Lonnie Golden
Dados Biográficos
| ID | 3620402 |
|---|---|
| NOME | Lonnie Golden |
| PRENOMES | Lonnie |
| SOBRENOME | Golden |
| ASSINATURA | GOLDEN L |
| AFILIAÇÕES | Pennsylvania State University |
| ORCID | 0000-0001-6851-7928 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 18 |
| TOTAL DE CITAÇÕES | 158 |
| TOTAL COMO AUTOR | 18 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1988 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 8 |
Do Unpredictable and Unstable Work Hours Reduce Subjective Wellbeing
We empirically explore how key dimensions of work hours and schedules (i.e., volatility, short advance notice, and irregular shift times) affect workers’ self-reported subjective wellbeing (SWB). Our analysis controls for the number of weekly hours, occupation, demographics, family income, and health. We use data from the 2016 U.S. General Social Survey, containing the Work Orientations IV module of the International Social Survey Program. The fi…
Job Quality Unpacked
Which working conditions shape workers’ assessment of the quality of their job or employment? Using a primary dataset ( N = 3,784), from a unique survey, we examine the association between a comprehensive range of working conditions and workers’ evaluations of the quality of their own job and employment situation. We create ten dimensions of job quality, distinguishing broadly between objective and subjective determinants. We estimate the relativ…
Inadequacy inequality
Despite some attention devoted to part-time employment with insufficient or inadequate work hours, research is still too limited on how the burden of underemployment is distributed disproportionately on vulnerable workers and its implications for financial well-being and work-family balance. Furthermore, scarce research considers the role of control over work hours in the context of worker underemployment. Using unique data and measures construct…
Workplace Flexibility and Worker Well-Being by Gender
ObjectiveThe study examines the associations between two distinct forms of workplace flexibility-flexible schedules and working at home-and workers' well-being, with special attention to the distinct reasons for working at home and gender differences.BackgroundWorkplace flexibility can be a key resource to manage work and family responsibilities. However, there are gaps in knowledge regarding the types of flexibility that provide either a benefit…
Handbook of Research on Comparative Human Resource Management
Explaining organizational variation in flexible work arrangements
This study examines flexible work arrangement (FWA) availability in 2009 in a sample of 545 American employers. While most employers offer FWAs to some of their workforce, few offer these to the majority of their workers. Those employers that offer flexible work options tend to rely most heavily on flexibility in the scheduling and place of work. Seldom do organizations make options of reducing work and/or pausing work available to majority porti…
Limited Access
Overtime Work and Wellbeing at Home
When workers devote more time to paid work it raises income or prospects, but at what cost to those individuals and their families? Descriptive analysis of data from the 2002 General Social Survey Quality of Work module finds that working beyond one's usual schedule is associated with higher absolute and relative family income. However, working extra hours also is associated with greater work - family interference and lesser ability to take time …
Mandatory Overtime Work in the United States
Who works mandatory overtime? Descriptive analysis of a module in the 2002 General Social Survey finds that 28 percent of full-timers face and 21 percent actually worked extra hours because it was required by their employer—a slight increase since overtime work was last measured twenty-five years ago. Mandatory overtime is more frequent among men, the foreign born, those employed in non-profits, blue-collar occupations, and industries such as pub…
Special Reviewers
Nonstandard Work, Nonstandard Workers
Fran^oise Carre, Marianne A. Ferber, Lonnie Golden, and Stephen A. Herzenberg, eds., Nonstandard Work: The Nature and Challenges of Changing Employment Ar rangements (Urbana: Industrial Relations Research Association 2000) Christiaan Grootaert and Harry Anthony Patrinos, eds., The Policy Analysis of Child Labor: A Comparative Study (New York: St. Martin's Press, 1999) Hugh D. Hindman, Child Labor: An American History (Armonk, New York: M.E. Sharp…
Flexible Work Schedules
More than 27% of the U.S. workforce now reports having an ability to alter their daily starting and ending times of work. Yet, provision of flexibility in the timing of work is not keeping pace with demand. Moreover, there is much disparity in access to schedule flexibility by workers' demographic, work, and job characteristics. Probit estimation finds that the probability that a worker has such flexibility is reduced by being female, non-White, …
