The UvA-LINKER will give you a range of other options to find the full text of a publication (including a direct link to the full-text if it is located on another database on the internet).
De UvA-LINKER biedt mogelijkheden om een publicatie elders te vinden (inclusief een directe link naar de publicatie online als deze beschikbaar is in een database op het internet).

Zoekresultaten

Zoekopdracht: faculteit: "FEB" en publicatiejaar: "2004"

AuteurK. Schreuder
TitelThe work-family balance in collective agreements: more female employees, more provisions?
UitgeverUniversiteit van Amsterdam, Amsterdam Institute for Advanced Labour Studies
PlaatsAmsterdam
Jaar2004
Pagina's43
SerietitelAIAS working paper
Serienummer2004-28
FaculteitFaculteit der Rechtsgeleerdheid
Faculteit Economie en Bedrijfskunde
Instituut/afd.FdR: Amsterdams Instituut voor ArbeidsStudies (AIAS)
FEB: Amsterdam School of Economics Research Institute (ASE-RI)
SamenvattingNo one will question that the share of women working in the Dutch labour market increased over the last decades. It is also apparent that there is a rapid development of childcare and other work-family balance provisions in collective labour agreements (CLAs): either these provisions are being included in collective agreements, or existing provisions are being expanded. The reasons for this are obvious: from the employee’s point of view, childcare provisions make it interesting for women to join or stay in the labour market; from the employer’s point of view, although it may be a costly issue, these provisions may help attract and retain female employees.
The main question is the following: to what extent can the share of female employees covered by a CLA explain the presence of work-family provisions in CLAs? Furthermore, does the gender of the union negotiator have a significant additional affect?
The DUCADAM dataset, a digital database on collective labour agreements in the Netherlands, is used to tackle these questions. The findings show that the hypothesised relationships do not exist. Appar-ently, the supply of work-family provisions in CLAs is not a response to female employees’ demands, nor is it affected by the negotiator’s gender. Rather, economical factors seem to underlie work-family developments in CLAs, as indicated by the positive correlation between work-family provisions and yearly wage increase levels.
OpmerkingenJuly 2004
Soort documentRapport
Document finderUvA-Linker