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1
Aðalsteinsson, Gylfi Dalmann. "Verkföll opinberra starfsmanna á Íslandi". Veftímaritið Stjórnmál og stjórnsýsla 11, n. 2 (15 dicembre 2015): 247–68. http://dx.doi.org/10.13177/irpa.a.2015.11.2.7.
Testo completoAbstract (sommario):
Strikes are a key tool for workers to achieve their demands against their counterparties. The right to strike for workers in the private sector was incorporated in law in 1938. The situation was different for public sector employees in the 20th century regarding the right to strike, salaries were decided by law. According to law from 1915 public sector employees were not allowed to go on strike. In 1976 civil servants were granted the right to strike regarding the main collective agreement and majority of public sector employees were authorized by law the right to strikes in 1986. This study presents strikes of the public sector employees i.e. employees of the state and local government from the year 1977 and shed light on the main reasons for the strike activities in the public sector. Since 1977 there have been 1.974.699 days lost due to industrial conflict in Iceland, whereof 932.102 or 47,7% are because of public sector strikes. Therefore public sector employees in Iceland, who are only 20% of the active labour market constitutes for almost half of all days lost due to strikes in Iceland. To get a comparison between strike frequency between the public and private sector strike volume was calculated. The strike volume shows the number of lost working days per 1,000 employees. The paper brings into light the main explanatory factors of the high strike frequency among public sector employees and discusses ways that can reduce the industrial conflict in the public sector. Some relate to the laws and regulations, other concern the industrial relations between the parties as well as collective bargaining arrangements.
2
Frossard, Joseph. "La grève dans les services publics en droit français". Les Cahiers de droit 21, n. 3-4 (12 aprile 2005): 699–713. http://dx.doi.org/10.7202/042409ar.
Testo completoAbstract (sommario):
This paper describes the limitations on the constitutional right to strike that apply to public employees in France. While recognizing the right to strike for all salaried workers, whether employed in the private or public sector, the Preamble to the 1946 Constitution, incorporated by reference into the present Constitution, allows for limitations being imposed on that right by statute. Indeed, specific legislation has either prohibited or limited the right to strike for various classes of public employees. This has been held constitutionally valid insofar as the statutory bar or restriction is required to prevent essential functions of the State from being interrupted or to ensure that the vital needs of the country are being provided for. Even where no specific restrictive legislation applies, strikes by the staff of « public services » — including not only central and local government employees, but also employees of major nationalized industries, institutions such as hospitals, and even private undertakings providing some public utility or service — are subject, under the Labour Code, to a number of restrictions. In particular, five days' notice of the strike must be given by a representative union. And certains forms of striking, such as rotating strikes, are prohibited. In addition, the employer authority may, under the doctrine of « essential services », make administrative regulations identifying which units or staff positions are considered essential. These regulations are subject to review by the administrative courts on the basis that the constitutional right to strike may only be curtailed insofar as is needed to preserve State authority and security or the safety of the public.
3
Atiyyat, Taha. "The Legitimacy of the Public-Sector Employee’s Strike in the Jordanian Legislation: A Study Case". Asian Social Science 17, n. 4 (31 marzo 2021): 35. http://dx.doi.org/10.5539/ass.v17n4p35.
Testo completoAbstract (sommario):
The national and international have endorsed the act of striking as a basic common right that is carte blanche but confined to local laws and regulations. The issue, however, has been an area of controversy; a number of countries have been diverse in their stance in terms of banning such an act or legalize I. Jordan is one of the countries which ban the public-sector employee to strike in order to ensure the public facilities and services necessary fir the citizen’s daily-life activities and needs, noting that this ban in exempted from the private-sector employees in accordance to the labour law.
So many legislators have highlighted the right and obligations of the pubic-sector employee, focusing the attention on his right in striking to a great extent that might expose his right to be confined in case of a conflict with the principle of public utility. Over history, many countries have been legitimizing the right of striking for the public-sector employees because of several reasons. First, conducting a strike might be harmful for the stream of public utitlity. In addition, this act represents in a way one of the vital features of the state’s sovereignty.
Despite the fact that many countries have joined the international conventions that ensure the public-sector employee, known as public official, in striking, the Jordanian legislator has not exercised this right on real grounds in the space of the employee’s profession, but he has been satisfied with the words that ban employees to strike as documented in the Civil Service Regulations. The legislator considers striking as any illegal conduct resulting in dangerous consequences and disruption in the public utility regularly and steadily.
This study will tackle the legitimacy of the public-sector employees in the Jordanian law. The attention will be focused on the Jordanian teachers;’ strike as a study case with reference to the Jordanian Constitution, including the relevant bylaws and regulations, the provisions of Jordanian courts like the Constitutional Court of Jordan and the Supreme Administrative Court of Jordan.
4
Le Roux, Rochelle, e Tamara Cohen. "UNDERSTANDING THE LIMITATIONS TO THE RIGHT TO STRIKE IN ESSENTIAL AND PUBLIC SERVICES IN THE SADC REGION". Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 19 (30 maggio 2016): 1. http://dx.doi.org/10.17159/1727-3781/2016/v19i0a1161.
Testo completoAbstract (sommario):
The nature of the limitations to the right to strike in essential and public services in the nine sub-regional countries of Southern Africa – South Africa, Botswana, Lesotho, Namibia, Swaziland, Malawi, Mozambique, Zambia and Zimbabwe – is examined in this contribution. While all of these countries share common influences and face common challenges, there appears to be a vast disparity in the approaches taken to the right to strike in public and essential services in the region. A brief overview of the demographics and labour markets in the countries under discussion is sketched, the salient features of the ILO's approach to strike in essential and public services is highlighted, and a broad overview of the contrasting and disparate approaches to essential and public services in the region is provided. The focus is, however, on the legislative approach taken to essential service employees in South Africa. It is concluded that – with the exception of South Africa and Namibia – the limitations to the right to strike of public sector employees exceed those endorsed by international conventions, and the broad definition of essential services generally relied upon effectively results in an outright ban of public sector strikes in the sub-region.
5
Aggarwal, Arjun P. "Adjudication of Grievances in Public Service of Canada". Relations industrielles 28, n. 3 (12 aprile 2005): 497–549. http://dx.doi.org/10.7202/028418ar.
Testo completoAbstract (sommario):
Employer-employee relations in the Federal Public Service of Canada entered a new era with the proclamation on March 13, 1967, of three Acts— The Public Service Staff Relations Act ; The Public Service Employment Act ; and anAct to Amend the Financial Administration Act. The employees have been guaranteed the right to organize, the right to bargain, the right to strike and the right to get grievances adjudicated by an independent tribunal. The statutory right to grieve and get the grievances adjudicated have provided to the federal public employees a sense of justice and « fairplay ». The adjudication system has made the private sector of industrial jurisprudence applicable to the federal public services with a remarkable success. This article deals with the function and operation of the statutory Grievance Process and Adjudication.
6
Idowu, Taofik, Chigozie Anekwe e Aminat Balogun. "Extent and Justifications for Strike Proneness in The Nigeria Public Sector Industries". IJHCM (International Journal of Human Capital Management) 5, n. 1 (2 giugno 2021): 1–11. http://dx.doi.org/10.21009/ijhcm.05.01.1.
Testo completoAbstract (sommario):
Strike has become one of the most effective tools used by workers to drive home their demands and the intensity of this varies from one sector to another. Therefore, the objective of this study is to investigate strike proneness and why public sector industries are more strike prone in Nigeria. The study takes an exploratory approach by reviewing extant literatures as a focal point of analysis to determine the extent of strike intensity among industries in the public sectors with a view towards drawing up relevant justifications. The findings of the study shows that in comparison with other sectors, education as sub sector of public sector are more strike prone and the reason generally for public sector strike proneness is because government is the highest employer of labour as well as the umpire ensuing the behaviour of an employer and at the same time involve in the regulatory framework that guides the employment relations between the employer and employees in the private and public sector which often leads to unilateral decisions in the face of collective bargaining ; unfair treatment of employees and anti-union activities appears to be factors responsible for more industrial strike in the public sector among others. Therefore, the study recommend that government should practice unbiased democracy that is just, fair and deal equitably with the respective organized union so as to prevent conflict and not control conflict because of the after math consequences.
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Jennings, Kenneth M., Steven K. Paulson e Steven A. Williamson. "Assessing the Effectiveness of Florida's Impasse Resolution Procedures: A Survey of Public Sector Practitioners". Public Personnel Management 17, n. 3 (settembre 1988): 253–60. http://dx.doi.org/10.1177/009102608801700301.
