Moonlighting and overtime: A cross-country analysis

Renna, Francesco

doi:10.1007/s12122-006-1021-0

Cited by 27 publications

(28 citation statements)

References 10 publications

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“…First, with the exception of Kimmel and Powell (1999) and Renna (2006), cross-country comparisons have not been carried out before. This is even more important here since Germany and the UK are proponents of very different labor market regimes: whereas the UK labor market regime is liberal, the German labor market is restrictive in several aspects (for more details see below).…”

Section: Moonlightingmentioning

confidence: 99%

“…family responsibilities and occupational segregation (Highfill et al 1995;Allen 1998). Renna (2006) provides cross-national evidence for the relationship between overtime and secondary jobholding. Using LES data, he concludes that decreasing the standard weekly working hours as well as raising overtime premiums increases secondary labor supply.…”

Section: Previous Findingsmentioning

confidence: 99%

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Determinanten der Nebenerwerbstätigkeit in Deutschland und im Vereinigten Königreich

Heineck

2009

ZAF

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Abstract Secondary jobholding is a persistent phenomenon in both Germany and the UK. Using panel data from the BHPS and the SOEP, reduced form participation equations are estimated for male and female workers separately. Whereas the results vary across gender and countries, there is support for both main theoretical strands, i.e. for the 'hours-constraints' motive and, though less clear, for the 'heterogeneous-jobs' motive. Terms of use: Documents in EconStor may Determinanten der

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Section: Moonlightingmentioning

confidence: 99%

Section: Previous Findingsmentioning

confidence: 99%

Determinanten der Nebenerwerbstätigkeit in Deutschland und im Vereinigten Königreich

Heineck

2009

ZAF

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“…However, overly relying on working overtime may result in long-term inefficiency for work performance. Nevertheless, this is an opportunity to earn overtime pay for employees (Jevons, 1965;Ehrenberg & Smith 1982;Renna, 2006). From the cost theory aspect, it is believed that an enterprise's strategy to implement working overtime often entails many hidden costs.…”

Section: Working Overtimementioning

confidence: 99%

“…When employees ask each other about their recent working conditions, they not only get a chance to exchange ideas, but concurrently they will provide problem-solving suggestions in the communication process. Working overtime is usually defined as working hours beyond the defined work conditions set by laws, enterprises, unions, or contracts agreed between employees and enterprises (Renna, 2006). Working overtime refers to working hours beyond the job requirements for individual workers, so it has an informal connotation.…”

Section: Research Hypothesesmentioning

confidence: 99%

“…For example, excessive overtime tends to increase the probability of accidents, and interferes with other part-time work of employees, and it increases the number of work-family conflicts among employees. Thus, it is generally agreed that overtime requires proper management in business enterprises as it would otherwise increase their operating costs (Schuster & Rhodes, 1985;Caudron, 1998;Babbar & Aspelin, 1998;Golden & Wiens-Tuers, 2005;Renna, 2006).…”

Section: Introductionmentioning

confidence: 99%

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The relationship between working overtime and knowledge sharing in the food catering service industry – with work stress as the mediator

2013

SAJEMS

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Working overtime has long existed in business enterprises, but past studies were generally focused on its negative aspects, such as costs, accidents and work-family conflicts. There has not been extensive exploration of the possibility that an appropriate amount of overtime could have a positive impact. Based on the literature review, we show that working overtime can have a significantly positive impact on knowledge sharing among employees, but significant differences are reflected in the effect of knowledge sharing due to varying degrees of working overtime. Also, through the introduction of work stress and leisure participation as mediation and regulatory factors, working overtime can be shown to have remarkable influences on employees' knowledge sharing. It is confirmed that varying degrees of working overtime will produce different levels of work stress. Work stress indeed has a partially mediating effect on the relationship between working overtime and knowledge sharing, but the regulatory effect of leisure participation is not obvious. Finally, in the light of our research results, we recommend that similar topics be studied from the perspective of organisational culture.

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