371 results on '"employment relationship"'
Search Results
2. Financialisation, globalisation, and the industrial labour share: A comparison between Iran and Thailand
- Author
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Giorgos Gouzoulis
- Subjects
Labour economics ,Globalization ,Industrial relations ,Economics ,Employment relationship ,Wage share - Published
- 2021
3. The Function and Limitation of the Theory of the Right of Expectation in Employment Relationship
- Author
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Eun-Jung Park and Ohseong Kwon
- Subjects
Econometrics ,Economics ,Employment relationship ,Function (mathematics) - Published
- 2021
4. Varieties of functional income inequality in Latin America: Chile and Mexico compared
- Author
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Collin Constantine and Giorgos Gouzoulis
- Subjects
Latin Americans ,Sociology and Political Science ,Employment relationship ,Labour Share ,Globalisation ,Global Political Economy ,Latin America ,Inequality ,Economic inequality ,Industrial relations ,Development economics ,Economics ,General Economics, Econometrics and Finance ,Financialisation - Abstract
Contributing to a better understanding of the varying inequality patterns within Latin America, this article examines the drivers of the private sector labour shares of Chile and Mexico between 1980 and 2011. Over this period, Chile’s labour share has declined, similar to many advanced economies, while Mexico’s labour share has remained relatively stable. Our historical and econometric analysis suggests that in Chile high private indebtedness has undermined wage demands and induced wage cuts, while policies of small government have also contributed to the decline in its wage share. Chile’s natural resource exports have benefited from Latin America’s commodity boom and exhibited some limited positive effects on its wage share. Contrariwise, we find that Mexico, as a more capital-intensive economy, has experienced significant substitution effects, which have undermined its wage share. Yet, high government spending has counterbalanced the negative effects of globalization. These comparative results challenge popular narratives around hyper-globalization and policy homogenization.
- Published
- 2021
5. THE SCOPE OF LABOUR LAW IN THE PLATFORM ECONOMY
- Author
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Olga Chesalina
- Subjects
Labour economics ,Scope (project management) ,Labour law ,Economics ,Self employed ,Employment relationship - Published
- 2021
6. Long-term Growth–Employment Relationship in India
- Author
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Arup Mitra
- Subjects
Long term growth ,Poverty ,Economics ,Employment relationship ,Demographic economics ,General Medicine ,Elasticity (economics) - Abstract
This article focuses on the growth–employment relationship and the determinants of labour force participation rate. In the time-series framework, employment is seen to have a greater impact on GDP rather than vice versa. This is quite consistent with the literature that employment contracts can be long term in nature, and they are usually not flexible in the short run. Hence, fluctuations in the commodity market do not affect employment immediately. The effect of employment on growth through the demand linkage is usually overlooked, which is brought out by this study, suggesting that demand deceleration caused by sluggish expansion in jobs can make economic growth unsustainable in the long run. From supply side of labour, poverty-induced participation in the job market is evident, and women are seen to be largely engaged in the agricultural sector. The effect of physical infrastructure on women’s work participation is positive. Large household size and child to women ratio affect women’s work participation adversely. On the whole, the positive effect of health and education and a strong impact of physical infrastructure on labour market participation of rural women are evident.
- Published
- 2020
7. Learning to game the system
- Author
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Luis Vasconcelos, Arijit Mukherjee, and Jin Li
- Subjects
Economics and Econometrics ,media_common.quotation_subject ,05 social sciences ,Economic rent ,Employment relationship ,Relational contract ,Microeconomics ,Incentive ,0502 economics and business ,Spite ,Economics ,Performance measurement ,050207 economics ,050205 econometrics ,media_common - Abstract
An agent may privately learn which aspects of his job are more important by shirking on some of them, and use that information to shirk more effectively in the future. In a model of long-term employment relationship, we characterize the optimal relational contract in the presence of such learning-by-shirking and highlight how the performance measurement system can be managed to sharpen incentives. Two related policies are studied: intermittent replacement of existing measures, and adoption of new ones. In spite of the learning-by-shirking effect, the optimal contract is stationary, and may involve stochastic replacement/adoption policies that dilute the agent’s information rents from learning how to game the system.
- Published
- 2020
8. Richard Lester's Institutional‐Industrial Relations Model of Labor Markets and the Near‐Zero Minimum Wage Employment Effect: The Model Card and Krueger Ignored but Shouldn't Have
- Author
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Bruce E. Kaufman
- Subjects
Economics and Econometrics ,Institutional economics ,Economics ,Employment relationship ,Classical economics ,Minimum wage ,Industrial relations ,General Business, Management and Accounting ,Zero (linguistics) - Abstract
David Card and Alan Krueger dedicate their minimum wage book Myth and Measurement (1995) to Richard Lester, an institutional‐industrial relations labor economist and key figure in the marginalist c...
