scholarly journals Labour Market Flows: Accounting for the Public Sector

2019 ◽  
Author(s):  
Ismael Galvez-Iniesta ◽  
Pedro M. Gomes ◽  
Diego Vila-Martin
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
The Public ◽  
Labour Market Flows

scholarly journals Labour market flows: Accounting for the public sector

2020 ◽  
Vol 62 ◽  
pp. 101770 ◽  
Author(s):  
Idriss Fontaine ◽  
Ismael Gálvez-Iniesta ◽  
Pedro Gomes ◽  
Diego Vila-Martin
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
The Public ◽  
Labour Market Flows

Een nieuw en flexibel personeelsbeleid in de lokale besturen in Vlaanderen ?

Res Publica ◽  
1998 ◽  
Vol 40 (1) ◽  
pp. 79-97
Author(s):  
Trui Steen
Keyword(s):  
Public Sector ◽  
Local Government ◽  
Labour Market ◽  
Personnel Management ◽  
Civil Service ◽  
Management Strategies ◽  
Employment Policy ◽  
The Public ◽  
Public Sector Employment ◽  
Personnel Policies

Personnel management in localgovernment in Flanders bas undergone some major reforms during recent years. We examine the purposes and the extent of these reforms. Also, the new personnel management in Flemish local government is evaluated in terms of flexibility. The Flemish civil service can be considered as an Internal Labour Market. The rigidity which characterises the Internal Labour Market in local government in Flanders is shown by the fact that local government lacks discretion in elaborating the personnel statute, which still constitutes the basis of personnel management. However, the thesis that the public sector employment policy is too rigid has to be nuanced. The civil service is familiar with irregular forms ofemployment. Infact, in Flemish local government only half of all personnel are employed according to a statute.Despite some constraints on the development of more flexible personnel policies, it is still possible to find opportunities which provide hope for the development of new and modern personnel management strategies in local government.

Race at Work

2019 ◽  
pp. 21-65
Author(s):  
Henrice Altink
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Census Data ◽  
Economic Factors ◽  
The Public ◽  
Political Partisanship ◽  
Changes Over Time ◽  
Over Time

Making extensive use of census data, this chapter sets out changes over time in the race and colour profile of the labour market. It shows that dark-skinned Jamaicans made considerable advances, especially in the public sector, but that even long after independence they were still largely absent from some fields and in others rarely found at senior levels. It will be argued that the stratification of the labour market by colour was largely the result of race-neutral practices, such as educational qualifications and other hiring and promotion criteria; disadvantage accumulated over time and across racial domains; and government inaction, which was partly triggered by political partisanship and economic factors.

scholarly journals Jobs, earnings, and routine-task occupational change in times of revolution: The Tunisian perspective

2020 ◽  
Author(s):  
Mohamed Ali Marouani ◽  
Phuong Le Minh ◽  
Michelle Marshalian
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Wage Inequality ◽  
Influence Function ◽  
Labour Force ◽  
Wage Structure ◽  
Service Workers ◽  
The Public ◽  
The Past ◽  
Main Driver

In this paper we investigate the links between wage inequality and the changing nature of jobs in a revolution context. The methodology consists of various decompositions and regressions, including recentred influence function regressions, based on Tunisian labour force surveys from the past 20 years. Tunisia’s labour market during the period of investigation is characterized by a decreasing earnings inequality following the fall of education premia, and an asymmetric wage polarization led by the increase of the lowest wages. After the Revolution, the routine task index increased significantly because of the rise of the share of routine agricultural and service workers. Although evidence shows that the routinization had a role in the evolution of the wage structure, it is not the main driver. Its effect was crowded out by employment and wage policies in the public sector.

scholarly journals Organisational factors and under-reporting of occupational injuries in Sweden: a population-based study using capture–recapture methodology

2021 ◽  
pp. oemed-2020-107257
Author(s):  
Cecilia Orellana ◽  
Bertina Kreshpaj ◽  
Bo Burstrom ◽  
Letitia Davis ◽  
Paolo Frumento ◽  
...  
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Injury Severity ◽  
Occupational Injuries ◽  
Data Sources ◽  
Insurance Company ◽  
National Register ◽  
The Public ◽  
Capture Recapture ◽  
Organisational Factors

ObjectiveTo estimate the magnitude of under-reporting of non-fatal occupational injuries (OIs) by different organisational factors in Sweden for the year 2013.MethodsCapture–recapture methods were applied using two data sources: (1) the national OI register and (2) records from a labour market insurance company. To assure comparability of data sources, the analysis was restricted to the public sector and private companies with at least 50 employees. OIs were matched using personal identification number and reported injury dates (±7 days). Organisational factors were obtained from the national labour market register and injury severity (no healthcare/only outpatient/hospitalised) from the National Patient Register. Total number of OIs and ascertainment by data sources were estimated assuming data source independence.ResultsThere were an estimated 98 493 OIs in 2013. Completeness of reporting OIs to the national register and to the insurance company was estimated at 73% and 43%, respectively. No report to either source was estimated at 15 000 OIs (~15%). Under-reporting to the national register differed by selected organisational factors, being higher among organisations in the public sector, those with more females, with a younger workforce and with a higher proportion of immigrants. Overall under-reporting was more common in agriculture (19.7%), other services (19.3%), commerce and hospitality (19.1%), health (18.4%) and education (18.4%). Under-reporting decreased as injury severity increased, with little variations across sectors of economic activity.ConclusionsResults suggest considerable under-reporting of OIs in Sweden and differential under-reporting by organisational factors. Results are relevant for official estimates of burden and for setting priorities for workplace safety and prevention.

