K M Olsen
Biographic Data
| ID | 245790 |
|---|---|
| NAME | K M Olsen |
| GIVEN NAMES | K M |
| FAMILY NAME | Olsen |
| SIGNATURE | OLSEN K M |
| AFFILIATIONS | Norwegian School of Economics |
| ORCID | 0000-0003-1042-8484 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 166 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1997 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 7 |
Climatic Tantrums and Weathered Memories: Cycles of Seasonal Reporting on Dust Storms in Australian Newspapers 1992–2024
Employment Trade-Offs under Different Family Policy Constellations
This article examines how employees consolidate the spheres of work and family in three countries with different family policy constellations: Sweden, Germany and Great Britain. The analyses are based on data from the International Social Survey Programme, 2015. Building on family policy typologies, the study demonstrates how gender and family and employment demands interact with the institutional setting regarding how people make employment trad…
The labor market regimes of Denmark and Norway – One Nordic model?
The literature on the Danish and Norwegian labor market systems emphasizes the commonalities of the two systems. We challenge this perception by investigating how employers in multinational companies in Denmark and Norway communicate with employees on staffing changes. We argue that the development of ‘flexicurity’ in Denmark grants Danish employers considerably greater latitude in engaging in staffing changes than its Nordic counterpart, Norway.…
Perceived Job Quality: Autonomy and Job Security within a Multi-Level Framework
In this study, we examine the relationship between institutions of labour market and welfare states and two central aspects of job quality: autonomy and job security. Drawing on theoretical frameworks from varieties of capitalism and a power resource approach, we examine whether macro-level features can explain country differences in perceived autonomy and job security. In multi-level analyses, we combine institutional data with data from the Eur…
Sickness Absence among Immigrants in Norway, 1992-2003
Utilizing register panel data (1992-2003), in this article we study long-term sickness absence among immigrants and ethnic Norwegians ( n = 200,022). The data contain detailed information on socio-economic background, labour market participation and social insurance benefits for all individuals aged between 16 and 67 years residing in Norway. We present four main findings: (1) There is no difference in sickness absence between ethnic Norwegians a…
Is Participation Good or Bad for Workers: Effects of Autonomy, Consultation and Teamwork on Stress Among Workers in Norway
Research on the consequences for employees of opportunities to participate in decision-making (defined here as having autonomy and being able to consult in organizational decisions and to work in teams) has produced inconsistent results. Some writers argue that worker participation is a good thing for workers, since they are able to make decisions and develop skills. Others, especially those in the critical management tradition, regard workers' o…
Working time: Implications for sickness absence and the work–family balance
Olsen KM, Dahl S‐Å. Working time: implications for sickness absence and the work–family balance Int J Soc Welfare 2010: 19: 45–53 © 2008 The Author(s), Journal compilation © 2008 Blackwell Publishing Ltd and the International Journal of Social Welfare. The article analyses the impact of working time on two outcomes: sickness absence and the work–family balance. Working time is distinguished along two dimensions: irregular versus regular working h…
Health differences between European countries
Atypiske ansettelser – dårlige jobber
Unions' Dilemma When Firms Use Employment Intermediaries
This article examines how labour unions influence the use of employment intermediaries. Employment intermediaries, such as temporary help agencies (THAs) and contract companies, are commonly believed to undermine the power of labour unions, by fracturing the collectivism that characterises unions. However, these arrangements may also serve as a buffer in the workplace - protecting the regular workers from fluctuations in labour demand. The analys…
Non-Standard Work in Two Different Employment Regimes: Norway and the United States
This article examines organizations' use of non-standard work arrangements - fixed-term employees hired directly by the organization, workers from temporary help agencies (THA), and contractors - in the United States and Norway. Our analysis is based on information obtained from surveys of 802 establishments in the US and 2130 in Norway. We find that Norwegian establishments make greater use of non-standard arrangements than the US establishments…
Gender, Absenteeism, and Job Characteristics: A Fixed Effects Approach
It is well documented that women are generally absent from work more often than men. Using data from two large samples of Norwegian public sector employees, the authors use fixed effects methods to compare men and women who have identical job titles and work in the same workplace. Even under presumably very similar employment and working conditions, women have 1.3 to 1.7 times as many absences as men. The authors also provide strong indications t…
Within-Job Wage Discrimination and the Gender Wage Gap: The Case of Norway