Testo completoAbstract (sommario):
Public employees in Florida have been permitted by law since 1974 to engage in collective bargaining with their employers. Along with the right to engage in collective bargaining, the law established a dispute resolution process for resolving bargaining impasses in lieu of the strike, which was strictly prohibited. This law also established the Public Employees Relations Commission (PERC), which was created to oversee the process. The present study was designed to evaluate the effectiveness of the present impasse procedure as perceived by the concerned parties. This study was exploratory in nature and designed to provide PERC and thus the Florida Legislature with the documentation required for review of the present law. A total of 1,150 questionnaires were mailed to union representatives and public employers. A 45 percent return rate was achieved. The return was approximately equally divided between the unions and the employers. Frequency distributions of these responses and regression analyses are presented and conclusions are drawn as to the perceived effectiveness of the process.
8
Carabetta, Giuseppe. "International Labour Law Standards Concerning Collective Bargaining in Public Essential Services". Deakin Law Review 19, n. 2 (29 dicembre 2014): 275. http://dx.doi.org/10.21153/dlr2014vol19no2art434.
Testo completoAbstract (sommario):
Labour standards adopted under the auspices of the ILO constitute the principal international influences on public sector collective bargaining; it is those standards that are the subject of this article. Focusing on the position of essential public sector employees, ILO principles concerning collective bargaining, dispute settlement and the right of workers to withdraw their services as part of bargaining are examined. Particular attention is devoted to the application of ILO standards to essential public sector employees and police officers; and the extent to which Australian law complies with these standards. The ILO supervisory bodies have acknowledged that restrictions on the general right of workers to collectively bargain and to strike can be justified in the case of essential public employees, but only on a minimal or proportional analysis. The ILO has also emphasised that any restrictions on the right to strike must be compensated by adequate, impartial and speedy conciliation and arbitration processes. It is shown, however, that with respect to essential public employees and police officers operating under the Fair Work Act 2009 (Cth), Australian law falls short on both of these scores, with a resultant uncertainty regarding the right of these workers to bargain collectively.
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Doughty, Howard A. "From Critical Practice to Response". International Journal of Adult Education and Technology 12, n. 4 (ottobre 2021): 12–36. http://dx.doi.org/10.4018/ijaet.2021100102.
Testo completoAbstract (sommario):
On October 16, 2017, over 12,000 faculty, librarians, and counsellors in 24 independent postsecondary colleges in Ontario, Canada went on strike for the fourth time since they organized in 1971 as members of the Civil Service Association of Ontario and won their first collective agreement the next year. Begun as an apolitical, self-consciously quasi-colonial, and decidedly elitist “professional” body in 1911, the CSAO has transformed itself in name and in nature into an increasingly class-conscious and intermittently militant Ontario Public Service Employees Union with current membership of approximately 180,000 including: clerical staff; community and social service workers; corrections officers; healthcare, transportation, and natural resource workers; as well as college academic and support staff employees. Relations with their employers have become increasingly adversarial and rarely greater than in the college sector. This paper explores this strike.
10
Mikkelsen, Flemming. "Unions and New Shopfloor Strike Strategies and Learning Processes among Public Employees". Economic and Industrial Democracy 19, n. 3 (agosto 1998): 505–38. http://dx.doi.org/10.1177/0143831x98193006.
Testo completo
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Pheiffer, Debra Claire, e Azwihangwisi Judith Mphidi. "Exploring the Scarcity of Municipal Resources as Contributors to Illegal Strikes and Protests in the City of Tshwane Metropolitan Municipality, South Africa". International Journal of Social Science Research and Review 7, n. 4 (6 maggio 2024): 406–19. http://dx.doi.org/10.47814/ijssrr.v7i4.2005.
Testo completoAbstract (sommario):
The shortage of resources at municipalities are a national problem in so many ways. By lacking resources and maintenance municipalities are unable to provide communities with quality service delivery. This article aims to highlight the impact of scarcity of resources in the City of Tshwane (CoT) Metropolitan Municipality which bring about illegal and unprotected strikes by employees, and protests by the local community. When residents or employees are unhappy with poor municipal services, be it no water or electricity for days, poor service delivery, low employee salaries or better working conditions, people tend to take to the streets and show their discontentment with lack of proper services by local government. Strikes and protests arise for a number of reasons, though principally in response to economic conditions. When employees strike for better wages or residence for proper services, both demonstrations have an impact on the economic welfare of any country. The methodological rigor of this paper is ethnographical in nature and data was collected through literature study. Major contributions is to identify advanced methods of policing through intelligence gathering and enforcement when or before illegal strikes and protests take place. This will assist in eliminating fear from the public, tourists, non-striking employees, law enforcement officers and local business operators, etc. The implications should instill the norm of zero tolerance to violence and intimidation, and punishments are inevitable within the prescripts of the law of the Republic of South Africa. Enforcing the law by ensuring that legal mechanisms are reactive and punitive will hinder anyone to partake in illegal strikes or protests.
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Isitt, Benjamin, e Melissa Moroz. "The Hospital Employees' Union Strike and the Privatization of Medicare in British Columbia, Canada". International Labor and Working-Class History 71, n. 1 (2007): 91–111. http://dx.doi.org/10.1017/s014754790700035x.
Testo completoAbstract (sommario):
AbstractIn April 2004, the Hospital Employees' Union (HEU) waged an illegal strike that mobilized sections of British Columbia's working class to the brink of a general sympathetic strike. Influenced by BC's class-polarized political culture and HEU's distinct history, the 2004 strike represents a key moment of working-class resistance to neoliberal privatization. HEU was targeted by the BC Liberal government because it represented a bastion of militant, independent unionism in a jurisdiction that appeared overripe (from the neoliberal standpoint) for a curtailment of worker rights and a retrenchment of public-sector employment. HEU also represented a direct barrier, in the language of its collective agreements and collective power of its membership, to the privatization of health services and dismantling of Medicare. The militant agency of HEU members, combined with anger generated by a constellation of social-service cutbacks, inspired rank-and-file workers and several unions to defy collective agreements and embrace sympathetic strike action. This revealed differentiation in the strategy and tactics of BC's labor leadership, and enduring sources of solidarity in labor's ranks.
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A. C., Udeogu, e Onyeizugbe C. U. "Workplace Conflict and Employees' Performance in Public Universities in Anambra State". British Journal of Management and Marketing Studies 7, n. 1 (12 febbraio 2024): 134–50. http://dx.doi.org/10.52589/bjmms-i0eh97rj.
Testo completoAbstract (sommario):
The continuous strike activity and the apparent discord between lecturers and other unions within the university system made it necessary for this study's main objective to investigate the connection between workplace conflict and employee performance at Anambra State's public universities. 3492 academic employees from the public universities that were chosen for the study made up the population, and the Krejcie and Morgan formula was used to determine the sample size, which came out to be 344. The data was collected using a standardized questionnaire that underwent reliability and validity testing. Simple regression analysis was used to examine the data, and tests of the hypotheses were done at the 5% significance level. The results showed that workplace conflict has a statistically significant and positive relationship with employees' performance in public universities in Anambra State, Nigeria, with (R =.989, R-Square =.978, F statistics = 13017.646, P-value.000 <.05). 98% of the variations in employees' performance are explained by workplace (interpersonal) conflict. Therefore, among others, it was recommended that the management of the universities need to go extra mile to find out lecturers that are having interpersonal issues in other to wade in and settle it and not just allowing the people involved to handle the issues themselves and there is need for a strong conflict resolution committee in various departments.
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Deacon, HJ, e PQ Cilliers. "DIE IMPAK EN GRONDWETLIKHEID VAN DIE REG OM TE STAAK MET BETREKKING TOT NOODSAAKLIKE DIENSTE – 'N VERGELYKENDE STUDIE". Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 12, n. 2 (26 giugno 2017): 97. http://dx.doi.org/10.17159/1727-3781/2009/v12i2a2728.
Testo completoAbstract (sommario):
This article critically considers the application of and necessity for the right to strike, especially regarding employees that are employed in an essential service. The South African position is examined and compared to other countries around the world, but the focus is mainly on the United Kingdom.The article shows that South Africa's current labour legislation (especially regarding essential services) is in theory good, but that it is applied and enforced poorly in spite of the provisions contained in the Labour Relations Act and the Constitution of the Republic of South Africa 1996. This became evident in the 2007 public workers' strike in which many essential services employees took part.The United Kingdom, Australia, New Zealand, Canada, India, France and Kenya all have different ways of dealing with strikes and essential services. Some of these countries' approaches are similar to South Africa's, but in each there is some difference that could be useful in the South African situation. Through these comparisons it becomes clear that the right to strike is important in many countries around the world, but that each country's essential services (or services that can be classified as essential) are equally important. Every country places at the very least some limitation on the right of essential services employees to strike.In conclusion this article states that the South African Labour Law is not perfect and can be improved by means of comparison. This improvement is of vital importance to the lives, health and personal safety of every individual in the country.
