Job continuity among new mothers
Job continuity among new mothers
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DOI：
10.2307/2648104
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发表时间：
1999-05-01
期刊：
影响因子：
3.5
通讯作者：
Leibowitz, A
中科院分区：
文献类型：
--
作者：
Klerman, JA;Leibowitz, A
20世纪90年代初，州和联邦政府都颁布了产假立法。该法律的主要规定是，在一段有限时间的假期后，保证最近的母亲有权回到她休假前的雇主，担任相同或相当的职位。利用全国青年纵向调查的数据，我们将分娩后的工作状态与怀孕前的工作状态相关联，以估计在立法之前，离职前雇主的回报率。在怀孕前从事全职工作的妇女中，回到怀孕前的雇主是很常见的。60%在孩子出生前从事全职工作的妇女在孩子出生后继续为同一雇主工作。此外，其余40%中的大多数人的劳动力市场行为表明，产假立法不太可能对工作连续性产生重大影响。然而，与所有人口统计学上相似的女性相比，新妈妈离职的可能性更大。
In the early 1990s, both state and federal governments enacted maternity-leave legislation. The key provision of that legislation is that after a leave of a limited duration, the recent mother is guaranteed the right to return to her preleave employer at the same or equivalent position. Using data from the National Longitudinal Survey of Youth, we correlate work status after childbirth with work status before pregnancy to estimate the prevalence, before the legislation, of returns to the preleave employer. Among women working full-time before the pregnancy, return to the prepregnancy employer was quite common. Sixty percent of women who worked full-time before the birth of a child continued to work for the same employer after the child was born. Furthermore, the labor market behavior of most of the remaining 40% suggests that maternity-leave legislation is unlikely to have a major effect on job continuity Compared with all demographically similar women, however; new mothers have an excess probability of leaving their jobs.