Socio-demographic Model of Gender Gap in Expected and Actual Wages in Estonia

Estonia ranks consistently on top of the list of countries with the largest gender pay gap. However, irrespective of abundant aggregate level evidence, little is known what motivates the gap at the individual level. In this paper we precisely address the issue of gender pay gap at the individual level. We examine how large is the gender pay gap in actual and expected wages and how it can be explained. We use a rich dataset from Estonian Labour Force Survey on actual wages, and the data from CV Keskus on people's wage expectations. Findings show that education and ethnicity are primary sources for gender based wage discrimination hinting at structural cleavages in Estonian society. Results have major policy implications for other multi-lingual countries with similar historical background

The Effect of Temporary Migration Experience on Occupational Mobility in Estonia

The literature on return migration includes several studies on the impact of foreign work experience on the returnees' earnings or their decision to become self-employed; however in this paper we analyze the less studied effect on occupational mobility, i.e. how the job in home country after return compares to the one before migration. The effect of temporary migration on occupational mobility is analyzed using a unique data from Estonian online job search portal covering ca 10-15% of total workforce that includes thousands of employees with temporary migration experience. The focus on a data from a Central and Eastern European country is motivated by that the opening of the old EU countries' labour markets for the workforce of the new member states has led to massive East-West migration. We did not find any positive effect of temporary migration on upward occupational mobility and in case of some groups, like females, the effect was negative. The results could be related to the typically short term nature of migration and the occupational downshifting abroad as well as the functioning of home country labour market

Are employees better off in socially responsible firms?

The growing awareness of the issue of corporate social responsibility (CSR) has raised the questions about how responsible behavior of firms would impact employees' well-being. This paper investigates the link between corporate social responsibility and job satisfaction, which is a more widely recognized measure to assess well-being at work. Based on the survey of 3637 employees in Estonia, Latvia and Lithuania, measures of internal and external social responsibility are found to be positively associated with job satisfaction. Findings of the study indicate that employees' assessments on various aspects of their job are noticeably higher in firms that are perceived as more engaged in CSR activities both towards their internal and external stakeholders. A further outcome of the study emphasizes the negative link between firm size and corporate social responsibility thus reflecting that smaller firms tend to show higher assessments regarding CSR. Similar relationships are also found between firm size and job satisfaction

Temaatiline riiklik järelvalve teostajate pilgu läbi

Uuringu eesmärgiks oli välja selgitada, kuidas hindavad järelevalve teostajad järelevalvega seonduvaid erinevaid aspekte ja järelevalve protsessi ning saada tagasisidet ja ettepanekuid järelevalvesüsteemi arendamiseks. Vastajatel paluti hinnata erinevaid järelevalve liike ja järelevalve teostamist erinevates õppeasutustes ning anda hinnang vajaminevatele ressurssidele. Kokku paluti vastata 31 küsimusele. Sooviti teada saada, kuivõrd olulisteks peavad järelevalve teostajad järelevalve erinevaid liike üldiselt, kuivõrd piisavaks hindavad nad igal õppeaastal teostatava järelevalve hulka ning kas ollakse valmis teostama järelevalvet rohkemates õppeasutustes. Ühtlasi selgitati ka välja, millised on peamised põhjused, miks maavalitsused ei ole teinud ettepanekut järelevalve läbiviimiseks üksikküsimustes ning kuivõrd piisavalt on ressursse järelevalve teostajate arvates

Temaatiline riiklik järelevalve õppeasutustes

Järelevalve uuring viidi läbi Eesti õppeasutuste seas selgitamaks välja õppeasutuste juhtide hinnangud ja ettepanekud järelevalvele. Uuringu teostajaks oli OÜ Sinekuur, kes viis läbi analoogse uuringu ka 2004. aastal. Käesolev uuring käsitleb põhjalikult järelevalve erinevaid aspekte. Õppeasutuse juhtkondi tuleb tunnustada aktiivse osalemise ning antud teemal kaasarääkimise ja -mõtlemise eest. Usume, et uuringu tulemused annavad ülevaatliku pildi sellest, millega õppeasutuste juhid on järelevalve teostamisel rahul ning kus oodatakse muudatusi

The Effect of Migration Experience on Occupational Mobility in Estonia

The existing literature on return migration has resulted in several studies analysing the impact of foreign work experience on the returnees' earnings or their decision to become self-employed; however, in this paper we analyse the less studied effect on occupational mobility - how the job in the home country after returning compares to the job held before migration. The effect of temporary migration on occupational mobility is analysed using unique data from an Estonian online job search portal covering approximately 10-15% of the total workforce, including thousands of employees with temporary migration experience. The focus on data from a Central and Eastern European country is motivated given that the opening of labour markets in old EU countries to the workforce of the new member states has led to massive East-West migration. We did not find any positive effect of temporary migration on upward occupational mobility and in some groups, such as females, the effect was negative. These results could be related to the typically short-term nature of migration and occupational downshifting abroad as well as the functioning of the home country labour market