scholarly journals Employment and Unemployment Trends in the Baltic Countries and Statistical Regions of Latvia, 1998–2011

2011 ◽  
Vol 50 (1) ◽  
pp. 76-86
Author(s):  
Einārs Ulnicāns
Keyword(s):  
Economic Growth ◽  
Public Sector ◽  
Private Sector ◽  
Labour Market ◽  
Unemployment Rate ◽  
Unemployment Rates ◽  
The Public ◽  
Baltic Countries ◽  
Economic Boom ◽  
The Baltic

The aim of the paper is to analyse the number and proportion of employees, unemployment rates and theirterritorial trends in Latvia, and to compare them with those in Estonia and Lithuania. The paper analyses the number ofemployees at the main job, its proportion in the private sector, and unemployment rates in the Baltic countries and statisticalregions of Latvia. In 2000–2007, employment and its proportion in the private sector was on the increase. In 2008, an upwardtrend in Estonia and Lithuania started to decrease, but in Latvia number of employees and its proportion in the private sectoralready had dropped. In 2009, the number of employees continued to decline. The unemployment rate grew from 1998 to2000 and from III quarter 2008 to I quarter 2010. From 2001 to II quarter 2008, during an economic boom, it decreased to aminimum. A faster economic growth means a higher proportion of employees in the private sector; however, during theeconomic crisis, it creates more instability in the labour market than in the public sector, especially at the beginning. As thecrisis deepens, unemployment in the private sector begins to stabilize; however, it increases in the public sector.

Vingt-cinq ans de recrutement d'universitaires par le secrétariat permanent de recrutement

Res Publica ◽  
1987 ◽  
Vol 29 (2) ◽  
pp. 231-258
Author(s):  
Annie Hondeghem
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Economic Crisis ◽  
University Graduates ◽  
Central Administration ◽  
The Public ◽  
Learning Capacity ◽  
Administrative Practice ◽  
Employment Sectors ◽  
Internal Promotions

During the last two decades, the yearly number of university graduates has more than doubled. Many of those graduates have been employed in the public sector. In the recruitment policy of the Belgian ministries, some tendencies can be discovered. First of all, the recruitment of university graduates increases, while as the number of internal promotions decreases. Like in other employment sectors, the public sector as well is asking for higher educational qualifications. Secondly, the central administration is recruiting more and more for specific grades instead of general grades. This reffrcts among other things the growing complexity of administrative practice. Thirdly, the recruitment philosophy is changing.While as in earlier times knowledge was emphasised, nowadays the learning capacity of people is stressed. Finally, since the eighties, a lot of university graduates are employed in non-academic jobs. T his, of course, is due to the effects of economic crisis on the labour market.

Elite mobility among college graduated men in Sweden

2017 ◽  
Vol 60 (4) ◽  
pp. 291-308
Author(s):  
Erik Bihagen ◽  
Magnus Nermo ◽  
Charlotta Stern ◽  
Yvonne Åberg
Keyword(s):  
Public Sector ◽  
Cognitive Ability ◽  
Labour Market ◽  
Discrete Time ◽  
Event History ◽  
Limited Extent ◽  
Family Ties ◽  
The Public ◽  
Public Organisations ◽  
College Educated

Using Swedish registry data, we study the chances of mobility into the Swedish labour market elite for men who graduated in the years 1985−2005. The elite is defined as top earners within mid- and large sized firms and within the public sector organisations (henceforth, we use organisation for both firms and public organisations). Using discrete time event history models, we study the incidence of elite entry in terms of external recruitment and internal promotion. The choice of field of study and of college or university are important, as are personality and, to a limited extent, cognitive ability. What is most striking is that having kin in elite positions increases the chance of elite entry in general, and having parents in top positions in the same organisation increases the likelihood of internal promotion. In sum, elite entry among college-educated males is associated with a diversity of factors, suggesting that complex explanations for labour market success should be considered, where skills, personality, and family ties all seem to matter.

scholarly journals Pay Equity and Equal Employment Opportunity in New Zealand: Developments 2006/2008 and Evaluation

1970 ◽  
Author(s):  
Prue Hyman
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Equal Employment Opportunity ◽  
Pay Equity ◽  
Significant Progress ◽  
Substantial Evidence ◽  
Employment Equity ◽  
Practical Action ◽  
The Public ◽  
Education Outcomes

This is the third in a series of LEW papers updating developments relating to pay equity and EEO and evaluating their impact. As with my previous papers, it focuses primarily on gender, but also discusses the overall situation and touches on issues related to ethnicity, age and disability. In the last two years the broad public sector, assisted by the Pay and Employment Equity Unit in the Department of Labour, has made significant progress in reporting on gender issues in most departments and in some parts of the public health and education sector. but practical action to reduce remaining gender pay gaps is a slow process. This paper will discuss these public sector processes and also the private sector situation in the context of a period where women have surpassed men in terms of education outcomes - and hence the need for vigilance around women's position in the labour market is increasingly questioned. With respect to ethnicity, despite non-discrimination legislation, there is substantial evidence of problems encountered by many immigrants entering the labour market. The paper will examine recent evidence on discrimination on the basis of ethnicity, age, and disability and reports/recommendations for its elimination.

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