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Journal articles on the topic 'Employment relationships'

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Published: 4 June 2021
Last updated: 20 February 2023

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1

Anderson, Gordon, and Earling Rasmussen. "Employment Relationships: New Zealand's Employment Relations Act." Labour History, no. 89 (2005): 259. http://dx.doi.org/10.2307/27516099.

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2

Bonamy, Joél, and NICOLE MAY. "Service and Employment Relationships." Service Industries Journal 17, no. 4 (October 1997): 544–63. http://dx.doi.org/10.1080/02642069700000034.

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3

Dannin, Ellen. "Book Review: Employment Relationships: New Zealand’s Employment Relations Act." Journal of Industrial Relations 47, no. 2 (June 2005): 248–49. http://dx.doi.org/10.1111/0022185605047002011.

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4

Janta, Hania, Lorraine Brown, Peter Lugosi, and Adele Ladkin. "Migrant relationships and tourism employment." Annals of Tourism Research 38, no. 4 (October 2011): 1322–43. http://dx.doi.org/10.1016/j.annals.2011.03.004.

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5

Paroń, Łukasz. "REGULATION OF CIVIL LAW EMPLOYMENT OR EMPLOYMENT LAW?" Roczniki Administracji i Prawa specjalny, no. XXI (December 30, 2021): 229–37. http://dx.doi.org/10.5604/01.3001.0015.6108.

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Performance of work on a basis other than an employment relationship takes various forms. Predominantly, it takes place based on civil law relationships, which are characterised by the principle of freedom of contract, which results in the possibility of freely shaping the content of any such legal relationship. However, recent years are marked by a gradual increase in regulations of employment other than based on contracts of employment, i.e. based on civil law contracts. Introducing a minimum hourly wage, limiting employment in trade on Sundays and public holidays, providing temporary work under civil law contracts or the much earlier widespread granting of employment rights to contractors in the putting-out system and, above all, granting the right to safe and hygienic working conditions to everyone who performs work justifies asking questions about future developments.
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6

Bite, Kitija. "DRUNKENNESS AS A REASON FOR TERMINATING EMPLOYMENT RELATIONSHIP AND STATE SERVICE EMPLOYMENT RELATIONSHIP." Administrative and Criminal Justice 1, no. 74 (June 30, 2016): 64. http://dx.doi.org/10.17770/acj.v1i74.2879.

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The author in the article researches alcohol as one of the reasons to terminate public service employment relationships at the State Police and employment relationships. The legislation provides different regulatory approach to alcohol intoxication as a reason for terminating the employment relationships and the legal application of this reason. In practice, detecting of alcohol intoxication and denunciation of employment relationship or retiring from the public service is problematic. The government regulations in Latvia define the inspection procedure of the influence of alcohol, narcotic, psychotropic or toxic substance, however, there is no legislative act defining the term ‘alcohol intoxication’, while it is essential in employment relationships. There are several issues that emerge from the case-law: firstly, the employer must legally differentiate alcohol intoxication from alcohol influence in order to be able to terminate the employment; secondly, the employer must legally/judicially detect and record the presence of alcohol. The author suggests to define the state of ‘alcohol intoxication’ as well as make alterations in the Labour Law giving the liberty to the employer to terminate the employment relationship in case of alcohol influence. A Chief of Public Institution should be appointed to develop An Internal Regulations Act in order to detect alcohol intoxication or influence. Such alterations in Law would allow the employer to apply disciplinary penalty or denunciation in the cases of alcohol intoxication, and would clearly define the inspection procedure for the employees upon suspicion of being present at work or public service under the influence of alcohol.
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7

Castellane, Beatrice. "Arbitration in Employment Relationships in France." Journal of International Arbitration 26, Issue 2 (April 1, 2009): 293–99. http://dx.doi.org/10.54648/joia2009015.

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French labour law mainly protects the needs of the employees and consequently takes precedence over private agreements. Bearing this in mind, arbitration is rarely used in labour disputes in France and whenever it is used, it is essentially restricted to disputes arising out of collective agreements between national or local unions of employers and national or local unions of employees.
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8

Leverentz, Andrea. "Fostering Family Relationships and Women’s Employment." International Journal for Crime, Justice and Social Democracy 9, no. 1 (February 25, 2020): 126–38. http://dx.doi.org/10.5204/ijcjsd.v9i1.1469.

