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PurposeThe purpose of this paper is to evaluate if, given personal, supply-related features, and labour demand-related variables, there is a difference in the share of women finding more stable jobs with respect to men, in an eight-year time span.Design/methodology/approachFragmentation leads to a lower probability of transitioning into more certain, full-time work positions. The authors analyse a rich cohort of dependent workers in Emilia-Romagna to investigate whether part-time jobs lead to full-time jobs in a “stepping-stone” fashion and whether this happens with the same probability for men and women. The focus is on the cost of part-time jobs rather than the contrast between permanent and temporary jobs, as often observed in the literature. The authors also evaluate the transition between part-time job formulae and open-ended work arrangements to determine whether women's transition to full-fledged, stable work positions is slightly rarer than their male counterparts. Even if the authors allow for the fact that part-time contracts can be a choice and not an obligation, these contracts generate more flexibility in managing the equilibrium between private and work life and create more uncertainty than full-time contracts because of the fragmentation associated with these arrangements.FindingsThe authors find that women have a more fragmented working career than men, in that they hold more contracts than men in the same time span; moreover, the authors find that part-time jobs act more as bottlenecks for women than for men.Originality/valueThe authors use a large administrative dataset with over 600,000 workers observed in the 2008–2015 time span, in Emilia Romagna, Italy. The authors can disentangle the number of contracts per worker and observe individual, anonymise personal features, that the authors consider in the authors' propensity score estimate. The authors ran a robustness check of the PSM estimates through coarsened exact matching (CEM).

Employee task performance is considered to be of crucial importance for organizational survival and growth, at the same time, the struggle for organizational survival and growth most especially in the current economic climate gives rise to perceptions of job insecurity among employees thereby making the perception of job insecurity a relevant topic. This study examined the effect of perceived job insecurity on task performance. In addition, the effect of both quantitative and qualitative facets of job insecurity on the different components of task performance, was investigated. By making use of the multi-stage sampling technique, a total of 342 employees with age range of 23 to 46 years were proportionately selected from the cluster that represents each bank. Furthermore, the close ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. Based on the regression analysis conducted, it was revealed that while perceived job insecurity as a uni-dimensional construct exercise a significant and negative effect on task performance, both quantitative and qualitative job insecurity also have a significant and negative effect on this performance with the later, found to exercise a stronger negative impact. Furthermore, results also indicate that while quantitative job insecurity is more negatively related with the job quality component of performance, both job quantity and job time limit are more negatively related with qualitative job insecurity. To conclude, recommendations were made on the need for organizations to focus intervention on antecedents of job insecurity which have been classified as macro level, micro level and personality factors with the view of reducing the incidence of perceived job insecurity. It was also recommended that managers should endeavor to concentrate more resources on those employees who suffer from qualitative job insecurity whenever there is a need to make use of these interventions, while also being in cognizant of the fact that a different level of intervention is required for employees with different level of job quality, job quantity and job time limit.

Purpose: This study explores the experiences of Indonesian students studying while working at Taiwanese public universities.   Design/methodology/approach: Through a phenomenological research approach that utilizes face-to-face interview techniques, the personal experiences of 15 Indonesian students were recorded. As a student who conducts lecture activities while working, apart from having assignments from the place of study, students also have to face problems at work.   Findings: The findings from this study indicate that the main reasons from within and from outside students in carrying out learning and work activities are financial problems. Furthermore, when students devote less time to work, this causes students to divert their attention a little from the main task of learning.   Research, Practical & Social implications: From these study and work activities, students get a positive impact in the form of experience and a negative impact in the form of fatigue and problems with their time.

The emergence of the gig economy has introduced a new cohort of workers who take on supplementary work (“side hustles”) alongside their full-time jobs. This concurrent engagement presents multifaceted challenges for multiple job holders (MJHs). To understand MJHs’ resource management between their full-time jobs and side hustles, we applied boundary theory to construct a dynamic mechanism model. Using a dataset from 82 MJHs across 10 working days, we used a multilevel model to investigate how different variations in resources post-side hustle influenced MJHs’ energy and engagement in their full-time jobs. We found that at the between-person level, variability in resources post-side hustle was negatively correlated with the respondents’ average level of energy in their full-time jobs. In contrast, at the within-person level, daily shifts in resources post-side hustle were positively associated with the respondents’ subsequent energy levels in their full-time jobs. Additionally, at both the within-person and between-person levels, energy in the full-time job served as a mediator between resources post-side hustle and full-time job engagement. Our study examined the dynamic impact of resource management during the transition between MJHs’ side hustles and full-time jobs. The insights gained highlight the potential of side hustles to enhance the effectiveness of employees in their full-time jobs.

