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Little is known about the experiences of the social partners in helping undeclared workers resist Occupational Safety and Health (OSH) issues. This study draws upon Walter Korpi’s ‘power resource theory’ to gain a deeper understanding of how power resources within the construction, transport, and cleaning sectors influence the ability of social partners to respond to OSH issues related to undeclared work. This mixed-method study uses survey data from employer representatives in the construction (n = 686) and transport (n = 650) sectors in Sweden in 2019 to estimate the nature and magnitude of undeclared work-related problems. To also study the view of union representatives, a duplicate survey was sent to union representatives in the transport, construction, and cleaning sectors (n = 57) in 2020, followed by 13 semi-structured interviews with Regional Safety Representatives (RSRs) in 2021–2023. Our findings show that employer representatives in construction and transport reported that the violation of OSH regulations was uncommon and remained unchanged, most union representatives said the opposite. We found a gradient of activism among the unions towards OSH issues related to undeclared work dependent on their power resources. Furthermore, structural and organizational factors limited the RSRs’ ability to address undeclared work. The RSRs identified strategies to tackle OSH issues related to undeclared work in their sectors, these included but were not limited to, dismantling the language barrier between unions and undeclared foreign-born workers, for OSH coordinators and main contractors to be held responsible for OSH violations and greater cooperation between the relevant authorities dealing with undeclared work.

Little is known about the experiences of the social partners in helping undeclared workers resist Occupational Safety and Health (OSH) issues. This study draws upon Walter Korpi’s ‘power resource theory’ to gain a deeper understanding of how power resources within the construction, transport, and cleaning sectors influence the ability of social partners to respond to OSH issues related to undeclared work. This mixed-method study uses survey data from employer representatives in the construction (n = 686) and transport (n = 650) sectors in Sweden in 2019 to estimate the nature and magnitude of undeclared work-related problems. To also study the view of union representatives, a duplicate survey was sent to union representatives in the transport, construction, and cleaning sectors (n = 57) in 2020, followed by 13 semi-structured interviews with Regional Safety Representatives (RSRs) in 2021–2023. Our findings show that employer representatives in construction and transport reported that the violation of OSH regulations was uncommon and remained unchanged, most union representatives said the opposite. We found a gradient of activism among the unions towards OSH issues related to undeclared work dependent on their power resources. Furthermore, structural and organizational factors limited the RSRs’ ability to address undeclared work. The RSRs identified strategies to tackle OSH issues related to undeclared work in their sectors, these included but were not limited to, dismantling the language barrier between unions and undeclared foreign-born workers, for OSH coordinators and main contractors to be held responsible for OSH violations and greater cooperation between the relevant authorities dealing with undeclared work.

Little is known about the experiences of the social partners in helping undeclared workers resist Occupational Safety and Health (OSH) issues. This study draws upon Walter Korpi’s ‘power resource theory’ to gain a deeper understanding of how power resources within the construction, transport, and cleaning sectors influence the ability of social partners to respond to OSH issues related to undeclared work. This mixed-method study uses survey data from employer representatives in the construction (n = 686) and transport (n = 650) sectors in Sweden in 2019 to estimate the nature and magnitude of undeclared work-related problems. To also study the view of union representatives, a duplicate survey was sent to union representatives in the transport, construction, and cleaning sectors (n = 57) in 2020, followed by 13 semi-structured interviews with Regional Safety Representatives (RSRs) in 2021–2023. Our findings show that employer representatives in construction and transport reported that the violation of OSH regulations was uncommon and remained unchanged, most union representatives said the opposite. We found a gradient of activism among the unions towards OSH issues related to undeclared work dependent on their power resources. Furthermore, structural and organizational factors limited the RSRs’ ability to address undeclared work. The RSRs identified strategies to tackle OSH issues related to undeclared work in their sectors, these included but were not limited to, dismantling the language barrier between unions and undeclared foreign-born workers, for OSH coordinators and main contractors to be held responsible for OSH violations and greater cooperation between the relevant authorities dealing with undeclared work.

Little is known about the experiences of the social partners in helping undeclared workers resist Occupational Safety and Health (OSH) issues. This study draws upon Walter Korpi’s ‘power resource theory’ to gain a deeper understanding of how power resources within the construction, transport, and cleaning sectors influence the ability of social partners to respond to OSH issues related to undeclared work. This mixed-method study uses survey data from employer representatives in the construction (n = 686) and transport (n = 650) sectors in Sweden in 2019 to estimate the nature and magnitude of undeclared work-related problems. To also study the view of union representatives, a duplicate survey was sent to union representatives in the transport, construction, and cleaning sectors (n = 57) in 2020, followed by 13 semi-structured interviews with Regional Safety Representatives (RSRs) in 2021–2023. Our findings show that employer representatives in construction and transport reported that the violation of OSH regulations was uncommon and remained unchanged, most union representatives said the opposite. We found a gradient of activism among the unions towards OSH issues related to undeclared work dependent on their power resources. Furthermore, structural and organizational factors limited the RSRs’ ability to address undeclared work. The RSRs identified strategies to tackle OSH issues related to undeclared work in their sectors, these included but were not limited to, dismantling the language barrier between unions and undeclared foreign-born workers, for OSH coordinators and main contractors to be held responsible for OSH violations and greater cooperation between the relevant authorities dealing with undeclared work.

