Thelabor Market Research Articles

MOTIVATION OF CROATIAN HEALTH WORKERS TO GO ABROAD

Introduction: Prior to Croatia's accession to the European Union, nurses could be employed in Germany under an agreement between the German Federal Agency and the Croatian Employment Service. Following Croatia's accession to the European Union in 2015, thelabor market has become more accessible and open. Objective: Explore the motivation of Croatian health workers to go abroad.Subjects and methods: A cross-sectional study was conducted. The study was conducted using a survey consisting of 29 questions and involving a total of 102 respondents, and three interviews were conducted for research purposes. Results: The participants attend retraining to ensure a better future for their children abroad (38.1 %), to find a good, steady and better paid job (23.5 %) and to obtain a dignified pension (63.7 %). As the main reason for emigration, respondents cite corruption and injustice (65.7 %), non-arrangement of the state (59.8 %), while seeing the biggest problem in leaving the family (20.6 %). At the end of 2019 Croatia was abandoned by 1,438 nurses, mainly due to poor working conditions and dissatisfaction with the material conditions of work in Croatia. This trend included other health professionals. Conclusion: The main factor for the emigration of health professionals is the political organization of the state, which is manifested by corruption and injustice, clientelism, political affiliation, and replaces man's knowledge, ability, skill, value and dignity. Keywords: motivation, departure, health professionals, abroad

Labour market reforms in brazil (2017-2021): An analysis of the effects of recent flexibilization on labor market legislation

The main objective of this work is to analyze the effects of Brazilian Labor Market Reform (BLMR) in the short run and, based on identified changes in the economy in recent decades, to verify how these changes have affected the labor market. Four methods were used in a complementary way: (i) employment quality index; (ii) panel data estimation method; (iii) synthetic control method and (iv) microdata analysis. We observed that there was no considerable increase in the quality of employment and formal employment and the rate of unemployment did not decrease after the implementation of these changes. Part of this dynamic is cyclical and related to exogenous shocks, such as the COVID pandemic on the Brazilian economy. Finally, according to econometric analysis, the rate of unemployment in Brazil is more responsive to investment rates and the business environment than to unit labor cost and changes in labor legislation.

Morocco

Despite a challenging external environment, improved fiscal management and economic diversification have strengthened the resilience of Morocco’s economy in recent years. Yet, economic growth, at 3 percent in 2018, has not been robust enough and unemployment remains high, especially among the youth. The outlook also remains subject to elevated risks, including fragile recovery in the euro area and geopolitical risks in the region. In this context, sustaining the recent momentum in reforms will be key to achieve a higher, more inclusive, and more private sector-led growth. Key priorities include improving the quality of education, the functioning of the labor market and the business environment; continuing the fight against corruption; and, increasing female labor force participation.

ANALISIS PERMINTAAN DAN PENAWARAN LULUSAN SMK DALAM PEMENUHAN PASAR TENAGA KERJA

The objectives of this study are (1) to analyze DUDI demand on the competence ofvocational graduates in an effort to achieve a balance of the labor market, and (2) analyzethe supply of vocational graduates needed by DUDI in an effort to achieve a balance of thelabor market. In this study using qualitative approaches primary data analysis methods.This research was conducted in Central Java Province in 2018. The results of this studyare: (1) the qualifications of the workforce needed for DUDI in the middle to upper scaleare primarily having a certificate of competence, having IT and foreign language skills,and having experience working in the field the same for 1 year, and (2) the competencies ofvocational graduates produced have been sought to adjust DUDI's needs, but there arelimitations in the ability of vocational graduates because of the lack of facilities andinfrastructure in schools and the limited ability of educators.

