The gendered consequences of the COVID-19 lockdown on unpaid work in Swiss dual earner couples with children.

This article assesses the gendered impact of COVID-19 measures on changes in time that Swiss dual earner couples spent on unpaid work during the pandemic, focusing on families with children. Overcoming some of the methodological shortcomings of previous studies, high-quality representative panel data allow us to examine the change in time invested in housework and childcare before and during the pandemic, and test theoretical assumptions as to the mechanisms underlying the observed patterns. Gender inequalities are explained by the couple's work division prior to, and at the onset of, the pandemic and interpreted in the light of key theoretical approaches (economics of the family, bargaining and time availability, doing gender). Our results imply that in particular changes in the time availability of the partner are relevant for changes in time spent on housework, while in case of care work, the own time availability matters more. Moreover, we also found that the respondents' economic bargaining power within the couple matters both for housework and care work. Finally, the implemented COVID-19 measures neither led to an increase in patriarchal power structures nor did they foster an increase in equality for unpaid work among women and men. Instead, the results show that changes in time availability due to short-time, remote or overtime working schemes determined changes in time spent on unpaid care to a larger extent than gender alone.

A systematic literature review of how and whether social media data can complement traditional survey data to study public opinion.

In this article, we review existing research on the complementarity of social media data and survey data for the study of public opinion. We start by situating our review in the extensive literature (N = 187) about the uses, challenges, and frameworks related to the use of social media for studying public opinion. Based on 187 relevant articles (141 empirical and 46 theoretical) - we identify within the 141 empircal ones six main research approaches concerning the complementarity of both data sources. Results show that the biggest share of the research has focused on how social media can be used to confirm survey findings, especially for election predictions. The main contribution of our review is to detail and classify other growing complementarity approaches, such as comparing both data sources on a given phenomenon, using survey measures as a proxy in social media research, enriching surveys with SMD, recruiting individuals on social media to conduct a second survey phase, and generating new insight on "old" or "under-investigated" topics or theories using SMD. We discuss the advantages and disadvantages associated with each of these approaches in relation to four main research purposes, namely the improvement of validity, sustainability, reliability, and interpretability. We conclude by discussing some limitations of our study and highlighting future paths for research.

Loneliness and Mental Health During the COVID-19 Pandemic: A Study Among Dutch Older Adults.

OBJECTIVES: With the spread of COVID-19, the Netherlands implemented a policy to keep citizens physically distanced. We hypothesize that consequent reduction in the frequency of social contacts, personal losses, and the experience of general threats in society reduced well-being. METHODS: Data were collected from 1,679 Dutch community-dwelling participants aged 65-102 years comprising a longitudinal online panel. Social and emotional loneliness and mental health were measured in May 2020, that is, 2 months after the implementation of the measures, and earlier in October and November 2019. RESULTS: In this pandemic, the loneliness of older people increased, but mental health remained roughly stable. The policy measures for physical distancing did not cause much social isolation but personal losses, worries about the pandemic, and a decline in trust in societal institutions were associated with increased mental health problems and especially emotional loneliness. DISCUSSION: The consequences of long-term social isolation and well-being must be closely monitored.

The social integration of lesbians, gay men and bisexuals: Exploring the role of the municipal context.

This paper examines possible differences between lesbians, gay men and bisexuals (LGBs) compared to heterosexuals with respect to their integration into the residential neighbourhood. By means of a multi-level analysis, we examine if there is a gap in social integration between LGBs compared to heterosexuals, and if so, to what extent municipality characteristics can account for variations in this gap. Specifically, we test a cultural hypothesis (i.e., how liberal or conservative the cultural climate is) and a social hypothesis (i.e., how large the share of LGBs is). In total, we analyse 7,320 LGBs and 114,298 heterosexual respondents from four pooled waves of the Dutch Safety Monitor (2012-2015). We link these individual level data to an external survey, which allows the measurement of the cultural climate in each municipality. Overall, we found little evidence that there is an integration gap between LGBs and heterosexuals in the Netherlands as a whole. We find some support for the social hypothesis and no support for the cultural hypothesis. The analyses highlight the particular role of Amsterdam. While both heterosexuals and LGBs are less integrated in Amsterdam compared to less urbanized areas, this is more so the case for heterosexuals. The social integration among LGBs does not drop as sharply as it does among heterosexuals, suggesting that LGBs also benefit socially from living in Amsterdam.

Does migration 'pay off' for foreign-born migrant health workers? An exploratory analysis using the global WageIndicator dataset.

BACKGROUND: This study used the global WageIndicator web survey to answer the following research questions: (RQ1) What are the migration patterns of health workers? (RQ2) What are the personal and occupational drivers of migration? (RQ3) Are foreign-born migrant health workers discriminated against in their destination countries? METHODS: Of the unweighted data collected in 2006-2014 from health workers aged 15-64 in paid employment, 7.9 % were on migrants (N = 44,394; 36 countries). To answer RQ1, binary logistic regression models were applied to the full sample. To answer RQ2, binary logistic regression was used to compare data on migrants with that on native respondents from the same source countries, a condition met by only four African countries (N = 890) and five Latin American countries (N = 6356). To answer RQ3, a multilevel analysis was applied to the full sample to take into account the nested structure of the data (N = 33,765 individual observations nested within 31 countries). RESULTS: RQ1: 57 % migrated to a country where the same language is spoken, 33 % migrated to neighbouring countries and 21 % migrated to former colonizing countries. Women and nurses migrated to neighbouring countries, nurses and older and highly educated workers to former colonizing countries and highly educated health workers and medical doctors to countries that have a language match. RQ2: In the African countries, nurses more often out-migrated compared to other health workers; in the Latin American countries, this is the case for doctors. Out-migrated health workers earn more and work fewer hours than comparable workers in source countries, but only Latin American health workers reported a higher level of life satisfaction. RQ3: We did not detect discrimination against migrants with respect to wages and occupational status. However, there seems to be a small wage premium for the group of migrants in other healthcare occupations. Except doctors, migrant health workers reported a lower level of life satisfaction. CONCLUSIONS: Migration generally seems to 'pay off' in terms of work and labour conditions, although accrued benefits are not equal for all cadres, regions and routes. Because the WageIndicator survey is a voluntary survey, these findings are exploratory rather than representative.

Should I stay or should I go? The impact of working time and wages on retention in the health workforce.

BACKGROUND: Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee's intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee's intention to stay. METHODS: Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee's intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects. RESULTS: Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees' intention to stay. These findings hold for all three countries, for a variety of health occupations. CONCLUSIONS: When following a policy of wage increases, attention to the issues of working time-including overtime hours, working part-time, and commuting time-and wage satisfaction are suitable strategies in managing health workforce retention.