Bakgrund: Motivation är idag ett väletablerat begrepp. De flesta företag idag anser att det har betydelse för företagets framgång att deras anställda är motiverade på arbetsplatsen. Vad som motiverar anställda kan påverkas av flera olika faktorer; exempelvis arbetsform och arbetsuppgifter. Den problematik som denna uppsats behandlar uppenbarar sig därför i 1) om det finns någon skillnad i motivation mellan heltid-och deltidsanställda och 2) om det finns några skillnader i motivation hos anställda med olika arbetsuppgifter i två olika företag, i denna uppsats har en bank och matbutikvalts. Syfte: Syftet med denna uppsats är att utforska om/ hur motivation skiljer sig mellan arbetsform och arbetsuppgifter samt om/hur motivationssystem skiljer sig utifrån olika arbetsuppgifter och arbetsformer. Metod: Studien är både kvalitativ och kvantitativ samt har en deduktiv ansats. Grunden till uppsatsen baseras på intervjuer och enkätundersökning. Data samlas in och transkriberas för att sedan analyseras med hjälp av utvalda teorier för att slutligen mynna ut i ett resultat. Slutsats: Resultatet från denna uppsats indikerar på flera olika skillnader mellan respektive företags motivationssystem. Utifrån medelvärden gick det ej att utläsa några större skillnader mellan motivation gällande arbetsform och arbetsuppgifter. Enligt statistiska test gick det bland annat att dra följande slutsatser; det går ej att statistiskt säkerhetsställa att det fanns skillnad mellan motivationsincitamentet möjlighet att påverka arbetsmiljö hos bank och matbutik samt det går ej att statistiskt säkerhetsställa att det fanns skillnad mellan motivationsincitamentet arbetsrelation hos deltid-och heltidsanställda. Det som denna uppsats istället indikerar är att individer från olika arbetsplatser med olika arbetstider i många fall motiveras av liknande motivationsincitament, där bland annat ledarskap och arbetsrelationer är av stor vikt. Detta resultat bidrar till kunskap om vad som motiverar anställda oavsett arbetsform och arbetsuppgifter. Denna kunskap kan bidra till att företag kan utforma ett flexibelt motivationssystem i syfte att skapa goda incitament till arbete. / Background: Motivation is today a well-established notion. Most companies today consider that it is of importance for a company’s success to have motivated employees in the workplace. What motivate employees can be affected by multiple factors; for example, working form and work tasks. The problems that this essay focus on discloses there for in 1) if there are any differences in motivating full-time and part-time employees and 2) if there are any differences in motivation between employees with different work tasks in two different companies. The two chosen companies are a bank and a grocery store. Aim: The aim of this essay is therefore to examine if/how motivation differs between work forms and work tasks and if/how motivational systems differ depending on work tasks and work forms. Methodology: The study uses a mix of a qualitative and quantitative method and has adeductive approach. The foundation of the essay is based on interviews and a survey. Data has been collected and transcribed and then analyzed using selected theories, which lastly has ended in a result. Conclusion: The result of this essay indicates on differences between the two companies’ motivational system. From calculated averages it was not possible to distinguish any differences between motivation regarding work form and work tasks. According to statistical tests it was possible to draw the following conclusions; it was not possible to statistically confirm that there were differences between the incentive possibility to affect the motivational system for the bank and the grocery store and it was not possible to statistically confirm that there were differences between the incentive work relationship for full-time and part-time employees. What this essay instead indicates is that individuals from different workplaces with different working hours are often motivated by similar incentives, where leadership and work relationships are of great importance. This result contributes to knowledge on what motivates employees regardless of work form or work tasks. This knowledge can contribute to companies being able to form a flexible motivational system in order to create good incentives for work.

Legal status of persons taking care of children in the labor market This dissertation deals with the legal status of persons taking care of children with respect to their participation in the labor market. The dissertation provides a comprehensive analysis of the legal status of these persons, focusing especially on the employees' work-life balance. The dissertation deals in particular with the issues of working conditions of pregnant women, breastfeeding employees and employed mothers in the period of nine months after childbirth, and employees taking care of a child. The dissertation analyses the legal regulations of individual labor law institutes in relation to person taking care of children such as part-time work. The dissertation analyses atypical employment relationships resulting from the need to care of a child. In addition to providing an analysis of the current legislative framework, the dissertation also deals with contemporary case law, in particular the judicial decisions concerning part-time work. The dissertation describes overlaps with other areas of law, i.e. social security law and tax law, and identifies new trends such as the development of childcare services, in particular for children under three years of age, and process getting shorter parental leave resulting from changes...

