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Journal articles on the topic 'Hiring contract'
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1
Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (December 2018): 408. http://dx.doi.org/10.1051/odfen/2018096.
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Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.
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Mynyo, Mykola. "EVOLUTION OF HIRING CONTRACT IN ANCIENT ROME." Visnyk of the Lviv University. Series Law, no. 59 (June 20, 2014): 102–7. http://dx.doi.org/10.30970/vla.2014.59.316.
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Mynyo, Mykola. "THE HIRING IN ROMAN LAW AS A CONSENSUAL CONTRACT." Visnyk of the Lviv University. Series Law, no. 60 (September 4, 2014): 91–96. http://dx.doi.org/10.30970/vla.2014.60.276.
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Brown, Jason L., Patrick R. Martin, Donald V. Moser, and Roberto A. Weber. "The Consequences of Hiring Lower-Wage Workers in an Incomplete-Contract Environment." Accounting Review 90, no. 3 (October 1, 2014): 941–66. http://dx.doi.org/10.2308/accr-50959.
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ABSTRACT Firms frequently attempt to increase profits by replacing some existing workers with new lower-wage workers. However, this strategy may be ineffective in an incomplete-contract environment because the new workers may provide lower effort in response to their lower wages, and hiring new lower-wage workers may damage the remaining original workers' reciprocal relationship with the firm. We conduct an experiment to examine this issue and find that when new lower-wage workers become available, firms hire them to replace original higher-wage workers and pay the new workers lower wages. However, these lower wages do not improve firm profit because the decision to hire new lower-wage workers causes both the new and remaining workers to provide lower effort. Moreover, hiring lower-wage workers reduces new workers' payoffs and, thus, decreases social welfare. These unintended consequences suggest that firms should consider both the wage savings and the potential costs when deciding whether to replace some workers with new lower-wage workers. We discuss the implications of our findings for contract design, hiring practices, and managerial accountants.
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Schneider, Mary Ellen. "Contract Must Detail All Responsibilities When Hiring Physician Extender Personnel." Internal Medicine News 39, no. 20 (October 2006): 56. http://dx.doi.org/10.1016/s1097-8690(06)74396-7.
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Karasheva, Z. T., and A. B. Omarova. "Development of the Institution of an Employment Contract and Its Delimitation from the Contract for the Provision of Paid Services in the Republic of Kazakhstan." Juridical science and practice 17, no. 1 (May 24, 2021): 89–95. http://dx.doi.org/10.25205/2542-0410-2021-17-1-89-95.
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The article deals with the concept and distinctive features of an employment contract, which resulted in separating such a contract from hiring and other civil contracts in the Republic of Kazakhstan (personal performance by an employee of work on a certain qualification, specialty, profession or position, compliance with the rules of internal labor regulations, etc.). The civil law contract of paid services generates a civil, rather than a labour relationship, and the person to render services under this civil law contract (contractor) has no rights and guarantees provided for by the Labour code of the Republic of Kazakhstan (annual leave with the average income, the payment of benefits for temporary disability, the inclusion of these activities in employment records, etc.).
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Ginès i Fabrellas, Anna. "The zero-hour contract in platform work. Should we ban it or embrace it?" IDP Revista de Internet Derecho y Política, no. 28 (February 17, 2019): 29–43. http://dx.doi.org/10.7238/idp.v0i28.3176.
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The aim of the paper is to analyze the zero-hour contract in the context of platform work; specifically, the risks and opportunities of this type of provision of services. In the context of the sharing economy and gig-economy, there have emerged multiple App-based companies that have significantly altered the way in which services are provided. Companies like Uber, Lift, Taskrabbit, Deriveroo, Glovo or Amazon Mechanical Turk have introduced new forms of work that have altered the boundaries of Labor Law. The model of these companies is the division of their production into microtasks, the externalization of their entire production to a wide number of independent contractors through an App or webpage and the hiring of each service on-demand. As a result, new technologies have allowed these companies to avoid hiring workers and to provide their services entirely through self-employed workers. This hiring on-demand implies the use, de facto, of the zero-hour contract, as platform workers are not subject to a specific working time regime, having absolute liberty to determine, not only their schedule, but also their working time and, even, their willingness to work. In this context, the aim of the paper is to analyze the zero-hour scheme in the context of platform work. The final objective of the paper is to determine, from a lege ferenda perspective, if jurisdictions should introduce this type of contract to promote the business model used by digital platforms or, on the contrary, if they should ban it.
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Batool, Amreen, and Yungcheol Byun. "Reduction of Online Fraudulent Activities in Freelancing Sites Using Blockchain and Biometric." Electronics 11, no. 5 (March 3, 2022): 789. http://dx.doi.org/10.3390/electronics11050789.
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Digital freelancing refers to hiring potential employees to work on specific projects on a contract basis by organizations, companies, and individuals. Existing freelancing systems are based on client-server models and managed in a centralized way. Centralized freelancing systems are originating several issues: lack of trust, payment delays, central control over all operations, less reliability, online frauds, and lack of fairness. Hence, we propose a decentralized freelancing system based on blockchain and biometrics. Blockchain in the freelancing system makes contracts decentralized, and no one can control the interaction and deals between buyers and sellers. Biometric signatures on smart contracts in the freelancing system enhance the authenticity and validity of agreements between buyers and sellers. Our decentralized freelancing system is an online web-based platform based on blockchain and biometrics and built on Python. It makes the interaction and deals between buyers and sellers via the innovative approach of smart contracts. The proposed work illustrates the development, implementation, and functionalities of the freelancing system, such as registration as buyer or seller, logging in to the system, posting a job, bidding on jobs, hiring process, finalizing deals with smart contracts having a biometric signature of both parties and distributing smart contracts among all stakeholders via blockchain. Our system proves the fairness, clarity, security, and reliability in all processes of posting and hiring without the involvement of any central management authority.
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Feng, Shanfei, and Trichy V. Krishnan. "Series of successive B2B contracts: impact on contract length and rental rate." Journal of Business & Industrial Marketing 34, no. 7 (August 5, 2019): 1570–79. http://dx.doi.org/10.1108/jbim-01-2019-0023.
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Purpose Companies in the B2B service sector often sign a series of successive contracts instead of one long contract with their vendors. Economic researchers have shown how the lengths of stand-alone contracts are influenced by economic factors such as asset specificity and economic volatility, but have not researched into contracts that are part of a continuous series. The purpose of this study was to explore if being a part of a series of contracts influences the length of the focal contract and the rental rate. Design/methodology/approach The authors use data collected from the oil drilling industry to empirically test their hypotheses. The data set consists of 2,621 contracts involving jack-up rig hiring in the Gulf of Mexico region. Findings The authors empirically show that the series duration affects both the length and rental rate of each constituent contract, even after considering all other plausible economic factors. Specifically, the duration of a series has a positive effect on the length and a negative effect on the rental rate of the constituent contract. Originality/value Although contract length is as vital as the rent in B2B service transactions, it is rather unfortunate that marketing scholars have not researched much into this topic. The findings offer a new insight into the forces that shape the B2B service contracts and thus help the B2B managers make a better decision in service contracts.
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Mulders, Jaap Oude. "EMPLOYERS’ AGE-RELATED NORMS, STEREOTYPES, AND AGEIST PREFERENCES IN EMPLOYMENT." Innovation in Aging 3, Supplement_1 (November 2019): S570. http://dx.doi.org/10.1093/geroni/igz038.2109.