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Although people in prison share some commonalities, they also face distinct issues based on who they are and where they are incarcerated. In this article, I offer suggestions regarding re-entry programs and policies for women. I frame these policies through a broader lens of intersectionality and the importance of context. People are embedded in interlocking systems of power, and experiences and positionality are shaped along multiple dimensions. Additionally, to understand criminal justice responses, we must understand the local social, political and economic contexts, as these programs may not translate across jurisdictions if local considerations are not taken into account. Just as crime and criminal justice policies are embedded in larger social worlds, so too are re-entry programs. Three policy areas are considered within this larger framework: drug courts, family reunification and employment.
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9

Chajewski, Leszek. "Agency Relationships, Embeddedness and Employment Relations." Current Sociology 55, no. 1 (January 2007): 24–40. http://dx.doi.org/10.1177/0011392107070132.

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10

Freathy, Paul, and Frank O'Connell. "Employment relationships within European airport retailing." Service Industries Journal 23, no. 4 (September 2003): 114–34. http://dx.doi.org/10.1080/02642060412331301042.

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11

McDonald, Frank. "The European Union and employment relationships." European Business Review 12, no. 4 (August 2000): 208–16. http://dx.doi.org/10.1108/09555340010372394.

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12

Neumark, David, and Deborah Reed. "Employment relationships in the new economy." Labour Economics 11, no. 1 (February 2004): 1–31. http://dx.doi.org/10.1016/s0927-5371(03)00053-8.

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13

윤애림. "Employers’ Liability in Triangular Employment Relationships." Democratic Legal Studies ll, no. 44 (November 2010): 51–86. http://dx.doi.org/10.15756/dls.2010..44.51.

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14

Cunningham, Ian, Phil James, and Pauline Dibben. "Tensions in local government employment relationships." Public Management Review 8, no. 2 (June 2006): 207–25. http://dx.doi.org/10.1080/14719030600587430.

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15

Geare, Alan, Fiona Edgar, and Ian McAndrew. "Employment relationships: ideology and HRM practice." International Journal of Human Resource Management 17, no. 7 (July 2006): 1190–208. http://dx.doi.org/10.1080/09585190600756442.

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16

Muehlberger, U., and S. Bertolini. "The organizational governance of work relationships between employment and self-employment." Socio-Economic Review 6, no. 3 (April 15, 2008): 449–72. http://dx.doi.org/10.1093/ser/mwm026.

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17

Huiskamp, Rien, and Frits Kluytmans. "Between Employment Relationships and Market Relationships: Dilemmas for HR Management." management revu 15, no. 3 (2004): 381–98. http://dx.doi.org/10.5771/0935-9915-2004-3-381.

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18

Price, Christine A., and Katherine J. Dean. "Exploring the Relationship Between Employment History and Retired Women's Social Relationships." Journal of Women & Aging 21, no. 2 (May 4, 2009): 85–98. http://dx.doi.org/10.1080/08952840902837046.

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19

Clipa, Anca-Maria, Cătălin-Ioan Clipa, Magdalena Danileț, and Andreia Gabriela Andrei. "Enhancing Sustainable Employment Relationships: An Empirical Investigation of the Influence of Trust in Employer and Subjective Value in Employment Contract Negotiations." Sustainability 11, no. 18 (September 12, 2019): 4995. http://dx.doi.org/10.3390/su11184995.

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The article presents the results of an empirical study investigating the relationships between trust in the employer, the subjective value attained in the negotiation of the employment contract, job satisfaction and employee willingness to (re)negotiate in order to maintain long-term employment relationship. The study develops a research model, based on the existing literature, and uses the partial least-squares technique, and data collected from 373 information technology professionals, to test it. The results indicate the positive effect of the employee's trust in the employer on job satisfaction and willingness to (re)negotiate. Furthermore, the subjective value perceived by the employee in the employment contract negotiation has an increased positive influence on both employee satisfaction and employee willingness to use (re)negotiation to overcome potential issues and maintain the employment relationship long term. Overall, the results of the study bring evidence about the importance of trust and the subjective value in attaining sustainable employment relationships, and therefore sustainable human resource management (HRM). The results provide valuable insights for managers committed to the development of their organizations by promoting sustainable employment relationships. The study offers to firms a ready-to-use model for promoting sustainable employment relationships in organizations operating in knowledge-intensive sectors, such as information technology (IT).
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20

Rousseau, Denise M., Violet T. Ho, and Jerald Greenberg. "I-Deals: Idiosyncratic Terms in Employment Relationships." Academy of Management Review 31, no. 4 (October 2006): 977–94. http://dx.doi.org/10.5465/amr.2006.22527470.