Thesis advisor: Sanjay K. Chugh / Thesis advisor: Fabio Schiantarelli / My doctoral research focuses on the role of labor market frictions in shaping macroeconomic outcomes. I am currently pursuing three main lines of research that constitute the three chapters of this dissertation. The first chapter focuses on involuntary part-time employment as an additional margin used by firms to adjust to business cycle fluctuations. The chapter documents empirical regularities of involuntary part-time employment in the U.S. and furnishes a tractable analytical framework for studying this phenomenon that has gained so much attention in the years that followed the Great Recession. In the second chapter, which is joint work with Sanjay Chugh, Ryan Chahrour and Alan Finkelstein-Shapiro, we study the labor market wedge in the context of a search and matching model to understand how static and dynamic inefficiencies change over the business cycle. Measuring the labor market wedge and understanding its sources of movement is of great importance from a macroeconomic point of view, as existing research shows it holds a prominent place in explaining fluctuations in aggregate output. Finally, in the third chapter I study empirically the determinants of the job finding probability, a key object in the context of frictional labor markets. More specifically, I analyze how decisions on time allocation by the unemployed affect their chances of finding a job, and identify the activities that make more likely for an unemployed individual to receive and accept a job offer. Chapter 1. In recent years researchers and policymakers have shown renewed interest in involuntary part-time employment as a crucial indicator of labor market health. The fact that individuals have part-time jobs even though they would be willing to work more hours is evidence that resources in the economy are not employed at full capacity. This group represents almost 40 percent of total underemployment. Despite its large size and importance to policy-makers, surprisingly little literature addresses the empirical regularities or economic role this margin plays in determining labor market outcomes. In "Underemployment and the Business Cycle" I address several questions regarding involuntary part-time employment. First, how does involuntary part-time employment differ from the standard extensive and intensive margins? Second, what factors influence the choice of firms to use involuntary part-time workers? Third, how might economic policy contribute to the existence of involuntary part-time employment in the economy? And, fourth, have there been any changes over time in the response of involuntary part-time employment to changes in aggregate economic conditions and, if so, what explains them? To describe the empirical regularities of involuntary part-time employment, I use detailed micro-level data from longitudinally-linked monthly files of the Current Population Survey. A novel finding that emerges from the analysis of this dataset is that wages of involuntary part-time workers display higher volatility and lower persistence than those of their full-time counterparts, thus indicating a higher degree of flexibility. In addition, I find that changes in involuntary part-time employment are mostly explained by reallocation of workers from full-time to part-time positions within the firm, which involves more than just a mere reduction in hours worked. I then aggregate the data and compute business cycle statistics. Surprisingly, I find that the behavior of involuntary part-time employment resembles the behavior of unemployment more than the one of full-time employment. In fact, the results indicate that involuntary part-time employment is very volatile and strongly countercyclical. To understand the evidence I find at the micro and macro levels, I build an augmented search and matching model of the labor market featuring full-time and part-time employment, and a production function that combines both types of workers. The decision of whether a worker is full-time or part-time is made entirely by the firm, depending on the realizations of both aggregate and idiosyncratic productivity processes. The model is able to deliver the countercyclicality of involuntary part-time employment found in the data. The key mechanism to obtain this result is the relatively higher flexibility of part-time contracts that makes it more profitable for the firm to reallocate workers from full-time to part-time arrangements during recessions. Based on the model that captures key empirical facts, I conduct policy analysis to evaluate the effect of an increase in the cost of health insurance on involuntary part-time employment. The policy experiment predicts that an increase in the cost of health insurance provided by the firm to its full-time workers, such that their share in average full-time wages goes up by 1 percentage point, leads to an increase of steady state involuntary part-time employment by 10 percent, which nowadays would be equivalent to half a million additional involuntary part-time workers. I find evidence that involuntary part-time employment has become more volatile and persistent in the last 25 years. I study the impact that innovation in workforce management practices, a process that started in the 1990s and that has increased the degree of