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This paper takes stock of labor market developments in Bosnia and Herzegovina over the period 2001-2004, using the panel Living Standards Measurement Study/Living in Bosnia and Herzegovina survey. The analysis estimates a multinomial logit model of labor market transitions by state of origin (employment, unemployment, and inactivity) following the specification of widely used models of transition probabilities, and analyzes the impact of standard covariates. The results provide strong evidence that there are indeed significant differences in labor market transitions by gender, age, education, and geographic location. Using the panel structure of the multi-topic survey data, the authors find that these transitions are related to welfare dynamics, with welfare levels evolving differently for various groups depending on their labor market trajectories. The findings show that current labor market trends reflecting women's movement out of labor markets and laid-off male workers accepting informal sector jobs characterized by low productivity will lead to adverse social outcomes. These outcomes could be averted if the planned enterprise reform program creates a more favorable business environment and leads to faster restructuring and growth of firms.

Displaced Workers --- Employment --- Informal Sector --- Jobs --- Labor Market --- Labor Markets --- Labor Policies --- Local Labor Markets --- Male Workers --- Private Sector --- Social Protections and Labor --- Unemployment

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Kathleen Gerson reveals that it is not a lack of family values, but rigid social & economic forces that make it difficult to live out those values. She argues for a new flexibility at work & at home that benefits families, encourages a thriving economy, & helps women & men integrate love & work.

Families --- Work and family --- Professional employees --- Women employees --- Male employees --- Sex role --- Male workers --- Men employees --- Men workers --- Employees --- Sociology of the family. Sociology of sexuality --- Sociology of work --- United States --- United States of America

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In the Philippines, an important part of income inequality is associated with the wage difference between the less educated and the better educated. The majority of the least educated are employed in low-paid services jobs and the agricultural sector. Tertiary education is to a large extent a prerequisite for high-paid occupations. Using the Labor Force Survey 2003-2007, this paper examines disparities in human capital endowment, returns to education, and the role of education in wage differentials in the Philippines. The empirical results show that returns to education monotonically increase - workers with elementary education, secondary education, and tertiary education earn 10 percent, 40 percent, and 100 percent more than those with no education. The results also show that education is the single most important factor that contributes to wage differentials. At the national level, education accounts for about 30 percent of the difference in wages. It accounts for a higher percentage of the difference for female workers (37 percent) than male workers (24 percent). There are also differences across regions and sectors. As an economy develops, the demand for skills increases. In the Philippines, efforts to improve education to increase the supply of highly educated people are important not only for long-term growth, but also for helping to translate growth into more equal opportunities for the children of the current generation.

Age group --- Education --- Education for All --- High unemployment --- High unemployment rate --- Household income --- Human capital --- Income inequality --- Jobs --- Labor Force --- Labor market --- Labor Market Participants --- Labor Markets --- Labor Policies --- Low employment --- Male counterparts --- Male workers --- Occupations --- Regional Economic Development --- Skilled labor --- Social Protections and Labor --- Tertiary Education --- Unemployment --- Unemployment rate --- Wage Differentials --- Worker --- Workers

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As well as providing new insights into how managements and masculinities may reinforce each other, this challenging book ultimately explores the ways in which both management and men might be changed, even transformed.

Bedrijfsleiders --- Cadres (personnel) --- Chefs d'entreprise --- Dirigeants d'entreprises --- Executives --- Managers --- Mannelijkheid (Psychologie) --- Masculinity (Psychology) --- Masculinité (Psychologie) --- PDG --- Patrons --- Présidents-directeurs généraux --- Zaakvoerders --- 65.012.4 --- #SBIB:316.346H22 --- #SBIB:316.334.2A553 --- #SBIB:002.IO --- Management. Directorate. Technique and methods of management --- Positie van de vrouw in de samenleving: arbeid en beroep --- Personeelsbeleid en loonbeleid, functieclassificaties --- Executives. --- Executives -- Psychology. --- Male employees. --- Masculinity. --- Organizational behavior -- Sex differences. --- Men --- Masculinity --- Management Styles & Communication --- Management --- Business & Economics --- Psychology --- Psychology. --- 65.012.4 Management. Directorate. Technique and methods of management --- Business executives --- Company officers --- Corporate officers --- Corporation executives --- Sex (Psychology) --- Organizational behavior --- Sex differences. --- Male workers --- Men employees --- Men workers --- Employees --- Behavior in organizations --- Organization --- Psychology, Industrial --- Social psychology