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Self-perceived health is an important indicator of occupational health. This research explored the relationship between poor self-perceived health and exposure to psychosocial risk factors, taking into account potential socio-demographic, occupational, and employment determinants. Using data from the First Survey of Occupational Safety and Health Conditions, covering 1049 salaried workers in Guayaquil, Ecuador, descriptive and stratified binary logistic regression analyses (odds ratios with corresponding 95% confidence intervals) were carried out. A significant relationship was found between exposure to psychosocial risk factors and the probability of presenting poor self-perceived health by socio-demographic, occupational, and employment characteristics. Occupational exposure factors to psychosocial risks were predictors of self-perceived ill health and were related to the variables analyzed; the most frequently expressed factors among the respondents were cognitive demands (DCOG) and job insecurity (IL). The results have implications in terms of designing effective workplace interventions pursuant to ensuring the health and well-being of employees.

This paper sheds light on the residences of white-collar workers in Tokyo and Osaka, Japan in the modernizing period using historical statistical data and telephone directories from a historical geographic information system (GIS) analysis. We examined the differences between the distribution of white-collar workers and the progress of suburbanization by comparing the respective unemployment censuses and telephone directories of Tokyo and Osaka. The analysis shows that in 1925, there was a tendency for many white-collar workers to live in certain city sectors, as well as in the city center. However, this trend had changed by the mid-1930s, when data show that private-sector white-collar workers tended to live more in areas with a relatively low population density. Compared to Osaka, Tokyo was relatively suburbanized with white-collar workers in private companies.

Purpose - Following the work of Kastenbaum in 1972, the concept of subjective age has been extensively explored and numerous studies have shown that subjective age often has a greater explanatory power than chronological age. However, to the best of the authors' knowledge, little work has focused specifically on subjective age at work. The purpose of this paper is to help fill this gap. The aim is to show that workers have a subjective age bias specific to the organisational context, and that this reveals their attitudes to work better than their overall subjective age bias.Design methodology approach - In total, 508 French salaried workers in three sectors (education, health, retail industry) answered: a French adaptation of Steitz and McClary's questionnaire to working life; the French version of the subjective age questionnaire; a scale of satisfaction with professional life; and a workplace attachment scale.Findings - The results confirm that there is a subjective age bias at work, linked to the type of organisation and constituting a better predictor of attitude to work than overall subjective age. This finding suggests that chronological age is less relevant than subjective age at work.Research limitations implications - The existence of subjective age at work, more pertinent than chronological age, can call into question the a priori categorization of workers by age group, an issue already raised by many authors.Practical implications - The authors believe that the scale of subjective age at work can be used by human relations consultants or managers as a decision-making tool in the context of professional mobility or in setting up mentoring projects.Originality value - The concept of subjective age is interesting from a theoretical level, to understand the subjective relationship of workers to their work-place, and from an applied level, as a decision-making tool in the context of professional mobility or in setting up mentoring projects. This research calls into question the a priori categorization of workers by age group, raising the possibility of a different approach to the management of older workers.

Offering evidence from both detailed individual country studies and homogenized statistics across the Latin American and Caribbean region, this book examines the impact of the minimum wage on wages, employment, poverty, income distribution and government budgets in the context of a large informal sector and predominantly unskilled workforces.

Following the 2001-2002 crisis, the economy of Argentina experienced a strong recovery, which extended throughout the time period from 2003 to 2011. Looking at levels of job creation and salary dynamics, the labor market also showed favorable behavior. One of the unique features of the labor market in these years was the marked increase in the relative share of employed individuals with high levels of education. However, this did not lead to an increase in salary dispersion; rather, on the contrary, there was an ostensible reduction in salary inequality.

Poor people derive most of their income from work; however, there is insufficient understanding of the role of employment and earnings as a linkage between growth and poverty reduction, especially in low income countries. To provide inputs into the policy discussion on how to enhance poverty reduction through increased employment and earnings for given growth levels, this study explores this linkage in the case of Bangladesh. The study provides a background discussion of poverty, reform, and growth in Bangladesh, followed by an overview of the labor market: demographies, the institutional structure of the labor market, and the labor market indicators. A poverty profile of the labor market is developed, including a discussion of the income sources and a decomposition of poverty reduction and growth. Other issues discussed include rural versus urban conditions; men, women, and children in the labor market; self-employment and household employment; and socioeconomic inequalities.

