WP 5 - Employers' and employees' preferences for working time reduction and working time differentiation
AbstractWorking time reduction is high on the political agenda, but preferences and practices have not been studied extensively. Using large-scale survey data of 17,308 employees in Dutch banks after the introduction of the 36-hours working week by the end of 1996, ordinal and logistic regression analyses are performed to determine (1) which employees have favourable or unfavourable attitudes with regard to the working time reduction and (2) which employees are assigned reduced working hours and which are not. The results indicate that with regard to employee preferences the maximizing income thesis is mostly supported: low-income, breadwinning and part-time employees are less in favour of RWT. Theses on maximizing working hours or maximizing non-working hours are partly supported. Female employees have more favourable attitudes, although this is not related to the presence of young children. Supervisors have less favourable attitudes. The working time reduction aimed at work sharing to prevent dismissals, but the analyses indicate that the employees in redundant jobs hardly have more favourable attitudes. The thesis of minimizing working hours is hardly supported. The explanatory power of the model is low and the issue definitely needs more investigation. In explaining employer’s strategies to assign reduced working hours to employees, the thesis on the long-term transformation processes from clerical bureaucracies into commercially operating units is most supported. Reduced hours are less often assigned to commercial and counter employees, and more often to the clerical occupations. In contrast to previous studies, the thesis that employers’ assignment strategies aim for productivity increase is hardly supported.
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Bibliographic InfoPaper provided by AIAS, Amsterdam Institute for Advanced Labour Studies in its series AIAS Working Papers with number wp5.
Date of creation: May 2001
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