MOONLIGHTING
Shrutika Kalambe
MMS- Roll No:21
Batch A
The decision to moonlight: does second job holding by the self-employed and employed differ?
ATHERTON, A. (2016) summarizes over decision to moonlight, can vary between self-employed individuals and those who are employed by company. Self-employed individuals have flexibility in their work which helps them to take a second job for extra income or new opportunities. While employed individual are restricted to company policies and they need a permission to engage in moonlighting. Reasons to take a second job can include need of extra income, personal interest or gaining new skills. Overall, the decision to moonlight is influenced by factors such as financial situation, personal goals, job satisfaction, and the compatibility of the second job with the primary employment.
Is it all about money? An examination of the motives behind moonlighting.
DICKEY, H., WATSON, V. and ZANGELIDIS, A. (2011) describes moonlighting is not only caused due to financial problems but variety of reasons. Moonlighting allows individual to choose alternate career paths, it offers opportunities for personal fulfilment, professional growth, and entrepreneurial pursuits. Work-life balance also plays a role in moonlighting decisions. Part-time or flexible work arrangements through moonlighting can help individuals maintain a balance between their personal and professional lives. Overall, moonlighting is not solely about money. It encompasses a range of motivations and benefits that go beyond financial considerations, and undergoes personal growth.
Multiple jobholding over the past two decades.
LALÉ, E. (2015) says multiple jobholding has experienced changes and trends over the past two decades but rise of moonlighting in the labour market, with a substantial number of individuals engaging in this practice. Demographic factors such as age, education level, and income play a role in multiple jobholding, with younger individuals and those with lower levels of education and income being more likely to hold multiple jobs. Additionally, recognizing the motivations behind multiple jobholding can help inform strategies that promote financial stability, skill development, and work-life balance for individuals engaged in multiple jobs.
Moonlighting and Overtime: A Cross-Country Analysis.
RENNA, F. (2006) shows cross-country analysis of moonlighting and overtime reveals that both practices are prevalent worldwide but can vary across countries due to cultural, economic, and institutional factors. It is associated with higher earnings and may be motivated by financial incentives, career advancement opportunities, or job demands. The relationship between moonlighting and overtime can be complex. In some countries, individuals engage in both practices to maximize their earnings and career prospects. In other cases, moonlighting and overtime may be substitutes, with individuals choosing one option over the other based on their preferences, constraints, or available opportunities.
The impacts of shift work on employees.
SHEN, J.; DICKER, B. (2008) says over impacts of shift work on employees are significant and wide-ranging. Shift work disrupts sleep patterns, leading to fatigue and increased health risks. It affects physical health, with potential consequences such as obesity, diabetes, and cardiovascular issues. Shift work also takes a toll on mental well-being, contributing to stress, anxiety, and depression. Cognitive functioning may be impaired, affecting productivity and job performance. Social relationships and family life can suffer due to the non-traditional schedules, leading to feelings of isolation and strain. Overall job satisfaction may be lower, and there is an increased risk of burnout among shift workers.
Recognize Moonlighting Dangers.
COBURN, E. (2000) says moonlighting involves taking on additional work alongside a primary job, presents various dangers that individuals should be aware of. Moonlighting can create conflicts between the interests of the primary employer and the secondary job, potentially leading to divided attention, reduced productivity, and strained relationships. Dividing time and attention between multiple jobs may hinder opportunities for skill development, networking, and career advancement. Violating employment contracts or policies that restrict moonlighting can have legal consequences and damage professional reputation. Moonlighting employees can affect team dynamics, employee morale, and overall productivity, potentially creating an uneven workload distribution and requiring other team members to compensate.
Who Moonlights and Why? Evidence from the SIPP.
KIMMEL, J.; CONWAY, K. S. (2001) explores the demographic characteristics and motivations of individuals who engage in moonlighting. It is more common among younger individuals, those with higher levels of education, and individuals with lower household incomes. One of the primary reasons for moonlighting is financial need. Individuals often take on additional employment to supplement their income, meet financial obligations. Moonlighting is also driven by job dissatisfaction. Moonlighting provides opportunities for flexibility and skill development. Moonlighting can be a stepping stone for career advancement. Interestingly, some individuals choose moonlighting to achieve a better work-life balance. They may prefer having multiple part-time jobs or engage in freelance work to have more control over their time and personal commitments.
Moonlighting by women jumped to record highs.
STINSON JR., J. F. (1986) says according to a survey conducted in May 1985, multiple jobholders total 5.7 million, 5.4 percent of all employed workers. This was up from 4.9 percent in 1980 and was the highest level in more than 20 years. Data from the same survey confirm the continuance of two long-term trends: an increasing number of women among the moonlighters and a decline in the proportion of multiple jobholders with at least one job in agriculture.
The Moonlighting decision of unmarried men and women: Family…
ALLEN, W. D. (1998) The study titled “The Moonlighting Decision of Unmarried Men and Women: Family, Household, and Gender Roles” examines how family, household, and gender roles influence the moonlighting decisions of unmarried men and women. The study finds that gender plays a significant role in moonlighting decisions. Unmarried women are more likely to engage in moonlighting compared to unmarried men. Financial necessity is a common driver for both unmarried men and women to engage in moonlighting. Moonlighting is often motivated by career aspirations. Unmarried men and women may take on additional work to gain experience, develop skills, or establish connections in their desired field, with the aim of advancing their careers in the long run. Moonlighting can provide flexibility and contribute to achieving a better work-life balance. Unmarried individuals may take on second jobs or freelance work to have more control over their schedules, accommodate personal commitments, or pursue personal interests outside of their primary job. Societal expectations and traditional gender roles can also impact the moonlighting decisions of unmarried men and women. Cultural norms and stereotypes may influence their choices, as women may face more pressure to supplement their income or break gender barriers through moonlighting.