Using the Leader–Member Exchange theory, the goal of this study is to test the relationship between supervisor phubbing and supervisor–employee rapport in the context of part-time jobs. Data for this quantitative investigation come from 211 participants who completed an online survey regarding frequency of supervisor phubbing and their rapport with supervisors for their last three part-time jobs, if applicable. The results from regression analyses revealed that supervisor phubbing negatively predicted supervisor–employee rapport for participants’ first and second part-time jobs, even when controlling for length of time working, frequency of communicating with supervisor, and amount of technology use by supervisor and employee. These findings imply that even limited interactions, when disrupted by mobile phone use, can hinder part-time employees’ relationships with their supervisors and employee engagement.

Sweethearting behavior of front-line service employees (FLSEs) is critical for service industries. Given the widespread use of part-time labor in the service industry and the behavioral differences between part-time and full-time employees, it is crucial to understand the variations in sweethearting between these groups to implement more effective management strategies. This paper aims to explore the differences between full-time and part-time FLSEs’ sweethearting intentions (SI) by integrating the theory of planned behavior (TPB) with the perspective of social relationship quality (SRQ). With a valid sample of 239 FLSEs, we tested the hypotheses using structural equation modeling. Results indicate that the TPB well explains SI. Interestingly, SRQ with supervisors will weaken the link between attitude and SI, especially for full-time FLSEs. However, attitude and perceived behavioral control are critical drivers of SI among part-time FLSEs. Based on these findings, the paper recommends that managers acknowledge the unique behaviors of full-time and part-time employees. Specifically, they should understand the combined impact of SRQ and employment type on employee behavior and customize their HRM policies and management strategies to address and mitigate service sweethearting effectively.

We consider the problem of scheduling independent jobs on identical parallel machines to minimize the total completion time. Each job has a set of eligible machines and a given release date, and all jobs have equal processing times. For the problem with a fixed number of machines, we determine its computational complexity by providing a polynomial time dynamic programming algorithm. We also present two polynomial time approximation algorithms along with their worst case analyses. Experiments with randomly generated instances show that the proposed algorithms consistently generate schedules that are very close to optimal.

The COVID-19 pandemic brought major changes in several spheres affecting the functioning of the economy. One of the most affected areas was the labor market, which underwent changes in most EU member States in recent years. Various flexible forms of employment, which were until then used only to a limited extent in some countries, came to be necessary. The main aim of this article is to describe the possibilities of using part-time jobs as a flexible form of employment and to analyse gender differences in selected indicators related to part-time jobs in the European labor market in order to monitor the impact of the COVID-19 pandemic on the EU member States. The research sample covers all EU countries, while working with selected employment indicators and data for the years 2018 and 2020. Paired T-test, or its non-parametric equivalent The Wilcoxon signed-rank test (based on the results of the normality test) will be used to assess the statistical significance of differences in dependent samples, in our case the values of the rate of total employment and part-time employment in EU member states in 2018 and 2020. In assessing the statistical significance of gender differences, the T-test for independent samples or its non-parametric alternative Mann-Whitney U test (based on the results of the normality test) will be used. The research results confirmed statistically significant differences in the share of part-time workers before and during the pandemic. It has also been shown that both genders have experienced significant changes in the share of part-time workers due to the pandemic, and also that there are significant gender differences between part-time workers. However, the research results did not confirm the statistical significance of the effects of the level of education achieved on part-time employment during the pandemic.

We consider the problem of scheduling n jobs on m parallel machines with inclusive processing set restrictions. Each job has a given release date, and all jobs have equal processing times. The objective is to minimize the makespan of the schedule. Li and Li (2015) have developed an O(n 2 +mn log n) time algorithm for this problem. In this note, we present a modified algorithm with an improved time complexity of O(min{m, log n} ⋅ n log n).

We consider the problem of scheduling a given set of n jobs with equal processing times on m parallel machines so as to minimize the makespan. Each job has a given release date and is compatible to only a subset of the machines. The machines are ordered and indexed in such a way that a higher-indexed machine can process all the jobs that a lower-indexed machine can process. We present a solution procedure to solve this problem in O(n 2 +mnlogn) time. We also extend our results to the tree-hierarchical processing sets case and the uniform machine case.