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Nattrass Nicoli - One of the best experts on this subject based on the ideXlab platform.
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Unemployment, employment and Labour-force participation in Khayelitsha/Mitchell's Plain
Centre for Social Science Research(CSSR), 2016Co-Authors: Nattrass NicoliAbstract:This paper provides a rough guide to the Labour force in Khayelitsha/Mitchell's Plain with a particular focus on unemployment. The task is partly conceptual (a discussion is provided on statistical norms for measuring unemployment) and partly empirical. Data is drawn from the 2000/2001 Khayelitsha Mitchell's Plain (KMP) survey, which was designed mainly to explore various dimensions of Labour market attachment amongst African and coloured people in Cape Town. This survey covered the magisterial district of Mitchell's Plain which includes the African townships of Khayelitsha, Gugulethu and Langa; it is not a representative sample of the Cape Town metropolitan area - but rather of working class (predominantly African and coloured) Cape Town. In the discussion that follows, reference is made to the questionnaire. The Stata 'do files' (which generated the results) are available on request.? Part 1 of the paper outlines the standard Labour force approach to Labour Statistics and points to areas where standard definitions can usefully be extended or supplemented. Part 2 continues the discussion, but with reference to employment and unemployment in KMP. A distinction is drawn between the strict and broad definitions of unemployment - and an intermediate definition of unemployment (which includes active job seekers and those seeking jobs exclusively through social networks) is introduced. Part 3 examines the nonLabour- force participants. Part 4 expands the scope of the Labour force by adjusting some of the statistical requirements used in earlier approaches. Using this expanded approach, Part 5 continues the exploration of different dimensions of unemployment
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Unemployment, Employment and Labour-Force Participation in Khayelitsha/Mitchell's Plain
SALDRU, 2015Co-Authors: Nattrass NicoliAbstract:This paper provides a rough guide to the Labour force in Khayelitsha/Mitchell's Plain with a particular focus on unemployment. The task is partly conceptual (a discussion is provided on statistical norms for measuring unemployment) and partly empirical. Data is drawn from the 2000/2001 Khayelitsha Mitchell's Plain (KMP) survey, which was designed mainly to explore various dimensions of Labour market attachment amongst African and coloured people in Cape Town. This survey covered the magisterial district of Mitchell's Plain which includes the African townships of Khayelitsha, Gugulethu and Langa; it is not a representative sample of the Cape Town metropolitan area but rather of working class (predominantly African and coloured) Cape Town. In the discussion that follows, reference is made to the questionnaire. The Stata 'do file's (which generated the results) are available on request. Part 1 of the paper outlines the standard Labour force approach to Labour Statistics and points to areas where standard definitions can usefully be extended or supplemented. Part 2 continues the discussion, but with reference to employment and unemployment in KMP. A distinction is drawn between the strict and broad definitions of unemployment and an intermediate definition of unemployment (which includes active job seekers and those seeking jobs exclusively through social networks) is introduced. Part 3 examines the nonLabour- force participants. Part 4 expands the scope of the Labour force by adjusting some of the statistical requirements used in earlier approaches. Using this expanded approach, Part 5 continues the exploration of different dimensions of unemployment.Grateful thanks are due to Dudley Horner, of the Southern Africa Labour and Development Research Unit of the University of Cape Town, for his help with analysing and cleaning the data
Fernando G Benavides - One of the best experts on this subject based on the ideXlab platform.
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a glossary for the social epidemiology of work organisation part 3 terms from the sociology of Labour markets
Journal of Epidemiology and Community Health, 2007Co-Authors: W C Hadden, Carles Muntaner, Joan Benach, David Gimeno, Fernando G BenavidesAbstract:This is part 3 of a three-part glossary on the social epidemiology of work organisation. The first two parts deal with the social psychology of work and with organisations.1,2 This concluding part presents concepts related to Labour markets. These concepts are drawn from economics, business and sociology. They relate both to traditional interests in these disciplines and to contemporary ideas on post-industrialisation and globalisation,3 particularly the growth of employment in service industries, the development of a 24-h economy, increased participation of the female Labour force and the perceived needs of employers in emerging high-tech economies.4,5 These changes are of particular interest because they are linked to increasing inequality in earnings and changes in social relationships in employment.6 These concepts have the potential to elucidate the pathways through which health is affected by conditions of work as an underlying cause.7,8 Contingent employment refers to work with unpredictable hours or of limited duration.9,10 Work may be unpredictable because jobs are structured to be of short term or temporary, or because the hours vary in unpredictable ways. The US Bureau of Labour Statistics has adopted the first part of this definition, short-term or temporary work contracts, as its definition of contingent employment, and has considered the second part, unpredictably variable hours, as an alternative employment arrangement, a strategy for increasing the flexibility of work assignments.11 Workers are in contingent employment when they are working on limited-duration contracts, working through temporary work agencies or on call. One form of particular interest is the development of firms specialising in the placement of temporary workers. This industry has grown dramatically in recent years and was a substantial proportion of job growth in the US in the 1990s.12 Some self-employed workers may be considered to …
W C Hadden - One of the best experts on this subject based on the ideXlab platform.