substitutability between full-time and part-time workers, may have had in changing the response over time of involuntary part-time employment to business cycle fluctuations. Impulse response analysis from the model indicates that an increase in the degree of substitutability makes involuntary part-time employment more sensitive to aggregate productivity shocks. Chapter 2. In "The Labor Wedge: A Search and Matching Perspective" we define and quantify static and dynamic labor market wedges in a search and matching model with endogenous labor force participation. Existing literature has generally centered on Walrasian labor markets in characterizing the inefficiencies, or ``gaps'', between labor demand and labor supply. However, given the conventional view in the profession that the matching process plays an important role in the labor market, the neoclassically-measured labor wedge suffers from a misspecification problem as it ignores the role of long-lasting relationships in explaining the cyclical pattern of the labor wedge. To construct the wedge we use a rigorously defined transformation function of the economy, which contains both the matching technology and the neoclassical production technology. Both technologies are primitives of the economy in the sense that a Social Planner must respect both processes. Given the model-appropriate transformation frontier and the household's static and dynamic marginal rates of substitution, we use data on the labor force participation rate, the employment rate, the vacancy rate, real consumption, real government spending, and real GDP to construct static and dynamic labor wedges. We find that, in a version of the model where all employment relationships turn over every period, the static labor wedge is countercyclical, a result that is consistent with existing literature. Once we consider long-lasting employment relationships, we can measure both static and dynamic wedges separately. We then find that, while the static wedge continues to be countercyclical, the dynamic (or intertemporal) wedge is procyclical. Since the latter is associated with the vacancy-posting decision of the firm, this result suggests that understanding the behavior of labor demand may be crucial to explaining the dynamic wedge. Our focus so far has been on obtaining a quantitative measure of both the static and dynamic wedges, and on analyzing their business cycle properties. Now we are working on extending this framework to provide a micro-founded explanation of the forces that could be driving the cyclical movements of the wedges. Chapter 3. Recent research has found that individuals who become unemployed allocate most of their forgone working hours into leisure rather than increasing the time devoted to job search activities. What is the rationale behind this decision? There are many factors that may affect the job search behavior of the unemployed. However, in this study I focus on a particular channel: the decision on how unemployed individuals allocate their time could be biased towards activities that increase their probability of finding a job. They might find more valuable to increase their social activities rather than looking formally for a job because this enhances their network, which could increase their chances of finding a job, even with less search effort. In "The Time Use Decisions of the Unemployed: A Survival Analysis", I conduct a duration analysis to estimate the effect of different time use allocations on the unemployment hazard rate using time use data from the Survey of Unemployed Workers in New Jersey. Defining "finding a job" as a failure, I estimate a single-spell, discrete-time duration model of unemployment with time-varying covariates using semi-parametric techniques. Given that I work with interval-censored data, I conduct the analysis using discrete time survival analysis techniques. The results indicate that education/training activities have a significant and positive impact on the hazard rate, i.e. they increase the probability that an unemployed worker finds a job, while leisure has the opposite effect. Furthermore, neither job-search nor networking have a significant effect on the hazard rate in the baseline specification. However, this result changes when incorporating into the regression interaction terms of these variables with a dummy that takes the value one if the individual is a long-term unemployed and zero otherwise. In this case, the coefficient associated with networking becomes positive and significant, while the coefficient of the interaction term is negative. This implies that networking has a positive effect on the hazard rate for short unemployment spells, but this effect weakens if the individual has been unemployed for a longer period. On the other hand, even after incorporating the interaction term, job search remains insignificant. These findings shed light on why individuals may not want to devote additional time to formal job search: it does not pay off with a higher likelihood of receiving a job offer, regardless of the length of the unemployment spell. On the other hand, other activities, such as investing in education or networking, are positively related to the probability of finding a job -- at least for short unemployment spells -- and thus it makes more sense for these individuals to devote more time to them.

