It is paramount that an accurate assessment of the impact of a cancer diagnosis is available with which to plan future resource allocation and to highlight the area to direct future policy initiatives. In the second chapter I take a modelling approach to estimate the economic burden of bladder cancer due occupational exposure. Using a multi-stage Markov model, I estimate direct, indirect, and intangible lifetime costs of bladder cancer starting in the year 2011. The results of this analysis indicate that there is a substantial economic burden associated with occupational bladder cancer. Of the three components that make up the total economic costs, intangible costs represent the largest proportion, followed by indirect and direct costs. In the third chapter, I use a data set created via a linkage of several administrative data resources to estimate the relationship between cancer diagnosis and annual labour market earnings. Using the Mahalanobis' distance and propensity score matching combined with a difference-in-difference regression, I isolate the impact of cancer diagnosis on labour market earnings of cancer survivors by comparison to their peers without cancer. There are two conclusions that can be derived from the results. First, I found that cancer survivors recover a fraction of their labour market earnings over time as they are further removed from the time of the cancer diagnosis. Secondly, I found the heterogeneous effects of cancer where most cancer survivors showed a persistent loss of labour market earnings except breast, cervix, and skin cancer survivors in the less-active age group. In the fourth chapter I examine the impact of cancer on health using three commonly used health indicators: life expectancy, Health Utility Index, and health-adjusted life expectancy. Specifically, I decomposed the differences between individuals with and without cancer in above-mentioned indicators by age and cancer type—considering all cancer types, then specifically breast, colorectal and prostate cancers. The results of the study indicate the heterogeneous effects of cancer on health outcomes and provide a repository of health outcome information that other researchers and policymakers can use. / Thesis / Doctor of Philosophy (PhD) / In 2017, there were approximately 206,200 new cancer diagnoses in Canada, and 1 in 2 Canadians are currently expected to develop cancer in their lifetime. The chances are that most Canadians may know someone—likely more than one person—who has been afflicted with cancer. As more Canadians are diagnosed with cancer and survive, researchers are increasingly trying to understand and describe the short- and longer-term impact of cancer on health and social role engagement (particularly paid work) of afflicted individual, with the intent of identifying ways to minimize adverse outcomes. The following chapters investigate the impact of a cancer diagnosis on annual labour market earnings, health, and the aggregation of these and other impacts on the societal economic burden. Chapter 1 sets the context for the entire thesis and draw out the overall objectives and motivations of the work. In Chapter 2 I conduct a comprehensive costing evaluation to estimate the economic burden of occupational cancer, taking a societal perspective, and provide a detailed breakdown of items that contribute to the economic burdens of cancer. In Chapter 3 I estimate the change in labour market earnings due to cancer diagnosis over a period of 5 years to uncover the heterogeneous effects of cancer type on labour market earnings. Finally, in Chapter 4 I estimate the impact of cancer on health using three different health indicators. In Chapter 5 I summarize the findings and contributions of each study.