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Goldenberg, Shirley B. "Dispute Settlement in the Public Sector : The Canadian Scene". Relations industrielles 28, n. 2 (12 aprile 2005): 267–94. http://dx.doi.org/10.7202/028392ar.
Testo completoAbstract (sommario):
A brief overview of the current provisions for impasse resolution at all levels of public employment is followed by a more detailled discussion of policy and practice in jurisdictions that grant the right to strike to the employees of senior levels of government. Finally, the author tries to identify some of the problems that complicate the settlement of disputes in the public sector and considers the challenge and the prospects of resolving these problems in the light of the Canadian experience.
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Litor, Lilach. "Constitutionalism and Anti-Privatisation Strikes: Introducing an Eclectic Model". Israel Law Review 52, n. 3 (21 ottobre 2019): 327–66. http://dx.doi.org/10.1017/s0021223719000128.
Testo completoAbstract (sommario):
The rise of neoliberal agendas of political actors and a wave of privatisation in the globalisation era have often been followed by anti-privatisation strikes. These are union strikes against the privatisation process and against contracting out and opening markets to competition. The article presents the distinction between different versions of constitutionalism regarding anti-privatisation strikes. It discusses two approaches to constitutionalism – the economic approach and the collective approach – and their manifestation in the case law of Israel and the United Kingdom.The collective approach suggests the recognition of a constitutional status of collective rights as a basis for counter-balancing the neoliberal practices of regulators and political actors. Following the effects of liberalisation on the labour market – both in influencing union organisational capacity and in weakening job security of individual employees, the collective approach is aimed at protecting employees’ rights in a globalised-privatised era. Within the collective approach, constitutionalism is used as a basis for recognising anti-privatisation strikes. In contrast, the economic approach denies the existence of a constitutional right to strike against privatisation.The article presents an eclectic model which merges the two approaches, and advocates its adoption. Drawing on New Institutional Economics, the eclectic model offers a theory for moderating the constitutionalism practice and developing partial and restrained constitutionalism. It proposes the adoption of a constitutional right to strike against privatisation, when its application reduces transaction costs and advances efficiency and economic goals for the benefit of the public.
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Woods, H. D. "Technological Change and the Right to Strike". Relations industrielles 27, n. 4 (12 aprile 2005): 718–35. http://dx.doi.org/10.7202/028334ar.
Testo completoAbstract (sommario):
A collective agreement covers only part of the relationship between the employees covered by the agreement and the employer. Some conflicts of interest not covered by the agreement may be resolved voluntarily by negotiation from time to time, but there remain conflicts of interest in which either no resolution can be worked out on one party, the employer, supported by the residual rights doctrine and the agreement, refuses to negotiate. The issue has become a matter of great public controversy in Canada in recent years and was highlighted by the technological change debate.
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Crowley, George R., e Scott A. Beaulier. "Public-sector Unions and Government Policy". Public Finance Review 46, n. 3 (15 luglio 2016): 454–85. http://dx.doi.org/10.1177/1091142116659355.
Testo completoAbstract (sommario):
Recent events, including the failed recall of Wisconsin Governor Scott Walker and the Chicago teachers strike, have shed light on the relationship between state fiscal policy and public-sector union power. While a literature has developed focusing on various aspects of the link between public-sector unions and government policy, scholars have yet to reach consensus. In most cases, public-sector unions have multiple tools they can use to influence policy. We find that union political contributions and collective bargaining are associated with higher incomes for state and local employees and with higher public employment, both across state and local governments overall as well as within the education sector. We also find relatively little evidence that union activity influences total spending.
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Bickley, Joy. "The Limits of Language: ethical aspects of strike action from a New Zealand Perspective". Nursing Ethics 4, n. 4 (luglio 1997): 303–12. http://dx.doi.org/10.1177/096973309700400406.
Testo completoAbstract (sommario):
Over the last decade, successive New Zealand governments have instituted social, political and economic changes that have fundamentally challenged nurses’ sense of themselves and their position in society. Major upheavals in the health service have occurred as a result of reforms promoting competition and contestability. This paper deals with the impact of one aspect of the reforms, that of the deregulation of the labour market through the Employment Contracts Act 1991. More specifically, the way in which discussions and decisions regarding the withdrawal of nursing labour are shaped by the language available to those involved are considered. The intersection of ethics and union discourses may exacerbate feelings of ambiguity and confusion in nurses facing strike action. The result can be unnecessary and unproductive division and conflict: among nurses, between employers and employees, between unions, between nurses and the public, and between nursing organizations and the Government. An examination of some of the discourses of strike action may serve as a tool to elucidate the way nurses see themselves and their clients in the context of social change and social action.
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Jones, H. S. "Civil Rights for Civil Servants? The Ligue Des Droits De L'Homme and the Problem of Trade Unionism in the French Public Services, c. 1905–1914". Historical Journal 31, n. 4 (dicembre 1988): 899–920. http://dx.doi.org/10.1017/s0018246x00015569.
Testo completoAbstract (sommario):
The law of 21 March 1884, which legalized the formation of syndicats for the defence of ‘economic, industrial, commercial and agricultural interests’, was not intended to apply to civil servants. They were not thought to have such interests. There was, it is true, some dispute as to which categories of public employees were covered by this legal prohibition, and the Chamber of Deputies maintained in 1894 that the law applied to workers in industrial enterprises run by the state. But governments steadfastly refused to allow postal officials or schoolteachers, for instance, the right to form syndicats. They did not, however, contest their right to form associations under the law of 1 July 1901, and conflict became acute in the period after 1905 as these associations began to transform themselves into syndicats or to claim rights associated with the syndicat The postal strikes in Paris in 1909 and the rail strike of 1910 were particular causes célèbres
21
Nazarenko, I. V., e K. Yu Melnyk. "Problems of legal guarantees of workers’ rights in the field of working time, rest time and wages in the conditions of martial law". Bulletin of Kharkiv National University of Internal Affairs 102, n. 3 (Part 1) (29 settembre 2023): 70–80. http://dx.doi.org/10.32631/v.2023.3.06.
Testo completoAbstract (sommario):
The problems of legal guarantees of the rights of workers in the field of working time, rest time and wages in the conditions of martial law have been studied. The definition of the terms “legal guarantees of employee rights” and “employee” has been improved. Legal guarantees of employee rights are legal norms that ensure the realization and protection of the rights of an individual working on the basis of an employment contract, as well as the activities of authorized bodies and organizations for the implementation of these norms. An employee is a natural person who works on the basis of an employment contract.
It has been proved that the main features of legal guarantees in labor law should be considered the types of legal responsibility, methods and subjects of protection of workers’ rights specific only to labor law. This is, firstly, the application of disciplinary and material responsibility to persons who have violated the rights of employees, secondly, the announcement and conduct of a strike by employees to protect their rights in the resolution of a collective labor dispute, thirdly, the protection of the rights of employees by specific defenders – trade unions. It has been noted that the Law of Ukraine “On the Organization of Labor Relations in the Conditions of Martial Law” significantly reduced the legal guarantees of the rights of employees in the field of working time, rest time, and wages provided for by the Code of Labor Laws of Ukraine and other acts of national legislation. This state of affairs has been underway for more than a year and continues with no prospects of cancellation in the near future, while most enterprises, institutions and organisations in Ukraine operate as usual, and we consider it necessary to leave the relevant restrictions on the legal guarantees established by the Law of Ukraine “On Peculiarities of Regulation of Labour Relations under Martial Law” only for those who work in critical infrastructure facilities (in the defence sector, public utilities, etc.).
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Birdsell Bauer, Louise. "Professors-in-Training or Precarious Workers? Identity, Coalition Building, and Social Movement Unionism in the 2015 University of Toronto Graduate Employee Strike". Labor Studies Journal 42, n. 4 (28 settembre 2017): 273–94. http://dx.doi.org/10.1177/0160449x17731877.
Testo completoAbstract (sommario):
In this article, I argue that graduate employees took on the political identity of precarious workers who face job insecurity and income insecurity, drawing attention to the casualization of work in the academic labor market in Canada, and the cost of undertaking graduate studies in Canadian universities. Their argument appealed to media, faculty, undergraduate students, and supportive media, which was key to building solidarity and public support for graduate employees’ struggle. Building on social movement unionism literature, I show how this identity moved the debate away from the bargaining table and into broader coalition building, suggesting a broader social movement unionism among academic workers.