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21

Redpath, Lindsay, Deborah Hurst, and Kay Devine. "Knowledge workers, managers, and contingent employment relationships." Personnel Review 38, no. 1 (December 26, 2008): 74–89. http://dx.doi.org/10.1108/00483480910920723.

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22

Abraham, Martin, and Bernhard Prosch. "LONG-TERM EMPLOYMENT RELATIONSHIPS BY CREDIBLE COMMITMENTS." Rationality and Society 12, no. 3 (August 2000): 283–306. http://dx.doi.org/10.1177/104346300012003002.

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23

Kosters, Marvin H. "New employment relationships and the labor market." Journal of Labor Research 18, no. 4 (December 1997): 551–59. http://dx.doi.org/10.1007/s12122-997-1022-7.

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24

Grzeszczyk, Michał. "Discrimination in Employment Relationships Due to Criminality." Studia Iuridica Lublinensia 25, no. 4 (June 5, 2017): 61. http://dx.doi.org/10.17951/sil.2016.25.4.61.

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25

Wouters, Mathias. "The classification of employment relationships in Belgium." European Labour Law Journal 10, no. 3 (September 2019): 198–218. http://dx.doi.org/10.1177/2031952519864196.

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This chapter provides an overview of the characteristics of the Belgian employment contract and, in particular, of the concept of ‘subordination’. After having painted a picture of what differentiates an employment contract from a contract for services, it, subsequently, assesses the classification of certain specific examples, such as self-employed persons with only one client. The role of economic dependency in the classification of working relationships is discussed by using these examples. The chapter furthermore emphasises the strong binary divide between employment and self-employment. It goes into more detail on the country’s collective bargaining mechanisms for false and genuine self-employed workers. After having described the Belgian take on identifying the ‘employing entity’, the chapter finishes off by outlining the contemporary debate on the reform of the Belgian classification mechanisms.
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26

Davidov, Guy. "Joint Employer Status in Triangular Employment Relationships." British Journal of Industrial Relations 42, no. 4 (December 2004): 727–46. http://dx.doi.org/10.1111/j.1467-8543.2004.00338.x.

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27

Rincon-Roldan, Francisco, and Alvaro Lopez-Cabrales. "The impact of employment relationships on firm sustainability." Employee Relations: The International Journal 44, no. 2 (October 13, 2021): 386–406. http://dx.doi.org/10.1108/er-12-2020-0522.

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PurposeThe aim of this study was to analyse the influence of different employment relationships (ERs) on the sustainability results of cooperatives. The authors approached the type of ER comparing the inducements offered by the firm with the contributions that the manager expects from employees. In this way, the authors study how the orientation toward the employment relationship influences the economic, social and environmental sustainability of the firm.Design/methodology/approachThis article presents a theoretical and empirical research model about the relationship between ERs and sustainability. The necessary information was obtained through a questionnaire that was completed by the human resource (HR) managers and chief executive officers (CEOs) of 124 cooperative companies, and structural equation modelling was applied to evaluate the relationships between the proposed constructs, using the partial least squares technique (PLS-SEM).FindingsThe obtained results suggest that mutual investment and overinvestment ERs favour economic, social and environmental sustainability, whereas quasi spot contract and underinvestment ERs have a negative influence on all three types of sustainability. Therefore, it is confirmed that the type of ER adopted can condition the sustainability of the company, either favouring or worsening it.Originality/valueThis work contributes to covering the lack of studies about which ERs impact the sustainability of organisations, and it provides information on the role of ERs in the search for a more sustainable organisation, demonstrating that the type of employment relationship developed by the firm has a relevant impact on its sustainability.
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28

Yamada, Taigou, Ken Okutani, and Naoki Hayashi. "A-177 Relationship between Subjective Well-Being and Interpersonal Relationships in the sheltered workshop." Archives of Clinical Neuropsychology 37, no. 6 (August 17, 2022): 1333. http://dx.doi.org/10.1093/arclin/acac060.177.

