Good Remuneration Research Articles

LABOR INFORMALITY IN COMPANIES IN THE MICROCENTER OF CIUDAD DEL ESTE

Labor informality in companies takes place in the downtown area of Ciudad del Este, based on the reality of some companies. The general objective is to analyze the factors that influence labor informality in companies, in which the descriptive research design is used; the approach is quantitative. Information collection is carried out through an online survey, the questionnaire is used as an instrument; The field study was carried out in 15 clothing stores in the downtown area of Ciudad del Este, the population under analysis was made up of 120 workers of both sexes; The results released from the surveys have allowed us to draw several conclusions and achieve the objectives proposed in the research. The results have shown the existing labor informality, where the satisfaction of its members is revealed to be partially optimistic; Taking into account the data we observe, there is a need to implement the following aspects within the stores, such as receiving good remuneration according to the functions and according to the salary established by law, reducing working hours or receiving payment when working overtime. for said hours worked, decent treatment, obtain medical insurance that supports safety and health, due recognition for the performance of workers and job stability, mainly carry out the inspection of the entity in charge of ensuring the safety of workers, these It would improve the level of commitment and identity within the company and the state of well-being in general, which would have a positive impact on productivity.

CHOICE OF MEDICAL PROFESSION-PASSION OR PRESSURE: MEDICAL STUDENTS PERSPECTIVES

Objective: Medical profession is one of the most aspired career option among school students and parents. Though the profession may look so lucrative and charming, one needs to be committed a lot to become a successful doctor. Passion and interest towards the career will be the most determining option to be a successful practitioner. But there will be many external influences in a student’s life to choose this career. This study was conducted with the objective to understand the factors that influenced MBBS students to choose this career. Methods: An analytical cross-sectional study was conducted among 1060 MBBS students throughout India. A self-designed questionnaire which contained questions related to why they selected this career was prepared and validated among experts in the field and was converted into google forms and was circulated to all the medical colleges in India through social media platform. Results: Though the majority (60.4%) mentioned that passion to serve as the main reason, nearly one-fourth (25.8%) have opted the career for social status, job opportunity, good remuneration and lifestyle. Nearly one-third (32%) have regretted joining the profession. Regarding the plan after MBBS, most of them (59.2%) preferred speciality practice. Clinical subjects were the most preferred Postgraduation. Conclusion: Though passion for the medical profession was the most common reason for coming into this career, parental and few other external influences were also found as the reasons for choosing MBBS among some students.

The Apathy of students towards the study of Islamic studies in Nigerian Higher Institutions

This study investigates factors responsible for apathy or lack of interest in the study of Islamic Studies Education as a course in Tai Solarin University of Education, Ijagun,Ijebuode, Ogun State of Nigeria. It is believed generally that some students show lack of interest in some courses at the under graduate level and this eventually interferes with enrolment or population of students that study the course or affect their performance if they eventually enroll for the course. This study therefore investigates the factors responsible for the apathy of students towards Islamic studies and equally proffer solution to the identified problems. In carrying out this research the descriptive approach was used. The research instrument used are the Pearson correlation coefficient and simple percentages. A more positive correlation coefficient (closer to 1) reveal the validity and reliability of the instrument
 This study unfolds that Inferiority complex, parental influence and poor back ground in Islamic Studies are major factors responsible for the low enrolment of students in Islamic Education Department of Tai Solarin University of Education. It was therefore recommended that good remuneration of teachers, parental support, provision of Arabic remedial class and educating the masses on the relevance of Islamic studies will go a long way to increase the turnout of students who study Islamic Studies in the University.

Head Teachers’ Socio-Demographic Factors Influencing Job Performance in Public Primary Schools in Suba South Sub – County Homa, Kenya

Administrators, including all head teachers, are expected to achieve organizational goals through efficient job performance. The purpose of the study was to establish the personal factors influencing head teachers’ job performance in public primary schools. The study adopted a mixed method approach with a descriptive survey research design. . The study sample was selected by saturated sampling. Findings indicate that a combination of personal factors influence different aspects job performance. Age of head teachers alone was not a significant factor influencing maintenance of school physical infrastructure, management of school finances, and effectiveness in curriculum supervision. Gender of the head teachers was also not seen as being key in influencing job performance of head teachers while the level of education was significant in influencing of maintenance of school physical infrastructure, management of school finances, and effectiveness in curriculum supervision. It is recommended that the level of educational attainment of a head teacher in considering promotion of primary teachers to headship. Further, consistent on job training and good remuneration package of head teachers should be considered as a motivating factor in job performance Key words: Job performance, personal factors, management, Gender, Productivity DOI: 10.7176/JEP/13-18-16 Publication date: June 30 th 2022

Exploring the career experiences of Australian oral health therapists in different practice settings.

