Retirement Decisions of People with Disabilities: Voluntary or Involuntary

While some retirement is welcomed and on-time, other retirements are involuntary or forced due to the loss of a job, an early retirement incentive, a health problem, mandatory retirement, lack of control with too many job strains, or to provide care to a family member. An analysis of the 2002 Canadian General Social Survey reveals that 27% of retirees retired involuntarily. This research focuses on the disabled population in Canada and considers factors that influence voluntary and involuntary retirement. Further, consideration is given to the economic consequences of retiring involuntarily. This research will examine issues surrounding retirement and disability through statistical analysis of the Canadian Participation and Activity Limitations Survey (PALS) 2006 data. Methods include the use of descriptive statistics and logistic regression analysis to determine the characteristics associated with involuntary retirement. This study found that those who retired involuntarily were more likely to have the following socio-demographic and socioeconomic characteristics -- age 55 or less, less than high-school education, live in Quebec, rent their home, and have relatively low income. They were also more likely to be worse off financially after retirement and to be receiving social assistance or a disability benefit. In terms of disability, the likelihood of retiring involuntarily was greater for those with poor health at retirement, the age of onset was over 55, higher level of severity, and multiple types of disability. For the discussion, a social inequalities framework is used, where health selection into involuntary retirement depends on social location defined by age and education. Policy initiatives that reduce the effects of disability, and allow individuals to remain in or return to the labour force such as workplace accommodations are discussed.Retirement, Disabled, Health, Labour Force

Retirement Decisions of People with Disabilities: Voluntary or Involuntary

While some retirement is welcomed and on-time, other retirements are involuntary or forced due to the loss of a job, an early retirement incentive, a health problem, mandatory retirement, lack of control with too many job strains, or to provide care to a family member. An analysis of the 2002 Canadian General Social Survey reveals that 27% of retirees retired involuntarily. This research focuses on the disabled population in Canada and considers factors that influence voluntary and involuntary retirement. Further, consideration is given to the economic consequences of retiring involuntarily. This research will examine issues surrounding retirement and disability through statistical analysis of the Canadian Participation and Activity Limitations Survey (PALS) 2006 data. Methods include the use of descriptive statistics and logistic regression analysis to determine the characteristics associated with involuntary retirement. This study found that those who retired involuntarily were more likely to have the following socio-demographic and socio-economic characteristics: age 55 or less, less than high school education, live in Quebec, rent their home, and have relatively low income. They were also more likely to be worse off financially after retirement and to be receiving social assistance or a disability benefit. In terms of disability, the likelihood of retiring involuntarily was greater for those with poor health at retirement, the age of onset was over 55, higher level of severity, and multiple types of disability. For the discussion, a social inequalities framework is used, where health selection into involuntary retirement depends on social location defined by age and education. Policy initiatives that reduce the effects of disability, and allow individuals to remain in or return to the labour force such as workplace accommodations are discussed.Retirement, Disabled, Health, Labour Force

Weighting Large Datasets with Complex Sampling Designs: Choosing the Appropriate Variance Estimation Method

Using the Canadian Workplace and Employee Survey (WES), three variance estimation methods for weighting large datasets with complex sampling designs are compared: simple final weighting, standard bootstrapping and mean bootstrapping. Using a logit analysis, it is shown - depending on which weighting method is used - different predictor variables are significant. The potential lack of independence inherent in a multi-stage cluster sample design, as in the WES, results in a downward bias in the variance when conducting statistical inference (using the simple final weight), which in turn results in increased Type I errors. Bootstrap methods can account for the survey’s design and adjust the variance so that it is inference appropriate and corrected for downward bias. The WES provides mean, as opposed to standard, bootstrap weights with the data; thus, a further adjustment to account for the reduced variation inherent when information is grouped is required. Failure to use mean bootstrap weights appropriately leads to biased standard errors and inappropriate inference

Generating and Comparing Aggregate Variables for Use Across Datasets in Multilevel Analysis

This article examines the creation of contextual aggregate variables from one dataset for use with another dataset in multilevel analysis. The process of generating aggregate variables and methods of assessing the validity of the constructed aggregates are presented, together with the difficulties that this approach presents