Little is known about the experiences of the social partners in helping undeclared workers resist Occupational Safety and Health (OSH) issues. This study draws upon Walter Korpi’s ‘power resource theory’ to gain a deeper understanding of how power resources within the construction, transport, and cleaning sectors influence the ability of social partners to respond to OSH issues related to undeclared work. This mixed-method study uses survey data from employer representatives in the construction (n = 686) and transport (n = 650) sectors in Sweden in 2019 to estimate the nature and magnitude of undeclared work-related problems. To also study the view of union representatives, a duplicate survey was sent to union representatives in the transport, construction, and cleaning sectors (n = 57) in 2020, followed by 13 semi-structured interviews with Regional Safety Representatives (RSRs) in 2021–2023. Our findings show that employer representatives in construction and transport reported that the violation of OSH regulations was uncommon and remained unchanged, most union representatives said the opposite. We found a gradient of activism among the unions towards OSH issues related to undeclared work dependent on their power resources. Furthermore, structural and organizational factors limited the RSRs’ ability to address undeclared work. The RSRs identified strategies to tackle OSH issues related to undeclared work in their sectors, these included but were not limited to, dismantling the language barrier between unions and undeclared foreign-born workers, for OSH coordinators and main contractors to be held responsible for OSH violations and greater cooperation between the relevant authorities dealing with undeclared work.

Ethnic stereotypes are cognitive markers that are formed and modified because of intercultural contact with a new cultural group. There is now much empirical evidence that explicates how stereotypes of ethnic groups can impact individuals’ acculturation experiences. However, what is unknown is how previously nonexistent ethnic beliefs are formed as a result of contact with the local culture. One hundred and seventy-four (N = 174) overseas Chinese construction workers were contacted through the Chinese Consulate in Montenegro and agreed to participate in the present study. The online questionnaire asked workers to describe Montenegrin majority members in terms of five characteristics. These traits formed the stereotype markers that were classified as positive, neutral, or negative. Sojourners also answered questions that measured perceived cultural distance, social exclusion, knowledge of Montenegrin culture, feelings of social exclusion, and their sociocultural adaptation. Results show that both positive and negative stereotypes are correlated with less social exclusion and better socio-cultural adaptation. Perceived cultural distance, knowledge of host culture and length of stay was mediated by stereotypes on adaptation outcomes. Interestingly longer sojourn did not lessen the type of stereotype, nor did it reduce cultural distance. Contribution to the stereotype literature and practical understanding of how Chinese sojourners see majority members will be discussed.

Amid the euphoria of Qatar being selected as the host for the 2022 World Cup, Qatar is in the spotlight of the international community because of the human rights violations that have occurred against its migrant workers. The human rights violations referred to are migrant workers receiving inadequate wages and housing, not being granted a residence permit, poor working conditions and forced labor during preparations for the World Cup. The research method used is descriptive analysis with empirical normative research. This study aims to analyze how the protection of international law and Qatar's national law, especially regarding migrant workers in addressing issues of human rights violations during the process of preparing for and organizing the World Cup. This research also analyzes the policies of FIFA and ILO in eradicating and resolving cases of human rights violations of migrant workers at the World Cup. Based on the research results, it is known that there is international and national legal protection for Qatar in guaranteeing the fulfillment of human rights, especially migrant workers. In addition, international organizations such as the International Labor Organization (ILO) and FIFA can also take responsibility for fulfilling and protecting the human rights of migrant workers., Di Tengah euforia terpilihnya Qatar sebagai tuan rumah Piala Dunia 2022, Qatar menjadi sorotan masyarakat internasional dikarenakan pelanggaran HAM yang terjadi terhadap pekerja migrannya. Pelanggaran HAM yang dimaksud adalah para pekerja migran mendapat upah dan tempat tinggal yang tidak memadai, tidak diberikan izin tinggal, kondisi kerja yang buruk hingga kerja paksa selama persiapan Piala Dunia. Metode penelitian yang digunakan adalah analisis deskriptif dengan jenis penelitian normatif empiris. Penelitian ini bertujuan untuk menganalisis bagaimana perlindungan hukum internasional dan hukum nasional Qatar khususnya mengenai pekerja migran dalam menyikapi permasalahan pelanggaran HAM selama proses persiapan dan penyelenggaraan Piala Dunia. Penelitian ini juga menganalisis kebijakan FIFA dan ILO dalam memberantas dan menyelesaikan kasus pelanggaran HAM pekerja migran di Piala Dunia. Berdasarkan hasil penelitian diketahui bahwa terdapat perlindungan hukum internasional dan nasional Qatar dalam menjamin pemenuhan hak asasi manusia khususnya pekerja migran. Selain itu, organisasi internasional seperti International Labour Organization (ILO) dan FIFA juga dapat ikut bertanggung jawab dalam pemenuhan dan perlindungan Hak Asasi Manusia para pekerja migran.

Amid the euphoria of Qatar being selected as the host for the 2022 World Cup, Qatar is in the spotlight of the international community because of the human rights violations that have occurred against its migrant workers. The human rights violations referred to are migrant workers receiving inadequate wages and housing, not being granted a residence permit, poor working conditions and forced labor during preparations for the World Cup. The research method used is descriptive analysis with empirical normative research. This study aims to analyze how the protection of international law and Qatar's national law, especially regarding migrant workers in addressing issues of human rights violations during the process of preparing for and organizing the World Cup. This research also analyzes the policies of FIFA and ILO in eradicating and resolving cases of human rights violations of migrant workers at the World Cup. Based on the research results, it is known that there is international and national legal protection for Qatar in guaranteeing the fulfillment of human rights, especially migrant workers. In addition, international organizations such as the International Labor Organization (ILO) and FIFA can also take responsibility for fulfilling and protecting the human rights of migrant workers., Di Tengah euforia terpilihnya Qatar sebagai tuan rumah Piala Dunia 2022, Qatar menjadi sorotan masyarakat internasional dikarenakan pelanggaran HAM yang terjadi terhadap pekerja migrannya. Pelanggaran HAM yang dimaksud adalah para pekerja migran mendapat upah dan tempat tinggal yang tidak memadai, tidak diberikan izin tinggal, kondisi kerja yang buruk hingga kerja paksa selama persiapan Piala Dunia. Metode penelitian yang digunakan adalah analisis deskriptif dengan jenis penelitian normatif empiris. Penelitian ini bertujuan untuk menganalisis bagaimana perlindungan hukum internasional dan hukum nasional Qatar khususnya mengenai pekerja migran dalam menyikapi permasalahan pelanggaran HAM selama proses persiapan dan penyelenggaraan Piala Dunia. Penelitian ini juga menganalisis kebijakan FIFA dan ILO dalam memberantas dan menyelesaikan kasus pelanggaran HAM pekerja migran di Piala Dunia. Berdasarkan hasil penelitian diketahui bahwa terdapat perlindungan hukum internasional dan nasional Qatar dalam menjamin pemenuhan hak asasi manusia khususnya pekerja migran. Selain itu, organisasi internasional seperti International Labour Organization (ILO) dan FIFA juga dapat ikut bertanggung jawab dalam pemenuhan dan perlindungan Hak Asasi Manusia para pekerja migran.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined.

