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Статті в журналах з теми "Employment context"

Автор: Grafiati

Опубліковано: 11 березня 2023

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1

Shevchenko, Irina O. "EMPLOYMENT IN SCIENCE: GENDER CONTEXT." RSUH/RGGU Bulletin. Series Philosophy. Social Studies. Art Studies, no. 1 (2021): 218–30. http://dx.doi.org/10.28995/2073-6401-2021-1-218-230.

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The article considers the position of men and women researchers in the labor market in the precarization context. It is revealed that from the viewpoint of formal signs of the work precarity, researchers are in a safe situation. Most of them work under an indefinite contract, having a set of social guarantees secured by the Labor Code, and rarely change jobs. But the social well-being of scientists indicates that the formal description of the situation is at odds with reality. Gender context of science is the following: there are fewer women than men among researchers; there are more men among those holding the academic degrees of doctors, so men occupy positions more preferable in terms of status than women; the average salary of male scientists is higher than the female; men have more opportunities to influence decision-making in their organization. Gender asymmetry in the scientific field persists in Russia.

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2

Hevenstone, Debra. "National Context and Atypical Employment." International Sociology 25, no. 3 (April 29, 2010): 315–47. http://dx.doi.org/10.1177/0268580909360296.

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3

Rose, Emily. "David Cabrelli, Employment Law in Context." Edinburgh Law Review 20, no. 1 (January 2016): 105–6. http://dx.doi.org/10.3366/elr.2016.0329.

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4

Dotti Sani, Giulia M., and Stefani Scherer. "Maternal Employment: Enabling Factors in Context." Work, Employment and Society 32, no. 1 (January 31, 2017): 75–92. http://dx.doi.org/10.1177/0950017016677944.

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Maternal employment is still below the overall EU recommended level of 60% in many European countries. Understanding the individual, household and contextual circumstances under which mothers of children of different ages are likely to be employed is crucial to develop strategies capable of increasing maternal employment. This article takes a comparative approach to investigating the characteristics associated with maternal employment in the presence of children aged 0–2, 3–5, 6–9 and 10–12 years. We model the probability of being employed full-time, part-time or being a homemaker using EU-SILC data (2004 to 2007) from Germany, Italy, Norway and the United Kingdom – four countries belonging to different gender and welfare regimes. The results indicate that individual and household characteristics are more relevant in determining mothers’ employment in countries where the state is less supportive towards maternal employment: Italy and to a lesser extent Germany and the UK – for the period observed.

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5

Sprack, John. "David Cabrelli,Employment Law in Context." Law Teacher 50, no. 2 (December 11, 2015): 266–68. http://dx.doi.org/10.1080/03069400.2015.1093829.

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6

Simpson, Bob. "The Employment Act 1990 in Context." Modern Law Review 54, no. 3 (May 1991): 418–38. http://dx.doi.org/10.1111/j.1468-2230.1991.tb00894.x.

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7

Song, Lawrence J., and Jonathan M. Turner. "Employment Leasing Arrangements in the Context of Labor and Employment Laws." Psychologist-Manager Journal 8, no. 2 (2005): 189–204. http://dx.doi.org/10.1207/s15503461tpmj0802_9.

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8

Osborne, Robert D. "Fair employment and employment equity: Policy learning in a comparative context." Public Money & Management 12, no. 4 (October 1992): 11–18. http://dx.doi.org/10.1080/09540969209387730.

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9

Gingrich, Jane, and Ben Ansell. "Preferences in Context." Comparative Political Studies 45, no. 12 (October 29, 2012): 1624–54. http://dx.doi.org/10.1177/0010414012463904.

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Political economists have increasingly looked to understand social welfare policy as a product of individual-level demand for social spending. This work hypothesizes that individuals with riskier jobs demand more social spending and that large welfare states emerge where there are more of such individuals. In this article we build on the “policy feedback” literature to argue that existing welfare institutions condition how individual-level factors affect social policy preferences. Specifically, we argue that institutions directly altering the risk of unemployment (employment protection legislation) and those that delink benefits from the labor market create a more uniform system of social risk that reduces the importance of individual-level risk in shaping policy preferences. We test these propositions using multilevel analysis of 19 advanced industrial countries in 2006. We find that individual risk matters for social policy preferences only where employment protection is low and welfare benefits are dependent on employment.

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10

Akhmetyanov, D. V. "Discrimination in atypical employment in the context of fixed-term employment contracts." Voprosy trudovogo prava (Labor law issues), no. 10 (October 30, 2021): 770–74. http://dx.doi.org/10.33920/pol-2-2110-06.

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This article provides an analysis of the jurisprudence concerning the discriminatory nature of a fixed-term employment contract with a particular employee, while other employees in a similar position are subject to indefinite employment contracts.

