Cabrita, Jorge

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.

During the last decade, substantial investment has been made in Portugal to promote advanced training of graduates in science and technology, leading to masters and doctorate degrees. In 2005, the Institute for Quality of Training [1] (Instituto para a Qualidade na Formação) carried out a study within a set of 52 companies that employ post-graduates, aimed at exploring how companies manage this category of staff and at evaluating to what extent companies are using their skills and competences. [1] http://www.inofor.pt/

During the late 1990s and beginning of the twenty-first century, Portugal has seen a significant increase in the immigrant working population. In 2004, the General Directorate of Studies, Statistics and Planning (Direcção-Geral de Estudos, Estatística e Planeamento, DGEEP [1]) initiated a study to assess the labour market entry and occupational pathways of the immigrant working population through an analysis of the different parameters of their mobility. The study made use of the most recent official statistical data, as well as international and national research published on the subject. The study also included a survey of immigrant workers in Portugal and interviews with a panel of human resource (HR) managers. [1] http://www.dgeep.mtss.gov.pt

According to the report Academic and occupational entry paths of University of Lisbon graduates 1999–2003 (in Portuguese, 1.9Mb PDF) [1] (/Trajectórias Académicas e de Inserção Profissional dos Licenciados pela Universidade de Lisboa 1999–2003/), female graduates who obtained their degree between 1999 and 2003 at the University of Lisbon (Universidade de Lisboa [2]) experienced more difficulty in finding their first job than their male counterparts. The report was based on a 2004 survey (see below for details of methodology). [1] http://www.ul.pt/downloads/trajectorias_academicas_1999_2003.pdf [2] http://www.ul.pt/

The employment policy measure for job rotation and vocational training, /Rotação Emprego-Formação/, created through Decree Law No. 51/1999, aims to foster the continuing vocational training of workers, while not interfering with company productivity, and provide valuable work experience to young and long-term unemployed people. The latter group replaces the workers who are in training, by carrying out the same functions, while at the same time gaining occupational expertise that is potentially useful for their reintegration into the labour market. As a result, this measure provides specific training to unemployed people, while encouraging workers to improve their qualifications and skills by taking part in training courses during work hours.

A study developed between October 2000 and July 2004 analysed the results of a survey carried out among a number of Portuguese companies in the information and communication technologies (ICT) and the retail trade sectors. One of the findings of this study is that the female workers experienced more difficulties in terms of work-life balance than male workers, and that this was particularly the case among women with less qualified occupations, lower wages and worse contractual situations.

A significant trend in the Portuguese labour market is the consistent and clear importance of self-employment. According to Eurostat, the EU15 average for self-employment was 14%, but this average reached 25% in Portugal (Eurostat, 2002); only Greece had a higher percentage. Moreover, according to OECD/Employment Outlook 2000, during the 1990s, almost 7% of Portuguese employees moved into self-employment activities, and 3% of unemployed people re-entered the market through self-employment.

A recent publication from the Statistics Department (DGEEP - Direcção-Geral de Estudos, Estatística e Planeamento - in Portuguese [1]) of the Ministry for Labour and Social Solidarity (Ministério do Trabalho e da Solidariedade Social [2]) outlines trends in employment and working conditions in medium and large companies between 1993 and 2002. [1] http://www.deep.msst.gov.pt/ [2] http://www.mts.gov.pt/index.php?corpo=english

A recent study has examined the results of a survey of Portuguese companies in the information and communication technologies (ICT) sector. The study reveals that the main changes in companies’ human resource strategies reflect the growth of the services sector, feminisation of the labour market, and increasing prevalence of flexible forms of employment.