Table 4 - uploaded by Arantza Ugidos
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The main aim of this paper is to measure the extent to which part-time work enhances fertility for married or cohabiting women of fertile age. the study covers eleven European countries. the data used are a pool sample of five waves of the European Community Household Panel. Given that we believe that the decisions concerning fertility and labor ma...
Citations
... The opportunity costs of having a subsequent child and the tensions a mother experiences while combining paid work with taking care of her first child may also discourage her from having another (Bernhardt 1993;Kravdal 1994;Balbo et al. 2013;Goldscheider et al. 2015). It has been argued and empirically demonstrated that shorter or fewer career breaks and lower tensions between paid work and childrearing both facilitate birth transitions (Ariza et al. 2003;Begall and Mills 2011;Dommermuth et al. 2017). ...
We examine the timely yet greatly under-researched interplay between home-based work (HBW) and women’s birth transitions. Past research has shown that HBW may facilitate and/or jeopardize work–family balance, depending on the worker’s family and work circumstances. Following that research, we develop here a theoretical framework on how HBW can facilitate or hinder fertility. Using the UK Household Longitudinal Study 2009–19 and random-effects cloglog regression, we study the link between HBW and first- and second-birth risks. We find that HBW is negatively associated with the transition to motherhood and unrelated to the progression to a second child. We also show that HBW helps to enable women to have children if they would otherwise face a long commute. All in all, our findings do not support the idea that the spread of HBW will lead to an immediate increase in fertility.
... Además de las limitaciones en la vertiente del gasto, cabe destacar que las mujeres españolas se enfrentan a un mercado laboral peculiar, sujeto a particulares rigideces e imperfecciones que han tendido a sostener la seguridad en el empleo de tiempo completo de los participantes del mercado de trabajo a costa de menores probabilidades de empleo para los nuevos trabajadores y para las personas que buscan empleo de tiempo parcial (Borra, 2010). En el mismo sentido, Ariza et al. (2005) señalan que en Francia, Grecia, Portugal y España el trabajo femenino de tiempo parcial es, principalmente, involuntario; mientras que en Dinamarca, Alemania, Irlanda, Países Bajos y el Reino Unido se puede considerar una elección de las mujeres. Esto es una señal de que faltan en el mercado de trabajo español empleos de tiempo parcial en condiciones aceptables o favorables, lo que ha conducido a que la mayoría de las mujeres que se incorporan al mercado laboral español lo realicen fundamentalmente mediante el empleo a tiempo completo. ...
The aim of this paper is to analyse the changes in the determinants of the decision to participate in the labour market, union formation and non-maternity. We use the European Union Statistics on Income and Living Conditions Survey (2005-2011). The econometric technique is a trivariate probit model, which allows estimating the three dependent variables simultaneously. The results show, among other things, that highly educated women are more likely to participate in the labour market and not to have children and less likely to live in a couple.
... Además de las limitaciones en la vertiente del gasto, cabe destacar que las mujeres españolas se enfrentan a un mercado laboral peculiar, sujeto a particulares rigideces e imperfecciones que han tendido a sostener la seguridad en el empleo de tiempo completo de los participantes del mercado de trabajo a costa de menores probabilidades de empleo para los nuevos trabajadores y para las personas que buscan empleo de tiempo parcial (Borra, 2010). En el mismo sentido, Ariza et al. (2005) señalan que en Francia, Grecia, Portugal y España el trabajo femenino de tiempo parcial es, principalmente, involuntario; mientras que en Dinamarca, Alemania, Irlanda, Países Bajos y el Reino Unido se puede considerar una elección de las mujeres. Esto es una señal de que faltan en el mercado de trabajo español empleos de tiempo parcial en condiciones aceptables o favorables, lo que ha conducido a que la mayoría de las mujeres que se incorporan al mercado laboral español lo realicen fundamentalmente mediante el empleo a tiempo completo. ...
The aim of this paper is to analyse the changes in the determinants of the decision to participate in the labour market, union formation and non-maternity. We use the European Union Statistics on Income and Living Conditions Survey (2005-2011). The econometric technique is a trivariate probit model, which allows estimating the three dependent variables simultaneously. The results show, among other things, that highly educated women are more likely to participate in the labour market and not to have children and less likely to live in a couple.
... Particularly in Scandinavian countries (Esping-Andersen, 2002), public sector employment has been important for women being able to combine motherhood with employment and increasing fertility. Large public sector employment, and the availability of part-time or flexible schedules specifically, appear to be positively related to fertility decisions to some other European countries as well (Ariza et al., 2003;Adsera, 2011;Conti and Sette, 2013;Billari et al., 2009). However, Ariza (2003), found part-time employment to be conducive to work-family conciliation only in some contexts across Europe (notably Belgium, Ireland and the Netherlands) and neither research based on the US (Budig, 2003) nor on Spain (Martin Garcia, 2010) found a difference between full-time and parttime jobs in their effect on fertility. ...