Working hours, its lenght and distribution, with the focus on part-time Abstract The thesis deals with the issue of working hours and its distribution with a special focus on part-time. The thesis also introduces the legislation of part-time in the foreign law system, particularly in the Netherlands. The aim of this thesis is to analyze the current legal regulation of working hours, its length and distribution, focusing on part-time. The thesis is divided into six chapters, which represent labor law in the system of law, historical development of working hours, sources of labor law, legal regulation of working hours and rest periods and distribution of working hours. The fifth chapter deals with labor law institutes in which part-time deviate from the set weekly working hours. The chapter defines persons that are entitled to apply for part-time or another suitable adjustment of their working hours, forms of these suitable adjustments and the interpretation of the concept of operational reasons by the Supreme Court of the Czech Republic. The thesis also describes the method of calculating and remunerating overtime work for part-time employees and the calculation of the leave of those part-time employees whose working hours are unequally spread over several working days per week. The chapter also describes...

The overall aim of the research was to understand the potential impact of sustained part-time working on women’s identities with regards to motherhood and work. Despite an implicit assumption in public discourse, policy and research that mothers will resume full-time careers once their children are ‘older’, half of working mothers with their youngest child at secondary school are working part-time (ONS, Q3, 2011). Often in the literature ‘good’ part-time working has been framed as short-term (see for example Tilly, 1996). The part-time ‘hidden brain drain’ (Equal Opportunities Commission, 2005) has been described as a waste of education and skills (Connolly and Gregory, 2010) and contributing to gender inequality (Walby, 2007). This PhD explored the life stories of twenty university educated, partnered mothers of older children (youngest at secondary school), who had mostly worked part-time since becoming mothers. Dialogic narrative analysis (Frank, 2010) was used to explore how these women made sense of where they had ended up through their story telling. A key finding is that for these women ‘becoming’ a part-time working mother was neither an informed ‘choice’, nor a fixed orientation, but was an ongoing process of negotiation, within a matrix of inter-related, constantly shifting and interacting tensions. Compromises to their jobs often became more extensive than expected and a continuing need to ‘be there’ for teenagers was unanticipated. Damage to ‘career’ is conceptualised as a ‘creeping trauma’. This is considered in light of the mothering stories indicating this was a price worth paying. The majority of women were engaging in a narrative of reorientation, using various strategies to reframe standards of ‘good’ working and the meaning of work within life. Success in reorientation differed according to individual experiences of constraints and opportunities.

Depuis les années 1970, le salariat à temps partiel s’étend sur les marchés de l’emploi allemand et français. Le rôle joué par l’intermédiation publique dans ce phénomène constitue l’objet de cette thèse. Nous l’étudions de manière comparative par l’immersion ethnographique dans quatre agences, par une analyse quantitative portant sur 2000 offres stockées et par une enquête socio-historique sur les dispositifs d’indemnisation. Grâce à ce matériau, nous mettons au jour les transactions temporelles auxquelles sont exposés les chômeurs durant leur traitement institutionnel. Au sein des agences d’intermédiation, les heures recherchées par les chômeurs jouent le triple rôle d’outil de gestion, d’outil d’intermédiation et d’outil d’arbitrage marchand. Elles sont mobilisées, manipulées et négociées durant les entretiens en face-à-face auxquels sont convoqués les chômeurs. Au terme des interactions, de nombreux profils de recherche sont révisés, en abaissant le nombre d’heures d’emploi souhaitées. Ce rationnement du temps d’emploi est organisé autour de trois modes de régulation, inégalement présents sur les différents terrains : une régulation par l’indemnisation-chômage, une régulation par les pratiques professionnelles des conseillers et une régulation par les progiciels informatiques d’appariement. Le temps d’emploi souhaité par les chômeurs apparaît ainsi comme un objet d’action publique. À partir de nos résultats empiriques, nous montrons que les logiques sociales de la rencontre bureaucratique établissent un lien étroit entre les ressources mobilisables dans l’interaction et les positions envisageables sur le marché de l’emploi. De plus, cette thèse présente les guichets d’intermédiation comme un niveau de régulation de l’emploi à part entière. / Since the 1970s, part-time employment has grown in the German and French labour markets. The relation between public intermediation and part-time employment is the subject of this thesis. Our comparative analysis is based on ethnographic immersion in four agencies, a quantitative analysis of 2000 job offers stored in the agencies files and a socio-historical inquiry concerning the unemployment benefit systems. With these data, we expose the temporal transactions experienced by the unemployed during their institutional treatment. Within the agencies, the working hours sought by the unemployed represent a tool with three functions: managing the registered users, matching employers and jobseekers, and arbitrating the relation between capital and labour. These hours are mobilized, manipulated and negotiated during the compulsory interviews between caseworkers and unemployed. Thus, many research profiles are modified, in the sens of lowering the desired amount of employment hours. This rationing of hours is organized around three modes of regulation, always perceptible but inequally significant in the various agencies: benefits-oriented regulation, professional regulation and computerized regulation. The working hours the unemployed look for appear as an object of public action. Based on our empirical results, we show how the configuration of bureaucratic encounters establish a close relation between the social resources mobilized during the interaction and the position on the labour market. In addition, this thesis present the employment agencies as an autonomous level of employment regulation.