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Ganesh, Sarlaksha, e Mangadu Paramasivam Ganesh. "Effects of masculinity-femininity on quality of work life". Gender in Management: An International Journal 29, n. 4 (27 maggio 2014): 229–53. http://dx.doi.org/10.1108/gm-07-2013-0085.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper was to attempt to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status and sector have been included as control variables in the study. Design/methodology/approach – Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Findings – Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. Results of t-test showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. Practical implications – The key implication for organisations is that employees with both masculine and feminine tendencies are required to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence, being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions. Originality/value – This is one of the few studies that have tried to answer the “why” part of gender differences in QWL. In addition, this study contributes to an understanding of the relative importance of different sources of social support in improving an employee's QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing.
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Yasinskaya-Kazachenko, Angelika V. "Implementation of the constitutional right of workers to collective labor disputes at the level of «the right to strike»". Russian Journal of Labour & Law 14 (2024): 187–205. http://dx.doi.org/10.21638/spbu32.2024.111.
Testo completoAbstract (sommario):
The article is devoted to the study of the specifics of the implementation of the constitutional right of workers to collective labor disputes at the level of «the right to strike». The author considers: procedural, civil and public law principles of labor law in relation to the institution of «the right to strike»; reflexes of objective and subjective law based on a situational approach; limited «strike» legal capacity; delimitation of disputes so that there is no opposition of rights and interests, while a dispute about interest is only an integral part of a dispute about law; issues of creating a special permanent body, a strike fund; methodological features included in the definition of the concept of a strike; self-defense by employees of their economic and social interests; minimum required works (services); a historically recurring tendency to restrict or prohibit lockouts; and finally, a call is made for the identification of «compulsion to strike» requirements. The key points of the transformations are the legal assessment of the actual circumstances and their qualification. It is proposed to supplement and modify labor legislation with provisions on the release of parties to a collective labor dispute from liability for failure to fulfill their obligations due to a strike, along with the introduction of an additional legal liability. The phased introduction of conceptually well-thought-out changes and additions to labor legislation, filling in the gaps in terms of «reflection of law» and the settlement of disagreements is of relevance. At present, the positive experience accumulated by the world community in the area under study can be taken into account in the process of finalizing acts of labor legislation by supplementing them with provisions on non-traditional methods of organizing conciliation, mediation and arbitration procedures for resolving labor disputes, which most effectively contribute to the prevention of conflict situations.
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Bode, Ingo. "Wege zur Solidarität". PROKLA. Zeitschrift für kritische Sozialwissenschaft 26, n. 102 (1 marzo 1996): 131–55. http://dx.doi.org/10.32387/prokla.v26i102.937.
Testo completoAbstract (sommario):
The recent strike movement in France has been seen either as a combat of public sector employees willing to save their material privileges or - in contrast - as a generalized political protest in defense of national institutions and against economic globalization. There was also !arge discord in the weakened French left about whether or not to support the movement. In this mticle it is argued that behind this discord we can see different conceptions of what should be leftist solidarity, each of them being restricted to one of its basic dimensions: the ethical and the utilitaristic one. lt will be shown that along these lines we find a deep cleavage between the academic and the syndicalistic part of the French left in which trade unions figure as social movcment organisations and therefore account for the political character of the strike movemcnt. Despite their structural capacity to enrich pattcms of group interest with ethical reasoning, these organisations fail in what has bccn offercd by thc course of the movement and scems tobe the only way out of crisis: that is confronting the two dimensions of solidarity in a deliberative setting of Ieftist politics.
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Block, Walter E. "AYN RAND: QUESTIONS AND ANSWERS". MEST Journal 11, n. 2 (12 luglio 2023): 22. http://dx.doi.org/10.12709/mest.11.11.02.03.
Testo completoAbstract (sommario):
<em>I pose a series of questions about Ayn Rand and her political-economic philosophy and attempt to respond to them. On most occasions my views are congruent with hers; but not on all of them. Why is it important that the views of this author be scrutinized? That is because, with her novels and non-fiction works, she had a wildly disproportionate effect on world public policy. She did more than pretty much anyone else on the planet to promote private property rights, free enterprise, and laissez-fair capitalism. Her main vehicle, her main contribution to the limited government philosophy was her 1957 book, "Atlas Shrugged" (which is still briskly selling, more than a half-century later). This novel tells the tale of the real contributors to the economy: not workers, but, rather, employers; businessmen, capitalists, inventors, and investors. We all know what happens when employees go on strike: there is vast chaos. This book is certainly the first, and perhaps, still, the only on to trace out what happens when entrepreneurs withdraw their labor. Spoiler alert: it is not pretty</em>.
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Kambasu, Obed. "Rationalising industrial action: how Ugandan public school teachers and public university lecturers explain their engagement in industrial action". Employee Relations: The International Journal 43, n. 5 (23 febbraio 2021): 1163–77. http://dx.doi.org/10.1108/er-05-2020-0246.
Testo completoAbstract (sommario):
PurposeThe purpose of this paper is to shed light on the rising waves of workplace militancy in the public sector and to provide insights into the perceptions that frame justification for industrial action among Ugandan public sector employees.Design/methodology/approachIn-depth interviews and documentary analysis, analysed qualitatively, as well as a review of theoretical and empirical literature.FindingsPublic school teachers and public university lecturers in Uganda who frequently engage in industrial action mainly rationalise their engagement by the absence, or the ineffectiveness of alternative conflict resolution mechanisms. The findings also show that industrial action, even in resource-constrained settings like Uganda, is stimulated more by the desire to achieve equity rather than by the basic desire to improve working conditions. It is also notable that new, often unstructured, forms of workplace militancy continue to emerge in the public sector, and waves of industrial action are shifting from the industrial to the public sector.Practical implicationsWhereas industrial action is a protected labour right, the findings of this research strongly suggest that public employees do not necessarily enjoy their right to engage, but only reluctantly take industrial action as a “last resort”. The findings will, therefore, help public managers and policymakers to appreciate their responsibility in reducing the compulsion for industrial action among public employees.Originality/valueThis paper provides a general explanation for industrial action from the perspective of the people involved, rather than explaining the causality of specific strike actions. At a time when industrial action is generally declining in the developed industrialised states, this paper sheds light on the rise in collective action in developing countries and especially in the public sector.
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Winchester, Justin, e Catherine Willis-Smith. "Footing the (wage) bill: Reasoning, remedies and National Education, Health and Allied Workers Union v Minister of Public Service and Administration (CC)". South African Law Journal 141, n. 1 (2024): 169–200. http://dx.doi.org/10.47348/salj/v141/i1a8.
Testo completoAbstract (sommario):
In NEHAWU & others v Minister of Public Service and Administration & others 2022 (6) BCLR 673 (CC), the Constitutional Court declared invalid and unenforceable a clause regulating the third payment period in a collective agreement regulating periodic wage increases for public service employees. We do not take issue with the court’s findings concerning the validity of the impugned collective agreement. However, we question the reasoning provided for the ‘just and equitable’ remedy ordered. We find the court’s reasoning insufficient in so far as it overlooked applicable principles of corrective justice, the significance of the state being unjustifiably enriched by labour peace by curtailing public servants’ right to strike, and the consequences of its decision on the effectiveness of the delay-bar in preventing ill-motivated state self-review. We propose the bifurcated approach that the court adopted in the AllPay saga as a tool to adjudicate polycentric cases such as the impugned case, as it enhances the judiciary’s proper place in the separation of powers and maximises remedial possibilities for innocent third parties to state contracts. We conclude with what has happened on the ground since this decision was reached.
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Meneses, Marcelo Vitor Martins de. "Failing to Promote Competition: From the Inaction of the Brazilian National Agency of Petroleum to the 2018 Brazil Truckers' Strike". Public Administration Research 13, n. 1 (12 dicembre 2023): 1. http://dx.doi.org/10.5539/par.v13n1p1.