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Abstract Social norms about retirement timing and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers’ ageist preferences. Analyzing 2017 survey data from 960 Dutch employers, I study effects of employers’ retirement age norms and age-related stereotypes on their preferences for younger or older workers in three employment decisions: (1) hiring a new employee; (2) offering training; and (3) offering a permanent contract. Higher retirement age norms are related to lower preferences for younger workers in all employment decisions. More positive views about older workers’ soft qualities (such as reliability), but not about hard qualities (such as physical capacities), lead to managers being more favourable towards older workers for hiring and training, but not providing a permanent contract. The results show how ageist preferences of high-level organisational actors can influence outcomes in different employment decisions at the organisational level.
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Wang, Fuxi, Bernard Gan, Yanyuan Cheng, Lin Peng, Jiaojiao Feng, Liquian Yang, and Yiheng Xi. "China’s Employment Contract Law: Does it deliver employment security?" Economic and Labour Relations Review 30, no. 1 (February 7, 2019): 99–119. http://dx.doi.org/10.1177/1035304619827758.
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During its transition to a market economy, structural inequalities became increasingly apparent across China’s workforce, threatening social harmony. China’s 2008 Employment Contract Law, legislated amid policy debate, was intended to remedy these phenomena. We examine a crucial element of its remit: has its promotion of continuing contracts as against fixed-term employment contracts been effective? This is crucial for improving workers’ rights through secure employment. How have employers responded to this challenge to their prerogatives in terms of hiring and firing? We analysed data from 2007 and 2012 drawn from All-China Federation of Trade Unions surveys, which cover approximately 80,000 individuals. Using institutional theory, we discuss a variety of employer responses. We find that the Employment Contract Law has increased the likelihood of signing continuing contracts among migrant workers, employees in privately owned enterprises, and those with lower professional titles and who are short-term employees – all disadvantaged labour market categories previously. It has also significantly narrowed gaps regarding access to continuing contracts between these categories and matched advantaged ones. There is also evidence that some employers seek to avoid or sidestep compliance through cost-minimising worker engagement strategies. JEL Codes: J41, J53, K31
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Oude Mulders, Jaap. "Employers’ age-related norms, stereotypes and ageist preferences in employment." International Journal of Manpower 41, no. 5 (November 27, 2019): 523–34. http://dx.doi.org/10.1108/ijm-10-2018-0358.
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Purpose Social norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers’ ageist preferences. The purpose of this paper is to study the effects of employers’ retirement age norms and age-related stereotypes on their preferences for younger or older workers in three types of employment practices: hiring a new employee; offering training; and offering a permanent contract. Design/methodology/approach Survey data from 960 Dutch employers from 2017 are analysed to study employers’ preferences for younger or older workers. Effects of organisations’ and managers’ characteristics, retirement age norms and stereotypes are estimated with multinomial logistic regression analyses. Findings Many employers have a strong preference for younger workers, especially when hiring a new employee, while preferences for older workers are highly uncommon. Higher retirement age norms of employers are related to a lower preference for younger workers in all employment decisions. When employers are more positive about older workers’ soft qualities (such as reliability and social skills), but not about their hard qualities (such as their physical capacity and willingness to learn), they rate older workers relatively more favourable for hiring and offering training, but not for providing a permanent contract. Originality/value This is one of the first studies to estimate the effects of retirement age norms and age-related stereotypes on ageist preferences for a diverse set of employment practices.
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Abdullaeva, Dilfuza. "Some issues of the procedure on making a labour contract and hiring to work." ACADEMICIA: An International Multidisciplinary Research Journal 11, no. 9 (2021): 1065–70. http://dx.doi.org/10.5958/2249-7137.2021.02045.0.
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De Carvalho, Luciani Coimbra, and Leonardo Chaves De Carvalho. "CONTRATAÇÕES EMERGENCIAIS: ANÁLISE DA VISÃO DO TRIBUNAL DE CONTAS DA UNIÃO / EMERGENCY HIRINGS: ANALYSIS OF THE VISION OF THE FEDERAL COURT OF ACCOUNTS." Revista da Faculdade de Direito UFPR 59, no. 1 (April 30, 2014): 7. http://dx.doi.org/10.5380/rfdufpr.v59i1.36363.
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O presente artigo é resultado da pesquisa “Gestão de contratos: uma visão do TCU sobre as principais irregularidades que atingem à execução dos contratos” e aborda os critérios utilizados pelo Tribunal de Contas da União na análise da contratação direta realizada pela Administração Pública, especificamente os contratos celebrados com fulcro na dispensa do procedimento licitatório prevista no artigo 24, inciso IV, da Lei n.º 8666, de 21 de junho de 1993 (Lei de licitações e contratos), que trata da possibilidade de se dispensar a licitação devido a uma situação emergencial. A pesquisa é documental exploratória, quantitativa e qualitativa e tem por base a legislação, a doutrina e a jurisprudência do Tribunal de Contas da União. Para se atingir os objetivos foram levantados, comparados e analisados os acórdãos do Tribunal de Contas da União emitidos no período de 2009-2012 sobre o tema. Posteriormente foram selecionados os critérios utilizados pelo TCU na análise dos contratos emergenciais com a finalidade de se compreender os requisitos que autorizam a contratação direta por emergência, bem como as principais irregularidades praticadas pelos administradores e as justificativas por eles oferecidas. PALAVRAS-CHAVEContratação direta. Contratos administrativos. Dispensa de Licitação. Emergência. Gestão de contratos. ABSTRACTThis article is the result of the research "Contract Management: a vision of TCU on major irregularities affecting the execution of contracts" and discusses the criteria used by the Federal Court of Accounts on the analysis of direct hiring held by the Public Administration, specifically those contracts with the fulcrum in the dispense of the bidding process envisaged on article 24, item IV of the Law n.º 8666 of June 21, 1993 (Law of bids and contracts), which deals with the possibility to waive the bid due to an emergency situation. The research is documental exploratory, quantitative and qualitative, and has its base on the legislation, doctrine and jurisprudence of The Federal Court of Accounts. To achieve the objectives were raised, compared and analyzed the judgments of the Federal Court of Accounts issued in the period of 2009-2012 on the subject. Subsequently were selected the criteria used by TCU in the analysis of emergency contracts with the purpose of understanding the requirements that allow direct hiring for emergency as well the major irregularities practiced by administrators and how they tried to justify their acts. KEYWORDSAdministrative contracts. Contract management. Direct hiring. Dispense of bidding. Emergency.
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Pierskalla, Jan H., and Audrey Sacks. "Personnel Politics: Elections, Clientelistic Competition and Teacher Hiring in Indonesia." British Journal of Political Science 50, no. 4 (February 1, 2019): 1283–305. http://dx.doi.org/10.1017/s0007123418000601.
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AbstractWhat is the effect of increased electoral competition on patronage politics? If programmatic appeals are not credible, institutional reforms that move politics from an elite- to a mass-focused and more competitive environment increase patronage efforts. This leads to an overall surge and notable spike in discretionary state hiring in election years. The study tests this prediction in the context of Indonesia’s decentralized education sector. The authors exploit the exogenous phasing in and timing of elections in Indonesian districts for causal identification. They find evidence of election-related increases in the number of contract teachers on local payrolls and increases in civil service teacher certifications, which dramatically increases salaries. These effects are particularly pronounced for districts in which the former authoritarian ruling party is in competition with new entrants.
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Palomino, Frédéric, and Eloïc Peyrache. "Internal versus external CEO choice and the structure of compensation contracts." Journal of Financial and Quantitative Analysis 48, no. 4 (August 2013): 1301–31. http://dx.doi.org/10.1017/s0022109013000434.