Strategic personnel management: Context of retirement age reform in Russia

Since January 2019, retirement age in the Russian Federation will be gradually raised. Over the next tenyears, the retirement age will be raised by five years to 60 years for women and 65 years for men. TheRussian labor market is characterized by a fairly high level of ageism, manifested in the reluctance ofemployers to hire people older than 40-45 years, to train and promote workers of pre-retirement age. Thedecrease in the number of young generations and the increase in the proportion of older people actualize thetasks of working with aged personnel. Given these circumstances, organizations will respond to externalchallenges, adapting their personnel policies to new realities. The aim of this work is to identify the willingnessof organizations to employ older workers in terms of pension reform in Russia, and determine how to changeHR practices in these conditions. The paper consists of two parts. In the first part, authors analyze the trendsassociated with the increasing share of older generations on the Russian labor market and the qualitativecharacteristics of this group of workers. The information base is the Russian Federal State Statistics Servicemicrodata (labor force survey) and the Russian Longitudinal Monitoring Survey. Based on this, there are madeconclusions about the segments of employment of pre-retirement age workers (50 years for women and 55years for men) in the labor market and their competitiveness. The second part of the paper presents results ofexpert survey of heads of HR-activities of 38 organizations of a large Russian city on the need andopportunities to expand the use of the labor of pre-retirement age workers, including the transformation ofpersonnel management technologies to new realities:- possibility and conditions of using attractive for older workers working hours;- willingness of employers to participate in the training of personnel of pre-retirement age and conditions ofinvestment in their human capital;- changes in the practices of recruitment, adaptation and release of personnel, taking into account changes inthe Russian legislation.The main results of the study: organizations operating in highly competitive markets and facing a shortage ofpersonnel, demonstrate a willingness to expand the use of older workers’ labor and adapt the existing HRpractices to them.However, most employers are not yet ready to change their personnel practices and adaptthem to the increase in the older labor force in the labor market. To support older workers in the labor marketthere is required the elaboration of state programs for the adaptation of employees of pre-retirement age in thelabor market.

INFLUENCE OF DEMOGRAPHIC TRENDS AND EMPLOYMENT ON THE FINANCIAL SUSTAINABILITY OF THE MONTENEGRIN PENSION SYSTEM

The aim of this research is to analyze theimpact of employment on the sustainability of theMontenegrin pension system. The paper discusses the impactof demographic trends on the stability of pension systemfinancing. The stability projection of the pension system isbased on demographic trends and the change in the level ofemployment on the labor market. The research methodincluded the analysis of extensive statistical material, theresearch of the latest published papers regarding thesubject, as well as a comparative overview of the pensionsystems of the transition economies.Research of demographic trends indicates that in the firsthalf of the 21st century, the population aging process will beone of the most important features of Montenegro'sdemographic development. The aging of the population willaffect the increase in costs for dependents or persons over65 years old, primarily those costs that are being distributedfrom current fiscal revenues.Current pension system is financially unsustainable in shorttermand medium-term, given the rate of activity on thelabor market (53.7%) and employment (44%). In order forthe existing system to be sustainable, the activity level of thepopulation should be 61% and the level of employmentshould amount to 51%. By analyzing the projectionalternatives, we note that the sustainability of the pensionsystem in the long run requires intensive economic growthand development that will lead to an increase in long-termlabor market activity as well as a smaller increase in thenumber of pensioners and an increase in inflows fromcontributions. Thus, this should all lead to a reduction in thedeficit of the pension system.

THE ANALYSIS OF TALENT MANAGEMENT STRATEGY USING ORGANIZATIONAL COMPETENCY APPROACH IN PT PINDAD (PERSERO) BANDUNG CITY

The biggest challenge of management today is wining talent war. Talent war is a situationwhen the company beat their competitors vying with each other to obtain the best talent in thelabor market. One strategy to win this war talent with talent management is implemented to define,discover, develop, and manage and retain talented employees in an effort to achievestrategic goalsand future business needs. The results showed the company has been able to align talentmanagement strategies with business strategies, creating a 360o assessment, developing a talentmindset, but the generational competence approach has not been done in a structured and tends tobe partial.

РОССИЙСКАЯ МОЛОДЁЖЬ НА РЫНКЕ ТРУДА В ОЦЕНКАХ ЭКСПЕРТОВ

The article points out the urgency of the problem lack of competitiveness of the Russian youth in the labor market. And it discloses a series of dangerous social consequences of The problem. To identify the modern state of the problem the expert survey was conducted with the help of semi-formalized telephone interview in several Russian regions. The main factors that influences the negative dynamics of this problem, according to experts, is almost complete lack of correlation between the education system and the labor market. Experts expressed the rather sharp complaints about the quality of knowledge of graduates of modern Russian educational institutions. Despite the fact that a number of enterprises and the majority of offices of Youth collaborate with the higher and specialized secondary educational institutions on employment of students and graduates, overall effectiveness of this cooperation is assessed very low. The article marks important measures and mechanisms of promoting youth employment. Experts fully support the urge for active government policy in youth employment promotion in Russia. The article reveals the reasons of the contradiction, according to which the labor market suffers growing unsatisfied demand for labor and at the same time there is increasing the number of useless «experts» in the labor market. The conclusion: in order to successfully meet the challenges objectively posed to Russia by the whole course of historical development, including improving the competitiveness of young people on the labor market, it is necessary to radically change the existing system of education in the direction of the steady movement to the advanced fundamental education.

