156 research outputs found
Ethnic Identity and Immigrants' Wages in Greece
No full textThis study investigates the impact of ethnic identity on Albanian, Bulgarian, Romanian, Georgian, and Russian wages in Greece. Treating ethnic identity as a composite of language, cultural habits, ethnic-self identification, societal interaction, and future citizenship plans, the estimations suggest that assimilation and integration are positively associated with immigrant wages, while separation and marginalisation are negatively associated with immigrant wages, after considering various demographic and pre- and post-immigration characteristics. In addition, dramatic wage growth for fully assimilated and integrated immigrants, and vast wage losses for totally separated and marginalised immigrants are estimated. A healthy Greek – as well as a European – immigration system should recognise labour immigration flows and the potential of repeat immigration and evaluate the cornerstone features of ethnic identity.ethnic identity, earnings
Roma Women in Athenian Firms: Do They Face Wage Bias?
No full textIn the current study, we analyze the effect of having a Roma background on women's wages. By utilizing the Athens Area Study random sample (2007-08) drawn from 16 multiethnic municipalities in which Roma live, we estimate that 66.1% of the wage differential between Roma and non-Roma female workers cannot be explained by differences in observed characteristics. Prejudices against Roma women are discussed and appear to explain the wage gap found here. The occupational segregation of the Roma in low-paid jobs and employers' statistical motivations are also found to influence wages earned by Roma. This study concludes that there is a need for better implementations of existing laws, rules and regulations which would counter the discrimination of minority women in the labor market. In addition, a better means of assessing workers' skill may contribute to the reduction of wage discrimination, as well as, greater educational achievement would significantly boost the economic status of Roma women. In its use of a random Roma sample and multivariate analysis, this study is a methodological advancement over previous studies of Roma employment, and it could inspire new efforts to compare wages by Roma background.statistical theory, taste theory, Blinder-Oaxaca decomposition, labor discrimination, Roma, occupational segregation
Men's Sexual Orientation and Job Satisfaction
No full textThis study investigates the differences in three aspects of job satisfaction – total pay, promotion prospects, and respect received from one's supervisor – between male heterosexual and gay employees in Athens, Greece. Gay employees are found to be less satisfied according to all job satisfaction measures. Affect Theory proposes that the extent to which one values a given facet of work moderates how dissatisfied one becomes when one's expectations are not met. Furthermore, the data enable us to estimate that gay employees' job satisfaction is not associated more (as compared to heterosexuals' job satisfaction) with adverse mental health symptoms. This finding is crucial given the rising interest between job satisfaction and life satisfaction. Finally, wage gaps against gay employees are found after accounting for basic asymmetries. Interestingly, however, the wage gaps grow for very dissatisfied employees and shrink for very satisfied employees. As long as, the general patterns in Greece suggest that homosexual employees face labour market discrimination, gay employees will report being less satisfied at work. Actually, in this study, job satisfaction is associated with wage inequality. This research initiates efforts to compare job satisfaction based on sexual orientation.job satisfaction, sexual orientation
Sexual Orientation, Demography and Labor Relations
No full textWe use data from the 2008-09 Athens Area Study (AAS) to provide the first evidence on the relationship between sexual orientation and earnings in Greece. The AAS asks male adults a direct question about their sexual orientation: about 4.52% self-identify as homosexuals and 0.86% as bisexuals. Sexual orientation minorities are found to receive significantly lower monthly wages than heterosexual workers of the same age, education, health status and occupational characteristics. Moreover, there is statistically significant evidence that homosexual and bisexual men have higher unemployment rates than similarly situated heterosexuals. Of further importance is the finding that sexual orientation minorities who are also older, less educated, blue collar workers, and/or immigrants are statistically more vulnerable to wage discrimination and unemployment than comparable heterosexuals. Moreover, in the current research, in order to better understand the determinants of the wage gaps, we compare homosexual/bisexual men with both married and unmarried heterosexual men. By making these comparisons, we are able to disentangle the penalty associated with being unmarried from other human capital explanations of the wage gap. Given the legal actions in Greece that have the potential to affect sexual orientation minorities, it is important to understand the relationships between sexual orientation, demography and labor market.Sexual Orientation, Wage Differentials, Labour Discrimination
Health Impaired Employees' Job Satisfaction: New Evidence from Athens, Greece
No full textBy utilizing the 2008 Athens Area Study (AAS) data set, this study investigates four aspects of job satisfaction – total pay, promotion prospects, respect received from one’s supervisor, and total job satisfaction – between healthy and heath-impaired employees. Health impaired employees are found to be less satisfied according to all job satisfaction measures even when a large number of productivity features, and job characteristics are controlled for. The outcomes suggest also that women are more satisfied with their jobs than men are, regardless of health status. Moreover, the estimations show that health impaired employees' job satisfaction is affected more than healthy employees' job satisfaction by adverse mental health symptoms (life dissatisfaction). Finally, health impaired employees are found to become more satisfied with their jobs with time after disability onset. The study concludes that health impaired employees may have higher expectations about what they will obtain from their work, and that they may have job satisfaction adjustments.ordered probit model, job satisfaction, health impairments, two-step quasi-likelihood exogeneity test, switching regression model
Corporate Social Responsibility and Wage Discrimination in Unionized Oligopoly
No full textThe European labour markets are characterized by the existence of trade unions with extensive coverage whereas wage contracts are typically determined through decentralized firm-union bargaining. On the other hand, as it particularly refers to migrant and ethnic minority groups, equally-skilled workers often face lower reservation wages. We argue that these facts may lead unions to opt for discriminatory wage contracts across groups of employees. At the same time firms may nonetheless opt for non-discrimination in wages insofar as they would profitably “advertise” it as an exertion of corporate social responsibility (csr). We show that, if the consumers’ valuation of non-discrimination is sufficiently high, the latter strategies would as well be compatible with the unions’ best interest in the equilibrium. Otherwise, we propose that to efficiently combat wage discrimination policy makers should instead of firms undertake csradvertisement in the event of non-discrimination. Yet, such an antidiscrimination policy would always entail a net loss in social welfare.Unions, Oligopoly, Discriminatory Wage Contracts, Antidiscrimination Policy, Corporate Social Responsibility.
