Labour Market Structure: A Brief Literature Survey

Labour market is a multi-dimensional entity, with inexorable institutional affiliation. Therefore, the studies on labour market fail to evolve a logical framework to its structure with satisfactory consensus to the theoreticians in totality. It is very interesting to examine the various dimensions of labour market. This paper reviews certain research contributions on labour market structure, segmentation and vulnerability issues.labour market, labour market structure, labour market segmentation, gender concerns and vulnerability in labour market

Employment, Poverty, and Gender in Ghana

This paper examines the connections among gender, employment, and poverty in Ghana using data from the fourth round of the Ghana Living Standards Survey. The relationships are explored through a series of tabulations that shed light on how labor force segmentation, different forms of employment, and gender dynamics influence poverty rates and earnings of individuals and households. The estimates suggest that substantial labor force segmentation is evident in Ghana. Women are disproportionately represented in more precarious forms of employment. In addition, poverty and earnings differ markedly from one employment status category to the next. These results have important implications for “pro-poor” employment policies in Ghana.

Traditional vs. secular values and work-life well being across Europe

This paper examines how culture, defined in our analysis by reference to traditional versus secular values, affects the work-life balance across Europe. Specifically, we focus on the factors that affect the propensity of individuals across 30 European countries to exhibit behavioural patterns in the work and life domains consistent with the segmentation, spillover or compensation hypotheses. Testing the latter assertions, our empirical analysis replicates the study by Judge and Watanabe (1994) with data collected in 1999/00, thus bringing dated empirical results into a multi-country, contemporary realm. Based on self-reported job and life satisfaction measures, we then extend the empirical examination by controlling for different cultural values alongside a large set of standard economic and demographic factors. Our results emphasise the important role of views on secular versus traditional values as a main factor influencing respondents’ work-life balance and well being. The role of interpersonal trust features as a particularly prominent component in these results