Moonlighting: A key to differences in measuring employment growth.
STINSON JR., J. F. (1987) states Moonlighting plays a significant role in measuring employment growth and can introduce differences in the way it is measured. The traditional approach to measuring employment growth often focuses on primary job statistics. Moonlighting characterized by individuals taking on secondary employment alongside their primary job.
The underestimation of employment growth due to moonlighting can have implications for economic indicators, labour market analysis, and policy decisions. Failure to account for moonlighting activity can distort assessments of job availability, unemployment rates, and wage dynamics. To gain a more accurate understanding of the labour market, it is essential to consider moonlighting and its impact on employment growth.
Conclusion:
Recognizing these impacts, organizations should strive to create supportive work environments. Providing resources like flexible scheduling options and employee assistance programs can help mitigate the negative effects of shift work. Prioritizing adequate rest periods, promoting healthy lifestyle choices, and fostering open communication can also contribute to better employee well-being. By addressing the challenges associated with shift work, organizations can help employees maintain a healthier work-life balance and improve overall job satisfaction and performance. Recognizing the significance of moonlighting and incorporating it into employment growth measurements allows for a more comprehensive assessment of the labour market. By considering moonlighting, policymakers and analysts can make more informed decisions based on a more accurate understanding of employment trends, contributing to more effective labour market policies and strategies. However, accurately measuring moonlighting presents challenges. Self-reporting, data collection methodologies, and the diverse nature of moonlighting arrangements can hinder data collection efforts. Improving data collection techniques and survey instruments can help capture the full extent of moonlighting activity and provide more reliable data for labour market analysis.
References:
ATHERTON, A. et al. The decision to moonlight: does second job holding by the self-employed and employed differ? Industrial Relations Journal, [s. l.], v. 47, n. 3, p. 279–299, 2016. DOI 10.1111/irj.12135. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=ccf4b652-60c9-3785-bdc4-12698f0a68ed. Acesso em: 12 maio. 2023.
DICKEY, H.; WATSON, V.; ZANGELIDIS, A. Is it all about money? An examination of the motives behind moonlighting. Applied Economics, [s. l.], v. 43, n. 26, p. 3767–3774, 2011. DOI 10.1080/00036841003724403. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=267d5469-db31-3980-a227-d4e1cff927ae. Acesso em: 13 maio. 2023.
LALÉ, E. Multiple jobholding over the past two decades. Monthly Labor Review, [s. l.], p. 1–40, 2015. DOI 10.21916/mlr.2015.7. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=fbf8152f-5fd0-3aa8-b3da-be7dcbf92633. Acesso em: 13 maio. 2023.
RENNA, F. Moonlighting and Overtime: A Cross-Country Analysis. Journal of Labor Research, [s. l.], v. 27, n. 4, p. 575–591, 2006. DOI 10.1007/s12122-006-1021-0. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=84bd2ce2-511c-3fc7-a2f7-22f6241d6cf3. Acesso em: 13 maio. 2023.
SHEN, J.; DICKER, B. The impacts of shiftwork on employees. International Journal of Human Resource Management, [s. l.], v. 19, n. 2, p. 392–405, 2008. DOI 10.1080/09585190701799978. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=753068a8-087d-3bb6-b5be-813de29e2ae3. Acesso em: 13 maio. 2023.
COBURN, E. Recognize moonlighting dangers. Nursing Management, [s. l.], v. 31, n. 10, p. 17, 2000. DOI 10.1097/00006247-200010000-00011. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=644a1835-0826-3d0d-8c89-2c40a89a20b2. Acesso em: 14 maio. 2023.
KIMMEL, J.; CONWAY, K. S. Who Moonlights and Why? Evidence from the SIPP. Industrial Relations, [s. l.], v. 40, n. 1, p. 89–120, 2001. DOI 10.1111/0019-8676.00198. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=665137af-56a7-3cbe-ae43-137b55477679. Acesso em: 14 maio. 2023.
STINSON JR., J. F. Moonlighting by women jumped to record highs. Monthly Labor Review, [s. l.], v. 109, n. 11, p. 22, 1986. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=f898c807-4240-3bed-adc9-f6f71ead5d9d. Acesso em: 14 maio. 2023.
ALLEN, W. D. The moonlighting decision of unmarried men and women: Family.. Atlantic Economic Journal, [s. l.], v. 26, n. 2, p. 190, 1998. DOI 10.1007/BF02299361. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=94cff49e-6f0a-3b1a-b9cd-e3100380e39e. Acesso em: 14 maio. 2023.
STINSON JR., J. F. Moonlighting: a key to differences in measuring employment growth. Monthly Labor Review, [s. l.], v. 110, n. 2, p. 30, 1987. Disponível em: https://discovery.ebsco.com/linkprocessor/plink?id=7a3917c9-1e6a-3388-8a3b-1da86178287f. Acesso em: 14 maio. 2023.