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Abstract Objective: The purpose of this study was to examine the influence of social participation on subjective well-being, especially among those who used employment support facilities, based on the understanding of subjective well-being in inpatient and psychiatric day care settings. Methods: Subjects were clinically stable individuals diagnosed with endogenous psychosis. A total of 40 individuals were hospitalized (n=14), in psychiatric day care (n=10), or in a supportive employment facility (n=16). There were 18 women. The Japanese version of the Short Version of the Subjective Well-being Scale under Antipsychotic Treatment (SWNS-J) was used to assess subjective well-being. The Brief Psychiatric Symptom Rating Scale (BPRS) was used to assess the severity of psychiatric symptoms. The WHO DAS2.0 Japanese version (WHODAS2.0) was used for the social life assessment scale. Spearman's rank correlation was used for statistical analysis. Results: The SWNS-J scores for subjective well-being were 75.7 (standard deviation=21.2) for inpatient, 71.2 (±22.6) for psychiatric day care, and 68.2 (±15.3) for employment support facilities. In employment support facilities, relatively low correlations were found between the SWNS-J and the WHODAS2.0 sub-items such as "understanding and communication," "independence," "self-care," and "daily life (family)," especially in interpersonal relationships (getting along with others: ρ = -0.65, P < 0.01) was significantly correlated with the SWNS-J. Conculsion: The results suggest that it is important for occupational therapists to be aware of some daily stressors in interpersonal interactions when working with people in employment support facilities, and to give appropriate consideration to these stressors.
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29

Capece, Jesse. "Community Supervision and Employment." ANNALS of the American Academy of Political and Social Science 701, no. 1 (May 2022): 61–75. http://dx.doi.org/10.1177/00027162221112565.

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Evidence suggests that steady employment is a key component in reducing the likelihood that people under community supervision will return to prison. Largely unexplored, however, is the extent to which employment outcomes and self-perceptions of employability among people under community supervision are affected by stipulations mandated upon release from prison. These stipulations include measures like visits with a probation office, court appearances, or drug and mental health treatments. This article review research on the relationship between the stipulations of community supervision and employment outcomes. It presents evidence from a new study that explores relationships between release stipulations, probation officer support, feelings of employability, and employment outcomes. The new evidence suggests that there is a negative relationship between community supervision and employment outcomes and perceptions of employability. I argue for alternative policies that could productively reshape community supervision.
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30

Peng, Yisheng, Xiaohong (Violet) Xu, Steve M. Jex, and Yiwei Chen. "The Roles of Job-Related Psychosocial Factors and Work Meaningfulness in Promoting Nurses’ Bridge Employment Intentions." Journal of Career Development 47, no. 6 (January 20, 2019): 701–16. http://dx.doi.org/10.1177/0894845318824666.

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This study examined the relationships between preretirement job-related psychosocial factors (i.e., generativity opportunities, workplace incivility, and relational job crafting) and older workers’ bridge employment intentions, as well as the mechanism (i.e., work meaningfulness) underlying these relationships. A sample of 384 nurses who were 50 years old or older was used to test the hypothesized relationships. The results indicated that workplace incivility and relational job crafting, but not generativity opportunities, were significantly and directly related to bridge employment intentions. The associations of workplace incivility and relational job crafting with bridge employment intentions were partially mediated by work meaningfulness, and the relationship between generativity opportunities and bridge employment intentions was fully mediated by work meaningfulness. Implications of these findings and future directions were discussed.
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31

Lekston, Mariusz. "Public Law Aspects in the Employment of University Teachers in the Light of the Act: Law on Higher Education and Science." Studia z zakresu Prawa Pracy i Polityki Społecznej 27, no. 4 (2020): 281–92. http://dx.doi.org/10.4467/25444654spp.20.026.12613.

