Moonlighting

Moonlighting

Author: Atharva B Golatkar

 

1.Moonlighting: a key to differences in measuring employment growth

 

STINSON JR., J. F(1987) states that one of the important factors is the treatment of multiple job holders within each series. In the house hold survey, employed persons who held more than one job were counted only once, at the job at which they worked the highest number or hours during the reference week. However in the payroll survey they are counted as many times they appear on the payroll record. The May 1985 data on multiple jobholding are of particular importance in examining the recent discrepancy in employment growth because they constitute the first information on moonlighting since May 1980.During the period, the number of multiple jobholders increased sharply—by about 880,000, or 18 percent. The moonlighters who are of primary interest for the purposes of reconciling the household and payroll employment estimates are those who held second jobs as nonagricultural wage and salary workers. Their number increased by about 820,000 over the May 1980—May 1985 period.

2.Who Moonlights and Why?

KIMMEL, J.; CONWAY, K. S states that ,The hypothesis that male workers moonlight  for  a variety  of reasons.The  probit  results  show  that  the primary job  wage  and  nonlabor  income are  important,  which  is consistent with the “constraint” motive. In addition, the descriptive analyses reveal that moonlighters  tend to work  fewer hours and earn lower  wages on their primary jobs than those who do not and that they take on lower-paying  part-time second jobs. The  complex  role  of  children  found  in  the analysis  reveals  further  that  both budgetary  as well as family-related  time obligations  play  important  roles in  the  moonlighting  decision. A significant  proportion  of  workers  receive  higher  wages  on  their  second job Thus, while the constraint motive appears dominant, there are other pieces  of  evidence  that  suggest  that  one  profile  does  not  fit  all moonlighters.

 

3Moonlighting: public service and private practice.

BIGLAISER, G.; CHING-TO ALBERT MA(2007) states that, they examine the effects of moonlighting on service quality, price, and consumer welfare in both the public and private sectors.They also analyse when and how government regulation in the moonlighting market may enhance welfare.Their  research  focuses  on  dual  job  incentives  in  the  mixed  economy.They have analysed a model where some physicians may refer patients in the public system to their private practice. These moonlighters provide minimal quality when they treat patients in the public system. Not all physicians moonlight, however; dedicated doctors provide good service in the public system. They showed that absent behavioural reactions, unregulated moonlighting raises aggregate consumer welfare. Moonlighting may have an ambiguous effect on qualities in the public system; some consumers may become worse off when they are treated in the public system as a result of physician moonlighting. Their results are based on the gains from trade in the private market.Their idea here highlights the incentive perspective when public and private sectors interact.It also hints at a potential role for the public sector as a workplace to attract dedicated workers.

 

4.Multiple jobholding in states in 2015.

CAMPOLONGO, S(2017) states that  2015, the multiple-jobholding rate (the percentage of individuals who hold more than one job) in individual states varied considerably from the national average of 4.9 percent, a rate that has been unchanged since 2010,In all, 20 states had multiple jobholding rates significantly higher than the national average, 13 states had significantly lower rates, and 17states and the District of Columbia had rates that were not significantly different from the U.S. average.Most of the states with high multiple-jobholding rates in 2015 have had consistently high rates since estimates first became available in 1994. South Dakota recorded the highest multiple-jobholding rate of any state, 9.1 percent. Iowa and Maine followed,with rates of 8.6 percent and 8.2 percent, respectively. Seven other states had multiple-jobholding rates above 7.0 percent.

 

5.Moonlighting: multiple motives and gender differences

AVERETT, S. L(2001) States that The rate of increasing dual-job holding and the types of jobs held by moonlighters vary by gender. The rapid increase in the rate at which women moonlight combined with the steady incidence of male moonlighting has resulted in a change in the composition of the moonlighting population, In addition to their more rapid growth rate, female moonlighters are more likely to work at two part-time jobs while male moonlighters typically hold one full-time and one part-time job A large percentage of female moonlighters are Black, while more male moonlighters are married. About 81% of moonlight-ing men work full-time on their primary jobs while only 56% of the women work full-time on the first job.Very few men or women work full-time on their second job.