Working Time
Brief history of working time theory basic facts working time policy - an overview the standard neoclassical view of the labour market working time, production and cost functions working time in a cost minimization problem cost minimization, heterogenous workers and asymmetric information premium pay for overtime working time in a profit maximization framework working time in a trade union model complementary labour services and working time regu…
The Social Economics of Work Time
How do social economists conceptualize and analyze time, particularly time spent in paid employment? In this symposium regarding this quite “timely”" issue, it is evident that social economics views work time as something more than its presentation in neoclassical economics. For neoclassical economists, time is a scarce resource that, when commodified as labor, serves as a factor of production and means to the end of consumption for optimizing fi…
Working Time and the Impact of Policy Institutions
This paper analyzes implications for worker well-being if legislation in the U.S. Congress is passed permitting employers and non-supervisory employees who agree to substitute future compensatory time off in lieu of premium pay for overtime work, calculated over an 80-hour two-week standard. The impact on worker welfare is predicted applying augmented worker utility and employer demand for hours functions. Plausible inter-temporal scenarios sugge…
The Economics of Worktime Length, Adjustment, and Flexibility
An electic framework is developed to understand long-term and short-term patterns in worktime, and to explain labor market anomalies such as the downward inflexibility of the workweek and coexistence of underemployment and overemployment. Neoclassical labor demand and supply models focus narrowly on monetary cost and individual welfare consequences. Post-Keynesian, institutionalist and radical political economy paradigms suggest work hours and in…
What Was Driving the 1982-88 Boom In Temporary Employment
The level of temporary help employment rose two-and-a-half fold between 1982 and 1988, was quite variable and had a disproportionately larger effect on employment flows. One conventional explanation suggests that changing demographic composition of the labor force in favor of groups preferring nontraditional employment arrangements fueled the temporary help boom. Demand-side views emphasize the volatility in labor demand, intensified price compet…
Labor Force Participation of Black and White Youth
Flexible Work Schedules
More than 27% of the U.S. workforce now reports having an ability to alter their daily starting and ending times of work. Yet, provision of flexibility in the timing of work is not keeping pace with demand. Moreover, there is much disparity in access to schedule flexibility by workers' demographic, work, and job characteristics. Probit estimation finds that the probability that a worker has such flexibility is reduced by being female, non-White, …
Workplace Flexibility and Worker Well-Being by Gender
ObjectiveThe study examines the associations between two distinct forms of workplace flexibility-flexible schedules and working at home-and workers' well-being, with special attention to the distinct reasons for working at home and gender differences.BackgroundWorkplace flexibility can be a key resource to manage work and family responsibilities. However, there are gaps in knowledge regarding the types of flexibility that provide either a benefit…
What Was Driving the 1982-88 Boom In Temporary Employment
The level of temporary help employment rose two-and-a-half fold between 1982 and 1988, was quite variable and had a disproportionately larger effect on employment flows. One conventional explanation suggests that changing demographic composition of the labor force in favor of groups preferring nontraditional employment arrangements fueled the temporary help boom. Demand-side views emphasize the volatility in labor demand, intensified price compet…
Mandatory Overtime Work in the United States
Who works mandatory overtime? Descriptive analysis of a module in the 2002 General Social Survey finds that 28 percent of full-timers face and 21 percent actually worked extra hours because it was required by their employer—a slight increase since overtime work was last measured twenty-five years ago. Mandatory overtime is more frequent among men, the foreign born, those employed in non-profits, blue-collar occupations, and industries such as pub…
The Social Economics of Work Time
How do social economists conceptualize and analyze time, particularly time spent in paid employment? In this symposium regarding this quite “timely”" issue, it is evident that social economics views work time as something more than its presentation in neoclassical economics. For neoclassical economists, time is a scarce resource that, when commodified as labor, serves as a factor of production and means to the end of consumption for optimizing fi…
