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International audience; Whereas the sociology of social classes was dominant in the 1960s and 1970s, it seems today to be overshadowed by the sociology of inequality. It was argued in the 1990s that this was due to the death or the gradual disappearance of social classes. The objective of this article is not to discuss this claim as such, but rather to try to understand the causes of this transformation that has occurred over the last fifty years, and to investigate how a sociological analysis in terms of social class can still be carried out today by way of a study of inequalities. In this respect, it is necessary to connect different areas of sociology that have thus far remained quite compartmentalized-work and culture, inequalities in terms of class and integration, class, gender, and race-and to adopt new measurement instruments that allow for comparisons at the European level.; Alors que la sociologie des classes sociales était hégémonique dans les années 1960 et 1970, elle semble aujourd’hui écrasée par la sociologie des inégalités. D’aucuns ont postulé dans les années 1990 la mort ou la progressive disparition des classes sociales. L’objectif de cet article n’est pas de discuter cette thèse en tant que telle, mais plutôt d’essayer de comprendre les causes de cette transformation intervenue au cours des cinquante dernières années et de rechercher en quoi l’analyse sociologique en termes de classes sociales peut se maintenir aujourd’hui en passant par l’étude des inégalités. Il s’agit alors d’articuler des domaines de la sociologie qui étaient restés assez cloisonnés – le travail et la culture, les inégalités de classe et d’intégration, la classe, le genre et la question raciale – et de se doter de nouveaux instruments de mesure permettant des comparaisons à l’échelon européen.

Background The feminisation of the global health workforce presents a unique challenge for human resource policy and health sector reform which requires an explicit gender focus. Relatively little is known about changes in the gender composition of the health workforce and its impact on drivers of global health workforce dynamics such as wage conditions. In this article, we use a gender analysis to explore if the feminisation of the global health workforce leads to a deterioration of wage conditions in health. Methods We performed an exploratory, time series analysis of gender disaggregated WageIndicator data. We explored global gender trends, wage gaps and wage conditions over time in selected health occupations. We analysed a sample of 25 countries over 9 years between 2006 and 2014, containing data from 970,894 individuals, with 79,633 participants working in health occupations (48,282 of which reported wage data). We reported by year, country income level and health occupation grouping. Results The health workforce is feminising, particularly in lower- and upper-middle-income countries. This was associated with a wage gap for women of 26 to 36% less than men, which increased over time. In lower- and upper-middle-income countries, an increasing proportion of women in the health workforce was associated with an increasing gender wage gap and decreasing wage conditions. The gender wage gap was pronounced in both clinical and allied health professions and over lower-middle-, upper-middle- and high-income countries, although the largest gender wage gaps were seen in allied healthcare occupations in lower-middle-income countries. Conclusion These results, if a true reflection of the global health workforce, have significant implications for health policy and planning and highlight tensions between current, purely economic, framing of health workforce dynamics and the need for more extensive gender analysis. They also highlight the value of a more nuanced approach to health workforce planning that is gender sensitive, specific to countries’ levels of development, and considers specific health occupations.

Wage and Subjective Conditions Assessing Tool was designed and applied as a tool for assessing psychosocial components of job safety in a sample of 518 employees from different companies in the manufacturing sector of the Colombian Caribbean region. Reliability analysis, exploratory factor analysis and principal components analysis with VARIMAX rotation were performed. Results show acceptable internal reliability of the scale (Α = 0.898) and satisfactory adequacy of factorial matrix data (KMO = 0.888). The factorial structure was represented by 20 items staggered into five groups: wages, job security, individual, hierarchical and technical level. In conclusion confirms the instrument adequate reliability and structural stability useful for the analysis and design of programs in order to implement changes in wage and subjective conditions to achieve employee satisfaction. Copyright © 2018 International Business Information Management Association (IBIMA). Actualmente en Colombia, la persistencia de la tasa de desempleo superior al 10%, el trabajo informal, la discriminación laboral, el incumplimiento de los estándares laborales establecidos por el Gobierno, entre otros factores, han evidenciado la complejidad de los problemas asociados al mundo del trabajo y la ineficacia de los esfuerzos implementados por el Estado para superarlos. Adicional, la brecha en el conocimiento con respecto al impacto de las Condiciones Salariales y Subjetivas en la CVL es alta y los esfuerzos por reducirlos se han venido trabajando a paso lento (Chaparro Hernández & Bernal Uribe, 2007; Tuesca Molina, 2005).