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In spite of its obligation-based nature, the contractual employment relationship of university teachers still has some properties that make it similar to the structure of a public law service relationship. Here, the specificity of the employment of university teachers is determined by the elements of content of their employment relationship that are closely linked to the realisation of the government’s duties related to science and higher education. The different employment status of university teachers is in fact a heterogeneous solution, where the obligation-based nature of the employment relationship is complemented with elements that are characteristic for public law service relationships.
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32

Rogacka-Łukasik, Anna. "DO THE PROVISIONS REGULATING THE TERMS OF EMPLOYMENT OF POSTED WORKERS, AS MANDATORY PROVISIONS, ENSURE THE PROTECTION OF THE EMPLOYEE?" Roczniki Administracji i Prawa specjalny, no. XXI (December 30, 2021): 545–61. http://dx.doi.org/10.5604/01.3001.0015.6196.

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All employment relationships, including strictly employment relationships, may be related to the legal areas of two or more countries, which raises the question of the law applicable to a specific legal relationship. The Rome I Regulation has a key importance in determining the applicable law to which the employment relationship is to be subjected. In this respect, the decree of Art. 8 of the Regulation has a fundamental importance, which was analyzed in the first part of this publication. However, the mechanism according to which the lex labori will be corrected by the provisions forcing their application, the issues of which are presented later in the publication, should be distinguished from the scheme presented in the above-mentioned regulation. According to the EU legislator, one of the matters of employment relationships regulated by such provisions is the standardization of the terms and conditions of employment of employees posted to perform work in the territory of a European Union Member State. Answers to the question whether it is appropriate to assign a nature of the rules enforcing its application provisions to this regulation (concerning the terms and conditions of employment of posted workers) has been made at the end of this publication.
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33

McHugh, Richard P., Michael A. Hepburn, and Vanessa M. Walts. "Application of Code Section 409A to Employment Relationships: Tax Law Meets Employment Law." Compensation & Benefits Review 40, no. 1 (January 2008): 19–27. http://dx.doi.org/10.1177/0886368707312137.

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34

Potgieter, Willem, Chantal Olckers, and Lukas Ehlers. "Development of a measure for perceived employment relationship quality (PERQ)." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (February 19, 2019): 165–89. http://dx.doi.org/10.25159/2520-3223/5877.

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Studies have shown that employees react negatively towards negative supervisory behaviour. Therefore, a questionnaire that could measure the quality of various aspects of the employment relationship could be a useful tool for managing and promoting healthy employment relationships. In the light of this, the aim of this study was to develop a questionnaire that measured the perceived quality of the employment relationship from the employee’s perspective. A quantitative cross-sectional survey was conducted on a non-probability convenience sample of 248 employees from various organisations and sectors in South Africa. Although a 39-item questionnaire was developed across four theoretical dimensions, namely trust, fairness, good faith and justice, the analysis revealed that only two dimensions, labelled social factors and compliance factors and measured by 20 items, were sufficient to measure the desired construct. This questionnaire, which measures the perceived employment relationship quality, could be used as a diagnostic tool by management and HR professionals to determine the state of supervisory relationships in an organisation, and to address any problems brought to the fore, thereby avoiding turnover costs related to negative workplace relationships.
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35

Muryanti, Muryanti. "Dilemma of the Kinship and Formality Relationship between Employer and Domestic Worker in Yogyakarta, Indonesia." KOMUNITAS: International Journal of Indonesian Society and Culture 7, no. 2 (June 3, 2015): 191–214. http://dx.doi.org/10.15294/komunitas.v7i2.4586.

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Labor relations between employers and domestic workers is one of the very old form of relationship that is influenced by cultural and social development of society. The purpose of this study to determine the forms of employment relationships of kinship and formal working relationships and form working relationships between them are preferred by employers in Yogyakarta. The theory used in this study uses the concept of patron-client (Scott, 1985) and patriarchy (Delaney, 2005) to explain the two forms of the employment relationship in the domestic sphere. This research used post-positivist paradigm with mixed methods, quantitative and qualitative (Guba & Lincoln, 1997). The results showed kinship relationships occur in household domestic worker, working full time and living in the employers home. Formal relationship occurs in the working relationship of domestic workers work part time (fill-in), a special work as pramurukti and/ baby sitter. Generally, employers prefer that is kinship relationship because of the perspective domestic worker are part of the family. In contrast, domestic worker prefer to work part-time, work-specific and do not live in private homes because more wages and freely in the work. Employers and domestic workers have individual rationality in determining the form of employment relationship. In fact, kinship relationships wane and increasing the quantity of formal relations, characterized by the use of part-time domestic worker are increasingly numerous. In essence, kinship relationships and have in common that formal work status and low wages.
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36