The Economics of Worktime Length, Adjustment, and Flexibility
An electic framework is developed to understand long-term and short-term patterns in worktime, and to explain labor market anomalies such as the downward inflexibility of the workweek and coexistence of underemployment and overemployment. Neoclassical labor demand and supply models focus narrowly on monetary cost and individual welfare consequences. Post-Keynesian, institutionalist and radical political economy paradigms suggest work hours and in…
Inadequacy inequality
Despite some attention devoted to part-time employment with insufficient or inadequate work hours, research is still too limited on how the burden of underemployment is distributed disproportionately on vulnerable workers and its implications for financial well-being and work-family balance. Furthermore, scarce research considers the role of control over work hours in the context of worker underemployment. Using unique data and measures construct…
Explaining organizational variation in flexible work arrangements
This study examines flexible work arrangement (FWA) availability in 2009 in a sample of 545 American employers. While most employers offer FWAs to some of their workforce, few offer these to the majority of their workers. Those employers that offer flexible work options tend to rely most heavily on flexibility in the scheduling and place of work. Seldom do organizations make options of reducing work and/or pausing work available to majority porti…
Overtime Work and Wellbeing at Home
When workers devote more time to paid work it raises income or prospects, but at what cost to those individuals and their families? Descriptive analysis of data from the 2002 General Social Survey Quality of Work module finds that working beyond one's usual schedule is associated with higher absolute and relative family income. However, working extra hours also is associated with greater work - family interference and lesser ability to take time …
Working Time and the Impact of Policy Institutions
This paper analyzes implications for worker well-being if legislation in the U.S. Congress is passed permitting employers and non-supervisory employees who agree to substitute future compensatory time off in lieu of premium pay for overtime work, calculated over an 80-hour two-week standard. The impact on worker welfare is predicted applying augmented worker utility and employer demand for hours functions. Plausible inter-temporal scenarios sugge…
Labor Force Participation of Black and White Youth
What Was Driving the 1982-88 Boom In Temporary Employment
The level of temporary help employment rose two-and-a-half fold between 1982 and 1988, was quite variable and had a disproportionately larger effect on employment flows. One conventional explanation suggests that changing demographic composition of the labor force in favor of groups preferring nontraditional employment arrangements fueled the temporary help boom. Demand-side views emphasize the volatility in labor demand, intensified price compet…
The Economics of Worktime Length, Adjustment, and Flexibility
An electic framework is developed to understand long-term and short-term patterns in worktime, and to explain labor market anomalies such as the downward inflexibility of the workweek and coexistence of underemployment and overemployment. Neoclassical labor demand and supply models focus narrowly on monetary cost and individual welfare consequences. Post-Keynesian, institutionalist and radical political economy paradigms suggest work hours and in…
The Social Economics of Work Time
How do social economists conceptualize and analyze time, particularly time spent in paid employment? In this symposium regarding this quite “timely”" issue, it is evident that social economics views work time as something more than its presentation in neoclassical economics. For neoclassical economists, time is a scarce resource that, when commodified as labor, serves as a factor of production and means to the end of consumption for optimizing fi…
Working Time and the Impact of Policy Institutions
This paper analyzes implications for worker well-being if legislation in the U.S. Congress is passed permitting employers and non-supervisory employees who agree to substitute future compensatory time off in lieu of premium pay for overtime work, calculated over an 80-hour two-week standard. The impact on worker welfare is predicted applying augmented worker utility and employer demand for hours functions. Plausible inter-temporal scenarios sugge…
Flexible Work Schedules
More than 27% of the U.S. workforce now reports having an ability to alter their daily starting and ending times of work. Yet, provision of flexibility in the timing of work is not keeping pace with demand. Moreover, there is much disparity in access to schedule flexibility by workers' demographic, work, and job characteristics. Probit estimation finds that the probability that a worker has such flexibility is reduced by being female, non-White, …