This thesis examines issues pertaining to health human resources in the Ontario nursing profession, focusing on registered nurses (RNs) and registered practical nurses (RPNs). It consists of four chapters that explore the following nursing labour market trends: (1) multiple jobholding, part-time and casual employment, and other individual nurse and job-level characteristics (2) nursing job instability as measured by turnover and the number of years a job-worker (job-nurse) match exists, (3) nurse staffing agency employment, and (4) occupational attrition or turnover rates. The first two chapters compare nurses employed in the long-term care home (LTCH) sector, to the following healthcare sectors: hospitals, primary care, home care, supportive housing, public health (Chapter 2 only), and an aggregate “other” category. In Chapters 2 to 4, pre-COVID-19 trends are compared with the first, and where possible, the second year of the pandemic. All chapters in this thesis employ the Health Professions Database (HPDB), a dataset from the Ontario Ministry of Health, which derives from regulatory registration data. Chapter 1 examines the prevalence of multiple jobholding, part-time and casual employment, employment status versus employment preference, and other individual nurse and job level characteristics (e.g., the location of first education, languages spoken in practice). The results indicate the likelihood of multiple jobholding does not significantly differ in the LTCH sector compared to other healthcare sectors, especially among RPNs. Moreover, there is no evidence of excessive part-time and casual employment in LTCHs compared to other sectors. However, LTCH RNs and RPNs are significantly more likely to prefer full-time employment, while being employed in part-time or casual positions, referred to as involuntary part-time or casual status. Nurses are heterogenous across sectors in their individual characteristics and employment preferences. Notably, LTCH nurses are more likely to be internationally educated, and primary care nurses are more likely to prefer part-time employment. Chapter 2 investigates nursing job instability across the healthcare sectors found in Chapter 1, with the addition of public health. Average annual turnover (2014-2019) was 25.7 percent among LTCH RNs and 22.9 percent among LTCH RPNs. These findings demonstrate RN job turnover rates in LTCHs do not substantially deviate from those observed in other sectors and fall in the middle of the distribution. RPN job turnover rates in LTCHs are the second lowest observed, where turnover rates are lower in the hospital sector. Across both nurse categories, hospital jobs are the most durable, where a job-nurse match lasts 0.6 to 0.8 years longer than the average RN LTCH job, and 0.1 to 0.2 years longer than the average RPN LTCH job (over a five-year period). Results from 2020 indicate turnover increased the most in the LTCH and supportive housing sectors (by a maximum of 7.5 percent among LTCH RPNs) – the only two sectors where a single site restriction was implemented in 2020, making it difficult to interpret the cause of these findings. Chapter 3 documents the share of agency employed nurses, and the rate at which previously non-agency employed nurses obtain at least one agency position (the agency transition rate) over the 2011-2021 period. The results show that over the data period, the share of agency RNs was small (ranging from 2.4 to 3.4 percent), and slightly higher among RPNs (ranging from 6.1 to 7.1 percent). The agency transition rate is also low – ranging from 0.7 to 1.1 percent among RNs and 1.9 to 2.5 percent among RPNs from 2011-2021. The share of agency employment and the agency transition rate decreased during the first year of the pandemic (2020), and subsequently increased back to pre-pandemic levels in 2021. However, mean hours of work increased among agency (and non-agency) nurses, which may explain a small part of the increase in public spending on agency fees. Chapter 4 measures occupational turnover, where nurses leave the profession altogether, as opposed to job turnover (Chapter 2), which includes nurses who change jobs within the profession. Occupational turnover, or attrition rates, are lower compared to the job turnover rates found in Chapter 2. Annual attrition rates ranged from 6.1 to 7.2 percent among RNs and 6.6 to 7.5 percent among RPNs pre-pandemic (2014-2019). In the first two years of the pandemic, attrition rates increased modestly to 7.7 (2020) and 8.1 (2021) percent among RNs, and 8.0 (2020) and 8.6 percent (2021) among RPNs. Over the entire period of analysis, a larger share of attrition derives from nurses who register active, but are without Ontario nursing employment, compared to nurses who register inactive or do not register. Nurses who register active without Ontario nursing employment may be viewed as undertaking a more temporary exit, as such nurses are significantly more likely to return to the profession. / Thesis / Candidate in Philosophy / This thesis examines health policy relevant issues in the Ontario nursing labour market. Reports of health human resource deficiencies, especially in the nursing profession and the long-term care home (LTCH) sector, increased throughout the COVID-19 pandemic. I perform empirical analysis to ratify such claims. First, I compare the rate of multiple jobholding, part-time and casual employment, and other individual and job-related characteristics among nurses employed in LTCHs compared to five other healthcare sectors. Next, I measure nursing job turnover in LTCHs compared to six other healthcare sectors. Third, I examine the count and share of nurses employed at private staffing agencies, and the rate at which nurses in traditional jobs transition to agency employment. Finally, in contrast to job turnover, which includes nurses who change jobs within the profession, I measure occupational turnover at the individual level where nurses leave the profession altogether. In most analyses, I compare pre-pandemic and pandemic (2020 and 2021 where possible) trends.