Purpose Current models of inclusive workplaces are primarily based on the perceptions of vulnerable workers, whereas attention for employer’s perceptions is lacking. This scoping review addresses this issue by mapping the literature that covers employer’s perceptions on the application and importance of organisational policies and practices aimed at the inclusion of vulnerable workers. Methods A literature search for qualitative and quantitative research articles was conducted in MEDLINE, Scopus, ProQuest, PsychInfo, Google Scholar and Web of Science. Studies were included when (a) they reported on practices aimed at the inclusion, participation, or rehabilitation of (b) workers with disabilities, a low education or migration background, or who were long-term unemployed, and (c) were based on samples of employers or their representatives. Results The search resulted in 3,134 articles. In total, 38 articles met the inclusion criteria of this study. We identified seven types of inclusive practices to stimulate the inclusion of vulnerable workers that employers applied and/or perceived as valuable: senior management commitment, recruitment and selection, performance management and development practices, job accommodations and redesign of work, supportive culture, external collaborations with other employers, and monitoring. Conclusions Our review identified seven categories of inclusive practices that pertain to all stages of the employee journey of vulnerable workers. These categories move beyond those reported in studies based on employee samples, for instance by highlighting the importance of monitoring and collaborations with other employers. Hence, our findings stress that insight into employers’ perceptions about effective measures is crucial to increase labour market participation of vulnerable groups.

This study sheds light on the working and living conditions of so-called live-in care workers in Germany. Live-ins are usually female migrant workers who provide domestic and care work for elderly people in their private homes. They often complement the work of certified nursing care staff and have become an integral part of the care landscape in the EU. The case of Germany shows that, this type of work is heavily outsourced to women from Central and Eastern European countries though official figures are limited.

The latest law on the protection of Indonesian Migrant Workers (IMWs), Law Number 18 of 2017 (Law 18/2017), obliges the Indonesian government to conduct economic protection through remittance management by involving certain institutions. Nonetheless, there is a lack of clarity about how this intervention would occur. The private nature of migrant workers' remittances leads to the question of constitutional justification essential for the government's authority to intervene - particularly in Indonesia as a constitutional state in the form of a welfare state - besides skepticism concerning the applicability of the norm. This paper emphasizes the constitutional silence with regard to state intervention in human resources allocation, as it makes the deployment of Indonesian workers abroad constitutionally groundless. Consequently, the discretion infiltrates the remittance, a component of national income that is essentially a private transfer in which the management should be fully controlled by the families. Through review of the scientific literature and legal document analysis, this research found that the inclusion of a state intervention provision on human resources into the 1945 Constitution is still required.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.

Objectives: This study aimed to (i) describe the prevalence of overqualification at work among immigrants in Sweden and (ii) analyze any association between overqualification and the risk of hospitalization for somatic and psychiatric disease among refugees and labor immigrants. Methods: We performed a prospective register study in a cohort of 120 339 adults who immigrated to Sweden in 1991-2005 and were employed in 2006. Education-occupation status was defined as the combination of an individual's highest level of education and their occupation skill level. Individuals were followed from 2007 to 2016 with regard to hospitalization for a psychiatric, cardiovascular, respiratory or musculoskeletal disease or diabetes. Hazard ratios (HR) with 95% confidence intervals (CI) were calculated in a multivariate Cox regression analysis adjusted for age, gender, reason for residence and duration of residence. Results: The overall prevalence of overqualification among immigrants with an academic education was 39%. Overqualified individuals had an increased risk of hospitalization for any disease (HR 1.33, 95% CI 1.21-1.46) compared to "job-matched with an academic education". However, the risk estimates were lower than that of "job-matched with no academic education" (HR 1.56, 1.46-1.68). The increased risk of hospitalization for a psychiatric disease of overqualified individuals did not differ from that of job-matched with no academic education. Conclusion: Our study showed that being overqualified was associated with poorer health outcomes than job-matched individuals with an academic education. Considering the high prevalence of overqualification in immigrants, this constitutes a concern, for both society and individuals.

Many in Germany argue that the minimum wage and other protective provisions for migrant workers will only be effective when workplace inspections by the enforcement body "Finanzkontrolle Schwarzarbeit" (FKS) are stepped up. For this reason, a novel cooperation agreement between the FKS and migrant workers' counseling offices has been signed, in June 2021. This step is informed by the FKS' public image of being a guardian of the minimum wage and of victims of labor exploitation. The hypothesis of this thesis is that the argument of more inspections lead to less exploitation is oversimplified. Therefore, it explores the role that the FKS has for migrant workers in more detail by using regime theory and a methodological approach informed by ethnographic border regime analysis. An analysis of the FKS' formal duties codified in the law reveals its ambivalent character. Especially the concept of unlawful employment serves as an umbrella term that conflates protective as well as punitive provisions for migrant workers. In eleven qualitative interviews, FKS officers and migrant workers' counselors mostly rejected the FKS' image as a "workers' protection squad". Instead, they think that the FKS only served the interests of the state. As a consequence, exploited workers have no immediate benefit from FKS inspections, and sometimes even experience heavy detriments like the loss of their job, housing, or unpaid wages. The most severe consequences, like expulsions or deportations, result from violations of the Residence Act. For these reasons, counselors reacted differently to the new cooperation agreement. While most counselors have strong reservations or even refuse to work with law enforcement bodies, others have found ways to cooperate without putting their clients at risk. For such successful cooperation it is crucial that FKS officers take workers' and counselors' needs seriously and adapt their routines and protocols in order to instill trust. Under the current legal and