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11

Posthuma, Richard A., Gabriela L. Flores, James B. Dworkin, and Samuel Pavel. "Social context and employment lawsuit dispute resolution." International Journal of Conflict Management 27, no. 4 (October 10, 2016): 547–69. http://dx.doi.org/10.1108/ijcma-10-2015-0072.

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Purpose Using an institutional theory perspective (micro and macro), the authors examined employment lawsuits across case type and alternative dispute resolution methods (negotiated settlements versus trials and arbitrations). Design/methodology/approach The authors examined actual data from US federal court lawsuits (N = 98,020). The data included the type of lawsuit, the dispute resolution method used and the outcome of the lawsuit in terms of the dollar amounts awarded. Findings The results show that employers were more likely to win in high social context cases (civil rights) than in other cases (Employment Retirement Income Security Act of 1974, ERISA). In arbitrations, plaintiffs won more frequently and were awarded higher amounts in arbitration than in court trials. In arbitration, plaintiffs received more in high social context cases than in other cases. Practical implications The results show that employers lose more often and in larger dollar amounts in arbitration than in litigation. However, if arbitration rulings more closely matched the likely outcomes of trials, subsequent litigation would be less likely to be overturned, and transaction costs would be reduced. If this were the case, the arbitration of employment lawsuits would more closely match the arbitration of contractual grievances under the typical labor relations system, where the arbitrator’s decision is usually final and binding. This could be a better outcome for all stakeholders in the dispute resolution process. Originality/value This is the first study of its kind to examine actual workplace conflicts that result in employment-related lawsuits from the perspective of social contextual factors.

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12

Lam, Helen. "Social media dilemmas in the employment context." Employee Relations 38, no. 3 (April 4, 2016): 420–37. http://dx.doi.org/10.1108/er-04-2015-0072.

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Purpose – The purpose of this paper is to analyse social media issues that give rise to employment-related legal and ethical dilemmas, with reference made to recent case law development, and offer recommendations for employers and employees. Design/methodology/approach – Prior research, statistical trends, and case laws are reviewed. Findings – Employers using social media for employment decisions may risk crossing the lines of discrimination, infringement on personal privacy, and/or interference with employees’ concerted activities protected by US law. However, employers not using social media may face negligent hiring and damages for improper employee messages posted. For employees, while social media provides a connection tool, messages posted off-duty and thought to be “private” may still be used as evidence in support of disciplinary actions. Practical implications – Employers, employees, and their unions must be cognizant of the ethical and legal implications of using social media in the employment context, and the latest developments in the privacy rights, human rights, labour relations rights, and contractual rights. Concerns about power shift need to be addressed. Social implications – Social media growth has blurred the boundary between work and private lives. With employers able to monitor employees’ social media activities almost at all times, this has implications for the overall power and control. On the other hand, employees may find social media offering another voice channel that can also potentially increase their power to some extent. Originality/value – Social media is a fast developing area with new case laws emerging regarding its use in the employment context. The paper provides a systemic review of the issues and latest developments.

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13

Posthuma, Richard A., James B. Dworkin, and Samuel Pavel. "SOCIAL CONTEXT AND EMPLOYMENT LAWSUIT DISPUTE RESOLUTION." Academy of Management Proceedings 2006, no. 1 (August 2006): B1—B3. http://dx.doi.org/10.5465/ambpp.2006.22897231.

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14

Stollar, Andrew J., and G. Rodney Thompson. "Sectoral employment shares: A comparative systems context." Journal of Comparative Economics 11, no. 1 (March 1987): 62–80. http://dx.doi.org/10.1016/0147-5967(87)90041-2.

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15

Brohan, E., S. Evans-Lacko, C. Henderson, J. Murray, M. Slade, and G. Thornicroft. "Disclosure of a mental health problem in the employment context: qualitative study of beliefs and experiences." Epidemiology and Psychiatric Sciences 23, no. 3 (August 6, 2013): 289–300. http://dx.doi.org/10.1017/s2045796013000310.

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Aims.Decisions regarding disclosure of a mental health problem are complex and can involve reconciling conflicting needs and values. This article provides a qualitative account of the beliefs and experiences of mental health service users regarding disclosure in employment contexts.Methods.Total sample of 45 individuals were interviewed in two study phases. In phase one, semi-structured interviews were carried out with 15 mental health service users. The transcripts were analysed using interpretative phenomenological analysis (IPA). In phase two, identified themes were further explored through interviews with mental health service users (n = 30) in three employment contexts: in paid employment (n = 10); in study or voluntary work (n = 10); and currently unemployed (n = 10). These were analysed using directed content analysis.Results.Four super-ordinate themes were drawn from phase one analysis: (1) public understanding of mental health problems; (2) the employment context; (3) personal impact of labelling and (4) disclosure needs. These themes were reflective of the content of phase two interviews.Conclusions.Greater emphasis needs to be placed on considering the societal, employment and interpersonal influences which form the basis for disclosure beliefs and experiences.