To examine the reasons behind Australian oral health therapists (OHTs) pursuing different career pathways. Qualitative study with thematic analysis within an inductive realist approach. A convenience sample of OHTs completed semi-structured interviews on Zoom. Participants discussed their experiences working as OHTs and commented on the future directions for the profession in Australia. Participants (n=21) chose clinical practice due to excellent job availability, good remuneration, and the opportunity to use their knowledge. Many indicated that non-clinical careers helped relieve the stress and fatigue of clinical practice. Some also enjoyed the variety that non-clinical jobs brought and viewed them as a means to advance their career. Participants indicated the need to better communicate the professional role and scope of practice of the OHT profession to other healthcare providers such as dentists and the general public. Some viewed independent practice as a way to serve the community. Others did not feel that they had the knowledge and skills to do so. These findings may help individual OHTs in career decision-making. OHTs could assume a major role in addressing oral healthcare inequality in Australia.

BANKACILIK DÜZENLEME VE DENETLEME KURUMU TARAFINDAN YAYIMLANAN “BANKALARDA İYİ ÜCRETLENDİRME UYGULAMALARINA İLİŞKİN REHBER”İN İŞ HUKUKU AÇISINDAN DEĞERLENDİRİLMESİ

The Banking Regulation and Supervision Agency publishes "good practice guides" to comply with the international principles and standards of the Basel Committee. One of these guides is “Guide to Good Remuneration Practices in Banks”. The purpose of this Guide is to explain the good practices expected from banks in order to ensure that remuneration policies, processes, and practices in banks are established and implemented within the framework of a healthy and effective risk management approach. The guide includes general principles for remuneration of bank employees and principles for remuneration of “specialized employees”. When bank employees working with an employment contract are remunerated in accordance with the principles set out in the Guide, these principles may contain violations of the principles and rules of labor law. Especially, deferred and long-term payment of variable wages, payment only on condition that the financial situation of the bank is favorable during the payment period, payment by non-cash instruments and agreements for cancellation and refund of variable wages are of this nature.

The race towards the universal health coverage and factors influencing radiographers' career choice in rural settlements in North-Eastern Nigeria

Background: There is a human resource crisis in the healthcare sector in Nigeria. This is because of the existing inequitable distribution of the available meagre workforce which is itself not helped by the increasing and currently trending brain drain.Purpose: This study aimed at assessing the factors that influence radiographers' choice of career in rural settlements in Northeastern Nigeria.Methods: A cross-sectional study was conducted among Radiographers in Northeastern Nigeria. A 21-item, self-administered semi-structured questionnaire was distributed over a six (6) month period, where 130 questionnaires were distributed. The questionnaire consisted of two sections; a: on demography; b: on factors (attractors and detractors) for career choice in rural areas. Content analysis was used to analyze qualitative data; descriptive statistics were used to analyze quantitative data. Statistical Package for Social Sciences (SPSS) version 21.0 was used.Results: A total of 91 questionnaires were retrieved, giving a response rate of 70%. There were 56 (61.5%) males and 35 (38.5%) females. About 82 (90.1 %) had B.Sc and 9 (9.9 %) had M.Sc as their highest qualification. The major attractors for accepting rural jobs were improved remuneration 97 (86.8%) and opportunity for continuous professional development 72 (79.1%). While major detractors were, the cultural and traditional beliefs of the people in rural areas 23 (25.3%) and the lack of social amenities/poor infrastructure 22 (24.2%).Conclusion: The attractors for radiographers to rural areas in this study were; improved remuneration, availability of equipment, professional development, availability of social amenities and security among others. To recruit and retain radiographers in the rural areas, government, recruitment agencies and employers should in addition to good remuneration motivate the radiographers by providing adequate power, security, rural posting allowances, good functional equipment and working and learning environment.