Objectives: This study aimed to (i) describe the prevalence of overqualification at work among immigrants in Sweden and (ii) analyze any association between overqualification and the risk of hospitalization for somatic and psychiatric disease among refugees and labor immigrants. Methods: We performed a prospective register study in a cohort of 120 339 adults who immigrated to Sweden in 1991-2005 and were employed in 2006. Education-occupation status was defined as the combination of an individual's highest level of education and their occupation skill level. Individuals were followed from 2007 to 2016 with regard to hospitalization for a psychiatric, cardiovascular, respiratory or musculoskeletal disease or diabetes. Hazard ratios (HR) with 95% confidence intervals (CI) were calculated in a multivariate Cox regression analysis adjusted for age, gender, reason for residence and duration of residence. Results: The overall prevalence of overqualification among immigrants with an academic education was 39%. Overqualified individuals had an increased risk of hospitalization for any disease (HR 1.33, 95% CI 1.21-1.46) compared to "job-matched with an academic education". However, the risk estimates were lower than that of "job-matched with no academic education" (HR 1.56, 1.46-1.68). The increased risk of hospitalization for a psychiatric disease of overqualified individuals did not differ from that of job-matched with no academic education. Conclusion: Our study showed that being overqualified was associated with poorer health outcomes than job-matched individuals with an academic education. Considering the high prevalence of overqualification in immigrants, this constitutes a concern, for both society and individuals.

Objectives: This study aimed to (i) describe the prevalence of overqualification at work among immigrants in Sweden and (ii) analyze any association between overqualification and the risk of hospitalization for somatic and psychiatric disease among refugees and labor immigrants. Methods: We performed a prospective register study in a cohort of 120 339 adults who immigrated to Sweden in 1991-2005 and were employed in 2006. Education-occupation status was defined as the combination of an individual's highest level of education and their occupation skill level. Individuals were followed from 2007 to 2016 with regard to hospitalization for a psychiatric, cardiovascular, respiratory or musculoskeletal disease or diabetes. Hazard ratios (HR) with 95% confidence intervals (CI) were calculated in a multivariate Cox regression analysis adjusted for age, gender, reason for residence and duration of residence. Results: The overall prevalence of overqualification among immigrants with an academic education was 39%. Overqualified individuals had an increased risk of hospitalization for any disease (HR 1.33, 95% CI 1.21-1.46) compared to "job-matched with an academic education". However, the risk estimates were lower than that of "job-matched with no academic education" (HR 1.56, 1.46-1.68). The increased risk of hospitalization for a psychiatric disease of overqualified individuals did not differ from that of job-matched with no academic education. Conclusion: Our study showed that being overqualified was associated with poorer health outcomes than job-matched individuals with an academic education. Considering the high prevalence of overqualification in immigrants, this constitutes a concern, for both society and individuals.

Objectives: This study aimed to (i) describe the prevalence of overqualification at work among immigrants in Sweden and (ii) analyze any association between overqualification and the risk of hospitalization for somatic and psychiatric disease among refugees and labor immigrants. Methods: We performed a prospective register study in a cohort of 120 339 adults who immigrated to Sweden in 1991-2005 and were employed in 2006. Education-occupation status was defined as the combination of an individual's highest level of education and their occupation skill level. Individuals were followed from 2007 to 2016 with regard to hospitalization for a psychiatric, cardiovascular, respiratory or musculoskeletal disease or diabetes. Hazard ratios (HR) with 95% confidence intervals (CI) were calculated in a multivariate Cox regression analysis adjusted for age, gender, reason for residence and duration of residence. Results: The overall prevalence of overqualification among immigrants with an academic education was 39%. Overqualified individuals had an increased risk of hospitalization for any disease (HR 1.33, 95% CI 1.21-1.46) compared to "job-matched with an academic education". However, the risk estimates were lower than that of "job-matched with no academic education" (HR 1.56, 1.46-1.68). The increased risk of hospitalization for a psychiatric disease of overqualified individuals did not differ from that of job-matched with no academic education. Conclusion: Our study showed that being overqualified was associated with poorer health outcomes than job-matched individuals with an academic education. Considering the high prevalence of overqualification in immigrants, this constitutes a concern, for both society and individuals.

Many in Germany argue that the minimum wage and other protective provisions for migrant workers will only be effective when workplace inspections by the enforcement body "Finanzkontrolle Schwarzarbeit" (FKS) are stepped up. For this reason, a novel cooperation agreement between the FKS and migrant workers' counseling offices has been signed, in June 2021. This step is informed by the FKS' public image of being a guardian of the minimum wage and of victims of labor exploitation. The hypothesis of this thesis is that the argument of more inspections lead to less exploitation is oversimplified. Therefore, it explores the role that the FKS has for migrant workers in more detail by using regime theory and a methodological approach informed by ethnographic border regime analysis. An analysis of the FKS' formal duties codified in the law reveals its ambivalent character. Especially the concept of unlawful employment serves as an umbrella term that conflates protective as well as punitive provisions for migrant workers. In eleven qualitative interviews, FKS officers and migrant workers' counselors mostly rejected the FKS' image as a "workers' protection squad". Instead, they think that the FKS only served the interests of the state. As a consequence, exploited workers have no immediate benefit from FKS inspections, and sometimes even experience heavy detriments like the loss of their job, housing, or unpaid wages. The most severe consequences, like expulsions or deportations, result from violations of the Residence Act. For these reasons, counselors reacted differently to the new cooperation agreement. While most counselors have strong reservations or even refuse to work with law enforcement bodies, others have found ways to cooperate without putting their clients at risk. For such successful cooperation it is crucial that FKS officers take workers' and counselors' needs seriously and adapt their routines and protocols in order to instill trust. Under the current legal and