Low-Paid Workers and On-the-Job Training in Canada

This paper provides evidence of on-the-job training for low-paid workers in Canada and examines workplace and individual factors associated with their on-the-job training. The study uses Statistics Canada’s Workplace and Employee Survey (WES) 2001 data. Results show that less than a quarter of low-paid workers received on-the-job training in 2001 as compared to one third of higher-paid workers. A decomposition of regression models indicated that this substantive gap is statistically significant. With the shrinking labour force, ongoing skills development is needed to enable workers to earn a decent living, fulfill their work-related goals, and contribute to the current and future productivity of their workplaces and the economy. We recommend governments provide support for low-paid workers’ on-the-job training.Les données statistiques sur les travailleurs vulnérables recueillies par les Réseaux canadiens de recherche en politiques publiques font voir bien des aspects défavorables de la vie de travail des travailleurs faiblement rémunérés et le manque de protection sociale liée a un emploi (voir, par exemple, Chaykowski, 2005; Saunders, 2003 et 2006; Vallée, 2005). Cet essai s’intéresse avant tout aux travailleurs permanents a plein temps et faiblement rémunérés. Dans notre mire, se trouvent ces travailleurs qui sont couverts par des contrats de travail a durée indéterminée, engagés a plein temps et payés moins de 10 $ l’heure en 2001, ce qui inclut ceux qui gagnent le salaire minimum ou légcrement plus. Le but de ce travail consiste a documenter la nature de la formation offerte en entreprise aux travailleurs a faible rémunération en la comparant avec celle offerte aux travailleurs bien rémunérés au Canada et a circonscrire les facteurs tant individuels que ceux liés au milieu de travail associés a la formation en cours d’emploi. L’étude retient les données de l’Enquzte sur le milieu de travail et les employés de Statistique Canada de 2001. L’unité d’analyse est le travailleur individuel et les données retenues sont celles qui relient les réponses des salariés a celles des employeurs. Notre étude se base sur les fondements de la théorie de la formation en économie du travail d’Acemoglu (1977) et d’Acemoglu et Pischke (1988, 1999a, 1999b) et sur des conclusions de recherches empiriques en économique du travail et en gestion des ressources humaines. Nous analysons les liens entre la formation en cours d’emploi et les caractéristiques des individus et des milieux de travail chez les travailleurs faiblement rémunérés et ceux qui bénéficient d’une rémunération élevée, cela séparément et a l’aide de la technique de l’analyse de régression logistique multivariée. Par la suite, nous comparons les deux populations de travailleurs quant a la probabilité de se voir offrir de la formation en cours d’emploi. Afin de savoir si les travailleurs moins bien rémunérés ont moins d’occasions de formation de ce type que les travailleurs mieux rémunérés, nous procédons a une ventilation de la régression logistique (Oaxaca, 1973; Picot et Myles, 1996; Fairlie, 2005). La probabilité estimée pour chacune des équations est calculée en retenant les deux parties des données (les échantillons des bien rémunérés et des faiblement rémunérés).Les résultats montrent que la proportion des travailleurs permanents a temps plein a faible rémunération dans l’enquzte de 2001 mentionnée plus haut atteint 14 %, alors que les travailleurs bien rémunérés comptent pour 86 %. Parmi les travailleurs permanents a plein temps, 32 % reeoivent de la formation en cours d’emploi et cette proportion diminue a 22 % chez les moins bien rémunérés. Cette donnée contraste avec celle des travailleurs bien rémunérés qui s’établit a 33 %. Les résultats de la régression montrent que chez les moins bien rémunérés, les travailleurs plus jeunes et ceux qui présentent une expérience de travail plein temps sont moins susceptibles de recevoir de la formation en cours d’emploi, alors que ceux qui ont un niveau de scolarité plus élevé le sont presque deux fois plus. Chez les travailleurs bien rémunérés, ceux qui détiennent des emplois dans des milieux de travail restreints ou bien trcs vastes, des milieux de travail innovateurs, possédant un niveau élevé de scolarité, étant plus jeunes, se retrouvant dans des occupations de professionnels et de gestionnaires, bénéficiant d’une riche expérience de