It has been established for the USA that men and women working in the same occupation for the same employer receive more or less the same pay. So-called within-job wage discrimination is hence not a driving force for the gender wage gap. Below we report the first comparative arid the second comprehensive empirical study of wage differences between men and women in the same specific occupation within the same establishment for a European economy: …
Health differences between European countries
Perceived Job Quality: Autonomy and Job Security within a Multi-Level Framework
In this study, we examine the relationship between institutions of labour market and welfare states and two central aspects of job quality: autonomy and job security. Drawing on theoretical frameworks from varieties of capitalism and a power resource approach, we examine whether macro-level features can explain country differences in perceived autonomy and job security. In multi-level analyses, we combine institutional data with data from the Eur…
Non-Standard Work in Two Different Employment Regimes: Norway and the United States
This article examines organizations' use of non-standard work arrangements - fixed-term employees hired directly by the organization, workers from temporary help agencies (THA), and contractors - in the United States and Norway. Our analysis is based on information obtained from surveys of 802 establishments in the US and 2130 in Norway. We find that Norwegian establishments make greater use of non-standard arrangements than the US establishments…
Is Participation Good or Bad for Workers: Effects of Autonomy, Consultation and Teamwork on Stress Among Workers in Norway
Research on the consequences for employees of opportunities to participate in decision-making (defined here as having autonomy and being able to consult in organizational decisions and to work in teams) has produced inconsistent results. Some writers argue that worker participation is a good thing for workers, since they are able to make decisions and develop skills. Others, especially those in the critical management tradition, regard workers' o…
Within-Job Wage Discrimination and the Gender Wage Gap: The Case of Norway
It has been established for the USA that men and women working in the same occupation for the same employer receive more or less the same pay. So-called within-job wage discrimination is hence not a driving force for the gender wage gap. Below we report the first comparative arid the second comprehensive empirical study of wage differences between men and women in the same specific occupation within the same establishment for a European economy: …
Gender, Absenteeism, and Job Characteristics: A Fixed Effects Approach
It is well documented that women are generally absent from work more often than men. Using data from two large samples of Norwegian public sector employees, the authors use fixed effects methods to compare men and women who have identical job titles and work in the same workplace. Even under presumably very similar employment and working conditions, women have 1.3 to 1.7 times as many absences as men. The authors also provide strong indications t…
Sickness Absence among Immigrants in Norway, 1992-2003
Utilizing register panel data (1992-2003), in this article we study long-term sickness absence among immigrants and ethnic Norwegians ( n = 200,022). The data contain detailed information on socio-economic background, labour market participation and social insurance benefits for all individuals aged between 16 and 67 years residing in Norway. We present four main findings: (1) There is no difference in sickness absence between ethnic Norwegians a…
Employment Trade-Offs under Different Family Policy Constellations
This article examines how employees consolidate the spheres of work and family in three countries with different family policy constellations: Sweden, Germany and Great Britain. The analyses are based on data from the International Social Survey Programme, 2015. Building on family policy typologies, the study demonstrates how gender and family and employment demands interact with the institutional setting regarding how people make employment trad…
Unions' Dilemma When Firms Use Employment Intermediaries
This article examines how labour unions influence the use of employment intermediaries. Employment intermediaries, such as temporary help agencies (THAs) and contract companies, are commonly believed to undermine the power of labour unions, by fracturing the collectivism that characterises unions. However, these arrangements may also serve as a buffer in the workplace - protecting the regular workers from fluctuations in labour demand. The analys…
Working time: Implications for sickness absence and the work–family balance
Olsen KM, Dahl S‐Å. Working time: implications for sickness absence and the work–family balance Int J Soc Welfare 2010: 19: 45–53 © 2008 The Author(s), Journal compilation © 2008 Blackwell Publishing Ltd and the International Journal of Social Welfare. The article analyses the impact of working time on two outcomes: sickness absence and the work–family balance. Working time is distinguished along two dimensions: irregular versus regular working h…
Within-Job Wage Discrimination and the Gender Wage Gap: The Case of Norway