Working Time
Brief history of working time theory basic facts working time policy - an overview the standard neoclassical view of the labour market working time, production and cost functions working time in a cost minimization problem cost minimization, heterogenous workers and asymmetric information premium pay for overtime working time in a profit maximization framework working time in a trade union model complementary labour services and working time regu…
Nonstandard Work, Nonstandard Workers
Fran^oise Carre, Marianne A. Ferber, Lonnie Golden, and Stephen A. Herzenberg, eds., Nonstandard Work: The Nature and Challenges of Changing Employment Ar rangements (Urbana: Industrial Relations Research Association 2000) Christiaan Grootaert and Harry Anthony Patrinos, eds., The Policy Analysis of Child Labor: A Comparative Study (New York: St. Martin's Press, 1999) Hugh D. Hindman, Child Labor: An American History (Armonk, New York: M.E. Sharp…
Mandatory Overtime Work in the United States
Who works mandatory overtime? Descriptive analysis of a module in the 2002 General Social Survey finds that 28 percent of full-timers face and 21 percent actually worked extra hours because it was required by their employer—a slight increase since overtime work was last measured twenty-five years ago. Mandatory overtime is more frequent among men, the foreign born, those employed in non-profits, blue-collar occupations, and industries such as pub…
Special Reviewers
Limited Access
Overtime Work and Wellbeing at Home
When workers devote more time to paid work it raises income or prospects, but at what cost to those individuals and their families? Descriptive analysis of data from the 2002 General Social Survey Quality of Work module finds that working beyond one's usual schedule is associated with higher absolute and relative family income. However, working extra hours also is associated with greater work - family interference and lesser ability to take time …
Explaining organizational variation in flexible work arrangements
This study examines flexible work arrangement (FWA) availability in 2009 in a sample of 545 American employers. While most employers offer FWAs to some of their workforce, few offer these to the majority of their workers. Those employers that offer flexible work options tend to rely most heavily on flexibility in the scheduling and place of work. Seldom do organizations make options of reducing work and/or pausing work available to majority porti…
Handbook of Research on Comparative Human Resource Management
Workplace Flexibility and Worker Well-Being by Gender
ObjectiveThe study examines the associations between two distinct forms of workplace flexibility-flexible schedules and working at home-and workers' well-being, with special attention to the distinct reasons for working at home and gender differences.BackgroundWorkplace flexibility can be a key resource to manage work and family responsibilities. However, there are gaps in knowledge regarding the types of flexibility that provide either a benefit…
Inadequacy inequality
Despite some attention devoted to part-time employment with insufficient or inadequate work hours, research is still too limited on how the burden of underemployment is distributed disproportionately on vulnerable workers and its implications for financial well-being and work-family balance. Furthermore, scarce research considers the role of control over work hours in the context of worker underemployment. Using unique data and measures construct…
Do Unpredictable and Unstable Work Hours Reduce Subjective Wellbeing
We empirically explore how key dimensions of work hours and schedules (i.e., volatility, short advance notice, and irregular shift times) affect workers’ self-reported subjective wellbeing (SWB). Our analysis controls for the number of weekly hours, occupation, demographics, family income, and health. We use data from the 2016 U.S. General Social Survey, containing the Work Orientations IV module of the International Social Survey Program. The fi…
Job Quality Unpacked
Which working conditions shape workers’ assessment of the quality of their job or employment? Using a primary dataset ( N = 3,784), from a unique survey, we examine the association between a comprehensive range of working conditions and workers’ evaluations of the quality of their own job and employment situation. We create ten dimensions of job quality, distinguishing broadly between objective and subjective determinants. We estimate the relativ…
Economics (12 obras) · Engineering (10 obras) · Labour economics (10 obras) · Employment and Welfare Studies (9 obras) · Work-Family Balance Challenges (9 obras) · Work (physics) (8 obras) · Business (5 obras) · Demographic economics (5 obras) · Psychology (5 obras) · Work (physics (5 obras)