HR policies and maternal labor supply the example of employer-supported childcare
The author asks how far the extension of employer-supported childcare serves as a driver for higher maternal labor supply. She shows that this HRM policy has a positive impact on the length and working volume of mothers after childbirth. Its usage by mothers with pre-school age children influences t...
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| Format: | eBook |
| Language: | English |
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Frankfurt am Main
New York
2017, [2017]©2017
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| Series: | Sozialokonomische schriften
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| Subjects: | |
| Online Access: | |
| Collection: | JSTOR Open Access Books - Collection details see MPG.ReNa |
Table of Contents:
- 4.4 Critical acclaim and concluding remarks5. Research methodology: Measuring the Effects of ESCC; 5.1 Research objectives and questions; 5.2 Research strategy; 5.3 Dataset; 5.4 Impact evaluation techniques and application; 5.4.1 Time and extend of return-to-job after giving birth; 5.4.1.1 Event history analysis and competing risk models; 5.4.1.2 Application; 5.4.2 Working volume with pre-school children; 5.4.2.1 Propensity score matching ; 5.4.2.2 Difference-in-Difference estimator; 5.4.2.3 Application; 5.5 Operationalization of variables; 6. Results: Describing the Changes due to ESCC
- 3.3.2 Further human resources policies 3.3.3 Working environment ; 3.4 Welfare state; 3.4.1 Monetary leave benefits; 3.4.1.1 Historical flashback of monetary leave policies; 3.4.1.2 Effects of monetary leave benefits; 3.4.2 Taxation law; 3.4.3 Public childcare facilities; 3.4.4 Social insurance related benefits; 3.5 Personal attitudes and further determinants ; 3.6 Interdependencies between determinants; 3.7 Concluding remarks; 4. The Theoretical Construct of ESCC ; 4.1 Derivations from the neoclassical standard model; 4.1.1 Assumptions and limitations of the Homo Economicus
- 2.3.3.2 Outlook on employer-supported childcare in Germany2.3.3.3 Economic effects for a firm; 2.4 Concluding remarks; 3. Literature Review: Determinants of Maternal Labor Supply; 3.1 Individual and household determinants; 3.1.1 Partners and household income; 3.1.2 Marital status; 3.1.3 Characteristics of children; 3.2 Employment modes; 3.2.1 Occupation ; 3.2.2 Qualification and career trajectories; 3.3 Employer-related factors; 3.3.1 Employer-supported childcare; 3.3.1.1 Employer-supported childcare and the working volume ; 3.3.1.2 Employer-supported childcare and the working attitude
- Cover; Table of contents; Abbreviations; List of Figures; List of Tables; 1. Introduction; 1.1 Background; 1.2 Structure ; 2. Framing the Picture: Maternal Employment and Childcare; 2.1 Male, female and maternal labor force participation; 2.2 Maternal working preferences; 2.3 Role of childcare in maternal employment; 2.3.1 Reasoning of public childcare and childcare options; 2.3.2 Stylized facts on childcare and maternal employment; 2.3.3 The state of employer-supported childcare; 2.3.3.1 Framework for family-friendly human resource management
- 4.1.2 Pertinence of social preferences4.1.3 Interaction of extrinsic and intrinsic motivation ; 4.1.4 Expanding intrinsic motivation through lower-order needs fulfillment ; 4.1.5 Work motivation and maternal employment; 4.2 ESCC conceptualized as an efficiency wage; 4.2.1 Origin of gift-exchange theory: Efficiency wage models and social exchange theory; 4.2.2 Description of gift-exchange theory; 4.2.3 Application of gift-exchange theory to ESCC; 4.3 Determinants for maternal employment decisions in a gift-exchange setting; 4.3.1 (Firm-specific) human capital; 4.3.2 Hygiene factors
- Includes bibliographical references