Primary and Secondary Labor Markets

Hagner, David

doi:10.1177/003435520004400104

Cited by 19 publications

(4 citation statements)

References 16 publications

(9 reference statements)

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“…This result emphasizes the need to address issues of career development beyond stabilization in an initial job. Otherwise, there is a potential risk that people with disabilities become stuck in the secondary labor market, as indicated in several studies (Burkhauser & Houtenville, 2010; Hagner, 2000).…”

Section: Discussionmentioning

confidence: 99%

Employing People With Disabilities in the Taiwanese Workplace

Huang

Chen²

2014

Rehabilitation Counseling Bulletin

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This study aimed to explore the experiences of employers who had long-term experiences with employing people with disabilities in Taiwan. In-depth qualitative interviews were adopted as the main data collection instrument. The participants included 12 Taiwanese employers in the private enterprise sector with 2 or more years of experience hiring employees with disabilities beyond the required employment quota enacted by the Taiwanese government. The results identified four main reasons that led to hiring, including personal experience relating to people with disabilities, economic concerns, charitable perspectives, and policy implications. Although the employers were highly willing to collaborate with vocational rehabilitation systems, their needs for services rendered differed in the distinct employment processes. Employers expressed greater concern about the employability of applicants with disabilities during the recruitment and selection process than during the placement and accommodation stages. Barriers to career advancement for individuals with disabilities were indicated. This study underscores the importance of demand-driven employment strategies and highlights the need to gain insights into the experiences of employers who actually work with people with disabilities. The implications of the findings for rehabilitation practitioners are discussed.

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Section: Discussionmentioning

confidence: 99%

Employing People With Disabilities in the Taiwanese Workplace

Huang

Chen²

2014

Rehabilitation Counseling Bulletin

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“…They may also offer opportunities for skill development as well as the chance to earn credentials that can lead to more desirable competitive employment opportunities. In this way, education can address one of the criticisms of many vocational interventions-that participants often end up working in low-wage jobs that have limited personal reward, which in turn leads to poor job tenure [24]. The development of "supported education" as a rehabilitation intervention sharing many of the elements of supported employment has helped spur interest in the inclusion of education services and goals into vocational planning [25].…”

Section: What Other Outcomes Beyond Competitive Employment Should Bementioning

confidence: 99%

Vocational services research: Recommendations for next stage of work

Drebing¹,

Bell²,

Campinell³

et al. 2012

JRRD

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Abstract-As the field of vocational services (VS) research matures, it is necessary to review its progress and identify any important gaps in measurement and methodology that may hamper future efforts. To encourage progress, we have identified (1) ways to increase consistency in measuring employment outcomes, (2) emerging patterns and lingering gaps in the range of variables and measures commonly used in VS research, (3) broader methodological patterns and needs in the area of study design and sampling, (4) interventions that warrant additional study, and (5) broad strategies to increase the overall amount and quality of VS research. The goal of this article is to assist the field in achieving clearer coherence in shared expectations and standards for research so that the field can consolidate its gains as it helps people successfully return to rewarding jobs in the community.

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“…Yet given that this was a relatively infrequent occurrence, it may be that job retention support specific to keeping one position should be redefined as employment retention assistance, helping workers to transition smoothly between jobs either to pursue career development or satisfy other life choices. Our results also suggest the need for job follow-along services that focus on career enhancement for workers in the secondary labor market [50]. Since market segmentation research suggests that these workers will acquire few transferrable skills, job-related training, or opportunities for advancement, ongoing support should include regular screening of jobs for advancement opportunities and assessment of workers' needs for further training and education that would enable them to obtain jobs in the primary labor market [51].…”

Section: Discussionmentioning

confidence: 99%

Reasons for job separations in a cohort of workers with psychiatric disabilities

Cook¹,

Burke-Miller²

2015

J Rehabil Res Dev

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Abstract-We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment.

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Primary and Secondary Labor Markets

Cited by 19 publications

References 16 publications

Employing People With Disabilities in the Taiwanese Workplace

Employing People With Disabilities in the Taiwanese Workplace

Vocational services research: Recommendations for next stage of work

Reasons for job separations in a cohort of workers with psychiatric disabilities

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