travail plein temps et ceux qui sont des immigrants récents sont les plus susceptibles de se voir offrir de la formation en cours d’emploi. Par ailleurs, parmi ces travailleurs bien rémunérés, ceux couverts par une convention collective et les plus agés sont moins susceptibles de recevoir de la formation.Les résultats obtenus de la ventilation de la régression entre les travailleurs bien rémunérés et ceux qui le sont moins bien indiquent que l’écart au plan de la formation en cours d’emploi reeue n’est pas attribuable aux aptitudes naturelles des travailleurs a faible rémunération par rapport a celles des autres travailleurs, mais le phénomcne est d’ordre comportemental et dépend des décisions et des choix de formation offerts par les directions et des décisions d’acceptation et des choix effectués par les travailleurs eux-mzmes. Les conclusions invitent a des approches de politique qui se centreraient sur les milieux de travail et sur la prise de décision par les salariés. Étant donné l’écart identifié au plan de la formation entre les travailleurs moins bien rémunérés et ceux qui bénéficient d’une rémunération plus élevée, il faut se demander si des politiques publiques pourraient aider a réduire cet écart entre les deux groupes de travailleurs, si les employés et les entreprises ne prennent pas d’initiative autrement (ou bien en l’absence d’un encadrement approprié et incitatif). Aux gouvernements qui font face a des ressources rares et qui s’apprztent a offrir un appui a la formation en entreprise, nous suggérons de cibler leurs interventions sur les choix de formation chez les travailleurs moins bien rémunérés et dans les entreprises qui les engagent. En ciblant ces travailleurs et en offrant aux entreprises et aux salariés des incitations a offrir de la formation et a l’accepter, en y ajoutant également des incitations qui viendraient récompenser le rendement de la formation, cela aurait un effet direct sur l’amélioration des personnes et sur la productivité. Il se fait actuellement un certain effort en ce sens, par exemple, en Ontario, ol existe un programme de rattrapage scolaire pour les adultes dans des emplois offrant de bas salaires et exigeant peu de compétences (Gouvernement de l’Ontario, 2006). Nous suggérons aussi d’encourager la formation et l’apprentissage durant toute la vie, associés a des récompenses ciblées sur le rendement. Alors, les bénéfices de la formation en cours d’emploi ne profiteraient pas seulement a la personne. Des avantages secondaires (ou externes) pourraient ztre générés, qui découleraient de l’appui du gouvernement en contribuant non seulement au capital humain des travailleurs moins bien rémunérés mais également a leur communauté. En corroborant Lalonde (1995), nous pensons que le rendement social, dans une société ol un support financier est fourni en maticre de formation en cours d’emploi, excéderait le ratio couts/bénéfices privés aux entreprises. Dans la mzme foulée que les conclusions des études faites par Heckman, Lalonde et Smith (1999) et par Lalonde (1995), nous croyons que les avantages sociaux des programmes de formation offerts aux travailleurs faiblement rémunérés vont aux individus formés, a leur famille, a leur communauté et a la société. L’effet indirect de cette formation pourrait aussi se traduire par un bien-ztre et une santé améliorés (Warburton et Warburton, 2002), et un sentiment de dignité chez les travailleurs (Berg et Frost, 2005).Este artículo establece ciertas conclusiones sobre el entrenamiento ocupacional de los trabajadores con bajo salario en Canadá y examina los medios laborales y los factores individuales asociados con el entrenamiento. El estudio utiliza la Encuesta sobre los empleados y los centros de trabajo de Estadísticas Canadá del año 2001. Los resultados muestran que menos de un cuarto de trabajadores con bajo salario recibieron un entrenamiento en 2001 comparativamente a un tercio de trabajadores mejor pagados. Una descomposición de los modelos de regresión indica que esta brecha es estadísticamente significativa. Con la reducción de la fuerza de trabajo, se hace necesario el desarrollo continuo de calificaciones a fin de posibilitar que los trabajadores ganen su vida decentemente, cumplan sus objetivos de trabajo y contribuyan a la actual y futura productividad de sus centros de trabajo y de la economía. Se recomienda que los gobiernos apoyen el entrenamiento de los trabajadores con bajos salarios