Objectives: This study aimed to (i) describe the prevalence of overqualification at work among immigrants in Sweden and (ii) analyze any association between overqualification and the risk of hospitalization for somatic and psychiatric disease among refugees and labor immigrants. Methods: We performed a prospective register study in a cohort of 120 339 adults who immigrated to Sweden in 1991-2005 and were employed in 2006. Education-occupation status was defined as the combination of an individual's highest level of education and their occupation skill level. Individuals were followed from 2007 to 2016 with regard to hospitalization for a psychiatric, cardiovascular, respiratory or musculoskeletal disease or diabetes. Hazard ratios (HR) with 95% confidence intervals (CI) were calculated in a multivariate Cox regression analysis adjusted for age, gender, reason for residence and duration of residence. Results: The overall prevalence of overqualification among immigrants with an academic education was 39%. Overqualified individuals had an increased risk of hospitalization for any disease (HR 1.33, 95% CI 1.21-1.46) compared to "job-matched with an academic education". However, the risk estimates were lower than that of "job-matched with no academic education" (HR 1.56, 1.46-1.68). The increased risk of hospitalization for a psychiatric disease of overqualified individuals did not differ from that of job-matched with no academic education. Conclusion: Our study showed that being overqualified was associated with poorer health outcomes than job-matched individuals with an academic education. Considering the high prevalence of overqualification in immigrants, this constitutes a concern, for both society and individuals.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.

Drawing upon qualitative data on Albanians residing in Italy and Greece, this article furnishes new insights into the topic of undeclared migrant construction workers’ agency. It analyses different types of undeclared work through Katz’s theoretical framework that suggests a disaggregated conceptualisation of agency. In so doing, it adds to thinking on the factors shaping fluidity between types of agency and challenges dichotomous views on passive or voluntary participation. The article also highlights that mutual interests between workers and employers enable migrant builders to defy and resist state regulations, despite the impacts of undeclared work on workers and the fact that power dynamics are unequal. Thus, the main contribution the article makes is to suggest a more nuanced understanding of labour agency that may go beyond the conflict between employers and workers. Overall, the article highlights the relevance of this study for different economic sectors, geographical areas and migrant groups.

In the study, the decisions of the European Court of Justice regarding the unemployment insurance of migrant workers were examined. In decisions; It has been stated that migrating to benefit from unemployment insurance cannot be interpreted against the worker. It has been stated that immigrating from the country of citizenship to another country and residing there will not prevent him from receiving unemployment benefits. A migrant worker must be insured for a certain period of time to benefit from unemployment insurance. Each country regulates this period of employment with its own domestic laws. The length of service in different member states of the European Union, excluding the domestic law rules in the countries of employment, by the Court of Justice, It has been determined that it has been interpreted that it can be combined to benefit from unemployment insurance., Çalışmada Avrupa Adalet divanı mahkemesi tarafından göçmen işçilerin işsizlik sigortası ile ilgili vermiş olduğu kararlar incelenmiştir. Kararların incelenmesinde işsizlik sigortasından faydalanmak için göç etmenin, işçinin aleyhine yorumlanamayacağı görüşünün mevcut olduğu tespit edilmiştir. Bir kişinin sırf vatandaşı olduğu ülkeden başka bir ülkeye göç ederek orada ikamet etmesinin, işsizlik maaşı almasına engel olmayacağı belirtilmiştir. Göçmen bir işçinin işsizlik sigortasından faydalanmak için belirli süre sigortalı olmalıdır. Bu istihdam süresini her ülke, kendi iç hukuk kuralları ile düzenlemektedir. Avrupa Adalet Divanı tarafından, istihdam edilen ülkelerdeki iç hukuk kurallarının dışında Avrupa Birliği’ne üye farklı ülkelerdeki hizmet süresinin, işsizlik sigortasından faydalanmak için birleştirilebileceği şeklinde yorum yapıldığı tespit edilmiştir.

In the study, the decisions of the European Court of Justice regarding the unemployment insurance of migrant workers were examined. In decisions; It has been stated that migrating to benefit from unemployment insurance cannot be interpreted against the worker. It has been stated that immigrating from the country of citizenship to another country and residing there will not prevent him from receiving unemployment benefits. A migrant worker must be insured for a certain period of time to benefit from unemployment insurance. Each country regulates this period of employment with its own domestic laws. The length of service in different member states of the European Union, excluding the domestic law rules in the countries of employment, by the Court of Justice, It has been determined that it has been interpreted that it can be combined to benefit from unemployment insurance., Çalışmada Avrupa Adalet divanı mahkemesi tarafından göçmen işçilerin işsizlik sigortası ile ilgili vermiş olduğu kararlar incelenmiştir. Kararların incelenmesinde işsizlik sigortasından faydalanmak için göç etmenin, işçinin aleyhine yorumlanamayacağı görüşünün mevcut olduğu tespit edilmiştir. Bir kişinin sırf vatandaşı olduğu ülkeden başka bir ülkeye göç ederek orada ikamet etmesinin, işsizlik maaşı almasına engel olmayacağı belirtilmiştir. Göçmen bir işçinin işsizlik sigortasından faydalanmak için belirli süre sigortalı olmalıdır. Bu istihdam süresini her ülke, kendi iç hukuk kuralları ile düzenlemektedir. Avrupa Adalet Divanı tarafından, istihdam edilen ülkelerdeki iç hukuk kurallarının dışında Avrupa Birliği’ne üye farklı ülkelerdeki hizmet süresinin, işsizlik sigortasından faydalanmak için birleştirilebileceği şeklinde yorum yapıldığı tespit edilmiştir.