No / This article focuses on the workforce characteristics of the German and UK operations of McDonald’s Corporation. The UK workforce is characterised by predominantly young workers with very limited work experience, the German workforce is much older and mostly foreign workers. The analysis suggests that despite these differences and differences in labour market regulation, there is a key similarity between the workforces. The corporation is able to draw on similarly “weak” and marginalised segments of the labour market and these segments are likely to be particularly acquiescent to managerial prerogative. National institutional arrangements can still constrain the employment relations policies of multinational enterprises (MNEs). However, this analysis supports the notion that there is a growing diversity within national systems increasingly explained by MNE policies and practices. This does not necessarily mean that national systems are becoming redundant, but that there is a dynamic relationship between such systems and the needs of MNEs. / This paper was awarded the Literati Prize.

In view of the economic and social transcendence of a region's labour market on its competitiveness, the quality of life of its citizens, its economic evolution or its level of resilience to external shocks and fluctuations, this thesis focuses on analysing the employment situation of those groups that traditionally had greater impediments when it comes to take part of the labour force: immigrants and women. Two lines of work have been established for the development of the thesis. The first one (Chapters 2 and 3) examines commuting patterns based on individual data, exploring the differential behaviour which is observed according to the immigrant status, on the one hand, and gender, on the other. Analysing the commuting patterns of both groups is relevant for understanding their employment situation as it reflects individual decisions and behaviour in the residential and labour spheres and is a good indicator of the likely existence of a spatial mismatch between labour supply and demand. Both analysis are based on a rich, nationally representative database and incorporate the use of econometric techniques of decomposition that are new in this field of study, and that allow quantifying the joint and individual influence of a wide range of explanatory factors. In this sense, Chapter 2 focuses on the differences in commuting length between native and immigrant employees in Spain, a relevant issue since immigrants' longer commuting times may reflect an imperfect spatial matching of their labour supply and demand with negative implications for their relative labour outcomes and their individual well-being. The research differentiates immigrants according to their origin. The evidence obtained shows that, although a relevant part of the explanation of the greater commuting observed for immigrants is related to observed elements such as a different use of modes of transport, they make overall significantly longer journeys when comparing with observationally similar natives. This commuting penalty occurs yet only in the case of immigrants from emerging countries, as it does not exist for those from advanced economies. Although the penalty is overall rather similar along several sociodemographic and occupational lines, it is much more pronounced for individuals living in large municipalities, which implies that previous analyses focusing on specific densely populated territories could overestimate the phenomenon. To conclude, the additional novel evidence about the potential explanations of the commuting penalty of immigrants shows that it does not seem to derive from a hypothetically greater tolerance to commuting. Chapter 3 examines gender differences in commuting in Spain, a relevant issue since women's shorter commuting times partially explain their poorer work outcomes. The analysis considers the importance of the level of education workers have. The evidence obtained indicates that although the shorter commuting times of women are partially explained by factors such as their greater household responsibilities, there is a systematic pattern of less mobility that persists when women are compared with men with the same characteristics. This pattern is consistent with the theoretical hypothesis that there are cultural or social constraints that restrict women's commuting and worsen their job opportunities. This circumstance is also consistent with the findings that there is no pattern of lesser mobility for certain groups of women whose behaviour is in general more assimilable to that of men, such as women without family responsibilities, and that the origin of the gender differences in commuting is not women's lesser tolerance for this phenomenon. The second line of work (Chapter 4) focuses on women and analyses the impact of the characteristics of the Labour Market Area of residence on their participation and employment rates in Spain. In view of the importance of regional attributes on individual employability, this analysis has made it possible to identify which regional factors favour or impede the good performance of women in the labour market. In this case, the territorial unit of analysis is the Spanish LMAs, areas which reflect the regional mobility of workers and which are coherent when analysing labour market phenomena. The use of these territorial areas has allowed an ad hoc recoding of the microdata from the 2011 Population and Housing Census, so that it is possible to know the Labour Market Area of residence of each of the individuals in the sample. Thanks to this database, average variables of the individual behaviour recorded in the census microdata for each of the LMAs have been calculated for the first time for Spain. This type of variable reflects the average characteristics of the composition of each market, allowing for a better measurement of the phenomenon. In addition, spatial econometric methods are used to detect possible spatial relationships between markets derived from the presence of spatial autocorrelation. These techniques allow us to determine the influence of the characteristics of the LMA on female participation and employment rates, as well as the effect of the characteristics of neighbouring markets. The evidence obtained shows the presence of notable territorial differences in the distribution of female participation and employment rates. When considering these spatial autocorrelation patterns in the models, a spatial distance matrix of 50 kilometres has been considered. The econometric results show that female participation rates follow a process of spatial autocorrelation in the residuals that may derive from the economic/regulatory situation influenced by belonging to the same Autonomous Community, and from social/cultural factors shared by the closest LMAs. Likewise, participation rates are positively influenced by certain internal characteristics of a market, especially the presence of the service sector and the proportion of women with a higher average level of education, and by the disturbance term of neighbouring regions. The employment rate, on the other hand, presents a process of local spatial dependence in which both the characteristics of a market and the characteristics and shocks derived from neighbouring markets are considered relevant. These results show, as in the case of participation, the existence of territorial relations between the closest markets that go beyond the strictly labour-related ones and that may derive from economic or legislative aspects. Among the explanatory regional characteristics considered to favour female employment are the higher proportion of women with a high level of education, the higher percentage of women employed in services and the higher average income level. To check the effect of the spatial relationships of Madrid LMA with its closest LMAs, the analysis has been complemented by extending the distance matrix to 67 kilometres. In line with the previous analysis, the results confirm the existence of a pattern of local spatial autocorrelation in the distribution of the female participation rate. Alternatively, the spatial pattern observed in female employment rates becomes localized in the endogenous variable. This global pattern is characterized by the chain transmission of spatial relationships from neighbours to neighbours. These results reveal that the importance in economic and employment terms of the Madrid LMA prevails over the other markets, and the importance of using territorial units appropriate to the object of study. Thus, previous analyses carried out in this field, based on territorial units that were probably too large on average, may have overestimated the spatial effect associated with the phenomena analysed. / Financiada por la Agencia Estatal de Investigación (Ministerio de Ciencia e Innovación, Gobierno de España) y el Fondo Social Europeo (FSE): Ayudas para contratos predoctorales para la formación de doctores, Subprograma Estatal de Formación del Programa Estatal de Promoción del Talento y su Empleabilidad en I+D+i, Plan Estatal de I+D+i 2017-2020 (ayuda PRE2018-085908). Con el apoyo de los proyectos CSO2017-86474-R (AEI, Plan Estatal de I+D+i), PID2020-114896RB-I00 (AEI/10.13039/501100011033, Plan Estatal de I+D+i) y AICO/2021/062 (Conselleria de Innovación, Universidades, Ciencia y Sociedad Digital; Programa de I+D+I de la Comunitat Valenciana).