Testo completoAbstract (sommario):
This article seeks to clarify the political reasons and behavioral biases that led the Brazilian National Agency of Petroleum (ANP) to fail in its institutional mission to promote competition in the refinery sector, which was one of the leading causes of the Brazilian truckers' strike in 2018. Following the steps of Hood (1974), who differentiates internal and external problems in the organization, five hypotheses were formulated to identify the causes of this regulatory failure. These hypotheses allow us to recognize the conflicts that emerge from the relationship between the ANP and its external stakeholders and the internal organizational factors that cause coordination problems and attention bias in the institution's daily decision-making process. Based on interviews conducted with former ANP directors and the application of a questionnaire to employees of that institution, it was found that the agency's lack of independence from the Federal Government made the institution not strive for a more competitive refinery sector. Furthermore, several internal coordination problems and bad decisions by political bureaucrats were also crucial factors in the regulatory inefficiency, making the promotion of competition in the refinery sector outside the institution's priorities. Analyzing the causes of this regulatory failure in Brazil is essential because the global regulatory system has several structural flaws that only become apparent when high-impact events appear. Therefore, this study can provide insights into different regulation domains, allowing countries to assess their regulatory systems to perceive the need for change, preventing their population from suffering from the dysfunctions of public administration.
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Lawless, William. "Risk Determination versus Risk Perception: A New Model of Reality for Human–Machine Autonomy". Informatics 9, n. 2 (24 marzo 2022): 30. http://dx.doi.org/10.3390/informatics9020030.
Testo completoAbstract (sommario):
We review the progress in developing a science of interdependence applied to the determinations and perceptions of risk for autonomous human–machine systems based on a case study of the Department of Defense’s (DoD) faulty determination of risk in a drone strike in Afghanistan; the DoD’s assessment was rushed, suppressing alternative risk perceptions. We begin by contrasting the lack of success found in a case study from the commercial sphere (Facebook’s use of machine intelligence to find and categorize “hate speech”). Then, after the DoD case study, we draw a comparison with the Department of Energy’s (DOE) mismanagement of its military nuclear wastes that created health risks to the public, DOE employees, and the environment. The DOE recovered by defending its risk determinations and challenging risk perceptions in public. We apply this process to autonomous human–machine systems. The result from this review is a major discovery about the costly suppression of risk perceptions to best determine actual risks, whether for the military, business, or politics. For autonomous systems, we conclude that the determinations of actual risks need to be limited in scope as much as feasible; and that a process of free and open debate needs to be adopted that challenges the risk perceptions arising in situations facing uncertainty as the best, and possibly the only, path forward to a solution.
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HUANG, Cheng-Hsun, Luke H. C. HSIAO e Shin-Lin KO. "Effect of Applying Case Method to Anti-Corruption Education on Learning Motivation and Learning Effectiveness". Revista de Cercetare si Interventie Sociala 73 (15 giugno 2021): 276–87. http://dx.doi.org/10.33788/rcis.73.17.
Testo completoAbstract (sommario):
Corruption does not simply occur in developing countries, but is often heard in developed countries. Several domestic government officials and enterprise executives involving in corruption in past years reveals that the corruption style is different from public employees with public power changing money with power in the past, and the method of operation is updating to challenge the case handling ability of prosecutors. Corruption prevention refers to developing the functions of deterrence and warning through related procedures and systems. Anti-corruption, on the other hand, induces public awareness of anti-corruption through education and promotion to have people realize the badness of corruption and appeal citizens to collaboratively strike corruption and shape the complete anti-corruption network. With experimental design model to precede the quasi-experimental study, total 202 college students in central and southern Taiwan, as the research subjects, are preceded the 16-week (3 hours per week for total 48 hours) anti-corruption education with case method. The research results show that case method would affect learning motivation, case method would affect learning effectiveness, learning motivation presents significantly positive effects on learning effect in learning effectiveness, and learning motivation reveals remarkably positive effects on positive gain in learning effectiveness. According to the results to propose suggestions, it is expected to deliver certain social value and concept to the public and that the civil society, from bottom-up, could play the role for supervision and accountability, stress on the seriousness and destruction of the negative effect of corruption on the nation and society, and further cultivate the social value to affirm integrity but despise corruption so that people genuinely anticipate integrity.
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Hashikawa, Micheleen, e Katherine J. Gold. "Disaster Preparedness in Primary Care: Ready or Not?" Disaster Medicine and Public Health Preparedness 12, n. 5 (24 gennaio 2018): 644–48. http://dx.doi.org/10.1017/dmp.2017.136.
Testo completoAbstract (sommario):
AbstractPurposeTo assess perceptions and attitudes toward disasters and disaster planning among outpatient primary care leaders.MethodsWritten surveys and semi-structured interviews of non-physician clinical managers and physician medical directors were conducted using the 2009 H1N1 pandemic as a case-based scenario at 5 university-affiliated family medicine clinics. Domains assessed included perceived pandemic threat; value, existence, and barriers to creating personal disaster plans; staff absenteeism estimates; barriers to work attendance. Quantitative and qualitative data were analyzed using descriptive statistics and content analysis with identification and coding of common themes, respectively.ResultsAll 12 invited leaders participated and believed a personal disaster plan was important but only 2 had plans. None had ever discussed with their staff the importance of having a personal disaster plan. Two common barriers in creating a plan were low threat perception level and never considering the possibility of pandemic influenza. Only half of respondents could list common barriers preventing staff from working. Staff were confident employees would come to work during a disaster.ConclusionOutpatient primary care leaders may hold misconceptions regarding future disasters, underestimate their potential impact on clinics, and lack personal preparedness. Further investigation and interventions are needed to ensure clinics can be prepared so they can function and help hospital and emergency services when disasters strike. (Disaster Med Public Health Preparedness. 2018;12:644–648)
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Deselaers, Christina, Alina Dahmen e Sonia Lippke. "Impact of the COVID-19 Pandemic on CSR Activities of Healthcare Providers". International Journal of Environmental Research and Public Health 20, n. 1 (26 dicembre 2022): 368. http://dx.doi.org/10.3390/ijerph20010368.
Testo completoAbstract (sommario):
(1) Background: Corporate social responsibility (CSR) is important for every company that cares for sustainable structures. Healthcare providers especially have made social responsibility their goal. However, crises such as the COVID-19 pandemic impacted different activities within the healthcare sector including CSR and its monitoring. However, theory-driven CSR research within the healthcare sector is scarce and monitoring requires a structured understanding of the processes. Therefore, the objective of this study was to investigate the CSR practices and activities which healthcare providers have implemented in an exemplified country namely Germany and the effect of the pandemic in this process. (2) Methods: Participants were sampled based on their field of care (general, psychiatric, or rehabilitation), the type of organization (public, private, or non-profit), and group membership. A total of 18 healthcare providers were initially recruited, out of which nine participated in the interviews. They represent companies with yearly revenue of between EUR 110 million and EUR 6 billion, and have between 900 and 73,000 employees. (3) Results: CSR-related activities were postponed due to times of crisis. There was a necessity to rapidly digitalize processes. Frequent and precise communication turned out to be important for keeping employees’ well-being, motivation, and satisfaction levels high. Environmental efforts were counteracted by new hygienic requirements and a shift in priorities. Many study participants expressed the hope that after the pandemic, newly established methods, processes, and structures (e.g., digital meetings, quicker and more inclusive communication) would be maintained and developed further. (4) Conclusions: The pandemic has been challenging and at the same time, these challenges also created opportunities to strike a new path using the learnings to overcome future health-related or economic crises.
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Olofinbiyi, Sogo Angel. "Cyber insecurity in the wake of COVID-19: a reappraisal of impacts and global experience within the context of routine activity theory". ScienceRise: Juridical Science, n. 1(19) (31 marzo 2022): 37–45. http://dx.doi.org/10.15587/2523-4153.2022.253820.
Testo completoAbstract (sommario):
Shortly after the enthronement of COVID-19 on the global continent, cyberspace became a dominant arena for social, economic, religious, educational, recreational and political activities across the world. This paper draws insights from the existing literature to illustrate how COVID-19 has provided situational opportunities for cyber criminals to strike and exploit people of their valuable resources through creating fraudulent websites as well as spreading of malware and ransomware to vulnerable users. To this end, routine activity theory becomes very dominant and crucial in understanding the underlying basis for the increased cybercrimes that currently characterize the cyber space. The study demonstrates that the twin phenomenon of coronavirus and cyber insecurity has not only instilled fears into the hearts of cyber users but has also negatively impacted the global economy in various ways that cannot be quantified by any study. Since all measures put in place to contain the threats of the horrible virus, have, hitherto, remained counterproductive, the paper recommends essential cyber hygiene practices (such as, antivirus protection, malware and phishing awareness, weak spots identification, intelligent techniques, risk management approach, zero trust design, home network security and general cybersecurity awareness) as a coping strategy to salvage both the public health and security sectors from the twin occurrence of Covid-19 pandemic and cyber insecurity, which has respectively inflicted and claimed millions of lives, and jeopardized significant portions of the global economy. Providing a continued cyber-safe remote-working environment for employees will be of ultimate measure
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Ristić, Zoran, Maja Vrbanac e Milan Rašković. "CONTEMPORARY CONCEPTS OF INTERNAL COMMUNICATIONS MANAGEMENT AND THEIR APPLICABILITY IN PUBLIC ENTERPRISES". SCIENCE International Journal 3, n. 2 (27 maggio 2024): 89–95. http://dx.doi.org/10.35120/sciencej0302089r.
