A New Measure of Multiple Jobholding in the U.S. Economy

Bailey, Keith A.; Spletzer, James R.

doi:10.2139/ssrn.3695394

Cited by 3 publications

(3 citation statements)

References 4 publications

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“…To measure multiple jobholding, Bailey and Spletzer (2020) used LEHD data and found that the percentage of workers with more than one job increased from the second quarter of 1996 to the first quarter of 2018. During this period, the seasonally adjusted quarterly time series of the multiple jobholding rate (i.e., the number of multiple jobholders in a quarter divided by the total number of workers) increased from 6.8% to 7.8%.…”

Section: Prevalence Of Nonstandard Work Arrangementsmentioning

confidence: 99%

“…In terms of multiple jobholding, Bailey and Spletzer (2020) used LEHD data and reported that during the period from the second quarter of 1996 to the first quarter of 2018, most multiple jobs were found in a few industries, with the percentage of second jobs being 16.8% in health care and social assistance, 16.7% in accommodation and food services, 14.5% in retail trade, and 10.8% in administrative and support and waste management and remediation services. Workers who were not multiple jobholders earned, on $15,750 from their full-quarter job in the first quarter of 2018.…”

Section: Work Designmentioning

confidence: 99%

“…Definitions of multiple jobholders may vary among sources. For example, the U.S. Census Bureau's Longitudinal Employer-Household Dynamics (LEHD), a longitudinally linked employer-employee administrative data set created by the U.S. Census Bureau, defines a multiple jobholder as anyone who holds two or more jobs in a quarter and at least one of these jobs "is a long-lasting, stable job," that is, "held in the previous, current, and following quarters" (Bailey & Spletzer, 2020). In addition to understanding all the jobs held by a worker, it is also important to understand all the jobs held within a household (NASEM, 2020).…”

mentioning

confidence: 99%

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Nonstandard work arrangements.

Pana-Cryan,

Howard,

Bushnell

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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T here are several types of work arrangements between those who perform work and those who provide jobs. Standard arrangements continue to be the most prevalent, but the prevalence of some types of nonstandard arrangements seem to be increasing. While there are no commonly accepted definitions for all types of work arrangements, and they are typically understudied in the occupational health psychology literature, evidence continues to build on the different ways they affect the safety, health, and well-being of workers. This chapter reviews the definitions, classification, and prevalence of nonstandard work arrangements and related concepts. It also provides a curated literature review on their impact on healthy work design and worker wellbeing, in addition to their role in the future of work. DEFINITIONS AND CLASSIFICATION OF WORK ARRANGEMENTSThe lack of commonly accepted definitions of work arrangements affects the ability to accurately assess prevalence estimates of work arrangement types and, in turn, work design and worker well-being research findings based on these estimates. To help clarify this issue, we provide an overview of a two-tiered approach to classify work arrangements. The first tier is a legal approach to classifying employed, coemployed, and nonemployee workers (e.g., independentThis chapter was coauthored by employees of the United States (U.S.) government as part of official duty and is considered to be in the public domain. Any views expressed herein do not necessarily represent the views of the U.S. government, and the authors' participation in the work is not meant to serve as an official endorsement.

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Section: Prevalence Of Nonstandard Work Arrangementsmentioning

confidence: 99%

Section: Work Designmentioning

confidence: 99%

mentioning

confidence: 99%

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Nonstandard work arrangements.

Pana-Cryan,

Howard,

Bushnell

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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Out of the Gate, But Not Necessarily Teaching: A Descriptive Portrait of Early Career Earnings for Those Who Are Credentialed to Teach

Goldhaber

Krieg

Liddle

et al. 2023

Education Finance and Policy

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Prior work on teacher candidates in Washington State has shown that about two thirds of individuals who trained to become teachers between 2005 and 2015 and received a teaching credential did not enter the state's public teaching workforce immediately after graduation, while about one third never entered a public teaching job in the state at all. In this analysis, we link data on these teacher candidates to unemployment insurance data in the state to provide a descriptive portrait of the future earnings and wages of these individuals inside and outside of public schools. Candidates who initially became public school teachers earned considerably more, on average, than candidates who were initially employed either in other education positions or in other sectors of the state's workforce. These differences persisted 10 years into the average career and across transitions into and out of teaching. There is therefore little evidence that teacher candidates who did not become teachers were lured into other professions by higher compensation. Instead, the patterns are consistent with demand-side constraints on teacher hiring during this time period that resulted in individuals who wanted to become teachers taking positions that offered lower wages but could lead to future teaching positions.

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Telehealth delivery of physical therapist-led interventions for persons with chronic low back pain in underserved communities: lessons from pragmatic clinical trials

Fritz,

Ford,

George

et al. 2024

Front. Pain Res.

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In this perspective, we present our experience developing and conducting two pragmatic clinical trials investigating physical therapist-led telehealth strategies for persons with chronic low back pain. Both trials, the BeatPain Utah and AIM-Back trials, are part of pragmatic clinical trial collaboratories and are being conducted with persons from communities that experience pain management disparities. Practice guidelines recommend nonpharmacologic care, and advise against opioid therapy, for the primary care management of persons with chronic low back pain. Gaps between these recommendations and actual practice patterns are pervasive, particularly for persons from racial or ethnic minoritized communities, those with fewer economic resources, and those living in rural areas including Veterans. Access barriers to evidence-based nonpharmacologic care, which is often provided by physical therapists, have contributed to these evidence-practice gaps. Telehealth delivery has created new opportunities to overcome access barriers for nonpharmacologic pain care. As a relatively new delivery mode however, telehealth delivery of physical therapy comes with additional challenges related to technology, intervention adaptations and cultural competence. The purpose of this article is to describe the challenges encountered when implementing telehealth physical therapy programs for persons with chronic low back pain in historically underserved communities. We also discuss strategies developed to overcome barriers in an effort to improve access to telehealth physical therapy and reduce pain management disparities. Inclusion of diverse and under-represented communities in pragmatic clinical trials is a critical consideration for improving disparities, but the unique circumstances present in these communities must be considered when developing implementation strategies.

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A New Measure of Multiple Jobholding in the U.S. Economy

Cited by 3 publications

References 4 publications

Nonstandard work arrangements.

Nonstandard work arrangements.

Out of the Gate, But Not Necessarily Teaching: A Descriptive Portrait of Early Career Earnings for Those Who Are Credentialed to Teach

Telehealth delivery of physical therapist-led interventions for persons with chronic low back pain in underserved communities: lessons from pragmatic clinical trials

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