 

6.Liquidity constraints as a cause of moonlighting

ABDUKADIR, G(1992) say that liquidity constraints, which refer to a lack of readily available funds or assets that can be converted into cash, may be a significant factor driving individuals to engage in moonlighting.The research likely investigates how financial limitations impact individuals’ decisions to seek additional employment opportunities beyond their primary job.The study likely provides insights into the economic factors influencing moonlighting behaviour, which can have implications for labour market policies and practices.The study may employ econometric methods to analyse data and test hypotheses regarding the relationship between liquidity constraints and moonlighting behaviour. It potentially contributes to the understanding of labour market dynamics and the motivations behind individual’s choices to engage in secondary employment.

 

7.Moonlighting and Overtime

RENNA, F(2006) conducts analysis focusing on moonlighting and overtime work. Moonlighting refers to individuals holding multiple jobs concurrently, while overtime work involves working additional hours beyond regular working hours.The research likely examines the prevalence of moonlighting and overtime across different countries and explores potential factors influencing these phenomena.They may investigate economic, social, and institutional determinants that affect individuals’ decisions to engage in moonlighting or overtime work.Using cross-country data and econometric analysis, They  likely assesses the relationships between moonlighting, overtime work, and various demographic and economic variables. The study may also delve into the implications of moonlighting and overtime for labour market dynamics, income distribution, and work-life balance.

 

8.Multiple Job Holding, Skill Diversification, and Mobility.

 

Panos, Puliakas, and Zangelidis (2014) examine the phenomenon of multiple job holding, particularly focusing on its implications for skill diversification and labour market mobility. Published in Industrial Relations, the study likely investigates why individuals hold more than one job, exploring whether it’s driven by a desire to diversify skills or to enhance income and job security through multiple employment opportunities.The research probably employs econometric methods to analyse data and test hypotheses regarding the relationships between multiple job holding, skill diversification, and labour market mobility. By examining patterns of multiple job holding and its impact on career trajectories, the study may contribute to our understanding of how individuals navigate the labour market and manage their careers.

 

9.Recognize moonlighting dangers.

 

COBURN, E(2000) states that The article titled “Recognize Moonlighting Dangers”.They discusses the risks associated with moonlighting among nurses. Moonlighting refers to the practice of taking on additional employment, typically after one’s primary job, often in the form of shifts at another healthcare facility. The article likely highlights concerns such as fatigue, decreased performance, and potential conflicts of interest that can arise from working multiple jobs. 

 

10.THE ECONOMICS OF MOONLIGHTING: A DOUBLE SELF-SELECTION MODEL.

KRISHNAN, P(1990) presents a theoretical model to understand the phenomenon of moonlighting from an economic perspective. The author likely explores factors influencing individuals’ decisions to engage in moonlighting, such as wage differentials, job characteristics, and individual preferences. The concept of a “double self-selection model” suggests that both employers and employees self-select into moonlighting arrangements based on their preferences and opportunities. This article is likely valuable for economists and researchers interested in labour market dynamics and the motivations behind moonlighting behaviour.

 

Conclusion

 

• The first article states that the important factors considered in multiple job holding is the number of hours the individual has worked and the payroll is considered based on the number of times the individual has appeared on the payroll.Also there was a increase in the number of moonlighters after May and most of them opted non agricultural jobs as their second job.
• The second research states that the moonlighters opt for two jobs and they prefer to work lesser hours at the first job and prefer to work for more hours at the second job with lesser wages
• The third article compares moonlighting in the private and the public sector where the moonlighter provides minimal services at the public level whereas they provide premium services at private level because they get more incentives in case of private service.
• The fourth article states the growth in moonlighting in multiple states; the summary also shows the percentage growth in Moonlighting in districts of Columbia,South Dakota Et Al.
• The fifth article states the genders opting for Moonlighting while the female population opt for both part time jobs the male population prefer to have one job as the primary job and the other job ie the part time job as the secondary one.
• The sixth article studies the economic factors affecting the moonlighters and why they opt for secondary jobs which have Implications for labour market policies and practices.
• The seventh article talks about the comparison between moonlighting and overtime and compares how economic, social, and institutional determinants that affect individuals’ decisions to engage in moonlighting or overtime work
• The eighth article emphasis on the focus for skill diversification and labour market mobility the study focuses on whether the moonlighters desire to work on multiple jobs is to diversify skills or to increase income or job security
• The ninth article suggests that Moonlighting renders the employees unable to process at their full cognitive efficiency causing not only mental fatigue but also a decreased quality of output for the employer.
• The tenth article establishes the fact that an individual might feel the need to moonlight on the basis of the need to satisfy personal monetary gains and/or the underutilisation of one’s own skillset leads them to find a job that does.