Understanding the Mediating Role of Symptoms of Stress on the Perceived Access to Training and Job Satisfaction Relationship

The purpose of this study is to examine the mediating role of symptoms of stress on the relationship between perceived access to training and job satisfaction.  The changing nature of work (i.e. workplace and job complexity) has implications for stress and job satisfaction outcomes.  Concerns about stress and job satisfaction levels and their link to performance have created interest in training interventions to improve the adequacy of knowledge and skills.  A cross-sectional questionnaire survey of 1396 nurses was collected from three large teaching hospitals.  The positive relationship between employees’ perceived access to training and job satisfaction is increased by the partial mediation of symptoms of stress.  Based on the evidence of this study, we recommend human resource staff and managers focus on training as a factor enhancing job satisfaction and mitigating stress

Walking to work in Canada: health benefits, socio-economic characteristics and urban-regional variations

<p>Abstract</p> <p>Background</p> <p>There is mounting concern over increasing rates of physical inactivity and overweight/obesity among children and adult in Canada. There is a clear link between the amount of walking a person does and his or her health. The purpose of this paper is to assess the health factors, socio-economic characteristics and urban-regional variations of walking to work among adults in Canada.</p> <p>Methods</p> <p>Data is drawn from two cycles of the Canadian Community Health Survey: 2001 and 2005. The study population is divided into three groups: non-walkers, lower-duration walkers and high-duration walkers. Logistic regression modeling tests the association between levels of walking and health related outcomes (diabetes, high blood pressure, stress, BMI, physical activity), socio-economic characteristics (sex, age, income, education) and place of residence (selected Census Metropolitan Areas).</p> <p>Results</p> <p>In 2005, the presence of diabetes and high blood pressure was not associated with any form of walking. Adults within the normal weight range were more likely to be high-duration walkers. Females and younger people were more likely to be lower-duration walkers but less likely to be high-duration walkers. There was a strong association between SES (particularly relative disadvantage) and walking to work. In both 2001 and 2005, the conditions influencing walking to work were especially prevalent in Canada's largest city, Toronto, as well as in several small to medium sized urban areas including Halifax, Kingston, Hamilton, Regina, Calgary and Victoria.</p> <p>Conclusion</p> <p>A number of strategies can be followed to increase levels of walking in Canada. It is clear that for many people walking to work is not possible. However, strategies can be developed to encourage adults to incorporate walking into their daily work and commuting routines. These include mass transit walking and workplace walking programs.</p

Stroke genetics informs drug discovery and risk prediction across ancestries

Previous genome-wide association studies (GWASs) of stroke — the second leading cause of death worldwide — were conducted predominantly in populations of European ancestry1,2. Here, in cross-ancestry GWAS meta-analyses of 110,182 patients who have had a stroke (five ancestries, 33% non-European) and 1,503,898 control individuals, we identify association signals for stroke and its subtypes at 89 (61 new) independent loci: 60 in primary inverse-variance-weighted analyses and 29 in secondary meta-regression and multitrait analyses. On the basis of internal cross-ancestry validation and an independent follow-up in 89,084 additional cases of stroke (30% non-European) and 1,013,843 control individuals, 87% of the primary stroke risk loci and 60% of the secondary stroke risk loci were replicated (P < 0.05). Effect sizes were highly correlated across ancestries. Cross-ancestry fine-mapping, in silico mutagenesis analysis3, and transcriptome-wide and proteome-wide association analyses revealed putative causal genes (such as SH3PXD2A and FURIN) and variants (such as at GRK5 and NOS3). Using a three-pronged approach4, we provide genetic evidence for putative drug effects, highlighting F11, KLKB1, PROC, GP1BA, LAMC2 and VCAM1 as possible targets, with drugs already under investigation for stroke for F11 and PROC. A polygenic score integrating cross-ancestry and ancestry-specific stroke GWASs with vascular-risk factor GWASs (integrative polygenic scores) strongly predicted ischaemic stroke in populations of European, East Asian and African ancestry5. Stroke genetic risk scores were predictive of ischaemic stroke independent of clinical risk factors in 52,600 clinical-trial participants with cardiometabolic disease. Our results provide insights to inform biology, reveal potential drug targets and derive genetic risk prediction tools across ancestries

Who Trains? High-tech Industries or High-tech Workplaces?

The growth in micro-technologies and their widespread diffusion across economic sectors have given rise to what is often described as a New Economy - an economy in which competitive prospects are closely aligned with the firm's innovation and technology practices, and its use of skilled workers. Training is one strategy that many firms undertake in order to improve the quality of their workforce. This study contributes to the expanding body of research in the area of information and communication technologies (ICT). Using data on business sector workplaces from the 1999 Workplace and Employee Survey (WES), we investigate factors related to the incidence and intensity of training. The study focuses on whether training incidence and training intensity are more closely associated with the technological competencies of specific workplaces than with membership in ICT and science-based industry environments. The study finds that training incidence depends more on the technological competencies exhibited by individual workplaces. Among workplaces that decide to train, these technological competencies are also important determinants of the intensity of training. Workplaces which score highly on our index of technological competency are over three times more likely to train than those that rank zero on the competency index. The size of the workplace is also a factor. Large and medium-sized workplaces are 3 and 2.3 times more likely to train than small workplaces, respectively. And workplaces with higher-skilled workforces are more likely to train than workplaces with lower-skilled workforces. For workplaces that choose to train, their technological competency is the main determinant of training intensity. The size of the workplace, the average cost of training, and the skill level of the workforce are also influential factors'but to a lesser extent. Other factors, such as sector, outside sources of funding, and unionization status, are not influential factors in determining the intensity of training. Workplaces that have a higher average cost of training train fewer employees as a proportion of their workforce. However, the skill level of their employees moderates this effect, because as payroll-per-employee increases (a proxy for worker skills), plants train more.Adult education and training, Business and government Internet use, Education, training and learning, Human resources in science and technology, Information and communications technology, Information and communications technology sector, Job training and educational attainment, Labour, Science and technology