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Can self-identification of occupation be applied in web surveys by using a look-up table with
coded occupational titles, in contrast to other survey modes where an open format question with
office-coding has to be applied? This article is among the first to explore this approach, using a
random sampled web survey (N=3,224) with a three-level search tree with 1,603 occupations and
offering a text box at the bottom of each 3rd level list. 67% of respondents ticked in total 585
occupations, of which 349 by at least two respondents and 236 by only one, pointing to a long
tail in the distribution. The text box was used by 32% of respondents, adding 207 occupational titles. Multivariate analysis shows that text box use was related to poor search paths and absent
occupations. Search paths for five of the 23 first-level entries should be improved and the look-up table should be extended to 3,000 occupations. In this way, text box use and, thus, expensive manual coding could be reduced substantially. For such large look-up tables semantic matching tools are preferred over search trees to ease respondent's self-identification and thus self-coding. (author's abstract)

International audience ; This article reviews how working hours are asked for in 26 large-scale surveys in six countries plus the European Union. Four dimensions of working time were investigated, notably number of working hours, timing of work, predictability and control over hours, and commuting time. Although almost all questionnaires ask for hours worked, the terminology varies greatly. In only half of the cases a reference period is taken into account and in half the reasons for working more/less in the survey week than usual are asked for. Contractual hours are hardly asked for and so are paid and unpaid overtime hours. The timing of work is asked for in a minority of the questionnaires, and predictability and control over working hours is also not a major issue. The incidence of an on-call contract is the most likely proxy for predictability.

This article reviews how working hours are asked for in 26 large-scale surveys in six countries plus the European Union. Four dimensions of working time were investigated, notably number of working hours, timing of work, predictability and control over hours, and commuting time. Although almost all questionnaires ask for hours worked, the terminology varies greatly. In only half of the cases a reference period is taken into account and in half the reasons for working more/less in the survey week than usual are asked for. Contractual hours are hardly asked for and so are paid and unpaid overtime hours. The timing of work is asked for in a minority of the questionnaires, and predictability and control over working hours is also not a major issue. The incidence of an on-call contract is the most likely proxy for predictability.

"The authors of this volume present the outcomes of a major project aimed at empowering girls and young women in 14 developing countries. They discuss the young women's choices in life, set against the backdrop of family building, health, education, employment opportunities and the use of the Internet. They also compare the available statistics with the reality for these girls and young women. In doing so, this book displays two unique features. Firstly, in covering employment, wages and job quality, the authors apply an industry-based approach. Secondly, based on the individuals' own experiences, the book assesses the perspectives the Internet and social media platforms can open for the empowerment of women in developing countries"--Provided by publisher.

After the Second World War in the Netherlands, one of the most open economies in the world, wage moderation has be a leading theme in macroeconomic policy and industrial rela-tions. When wage restraint met with an overheated labour market and strike movements, social partners accepted the re-placement of a voluntary "social minimum wage" by a statutory minimum wage, introduced in 1969. Due to governmental freezes in the 1990s and 2000s the statutory minimum wage fell relative to the average wage, which left room for the in-crease of low-wage employment. In the 2000s the Dutch econ-omy generated large trade surpluses. However, in 2008-13 domestic private consumption fell substantially and this has, in combination with a housing bubble, seriously frustrated the recovery of the Dutch economy from the crisis. Continuing the Dutch wage moderation tradition in current conditions would cause negative effects, not only on domestic demand but also on the country´s labour productivity and growth potential. Thus, there are good reasons to defend a wage-led strategy as a recovery option in the case of the Netherlands.

A repeated survey carried out among Dutch works councils revealed a lower degree of involvement in technological decisionmaking than four years earlier, as well as a lower perception of their influence. In all probability, decreased influence related to decreased attention. Their statutory rights are not linked explicitly with the introduction of new technology. Other elements of workers' competence have not been developed enough to give works councils a firm position in design processes, although statistical analysis showed that active councils are able to exert influence, supported by adequate disclosure of information. Yet, many works councils set out to strive for direct influence over organizational change. Where such change is subject to statutory regulation, this can be an appropriate strategy to control major constraints concerning technological change.

A repeated survey carried out among Dutch works councils revealed a lower degree of involvement in technological decision making than four years earlier, as well as a lower perception of their influence. In all probability, decreased influence related to decreased attention. Their statutory rights are not linked explicitly with the introduction of new technology. Other elements of workers' competence have not been developed enough to give works councils a firm position in design processes, although statistical analysis showed that active councils are able to exert influence, supported by adequate disclosure of information. Yet, many works councils set out to strive for direct influence over organizational change. Where such change is subject to statutory regulation, this can be an appropriate strategy to control major constraints concerning technological change. (Economic and Industrial Democracy / FUB)