Since the early 1990s, countries in the Middle East and North Africa (MENA) Region have made admirable progress in reducing the gap between girls and boys in areas such as access to education and health care. Indeed, almost all young girls in the Region attend school, and more women than men are enrolled in university. Over the past two decades, maternal mortality declined 60 percent, the largest decrease in the world. Women in MENA are more educated than ever before. It is not only in the protest squares that have seen women whose aspirations are changing rapidly but increasingly unmet. The worldwide average for the participation of women in the workforce is approximately 50 percent. In MENA, their participation is half that at 25 percent. Facing popular pressure to be more open and inclusive, some governments in the region are considering and implementing electoral and constitutional reforms to deepen democracy. These reforms present an opportunity to enhance economic, social, and political inclusion for all, including women, who make up half the population. However, the outlook remains uncertain. Finally, there are limited private sector and entrepreneurial prospects not only for jobs but also for those women who aspire to create and run a business. These constraints present multiple challenges for reform. Each country in MENA will, of course, confront these constraints in different contexts. However, inherent in many of these challenges are rich opportunities as reforms unleash new economic actors. For the private sector, the challenge is to create more jobs for young women and men. The World Bank has been pursuing an exciting pilot program in Jordan to assist young women graduates in preparing to face the work environment.

Bolivia's informal economic sector is the largest in Latin America and has been attributed to many factors including the burden of regulations, the weakness of public institutions, and the lack of perceived benefits to formality. 'Increasing Formality and Productivity of Bolivian Firms' presents fresh qualitative and quantitative analyses to help understand the reasons why firms are informal and the impact of formalization on their profitability, in order to better inform appropriate policies. A crucial finding of the study is that the impact of tax registration on profitability depends on firm size and the ability to issue tax receipts. The smallest and largest firms have lower profits as a result of tax registration because their cost of formalizing exceeds benefits. The study concludes by recommending policy priorities to increase the benefits of formalization through information, training, access to credit and markets, and business support. Longer-term policy recommendations include simplifying formalization, regulatory, and taxation procedures and reducing their costs, as well as measures to boost the productivity of small and micro firms.

Slow progress in improving the coverage of Latin America and the Caribbean's (LAC's) traditional social protection (SP) programs, combined with the deepening of democracy, have led to calls for a new social contract to provide effective social protection to all citizens. This book highlights the main findings of a regional study by the World Bank, from right to reality: how Latin America and the Caribbean can achieve universal social protection by improving redistribution and adapting programs to labor markets. The report analyzes LAC's social insurance (SI) systems and highlights growing concerns about the incentives they may create and the behaviors they may incite on the part of workers, employers and service providers. It offers an economic analysis of the roots of these problems and suggests a way forward to achieve universal coverage in an equitable manner. The report argues that a coherent overall vision for the SP system should be established if such problems are to be understood and resolved. The goal is to turn the theoretical right to social protection, which is enshrined in many of the region's constitutions and laws, into a reality for all of LAC's population. A central message of the report is that SP systems need to respond to the realities of LAC's labor markets, especially the prevalence of informality and frequent changes of employment.

En los últimos años se han producido cambios rápidos y profundos en la organización del trabajo y el contenido del trabajo, lo que ha contribuido a la aparición de los trabajadores autónomos dependientes, que realizan una nueva forma de trabajo que se encuentra dentro de una \"zona gris\" entre el trabajo por cuenta ajena y el autoempleo. El concepto de trabajadores autónomos dependientes también se ha utilizado para referirse a diferentes situaciones y, aunque la terminología empleada varía, se trata de una realidad conocida en toda Europa aunque existe poca evidencia empírica sobre sus características. En este trabajo se estudian las principales características de los trabajadores dependientes por cuenta propia comparando su perfil con los empleados por cuenta ajena y los trabajadores por cuenta propia “tradicionales”. Además, se analizan las condiciones de trabajo de los tres grupos para mostrar las diferencias entre ellos. Los datos utilizados se han obtenido a partir de la V Encuesta Europea de Condiciones de Trabajo. Los resultados obtenidos muestran que existe un tronco común en cuanto a los factores que discriminan a los autónomos de los asalariados, pero que existen algunos matices que diferencian y definen a cada grupo de autónomos con respecto a los empleados por cuenta ajena.