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AbstractAny firm choosing a chief executive officer (CEO) faces a double problem: candidate selection and choice of a compensation scheme. We derive sufficient conditions where the unique optimal compensation scheme is a capped-bonus contract in a pure moral-hazard environment, while equity is used when the firm also faces adverse selection. Then, we provide a rationale for the simultaneous increases in CEO pay, use of equity in compensation, and external hiring of CEOs. Our results are consistent with empirical evidence that shows externally hired CEOs earn more than those internally hired and that externally hired CEOs get a higher fraction of their compensation equity based.
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Gajjar, Dhaval, Jake Smithwick, and Kenneth Sullivan. "Improving Janitorial Contract Performance with Facility Management Performance Scorecards." Journal of Facility Management Education and Research 2, no. 1 (January 1, 2018): 26–34. http://dx.doi.org/10.22361/jfmer/94925.
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ABSTRACT Facility Manager (FM) role requires expertise in various aspects of facility maintenance. Due to the diverse job functions as an FM, outsourcing and hiring external vendors is a common practice in the industry to gain additional expertise. Since a facility manager oversees the external vendor's contract and the performance of the external vendor directly affects the quality of a facility, the FM's performance is ultimately related to the performance of the outsourcing company. Hence, it is critical to measure performance and the quality of the services provided by the outsourcing company. One of the FM's at a corporation (XYZ Corporation) was faced with a challenge of low performance and poor quality on their outsourced janitorial contract. The literature review revealed that there has been very little research done with regard to outsourcing of the janitorial contract. In order to address the challenge of XYZ Corporation a performance measurement model was implemented using performance Scorecards at XYZ Corporation for janitorial contracts. The Scorecard was developed based on the previous experience of the FM group, the researchers and the specific areas targeted by XYZ Corporation that were part of janitorial vendors responsibility. This paper presents the impact of the performance measurement model on the quality and performance of the janitorial vendor and its expansion to other outsourcing contractors based on the lessons learned from the janitorial contracts. The study revealed that the implementation of a performance measurement model resulted in an overall improvement of the performance of janitorial vendor and the contractors.
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Takeuchi, Tsuguhito. "Three Old Tibetan contracts in the Sven Hedin collection." Bulletin of the School of Oriental and African Studies 57, no. 3 (October 1994): 576–87. http://dx.doi.org/10.1017/s0041977x00008910.
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Among the Tibetan texts in the Sven Hedin Collection now preserved in the Ethnographical Museum (Folkens Museum), Stockholm, there are three documents which are considered to belong to the Old Tibetan period. Their photos were first published in Bailey (1973), together with comments on a few Khotanese-related words, the texts being numbered Hedin 1, 2 and 3. But since then, they have not been paid due attention. In May 1990, I was able to examine these three manuscripts by courtesy of the Folkens Museum and Professor Staffan Rosén, secretary of the Hedin Collection.On examination, I realized that all three texts are contracts, but of different kinds: that is, Hedin 1 is a sale contract, Hedin 2 a loan contract, and Hedin 3 a contract of hiring. Each exemplifies one of the three major types of Old Tibetan contract. Although different in kind, they show a close resemblance in both form and content: they are written on paper of similar size and quality. The left edge of each document is torn off in a similar way, but my attempts to join them together showed that they were not likely to have formed one piece. Paleographically, the three texts are written in similar styles, though apparently by different hands. They also have in common somenames of the persons concerned (cf. §IV). All these shared features clearly suggest that these three texts, even though they were not originally one, belong to the same period and location.
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Leung, Ming D. "Learning to Hire? Hiring as a Dynamic Experiential Learning Process in an Online Market for Contract Labor." Management Science 64, no. 12 (December 2018): 5651–68. http://dx.doi.org/10.1287/mnsc.2017.2871.
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Kim, Sung Soo, Donghoon Shin, Heather C. Vough, Patricia Faison Hewlin, and Christian Vandenberghe. "How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment." Human Relations 71, no. 10 (February 13, 2018): 1319–47. http://dx.doi.org/10.1177/0018726717743310.
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Do individuals with callings perform better than those without? Why or why not? There are not clear answers to these questions in the literature. Using a social exchange framework, we posit an intervening process between callings and job performance, focusing on the role of organizational commitment and ideological contract fulfillment – the degree to which organizations live up to their ideological promises. Specifically, individuals with callings will be more committed to their organization, and this commitment, in turn, leads to job performance. Further, this relationship of calling to job performance through commitment will be attenuated when employees perceive under-fulfillment of ideological contract. We found support for these hypotheses across three studies that utilized self- or supervisor-rated performance data from a non-profit organization and multiple for-profit organizations. Interestingly, while the relationship between commitment and performance did depend on fulfillment of the ideological psychological contract, contrary to our prediction, the calling-commitment relationship was not attenuated by under-fulfillment of ideological contract. Our findings deepen our understanding of the organizational implications of callings from a social exchange-based perspective. This study further informs practitioners as to hiring and motivating individuals with a calling.
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Pérez Niño, Helena. "Migrant workers into contract farmers: processes of labour mobilization in colonial and contemporary Mozambique." Africa 87, no. 1 (January 27, 2017): 79–99. http://dx.doi.org/10.1017/s000197201600070x.
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AbstractAs contract farming gains ground as a form of agricultural production in Southern Africa, there is growing interest in its effects on patterns of investment and production as well as in its potential to provide small farmers with access to export markets. However, the relation between contract farming and the region's long history of labour migration has largely escaped analysts and scholars working on Southern Africa. This article traces the changing livelihoods of those who experienced the demise of the migrant labour system and displacement during the civil war, and who now engage in contract farming in Angónia, a densely populated district in Tete Province, central Mozambique. In the decades since the end of the war, contract farming thrived among former migrants with access to land and few alternative sources of income and employment. If historical labour migration from Angónia involved attempts by employers to externalize the responsibility for social reproduction onto households, contract farming amounts to the internalization by households of the opportunities, risks and tensions involved in the production of high-value export commodities. By analysing farmers’ accounts of producing under contract and linking this to their households’ longer histories of labour mobilization, this article sheds light on people's experiences of working for wages, working on their own account and hiring workers, as households became the new sites of commodity production.
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Kuzmina, E. Yu, and I. V. Soklakova. "OUTSOURCING AS AN EFFECTIVE FORM OF RECRUITMENT." Scientific Journal ECONOMIC SYSTEMS 13, no. 2 (2020): 111–18. http://dx.doi.org/10.29030/2309-2076-2020-13-2-111-118.
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This article discusses the possibilities of using modern organization outsourcing in the field of HR. The article analyzes the company’s ability to attract temporary specialists. The example of a production company shows the influence of various factors on the recruitment of personnel, such as seasonal demand, the actions of competitors, the needs of the company itself in specialists of different profiles. The advantages and disadvantages of using outsourcing are highlighted. The effectiveness of outsourcing practices in hiring staff is proved. It is emphasized that such important goals of outsourcing are achieved as improving the quality of goods and services, increasing the financial stability of the enterprise while maintaining its core activities. Self-employment creates additional risks associated with non-compliance with professional qualifications, lack of necessary experience, and unfair performance of official duties. The comparison of budgets for self-employment and outsourcing, which take into account the additional costs of finding and hiring temporary employees, as well as their training, concludes that it is profitable to attract temporary employees, if it is possible to conclude an outsourcing contract. But in terms of reducing costs and oversupply of the labor market, it is possible to hire on their own, since this does not require additional training of temporary staff, the salary Fund and payments to the budget will decrease, and the lack of requirements for high qualification of the necessary workers will significantly simplify their search and hiring.