Testo completoAbstract (sommario):
Internal corporate communications and relationships that develop in the working process have always been complex, stemming from different positions through which capital owners, management, and employees engage. The primary goal for owners is typically profit maximization, while employees seek higher wages and better working conditions, which imply higher operating costs, thus directly opposing the interests of the former. Whereas internal communications were previously largely neglected and their significance for the success of companies not fully understood, and disputes typically resolved through physical conflicts between employees and employers, today, communication and awareness of the existence of parties that should engage in dialogue rather than conflict have spawned new, contemporary theories of management and improvement of internal communications and relationships, directly contributing to the creation of new management concepts encountered in companies aiming for effective and efficient utilization of their most significant resources—human potential.Planning internal communications now unfolds in an environment that is increasingly complex and challenging, with explosive growth in communication channels, a growing diversity of the employee base, and a vast amount of internal information being the reality management of companies faces daily. Traditional company leadership models based on rigid hierarchy, command, maintaining constant tension, and the like become counterproductive in such an environment. Given the above, this paper analyzes the communications of capital owners, management, and employees, highlights their legal regulation, international norms and standards, and emphasizes the importance of internal communications for public enterprises in Serbia, which should strive to create good internal interpersonal relationships, quality organizational culture and climate, and competitive advantages based on human potential in an increasingly demanding market. The paper is expected to stimulate the scientific and professional community to further research in this area and contribute to a better understanding of the importance internal communications have in achieving the goals of public enterprises in Serbia and their coping with the challenges of the modern environment.
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Ning, Zhu, Zi, Ramendran SPR, Charles, Wong e Lai Soon. "Company Performance Impacts Employee Engagement through Individual Benefit of Senior Management as a Mediator". 15TH GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES ON 14 - 15 SEPTEMBER 2023, NOVOTEL BANGKOK PLATINUM PRATUNAM, THAILAND 15, n. 1 (14 settembre 2023): 168. http://dx.doi.org/10.35609/gcbssproceeding.2023.1(168).
Testo completoAbstract (sommario):
The consequences of the COVID-19 pandemic continue to persist. The COVID-19 pandemic has had a significant impact on numerous Chinese companies, particularly small and medium-sized enterprises (SMEs), resulting in substantial challenges for their business growth and development. The employees experience heightened levels of tension and unease as they are concerned about potential job loss in the event that their respective companies fail to achieve sustained recovery and business growth. This, in turn, has a direct impact on employee performance and engagement. Simultaneously, a multitude of worker strikes emerged in the western world with the objective of securing higher wages and salaries. Notably, certain strikes were predominantly instigated by public sector employees during the current year. An illustration of this phenomenon can be observed in the United Kingdom during the first half of 2023, where an extended period of public sector strikes occurred. These strikes were initiated by teachers, doctors, and other workers in response to their demand for increased wages in light of high inflation (M & James, 2023). All of them had an impact on and worsened both company performance and employee engagement. In a context characterized by instability, it is crucial for companies, particularly those who regard senior management as critical personnel, to effectively mitigate employee anxiety and foster a positive work attitude. The research framework is constructed and the relationships among variables are explained using the expectancy theory of motivation (Vroom et al., 2015). The main research problem in this study is to determine the relationship between company performance on employee engagement in the presence of individual benefit of senior management as a mediator. Keywords: Company Performance, Employee Engagement, Individual Benefit of Senior Management, Expectancy Theory
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Andersen, Lotte Bøgh, Bente Bjørnholt, Louise Ladegaard Bro e Christina Holm-Petersen. "Leadership and motivation: a qualitative study of transformational leadership and public service motivation". International Review of Administrative Sciences 84, n. 4 (5 settembre 2016): 675–91. http://dx.doi.org/10.1177/0020852316654747.
Testo completoAbstract (sommario):
Transformational leaders work to clarify a vision, share it with their employees and sustain it in the long run, and this is expected to result in increased employee public service motivation (PSM), that is, orientation towards doing good for others and society. Based on 48 in-depth interviews with 16 childcare leaders and 32 of their employees combined with 16 days of observation in these childcare centers, this article investigates the association between transformational leadership and PSM. When the leaders clarify, share and maintain an organizational vision, their employees are more motivated to do good for society and others, and this motivation tends to be less paternalistic and slightly more society-oriented. This implies that it is relevant to ask not only whether transformational leadership increases PSM, but also how it affects the type of PSM. Points for practitioners Transformational leadership happens when leaders strive to develop a vision for the organization, share the vision with the employees and sustain the employees’ attention to the vision. Transformational leadership seems to increase PSM and make employees less paternalistic and more focused on contributing to society.
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Tkachenko, D. V. "Mechanism for improving the efficiency and quality of public services". Proceedings of the Voronezh State University of Engineering Technologies 82, n. 1 (15 maggio 2020): 380–88. http://dx.doi.org/10.20914/2310-1202-2020-1-380-388.
Testo completoAbstract (sommario):
This article discusses one of the mechanisms for improving the quality of public services, such as the development of personnel in this area. The search for a solution to the problem of developing the human resources potential of the public services sector is necessary in order to achieve a high level of public satisfaction with the quality of public services. For the studied sphere of public services, this paper describes the procedure for preparing a matrix of developmental actions for the development of human resources competencies. in particular, the ten most important competencies for the success of the employee's work are identified. The factors that most motivate employees to work in the organization with full dedication and strive for self-improvement are identified. The methods of developing staff competencies that are most applicable to staff in the field under study are highlighted, and the advantages and limitations of using a specific method are presented. The result of this work was directly drawing up a matrix of developmental actions for the development of human resources competencies. The action of the matrix is aimed at building an effective process of developing staff competencies. The matrix contains specific actions and activities aimed at developing the competencies of the personnel potential of the public services sector. The benefits that an employee can get by following the recommendations presented in the matrix of developing actions for the development of human resources competencies are presented. Conclusions about the usefulness of measures for personnel development for managers of organizations, as it affects the image of the organization, the microclimate in the organization, ability to achieve the goals of the enterprise, maintaining a highly efficient employees, the efficiency of the policy in the sphere of development of the resource potential of the public services.
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Paret, Marcel. "The community strike: From precarity to militant organizing". International Journal of Comparative Sociology 61, n. 2-3 (16 novembre 2018): 159–77. http://dx.doi.org/10.1177/0020715218810769.
Testo completoAbstract (sommario):
How do insecure layers of the working class resist when they lack access to power and organization at the workplace? The community strike represents one possible approach. Whereas traditional workplace strikes target employers and exercise power by withholding labor, community strikes focus on the sphere of reproduction, target the state, and build power through moral appeals and disruptions of public space. Drawing on ethnography and interviews in the impoverished Black townships and informal settlements around Johannesburg, I illustrate this approach by examining widespread local protests in South Africa. Insecurely employed and unemployed residents implemented community strikes by demanding public services, barricading roads and destroying property, and boycotting activities such as work and school. Within these local revolts, community represented both a site of struggle and a collective actor. While community strikes enabled economically insecure groups to mobilize and make demands, they also confronted significant limits, including tensions between protesters and workers.
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Ibrahim, O. Salawu, e S. Yushau Alfakoro Abubakar. "Institutionalising the Effects of Remuneration and Welfare Packages on Employees’ Performance in Public Universities in Nigeria". Quest Journal of Management and Social Sciences 5, n. 2 (31 dicembre 2023): 191–205. http://dx.doi.org/10.3126/qjmss.v5i2.61030.
Testo completoAbstract (sommario):
Background: Employee remunerations and welfare packages naturally constitute the two major determinate factors that stimulate negative or positive reactions towards employee performance in an organisation.
Objective: The study examines the effects of remuneration and welfare packages on employee performance in Nigerian public universities.
Methodology: The researcher employed a mixed research method. A total of 100 questionnaires were administered to the academics and non-academic staff of the University of Ilorin and Kwara State University Malate through random sampling; hypotheses were tested using simple percentages and chi-square.
Results: This menace has resulted in many negative effects, such as strikes, protests, corruption, dismal performance, slow development, side work, and nonchalant attitude, among other factors, within the staff of Nigerian public universities.