Systemic wage theft has long been part of the labour migration landscape in every region of the world. Though every jurisdiction has judicial and/or administrative mechanisms to address wage claims, employers in every country can be confident that very few unpaid migrant workers will ever use those mechanisms to recover their wages. This is because the system is stacked against them at every stage in the wage claim process. This situation is not inevitable. This report provides a blueprint for improving government and court wage recovery processes for migrant workers. It draws on analysis of select, promising initiatives from around the world that demonstrate how many of the barriers that impede migrant workers’ access to justice can be overcome. These innovations shift risks and burdens of wage recovery away from workers and onto government and business, and disrupt employer expectations of impunity. The report proposes specific, evidence-based reform targets that can underpin global, national and local advocacy, and support greater coordination among a community of practice working to achieve labour justice for migrant workers.

El Pilar Europeo de Derechos Sociales (PEDS) recientemente proclamado por las instituciones comunitarias, constituye un catálogo de principios asentados en la igualdad de oportunidades y de acceso al mercado laboral, condiciones de trabajo justas y protección e inclusión sociales. Dicho Pilar configura un ordenamiento “de mínimos” que no impide a los Estados miembros establecer normas sociales más ambiciosas. Sin embargo, a nivel comunitario el PEDS no implica una ampliación de las competencias y las tareas que a la Unión le otorgan los Tratados. Uno de los vectores más representativos de los derechos sociales viene siendo, desde hace al menos medio siglo, la coordinación de los sistemas de seguridad social, no sólo desde la propia órbita de la UE, sino también desde el entorno de otros países europeos que no forman parte de la Unión, como es el caso de Suiza, que analizaremos en este trabajo en relación con el cómputo de cotizaciones respecto de la pensión (contributiva) de vejez o jubilación., The European Pillar of Social Rights (PEDS), recently proclaimed by the Community institutions, is a catalogue of principles based on equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. This Pillar forms a ‘minimum’ system which does not prevent the Member States from establishing more ambitious social standards. At Community level, however, the PEDS does not imply an extension of the competences and tasks conferred on the Union by the Treaties. One of the most representative vectors of social rights has been, for at least half a century, the coordination of social security systems, not only from the EU’s own orbit, but also from the environment of other European countries that are not part of the Union, such as Switzerland, that we will analyze in this work in relation to the calculation of contributions with respect to the (contributory) pension of old age or retirement.

El Pilar Europeo de Derechos Sociales (PEDS) recientemente proclamado por las instituciones comunitarias, constituye un catálogo de principios asentados en la igualdad de oportunidades y de acceso al mercado laboral, condiciones de trabajo justas y protección e inclusión sociales. Dicho Pilar configura un ordenamiento “de mínimos” que no impide a los Estados miembros establecer normas sociales más ambiciosas. Sin embargo, a nivel comunitario el PEDS no implica una ampliación de las competencias y las tareas que a la Unión le otorgan los Tratados. Uno de los vectores más representativos de los derechos sociales viene siendo, desde hace al menos medio siglo, la coordinación de los sistemas de seguridad social, no sólo desde la propia órbita de la UE, sino también desde el entorno de otros países europeos que no forman parte de la Unión, como es el caso de Suiza, que analizaremos en este trabajo en relación con el cómputo de cotizaciones respecto de la pensión (contributiva) de vejez o jubilación., The European Pillar of Social Rights (PEDS), recently proclaimed by the Community institutions, is a catalogue of principles based on equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. This Pillar forms a ‘minimum’ system which does not prevent the Member States from establishing more ambitious social standards. At Community level, however, the PEDS does not imply an extension of the competences and tasks conferred on the Union by the Treaties. One of the most representative vectors of social rights has been, for at least half a century, the coordination of social security systems, not only from the EU’s own orbit, but also from the environment of other European countries that are not part of the Union, such as Switzerland, that we will analyze in this work in relation to the calculation of contributions with respect to the (contributory) pension of old age or retirement.

This article examines how Malaysia has sought to improve migrant workers' welfare through the revision of its labor laws. Migrant workers' welfare in Malaysia has been hindered by the absence of social security frameworks, outdated labor laws, multiple dependence on labor intermediaries, and employers’ lack of accountability. In 2019, two labor laws were amended based on International Labor Organization standards: the Workers' Minimum Standard of Housing and Amenities Act (1990) and the Employees' Social Security Act (1969). The amendments have equalized the statutory protection between national and migrant workers, increased employers’ accountability for their migrant workers' welfare, and addressed forced labor. With this legal framework, Malaysia's migration management has been associated with better social security protection for migrant workers, which was previously absent from foreign worker policies. The legal reforms indicate the government's attempt in solving the tension in Malaysia's migration management, by ensuring balance between migrants' welfare, labor market needs, and immigration control. These observations and analysis draw upon legislations, federal government gazettes, Hansard records, official reports of intergovernmental organizations, press statements of civil society actors, online newspapers, and secondary literature.

This study responds to the need for measures to mitigate the effects of national actions to slow the spread of COVID-19. National responses are dynamic processes and thus an elusive, albeit important, object of study. The governments of most CIS countries acted promptly and decisively in countering the pandemic. The comprehensive measures have had a serious impact on citizens’ mobility and employment situation. Among the affected are millions of migrants working in the CIS. This article offers a comparative analysis, followed by synthesis, of the negative effects of the COVID-19 pandemic as seen through the prism of employment and the situation of migrant workers in the CIS. Another focus is the restriction and support measures and how they have affected migrants. A range of qualitative and quantitative data was collated on the situation of migrant workers during COVID-19 restriction in the Russian Federation and across the CIS. The findings suggest that the lack of international coordination in tackling COVID-19 has complicated the situation of migrant workers, who suffer from the closure of borders and the absence of adequate social support. The article explores problems faced by migrant workers in the current crisis and proposes measures to alleviate them.

