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Why Do Firms (Dis)Like Part-Time Contracts?

Author

Listed:
  • Francesco Devicienti

    (Department of Economics and Statistics (Dipartimento di Scienze Economico-Sociali e Matematico-Statistiche), University of Torino, Italy)

  • Elena Grinza

    (Department of Economics and Statistics (Dipartimento di Scienze Economico-Sociali e Matematico-Statistiche), University of Torino, Italy)

  • Davide Vannoni

    (Department of Economics and Statistics (Dipartimento di Scienze Economico-Sociali e Matematico-Statistiche), University of Torino, Italy)

Abstract

This paper investigates the full-time/part-time wage gap by using matched employer-employee data on the entire population of workers and firms in Italy over a 32-year period. Relying on regression models that control for worker, firm, and match fixed effects, we find that part-time work attracts a wage premium compared to full-time work. This finding, coupled with the detrimental effect of part-time work on productivity documented by Devicienti et al. (2018), explains why firms are often unwilling to concede part-time positions to employees asking for them.

Suggested Citation

  • Francesco Devicienti & Elena Grinza & Davide Vannoni, 2018. "Why Do Firms (Dis)Like Part-Time Contracts?," Working papers 052, Department of Economics and Statistics (Dipartimento di Scienze Economico-Sociali e Matematico-Statistiche), University of Torino.
  • Handle: RePEc:tur:wpapnw:052
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    File URL: http://www.bemservizi.unito.it/repec/tur/wpapnw/m52.pdf
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    References listed on IDEAS

    as
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    Full references (including those not matched with items on IDEAS)

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    Blog mentions

    As found by EconAcademics.org, the blog aggregator for Economics research:
    1. Perché le aziende non amano il part-time
      by Francesco Devicienti in La Voce on 2019-04-30 10:18:31

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    Cited by:

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    2. Fanfani, Bernardo, 2022. "Tastes for discrimination in monopsonistic labour markets," Labour Economics, Elsevier, vol. 75(C).

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    More about this item

    Keywords

    Part-time/full-time wage gap; matched employer-employee panel data; multiple fixed effects regressions.;
    All these keywords.

    JEL classification:

    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J22 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Time Allocation and Labor Supply
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence

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