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a glossary for the social epidemiology of work organisation part 3 terms from the sociology of Labour markets
Journal of Epidemiology and Community Health, 2007Co-Authors: W C Hadden, Carles Muntaner, Joan Benach, David Gimeno, Fernando G BenavidesAbstract:This is part 3 of a three-part glossary on the social epidemiology of work organisation. The first two parts deal with the social psychology of work and with organisations.1,2 This concluding part presents concepts related to Labour markets. These concepts are drawn from economics, business and sociology. They relate both to traditional interests in these disciplines and to contemporary ideas on post-industrialisation and globalisation,3 particularly the growth of employment in service industries, the development of a 24-h economy, increased participation of the female Labour force and the perceived needs of employers in emerging high-tech economies.4,5 These changes are of particular interest because they are linked to increasing inequality in earnings and changes in social relationships in employment.6 These concepts have the potential to elucidate the pathways through which health is affected by conditions of work as an underlying cause.7,8 Contingent employment refers to work with unpredictable hours or of limited duration.9,10 Work may be unpredictable because jobs are structured to be of short term or temporary, or because the hours vary in unpredictable ways. The US Bureau of Labour Statistics has adopted the first part of this definition, short-term or temporary work contracts, as its definition of contingent employment, and has considered the second part, unpredictably variable hours, as an alternative employment arrangement, a strategy for increasing the flexibility of work assignments.11 Workers are in contingent employment when they are working on limited-duration contracts, working through temporary work agencies or on call. One form of particular interest is the development of firms specialising in the placement of temporary workers. This industry has grown dramatically in recent years and was a substantial proportion of job growth in the US in the 1990s.12 Some self-employed workers may be considered to …
David Gimeno - One of the best experts on this subject based on the ideXlab platform.
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a glossary for the social epidemiology of work organisation part 3 terms from the sociology of Labour markets
Journal of Epidemiology and Community Health, 2007Co-Authors: W C Hadden, Carles Muntaner, Joan Benach, David Gimeno, Fernando G BenavidesAbstract:This is part 3 of a three-part glossary on the social epidemiology of work organisation. The first two parts deal with the social psychology of work and with organisations.1,2 This concluding part presents concepts related to Labour markets. These concepts are drawn from economics, business and sociology. They relate both to traditional interests in these disciplines and to contemporary ideas on post-industrialisation and globalisation,3 particularly the growth of employment in service industries, the development of a 24-h economy, increased participation of the female Labour force and the perceived needs of employers in emerging high-tech economies.4,5 These changes are of particular interest because they are linked to increasing inequality in earnings and changes in social relationships in employment.6 These concepts have the potential to elucidate the pathways through which health is affected by conditions of work as an underlying cause.7,8 Contingent employment refers to work with unpredictable hours or of limited duration.9,10 Work may be unpredictable because jobs are structured to be of short term or temporary, or because the hours vary in unpredictable ways. The US Bureau of Labour Statistics has adopted the first part of this definition, short-term or temporary work contracts, as its definition of contingent employment, and has considered the second part, unpredictably variable hours, as an alternative employment arrangement, a strategy for increasing the flexibility of work assignments.11 Workers are in contingent employment when they are working on limited-duration contracts, working through temporary work agencies or on call. One form of particular interest is the development of firms specialising in the placement of temporary workers. This industry has grown dramatically in recent years and was a substantial proportion of job growth in the US in the 1990s.12 Some self-employed workers may be considered to …
Joan Benach - One of the best experts on this subject based on the ideXlab platform.
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a glossary for the social epidemiology of work organisation part 3 terms from the sociology of Labour markets
Journal of Epidemiology and Community Health, 2007Co-Authors: W C Hadden, Carles Muntaner, Joan Benach, David Gimeno, Fernando G BenavidesAbstract:This is part 3 of a three-part glossary on the social epidemiology of work organisation. The first two parts deal with the social psychology of work and with organisations.1,2 This concluding part presents concepts related to Labour markets. These concepts are drawn from economics, business and sociology. They relate both to traditional interests in these disciplines and to contemporary ideas on post-industrialisation and globalisation,3 particularly the growth of employment in service industries, the development of a 24-h economy, increased participation of the female Labour force and the perceived needs of employers in emerging high-tech economies.4,5 These changes are of particular interest because they are linked to increasing inequality in earnings and changes in social relationships in employment.6 These concepts have the potential to elucidate the pathways through which health is affected by conditions of work as an underlying cause.7,8 Contingent employment refers to work with unpredictable hours or of limited duration.9,10 Work may be unpredictable because jobs are structured to be of short term or temporary, or because the hours vary in unpredictable ways. The US Bureau of Labour Statistics has adopted the first part of this definition, short-term or temporary work contracts, as its definition of contingent employment, and has considered the second part, unpredictably variable hours, as an alternative employment arrangement, a strategy for increasing the flexibility of work assignments.11 Workers are in contingent employment when they are working on limited-duration contracts, working through temporary work agencies or on call. One form of particular interest is the development of firms specialising in the placement of temporary workers. This industry has grown dramatically in recent years and was a substantial proportion of job growth in the US in the 1990s.12 Some self-employed workers may be considered to …