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16

Kingston, Sharon, and Amy Rose. "Do the Effects of Adolescent Employment Differ by Employment Intensity and Neighborhood Context?" American Journal of Community Psychology 55, no. 1-2 (December 2, 2014): 37–47. http://dx.doi.org/10.1007/s10464-014-9690-y.

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17

Kozlova, Olga, Mariya Makarova, and Lubov Voronina. "Regional employment quality in the context of Russia's technological development." E3S Web of Conferences 301 (2021): 03005. http://dx.doi.org/10.1051/e3sconf/202130103005.

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The socio-economic inequality of the Russian regions poses a significant threat both to the successful social and technological development of the country. Since employment is one of the crucial highlighters of such inequality, the paper is devoted to assessing regional inequality in terms of employment quality in the context of technological changes. The article presents a system of social and economic indicators to determine the place of each region in the interregional employment inequality. The novelty of the study includes the methodological approaches and methods to estimate regional employment inequality and its components. The authors reveal the employment quality and its main components keeping relatable with the technological development. Based on these points, we developed employment quality coefficient and carried out a typology of Russian regions in terms of the employment quality. The study uses data from the Rosstat on working conditions and economic activity of the population for 2005-2019. The results expand the scientific ideas about the interdependence of employment and technological development. In addition, the research results should be considered when developing the state technical policy, differentiating the employment policy and socio-economic development of the regions.

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18

Lebert, Florence, and Erika Antal. "Reducing Employment Insecurity." SAGE Open 6, no. 4 (October 2016): 215824401667176. http://dx.doi.org/10.1177/2158244016671769.

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The perception of job insecurity is known to be a stressful condition for employees. Less is known about employment insecurity and the ways employees and their families deal with it. This study investigates whether participation in further training is a strategy that employees adopt to reduce perceived employment insecurity. As participation in further training is often costly and time-consuming, we assume that the family context is of importance for the decision to take part in further training. To take account of possible self-selection, we apply a propensity score matching procedure on longitudinal data from the Swiss Household Panel (2004-2013). Three main findings can be emphasized: first, participation in further training is not a strategy adopted particularly by employees who perceive high employment insecurity as they are less likely to train than their secure counterparts. Second, even though further training is not a strategy that is actively adopted, employees who train subsequently report lower levels of perceived employment insecurity. Third, the family context indeed influences the likelihood to train: partnered employees are more likely to train and preschool-aged children act as a constraint on women’s but enhance men’s participation in further training. Yet, in the context of high perceived employment insecurity, children generally reduce their parents’ likelihood to train as the parents may turn to other strategies that reduce perceived employment insecurity.

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19

Maznyk, L. "SOCIAL-RESPONSIBLE LABOR PRACTICES: THE CONTEXT OF EMPLOYMENT." Scientific Works of National University of Food Technologies 25, no. 2 (April 2019): 105–10. http://dx.doi.org/10.24263/2225-2924-2019-25-2-13.

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20

Nielson, Howard C. "Recklessly False Statements in the Public-Employment Context." University of Chicago Law Review 63, no. 3 (1996): 1277. http://dx.doi.org/10.2307/1600255.

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21

David, Anda M., and Mohamed Ali Marouani. "Migration and employment interactions in a crisis context." Economics of Transition 23, no. 3 (April 29, 2015): 597–624. http://dx.doi.org/10.1111/ecot.12074.

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22

Pfau‐Effinger, Birgit. "Women's employment in the institutional and cultural context." International Journal of Sociology and Social Policy 32, no. 9/10 (August 31, 2012): 530–43. http://dx.doi.org/10.1108/01443331211257634.

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23

Gough, Mark D., and Alexander J. S. Colvin. "Decision-Maker and Context Effects in Employment Arbitration." ILR Review 73, no. 2 (November 4, 2019): 479–97. http://dx.doi.org/10.1177/0019793919886578.

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Using a novel survey of 274 employment arbitrators, this study investigates how decision-maker characteristics and the context of the arbitration proceeding affect employee outcomes. The authors analyze the predictors of settlement before an arbitrator award and, if no settlement is reached, the likelihood that an employee will receive a favorable verdict after a full hearing. Findings show that pre-arbitration dispute resolution procedures, such as mediation, have significant effects on settlement behavior and employee outcomes. The characteristics of the presiding arbitrator as well as the structure of the arbitration proceeding also influence employee outcomes at trial. This study contributes to the existing literature by describing the characteristics of employment arbitrators—an underexplored actor in industrial relations. In addition, it analyzes case outcomes, including settlements, across multiple arbitration forums and with more rigorous controls than those applied in existing data sets.

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24

Kivipõld, Kurmet, and Richard C. Hoffman. "Organizational learning in context of part-time employment." International Journal of Organizational Analysis 24, no. 4 (September 5, 2016): 650–72. http://dx.doi.org/10.1108/ijoa-06-2014-0779.