The COVID-19 pandemic, which has swept across the globe, is a serious challenge to the Russian labour market. This article examines the consequences of COVID-19 for Russia’s Kaliningrad exclave and how its territorially isolated and lockdownaffected small labour market responds to drastic changes in employment, income, and consumption. Another question is how the immigrant-rich labour market will rebalance the supply-demand equation. Official statistics from the regional government and its subordinate bodies show that the Kaliningrad regional labour market has been severely battered by shutdown measures. This particularly applies to organisations operating in the most sensitive industries: manufacturing, hospitality, tourism, estate, transport, and warehousing. The unemployment has gone up, reaching a level above the national average; the number of vacancies is dwindling. Keeping the proportion of out-of-the-region workforce at the usual level may aggravate the situation. Although effective, the measures taken by the regional authorities seem insufficient for an isolated regional labour market.

El Pilar Europeo de Derechos Sociales (PEDS) recientemente proclamado por las instituciones comunitarias, constituye un catálogo de principios asentados en la igualdad de oportunidades y de acceso al mercado laboral, condiciones de trabajo justas y protección e inclusión sociales. Dicho Pilar configura un ordenamiento “de mínimos” que no impide a los Estados miembros establecer normas sociales más ambiciosas. Sin embargo, a nivel comunitario el PEDS no implica una ampliación de las competencias y las tareas que a la Unión le otorgan los Tratados. Uno de los vectores más representativos de los derechos sociales viene siendo, desde hace al menos medio siglo, la coordinación de los sistemas de seguridad social, no sólo desde la propia órbita de la UE, sino también desde el entorno de otros países europeos que no forman parte de la Unión, como es el caso de Suiza, que analizaremos en este trabajo en relación con el cómputo de cotizaciones respecto de la pensión (contributiva) de vejez o jubilación., The European Pillar of Social Rights (PEDS), recently proclaimed by the Community institutions, is a catalogue of principles based on equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. This Pillar forms a ‘minimum’ system which does not prevent the Member States from establishing more ambitious social standards. At Community level, however, the PEDS does not imply an extension of the competences and tasks conferred on the Union by the Treaties. One of the most representative vectors of social rights has been, for at least half a century, the coordination of social security systems, not only from the EU’s own orbit, but also from the environment of other European countries that are not part of the Union, such as Switzerland, that we will analyze in this work in relation to the calculation of contributions with respect to the (contributory) pension of old age or retirement.

El Pilar Europeo de Derechos Sociales (PEDS) recientemente proclamado por las instituciones comunitarias, constituye un catálogo de principios asentados en la igualdad de oportunidades y de acceso al mercado laboral, condiciones de trabajo justas y protección e inclusión sociales. Dicho Pilar configura un ordenamiento “de mínimos” que no impide a los Estados miembros establecer normas sociales más ambiciosas. Sin embargo, a nivel comunitario el PEDS no implica una ampliación de las competencias y las tareas que a la Unión le otorgan los Tratados. Uno de los vectores más representativos de los derechos sociales viene siendo, desde hace al menos medio siglo, la coordinación de los sistemas de seguridad social, no sólo desde la propia órbita de la UE, sino también desde el entorno de otros países europeos que no forman parte de la Unión, como es el caso de Suiza, que analizaremos en este trabajo en relación con el cómputo de cotizaciones respecto de la pensión (contributiva) de vejez o jubilación., The European Pillar of Social Rights (PEDS), recently proclaimed by the Community institutions, is a catalogue of principles based on equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. This Pillar forms a ‘minimum’ system which does not prevent the Member States from establishing more ambitious social standards. At Community level, however, the PEDS does not imply an extension of the competences and tasks conferred on the Union by the Treaties. One of the most representative vectors of social rights has been, for at least half a century, the coordination of social security systems, not only from the EU’s own orbit, but also from the environment of other European countries that are not part of the Union, such as Switzerland, that we will analyze in this work in relation to the calculation of contributions with respect to the (contributory) pension of old age or retirement.

El Pilar Europeo de Derechos Sociales (PEDS) recientemente proclamado por las instituciones comunitarias, constituye un catálogo de principios asentados en la igualdad de oportunidades y de acceso al mercado laboral, condiciones de trabajo justas y protección e inclusión sociales. Dicho Pilar configura un ordenamiento “de mínimos” que no impide a los Estados miembros establecer normas sociales más ambiciosas. Sin embargo, a nivel comunitario el PEDS no implica una ampliación de las competencias y las tareas que a la Unión le otorgan los Tratados. Uno de los vectores más representativos de los derechos sociales viene siendo, desde hace al menos medio siglo, la coordinación de los sistemas de seguridad social, no sólo desde la propia órbita de la UE, sino también desde el entorno de otros países europeos que no forman parte de la Unión, como es el caso de Suiza, que analizaremos en este trabajo en relación con el cómputo de cotizaciones respecto de la pensión (contributiva) de vejez o jubilación., The European Pillar of Social Rights (PEDS), recently proclaimed by the Community institutions, is a catalogue of principles based on equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. This Pillar forms a ‘minimum’ system which does not prevent the Member States from establishing more ambitious social standards. At Community level, however, the PEDS does not imply an extension of the competences and tasks conferred on the Union by the Treaties. One of the most representative vectors of social rights has been, for at least half a century, the coordination of social security systems, not only from the EU’s own orbit, but also from the environment of other European countries that are not part of the Union, such as Switzerland, that we will analyze in this work in relation to the calculation of contributions with respect to the (contributory) pension of old age or retirement.