CONFLICT POLICING IN THE PASTORAL COMMUNITIES IN ISIOLO COUNTY

Purpose: Isiolo is among north Eastern part of Kenya that has consistently experienced fatal conflicted clashes since 1990s. The effort to reduce these conflicts has remained unsustainable over years. Therefore, this study sought to assess the effectiveness of policing intervention in reducing armed violent conflict in Isiolo County.
 Materials and Methods: This study was guided by two objectives seeking to assess effectiveness of policing interventions in reducing violent conflict in Isiolo boarder and investigate the factors for success or failure of policing intervention in address violent conflict in Isiolo. The study used content analysis research approach targeting, publication, police and security committee reports and secondary data from Armed Conflict Location and Event Data Project. Data was analysed using quantitative research approach.
 Findings: The study found that the armed conflict/clashes in the region have not significantly reduced over the last three decade. The clashes are mainly caused by power struggle among the elites, weak social agreements; exclusion and marginalisation; Resource and environmental factors. The study concludes that use of conflict policing has low potential in reduction of crime in Isiolo region. The political interference, Kenya criminal justice, ethnic relations, Ethnic culture, corruption in the police sector and poor conditions and terms of service remain the major problem in the success of conflict policing in the region. 
 Recommendations: The study recommends integration of programmes such as economic empowerment, control of illegal firearm trade in the region, disarming program to reduce weapons from civilians, reconciliation program among communities involved and cracking down gang leaders. Also, good remuneration of police officers manning the area will improve service delivery in the region.

Remuneration to improve employee performance at waled regional hospital, Cirebon regency

Remuneration is a government policy that aims to improve employee welfare and improve employee performance. Through allowances in the form of remuneration, it is hoped that it can encourage more fun and can improve employee performance. However, even in agencies that already have remuneration, in reality, there are still dissatisfied employees. This study used a qualitative research design, with an inductive descriptive approach. The results of the study say that remuneration is closely related to performance, so the better the wage system, the better the employee's performance. However, it turns out that providing good remuneration does not necessarily result in good performance. Employee performance, in terms of service quality has been considered quite good, the speed, ability and initiative of employees are not considered maximal.

THE RACE TOWARDS THE UNIVERSAL HEALTH COVERAGE AND FACTORS INFLUENCING RADIOGRAPHERS CAREER CHOICE IN RURAL SETTLEMENTS IN NORTH-EASTERN NIGERIA

Background: There is a human resource crisis in the healthcare sector in Nigeria. This is because of the existing inequitable distribution of the available meagre workforce which is itself not helped by the increasing and currently trending brain drain. Purpose: This study aimed at assessing the factors that influence radiographers choice of career in rural settlements in Northeastern Nigeria. Methods: A cross-sectional study was conducted among Radiographers in Northeastern Nigeria. A 21-item, self-administered semi-structured questionnaire was distributed over a six (6) month period, where 130 questionnaires were distributed. The questionnaire consisted of two sections; a: on demography; b: on factors (attractors and detractors) for career choice in rural areas. Content analysis was used to analyze qualitative data; descriptive statistics were used to analyze quantitative data. Statistical Package for Social Sciences (SPSS) version 21.0 was used. Results: A total of 91 questionnaires were retrieved, giving a response rate of 70%. There were 56 (61.5%) males and 35 (38.5%) females. About 82 (90.1 %) had B.Sc and 9 (9.9 %) had M.Sc as their highest qualification. The major attractors for accepting rural jobs were improved remuneration 97 (86.8%) and opportunity for continuous professional development 72 (79.1%). While major detractors were, the cultural and traditional beliefs of the people in rural areas 23 (25.3%) and the lack of social amenities/poor infrastructure 22 (24.2%). Conclusion: The attractors for radiographers to rural areas in this study were; improved remuneration, availability of equipment, professional development, availability of social amenities and security among others. To recruit and retain radiographers in the rural areas, government, recruitment agencies and employers should in addition to good remuneration motivate the radiographers by providing adequate power, security, rural posting allowances, good functional equipment and a working and learning environment.