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Huberman, Michael. "Invisible Handshakes in Lancashire: Cotton Spinning in the First Half of the Nineteenth Century." Journal of Economic History 46, no. 4 (December 1986): 987–98. http://dx.doi.org/10.1017/s0022050700050671.
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In Lancashire cotton spinning in the heyday of laissez-faire capitalism the labor market did not operate as an auction market. Evidence on piece-rate flexibility, length of tenure, and seniority is consistent with Okun's contract approach. Both workers and firms incurred initial set-up costs. Workers wanted to protect their initial investments in training, and firms, faced with a labor supply that varied in reliability and regularity, had a desire to cover initial hiring and tryout costs. The need to maintain long-term attachments had implications for wage and employment adjustment and the age structure of the labor force.
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De Marco, Giuseppe, and Giovanni Immordino. "Reciprocity in the Principal–Multiple Agent Model." B.E. Journal of Theoretical Economics 14, no. 1 (January 1, 2014): 445–82. http://dx.doi.org/10.1515/bejte-2013-0022.
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AbstractThis paper studies how incentives are affected by intention-based reciprocity preferences when the principal hires many agents. Our results describe the set of agents’ sensitivities to reciprocity required to sustain a given strategy profile. We also show that hiring reciprocal agents to implement a first- or a second-best contract will always benefit the principal if the strategy profile is symmetric. Instead, when the profile (first or second best) is asymmetric the principal’s interest might be better served by self-interested agents. We conclude the paper by clarifying when symmetric profiles are most likely to arise.
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Ingerson, Lynley, and Michael L. Naraine. "Through the Hoop: Understanding the Person-Job-Organization-Environment Fit Theory to Attract Sport Managers to a New NBA Franchise." Case Studies in Sport Management 8, S1 (January 1, 2019): S7—S14. http://dx.doi.org/10.1123/cssm.2019-0001.
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This case study explores the elements of fit between individuals, job opportunities, an NBA franchise, and its environment. Developing the right job descriptions for attracting a talented team of sport managers to Buffalo, who are capable of managing the highly competitive Buffalo Braves basketball franchise, is fundamental to getting the fit right. The focus of this case includes exploring motives and rewards for the various management roles devised, understanding the concept of ‘fit’ in hiring talented and innovative sport managers, developing clear responsibilities, and effectively aligning the expectations within a psychological contract between each new management role and organization at the Buffalo Braves.
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Constable, Marianne. "The Facts of Law." PMLA/Publications of the Modern Language Association of America 134, no. 5 (October 2019): 1121–28. http://dx.doi.org/10.1632/pmla.2019.134.5.1121.
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In Crippled America: How to make America great again (2015), Donald J. Trump writes, “The most important lesson is this—Stand behind your word, and make sure your word stands up'” His next paragraph begins, “I don't make promises I can't keep.” Trump seems to align his word with his promises here, but he immediately follows “I don't make promises I can't keep” with “I don't make threats without following through. Don't ever make the mistake of thinking you can bully me. My business partners and employees know that my word is as good as any contract—and that better go for the other side's word as well” (138). The “word” that “stands up” and “behind” which Trump stands is a weapon of defense against bullying. It is a threat by “me” (Trump) against “you” should your word turn out not to be, like Trump's word, “as good as any contract.” Even if Trump does not explicitly invoke the slang usage of “contract” (i.e., hiring an assassin to kill someone), he “follow[s] through” on his threats against “the other side,” whose word had “better” be as good as his.
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Shaffer, Leigh S., and Jacqueline M. Zalewski. "Career Advising in a VUCA Environment." NACADA Journal 31, no. 1 (March 1, 2011): 64–74. http://dx.doi.org/10.12930/0271-9517-31.1.64.
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Recent developments in the knowledge-driven, postindustrial economy have radically affected college students' prospects for entering and completing successful careers. In this volatile, uncertain, complex, and ambiguous (VUCA) environment, fewer organizations find profitability in hiring, training, and retaining workers. Over the last 20 years, traditional careers, with lifelong security and opportunities for financial success, have been systematically replaced by a contract with workers who maintain their own employability. In addition, college degrees no longer assure graduates of having marketable knowledge and skills, and so traditional career advising yields limited results in a VUCA environment. This is the first in a series of articles outlining a human capital approach to career advising that addresses the challenges of a VUCA environment.
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Michaelis, Christian, and Robin Busse. "Regional Disparities in the Training Market: Opportunities for Adolescents to Obtain a Company-Based Training Place Depending on Regional Training Market Conditions." International Journal for Research in Vocational Education and Training 8, no. 1 (April 19, 2021): 87–114. http://dx.doi.org/10.13152/ijrvet.8.1.5.
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Context: Due to limited geographical mobility, opportunities for adolescents interested in company-based training are primarily dependent on regional training offers. Competition for company-based training among adolescents varies regionally, and thus, the chance to obtain a training contract varies as well. In this article, we investigate the opportunities for adolescents to obtain company-based training depending on regional training market conditions. We assume that the advantages of obtaining a company-based training place exist in areas of decreased competition among interested adolescents. However, the question is whether those advantages will differ between adolescents depending on characteristics such as school achievement, socioeconomic status or migration background. Furthermore, we assume that, above all, market-induced ease-of-access to company-based training exists for occupations that face hiring challenges and indicates less occupational attractiveness.Methods: The transition from school (after 9th and 10th grade) to company-based training is analysed using data from the German National Educational Panel Study (NEPS, starting cohort 4). This dataset is merged with the official regional training market data regarding local supply and demand ratio for training places (called "SDR") in the dual system of Vocational Education and Training in Germany. Logistic regressions are used to predict the probabilities of obtaining a training place. The focus lies on the interaction effects between SDR and adolescents’ education-related characteristics (school certificates and grade point average), socioeconomic characteristics and migration backgrounds. Subgroup-specific analyses of different clusters of hiring challenges for trainee occupations are used to examine whether these effects are valid for all occupations.Findings: The results confirm regional differences in obtaining a training place depending on the SDR. Here, applicant hierarchies according to educational achievement continue to exist if competition for company-based training among adolescents decreases. Beneficiaries are better-qualified adolescents with poorer GPAs. SDR hardly influences social disparities. However, the advantages of obtaining a company-based training place primarily exist for training occupations with hiring challenges when competition for company-based training among adolescents decreases. These occupations have a significantly lower occupational prestige (ISEI-08) compared to occupations with fewer hiring challenges.Conclusion: The results make it clear that market-induced ease-of-access to company-based training is not necessarily an advantage. Because the findings indicate that the advantages pertain mainly to low-prestige occupations, it can be assumed that career-path disadvantages can arise down the road. Future studies should investigate this in more differentiated ways.
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Botes, Anri. "The History of Labour Hire in Namibia: A Lesson for South Africa." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 16, no. 1 (April 26, 2017): 505. http://dx.doi.org/10.17159/1727-3781/2013/v16i1a2320.
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Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1)(j) of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current strides in Namibia cannot be ignored.
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Harun, Nurfarahin, Noraliza Mohamad Ali, and Nur Layali Mohd Ali Khan. "An experimental measure of Malaysia’s gig workers using labour force survey1." Statistical Journal of the IAOS 36, no. 4 (November 25, 2020): 969–77. http://dx.doi.org/10.3233/sji-200749.