No

The Diploma thesis is focused on regional labour market development in Highlands during the economic crisis that brought negative impacts, especially into an area of industrial production. The main objective of thesis is to evaluate this labour market development, to analyse the impacts of economic crisis in selected economic entities that are significant regional employers and to research of practical solutions of negative consequences for elimination of this negative impacts needs. Integral part of thesis is also presentation of instruments that were implemented by regional institutions as part of employment policy.

This thesis focuses on identification of the current problems of the South Korean labour market and proposing the possible solutions. The first part contains the theoretical basis of labour force participation, basic concepts and definitions. This chapter provides a comprehensive overview of economic theories, which represent a necessary background for understanding the specific features of the choices of women and older workers between work and leisure activities, or retirement. The second part deals with a detailed analysis of the current state of South Korean labour market, by identifining the historical perspectives, by comparing the market indicators with OECD countries and confronting the local working conditions with the ILO standards. The final part identifies the causes of the current labour market problems of South Korea by applying the theories and determinants described in the first chapter. The last part also proposes potential solutions in the form of specific reforms and measures pursuable in the environment of the local labour market.

The concern of this thesis is analysis of labour market and several suggestions for reduction rate of unemployment in Jihlava district (Czech Republic) through the instruments of active employment policy used by local branch of Labour office.