Equilibrium Pricing with Duality-Based Method: Approach for Market-Oriented Capacity Remuneration Mechanism

The crucial design elements of a good capacity remuneration mechanism are market orientation, insurance of long-term power system adequacy, and optimal cross-border generation capacity utilization. Having in mind these design elements, this research aims to propose a financially fair pricing mechanism that will guarantee enough new capacity and will not present state aid. The proposed capacity remuneration mechanism is an easy-to-implement linear program problem presented in its primal and dual form. The shadow prices in the primal problem and dual variables in the dual problem are used to calculate the prices of firm capacity which is capacity needed for long-term power system adequacy under capacity remuneration mechanism. In order to test if the mechanism ensures sufficient new capacity under fair prices, the mechanism is tested on the European Network of Transmission System Operators for Electricity (ENTSO-E) regional block consisting of Austria, Slovenia, Hungary, and Croatia with simulation conducted for a period of one year with a one-hour resolution and for different scenarios of the credible critical events from a standpoint of security of supply; different amounts of newly installed firm capacity; different short-run marginal costs of newly installed firm capacity; and different capacity factors of newly installed firm capacity. Test data such as electricity prices and electricity load are referred to the year 2018. The results show that the worst-case scenario for Croatia is an isolated system scenario with dry hydrology that results with high values of indicators expected energy not served (EENS), loss of load expectation (LOLE), and loss of load probability (LOLP) for Croatia. Therefore, new capacity of several hundred MW is needed to stabilize these indicators at lower values. Price for that capacity depends on the range of installed firm capacity and should be in range of 1000–7000 €/MW/year for value of lost load (VoLL) in Croatia of 1000 €/MWh and 3000–22,000 €/MW/year for VoLL of 3100 €/MWh that correlates with prices from already established capacity markets. The presented methodology can assist policymakers, regulators, and market operators when determining capacity remuneration mechanism rules and both capacity and price caps. On the other hand, it can help capacity market participants to prepare the most suitable and near-optimal bids on capacity markets.

Patronizing Private Tertiary Institutions in Nigeria: Does Service Quality Matter?

Aim: To identify reasons behind the patronization of private tertiary institutions in Nigeria, their challenges, and also to examine if their patronage was as a result of service quality matter or otherwise. Study Design: This article adopt both qualitative and quantitative research strategy in which questionnaire were administered and hypothesis were tested using chi-square. Place and Duration: The case study for this research paper is AL-HIKMA University, Ilorin, Nigeria, from 7th October, 2019. Findings: It was discovered that majority of student patronizing private tertiary Institutions in Nigeria was the result of issues such as admission stress, strikes, cultism’s, congestions and irregularities characterizing public tertiary Institutions in Nigeria, etc. and not actually service quality. The major challenges encountered by private’s tertiary Institutions are lack of funds, stringent government policies, shortage of staff and infrastructural deficits etc. Implications: This has lead to production of half-baked graduate, brain drain, religious disparity, widening social gap, exorbitant fees and decline in the educational sector among others. Conclusion: In other to curb the problems associated with the above raised questions, government should allocate more fund for the establishment and rehabilitation of universities, adequate learning materials should be provided, conducive atmosphere accompanied by good remuneration and lastly issue of licensing should be strict.

Job Satisfaction of Academic Staff Members on Full-Time Appointment in South-Western Nigerian Tertiary Institutions

Man works to earn a living in an organization, and such work can be viewed as an instrument employed to achieve a lot of set personal goals and expectations. This study, therefore, examines job satisfaction of staff members on full-time appointment in South-western Nigerian tertiary institutions. It is a quantitative research in which a well-structured questionnaire was used to collect responses across eighteen tertiary institutions in South-western Nigeria. A purposive random sampling method was adopted to select a representative sample, and 880 questionnaires were properly selected and analyzed. The validity and reliability tests indicated that the measurement scales met the acceptable standards. Charts were used to present the biographic information of the respondents. The data obtained from the investigation were analyzed using Charts, Correlation Analysis, Regression Analysis and some relevant statistical tools. The findings have revealed a high factor of the academic staff’s dissatisfaction with opportunity available for self-development because of poor research environments. Moderate proportion has also revealed staffers’ satisfaction with their job. Factors leading to job satisfaction were also revealed. The study, therefore, suggests that Chief Executives of Nigerian tertiary institutions should focus on the identified factors leading to job satisfaction such as good remuneration and welfare package, appreciation and commendation, adequate facilities and teamwork etc. Implementing the aforementioned factors will definitely increase job satisfaction among the academic staff on full-time appointment, thus, reducing the friction rate and creating a stable and reliable teaching/learning environment for academic staff and the students. Keywords Job Satisfaction, Tertiary Institution, Remuneration, Welfare Package, Full-time Appointment, Academic Staff. DOI: 10.7176/JEP/11-36-10 Publication date: December 31 st 2020