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With the increase in the labour supply and the labour market imbalances globally, a notable increase is witnessed in the number of temporary employments as well as flexible arrangement in employment. This new development coupled with technological advancement create opportunity for flexible work through digital platforms, and the emergence of a new term in employment – the “gig” employment. Examples of gig workers are ‘independent contractors’, ‘consultants’, or ‘contract professor’, which are working only to complete a task for specific time and specific payment, with no work connection with their hiring institution once the contract ends. In the meantime, digitalisation has created more opportunities for individuals to engage in gig employment for income generation. The rise of the gig workers calls for new initiatives in human resource development policy as they continue to play important roles in employment creation, production and income generation. From this study, a total of 218 occupations were identified as gig works which offered flexible working hours, flexible workplace and with or without digital presence. This study attempts to measure the gig workers in Malaysia using Labour Force Survey to gauge sociodemographic profiles of this new group of employment.
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Câmara, Murielle C. G. R., Kleber Cavalcanti Nobrega, and Thereza A. B. S. Santos. "Customer service orientation on adhesion contracts." Independent Journal of Management & Production 9, no. 1 (March 2, 2018): 060. http://dx.doi.org/10.14807/ijmp.v9i1.347.
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Hiring a service is a moment of great importance once it builds the perception of the service value and quality. Some companies may deal with that, assuming a greater importance when elaborating their service contracts. Usually law professional people elaborate these documents, but this may include legal attributes, not considering the service to the customers, as well as the customers’ point of view. In times of increasing on customer focus, market and service orientation, a question can be posted: to what extent company contracts show service or customer orientation? This paper compares the service orientation degree for Cable TV contracts from five companies, based on a theoretical model developed to this purpose. From a conceptual model for servant contract, four dimensions were assessed: physical aspects, reasonableness, intelligibility and customer focus. After subject evaluation by eight judges, analyzing the validation index (CVI), it was found that the contracts show moderate orientation to serve. Furthermore, results show that the five surveyed company’s contracts showed a similar overall performance, i.e., none stood out over the other. The study presents important practical efficacy, because it can guide the Cable TV companies to adopt improvement strategies in elaboration of contracts, so that the contractual instruments be would reviewed of clauses that promote the sensation of better service to their customer. Thus, this article directs the manager to the aspect that deserves more attention, i.e, which dimensions require further refinement and direction to serve
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Al-Salamah, Muhammad. "Temporary Workforce Planning with Firm Contracts: A Model and a Simulated Annealing Heuristic." Mathematical Problems in Engineering 2011 (2011): 1–18. http://dx.doi.org/10.1155/2011/209693.
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The aim of this paper is to introduce a model for temporary staffing when temporary employment is managed by firm contracts and to propose a simulated annealing-based method to solve the model. Temporary employment is a policy frequently used to adjust the working hour capacity to fluctuating demand. Temporary workforce planning models have been unnecessarily simplified to account for only periodic hiring and laying off; a company can review its workforce requirement every period and make hire-fire decisions accordingly, usually with a layoff cost. We present a more realistic temporary workforce planning model that assumes a firm contract between the worker and the company, which can extend to several periods. The model assumes the traditional constraints, such as inventory balance constraints, worker availability, and labor hour mix. The costs are the inventory holding cost, training cost of the temporary workers, and the backorder cost. The mixed integer model developed for this case has been found to be difficult to solve even for small problem sizes; therefore, a simulated annealing algorithm is proposed to solve the mixed integer model. The performance of the SA algorithm is compared with the CPLEX solution.
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Dridi, Moez. "La fonction du ʿakkām dans la caravane des pèlerins : un métier méconnu, à la lumière d’un document légal mamelouk inédit." Arabica 63, no. 1-2 (February 29, 2016): 118–47. http://dx.doi.org/10.1163/15700585-12341383.
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While pilgrimage is a cultural obligation, it sometimes appears to be a political and commercial institution that requires a complex organization. In this legal document which dates back to the Mamluk era, and ratified in the month of raǧab, of the year 827/ June 1424, we are talking about a caravaneer, called here ʿakkām, whose task is to accompany a pilgrim who departed from Cairo to go to Mecca, and who in front of witnesses, committed himself to meticulously accomplish some described tasks. This single document, which is a professional commitment of great interest, enlightens us on the organization of the pilgrimage caravans and it informs us about the hiring of the guides in charge of ensuring a good trip. The juridical structure of this document raises the question of his status: a contract or just a simple engagement within a profession guild?
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Chernykh, N. V. "Self-Employed Labor — A New Form of Atypical Employment?" Actual Problems of Russian Law 16, no. 12 (November 22, 2021): 98–108. http://dx.doi.org/10.17803/1994-1471.2021.133.12.098-108.
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The paper raises the problem of the status of self-employment in the context of referring self-employment to the forms of exercising citizens’ right to freely choose their type of activity, analyzes the development of legislation regulating the self-employed. The author highlights uncertainty in the issue of classifying a self-employed as a subject of entrepreneurial activity. The paper examines the problem of the possible use of self-employment to bypass labor legislation in terms of hiring workers under an employment contract. The author dwells on her stance concerning the need to include norms on self-employed citizens in the RF Law of 19.04.1991 No. 1032-1 “On Employment in the Russian Federation”. With regard to the social security of the self-employed, the author concludes that in the process of improving the legislation, the self-employed should take some intermediate position between the employee under an employment contract, provided by all types of compulsory social insurance in accordance with federal legislation, and a business entity that receives such insurance upon voluntary entry in social insurance relations. Otherwise, non-inclusion of a fairly wide range of self-employed population in relations with the pension scheme and social insurance will lead to instability of their legal status in the future.
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Helfenstein, Aline Cristina, Douglas Fernando Batista Neis, Elielza Camargo Souza, Flávia Regina Alves de Hungria Folador, Marlene Valério dos Santos Arenas, and Valmir Batista Prestes de Souza. "Rising of Regional Development Proposed by Complementary Law 123/2006 in Bidding: Comparing Bidding From Two Towns in the Southern Cone of the State of Rondônia - Brazil." International Journal of Business Administration 11, no. 5 (August 14, 2020): 10. http://dx.doi.org/10.5430/ijba.v11n5p10.
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This study was intended to assess whether the bidding notices of Cerejeiras and Cabixi had put regional development foward, under the terms of Complementary Law 123/2006. The research is exploratory, quantitative, with a longitudinal cut, based on the bidding notices from the health and education departments, which were carried out in 2017 and 2018, extracted from transparency portals of the studied towns. The notices were organized and classified in a table, identifying each one of the items covered by the Complementary Law, comparing them with the law and what is contained in the notices. It was checked that the city halls apparently have little knowledge or clarification about the application of the law, since its public notices establish more tiebreakers criteria for Micro and Small Enterprises (MSEs) than other benefits allowed by law. It was also observed that the provided parts by law are not used. The construction contract notices did not provide for the subcontracting of MSEs. Most notices presented the preference for hiring local and regional companies incorrectly. There were no notices with quotas for the exclusive supply of MSEs in bids for goods of a divisible nature. In addition, it was noted that public agents from these towns need training related to the topic to apply the law and thus foster regional development correctly. Most notices presented the preference for hiring local and regional companies incorrectly. There were no notices with quotas for the exclusive supply of MSEs in bidding for goods of a divisible nature. In addition, it was noted that the towns need training related to the topic to apply the law and thus foster regional development correctly.
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Ferraz, Renato Ribeiro Nogueira, Anna Sofia Costa Neri, Estela Capelas Barbosa, and Marcus Vinícius Cesso da Silva. "Implementing apportionment strategy to identify costs in a multidisciplinary clinic." Einstein (São Paulo) 15, no. 2 (June 2017): 206–11. http://dx.doi.org/10.1590/s1679-45082017gs3759.