The employment issue of drug users in the Czech Republic is still in addiction to current research topics. Partly describe the situation in the Czech Republic as the study "Analysis of the needs of treated drug users in terms of their employability" (Miovský, 2006), or documents "Comparative analysis" and "Getting and keeping a job." Support in entering the labor market ", which arose in the context of the international project" Prague - Vienna, issue of employment and work integration of people at risk of drug addiction "(Ambrož, 2012). These studies performed SANANIM, that the drug has long worked and served primarily as a feedback for the development of services. Among the jobseekers who are registered at the Labour Office, we find a group of drug users for which it is difficult to find suitable employment and the labor market. These clients often have limited information about how they could Labour Office job search assistance. The research group, were drug users who are in the register of job seekers to contact the workplace Labour Office in Prague 10 and who voluntarily agreed to participate in research. The basic method was analysis of the needs of drug users and analysis of active employment policy measures. Data collection was conducted through semi-structured interview, adding data was...

Med bakgrund i hur normer om genus och arbete kan orsaka ojämlikhet på arbetsmarknaden fördjupar sig denna studie i Norrbotten som plats. Syftet är att undersöka hur kommunala arbetsmarknadsenheter i Norrbotten utmanar eller återskapar strukturell ojämlikhet på arbetsmarknaden. Med teoretiska perspektiv på klass, arbete, genus och spatialitet tar begrepp som den ideala arbetaren, könande och ojämlikhetsregimer fasta på hur ojämlikhetkan utmanas eller reproduceras inom dessa organisationer. För att svara på syftet har en fallstudie bestående av tre kommunala arbetsmarknadsenheter i Norrbotten undersökts genom åtta enskilda, semistrukturerade intervjuer med chefer och personal. Kommunerna benämns i studien utifrån deras lokala förutsättningar som Gränskommun, Kustkommun och Inlandskommun. Resultatet visar att de kommunala arbetsmarknadsenheterna har möjlighet att utmana strukturella ojämlikheter på arbetsmarknaden. Exempelvis har personalen möjlighet att se individen bortom sociala kategoriseringar, vilket gör att de kan erbjuda insatser som inte bygger på stereotypa normer utan i stället vad individen säger sig vilja arbeta med. Det visar sig även att arbetsmarknadsenheterna förhåller sig till lokala arbetsmarknadsförutsättningar eftersom verksamheternas mål handlar om att ge deltagarna progression mot arbete. Därmed beskrivs i vissa fall en svår balansgång mellan individens och arbetsmarknadens behov, där för mycket fokus på arbetsmarknadens behov riskerar att reproducera ojämlikhet på arbetsmarknaden. Vidare forskning om aktiveringspolitik föreslås därför fokusera på fler sociala kategorier utöver kön och klass, exempelvis etnicitet. Detta skulle kunna synliggöra på vilket sätt ojämlikhet riskerar att reproduceras i samtidens gröna samhällsutveckling. / Based on how norms about gender and work can cause inequality in the labor market, this study delves into Norrbotten as a place. The aim is to investigate how municipal labour market units in Norrbotten challenge or contribute to structural inequality in the labour market. With theoretical perspectives on class, work, gender and spatiality, concepts such as the ideal worker, gendering and inequality regimes address how inequality can be challenged or reproduced within these organizations. To answer the purpose, a case study consisting of three municipal labour market units in Norrbotten has been investigated through eight individual, semi-structured interviews with managers and staff. The municipalities are named in the study based on their local conditions as Border Municipality, Coastal Municipality and Inland Municipality. The results show that the municipal labour market units have the opportunity to challenge structural inequalities in the labour market. For example, the staff have the opportunity to see the individual beyond social categorizations, which means that they can offer interventions based on what the individual wants to work with, and not stereotypical norms. It also turns out that the labour market units relate to local labour market conditions because the goal of the activities is to give the participants progression towards work. In some cases, this describes a difficult balancing act between the needs of the individual and the needs of the labour market, where too much focus on the needs of the labour market risks reproducing inequality in the labour market. Further research on activation policies is therefore proposed to focus on more social categories in addition to gender and class, such as ethnicity. This could highlight the way in which inequality risks being reproduced in today's green transition. / <p>2024-05-30</p>