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Purpose Combining trends in employment flexibility, organizational learning, need for improved leadership and entrepreneurship is important in managing today’s organizations. This study aims to explore these relationships within a single media firm in one of the Baltic States. Design/methodology/approach The subject for this exploratory case study is a small Estonian media company having a total of 43 members/employees. Data for the study were collected using two questionnaires (organizational leadership capability and dimensions of learning organizations) and by in-depth interviews. Assessment and analysis of the data included: measurement of organizational leadership (OL) and learning organization; measurement of entrepreneurial behavior; and analysis of the results gained from studying the issues pertaining to OL, learning organization and entrepreneurial behavior. Findings The results of this study reveal that part-time versus full-time employees have more positive attitudes toward the organization’s decentralized leadership and of six of seven learning characteristics. It appears that the entrepreneurial orientation of the part-time employees (PTEs) helps explain the differences observed. Practical implications The implications for practice based on this study is that firms should consider their PTEs as a valuable asset not only because of the flexibility they offer to the workforce but also because of the special skills and outlooks they bring to the organization. Originality/value This paper explores the relationships among organizational learning, OL and entrepreneurship in context of part-time employment.

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25

Yurur, Ozgur, Chi Harold Liu, Charith Perera, Min Chen, Xue Liu, and Wilfrido Moreno. "Energy-Efficient and Context-Aware Smartphone Sensor Employment." IEEE Transactions on Vehicular Technology 64, no. 9 (September 2015): 4230–44. http://dx.doi.org/10.1109/tvt.2014.2364619.

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26

Anthony, William A. "Supported employment in the context of psychiatric rehabilitation." Psychiatric Rehabilitation Journal 31, no. 4 (2008): 271–72. http://dx.doi.org/10.2975/31.4.2008.271.272.

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27

Bekker, Sonja, and Saskia Klosse. "The Changing Legal Context of Employment Policy Coordination." European Labour Law Journal 5, no. 1 (March 2014): 6–17. http://dx.doi.org/10.1177/201395251400500103.

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28

Joshi, Uttam Lal. "Relevancy of foreign employment in the present context of Nepal." International Research Journal of MMC 1, no. 1 (March 31, 2020): 21–30. http://dx.doi.org/10.3126/irjmmc.v1i1.34117.

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There is more charm on foreign employment since decades. Due to lack of employment opportunities in public and private sectors, Nepali people are motivated to go foreign countries for job opportunities. Handsome salaries, respected life, relief from poverty and fulfillment of needs – these are the common motivators that lead people for foreign employment. This can be right in one aspect but there are a lot of evidences and scenarios that show foreign employment is not so easier and fruitful as it is thought. Foreign employees have to face many more difficulties and obstacles in foreign countries that one will explain after his return to home country. So the income from their hard labor must be utilized in proper sectors. Various data in this study show the foreign employment is not so safe. Here, the time series data from 2002/03 to 2019 are taken for the study of the relationship between remittance and investment. The regression analysis with P-value 0.000 at 5% significant level (α= 0.05) which shows that the remittance from foreign employment has been used in investment anyway. It will help to find the productivity, relevance and proper use of the income from foreign employment.

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29

Babynina, Liliya, Larisa Kartashova, Natalia Loktyukhina, Ekaterina Chernykh, and Felix Akhmedov. "Alternatives to staff reduction in the context of labour digitalization." E3S Web of Conferences 311 (2021): 08005. http://dx.doi.org/10.1051/e3sconf/202131108005.

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The article discusses alternative forms of employment in the process of staff reduction with the development of information and communication technologies in the world of work. Using the results of the research, the authors propose to critically evaluate Russian legislation in terms of the regulation of self-employment, consider new forms of employment and remote work, legislatively enshrined in the Labour Code of the Russian Federation. One of the problems highlighted in the article has related to the lack of necessary digital skills for using the Internet, which limits the possibilities of the population and employers in using alternative forms of staff reduction and interaction with employment services. Changes in the structure of the economy, the transition of personnel to remote work are accompanied by a reduction in the participation in the trade union movement, as a result, of which an employee may be forced to terminate an employment contract without social guarantees and compensation. The authors of the article argue that alternative solutions to regulate employment of the population based on the principles of social partnership and uniting the efforts of all interested parties - the state and society, representatives of employers and workers themselves.

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30

Litvinova, Galina A. "SOCIAL TECHNOLOGIES IN THE CONTEXT OF EMPLOYMENT OF UNIVERSITY GRADUATES." SCIENTIFIC REVIEW. SERIES 2. HUMAN SCIENCES, no. 1-2 (2022): 62–70. http://dx.doi.org/10.26653/2076-4685-2022-1-2-05.

