マンチェスター大学 → リーズ大学 ビジネススクール教授
◆Tomlinson, Jennifer 200608 "Women's work-life balance trajectories in the UK: reformulating choice and constraint in transitions through part-time work across the life-course", British Journal of Guidance & Counselling 34(3):365-382 [Cambridge]
This paper examines the apparently paradoxical notion that women "choose" part-time work when it is consistently documented as being less preferential in employment terms, conditions and prospects when compared to full-time work. Forming a dialogue with Hakim's (2000) preference theory, it is proposed here that four dimensions--care networks; employment status; the UK welfare policy context; and work-life balance preferences--shape women's likelihood of making transitions to part-time work following maternity. Data presented here reveal that factors in the first three dimensions often override and undermine the carrying out of preferences in women's decision-making about reconciling work and family life. Furthermore, the intersections of these different dimensions result in women making "strategic," "reactive" or "compromised choice" transitions, which have consequences for the maintenance of careers and labour market prospects. It is proposed that the different combinations of these three types of transitions form work-balance trajectories, which can more adequately capture diversity in women's attempts to reconcile work and family life.
◆Tomlinson, Jennifer 200602 "Part-time occupational mobility in the service industries: regulation, work commitment and occupational closure", The Sociological Review 54(1):66-86 [Keele]
Whether stereotypical perceptions of part-time workers' commitment to work are accurate is a matter of contention. Commentators such as Hakim (1996) suggest that full- and part-time workers have qualitatively different orientations to work, while others (Fagan 2001) argue that, as most women work full- and part-time over the life course, such a view is overly static. This paper investigates firms' structuring of part-time work, focusing specifically upon the processes through which part-time work becomes marginalized. It is argued here that the organisational context and use of part-time work mediate managers' and full-time workers' perceptions of part-time workers' commitment to work and together, these factors structure part-time workers' selection for career development. The paper argues for making conceptual distinctions between legislation, organisational policies and workplace practices in understanding patterns of change and, more importantly, continuity in the use and structuring of part-time work. Furthermore it is argued that the stratification of part-time work can be explained through processes of informal occupational closure.
◆Tomlinson, Jennifer 200509 "Women's attitudes towards trade unions in the UK: a consideration of the distinction between full- and part-time workers", Industrial Relations Journal 36(5):402-418 [Oxford]
This article considers the attitudes and experiences of female full- and part-time workers towards trade unions. Expanding upon previous research it suggests that while the attitudes of full- and part-time workers towards trade unions are similar, experiences of trade unions are not: they depend upon the employment context and work history. A life course perspective is advanced, which examines women's employment contexts and transitions between full- and part-time work in order to further explain female part-timers' lower likelihood of unionising.
◆Tomlinson, Jennifer 2004 "Perceptions and negotiations of the 'business case' for flexible careers and the integration of part-time work", Women in Management Review 19(7/8):413-420 [Bradford]
Looks at the extent to which employers recognise and act on "business case" incentives for implementing working-time flexibility for those wishing to develop career paths. Focuses, in particular, on women's flexibility following maternity and their ability to access part-time management positions through accommodating a reduction in working hours, or the integration and promotion of women working part-time to managerial status. The research was generated through 62 qualitative interviews with mothers currently working in the hospitality industry and a further ten interviews with male and female managers of these women. Findings reveal that while managers are aware of the benefits of retaining highly qualified women managers, these informal practices are not universally accessible. There is little evidence that managers recognise a "business case" for the integration of part-time workers into higher occupational grades, despite the recent regulation of part-time work in the UK.