Reference

Reference
1.ABDUKADIR, G(1992). Liquidity constraints as a cause of moonlighting. Applied Economics, [s. l.], v. 24, n. 12, p. 1307, 1992. DOI 10.1080/00036849200000090. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=a3e4d42e-eeda-30c6-8015-f0a33852bd07. Acesso em: 23 fev. 2024.
2.AVERETT, S. L(2001). Moonlighting: multiple motives and gender differences. Applied Economics, [s. l.], v. 33, n. 11, p. 1391–1410, 2001. DOI 10.1080/00036840010007957. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=2fe8a548-0c11-3556-8c39-02cbaa32a588. Acesso em: 19 fev. 2024.
3.BIGLAISER, G.; CHING-TO ALBERT MA(2007). Moonlighting: public service and private practice. RAND Journal of Economics (Wiley-Blackwell), [s. l.], v. 38, n. 4, p. 1113–1133, 2007. DOI 10.1111/j.0741-6261.2007.00128.x. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=2db56e36-2a20-33ae-9a98-6e191da43443. Acesso em: 19 fev. 2024.
4.CAMPOLONGO, S(2017). Multiple jobholding in states in 2015. Monthly Labor Review, [s. l.], p. 1–4, 2017. DOI 10.21916/mlr.2017.6. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=6614613d-251d-3329-a3f0-6fdf6d551ff5. Acesso em: 19 fev. 2024.
5.COBURN, E(2000). Recognize moonlighting dangers. Nursing Management, [s. l.], v. 31, n. 10, p. 17, 2000. DOI 10.1097/00006247-200010000-00011. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=4c7bb025-e54e-3e55-828c-d3acc8a2ef65. Acesso em: 23 fev. 2024.
6.KIMMEL, J.; CONWAY, K. S(2001). 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://research.ebsco.com/linkprocessor/plink?id=a9a19110-6945-3b67-8e3a-a42178e9797e. Acesso em: 19 fev. 2024.
7.KRISHNAN, P(1990). The Economics of Moonlighting: A Double Self-Selection Model. Review of Economics & Statistics, [s. l.], v. 72, n. 2, p. 361, 1990. DOI 10.2307/2109729. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=36b7f4f7-c1fe-3e2c-aabb-a6f5e8007283. Acesso em: 23 fev. 2024.
8.PANOS, G. A.; POULIAKAS, K.; ZANGELIDIS(2014), A. Multiple Job Holding, Skill Diversification, and Mobility. Industrial Relations, [s. l.], v. 53, n. 2, p. 223–272, 2014. DOI 10.1111/irel.12055. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=d71549cd-6c60-3261-8c3d-1d85a281af13. Acesso em: 23 fev. 2024.
9.RENNA, F(2006). 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://research.ebsco.com/linkprocessor/plink?id=f32ebfe3-be17-3fc6-bfaf-1ea21e454905. Acesso em: 23 fev. 2024.
10.STINSON JR., J. F(1987) . Moonlighting: a key to differences in measuring employment growth. Monthly Labor Review, [s. l.], v. 110, n. 2, p. 30, 1987. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=95878f53-09fe-382a-bd78-007b36f15711. Acesso em: 19 fev. 2024.