We assess whether a relationship between employment conditions and fertility exists in the low-fertility context of Russia. Using multiple data sources, we study both intentions and transitions to the first and second birth. Occupational characteristics appear more related to the timing of entering parenthood than to having a second birth. Differences by occupational branch were few, but we find evidence that family-friendly job characteristics influence first and second intentions and conceptions. Attitudes toward work and family roles do not mediate this relationship. Women who change occupational branches after entering parenthood are less likely to continue childbearing. © 2016, Universita degli Studi di Roma 'La Sapienza'. All rights reserved.
... The flexibilization of the labor market has been developed via temporary contracts, while part-time work is not sufficiently well developed in the Spanish labor market. Ariza, de la Rica, and Ugidos (2005) note that in France, Greece, Portugal, and Spain, part-time work is mainly involuntary, whereas in Denmark, Germany, Ireland, the Netherlands, and the United Kingdom, it is more often the woman's choice. This limited availability of part-time employment and the lack of public child care for children below the age of 3 years make it difficult for Spanish women to have children and to participate in the labor market without other relatives' support. ...
Over the past five decades, female education attainment has significantly increased in Spain. At the same time, preferences have changed considerably with regard to the role of women in the labor market and in the family. This fact has had a major impact on young women's decisions: A delay in their entry in the labor market, union formation, and fertility decisions, together with a higher level of persistence in participation once in the labor market. The aim of this article is to analyze the variables that influence fertility and employment decisions in Spain. To carry out the analysis, we use the Fertility, Family, and Values Survey 2006. The decisions are estimated simultaneously through a bivariate probit model and are shown to be interdependent. Women from more recent cohorts and the more educated ones spend more time in employment and postpone motherhood more than women from earlier cohorts and less educated women.
... Particularly in Scandinavian countries (Esping-Andersen et al. 2002), public sector employment has been important for women being able to combine motherhood with employment and increasing fertility. Large public sector employment, and the availability of part-time or flexible schedules specifically, appear to be positively related to fertility decisions to some other European countries as well (Ariza, et al. 2003;Adsera 2011;Conti and Sette 2013;Billari, et al. 2009). However, Ariza (2003), found part-time employment to be conducive to work-family conciliation only in some contexts across Europe (notably Belgium, Ireland and the Netherlands) and neither research based on the US (Budig 2003) nor on Spain (Martín García 2010) found a difference between full-time and part-time jobs in their effect on fertility. ...
We assess whether a relationship between employment characteristics and fertility exists in the low-fertility context of Russia. Using multiple data sources (Generations and Gender Survey and the Employment and Education Survey), we study both intentions and transitions to the first and second birth. Our analysis aims to shed light on multiple stages in the reproductive life course of recent cohorts in Russia. In general, we find evidence that reconciliation of work and family roles is related to childbearing; in particular, job characteristics that are considered family-friendly are positively associated with intentions and behavior in Russia. More specifically, we find stronger relationships between job characteristics and having a second birth than the timing of entering parenthood. Although self-employment is positively related to both second parity intentions and conceptions, some differences do exist between the determinants of intentions and conceptions. Attitudes toward work and family roles appear to be related to fertility intentions to only a small extent and do not mediate relationships between job characteristics and intentions.
... se debe a un cambio en ese momento en las variables que refieren la interacción entre familia y trabajo. 5 Para enfoques directamente vinculados a la interacción entre fertilidad y participación laboral ver, entre otros, ÁLVAREZ (2002), ARIZA et al. (2005), DE LA RICA y FERRERO (2003). ...
El propósito de este trabajo es analizar el papel de la educación en la desigualdad laboral por razones de género, edad y estado civil en España en el período 2005.t1-2012.t4 con los datos individuales de la EPA. Los ejes de indagación son dos: 1.º) aproximación en corte transversal al sesgo de familia expresado en los perfiles laborales del ciclo de vida, la segregación ocupacional, la concentración del empleo en grupos de ocupación y el reparto de las cargas familiares entre cónyuges y 2.º) tratamiento longitudinal en panel deslizante de la interferencia de la familia en la posición de mercado de las mujeres casadas según su edad y nivel educativo. El análisis transversal muestra asociaciones negativas educación-matrimonio en ambos sexos y educación-participación en ellas por comparación con ellos, que junto con una mayor segregación de género en las casadas sugieren que estas soportan un sesgo específico de familia que dificulta su presencia en el mercado. La percepción individual de la interferencia de la familia lo confirma, pues son ellas quienes adolecen primordialmente de problemas de conciliación familia-trabajo, incluso en edades inferiores a 44 años donde están más educadas que sus maridos y la igualdad de género es un valor social asentado. El análisis longitudinal cuantifica, con estimaciones Logit multinomial, la desventaja de las casadas en términos de probabilidad de entrada impedida al mercado de las inactivas y de probabilidad de abandono prematuro de las ocupadas, debido a problemas de conciliación familia-trabajo. En breve, las responsabilidades familiares excluyen del mercado a las mujeres casadas con independencia de su edad y educación.