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The article deals with the problems of managing the employment of university graduates in modern conditions. The existing practical experience in managing the employment of university graduates at Belgorod enterprises allows us to consider this process not just as a "method of managerial activity", but as a technology. The urgent need for employment of graduates of Russian universities in their specialty, taking into account the increasing need of enterprises, especially industrial ones, for highly qualified personnel, determines the relevance of this study. The results of our sociological research among graduates of Belgorod universities and managers of enterprises indicate that one of the effective social technologies is employment management. As we found out, the majority of graduates of V.G. Shukhov BSTU get a job through the scientific and methodological center for professional adaptation and employment of graduates (12.5%), through the BSTU employment center (14.5%), using messengers (Tele-gram). It is concluded that the system and personnel technologies of training and advanced training of personnel at the expense of the budget of enterprises and organizations that have proven their effectiveness are still not being used at the enterprises of the Belgorod region.

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31

Specter, Gregory. "The Precarious Practitioner of Moravian Digital Humanities." Journal of Moravian History 22, no. 2 (October 1, 2022): 163–70. http://dx.doi.org/10.5325/jmorahist.22.2.0163.

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ABSTRACT This article explores precarious academic employment’s effect on the work of doing digital humanities work, specifically in the context of Moravian studies. The article documents the author’s experience of working on a digital humanities project. It focuses on the Moravian’s Boarding School in Bethlehem, Pennsylvania. The article explores how the work of the digital humanities cannot be done without the broad support that comes from academic employment and access to resources, both technical and monetary. The author situates these issues within the context of how precarious academic employment will potentially affect the field of Moravian studies.

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32

Matyjas-Łysakowska, Paulina. "Duty of Loyalty in Employment Relations of Academic Teachers in the Context of Additional Employment." Annales Universitatis Mariae Curie-Skłodowska, sectio G, (Ius) 65, no. 2 (December 30, 2018): 175–86. http://dx.doi.org/10.17951/g.2018.65.2.175-186.

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33

Yijälä, Anu, and Tiina Luoma. "The Importance of Employment in the Acculturation Process of Well-Educated Iraqis in Finland: A Qualitative Follow-up Study." Refugee Survey Quarterly 38, no. 3 (August 26, 2019): 314–40. http://dx.doi.org/10.1093/rsq/hdz009.

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Abstract This study considers long-term adaptation among well-educated Iraqis who applied for international protection in Finland in 2015. We interviewed the participants approximately 3 months after their arrival, and subsequently after being granted international protection 1.5 and 2.5 years after arrival. We apply a theoretically constructed Benefits of Employment in Intercultural Contexts model in the context of skilled refugees to examine the role of employment in their acculturation process. We analysed the data using qualitative content analysis. Despite the difficulties faced at the beginning of the asylum and job-search processes, employment – including inadequate employment that connected an individual to a work community – enhanced participants’ subjective well-being and promoted their whole acculturation process. The key explanation seems to lie not in increasing economic wealth but in the establishment of social networks, a sense of collective purpose, a possibility to maintain a positive identity, and importantly, the accumulation of cultural capital that employment or active functioning in work-life-related contexts enabled. By the end of the follow-up period, the aforementioned latent benefits of employment were more salient, while the urge to manifest benefits, i.e. salary, had lessened due to reconciling with having to make ends meet with the help of social benefits.

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34

Klupt, M. "Western Countries: Future of Multiculturalism in Context of Employment." World Economy and International Relations, no. 7 (2012): 16–25. http://dx.doi.org/10.20542/0131-2227-2012-7-16-25.

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Will immigrant minorities change the Western world? Two decades ago this question seemed irrelevant as it was expected that the West will change the world in its image. Today, the same question is perceived as rhetorical. The answer is obvious, and the dispute is merely over directions, extent and possible consequences of future changes. The center of this dispute is the multiculturalism – the concept, policy and praxis praising diversity of cultures and denying any of them a vested right to dominate not only in the world at large, but even in a particular country. The assessment of its perspectives presupposes a variety of research approaches in view of its complexity. In the present article only one of them is be used for the analysis focused on the employment of immigrant minorities from the world's South. The viability of such approach is based on two circumstances. Firstly, the employment indexes considered in ethnical context belong to the most important characteristics of ethno-social structure of a society. Secondly, the availability of broad statistical information about employment allows for resting upon empirical data, possibly avoiding a needless bias toward purely theoretical constructions.

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35

Hiswåls, Anne-Sofie, Anders Walander, Joaquim Soares, and Gloria Macassa. "Employment Status, Anxiety and Depression in a Municipal Context." Research in Health Science 2, no. 1 (February 1, 2017): 12. http://dx.doi.org/10.22158/rhs.v2n1p12.