Conclusion: Policies on remunerations should be reviewed, salaries and wages should be paid as when due; also, employees taking home pay should be capable of taking care of their needs, and welfare packages should be improved in order to improve employee performance for an effective, efficient and workable Nigeria public enterprises.
Keywords: Remuneration, University, Welfare, Staff, Employee, Performance.
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Bećirović, Denis. "Contribution to Research of the position and activity of Labour movements in Bosnia and Herzegovina since the end of the First World War until the beginning of the Husin Rebellion". Historijski pogledi 4, n. 5 (31 maggio 2021): 87–101. http://dx.doi.org/10.52259/historijskipogledi.2021.4.5.87.
Testo completoAbstract (sommario):
Based on archival material and relevant literature, this text analyses and presents the activities of the labour movement in Bosnia and Herzegovina in the first years after the end of the First World War. During this period, the struggle for workers'rights, mostly through strike actions, resulted, among other things, in an increase in wages, the introduction of eight-hour working days in most companies, the exercise of the right to elect workers' commissioners and trade unions. The workers managed to get other benefits related to the economic position of the workers, such as retail co-operatives, apartments, assistance in purchasing work suits, etc. Workers' representatives fought for a radically better position and a new place in society. In addition to eight-hour working days, higher wages and other demands to improve the material position of workers, strikes against the political disenfranchisement of workers were conducted during this period, as well as for political freedoms and democratisation of political life in the country. During 1919 and 1920, several strikes about pay were organised by miners, construction workers and metalworkers in the forest industry, catering workers and employees in Sarajevo, Tuzla, Bijeljina, Brčko, Zenica, Breza, Mostar, Zavidovići, Dobrljin, Lješljani, Maslovarama and Rogatica. It was part of over 125 strikes by workers in Bosnia and Herzegovina during the period of legal activity of the Socialist Labour Party of Yugoslavia (SLPY) (c), i.e. the Communist Party of Yugoslavia (CPY) and its close trade unions. At the initiative of the SLPY (c) and united syndicates, public political assemblies were organised in Sarajevo, Tuzla, Zenica, Mostar, Brčko, Derventa, Vareš and Drvar, at which demands were put forward to dissolve the authorities, and organise democratic elections for the Constituent Assembly and demobilise the army. The aggravation of the political situation in the first post-war years was noticeable in many local communities in Bosnia and Herzegovina. In a number of cities in Bosnia and Herzegovina, there were physical confrontations between workers and security bodies of the Kingdom of Serbs, Croats and Slovenes. One such example occurred, in Zenica in mid-October 1920, when police banned the Communists' attempt to hold an assembly despite a previously imposed ban. On that occasion, the gathered mass of 2,500 workers refused to disperse and demanded that the assembly be held. After the police and the gendarmerie tried to disperse the gathered workers, there was open conflict. Workers threw stones at security officials, and they responded by firing firearms. The rally was eventually broken up, one worker was wounded and twelve workers were hurt during a clash with police. Owing to the increasing engagement of workers' representatives, the political situation in Bosnia and Herzegovina worsened. It was not uncommon to have open conflicts between workers and government officials. After the collapse of the Husino uprising, the position of workers deteriorated. Also, this paper discusses the impact of the revolutions in Eastern and Central Europe on the labour movement in Bosnia and Herzegovina.
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Sahetapy, Petronela. "Work Values and Workplace Spirituality on Employee Performance: A Study at LPMP Maluku Province". Khazanah Sosial 5, n. 1 (30 aprile 2023): 139–51. http://dx.doi.org/10.15575/ks.v5i1.25163.
Testo completoAbstract (sommario):
Performance has become an actual issue in an organization because it is a key question to the success of an organization, both private and public. The focal point of the performance analyzed in this study is central employees who work in regional agencies. Work values and spirituality in the workplace can influence employee performance. This can be seen from the performance of employees at LPMP Maluku Province. This study analyzed the influence of work values and spirituality in the workplace on employee performance at LPMP Maluku Province. The research approach used in this study is quantitative, survey, and explanatory research. Participants in this study were LPMP Maluku employees totaling 94 people and saturated sampling. The analysis technique used multiple linear regression with the assistance of SPSS 20.00. The results showed that 1) work values have a positive and significant effect on employee performance, 2) spirituality in the workplace has a positive and significant effect on employee performance, and 3) work values and spirituality in the workplace have a positive and significant effect simultaneously on employee performance. The suggestions that can be found are LPMP Maluku Province to pay attention to the dimensions of work values and spirituality in the workplace in synergy and strive to improve continuously because it is proven to have an effect on employee performance.
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Stankevičiūtė, Živilė, e Asta Savanevičienė. "Linkage between Leaders’ Behaviour in Performance Management, Organisational Justice and Work Engagement in Public Sector". Economies 9, n. 1 (3 febbraio 2021): 15. http://dx.doi.org/10.3390/economies9010015.
Testo completoAbstract (sommario):
In the last decade, leaders’ behaviour in performance management has been gaining increasing attention, arguing that it is beneficial in terms of improved employee attitudes, behaviour, and performance in the public sector. However, empirical support for such claim is still scant. Given the relevance of work engagement and organisational justice in the public sector and acknowledging a worldwide employee engagement crisis, the paper aims at revealing the linkage between leaders’ behaviour in performance management, organisational justice, and employee engagement in the public sector. In doing this, quantitative data were collected in a survey from employees working in the public sector in Lithuania (299 responses). The findings showed that goal setting and feedback had a significant and positive effect on employee engagement, supporting the theoretical notion that leaders’ behaviour in performance management was crucial in engaging people. As it was expected, goal setting and feedback had a positive effect on organisational justice; meanwhile, organisational justice significantly and positively predicted employee engagement. Turning to the mechanism by which leaders’ behaviour influences work engagement, it seems that organisational justice partly mediated the relationships between goal setting and employee engagement and fully mediated the relationships between feedback and work engagement. These findings affirm that public sector should strive for improving the leaders’ behaviour in performance management as it in turn might impact overall organisational performance.
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Majekodunmi, Samuel Ayodele, e Temi Omovigho Olajide-Arise. "Employee Participation and Job Satisfaction of Non-Teaching Staff in Public Universities in Lagos State Nigeria". Economic Insights – Trends and Challenges 2024, n. 3 (19 giugno 2024): 31–44. http://dx.doi.org/10.51865/eitc.2024.03.03.
Testo completoAbstract (sommario):
Few research has been done on the use of employee participation strategies in Nigerian higher education, especially when it comes to resolving the complaints of non-academic staff at public universities in Lagos State. The aforementioned amounts to a void that has caused an unaddressed loss of inclusivity. As a result, public university strikes and impasses in negotiations between the government and the Non-Teaching Staff (NTS) Union are typical. In light of the aforementioned context, this study looked at NTS's job satisfaction and employee participation policies in the public universities in Lagos State. 4,800 NTS from Lagos State University and the University of Lagos made up the study population. The study successfully collected 357 copies of the administered questionnaire using a survey research design and a multi-stage sampling technique. The results of the tested hypotheses demonstrated that non-teaching staff members' job satisfaction in Lagos State's public universities was insignificantly impacted by employee participation. The study comes to the conclusion that NTS employees' job satisfaction was insignificantly impacted by their participation. To quell the agitations of NTS, the study suggests that university management review their employee participation policies (i.e., participation in work planning, idea generation, welfare decision, goal setting, and involvement in suggesting improvement).
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Sameer QUBBAJ, Dr Ihab. "PSYCHOLOGICAL EMPOWERMENT AND ITS RELATION TO ORGANIZATIONAL IDENTIFICATION AMONG PUBLIC SECTOR EMPLOYEES". International Journal of Humanities and Educational Research 05, n. 05 (1 ottobre 2023): 01–24. http://dx.doi.org/10.47832/2757-5403.22.1.
Testo completoAbstract (sommario):
The relationship between psychological empowerment and organizational identification is multifaceted and represents a crucial aspect of organizational behavior and psychology. The current study emphasizes the importance of psychological empowerment for employees at various management levels in public sector institutions. It highlights the necessity of enhancing its antecedents and components by promoting the employee's sense of competence and perception of the significance of their work and assigned tasks. Moreover, the study underscores the meaningful role that employees play and their ability to influence their work environment, which grants them a considerable degree of autonomy and independence. This, in turn, positively impacts their organizational identification, fostering a strong sense of belonging and alignment with the organization they work for, along with the adoption and defense of its beliefs and values. These findings align with the existing theoretical literature and previous studies, which demonstrate that psychological empowerment positively influences individuals' psychological states and their work experiences. It strikes a balance between their personal values and organizational values, resulting in a shared sense of purpose. Overall, psychological empowerment creates a flexible, committed, cohesive, and harmonious human workforce that strongly aligns with the organization
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Mahmood, Hazhar Bahram. "Job Satisfaction Measurement in the Public and Private Sectors: The Case of Erbil in North Iraq". International Journal of Contemporary Research and Review 9, n. 03 (25 marzo 2018): 20639–46. http://dx.doi.org/10.15520/ijcrr/2018/9/03/480.
