Cabrita, Jorge

In many countries, the fast transition to a knowledge-based economy has led to increasing inequalities in the labour market, notably the polarisation of high-skilled and low-skilled workers in terms of their access to training, employment and income. Over the past two decades, the pay gap between high-skilled and low-skilled workers has been increasing. Moreover, in some cases, the unemployment rate of low-skilled workers is over four times higher than that of individuals with a higher educational degree. This means that the benefits of education, qualification and certification have become even more important in the ‘knowledge society’.

One of the most important challenges for trade unions today is, arguably, the growth of several different forms of flexible and precarious employment within the context of the growing spread of information and communication technologies (ICT).

In general, working conditions in Portugal are relatively poorer than in other EU countries; this can be seen from the higher work-related accident rates. In fact, although the incidence of fatal work-related accidents decreased by about 25% during the period 1994–2004, the amount of fatal occupational accidents in Portugal is still three times the EU15 average.

In 2006, the International Research Institutes (IriS [1]), an international association of market research companies, carried out a survey on work-life balance [2] in 24 countries, including Portugal; see below for further details about the survey methodology. The main objectives of the study were to: [1] http://www.irisnetwork.org/ [2] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/worklife-balance-0

A project directed at Portuguese small and medium-sized enterprises (SMEs) – ‘Being a responsible SME’ (SER PME Responsável [1]) – was co-financed by the EQUAL [2] initiative as part of the European Social Fund [3]. The study proposed to develop and test a methodology of intervention among a set of SMEs, aiming to change management practices by consolidating corporate social responsibility [4] (CSR) within these companies. [1] http://www.serpme.org/ [2] http://www.equal.pt [3] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/european-social-fund [4] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/corporate-social-responsibility

In 2006, the General Directorate of Studies, Statistics and Planning (Direcção-Geral de Estudos, Estatística e Planeamento, DGEEP [1]) published the results of a study aiming to assess the situation of Portuguese young people in the labour market. The research took into account the objectives set out in the European Employment Strategy [2] and the national training and employment policies resulting therefrom. [1] http://www.dgeep.mtss.gov.pt [2] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/european-employment-strategy

Between 2002 and 2004, the total number of reported occupational accidents decreased by about 4.4%, falling from 248,097 accidents a year in 2002 to 237,222 accidents in 2004, according to statistics of the Ministry of Labour and Social Solidarity (Ministério do Trabalho e da Solidariedade Social, MTSS [1]). The immediate days lost due to occupational accidents also declined from some 7.6 million to 6.3 million working days a year over the same period; thus, the average days lost per occupational accident decreased from 43.1 days to 36.7 days a year. [1] http://www.mtss.gov.pt/

A study published by the General Directorate of Studies, Statistics and Planning (Direcção-Geral de Estudos, Estatística e Planeamento, DGEEP [1]), within the Ministry for Labour and Social Solidarity (Ministério do Trabalho e da Solidariedade Social, MTSS [2]), analyses the current issues affecting job flexibility and job security. The research looks at workers’ transitions in the labour market (between unemployment and employment and vice versa) and their impact on employment and unemployment levels, productivity and wages. [1] http://www.dgeep.mtss.gov.pt [2] http://www.mtss.gov.pt/

According to a study carried out by the General Directorate of Studies, Statistics and Planning (Direcção-Geral de Estudos, Estatística e Planeamento, DGEEP [1]) (PT0608019I [2]), the occupational mobility of migrant workers in companies takes two forms: vertical mobility (i.e. within companies), occurring due to career progression, and horizontal mobility (i.e. between companies), related to a context of high staff turnover. Vertical mobility usually involves leaving the current occupation to integrate into one of higher status, which is the case in 25% of the companies surveyed as part of the study. Horizontal mobility of migrant workers implies performing the same job tasks with the same occupational status in a different company. In the companies surveyed, staff turnover rates range between 3% and 300%; in most cases, the average turnover varies from 35% to 65% a year. [1] http://www.dgeep.mtss.gov.pt [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/occupational-mobility-of-immigrant-workers

This report provides a comparative overview of how job satisfaction is measured in national working conditions surveys, based on 16 national contributions to a questionnaire. It investigates conceptual and methodological issues in the study of job satisfaction. The report then examines survey results on levels of general or overall job satisfaction among workers, as well as identifying the relationship between specific factors relating to work and job satisfaction.