University career centers within educational and employment strategies

Youth unemployment in Serbia has structural and long-term characteristics. This is related to disbalance between competencies of young people and needs of employers. As a result of the economic crisis, the relative position of young people with a university degree in this respect has deteriorated further. University career centers are regarded as intermediaries in the labor market. In addition to informational and advisory services, educational function of career centers is an essential element of their scope of work. The question is whether and to what extent the educational role of the university career centers is recognized in national education and employment policies. The analysis results vary. There is a potential for further growth and recognition of the role of university career centers as providers of educational services, as well as important elements of labor market harmonization. That would finally lead to improvement of social and economic position of young people with a university degree.

Wage Differentials: Trade Openness and Wage Bargaining

We build a theoretical model that incorporates unionization in thelabor market into a Heckscher-Ohlin-Samuelson (HOS) framework to in-vestigate the impact of unionization on the Stolper-Samuelson Theorem.To capture the American economy case, we assume that unskilled labor inthe manufactured goods sector is unionized, and that sector is intensivein skilled labor, and that trade liberalization increases the relative priceof manufactured goods. In the HOS model, trade liberalization inducesa reallocation of production towards the sector that uses intensively thecountry's most abundant factor. The resulting change in relative labor de-mand impacts wage bargaining in the unionized sector, which, in turn, hasa dampening eect on the Stolper-Samuelson eect. Moreover, wages ofunionized workers are even less responsive to trade liberalization. Throughtraditional mandated-wages regressions, we show that skilled-wage dier-entials changes were less pronounced among more unionized sectors in theU.S. economy for the 1979-1990 period.

Challenges for regional development and employment in tourism industry: The case of Bulgaria

Tourism plays an important role in Europe, and specifically in Bulgaria, and it makes a considerable contribution to employment and regional development. Usually, tourism is among the sectors which are used for introduction and application of different government measures and initiatives which aim at increase of employment. In spite of the commitment of public institutions in Bulgaria to stimulate tourism, as a form of sustainable development, employment and other economic activities, we still find strong disproportions in infra- and super-structure with tourism development being highly concentrated on the Black sea coast. The aim of this paper was to define the main challenges for regional employment with respect to the specifics of the labor market requirements for new skills and competences, and bridging of the gap between the educational curricula and market demand.

A disponibilidade da força de trabalho e sua relação com os serviços de alimentação: a percepção dos gestores de bares e restaurantes de Campinas-SP

The objective of this paper is to analyze the perception of managers of bars and restaurants in Campinas--SP regarding the availability of workforce professional of waiter. The surveyed are associated with theConvention & Visitors Bureau of the county and the procedure adopted was qualitative and quantitative.Representatives of the tourism trade directed an initial descriptive and exploratory research. Then, ma-nagers of bars and restaurants opined with specific questionnaire (Likert scale) and the resulting con-tents subjected to tests for validation and calculation based on Cronbach’s α coefficient. In the analysis,the results were presented as frequencies and stratified by type of business, with emphasis on small andmedium enterprises (SME ́s). It is suggested a revision in the form of relationship between employer andprofessional waiter as there is evidence of instability. The results are associated with the economy in thelabor market, social and professional position to which the waiter holds, under the perception of managers. DOI: 10.12660/oit.v7n4.11711 http://dx.doi.org/10.12660/oit.v7n4.11711

Does globalization lead to a rat race of national labor-market institutions?

Since just around 30 years we observe that the labor?s share of the national income decreases in most countries. In this paper, we introduce an endogenous overlapping generation growth model with an institutional setting of the labor market to show that the changes of the labor-market institutions are one main reason for the decrease of the labor?s share. These changes are mainly caused by the increasing globalization resulting in open capital markets and as a consequence in a competition between countries with respect to the labor-market institutions. In the long run, all will suffer. The only ways to stop this rat race are capital controls or international agreements on the labormarket institutions.