... part-time employment is an important component in explaining the family gap in pay. Hence, a part-time job helps mothers stay attached to the labour market, but in many countries part-time jobs are less protected and the pay is lower than in full-time jobs (Ariza et al., 2005;Del Boca et al., 2009) and therefore moving to a part-time job imposes a cost to working mothers in terms of career and hourly wages 5. On the contrary, we will show that in ...
... 10The situation is different for the public sector; that, however, we do not consider in our empirical analysis. 11 Sometimes even more than full-time work (Ariza et al., 20051:90 sample from all Italian Social Security Administration (INPS) archives, i.e. from the population of those who have worked in Italy as employees, have been self employed or have received income support or pension from INPS. The working career of each of these individuals is observed. ...
A key issue in increasing women’s participation in productive activities is the possibility of achieving a high work-life balance, both in terms of personal wellbeing and in terms of fair career prospects. The crucial event that challenges any level of work-life balance working women achieve is motherhood. We analyse how motherhood affects women's working career, both in terms of participation and in terms of wages, compared to “non-mothers”. The country chosen for the analysis is Italy, a paradigmatic example of low participation rate, scant childcare, high wage inequality and a cultural environment that considers childcare a predominantly “female affair”. While most of the literature focuses either on wages or on participation, we consider both dimensions in a country where female participation is low, thus contributing to filling the gap in the literature of studies of this kind referred to southern European countries. We confirm that the probability of leaving employment significantly increases for new mothers (career-break job penalty); however, this is mitigated by higher job quality and human capital endowment, and by childcare accessibility. Crucially, the availability of part-time jobs reduces the probability of mothers moving out of the labour force. Furthermore, women not leaving employment after becoming mothers face a decrease in wage levels and growth compared to non-mothers, and there are no signs of this gap closing five years after childbirth (family wage gap). Again, part-time employment plays a crucial role, as the family wage gap penalty emerges only among women working full-time both before and after childbirth; a part-time job over the whole period or even only after childbirth prevents any wage gap from opening up between such working mothers and non-mothers. A decisive fact in this context is that in Italy part-time jobs are (scant but) well paid and protected, unlike most other countries.
... 14 Bianchi (2000) shows that, even as they (re)enter the labor force, mother s time with children in the US is fairly constant and women use part-time or temporary exits from the labor force to accommodate those needs. The ability to remain, at least, partially attached to the labor market may minimize the depreciation of women s skills (and its negative income effects-but some low-wage unstable part-time jobs may be similar in their effects to the short-term contracts mentioned above ( Ariza et al. 2005). 15 When country dummies are excluded, larger maternity benefits are associated with faster second births. ...
Cross-country differences in both the age at first birth and fertility are substantial in Europe. This paper uses distinct fluctuations in unemployment rates across European countries during the 1980s and the 1990s combined with broad differences in their labor market arrangements to analyze the associations between fertility timing and the changing economic environment with close to 50,000 women from thirteen European countries. First, it employs time varying measures of aggregate market conditions in each woman s country as covariates and second, it adds micro-measures of each woman s labor market history to the models. High and persistent unemployment in a country is associated with delays in childbearing (and second births). The association is robust to diverse measures of unemployment and to controls for family-friendly policies. Besides moderate unemployment, a large public employment sector (which provides security and benefits) is coupled with faster transitions to all births. Women with temporary contracts, mostly in Southern Europe, are the least likely to give birth to a second child.
... The positive relationship in Figure 3.16 is what we would expect, given the assumptions of our rational decision making model -as Hill et al. argue, job flexibility should make it easier for women to be employed, increasing their net income and decreasing the cost of children (Hill, Hawkins et al. 2001). In contrast, using survey data from 11 countries, Ariza found a positive relationship only in half, and a negative relationship in the other 6 countries (Ariza, de la Rica et al. 2005), suggesting that some cultural or institutional factor might be at work. In the absence of better data, this will remain at the level of speculation. ...
Total fertility rates have been falling across the world, with a majority of the world's countries and population now below generational replacement rate. Contrary to the initial assumption that women are merely delaying child-birth, in some advanced industrial countries the sub-replacement fertility trend has persisted for decades, indicating permanently lowered fertility expectations. This study looks at the differences and similarities between low fertility countries and those who have bounced back towards replacement levels. I use micro-level data from the World Values Survey to assess cultural shifts that relate to individual-level fertility decisions, as well as macro-level data to evaluate country-level conditions and, when either direct or indirect pro-natalist policies are in place, policy effectiveness. The results show a combination of cultural change and either family-friendly labor market norms or government intervention can indeed lead to a sustained rise in total fertility. However, cultural, historical and political factors might delay or prevent policy adjustment.