Data from the National Center for Education Statistics projects total enrollment in post secondary degree-granting institutions to increase 15% from 2010 to 2021 (U.S. Department of Education, 2012). National and state education efforts such as President Obama’s American Graduation Initiative, Tennessee’s Drive to 55, and Tennessee Promise encourage Americans to expand their educational pursuits in order to increase the number of individuals completing a post secondary degree. As states adopt funding formula measures tied directly to student success and retention, higher education institutions increasingly must rely on the effectiveness of academic and student service programs. Although the employment of adjunct faculty as a cost-saving measure has been on the rise for many years (Kezar & Maxey, 2013), research regarding the possible impact on student learning has been slow to develop and studies in this area have produced contradictory results. The purpose of this quantitative comparative study was to examine whether there is a significant difference in the fall to fall retention rate and proportion of assigned grades for first- time freshmen attending Motlow State Community College (MSCC) in regard to instructor status (full-time or adjunct). Existing data were used to conduct the study gathered from instructor and student information maintained by the colleges Banner information system using stratified random sampling. A non proportional sampling technique was chosen because of the potential small sample size and ease of subgroup comparison. Data were analyzed using chi-square tests of independence at the .05 level of significance. Results indicated no significant difference in the fall-to-fall retention rate and proportion of assigned grades for first-time, full-time students; first-time students; first-time students with a high school grade point average (GPA) of 3.0 or higher; first-time students with a high school grade point average (GPA) of 2.9 or lower; and traditional and non traditional age students. Significant differences were found in the fall-to-fall retention rate for first-time, part-time students. First-time, part-time students taught by adjunct faculty are retained at a significantly lower rate than first-time, part-time students taught by full-time faculty. As states adopt funding formula measures tied directly to student success and retention at the same time colleges and universities brace for enrollment increases, the use of adjunct faculty continues to rise. Acknowledging the need for highly skilled instructors, higher education institutions must consider the potential impact adjunct faculty instruction has on student success given the potential implications on institutional funding at state and national levels.

The employment rate of young partnered women and partnered mothers increased considerably over the 1980s, while there was less change in the 1990s. This thesis explores these changes, with a focus on partnered mothers with young children. The objectives are to describe what the changes in female employment were, and to analyse why they might have occurred. ¶ The analyses were primarily quantitative, although they were put into context with extensive reviews of Australian and, where relevant, international literature. The primary source of data was Australian Bureau of Statistics (ABS) Census data. Other data used included those from the ABS Child Care Surveys, Negotiating the Life Course Survey and the National Social Science Survey. ¶ Many changes in maternal employment were identified. The most notable change was the increase in the number and proportion of partnered mothers working part- time hours. Job characteristics also changed, with these women in full-time or part- time jobs more likely to be working in higher skilled professional and para- professional jobs in 2001, compared to 1981. For partnered mothers with a child aged less than one, the proportion working increased, but there was also evidence that more women were making use of maternity leave. ¶ Coinciding with these changes were a number of compositional changes, as women of succeeding birth cohorts were more educated, and more likely to delay marriage and childbearing. Attitudinal change was also evident, as people became more accepting of working wives. Attitudes to working mothers with young children changed less, with a strong preference for mothers to be at home when their children were young. Also over this period, there were many changes in infrastructure, policy and the labour market generally that had impacts on female employment opportunities and conditions. These changes are explored in detail, and their relationship to employment change examined. ¶ Because there were so many changes in these factors occurring over this period, the exact causes of employment change were difficult to identify. Also, an analysis of employment change is complicated because the causality of certain effects does not run in only one direction – there are more complex links between education, childbearing and employment that should be accounted for in explaining changes over time. Similarly, changes in supply of labour are difficult to disentangle from changes in demand for labour. ¶ Compositional changes were certainly important in explaining the growth in the proportion working, especially for younger women. These women were not only more highly educated in 2001, they were less likely to have children. For working mothers, the effect of increased education levels could be seen in the greater numbers working in higher status occupations. ¶ The analyses of infrastructure and policy change, particularly that of changes in income support and child care provision which were covered in some detail, did suggest that certain aspects of these broader changes were associated with changes in employment, at least for some sections of the population. Income support changes may have enabled more mothers, particularly those in low-income households, to stay at home with young children. This might be part of the reason for the