Testo completoAbstract (sommario):
This paper is focused on an overview of Job satisfaction Measurement in both the Public and Private Sectors, most specifically in Erbil, the North of Iraq. The private sector is making huge progress in its recruitment policies to get the right people hired and give them better working conditions. This has relatively increased job performance in the private sector. Although there has been an economic slowdown in Iraq caused by political crisis, the level of job satisfaction in the private sector has increased followed by an increase in job performance in the private sector. The private sector in North of Iraq is profitable, making financial gains and great investment and the government of North of Iraq have high expectations that in the years to come, investment in the private sector will yield more profits and enormously contribute to booming the economy of North of Iraq. The private sector continues making the workplaces more comfortable to push up job satisfaction and job performance from below and the government of North of Iraq is eager to make the investment environment in North of Iraq more conducive.
The most important people in every company are the employees. They are important because they play the important roles in given the company a good shape and helping the company to maintain its shape. This means that management of companies has the express duty to keep employees working on their job and even to influence the employees in many ways to remain with the company. If management succeeds to keep employees steadily on the job, it means that employees have been greatly satisfied. To be a satisfied employee, shows that a company’s policies and practices on satisfaction are well upheld. This mean that job satisfaction which is a widely used concept in the process of company’s management and operation is well handled. Job satisfaction element can be well handled but the degree to which it is handled matters more and this greatly determines the retention of every employee. If the degree of handling job satisfaction is high, this will obviously attract and keep employees on the job. But if the degree is low, employees will tend to leave the job. This explains why in measuring job satisfaction, companies should strive to achieve high degree of job satisfaction.
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Stieber, Jack. "The Future of Public Employee Unionism in the United States". Relations industrielles 29, n. 4 (12 aprile 2005): 825–39. http://dx.doi.org/10.7202/028557ar.
Testo completoAbstract (sommario):
The author makes an evaluation of the significant features of collective bargaining in the United States' public sector. He deals successively with the forms of organization of public employee unionism, the impact of legislation on employee organization, the rivalries existing between various unions, associations, and professional organizations and also with more specific issues such as: the status of supervisors, union security, the strike, political activity and minority participation.
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Židonis, Žilvinas, e Sonata Andriuškevičienė. "Whether Institutional Innovation Leads to Management Innovations? Transformational Leadership and Employee Empowerment in Vocational Education". Public Policy And Administration 18, n. 1 (9 aprile 2019): 136–51. http://dx.doi.org/10.5755/j01.ppaa.18.1.23133.
Testo completoAbstract (sommario):
This article aims to explain why modern public education initiatives in Lithuania do not deliver on expected results in spite of sufficient investments and government support. The paper focuses on institutional innovation in vocational education – the creation and management of Sectorial Practical Training Centres. Sectoral Practical Training Centres are primarily the instruments of the initial vocational education policy, seeking to improve and adjust the skills of the current and future workforce to the needs of private and public economy sectors. The article is based on proposition that newly created centres would be less exposed to administrative tradition, and should strive to employ modern management ideas, such as transformational leadership and employee empowerment. However, the empirical investigation revealed that there is a big lack of leadership, and managers rely on old-but-good administrative means. The employees stress that there is no support and feedback from management side; staff members do not see prospects for self-realization as well as for creativity and innovations. At the same time, the employees are keen to take more responsibility and to be more engaged in decision-making processes. The article concludes that one of the biggest obstacles for future organizational development is mismatch between current management practices and employees expectations. DOI: http://dx.doi.org/10.5755/j01.ppaa.18.1.23133
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Rotich, Richard. "Self-Efficacy, Demographic Characteristics and Organizational Citizenship Behavior among Management Employees in Public Organizations in Kenya". European Journal of Business and Strategic Management 7, n. 3 (28 novembre 2022): 1–23. http://dx.doi.org/10.47604/ejbsm.1710.
Testo completoAbstract (sommario):
Purpose: Government institutions through it employees play a vital role in steering and implementing government’s vision and policy for the benefit of the citizens. However, the work habits of many government employees to have failed to meet public expectations thus perennial complaints. Globally, Self-efficacy and Organizational Citizenship Behavior are concepts commonly researched and practiced among private sector organizations for better work performance. Although, these constructs have not received favorable consideration among public sector scholars and practitioners in the Africa, entrenching positive work behavior among employees for improved service delivery is universal and widely advocated for in the literature. It is a day today responsibility of managers, however studies have bestowed this role in the organization in general rather than the actual drivers of positive work behavior. The purpose of this study was to examine whether self-efficacy and the demographic characteristics of senior public officers influence their engagement in citizenship behaviors.
Methodology: Guided by social exchange theory and social cognitive theory, the study adopted a cross sectional quantitative survey design. Target population was the middle level employees in public service in Kenya. Data was collected using questionnaires, (N=389) determined by stratified sampling procedure and analyzed to derive descriptive and inferential statistics using SPSS computer software. From the multiple regression model (1), R2 = 0.042 showing that demographic characteristics accounted for 4.2% variation in OCB, while model (2) shows R2 =0.17 indicating that Self-efficacy accounted for 17.1% of OCB. Self-efficacy had significant relationship with Organizational citizenship behavior (β1= 0.362, p<0.05). Age had a positive significant relationship (β= .204, p<0.05) with OCB. Tenure was found to relate negatively with OCB (β= -.183 (p<.05).
Findings: The findings showed that Self-efficacy and age were strong determinant of OCB, thus the higher the employees’ age and psychological and emotional self-belief the higher their tendency to exhibit extra role behavior at the work place. Employee’s practice of discretionary behaviour to help colleagues solve organizational or personal problems is not just a matter of chance but a fully conscious decision informed of ones’ personal characteristics.
Unique Contribution to Theory, Practice and Policy: The study affirmed the applicability of the social exchange and social cognitive theories among public sector workers. As such, managers in public institutions should strive to identify, promote and nurture employee’s personal traits that contribute to practice of positive work behaviours like citizenship behaviour at the work place in their endeavor to improve public service delivery.
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Shylo, S. "Peculiarities of the application of legislation on the prevention of corruption in the conditions of martial law". Uzhhorod National University Herald. Series: Law 2, n. 74 (10 febbraio 2023): 86–93. http://dx.doi.org/10.24144/2307-3322.2022.74.48.
Testo completoAbstract (sommario):
The article focuses on the negative impact that corruption has on the efficiency of the state, reducing its manageability and worsening the organization of public life even under martial law. Prevention of corruption must be carried out exclusively on a legal basis - in compliance with the principle of the rule of law and the recognition that in Ukraine human rights and freedoms and their guarantees determine the content and direction of the state’s activities. The author conducted an analysis of changes and additions to the current legislation of Ukraine regarding the prevention of corruption under martial law. It has been established that such novelties provided for by the projects on strengthening responsibility for corruption acts during martial law are fully justified and aimed at preventing the «sprinkling» of international aid during wartime, the task of a preventive strike, equating corruption with cooperation with the enemy. A scientific vision of the legislative approach to solving the problem of preventing corruption in Ukraine is formulated, taking into account the realistic goal of such activity and the war in the country.
Also, an analysis of the implementation of the institute of authorized units (authorized persons) for the prevention and detection of corruption, which are the primary link of the anti-corruption infrastructure and are called to help managers and other employees of state bodies, including during the period of martial law in Ukraine, was carried out. allow violations of the requirements of the Law.
The author comes to the conclusion that the effective fight against corruption in Ukraine under martial law continues, in addition to the presence of the appropriate political will, such activity requires appropriate legislative support (a set of legal prescriptions regulating mechanisms for preventing corruption, as well as responsibility for committing corruption violations) , formation of an effective system of state bodies, ensuring proper coordination of the formation and implementation of anti-corruption policy, preventive measures to prevent corruption, as well as its overcoming in the conditions of martial law. The construction of such an institutional system must comply with international standards (in particular, the conventions of the United Nations and the Council of Europe against corruption, as well as the recommendations of GRECO and the Istanbul action plan of the anti-corruption network of the OECD (Organization for Economic Cooperation and Development) and best global practice, as well as take into account the peculiarities Ukrainian legalsystem.