Does Strict Employment Protection Discourage Job Creation? Evidence from Croatia

Employment protection legislation in Croatia is among the most strict in Europe. Firing is difficult and costly, and flexible forms of employment are limited. Is this apparent rigidity reflected-as one would expect based on standard economic theory-in low labor market dynamics? Is job creation low and hiring limited? Is the job security of insiders achieved at the cost of outsiders not being able to enter thelabor market? The author attempts to answer these questions by examining job flows. If the employment protection legislation is binding, then job and worker turnover should be low. He shows that this is indeed the case. Hiring is limited and the average job tenure is very long in Croatia. Job destruction is low, however job creation is still lower. The result is accumulation of unemployment, in large part due to new labor market entrants not being able to find a job. The high degree of job protection also seems to strengthen the bargaining position of insiders and results in relatively high wages. So, wages in Croatia are higher than among its competitors, even after adjusting for productivity. These high labor costs are likely to contribute to limited job creation in existing firms, but also are likely to discourage the entry of-and thus job creation in-new firms. The author presents evidence that firm growth has been indeed limited in Croatia, contributing to the low employment level. The author examines other potential causes of high unemployment in Croatia (the unemployment benefit system, labor taxation, the wage structure, and skill and spatial mismatches). He argues that they do not play a substantial part in accounting for poor labor market outcomes in Croatia. The author concludes that the stringent employment protection legislation is the key labor market institution behind low job creation and high unemployment. Based on this he recommends specific measures aimed at liberalizing the labor market to foster job creation and employment.

Radical Atmosphere: Explaining Jihadist Radicalization in the UK

In the months following the July 7, 2005, attack that killed 52 people and injured hundreds more, the British government was at pains to deny allegations that Britain was targeted by homegrown, al-Qaeda-affiliated terrorists because of its Middle East foreign policy. Yet the government was privately aware by May 2004 that a “particularly strong cause of disillusionment amongst Muslims … is a perceived ‘double standard’ in the foreign policy of western governments (and often those of Muslim governments), in particular Britain and the U.S” (FCO/HO 2005). Specific causes cited were bias towards Israel vis-à-vis Palestinians; non-action on Kashmir and Chechnya; and “active oppression” in Iraq, Afghanistan, and the wider “war on terror.” Other alleged causes included social and economic deprivation, Islamophobia (particularly following 9/11), and intergenerational clashes between first, second, and third generation Muslims. But little attempt was made either before or after July 7, 2005, to examine the interaction between these domestic and foreign sources of radicalization. This paper attempts to do so by examining the rhetoric and actions of a range of young British Muslims including: examples of 48 persons convicted of, charged for, or killed by violent jihad—evidence of young Muslim opinion on extremism and causes of violent jihadi terror in Britain. The evidence from this preliminary study, though not large enough to draw reliable statistical inferences, does suggest that not only is British foreign policy a significant source of alienation among young British Muslims, but that attitudes towards British foreign policy interact with and often reinforce domestic social, cultural, and economic sources of discontent. As explained in the literature review below, examining the links between perceptions of foreign policy towards the wider Muslim Ummah and sources of domestic discontent offers a more satisfying account of British Muslim radicalization than those offered by the dominant structural (social network theories) and “aggrieved actor” interpretations. I would like to thank Jonathan Githens-Mazer for organizing the PSA panel at the 2007 APSA Annual Meeting where I presented this paper. I would also like to thank Shah Miah for allowing me to cite evidence from his BA research project (Queen Mary, University of London); Emily Mclean Inglis and Anthony de Silva for research assistance; and Zamila Bunglawala for advice and data on British Muslims and the labor market.

The State and Schooling in Kenya: Historical Developments and Current Challenges

This paper examines the role of the Kenyan state in regards to the historical development and expansion of the educational system and the current educational challenges facing the country. Like other post-colonial states, the fragile Kenyan state has been severely constrained in its efforts to build a modern and meritocratic educational system. In tracing the government's educational activities and policies from independence to the present, it becomes clear that the state's early inability to control demand for education is largely responsible for two contemporary prob-lems: the extremely competitive nature of the educational system and the serious imbalance between education and the labor market. The nature of these problems and their implications for educational equity and school demand in Kenya are explored in detail. Data from a survey of Kenyan households, focus group interviews, and newspaper accounts inform this discussion and illuminate some of the most critical educational challenges facing Kenya today.

The measurement of entry rates: Reply

The purpose of this paper is to respond to the comment by James H. Love on our 1991 paper inEmpirica explicitly examining the impact that the two distinct methods used to measure entry rates have had in influences made from statistical analyses. While we generally concur with Love's extension of our original paper, we do suggest that both theecological approach to measuring entry rates as well as thelabor market approach has an important contribution to make. What determines which method should be used to measure entry is the fundamental question being addressed.