slower growth in female employment in the 1990s, as payments to single-income families increased. ¶ The increased availability of formal child care was likely to have enabled more mothers to work, although the use of informal care, and parental-care only also grew over the 1980s and 1990s. The cost of care continues to be prohibitive for some families. ¶ Increases in part-time work continued even when the overall rate of employment slowed down. Changes in industrial relations, through award restructuring and the introduction of enterprise bargaining, were associated with an increased availability of part-time jobs. This sustained use of part-time work was congruent with the employment preferences of working mothers with young children. Also, the evidence presented shows that part-time work has grown in higher status as well as lower status jobs. ¶ Overall, while it was not possible to identify the exact causes of employment change, the compositional (education and childbearing changes in particular), attitudinal and broader infrastructure/policy changes were no doubt related.

Australian women’s participation in paid work has been and continues to be strongly influenced by gendered patterns of parental care. This thesis examines how children structure another dimension of economic stratification in Australia, hourly wages. Previous studies from the United States and Great Britain show women who care for children have lower wages than their childless counterparts and that this motherhood gap in pay is partly explained by mothers’ interruptions to employment and movement into part-time jobs. Outside the US and Britain fewer studies of the motherhood gap in pay have been undertaken. Compared to these two countries, Australia has lower maternal employment rates and higher rates of part-time work. These features may increase wage disparities between mothers and childless women in the Australian labour market. Australia, unlike Britain and the United States, has a history of centralised wage regulation, leading to a comparatively narrower wage distribution and a higher minimum wage. These institutional features may offer protection against downward wage mobility. This thesis investigates how motherhood influences the hourly wages of Australian women using panel data. Previous Australian research has documented static wage disparities, relying on cross-sectional data. My analysis draws on the first six waves of the Household, Income and Labour Dynamics in Australia (HILDA) survey (2001-2006), a large, nationally representative panel survey. The thesis is comprised of three studies. First, I investigate the overall motherhood gap in pay in Australia in 2001. In aggregate, the mean wage of women with children is equal to that of childless women. After imputing a potential wage for mothers who are not employed, I show that the overall motherhood gap in pay would be considerably wider in Australia were fewer mothers to exit the labour force. This is because mothers without tertiary qualifications are less likely to be employed than mothers with a certificate, diploma or degree. Second, I use the panel design of HILDA to estimate female wage equations using fixed-effects regression. Controlling for differences in observed human capital, part-time work and unobserved heterogeneity, I find each child lowers wages by 6%. The analysis also reveals that mothers’ propensity to work part-time does not explain any of the Australian motherhood gap in pay. After incorporating detailed controls for time-varying job characteristics, I find that part-time wages are 14% higher than full-time wages. On average, the pay premium for part-time work more than offsets the pay penalty associated with one or two children. Third, I narrow my focus to Australian women experiencing a birth between 2001 and 2006, assessing whether the wage premium for part-time work extends to transitions at this point in the lifecourse. I investigate patterns of wage growth among mothers returning to employment within 3 years of a birth. My results reveal that Australian mothers who transition from full-time to part-time hours have significantly higher wage growth than mothers who remain in full-time employment. Taken together, my results suggest women’s part-time employment has a distinctive form in Australia. I find no evidence Australian mothers’ part-time employment constitutes a low-paid segment of the labour force. Isolating a causal explanation for the comparatively high wages of Australian women’s part-time employment is difficult, though two factors are likely to be important. First, Australian mothers’ participation in part-time employment rapidly increased during the 1970s and 1980s, a period when wages were largely regulated through collective agreements. Although wage determination has become more deregulated since the mid-1980s, the principle that part-time employees should receive pro rata wages does not appear to have been contested by Australian employers. This could be because demand for labour in feminised industries has remained strong. Second, decisions to remain attached to employment around childbirth could possibly be structured by the availability of part-time work. Rather than transition into a lower waged part-time job, Australian mothers may exit the labour force drawing on supports for stay-at-home mothers in the Australian family payment and taxation system. In the longer term, mothers who continue in part-time work may have fewer opportunities for upward mobility and flatter wage trajectories. As additional waves of HILDA become available, such divergences in wage trajectories will be able to be empirically investigated. This study examines female wages in a period of strong economic growth and low unemployment. Part-time employment may not be positively associated with wages in a macroeconomic context of lower demand for labour and rising unemployment. An interesting avenue for future research would be to compare how transitions into part-time work influence female wages across periods of strong and weak labour market growth.