Novak, Jeanne A., Patricia M. Rogan, and David M. Mank. "Supported Employment and Social Relationships in the Workplace." Journal of Vocational Rehabilitation 35, no. 3 (2011): 193–95. http://dx.doi.org/10.3233/jvr-2011-0571.

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37

Kārkliņa, Annija. "Restriction of Competition After Termination of Employment Relationships." Journal of the University of Latvia. Law 14 (2021): 158–82. http://dx.doi.org/10.22364/jull.14.10.

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The article analyses a legal instrument of restriction on competition after termination of employment relationships. The Labour Law of the Republic of Latvia (hereinafter – Labour Law) governs the restriction on professional activity under Articles 84 and 85. The article views the goal of restriction on competition, agreement forms, validity preconditions, including notions of professional activity and adequate compensation, term of restrictions, applicability preconditions, legal framework of responsibility where the restriction has been violated and reinforcements of liability. The article also outlines parties’ rights to unilateral withdrawal from an agreement to restrict competition. with the applied research methods include analytic method (by analysing the legislation and case law), comparative method (comparing regulation of competition restriction in different Member States of the European Union), and an insight was provided into development of regulation of restriction on competition by virtue of historical method.
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38

Pickering, Lloyd E., and Alexander T. Vazsonyi. "The Impact of Adolescent Employment on Family Relationships." Journal of Adolescent Research 17, no. 2 (March 2002): 196–218. http://dx.doi.org/10.1177/0743558402172006.

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39

Diaz, Ana Maria. "Informal Referrals, Employment, and Wages: Seeking Causal Relationships." LABOUR 26, no. 1 (January 31, 2012): 1–30. http://dx.doi.org/10.1111/j.1467-9914.2011.00540.x.

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40

Smith, Vicki. "Employment Relationships: New Models of White-Collar Work." Contemporary Sociology: A Journal of Reviews 38, no. 4 (July 2009): 376–77. http://dx.doi.org/10.1177/009430610903800451.

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41

Atkinson, Carol. "Building high performance employment relationships in small firms." Employee Relations 29, no. 5 (August 21, 2007): 506–19. http://dx.doi.org/10.1108/01425450710776317.

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42

Arneson, Justin J., Paul R. Sackett, and Adam S. Beatty. "Ability-Performance Relationships in Education and Employment Settings." Psychological Science 22, no. 10 (September 19, 2011): 1336–42. http://dx.doi.org/10.1177/0956797611417004.

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43

Dencker, John C., and Chichun Fang. "Rent Seeking and the Transformation of Employment Relationships." American Sociological Review 81, no. 3 (April 28, 2016): 467–87. http://dx.doi.org/10.1177/0003122416642419.

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44

Hogler, Raymond L. "Transforming employment relationships: Implications for human resource management." Human Resource Management Review 6, no. 1 (March 1996): 75–88. http://dx.doi.org/10.1016/s1053-4822(96)90005-4.

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45

Buch, Robert, Bård Kuvaas, and Anders Dysvik. "Dual support in contract workers' triangular employment relationships." Journal of Vocational Behavior 77, no. 1 (August 2010): 93–103. http://dx.doi.org/10.1016/j.jvb.2010.02.009.

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46

Biggane, Jonathan E., David G. Allen, and Lumina S. Albert. "The role of positive illusions in employment relationships." Human Resource Management Review 26, no. 3 (September 2016): 270–81. http://dx.doi.org/10.1016/j.hrmr.2016.03.003.

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47

Poruban, Andrej, and Karol Krajčo. "DIVISION OF ONE EMPLOYMENT CONTRACT BETWEEN TWO EMPLOYERS." Sociálno-ekonomická revue 19, no. 1 (March 31, 2021): 46–51. http://dx.doi.org/10.52665/ser20210105.