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ABSTRACT Objective To present the implementation of an apportionment strategy proportional to the productive areas of a multidisciplinary clinic, defining the minimum values to be passed monthly to health professionals who work there. Methods A study of the clinic structure was carried out, in which the area of occupation of each service was defined. Later the cost was prorated, allocating a value to each room, proportional to the space occupied. Results The apportionment implementation allowed the clinic managers to visualize the cost of each room, providing a value base for formation of a minimum amount necessary to be passed monthly to each professional, as a form of payment for rent of using their facilities. Conclusion The risk of financial loss of the clinic was minimized due to variation of its productivity, as well as the conditions of transference at the time of hiring by professionals were clear, promoting greater confidence and safety in contract relations.
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Auer, Elena M., Tara S. Behrend, Andrew B. Collmus, Richard N. Landers, and Ahleah F. Miles. "Pay for performance, satisfaction and retention in longitudinal crowdsourced research." PLOS ONE 16, no. 1 (January 20, 2021): e0245460. http://dx.doi.org/10.1371/journal.pone.0245460.
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In the social and cognitive sciences, crowdsourcing provides up to half of all research participants. Despite this popularity, researchers typically do not conceptualize participants accurately, as gig-economy worker-participants. Applying theories of employee motivation and the psychological contract between employees and employers, we hypothesized that pay and pay raises would drive worker-participant satisfaction, performance, and retention in a longitudinal study. In an experiment hiring 359 Amazon Mechanical Turk Workers, we found that initial pay, relative increase of pay over time, and overall pay did not have substantial influence on subsequent performance. However, pay significantly predicted participants' perceived choice, justice perceptions, and attrition. Given this, we conclude that worker-participants are particularly vulnerable to exploitation, having relatively low power to negotiate pay. Results of this study suggest that researchers wishing to crowdsource research participants using MTurk might not face practical dangers such as decreased performance as a result of lower pay, but they must recognize an ethical obligation to treat Workers fairly.
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Filipova, Nadya. "The State and the Bulgarians Temporarily Working in Libya in the 1970s." Istoriya-History 29, no. 1 (January 20, 2021): 83–98. http://dx.doi.org/10.53656/his2021-1-5-libi.
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The publication examines the policy of the Bulgarian state towards the Bulgarian specialists working in Libya and the reactions of the employees to the regulatory norms and circumstances. The increase in the number of Bulgarians aspiring to work in Libya is analyzed in the context of the legal and socio-economic conditions in Bulgaria, the contract clauses for hiring, and their application in practice in addition to the growing needs and possibilities of the Libyan state to hire qualified personnel. The forms of control of the Bulgarian state towards the Bulgarians working abroad, and the attempts to protect their interests, and to create a propitious living environment are studied. The behavior of Bulgarians in Libya is presented in the context of the general conditions for residence and work in Libya. The research is based on archival sources of the Ministries of Foreign Affairs and Foreign Trade of Bulgaria for the Cold War period and on an unprocessed file of the Bulgarian Communist Party archive.
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Służewska, Zuzanna. "D. 7,4,29 A IN IURE CESSIO USUSFRUCTUS DOMINO PROPRIETATIS." Zeszyty Prawnicze 6, no. 2 (June 22, 2017): 57. http://dx.doi.org/10.21697/zp.2006.6.2.04.
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D. 7,4,29 and in iure cessio ususfructus domino proprietatisSummaryThe problem discussed in my article concerns the non-transferability of the usufruct right and a remedy for this non-transferibility that consisted in the possibility of selling or hiring the usufruct to third parties. The usufruct as being servitus personarum was strictly attached to the person of usufructuary and could not be validly transferred to third parties. In iure cessio ususfructus could be done exclusively toward the bare owner, inwhich case the right of usufruct was extinguished through consolidationwith the property right, but not in favor of the third parties (Gai. 2,30; D. 23,3,66; I. 2,4,3). Nevertheless usufructuary could dispose his right on the contractual level and grant the enjoyment of the usufruct to otherpersons on the basis of the contract of sale or hire or donation orprecarium (such a contract could be validly stipulated until the death ofusufructuary in which moment the usufruct right was always extinguishedthrough the consolidation with the property right).In all cases mentioned above the usufructuary retained his right which was not extinguished by non usus since it was possible to recognize a purchaser, a hirer, a donee and any other person authorized by usufructuary as exercising this right in the name of the usufructuary. Even though that person who was enjoying the right of usufruct subsequently sold or hired it to another person the right of usufruct did not extinguish because any other person to whom a person authorized by usufructuary granted the enjoyment of the usufruct was still exercising this right in the name of the actual usufructuary.The particular case of such contract made by the usufructuary was analyzed by Pomponius in D. 7,4,29pr.-1: the owner of the land has rented it from the usufructuary and then sold it without reserving the right of usufruct. In this case, even though the vendor pays the rent to the usufructuary (the bare owner is liable to the usufructuary for quanti interfuit) the righ of usufruct is lost because the purchaser would have held the land in his own name, not that of the usufructuary. Similarly in case in which the bare owner purchased the usufruct from the usufructuary and then sold it to another person, the usufructuary lost his right since the buyer could not be deemed recognized as exercising this right in the name of the usufructuary.We can thus note that the effects of selling or hiring the usufruct to the bare owner were in fact very close to the effect of in iure cessio ususfructus domino proprietatis - the usufructuary lost his right and the bare owner could dispose his property without any limitations. The formal difference concerned the moment in which the right of usufruct was extinguished. In case of in iure cessio ususfructus domino proprietatis it was extinguished through the consolidation with the property in the moment in which the usufructuary ceased his right toward the bare owner. In case of selling or hiring this right to the bare owner, theoretically the usufructuary retained his usufruct until this owner dispose his property to third person in his own name (without reserving the existing usufruct), but in fact since the moment he sold or hired his right to the owner he lost the possibility of exercising his right and the owner could dispose his property as if it was not limited by any existing servitude. Such a solution did not cause any damage to the usufructuary (in both cases he was paid by the owner an economical value of his right) and at the same time it became possible to avoid the maintaining of limitations of one’s property and to protect the person who bought the thing from the owner without being informed ofthe existence of any servitude.
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Torrano Montalvo, Fermín, Iván Fernández-Suárez, and María Botey. "Influence of contracting conditions on absenteeism." Anales de Psicología 36, no. 3 (August 5, 2020): 503–11. http://dx.doi.org/10.6018/analesps.371201.
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El propósito de esta investigación es analizar las relaciones entre las condiciones de contratación y el absentismo laboral en una muestra de 5524 trabajadores, con el fin de identificar qué segmentos (por tipo de contrato y jornada, tiempo contratado, antigüedad en la empresa y bajas por enfermedad ocurridas en los tres últimos años) están más relacionados con la posibilidad de sufrir un proceso de enfermedad en el año 2017. Se realizaron análisis descriptivos, la prueba chi-cuadrado para tablas de contingencia con dos muestras independientes y los árboles de decisión, basados en el algoritmo CHAID (Chi-squared Automatic Interaction Detection), para detectar las variables más importantes en la identificación de perfiles con una mayor probabilidad de sufrir una incapacidad temporal. Los resultados ponen de manifiesto la existencia de diferencias entre las variables estudiadas. Se considera la modalidad de contratación un factor de riesgo importante del absentismo laboral. The purpose of this research is to analyze the relationship between hiring conditions and work absenteeism in a sample of 5.524 workers in order to identify which segments (by type of contract and workday, time hired, seniority in the company and sick leaves occurred in the last three years) are more related to the possibility of suffering a disease process in 2017. Descriptive analyzes, the chi-square test for contingency tables with two independent samples, and the decision trees based on the CHAID algorithm (Chi-squared Automatic Interaction Detection) were carried out to detect the most important variables in the identification of profiles with a greater probability of suffering a temporary disability. The results show the existence of differences between the variables studied. The hiring modality is considered an important risk factor for work absenteeism.
