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Attractive jobs: some reflections based on findings from the European Working Conditions Survey

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Presentation by Greet Vermeylen (Research manager, Eurofoundon) the occasion of the EESC LMO meeting on Labour market shortages in a period of unemployment of 16 November 2011.

Presentation by Greet Vermeylen (Research manager, Eurofoundon) the occasion of the EESC LMO meeting on Labour market shortages in a period of unemployment of 16 November 2011.

Published in: News & Politics, Career, Business
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  • 1. Attractive jobs: some reflections based on findings from the European Working Conditions Survey Greet Vermeylen Eurofound, surveys and trends unit Labour market shortages in a period of unemployment Brussels, 16 November 2011
  • 2. Different dimensions of quality of work and employment HAVING A JOB WITH FUNDAMENTAL RIGHTS & EMPLOYMENT SECURITY • Employment status • Wages • Access to social protectionPROTECTING HEALTH • Workers rights & WELL-BEING USING and• Health and safety ACQUIRING outcomes SKILLS• Exposure to risks •Initial education• Participation QWE •Cognitive content• Occupational Health of work and Safety prevention •Training & lifelong framework BALANCING WORK with learning• Healthy work NON WORK LIFE •Career development organisation • Organisation of working time •Learning • blurring fronteers between organisation work and private life • Social infrastructures and provisions
  • 3. Why are some jobs more/less attractive?• Job, work, employment  -> working conditions: interactions between job and individual in an environment• ‘Attractiveness’?  It’s the combination of different elements which make certain jobs more/less attractive -> multidimensional aspects of quality of work and employment  In EWCS: only those who are currently in employment -> look at sustainability of work
  • 4. Sustainable work?• being able and willing to do the job until 60Important determinants:• autonomy plays its protective role, work intensity its deterrent role.  Karasek is important (job strain - / active jobs +)• work-life balance  Incl working time autonomy• cognitive dimensions of work• involvement in workplace organisation/innovation• social support from colleagues and managers• But also important : intrinsic rewards• violence and harassment, exposure to ergonomic risks, job insecurity associated with lower levels of job sustainability
  • 5. 0% 10% 20% 30% 40% 50% 60% 70% 80% NL DE IE DK UK SE FI CY IT EEEU27 LV BE AT RO LT CZ MT SK LU BG PL Able to work at 60, by country ES HU FR EL PT SI
  • 6. 0% 100% 10% 20% 30% 40% 90% 50% 60% 70% 80% Netherlands Ireland Denmark KosovoAlways Malta Norway Slovenia Estonia Greece Cyprus FYROM Sweden FinlandMost of the time United Kingdom France Romania Luxembourg Belgium Albania Spain MontenegroSometimes Italy Latvia PortugalRarely Czech Republic Croatia Austria Hungary Poland BulgariaNever Lithuania Turkey Germany Slovakia Involvement in improving work organisation
  • 7. Thank youwww.eurofound.europa.eugve@eurofound.europa.eu
  • 8. Feeling of one’s work well done, by job satisfaction, 2010, EU27 (%)100%90%80%70%60% Rarely or never50% Sometimes Always or most of the time40%30%20%10% 0% Very satisfied Satisfied Not very Not at all satisfied satisfied

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