Aims: The study aim was to identify prototypical labour-market trajectories following a first incidence of long-term sickness absence (LTSA), and to assess whether baseline socio-demographic characteristics are associated with the return-to-work (RTW) process and labour-market attachment (LMA). Methods: This prospective study used Norwegian administrative registers with quarterly information on labour-market participation to follow all individuals born 1952–1978 who underwent a first LTSA during the first quarter of 2004 ( n =9607) over a 10-year period (2004–2013). Sequence analysis was used to identify prototypical labour-market trajectories and LMA; trajectory membership was examined with multinomial logistic regression. Results: Sequence analysis identified nine labour-market trajectories illustrating the complex RTW process, with multiple states and transitions. Among this sample, 68.2% had a successful return to full-time work, while the remaining trajectories consisted of part-time work, unemployment, recurrence of LTSA, rehabilitation and disability pension (DP). A higher odds ratio (OR) for membership to trajectories of weaker LMA was found for females and older participants, while being married/cohabitating, having children, working in the public sector, and having a higher education, income and occupational class were associated with a lower OR of recurrence, unemployment, rehabilitation and DP trajectories. These results are consistent with three LMA indicators. Conclusions: Sequence analysis revealed prototypical labour-market trajectories and provided a holistic overview of the heterogeneous RTW processes. While the most frequent outcome was successful RTW, several unfavourable labour-market trajectories were identified, with trajectory membership predicted by socio-demographic measures.
This study investigates whether the risk of long-term sickness absence among professionals depends upon their socioeconomic position and whether they do caring work. It also explores whether the variation in risk can be attributed to sociodemographic and labor market factors. The event history analysis is based on longitudinal register data from the entire population of Norwegian professionals from 2003 to 2013. The results showed that both low socioeconomic position and being a care worker was associated with long-term sickness absence. The group with the highest risk was professionals of lower socioeconomic position doing caring work. While the results were similar for men and women, the relative risk of sickness absence was higher for male professionals. Sociodemographic and labor market factors partly explained the observed association, and even more so for men. Several candidate explanations for the remaining association as well as potential implications for social policy are discussed.
This study investigates the relationship between the workplace concentration of immigrant-origin minorities and turnover among immigrants and second-generation children of immigrants using linked employer-employee administrative data covering the entire Norwegian labor market. Drawing on organizational demographic theories, we test whether exposure to higher shares of immigrant-background coworkers, on the one hand, increases immigrants’ likelihood of staying in the workplace—in line with theories of homophily and social contact—or, on the other, heightens their likelihood of leaving the workplace—in line with group threat and group competition theories. However, turnover among second-generation immigrants may be less affected by workplace immigrant composition due to intergenerational assimilation and weakened ethnic boundaries. We show that immigrants’ likelihood of workplace exit declines when the share of immigrant-background coworkers increase and this effect is solely driven by exposure to contact among coworkers in same-skill occupations. This pattern is similar among members of the second generation. We also find the immigrants’ likelihood of workplace exit is reduced when they work for an immigrant-background top manager. We interpret these findings as supporting social contact theories claiming that improved work environment and coworker support reduces turnover among immigrant-background workers in ethnically diverse organizational contexts.
This study explores women’s attrition from male-dominated workplaces based on Norwegian public administrative records, covering individuals born 1945–1983, in the period between 2003 and 2013. It examines sex differences in rates of attrition and tests the significance of two commonly proposed explanations in the literature, namely the degree of numerical minority status and motherhood. It also investigates whether these explanations vary by occupational class. Selection into male-dominated workplaces is accounted for by using individual fixed effects models. The results show that attrition rates from male-dominated workplaces are considerably higher among women than among men. Moreover, the risk of female attrition to sex-balanced workplaces increases, regardless of occupational class, with increases in the percentage of males. Childbirth is associated with an increased risk of attrition to female-dominated workplaces, while having young children (⩽ 10 years old) lowered the risk. This association, however, was primarily evident among working-class women in manual occupations.
In this study, we explore whether education-occupation mismatch in the form of over-education and under-education affects the risk of long-term sickness absence. We use register data covering the Norwegian population in the period 2003-2013, containing 13,628,079 person-year observations (2,059,989 persons). To account for selection, we controlled for unobserved occupational and individual heterogeneity. This has been lacking in previous studies of mismatch and health outcomes. Our results show that over-education increases, and under-education reduces, the probability of long-term sickness absence. Controlling for selection reduces the associations substantially. The associations also diminish with experience. These results hold across two different measures of mismatch. Furthermore, both time spent in a mismatched status and specifications of mismatch alter the probability of LTSA. We conclude that education-occupation mismatch is associated with long-term sickness absence but underscore the need for adequate controls for selection. ARTICLE HISTORY
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