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Costa, Sandra, and Pedro Neves. "It is your fault! How blame attributions of breach predict employees’ reactions." Journal of Managerial Psychology 32, no. 7 (September 11, 2017): 470–83. http://dx.doi.org/10.1108/jmp-01-2017-0023.
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Purpose Using insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’ attitudes (affective organizational commitment) and behaviors (organizational citizenship behavior (OCB)). The purpose of this paper is to understand whether employees’ reactions depend on the attributions they make concerning who is responsible for the breach. Design/methodology/approach Cross-lagged design in which data were collected from 220 employees and their supervisors in a public company at two times. Moderated mediation was tested using the bootstrapping analysis outlined by Hayes (2012). Findings The results supported the authors’ predictions: employees’ blame attributions to the organization have a negative impact on OCBs (as rated by supervisors in time 2) through decreased affective organizational commitment, but blame attributions to the economic context act as a buffer to the relationship between blame attributions to organization and affective organizational commitment, with consequences for OCBs. Research limitations/implications Attributions can also be made to concrete persons (i.e. supervisor, coworker, self) rather than to just the organization or context. Practical implications When hiring, recruiters should provide accurate and realistic promises to the candidates. When facing hard times, managers should provide additional information to employees and adjust their expectations to the current situation of the firm. Originality/value This study makes a unique contribution to the literature by questioning the “single story” perspective about reactions to psychological contract breach, in which it is assumed that employees always respond negatively to such event.
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Hum, Derek. "Tenure, Faculty Contracts and Bargaining Conflict." Canadian Journal of Higher Education 28, no. 3 (May 3, 2017): 47–70. http://dx.doi.org/10.47678/cjhe.v28i3.183320.
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Tenure is sometimes charged as giving faculty lifetime job security, with little accountability and sporadic monitoring of performance. Scholars have traditionally defended tenure as necessary for academic freedom. This paper takes a different approach by examining the academic "employment contract relationship," and explaining how tenure can lead to bargaining conflict. Tenure is costly to the university but extremely valued by the faculty member. The opportunity cost of granting tenure to someone is the lost teaching and research output of younger people who cannot be hired in future. Tenure is necessary because without it, incumbents would never recommend hiring people who might be better than they are, for fear of being replaced. Tenure is also efficient because faculty have better information about incumbents than either university administrators or outside consultants. Tenure is therefore necessary to motivate older faculty to hire the best. With staff budget dollars able to be shifted back or forwards across time periods, tenure secures the truthful revelation of who are the good candidates over all periods, and the university is guaranteed that those who are in the best position to judge (namely, faculty rather than administrators) have every incentive to make the best decisions. It follows, then, that the naive suggestion to get rid of tenure so that older, expensive professors can be fired and replaced with younger, cheaper professors would be disastrous in the long run. A simple model is presented explaining why (a) recent cutbacks in government grants, (b) cost pressures on university budgets, (c) limits to tuition increases, and (d) declining interests in attending a less "excellent" university have all resulted in pressure on tenure. Because there is no previously agreed-to mechanism in place to adjust staff, university administrations and faculty unions are not so much bargaining over an acceptable contract outcome as they are contesting the very rules of the bargaining game. Accordingly, unless tenure is reconsidered, universities may increasingly face bargaining conflict. Tenure could be reformed by making the term of tenure limited but related to rank, and establishing a maximum eligibility period during which a faculty may apply for promotion.
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Derani, Nor Emmy Shuhada, and Fadhilah Bte Abdul Ghani. "The Important of Employee Retention Programs towards Bank Performance in East Coast, Malaysia." Asian Social Science and Humanities Research Journal (ASHREJ) 1, no. 2 (September 29, 2019): 21–27. http://dx.doi.org/10.37698/ashrej.v1i2.14.
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The purpose of this study is to explore the important of organizations’ retention programs towards improving firm performance in banking sector. Almost every day, banking sector in Malaysia received resignation letter from its employees. It’s either from permanent or contract basis employees. An organization underestimate this matter and just take it for granted and it resulted bank performance decreased as well as increasing in spending for new hiring. This study has been conducted by distributing questionnaire to commercial and conventional banks in East Coast, Malaysia. The findings displayed the training and development, employee compensation, communication in workplace and value in teamwork is crucial to retain employees as well as to improve bank performance in Malaysia. Result from this study will help management especially HR department to look into retention programs seriously for the purpose of retaining its staff and expertise. For future research, it has been recommended to explore new industry such as manufacturing, hotel industry, retail as well as telecommunication company due to these industries nowadays shows high rate of turnover.
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Holzhacker, Martin, Ranjani Krishnan, and Matthias D. Mahlendorf. "Unraveling the Black Box of Cost Behavior: An Empirical Investigation of Risk Drivers, Managerial Resource Procurement, and Cost Elasticity." Accounting Review 90, no. 6 (March 1, 2015): 2305–35. http://dx.doi.org/10.2308/accr-51092.
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ABSTRACT This paper extends prior literature on cost behavior by providing insights into how firms achieve changes to cost structure in response to two important risk drivers, i.e., demand uncertainty and financial risk. Using theory from labor economics, supply-chain management, and finance, we posit that demand uncertainty and financial risk influence cost management activities. Specifically, we argue that firms are likely to alter resource procurement choices to increase cost elasticity in response to these two risk drivers. We use data from California hospitals that allow for the calibration of three distinct resource procurement choices that increase cost elasticity: outsourcing, leasing of equipment, and hiring contract labor. Mediation analysis using 2,202 hospital year observations indicates that both demand uncertainty and financial risk influence cost elasticity. Importantly, these effects are mediated by the three aforementioned resource procurement choices. Overall, our findings support the view that firms make procurement choices to manage the risk associated with cost structures. Data Availability: Data used in this study are publicly available from the Office of Statewide Health Planning and Development (see: http://www.oshpd.ca.gov/). JEL Classifications: I18; M41.
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Smith, Allison, Yan Gioseffi, and Jeffrey Graham. "Breaching a Contract Versus Searching for a Job While Employed: Ethical Dilemmas Faced by Coaches and Administrators When Deciding About a Mid-Season Change in Leadership." Case Studies in Sport Management 10, no. 1 (January 1, 2021): 1–6. http://dx.doi.org/10.1123/cssm.2020-0015.
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The Pointers are a soccer team that play in Division A of the Demolition League. The president of the Pointers is Fernando Garcia, and the head coach is Guille Muller. The league has a poor culture of firing coaches throughout the season. With only a couple of games left in the season, the Pointers are going through a losing streak, and there are rumors Muller may be fired if the team does not win their next game. Simultaneously, Muller is receiving coaching offers from other teams within the league. The ethical dilemma surrounding this case refers to two scenarios (a) whether it is ethical for the president to negotiate with another coach while there is still one employed and (b) whether it is ethical for a coach to negotiate with another club while employed. Drawing from research in sport management, this case focuses on three ethical theories to create discussion surrounding the scenario: Utilitarianism, Deontology, and Virtue Ethics. Undergraduate and graduate students in sport management, human resources, and those who seek to be in a leadership position will have the opportunity to understand, analyze, and discuss these three theories and apply them to real-life scenarios, such as hiring and firing employees.
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Li, Tengfei, and Liang Hu. "Audit as You Go: A Smart Contract-Based Outsourced Data Integrity Auditing Scheme for Multiauditor Scenarios with One Person, One Vote." Security and Communication Networks 2022 (March 28, 2022): 1–13. http://dx.doi.org/10.1155/2022/8783952.
