burgess, Iain CampbellAbstract:About one in every four Australian employees is a Casual. The Casual share has doubled over the past decade and continues to expand. This paper catalogues the growth of Casual Employment and discusses the characteristics of Casual jobs and of those in Casual jobs. The key analytical issue discussed is whether Casual Employment is a transitional Employment arrangement on the road towards permanent Employment conditions. Alternatively, is it a trap which is associated with job insecurity, low earnings and spells outside of Employment? Although the evidence is partial and circumstantial, Casual Employment is a bridge for some and a trap for others. In particular, for those who wish to beak out of unEmployment, Casual Employment is unlikely to be a transitional point on the road to a permanent job. This finding has important implications for the design of labour market programs.