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The paper deals with the possibility of division of rights and obligations arising from employment contracts for one employee for several employment relationships part-time. The conclusion of the pre-contractual process in employment relations is the conclusion of an employment contract, which establishes an employment relationship. Within it, one undertakes to perform dependent work for pay for the other. It is a socio-economic relationship, because its nature is not only property but also personal, not only in the sense of personal performance of work. By including the employee in the organizational structure of the employer, a close personal bond is established, which activates a whole range of subjective rights and legal obligations of the subjects of employment.
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48

Panteli, Niki, Andriana Rapti, and Dora Scholarios. "‘If He Just Knew Who We Were’: Microworkers’ Emerging Bonds of Attachment in a Fragmented Employment Relationship." Work, Employment and Society 34, no. 3 (January 27, 2020): 476–94. http://dx.doi.org/10.1177/0950017019897872.

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Using the lens of attachment, we explore microworkers’ views of their employment relationship. Microwork comprises short-term, task-focused exchanges with large numbers of end-users (requesters), implying transitory and transactional relationships. Other key parties, however, include the platform which digitally meditates worker–requester relationships and the online microworker community. We explore the nature of attachment with these parties and the implications for microworkers’ employment experiences. Using data from a workers’ campaign directed at Amazon Mechanical Turk and CEO Jeff Bezos, we demonstrate multiple, dynamic bonds – primarily acquiescence and instrumental bonds – towards requesters and the platform, and identification with the online community. Microworkers also expressed dedication towards the platform. We consider how attachment buffers the exploitative employment relationship and how community bonds mobilise collective worker voice.
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49

Buch, Robert, Bård Kuvaas, Lynn Shore, and Anders Dysvik. "Once bitten, twice shy? Past breach and present exchange relationships." Journal of Managerial Psychology 29, no. 8 (November 4, 2014): 938–52. http://dx.doi.org/10.1108/jmp-08-2012-0246.

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Purpose – The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to uncover moderating influences of perceived organizational support (POS). Design/methodology/approach – Data were obtained from a cross-lagged sample of 314 employees in Norway. Hierarchical moderated regression analysis was used to test the hypotheses. Findings – The authors found a positive relationship between previous employer's psychological contract breach and economic exchange with the current employer, and a negative relationship between previous employer's psychological breach and social exchange with the current employer. The authors also found that POS from the current employer attenuates the positive association between previous employer's breach and economic exchange with the current employer. Research limitations/implications – The data were cross-lagged, so causal inferences should be made with caution. Practical implications – Managers should be aware that past employment experiences may relate to present employment exchange relationships. In addition, POS from current employer may serve to counterbalance the “carry over” effects of past employment experiences. Social implications – In light of the present global economic climate, increasing POS among employees could decrease the likelihood that they assume that the employment relationship constitutes an economic exchange relationship. Originality/value – This study contributes to a more complete understanding of factors that shape employees’ relationships with their organization. Furthermore, this study suggests a way by which organizations can repair damages incurred by previous employer's psychological contract breach.
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50

Senčur Peček, Darja, Sandra Laleta, and Karla Kotulovski. "Ugovorni odnosi u vezi s privremenim agencijskim radom." Zbornik Pravnog fakulteta Sveučilišta u Rijeci 40, no. 3 (2020): 1101–27. http://dx.doi.org/10.30925/zpfsr.40.3.6.

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This article analyses the contractual relationships concerning temporary agency work: specificities of the employment contract between the agency (as an employer) and worker; contractual relationship between agency and the user undertaking and the factual relationship between the user and agency workers. Concerning the employment relationship between the agency and worker, the analysis focuses on the fact that only legal subject that fulfils specific conditions can operate as an agency; further, on the duration of the employment relationship, the workplace, rights and the termination of the employment relationship. Despite the fact that the agency and the user conclude the commercial contract, those contractual parties are limited by the labour law rules that are the object of the analysis in this article. Thirdly, the article deals with the relationship between the agency worker and user, that is not formalized by the conclusion of the contract, but regulated by the labour legislation, that prescribes the workers’ rights and its impact on the user’s stable workers’ rights. The authors analyse the mentioned contractual relationships as regulated in Croatian and Slovenian labour law, as well as by EU law, giving the examples of good practice used in some European countries.
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