It has been established for the USA that men and women working in the same occupation for the same employer receive more or less the same pay. So-called within-job wage discrimination is hence not a driving force for the gender wage gap. Below we report the first comparative arid the second comprehensive empirical study of wage differences between men and women in the same specific occupation within the same establishment for a European economy: …
Gender, Absenteeism, and Job Characteristics: A Fixed Effects Approach
It is well documented that women are generally absent from work more often than men. Using data from two large samples of Norwegian public sector employees, the authors use fixed effects methods to compare men and women who have identical job titles and work in the same workplace. Even under presumably very similar employment and working conditions, women have 1.3 to 1.7 times as many absences as men. The authors also provide strong indications t…
Non-Standard Work in Two Different Employment Regimes: Norway and the United States
This article examines organizations' use of non-standard work arrangements - fixed-term employees hired directly by the organization, workers from temporary help agencies (THA), and contractors - in the United States and Norway. Our analysis is based on information obtained from surveys of 802 establishments in the US and 2130 in Norway. We find that Norwegian establishments make greater use of non-standard arrangements than the US establishments…
Unions' Dilemma When Firms Use Employment Intermediaries
This article examines how labour unions influence the use of employment intermediaries. Employment intermediaries, such as temporary help agencies (THAs) and contract companies, are commonly believed to undermine the power of labour unions, by fracturing the collectivism that characterises unions. However, these arrangements may also serve as a buffer in the workplace - protecting the regular workers from fluctuations in labour demand. The analys…
Atypiske ansettelser – dårlige jobber
Health differences between European countries
Working time: Implications for sickness absence and the work–family balance
Olsen KM, Dahl S‐Å. Working time: implications for sickness absence and the work–family balance Int J Soc Welfare 2010: 19: 45–53 © 2008 The Author(s), Journal compilation © 2008 Blackwell Publishing Ltd and the International Journal of Social Welfare. The article analyses the impact of working time on two outcomes: sickness absence and the work–family balance. Working time is distinguished along two dimensions: irregular versus regular working h…
Is Participation Good or Bad for Workers: Effects of Autonomy, Consultation and Teamwork on Stress Among Workers in Norway
Research on the consequences for employees of opportunities to participate in decision-making (defined here as having autonomy and being able to consult in organizational decisions and to work in teams) has produced inconsistent results. Some writers argue that worker participation is a good thing for workers, since they are able to make decisions and develop skills. Others, especially those in the critical management tradition, regard workers' o…
Sickness Absence among Immigrants in Norway, 1992-2003
Utilizing register panel data (1992-2003), in this article we study long-term sickness absence among immigrants and ethnic Norwegians ( n = 200,022). The data contain detailed information on socio-economic background, labour market participation and social insurance benefits for all individuals aged between 16 and 67 years residing in Norway. We present four main findings: (1) There is no difference in sickness absence between ethnic Norwegians a…
Perceived Job Quality: Autonomy and Job Security within a Multi-Level Framework
In this study, we examine the relationship between institutions of labour market and welfare states and two central aspects of job quality: autonomy and job security. Drawing on theoretical frameworks from varieties of capitalism and a power resource approach, we examine whether macro-level features can explain country differences in perceived autonomy and job security. In multi-level analyses, we combine institutional data with data from the Eur…
The labor market regimes of Denmark and Norway – One Nordic model?
The literature on the Danish and Norwegian labor market systems emphasizes the commonalities of the two systems. We challenge this perception by investigating how employers in multinational companies in Denmark and Norway communicate with employees on staffing changes. We argue that the development of ‘flexicurity’ in Denmark grants Danish employers considerably greater latitude in engaging in staffing changes than its Nordic counterpart, Norway.…
Employment Trade-Offs under Different Family Policy Constellations
This article examines how employees consolidate the spheres of work and family in three countries with different family policy constellations: Sweden, Germany and Great Britain. The analyses are based on data from the International Social Survey Programme, 2015. Building on family policy typologies, the study demonstrates how gender and family and employment demands interact with the institutional setting regarding how people make employment trad…
Climatic Tantrums and Weathered Memories: Cycles of Seasonal Reporting on Dust Storms in Australian Newspapers 1992–2024
Political science (10 works) · Economics (9 works) · Employment and Welfare Studies (9 works) · Demographic economics (6 works) · Business (5 works) · Norwegian (5 works) · Social Policy and Reform Studies (5 works) · Sociology (5 works) · Labor Movements and Unions (4 works) · Labour economics (4 works)