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This study develops an empirically based typology of life course regimes using data on life histories of individuals in 14 European countries from the third wave of the Survey of Health, Ageing and Retirement in Europe (SHARELIFE). The concept of life course policy serves as a theoretical basis to describe the impact of welfare state regime differences and long-term historical developments on the structure of individual employment histories. Sequence and cluster analysis are applied to generate aggregate life course indicators for the degree of labour market inclusion, the degree of career volatility and the heterogeneity of employment histories. The resulting life course regime typology is only partly consistent with commonly applied welfare state typologies. Contrary to these, the life course regime typology also reflects long-term economic and political developments in the countries under examination. Large variation exists within the ‘Conservative’ and the ‘Post-Socialist’ welfare state types with regard to the standardisation and gender inequality of careers. [ABSTRACT FROM AUTHOR]

The aim of this study was to look at the effect on employment and employee perception of career opportunities after receiving a cochlear implant. Retrospective analysis based on a patient questionnaire was conducted. Eighty patients were identified: 65 (81.3%) participated in the questionnaire. Forty-five patients (69.2%) were working prior to implant compared to 54 (83.9%) after implant. Job satisfaction rating rose from 5.56 to 6.82 following cochlear implantation. Twenty patients (30.8%) were unemployed prior to surgery while 11 (16.9%) remained unemployed post implantation. Twenty-six patients (57.7%) from the working group believed that their hearing disability had affected their career, while 18 (40%) from the same group believed that receiving the cochlear implant significantly improved their career prospects. Cochlear implantation is associated with an improved chance of being employed. It also helps with improved job satisfaction as well as improving employee perception of their career prospects. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]