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Objectives: This study aimed to investigate the prevalence of anxiety and depression by employment status among a sample of the working age population residing in Gävle Municipality in Sweden. Methods: A total of 241 persons completed a self-administered postal questionnaire in the baseline survey of the Gävle Household, Labour Market and Health Outcomes (GHOLDH) survey, which collected information on the employment status and psychological health (anxiety and depression) among persons aged 18-65 years. Descriptive and multivariate analyses were performed. Results: The prevalence and risk of anxiety and depression were high among people who were out of work. In the multiple regression analysis, compared to employed people, those who were not employed had a risk of anxiety of 7.76 (5.97-9.75) and 4.67 (3.60-5.74) for depression. Conclusion: The prevalence of anxiety and depression was higher among those who were out of labour market as compared to those employed. Furthermore, people who were out of work had a higher risk of anxiety and depression. The odds were slightly higher for anxiety than for depression.

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Ermolieva, E. "The Present and Future of Employment: Ibero-American Context." Analysis and Forecasting. IMEMO Journal, no. 3 (2021): 51–64. http://dx.doi.org/10.20542/afij-2021-3-51-64.

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The world of work is changing rapidly. The impact of the current megatrends on the future of employment has been widely debated around the world and became a focus of numerous reviews of international organizations. The Sars-Cov-2 pandemic has added even more urgency to the discussion and has affected more countries, including Iberian Peninsula and Latin America. Moreover, the COVID-19 pandemic-induced lockdowns and related global recession of 2020 have created a highly uncertain outlook for the labor market and accelerated the arrival of the future of work. COVID-19 has shown us how rapid change can destroy jobs. But at the same time, it must be recognized that the labor market has fundamentally changed within just a few months of the pandemic with the spread of some non-standard employment such as tele- and platform work. Thus, the COVID-19 became a catalyst for the rapid changes that will define the future of the labor market in different parts of the world. But, as some results show, digital transformation in employment brought serious inequalities, called the digital divide with its multidimensional impact. For example, a new digital gap has emerged between the global North and the global South. Through these optics, the article attempts to summarize the results of studies that are monitoring how labor markets are changing in different regions of the world. And the main aim is to better understand the specifics of the situation in Spain, Portugal and Latin American countries which collectively are integral parts of the Ibero-American community. To achieve the goal, the principal tools of scientific analysis were used, including collecting and analyzing a significant body of empirical data from international sources and publications of national departments for labor and employment. The review helped to identify the basic features of the current moment and possible prospects in the development of the employment sector in Iberoamerica. Following the principle of comparative analysis research, the author comes to the conclusion that, on the one hand, the processes similar to the global trends are present, but, on the other hand, the peculiarities determined by the national characteristics of the Ibero-American content are quite obvious.

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Wright, Phillip C., and Penny Hartin. "The Evolution of Employment Rights: The North American Context." Management Research News 20, no. 5 (May 1997): 39–51. http://dx.doi.org/10.1108/eb028563.

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Karlsson, Johan. "Does regional context matter for family firm employment growth?" Journal of Family Business Strategy 9, no. 4 (December 2018): 293–310. http://dx.doi.org/10.1016/j.jfbs.2018.08.004.

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Kot-Radojewska, Magdalena, and Iryna V. Timenko. "Employee loyalty to the organization in the context of the form of employment." Oeconomia Copernicana 9, no. 3 (September 30, 2018): 511–27. http://dx.doi.org/10.24136/oc.2018.026.

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Research background: Organizations that function in the contemporary, competitive economy attribute the increased importance to employee loyalty, which translates, to a large extent, into commitment to work. A loyal employee, strongly associated with the organization, is its valuable asset. On the other hand, in the dynamically changing reality, organizations more often use the alternative, flexible forms of employment, which are not only a response to the needs of the organization, but also employees themselves. Purpose of the article: The purpose of the paper is to examine the relationship between employee loyalty to the employer and the form of employment. Methods: The paper presents the results of research conducted by means of a diagnostic survey with the use of a questionnaire among 569 employees of manufacturing and service enterprises operating on the Polish market. Empirical data were collected from December 2015 to January 2016. The research process was based on the grounded theory and statistical analyses were conducted by means of the SPSS, assuming the level of significance at 0.05. In order to compare people with the different forms of employment, the Kruskal-Wallis test was used. Findings & Value added: The research results indicated that there are certain relationships between the form of employment and loyalty to the employer. A majority of the respondents believed that the form of employment influences the loyalty to the employer. A majority also rated the degree of their own loyalty to the employer high. Employees working under an indefinite duration employment contract rated the impact of the current form of employment on loyalty to the employer higher than people that have a fixed-term employment contract. The people who have an indefinite duration employment contract rated the degree of their own loyalty to the employer higher than people that have a fixed-term employment contract.

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Allanina, Liliya Mansurovna. "Sustainable Development of Rural Areas: Increasing Employment in the Context of Digital Technologies Development." Journal of Advanced Research in Dynamical and Control Systems 12, SP4 (March 31, 2020): 1069–76. http://dx.doi.org/10.5373/jardcs/v12sp4/20201580.

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Beebeejaun, Ambareen. "Unfair dismissal in the Mauritius context: a comparative study." International Journal of Law and Management 60, no. 6 (November 12, 2018): 1299–312. http://dx.doi.org/10.1108/ijlma-07-2017-0158.

