Each month, we select up to 10 publications from those that have recently been entered into the Literature Database.

A year ago, there were approximately 6,369 citations in the Literature Database. As of March 2006, we now have over 7,200 citations.

Click here for a direct link to the Sloan Literature Update articles in the Literature Database.

Brown, S., Farrel, L. & Sessions, J.G. (2006). Self-employment matching: An analysis of dual earner couples and working households. Small Business Economics, 26(2), 155-172.
This report examines the prevalence of employment matching within couples or households, specifically in cases of self-employment. The authors tested whether self-employed workers were likely to partner with other self-employed workers or if working couples would be more likely to diversify their households’ types of employment. Findings indicate that people are likely to group with other people with similar types of employment, and this is especially true in the case of self-employed individuals. This suggests that employment matching holds significance for the transfer of human capital within couples and therefore couples’ economic productivity.

Challiol, H. & Mignonac, K. (2005). Relocation decision-making and couple relationships: A quantitative and qualitative study of dual-earner couples. Journal of Organizational Behavior, 26(3), 247-274.
This article discusses the results of two related studies of the decision-making processes of dual-earner couples when one partner is asked to relocate for professional reasons. The studies use a survey and interviews to examine the variables likely to moderate the spouse’s influence on the decision to relocate and the dynamics within the couple during the decision-making process. Findings suggest that the process is “a search for compromise solutions” and that the compromise is often relative to each spouses’ willingness to relocate as well as the amount of priority given to the careers of each member of the couple.

Hill, J.L., Waldfogel, J., Brooks-Gunn, J. & Han, W.J. (2005). Maternal employment and child development: A fresh look using newer methods. Developmental Psychology, 41(6), 833-850.
This study uses data from the NLSY longitudinal study to compare outcomes across four different patterns of maternal employment: no work for three years after a child’s birth, work after one year post-birth, part time work in the child’s first year, and full time work in the child’s first year. Findings indicate small but significant negative effects of full time maternal employment during a child’s first year in comparison with the postponement of employment for one year post-birth. The authors also discuss the problem of selection bias and missing data in estimating the effects of maternal employment.

Hyman, J., Scholarios, D. & Baldry, C. (2005). Getting on or getting by? Employee flexibility and coping strategies for home and work. Work, Employment and Society, 19(4), 705-725.
This article examines organizational provision for flexibility and the work-life coping strategies used by employees from two sectors of the new economy. The case study method is adopted, using both qualitative and quantitative data derived from Scottish call-centre and software workers. One of the main findings is major differences in organizational provision for flexibility and working hours among the two sectors. Software workers have more autonomy and control over their working hours and work patterns, partly due to the nature of their work and their ‘higher value’ in the new economy. Because there is heavy demand and limited supply of software workers, employers are more responsive to employees’ needs for flexibility in order to retain them. In the case of call-centre workers, flexibility is dictated according to business needs and management’s expectations that employees conform to their ad hoc adjustments to working time. In both cases, spillover is a consistent outcome, even though it is expressed differently according to sectoral context. The authors conclude that the findings suggest that work pressures and demands are little different from those found in more traditional workplace settings. It is argued that although the study is conducted at a time when work and domestic tensions and demands are being recognized and receiving attention in the UK, there is little evidence from the findings that these pressures have made significant impact on employers’ practices. Annotated by Uracha Chatrakul Na Ayudhya, Doctoral Researcher, Manchester Metropolitan University, United Kingdom.

Raley, S.B., Mattingly, M.J. & Bianchi, S.M. (2006). How dual are dual-income couples?: Documenting change from 1970 to 2001. Journal of Marriage and Family, 68(2), 11-28.
This paper used Current Population Survey data from 1970, 1980, 1990 and 2001 to document change in the prevalence of wives contributing less than 40% of households’ incomes, husbands and wives contributing equally, and wives’ incomes surpassing those of their husbands. In 1970, husbands were the sole providers for 56% of the couples surveyed and contributed 60% or more of the family income in another 31% of couples. By 2001, husbands were still the sole (25%) or major (39%) providers, but the wives’ contributions were equal in 24% of the couples and greater than husbands’ in 12%. Findings demonstrate that wives’ increased human capital and couple’s labor supply relate to increased female breadwinning patterns, but age cohort replacement in the workforce and life stage factors also contributed to the change over time.

Seward, R.R., Yeatts, D.E., Zottarelli, L.K. & Fletcher, R.G. (2006). Fathers taking parental leave and their involvement with children: An exploratory study. Community, Work and Family, 9(1), 1-9.
The authors assessed 38 fathers’ parental leave-taking patterns, factors affecting paternal leaves and the impact of taking leave in involvement with children. After the measurement of 21 different aspects of father-child involvement, findings indicate that leave-taking fathers were more likely to share specific child care tasks with mothers, but no differences were found for the amount of time spent with children or taking responsibility for child care. Factors such as parents’ egalitarian beliefs, level of education, and amount of income had more impact on fathers’ overall participation in child care.

Eisner, S. (2005). Managing Generation Y. SAM Advanced Management Journal, 70(4), 4-15.
Many HR professionals report conflicts between younger and older workers, reflecting each generation's very different values, attitudes toward work and authority, ways of operating, degrees of socialization, skills, and so on. Managers must become familiar with Gen Y--a mini baby boom generation born after 1980 now pouring into the marketplace. This article summarizes the findings of and reactions to the author’s research and presentations on strategies to train and manage Generation Y workers in ways that capitalize on their unique characteristics and qualities.