Purpose This paper empirically explores the types and extent of cultural diversity strategies in Sweden, a developed economy with many migrant workers. The role of organizational culture as the context and the association with diversity strategy and the selection of international skilled migrant workers is examined. Design/methodology/approach Empirical data are collected by surveying 249 Swedish large or medium-sized firms. Cluster analysis is used to explore the configuration of organizational culture, cultural diversity strategy, and selection and development criteria. Findings We identify five clusters of organizations. Organizational culture is the main contextual factor that influence the cultural diversity strategy and HR approaches for selecting skilled migrant workers. The profile of the clusters including organizational culture diversity strategies, the selection criteria, and firm demographics is presented. The empirical results indicate that organizational culture and demographics are associated with the choice of diversity strategy and, consequently, HR processes. Originality/value This study’s main focus is on intetrnational skilled migrants, which are among empirically less-studied areas in global mobility literature. Furthermore, until now more attention has been directed toward studying the consequences of diversity than to understanding the factors that influence choice of diversity strategies and practices. This study focuses on antecedents of diversity and attempts to understand the factors that influence adoption and implementation of different cultural diversity strategies., FORTE - Dnr: 2017-00285

Using quantitative and qualitative methods, this study investigates inequalities in occupational status and wages between native-born and foreign-born employees in elderly care institutions in Sweden. It finds that employees from Africa, Asia and Latin America – the “Global South” – are disadvantaged in both respects. Combinatory explanations of the inequalities are needed. The shorter work experience of foreign-born workers in the care sector plus the lesser value given to educational credentials obtained outside Sweden are among the factors related to human capital theory. Access to less-valuable resources in the workplace social networks of foreign-born employees is related to social capital theory. The processes that result in exclusion from powerful social networks, in turn, are found to be affected by discrimination in the workplace.

Using quantitative and qualitative methods, this study investigates inequalities in occupational status and wages between native-born and foreign-born employees in elderly care institutions in Sweden. It finds that employees from Africa, Asia and Latin America – the “Global South” – are disadvantaged in both respects. Combinatory explanations of the inequalities are needed. The shorter work experience of foreign-born workers in the care sector plus the lesser value given to educational credentials obtained outside Sweden are among the factors related to human capital theory. Access to less-valuable resources in the workplace social networks of foreign-born employees is related to social capital theory. The processes that result in exclusion from powerful social networks, in turn, are found to be affected by discrimination in the workplace.

Using quantitative and qualitative methods, this study investigates inequalities in occupational status and wages between native-born and foreign-born employees in elderly care institutions in Sweden. It finds that employees from Africa, Asia and Latin America – the “Global South” – are disadvantaged in both respects. Combinatory explanations of the inequalities are needed. The shorter work experience of foreign-born workers in the care sector plus the lesser value given to educational credentials obtained outside Sweden are among the factors related to human capital theory. Access to less-valuable resources in the workplace social networks of foreign-born employees is related to social capital theory. The processes that result in exclusion from powerful social networks, in turn, are found to be affected by discrimination in the workplace.

Purpose: Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants. Design/methodology/approach: This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data. Findings: For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified. Practical implications: The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour. Originality/value: Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.

Purpose: Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants. Design/methodology/approach: This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data. Findings: For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified. Practical implications: The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour. Originality/value: Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.

Purpose: Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants. Design/methodology/approach: This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data. Findings: For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified. Practical implications: The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour. Originality/value: Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.

The large increase in Eastern European migrants entering the Dutch labour market has led to concerns about their potential claim on Dutch unemployment benefits. We use a decomposition analysis to investigate differences in uptake of unemployment benefits between migrants and native Dutch employees by analysing register data for all employees in the Netherlands in 2015. The results show that Eastern European migrants, similar to other migrants, receive unemployment benefit more often than native Dutch employees. This difference can be largely ascribed to job characteristics. The inclusion of unemployment risk in the analysis reveals that non-working migrants are much less likely to receive unemployment benefits than Dutch natives.

Since the adoption of the UN Trafficking Protocol, most of the efforts dedicated to eliminating exploitation of migrant workers have focused on human trafficking. Yet, there is limited evidence to show that this approach has been effective at reducing the scale or severity of abuses they experience. This article presents the case for increasing attention to a range of labour rights abuses falling under the category of wage theft. It considers the opportunities to shift the strategy for responding to exploitation, addressing the underlying pecuniary issues as a chief priority rather than as a matter of secondary concern. The analysis concludes that expanding engagement with the more ‘mundane’ vulnerabilities to abuse is essential to developing a pragmatic approach that enables migrants themselves to identify and denounce abuses. Interventions to prevent and remediate wage theft would contribute to better working conditions for the vast missing middle who experience more commonplace forms of abuse and help to diminish the enabling environment for severe exploitation to occur. Ensuring a more equitable distribution of wages would also redirect attention to a core issue at stake in the era of globalisation—the expansion of economic and social justice for migrant workers.

Multinational businesses are facing mounting pressure to identify and address risks of exploitation, trafficking and modern slavery in their supply chains. Digital worker reporting tools present unprecedented opportunities for lead firms to reach out directly to hard-to-reach workers for feedback on their working conditions via their mobile phone. These new technologies promise an efficient and cost-effective way to cut through the complexity of global production, gathering unmediated data on working conditions directly from workers at scale. As the market for these tools grows, this paper contextualises their emergence within the broader political economy of supply chain governance. It presents three sets of concerns about their use that must be addressed by businesses, investors, donors and governments that develop or utilise these tools. First, the quality of data gathered by these tools may be inadequate to reliably inform decision-making. Second, global brands may gather large quantities of worker data to identify legal, reputational and financial risks without addressing structural causes of exploitation or delivering outcomes for workers. Third, large scale collection of data from workers creates new risks for workers’ wellbeing and safety.