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Purpose The purpose of this study is to critically analyse the concept of unfair dismissal and to assess the extent to which the Employment Rights Act 2008 is affording protection to employees in Mauritius. The purpose of this study is to also demonstrate that as employees form an integral part of their workplace, their employment cannot be terminated without substantive and procedural fairness. The paper will provide some recommendations to cater for loopholes in existing Mauritius employment legislations. Design/Methodology/Approach To critically examine the topic, the black letter approach is adopted to detail legislations and judgments of courts on the subject matter. A comparative analysis with some other jurisdictions’ employment legislations is also carried out to define, explain and examine the concepts of dismissal, substantive causes such as misconduct and procedural fairness. Findings From the methodologies used, it is found that a substantial reason is not sufficient to conclude whether a dismissal is fair. The law of unfair dismissal has introduced some procedural safeguards to protect the employee from being unfairly and unjustifiably dismissed. The procedural requirements act as guidelines to employers and if they are not followed properly, the dismissal will be unfair. Unfair dismissal needs to be accompanied by remedies from employers, and monetary compensation has been found to be the most appropriate remedy. Originality/Value This paper is amongst the first research work conducted in Mauritius that compares the law of unfair dismissal and its implications with the laws of England and South Africa. The study is carried out with a view to provide practical recommendations in this area of employment law to the relevant stakeholders concerned.

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Pasa, Rajan Binayek. "Short Term Vocational Skill Test in Nepalese Context." Journal of Training and Development 1 (July 31, 2015): 54–61. http://dx.doi.org/10.3126/jtd.v1i0.13091.

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This paper assesses the possible contribution of short term vocational skill tested graduates and labour migration in foreign employment and remittances to Nepalese economy. An attempt has also been made to assess the role of effective skill testing system that can be provided even in local level as for equal accessibility to all skilled workforces throughout the country. Producing skill tested graduates is known to be a process of human capital formation that is equally benefitted to self and society. Due to easy access of government policy, Nepalese youths are working in international labour market and at a time when the country's major economic indicators are not favorable, the remittances have played a vital role in national economic growth. Though remittances earning is a boon to the economy, the facilities are inadequate to back up the increasing trend of migration. Inadequate knowledge on skill testing system and lack of skill training and poor opportunities to involve in trade specific work are some of bottlenecks to Nepalese youths. This paper suggests that formulation and effective implementation of short term vocational skill testing system in local level is the need of today so that most of foreign labour migrants can grab semi-skilled employment opportunities through specific vocational skill tested certification. The government needs to play a proactive role to promote foreign employment by inducting and adhering to the policy of socio-economic development and human capital formation. Replicating the status and impact of short term vocational skill tested graduates and migrated labour in foreign employment, state mechanism has to be endorsed in our national context for development and promotion of skill testing mechanism in local level and regularization of foreign employment. In such a situation, majority of youths could get opportunities to take skill tested certificate that can encourage them to become a vocational skill and trade occupation specific. Such types of work specification could ultimately increase working efficiency and productivity of each workforce and economic prosperity of the country.DOI: http://dx.doi.org/10.3126/jtd.v1i0.13091 Journal of Training and Development Vol.1 2015: 54-61

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Raeder, Sabine, Anette Wittekind, Alice Inauen, and Gudela Grote. "Testing a Psychological Contract Measure in a Swiss Employment Context." Swiss Journal of Psychology 68, no. 4 (January 2009): 177–88. http://dx.doi.org/10.1024/1421-0185.68.4.177.

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In this study, we validated a questionnaire measuring psychological contracts in a Swiss employment context. We argue that this measure sufficiently considers the characteristics of a stable employment situation and meets the criteria for the validity of psychological contract measures. The sample consisted of the employees of two firms and portfolio workers. An item and scale analysis was conducted and the dimensionality of the instrument was tested by means of confirmatory factor analyses. Finally, the instrument consists of three factors measuring employee expectations and employer inducements as well as two factors measuring employer expectations and employee contributions. Validity was evaluated by comparing groups with different employment status and by hierarchical regression analyses predicting intention to quit and performance.

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_, _. "Exploring Guanxi in a Cross-Cultural Context." Journal of Chinese Overseas 13, no. 2 (January 17, 2017): 263–86. http://dx.doi.org/10.1163/17932548-12341357.

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Abstract Using a case study of recently arrived Cantonese-speaking migrants, this article examines the role of guanxi in shaping Chinese newcomers’ economic activities and opportunities in South Africa. In Johannesburg, Cantonese-speaking migrants tend to be employed in restaurant and fahfee (gambling) sectors, which are partially inherited from the early generations of South African Chinese. Through narratives and stories, this article reveals that Cantonese newcomers often strengthen personal and employment relationships through the practice of guanxi, but that doing so can also constrain their employment decisions. Moreover, the ambiguous boundary between the act of bribery and the practice of guanxi may facilitate Chinese participation but can also result in the victimization of the newcomers.