Research of motivation of employees in the IT sector in Bulgaria

The motivation of professionals is not based solely on good monetary remuneration. Nowadays, every experienced IT professional is interested first and foremost in a healthy work environment in a company and then on the pay level. The employer's assessment takes into account the level of stress, work-life balance, career development prerequisites, as well as the offered social benefits - supplementary health insurance, sports cards, food vouchers, drinks and fruit at work, events with colleagues outside the office, places for creative relaxation at work. Anything that helps the creative workflow because IT professionals, are creators in the field who work and need special conditions to grow their potential and deliver good results. The article explores and analyzes the motivation factors leading to the employees’ commitment of the IT companies in Bulgaria. Basic theoretical points of view are presented and the work of leading researchers in this field is being commented. A methodology has been developed and the summarized results are presented, on the two hypotheses that the authors set, namely: There is a link between Employee Compensation, working conditions, personal development opportunities and the psychological climate, and employee engagement and that Employee Compensation has exhausted the possibilities to be the only factor to guarantee the commitment of the employees in the IT industry. The results show that companies can not ignore any of the identified key motivational factors without losing employees and/or productivity/efficiency.

Physicians\u2019 brain drain - a gravity model of migration flows

BackgroundThe past two decades have been marked by impressive growth in the migration of medical doctors. The medical profession is among the most mobile of highly skilled professions, particularly in Europe, and is also the sector that experiences the most serious labour shortages. However, surprisingly little is known about how medical doctors choose their destinations. In addition, the literature is scarce on the factors determining the sharp rise in the migration of doctors from Africa, Asia and Eastern and Southeastern Europe, and how the last economic crisis has shaped the migration flows of health professionals.MethodsWe use the new module on health worker migration provided by the Organisation for Economic Co-operation and Development (OECD) for 2000–2016 in order to examine the channels through which OECD countries attract foreign physicians from abroad. We estimate a gravity model using the Pseudo-Poisson Maximum Likelihood estimator.ResultsOur results reveal that a lower unemployment rate, good remuneration of physicians, an aging population, and a high level of medical technology at the destination are among the main drivers of physicians’ brain drain. Furthermore, an analysis of the mobility of medical doctors from a number of regions worldwide shows that individuals react differently on a country-wise basis to various determinants present in the destination countries. Physicians from African countries are particularly attracted to destination countries offering higher wages, and to those where the density of medical doctors is relatively low. Concurrently, a higher demand for healthcare services and better medical technology in the receiving country drives the inflow of medical doctors from Central and Eastern Europe, while Asian doctors seem to preferentially migrate to countries with better school systems.ConclusionsThis study contributes to a deeper understanding of the channels through which OECD countries attract foreign medical doctors from abroad. We find that, apart from dyadic factors, a lower unemployment rate, good remuneration of physicians, an aging population, and good medical infrastructure in the host country are among the main drivers of physicians’ brain drain. Furthermore, we find that utility from migration to specific countries may be explained by the heterogeneity of origin countries.

Self-employed in the absence of anything better? A critical review to the job insecurity discourse based on the experience of a group of independent workers

This article offers a critical review of the abusive use of the notion of precariousness in labor studies during the last decades. The limitations of this notion are attributed, among other reasons, to the ignorance of certain currently observable metamorphoses in respect to the attitudes of a category of individuals towards salaried labor. Based on obtained research data from semi-structured interviews and observations from information and audiovisual technology’s entrepreneurs or independents, findings show the limitation of this notion to account working conditions of these professionals, since they relate labor to values different than stability, security and good remuneration, former fordist industrial employment foundations. “Postmaterialist” values such as horizontality, camaraderie, share, autonomy, cooperation, collaboration, etc., shape the vision and relationship of these individuals with labor

Technology utilization pattern of pulse growers in Madurai district, Tamil

Study was conducted to find out the technology utilization pattern of pulses production in Madurai district of Tamil Nadu with the objective of analyzing the knowledge and adoption level of recommended TNAU technologies by the farmers for pulse production. For the study 150 pulse growers covering nine villages of three blocks were randomly selected. The research findings indicated that majority of the pulse growers were aware of varieties of blackgram(CO6, VBN4 and VBN6), greengram[CO6, CO8, VBN(GG)3], red gram[CO(RG)7, VBN 1 and VBN2]and the scientific technologies recommended by TNAU. Due to non-availability of timely inputs and lack of precise knowledge on critical technologies such as seed treatment, mitigation of moisture, enhancement of flowering and foliar sprays etc and marketing problems they were unable to get good remuneration. Hence policies such as developing extension methodologies for intensive pulse production, strengthening input delivery mechanism, formation of pulse growers association, empowering women on value addition of pulses are recommended.