Dual Life for Equal Labour? Sexual Orientation Discrimination in the Greek Labour Market
No full textBy means of a real-life experiment we investigated employment discrimination against low skilled gay men in the Greek private labour market three years after the national adoption of the European anti-discrimination employment legislation. As it first regards occupational access, curriculum vitaes differed only in sexual orientation were faxed to advertised job openings. The estimated probability of gays to receive an interview was by 0.261 lower than that of straights. In addition, exploiting the informal wage offers on the part of tentative employers, a wage discrimination factor was found to be 0.026 for gays. As it comes, a taste and/or statistical discrimination implied against gays. Adjusted for intra-class correlation the estimated differentials were found to be statistically significant (insignificant) for the first (second) measurement. In a process to understand the nature of the discrimination we further found that persons’ sex responsible for applicants’ selection significantly varied; the estimated probability of males to practice occupational access discrimination against gays was by 0.350 higher than that of female. Moreover, males were found to practice insignificant wage discrimination of 0.032 against gays, while female were found to provide gays with an insignificant wage premium of 0.006 on average. The current research contributes to the small academic literature on the economics of discrimination according to sexual orientation in Europe.Field Experiment, Sexual Preference, Hiring Discrimination, Wage Discrimination
Ethnic Discrimination in the Greek Labour Market: Occupational Access, Insurance Coverage, and Wage Offers
No full textThe paper investigates whether low skilled male Albanians face unequal treatment in the Greek labour market, two years after the national adoption of the European anti-discrimination employment legislation. By means of a Correspondence Test we have estimated that Albanians face 43.5% net discrimination of access to occupations. Concentrating on the equal chance cases, we subsequently found that Albanians face 36.5% less chance of being registered with insurance coverage, while their potential wage contracts are on the average 8.8% below those of Greeks, and 5.3% below the legal minimum wage. As it comes to the reasons for wage discrimination, using an indirect approach we interestingly found that the employers themselves “put the blame” on profit strategies (84.4%), on statistical discrimination (9.6%), and on taste discrimination (7.8%).Field Experiment, Ethnic Discrimination., Hiring Discrimination, Insurance Coverage, Wage Inequality
Information and communication technology-based health interventions for transgender people: A scoping review
No full textIn the recent past, there has been a strong interest in the use of information and communication technology (ICT) to deliver healthcare to ‘hard-to-reach’ populations. This scoping review aims to explore the types of ICT-based health interventions for transgender people, and the concerns on using these interventions and ways to address these concerns. Guided by the scoping review frameworks offered by Arksey & O’Malley and the PRISMA-ScR checklist, literature search was conducted in May 2021 and January 2022 in three databases (PubMed, CINAHL and Scopus). The two searches yielded a total of 889 non-duplicated articles, with 47 of them meeting the inclusion criteria. The 47 articles described 39 unique health projects/programs, covering 8 types of ICT-based interventions: videoconferencing, smartphone applications, messaging, e-coaching, self-learning platforms, telephone, social media, and e-consultation platforms. Over 80% of the health projects identified were conducted in North America, and 62% focused on HIV/sexual health. The findings of this review suggest that transgender people had often been regarded as a small subsample in ICT-based health projects that target other population groups (such as ‘men who have sex with men’ or ‘sexual minority’). Many projects did not indicate whether transgender people were included in the development or evaluation of the project. Relatively little is known about the implementation of ICT-based trans health interventions outside the context of HIV/sexual health, in resource limiting settings, and among transgender people of Asian, Indigenous or other non-White/Black/Hispanic backgrounds. While the range of interventions identified demonstrate the huge potentials of ICT to improve healthcare access for transgender people, the current body of literature is still far from adequate for making comprehensive recommendations on the best practice of ICT-based interventions for transgender people. Future ICT-based interventions need to be more inclusive and specified, in order to ensure the interventions are safe, accessible and effective for transgender people
Improving Entrepreneurs’ Digital Skills and Firms’ Digital Competencies through Business Apps Training: A Study of Small Firms
No full textThe lack of awareness of digital services and outcomes is a concern in business environments since small firms need to improve their digital competencies. The present exploratory study investigated whether business apps training was associated with entrepreneurs’ and firms’ digital advancements. The business apps training was offered to migrant entrepreneurs running small firms in Athens (Greece) over three months, with data collected before and after the training. The analysis revealed that business apps training was positively associated with entrepreneurs’ attitudes toward technology, willingness to change (relating to technology/skills/operations), and internet/digital skills, as well as an increased use of business apps. Moreover, the training was positively associated with firms’ digital competencies related to communication, networking, social media, customer relationship management, payments, accounting and finance, and project management operations. Furthermore, business apps training was positively associated with migrant entrepreneurs’ integration into Greek society. Given the increased number of migrants in Europe, factors that positively impact their entrepreneurship and integration merit consideration. The study provides researchers with a systematic method for evaluating the association between business app training and entrepreneurs’ and firms’ digital advancements
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