feat(data): Extract Davies2022

02-data/intermediate/SAMPLE.bib

@@ -3313,7 +3313,7 @@ does not do impact analysis for single policy},
   usage-count-last-180-days = {3},
   usage-count-since-2013 = {10},
   web-of-science-categories = {Management; Women's Studies},
-  keywords = {country::Britain,inequality::gender,region::EU,relevant,TODO::full-text,type::maternity\_benefit,type::rtw},
+  keywords = {country::Britain,done::extracted,inequality::gender,region::EU,relevant,type::maternity\_benefit,type::rtw},
   file = {/home/marty/Zotero/storage/YJVUAWIA/Davies et al_2022_Maternity provision, contract status, and likelihood of returning to work.pdf}
 }
 

02-data/processed/relevant/Davies2022.yml

@@ -0,0 +1,46 @@
+author: Davies, J. M., Brighton, L. J., Reedy, F., & Bajwah, S. 
+year: 2022
+title: "Maternity provision, contract status, and likelihood of returning to work: Evidence from research intensive universities in the UK"
+publisher: Gender Work And Organization
+uri: https://doi.org/10.1111/gwao.12843
+pubtype: article
+discipline: organization
+
+country: United Kingdom
+period: 2013-2018
+maxlength:
+targeting: implicit
+group: high-skill female workers
+data: FOI data of Russell Group universities
+
+design: observational
+method: cross-sectional; pooled odds ratios
+sample: 17
+unit: employer
+representativeness:
+causal: 0 # 0 correlation / 1 causal
+
+theory: scarce high-level academic female representation through 'leaky pipeline'
+limitations: fragmented data restricting observable variables; doest not account for atypical/short-term contracts
+observation:
+  - intervention: maternity leave
+    institutional: 0
+    structural: 1
+    agency: 1
+    inequality: gender
+    type: 1 # 0 vertical / 1 horizontal
+    indicator: 1 # 0 absolute / 1 relative
+    measures: employment (rtw ratios)
+    findings: significantly decreased employment probability for rtw on fixed-term contracts compared to open-ended contracts; most universities provided limited access to maternity payment for fixed-contract staff
+    channels: fewer included provisions in fixed-term contracts; strict policies on payments if contract ends before end of maternity leave/minimum length of rtw; long-term continuous service requirements for extended payments
+    direction: -1 # -1 neg / 0 none / 1 pos
+    significance: 2 # 0 nsg / 1 msg / 2 sg
+
+notes: study on public university employers only
+annotation: |
+  A study on the return to work ratios for high-skill women workers in public academic universities in the United Kingdom, comparing the results for those in fixed-term contract work versus those in open-ended contracts.
+  It finds that there is a significantly decreased return to work probability for those working under fixed-term contracts, and most universities providing policies with more limited access to maternity payment for fixed-contract staff.
+  This is possibly due to provisions in the policies implicitly working against utilization under fixed-terms:
+  there are strict policies on payments if a contract ends before the maternity leave period is over, and obligations on repayments if not staying in the position long enough after rtw.
+  Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies.
+  There is high internal heterogeneity between the univserities, primarily due to the diverging maternity policy documents, only a small number of the overall dataset providing favorable conditions for fixed-term work within.

02-data/supplementary/lib.bib

@@ -3379,7 +3379,7 @@ does not do impact analysis for single policy},
   usage-count-last-180-days = {3},
   usage-count-since-2013 = {10},
   web-of-science-categories = {Management; Women's Studies},
-  keywords = {country::Britain,inequality::gender,region::EU,relevant,TODO::full-text,type::maternity\_benefit,type::rtw},
+  keywords = {country::Britain,done::extracted,inequality::gender,region::EU,relevant,type::maternity\_benefit,type::rtw},
   file = {/home/marty/Zotero/storage/YJVUAWIA/Davies et al_2022_Maternity provision, contract status, and likelihood of returning to work.pdf}
 }