Diese empirisch qualitative Studie lässt sich in die Professionalisierungsdiskussion in der Erwachsenenbildung einbetten. Vor dem Hintergrund lebenslangen Lernens und dem Wandel der Lernkultur wachsen die Ansprüche und Kompetenzanforderungen an die Lehrenden, ohne dass die Heterogenität des überwiegend nebenberuflich tätigen Personals ausreichend berücksichtigt wird. Um ein deutlicheres Bild von dieser Beschäftigungsgruppe zu erhalten, fokussiert diese Magisterarbeit mit einer Fallstudie die nebenberuflichen Dozenten in der Erwachsenenbildung. Zentrale Fragestellungen sind: - Warum lehren Dozenten nebenberuflich an der Volkshochschule? - In welchem Zusammenhang stehen Haupt- und Nebenberuf? - In welcher Rolle sehen sich die Dozenten im Kursgeschehen? Anhand problemzentrierter Interviews wurden zwei Einzelfallstudien mit anschließender Typenbildung durchgeführt. Die Rekonstruktion der Beweggründe und Bedeutungshorizonte der Dozenten für ihre Tätigkeit gelang mittels dem Forschungsverfahren der Grounded Theory nach Anselm Strauss und Juliet Corbin (1996). Hierbei wurden gegenstandsbegründet im induktiv-deduktiven Wechselspiel Kategorien identifiziert, ausdifferenziert und miteinander in Beziehung gesetzt. Am paradigmatischen Modell von Strauss/Corbin 1996 orientiert, ließen sich somit ein zentrales Phänomen, dessen Ursache, resultierende Handlungsstrategien, Konsequenzen und kontextuelle sowie intervenierende Bedingungen ausfindig machen. Erstaunlich ist bei der Gegenüberstellung der beiden Fälle die konsequente Verfolgung der jeweiligen Handlungslogik, die sich auch im professionellen Selbstverständnis der Dozenten niederschlägt. / This empirical qualitative study can be seen in the discussion about professionalization in the adult education. As a result of the Discourses Life Long Learning and the Change of Learning Culture claims for better competences at the teaching grew, without taking the heterogeneity of the predominantly part-time working personnel into adequate consideration. In order to receive a clearer picture of this employment group, this master work focuses the part-time working teachers in the adult education with a case study. Central questions are: - Why do people work part-time as teachers in the field of adult education? - What kind of connection exists between main occupation and part-time job? - In which roll do the teachers see themselves in the course? Using problem focussed interviews, two individual case studies with subsequent type development were carried out. The reconstruction of the teachers motives and meaning horizons for their part-time job was succeeded by the research method Grounded Theory from Anselm Strauss and Juliet Corbin (1996). Grounded on data categories were identified, were distinguished and related to each other. Geared to the action model by Strauss/Corbin 1996, a central phenomenon, its causation, resulting action strategies, consequences and context as well as intervening conditions were found. While contrasting both cases the consistent use of the respective action logics was amazing. It was even reflected in the professional self-concept of the teachers.