Validating occupational coding indexes for use in multi-country surveys

Occupational coding in multi-country surveys is mostly a black box: have national survey agencies classified the same occupational titles into the same category across countries? This paper attempts to validate the coding from 5-digit occupational titles into the 4-digit occupational units of the international ISCO-08 classification, based on a comparison of coding indexes from national statistical offices. Two research objectives are central. To what extent are occupational titles in the coding indexes similar, when comparing their English translations? What percentage of similar occupational titles is coded similarly across countries? To answer these questions, we merged titles from 20 coding indexes (18 non-English), resulting in 70,489 records. We translated the titles in English, using online dictionaries and Google translate (4.2% could not be translated). We checked for existent codes of the titles, using ILO’s ISCO-08 coding index (10.3% non-existent). The remaining database had 60,559 records, of which 32% had at least one duplicate title (19,044 records). These duplicate records could be aggregated into 5,350 occupational titles. Only 64% of these titles had the same ISCO-08 4-digit code, 70% at 3-digit, 74% at 2 digit, and 80% at 1-digit. Users of multi-country surveys should be cautious when using the 4-digit ISCO-08 codes

Working time flexibility components and working time regimes in Europe: using company-level data across 21 countries

Working time ?exibility comprises a wide variety of arrangements, from part-time, overtime, to long-term leaves. Theoretical approaches to grouping these arrangements have been developed, but empirical underpinnings are rare. This article investigates the bundles that can be found for various ?exible working time arrangements, using the Establishment Survey on Working Time and Work–Life Balance, 2004/2005, covering 21 EU member states and 13 industries. The results from the factor analyses con?rmed that working time arrangements can be grouped into two bundles, one for the employee-centred arrangements and second for the employer-centred arrangements, and that these two bundles are separate dimensions.Wealso tested the stability of the factor analysisoutcome, showing that although we ?nd some deviations from the pan-Europe and pan-industry outcome, the naming of the components as ?exibility for employees and ?exibility for employers can be considered rather stable. Lastly, we ?nd three country clusters for the 21 European countries using the bundle approach. The ?rst group includes the Northern European countries along side Poland and Czech Republic, the second group the continental European countries with UK and Ireland, and lastly, the southern European countries with Hungary and Slovenia

Does migration ‘pay off’ for foreign-born migrant health workers? An exploratory analysis using the global WageIndicator dataset

Background: This study used the global WageIndicator web survey to answer the following research questions: (RQ1) What are the migration patterns of health workers? (RQ2) What are the personal and occupational drivers of migration? (RQ3) Are foreign-born migrant health workers discriminated against in their destination countries? Methods: Of the unweighted data collected in 2006-2014 from health workers aged 15-64 in paid employment, 7.9 % were on migrants (N = 44,394; 36 countries). To answer RQ1, binary logistic regression models were applied to the full sample. To answer RQ2, binary logistic regression was used to compare data on migrants with that on native respondents from the same source countries, a condition met by only four African countries (N = 890) and five Latin American countries (N = 6356). To answer RQ3, a multilevel analysis was applied to the full sample to take into account the nested structure of the data (N = 33,765 individual observations nested within 31 countries). Results: RQ1: 57 % migrated to a country where the same language is spoken, 33 % migrated to neighbouring countries and 21 % migrated to former colonizing countries. Women and nurses migrated to neighbouring countries, nurses and older and highly educated workers to former colonizing countries and highly educated health workers and medical doctors to countries that have a language match. RQ2: In the African countries, nurses more often out-migrated compared to other health workers; in the Latin American countries, this is the case for doctors. Out-migrated health workers earn more and work fewer hours than comparable workers in source countries, but only Latin American health workers reported a higher level of life satisfaction. RQ3: We did not detect discrimination against migrants with respect to wages and occupational status. However, there seems to be a small wage premium for the group of migrants in other healthcare occupations. Except doctors, migrant health workers reported a lower level of life satisfaction. Conclusions: Migration generally seems to ‘pay off’ in terms of work and labour conditions, although accrued benefits are not equal for all cadres, regions and routes. Because the WageIndicator survey is a voluntary survey, these findings are exploratory rather than representative

Degendering Work Time in Comparative Perspective: Alternative Policy Frameworks

Policy initiatives providing for alternative working time arrangements as well as a shortened standard work week have become prevalent in recent years, especially among the highly industrialized countries of northern Europe. We find that despite institutional differences, Germany, France, and Sweden have adopted policies that explicitly or implicitly contribute to the gendering of work time. Increasingly, what differentiates gender roles is not whetherindividuals have a job, but the amount of timespent in paid employment. The expansion of overtime for men and part-time jobs for women reinforces the skewed division of domestic labor and occupational segregation. European unions are acquiescing to work reorganization policies that promote the expansion of both part-time and overtime as long as these policies are coupled with measures facilitating work redistribution to save jobs. Broader visions of work reduction as a means to gender equity have been shunted to the background.work time, European Union, women's employment, part-time work, flexibility, labor market policy,