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The data outsourcing services provided by cloud storage have greatly reduced the headache of data management for users, but the issue of remote data integrity poses further security concerns and computing burdens. The introduction of a third-party auditor (TPA) frees data owners from the auditing burden and alleviates disputes over the audit results between data owners and cloud storage providers. However, malicious cloud servers may collude with TPAs to deceive users for financial profits. Hiring multiple auditors in a single audit assignment appears to be a method to address the above problem, but the ensuing voting issues need to be further explored. In this paper, we proposed a smart contract-based outsourced data integrity auditing scheme for multiauditor scenarios. Unlike some existing schemes using reputation like factors as their voting weights, auditors in our scheme vote equally and audit as they go, without any maintenance. This mechanism not only frees auditors from trivia not related to the auditing but also avoids the drawbacks of centralization associated with over-high voting weights. The challenge used to check the integrity of the outsourced data is jointly generated by each involved auditor. Any collusion would be detected as long as there exists more than one honest auditor in the audit. We implement and deploy the scheme as Ethereum smart contracts. With the help of blockchain, the entire auditing process is public and transparent. Both the generated data and the obtained results are persisted with immutability, which ensures the traceability of all historical audits. The comprehensive theoretical and experimental analyses demonstrate that our scheme meets the claimed targets with high efficiency and low gas costs.
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Goldschmidt, Deborah, and Johannes F. Schmieder. "The Rise of Domestic Outsourcing and the Evolution of the German Wage Structure*." Quarterly Journal of Economics 132, no. 3 (April 21, 2017): 1165–217. http://dx.doi.org/10.1093/qje/qjx008.
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Abstract The nature of the relationship between employers and employees has been changing over the past three decades, with firms increasingly relying on contractors, temp agencies, and franchises rather than hiring employees directly. We investigate the impact of this transformation on the wage structure by following jobs that are moved outside the boundary of lead employers to contracting firms. We develop a new method for identifying outsourcing of food, cleaning, security, and logistics services in administrative data using the universe of social security records in Germany. We document a dramatic growth of domestic outsourcing in Germany since the early 1990s. Event-study analyses show that wages in outsourced jobs fall by approximately 10–15% relative to similar jobs that are not outsourced. We find evidence that the wage losses associated with outsourcing stem from a loss of firm-specific rents, suggesting that labor cost savings are an important reason firms choose to contract out these services. Finally, we tie the increase in outsourcing activity to broader changes in the German wage structure, in particular showing that outsourcing of cleaning, security, and logistics services alone accounts for around 9% of the increase in German wage inequality since the 1980s.
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Ellerman, David. "Corporate governance, capital theory, and corporate finance theory: An approach from property theory." Corporate Ownership and Control 1, no. 4 (2004): 13–29. http://dx.doi.org/10.22495/cocv1i4p1.
Full textAbstract:
An analysis of the corporate governance debate is developed using a descriptive theory about the system of private property and contract in a market economy. There are strong implications for capital theory and corporate finance theory. The structure of the main results is that what often appears as being an owned property right is upon analysis seen to be only a contractual position—and contractual positions only extend a few years into the future. An enterprise could be described concretely as specific people working with specific machines producing a certain product or it could be described more abstractly using the economists’ notion of a production function. But either way, it is not determined who is legally undertaking the enterprise until the contracts between the factor suppliers are given. Thus the determination of who undertakes an enterprise is contractually determined; it is not an owned property right. In this sense, there is no such thing as the "ownership of the firm" since the party undertaking an enterprise, the residual claimant, is determined by the direction of the hiring contracts. There is the ownership of a conventional joint stock corporation, but a corporation does not "own" the enterprise that it is currently undertaking by virtue of its contractual position. For another party to take over the enterprise, it is sufficient to redo the contracts, not "buy the firm." Since a corporation’s paid contracts at best extend only a few years into the future, there is no basis for the common assumption in capital theory or corporate finance theory that the corporation "owns" the future enterprise cash flows in perpetuity. This simple result thus has rather strong implications for considerations of enterprise governance as well as for capital theory and corporate finance theory. Many of the "ownership" assertions that fuel the debate about enterprise governance are groundless, and the discounting of future enterprise net returns beyond the horizon of current contracts does not represent the valuation of current property rights.
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Gutsulyak, Vasiliy N. "The Types of the Charter-Parties in International Commercial Shipping." Proceedings of the Institute of State and Law of the RAS 14, no. 4 (October 9, 2019): 108–30. http://dx.doi.org/10.35427/2073-4522-2019-14-4-gutsulyak.
Full textAbstract:
One of the most important tools for the use of sea and river vessels for the carriage of goods is a contract of affreightment (charter party). Under the terms of the charter-party, one party (the shipowner) transfers the vessel or part of its premises to the other party (the charterer) for the established remuneration (the freight).Despite the fact that charter-parties have long been used in the practice of shipping, however, today both in doctrine and in practice there is no unified approach to their classification and understanding of their legal nature.According to the author, at present all charter-parties can be divided into three main types: voyage-charter, time-charter and bareboat-charter (demise-charter). Attempts by some domestic and foreign scholars to identify other types of charter-parties, such as daily-charter, slot-charter, etc., are unreasonable, since other types of charter-parties do not have their own value and are essentially only special cases or combinations of the three above types of charter-parties.A voyage-charter is essentially a contract for the carriage of goods by sea with a stipulation to provide an entire ship, or a part of ship, or specified compartments of a ship for the carriage of goods between ports. The shipowner in this case retains full control over the vessel without any exceptions in favor of the charterer.Under the time-charter the shipowner undertakes to provide the charterer with the vessel and the services of the ship’s crew members for use for a certain period for the carriage of goods, passengers or for other purposes of merchant shipping for a specified remuneration (freight). If the ship is chartered for the carriage of goods, then we are dealing with a contract of the sea carriage. If the vessel is chartered for other purposes, such as marine scientific research, etc., then the time-charter party is a special type of contract (suigeneris).A bareboat charter party is a hiring of the ship alone without crew. Bareboat charter party and demise charter are actually equivalent concepts, if there are differences between them, they are minimal. Their legal nature is absolutely the same, which is based on the transfer of the vessel for a certain period in the full and undivided possession of the charterer.
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Murray, Meg, and Joy Young. "A Decision Model For Contracting Helpdesk Services." Journal of Service Science (JSS) 1, no. 1 (July 1, 2008): 49–56. http://dx.doi.org/10.19030/jss.v1i1.4301.
Full textAbstract:
Contractual helpdesk services, also known as call center outsourcing is a growing industry. Helpdesk solutions, which offer customer service to consumers who have an issue, problem or concern, are an integral part of many organizations wider service function. For smaller companies, outsourcing helpdesk services is becoming more and more popular given the technical expertise and high investment costs required to develop, implement and maintain the infrastructure needed to support these services. Contracting for helpdesk services helps to alleviate smaller companies from concerns with technical issues, retaining employees dedicated to continuous research on the value proposition of emerging products or services, and in some cases, the need for hiring additional staff. While the basic principles for negotiating an outsourcing contract apply, this paper explores the special considerations pertinent to contracting helpdesk services. These include determining an optimal solution by mapping business requirements to specific call center resource options, determining the optimal call routing structure given budgetary considerations and understanding technical problems associated with the call center environment and developing a satisficing plan to address problems should they occur. As the technologies, including telecommunications and call routing options, that form the basis of helpdesk services evolve, so does the importance of helpdesk services as they move from cost centers to profit generating ventures.