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Considering the increasing levels of unemployment and underemployment, and the limited evidence concerning the impact of underemployment on health, my study examines the relations between subjective, objective, and time-related underemployment and employees’ health-related quality of life, as manifested through self-rated health, activity limitations and work-related stress. The study compares an expanded model of work-health relations that, along with the factors addressed by control-demand, and social capital theories, includes characteristics of the physical work environment, and employees’ economic class. In addition to the commonly examined factors related to employment and health (control-demand and social capital), my study explores the impact of the work environment (hazards, discomfort and physical demands) and economic class to determine the specific effects of underemployment on an employee’s health-related quality of life. My main argument is that underemployment, in conjunction with lower economic class, higher exposure to a harmful work environment, lack of control over work, and lower social capital, contributes to increased work-related stress and diminishes health-related quality of life. The study applies a mixed methodological approach based on data from the Canadian Work and Lifelong Learning Survey and the US General Social Survey, and qualitative analysis of interviews from the Ontario Survey on Education-Job Requirements Matching. Evidence based on cross-sectional and qualitative data analysis provides consistent findings and confirms the main assumption that high levels of underemployment have a significant effect on employees’ health-related quality of life. The study shows that employees’ economic class, characteristics of work environment and control over work carry the highest associations with health-related quality of life, while underemployment has a significant additive association with health-related quality of life, most importantly with work-related stress.
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This article examines occupational health and safety (OHS), with a particular focus on youth apprentices. It uses quantitative and qualitative data to examine the incidence of injuries among youth apprentices, and their experiences related to health and safety at work in Canada. Analysis of large-scale national surveys suggests a high incidence of work-related injuries among youth and low participation rates of younger workers in formal OHS training. A survey of 173 former Ontario Youth Apprenticeship Program (OYAP) and Registered Apprenticeship Program in Alberta (RAP) participants finds that one-fifth suffered serious occupational injuries, which required time off work. The results from this study have important implications for youth apprenticeship programs, particularly the OHS- and trade-specific knowledge required for youth to work safely during and following their apprenticeship training.
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This study analyzes the results of a 2010 national survey of Canadian non-managerial employees' membership and interest in worker organizations. This is the first general survey to include associations as well as unions. Profiles of membership and interest in unions and associations are presented, then demographic, organizational and attitudinal factors related to interest in joining these worker organizations are examined. The findings suggest that, in spite of some recent decline in union density, most Canadian non-managerial workers who are interested in collective representation are members of at least one of these organizations. The strongest interest in joining is expressed by those who are highly educated, poorly paid and feel underemployed-even if allowed some workplace "voice". The limited prior focus on unions needs to be expanded to attend to both unions and associations as worker-controlled vehicles of representation, particularly to identify strategic alliances with the growing numbers of professional employees.
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This research has focused on re-analyzing data from previous large-scale Canadian surveys that include information on education and training activities and union status, as well as other demographic and organizational factors, most prominently the 1993 and 1997 Adult Education and Training Surveys. In contrast to some recent studies, we find that union status has had consistent positive individual-level effects in Canada on participation in adult education courses and employer-sponsored courses in general, and especially for women union members. In addition, our analysis of data from the 1998 national survey on informal learning finds that in this much more extensive form of learning, unionized workers are significantly more likely than non-unionized workers to participate in more directly empowering forms of knowledge including learning about workers’ rights and political issues.
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This paper explores relations of workers' power, in terms of unionization and delegated workplace authority, with incidence of participation in adult education and job-related informal learning activities. Empirical analysis is based primarily on the first Canadian survey to document both aspects of workers' power and both formal and informal learning. Prior inconsistent research on unionization and adult education is critically reviewed. The current study focuses on non-managerial employees between 25 and 64. The findings of this 2004 survey, as well as secondary analysis of other relevant surveys, confirm that union membership is consistently positively related to both participation in adult education and some informal learning topics. Delegated workplace authority also has positive effects on both adult education and some informal learning topics. While delegated workplace authority is not related to unionization, their positive effects on workers' intentional learning are additive. Implications of these findings for further research and optimizing workplace learning are discussed.
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