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Wynn, Michael T. "Chameleons at large: Entrepreneurs, employees and firms – the changing context of employment relationships." Journal of Management & Organization 22, no. 6 (November 2016): 826–42. http://dx.doi.org/10.1017/jmo.2016.40.

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AbstractCurrent labour markets are witnessing a proliferation of hybrid or quasi-employment status whereby company directors and limited liability partners are gaining access to employment rights. At the same time, legislation is creating new forms of employee shareholder status, where employees trade employment rights for shares in the company. New corporate structures are being developed to promote one-man companies, small and medium sized enterprises and hybrid company/partnerships. This paper examines some of these developments in the light of the theory of the firm and the jurisprudence of company and employment law and considers the implications for workers, employers and the self-employed.

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Desombre, Terry, and Richard Benny. "The changing context of employment in the NHS: some legal implications of changes to employment contracts." Health Manpower Management 24, no. 1 (February 1998): 26–32. http://dx.doi.org/10.1108/09552069810196603.

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47

Kostrytsya, Vasil, and Tetiana Burlai. "Employment recovery policy in the post-pandemic period: the international context." Ekonomìčna teorìâ 2021, no. 4 (December 21, 2021): 73–94. http://dx.doi.org/10.15407/etet2021.04.073.

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The shocking consequences of the COVID-19 pandemic have exacerbated the need to ensure the resilience of societies in the face of new epidemiological challenges. An integral element of the resilience system is the efficiency, balance and sustainability of national labor markets and the employment sector as a whole, which has had a devastating effect on the “coronavirus”. The purpose of the study is to identify global post-pandemic destructions in the field of employment, determine the main ways and factors of its recovery, as well as the resource potential of international management structures necessary to accelerate this process. Used statistical and analytical approaches, as well as methods of systemic, comparative and graphical analysis. Analyzed modern international approaches to the formation of employment recovery policy aimed at overcoming the negative consequences of the COVID-19 pandemic for the world of work, public welfare and social justice. The resource potential of new UN and ILO initiatives to stabilize employment and accelerate the pace of its recovery on a global scale has been revealed. The key factors of the global dynamics of employment recovery have been identified, including: anti-malignant vaccination; fiscal stimulus; labor productivity; work migration; the level of development of national social protection systems and labor market institutions, digitalization, as well as involvement of countries in integration processes. The results of the study prove that in the formation of modern state policy aimed at accelerating the post-pandemic recovery of the economy and society, the key factors of employment recovery, as well as the corresponding strategic initiatives of international institutions, should be taken into account.

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

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

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Popov, A. V., and T. S. Soloveva. "The Present and Future of the Employment Paradigm in the Context of Global Changes." Journal of Applied Economic Research 20, no. 2 (2021): 327–55. http://dx.doi.org/10.15826/vestnik.2021.20.2.014.

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Major transformations have taken place throughout history, radically changing people's way of life. This can be noted in particular in the area of employment. In just the last few centuries, it has gone from predominantly agrarian employment, manual work and natural specialization to the technology-based image of the service-sector worker. The purpose of the article is to comprehend and conceptualize the process of forming a new employment paradigm through the prism of global challenges. The hypothesis is that in the modern world, employment is becoming increasingly blurred, combining features of different eras, which results in an intensification of social stratification and labor market segmentation. The research is based on the methodological principles of compiling a systematic review and consists of the following steps: goal setting and study design, selection of relevant literature according to the defined criteria, generalization and analytical review of selected sources, presentation of results. The analysis highlights the key trends in the field of employment at the current stage of social development. Among them are concentration of the labor force in the tertiary sector, destandardization and increased flexibility of employment, changes in the economy's requirements for human capital, etc. Special attention is paid to the influence of global challenges on the future of work under single-factor and complex scenarios of its development. The authors provide an analytical review of international experience in overcoming the negative consequences of employment transformation. The paper concludes by offering conceptual understanding of the emerging paradigm of employment and highlighting its cognitive features. The results obtained contribute to the development of the discussion on the future of work, related opportunities and threats. The practical significance of the study lies in identifying promising directions of state policy to regulate employment in the face of modern challenges.

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Apokin, A., and M. Yudkevich. "Analysis of Student Employment in the Context of Russian Labor Market." Voprosy Ekonomiki, no. 6 (June 20, 2008): 98–110. http://dx.doi.org/10.32609/0042-8736-2008-6-98-110.

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The paper provides an explanation for widespread student employment in Russia. The main difference between Russia and Western countries is considered to be the following: student employment during the period of studying is widely used as a signal about the quality of human capital for the future employer. The authors show that in Russia more productive students start working earlier and employment is more often connected with the future profession than in the Western countries. They suggest that the system of communication between education structures and employers should be established in order to inform the latter about the quality and features of education acquired.

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