Pengaruh Pemberian Remunerasi Direksi Terhadap Kinerja Keuangan Perusahaan Publik di Indonesia

This research was conducted to study the relationship between remuneration of directors and financial performance of companies in Indonesia. Based on the Agency Theory (Jensen and Meckling, 1976), remuneration given to directors will improve the company's financial performance because the provision of good remuneration will harmonize the interests of the principal (shareholders) and agents (company directors). This study uses a sample of 147 publicly-listed companies spread across 10 sectors and listed on the Indonesia Stock Exchange over 2013 to 2017. Using panel data regression methods with Generalized Least Squares (GLS),, the results of this study indicate that the remuneration of directors has a positive relationship to several financial performance indicators, namely Return On Assets (ROA) and Return On Equity (ROE, where the higher the remuneration given to directors will improve the company's financial performance. Thus, this results is consistent with the Agency Theory.

EFFECT OF WORK PLACE ENVIRONMENT ON EMPLOYEE RETENTION IN SELECTED SUPERMARKETS IN KENYA.

Purpose: The purpose of the study was to establish the effect of work place environment on employees’ retention in selected supermarkets in Kenya. The study specifically sought to determine the effects of job satisfaction, employee relations, employees occupational health and safety and working conditions on employees’ retention in selected supermarkets in Kenya.Methodology: The study will adopt a descriptive research design. The study was undertaken in three selected supermarkets in Kenya notably; Tuskys supermarkets; Naivas supermarkets and Choppies supermarkets. The target population comprised of a total of 1500 staff working in the three selected supermarkets in Kenya. These included; 640 staff at Tuskys supermarkets 560 staff at Naivas supermarkets and 300 staff at Choppies supermarkets. The study adopted a stratified random sampling technique to select 316 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis were used to analyze the gathered data and the results were presented on tables, figures and graphs.Results: The study findings indicated that, job satisfaction, employee relations, employees’ occupational health and safety and working conditions were the key effects of work place environment that affected employees’ retention in selected supermarkets in Kenya. The study concluded that, commitment, employees’ motivation and rewards are key aspects of employee job satisfaction which influences employee turnover rates in supermarkets. The study further concluded that job satisfaction the key factor that affects employee’s retention most in supermarkets, followed by occupational health and safety, then working conditions with and lastly employee relations.Contribution to policy and practice: The study recommended that to improve on the level of employee job satisfaction, the supermarket management should offer the employee with good remuneration packages, recognize and reward the high performing employees. The supermarket management should adopt effective employee relations strategy through application of effective communication channel, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. The supermarket management should implement effective work safety procedures, increase the level of compliance with health and safety policies, implement effective work hazards and risks control methods and implement safety measures to avoid employee exposure to illness and accidents. The finally recommended that the supermarkets management should provide employees with favorable hours of work, provide flexible work schedule, increase on the employee work life balance and provide good work facilities.

International mobility of a community of students from the Univerdade do Algarve

This study compiles data on the mobility of a group of Portuguese public higher education students. It aims to understand how these young people are seeing their professional future and the hypothesis of international labour and academic mobility in a period of economic and social crisis. Based on data from a survey applied to 425 students of the Universidade do Algarve in 2016, their predisposition for mobility is analysed according to their professional perspectives, demographic characteristics and language skills. The results show that most of the respondents (69.6%) consider the possibility of working abroad and that this intention is motivated by the disbelief of reaching, in Portugal, work that provides stability and security, good remuneration conditions and social prestige. The possibility of an international academic experience, considered by 60.7% of the students, is not associated with the benevolent self-assessment of language skills. However, in the case of labour mobility, it was seen that this predisposition is greater amongst those who express greater confidence in their English skills.