- Published
- 2020
9. 'Automation, gigs, and other labor market tales: the Philippines in the Fourth Industrial Revolution'
- Author
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Emmanuel F. Esguerra
- Subjects
Labour economics ,business.industry ,media_common.quotation_subject ,Polarization (politics) ,Employment relationship ,Automation ,Structural transformation ,Unemployment ,Economics ,Human resources ,business ,Industrial Revolution ,media_common ,Gig economy - Abstract
The paper discusses two topics that frequently surface in conversations about the Fourth Industrial Revolution ( 4IR ): the threat of labor displacement due to automation and the growth of alternative employment arrangements. Using the “task approach” to review recent research on the “future of work” in the Philippines, the paper argues that predictions not informed by the task intensity of jobs are less compelling. The “job polarization” thesis is also examined and the observation made that changes in the occupational distribution of employment seem to be more closely associated with a structural transformation explanation. In the second part, the “gig economy” is discussed in the broader context of work arrangements that have emerged and disrupted the standard employment relationship. The limitations of household-based labor force surveys as a source of data on gig activity are noted. The paper concludes with a brief discussion of 4IR challenges in terms of human resource development, unemployment protection, and the reform of labor laws. JEL codes: J20, J24, J41, J48, J88, K31, O33
- Published
- 2020
10. What the new institutional economics owes Marx
- Author
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Emmanuel S. de Dios
- Subjects
Capital (economics) ,Theory of the firm ,Economics ,Employment relationship ,New institutional economics ,Neoclassical economics ,Incentive theory ,Marxian economics - Abstract
The bicentennial of Marx’s birth (2018) and the earlier sesquicentennial of Capital ’s publication (2017) are opportunities to examine aspects of new institutional economics and incentive theory with an affinity to or origin in concepts first put forward by Marx. A major idea pertains to industrial organization and the theory of the firm. We compare Marxian and new-institutional insights and conversely attempt to interpret some of Marx’s ideas from a new-institutional viewpoint. JEL Codes: B14, B25, B52, D23
- Published
- 2020
11. Job duration and match characteristics over the business cycle
- Author
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Ismail Baydur and Toshihiko Mukoyama
- Subjects
Economics and Econometrics ,Proportional hazards model ,media_common.quotation_subject ,05 social sciences ,Separation (statistics) ,Employment relationship ,Competing risks ,Boom ,0502 economics and business ,Unemployment ,Business cycle ,Econometrics ,Economics ,050207 economics ,Duration (project management) ,050205 econometrics ,media_common - Abstract
This paper studies the cyclical behavior of job separation and the characteristics of matches between workers and jobs. We estimate a proportional hazard model with competing risks, distinguishing between different types of separations. A higher unemployment rate at the start of an employment relationship increases the probability of job-to-job transitions, whereas its effect on employment-to-unemployment transitions is negative. We then build a simple job-ladder model to interpret our empirical results. A model with two-dimensional heterogeneity in match (job) characteristics has the same qualitative features as the data. Once the model is calibrated to include cyclicality in the offered match characteristics, it can also fit the quantitative features of the data. The model reveals matches formed in booms provide more nonwage utility to the workers but are subject to a higher future probability of separation shocks.
- Published
- 2020
12. Responsibility in the employment relationship: Distinctive features of disciplinary liability in the general and special employment relations regime
- Author
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Slobodanka Kovačević-Perić
- Subjects
Labour economics ,legal responsibility ,disciplinary sanctions ,rule of law ,Liability ,Economics ,Employment relationship ,disciplinary liability ,Industrial relations ,disciplinary procedure ,Law ,Discipline - Abstract
Establishing an employment relationship involves acquiring or assuming certain rights, duties and responsibilities for both parties in the employment relationship, in accordance with the law, the collective agreement, the employer's general administrative acts, and the employment contract. An employment relationship involves not only the parties' rights and duties but also their responsibility. Responsibility can be of legal and non-legal nature. Legal responsibility (liability) is of greater importance for the employees. On the whole, legal responsibility may be disciplinary, material, administrative (for misdemeanors), economic (for economic offenses) and criminal in nature. The subject matter of labour law includes only disciplinary and material liability of the employee, while other types of legal responsibility are the subject matter of other legal disciplines. Although the former labour legislation of the Republic of Serbia regulated the disciplinary liability of the employees in detail, such practice has been completely abandoned in the new Labour Act, which only regulates the summary dismissal procedure. Unlike the Labour Act, the Civil Servants Act contains numerous provisions on the disciplinary and material liability of civil servants. This Act also regulates procedural issues regarding the rules for initiating and conducting a disciplinary proceeding, entering disciplinary sanctions in or removing them from the personnel files, etc. In this paper, the author analyzes disciplinary liability by examining the specifics of substantive and procedural norms for establishing this form of liability in the general and special employment relations regime. From the aspect of the rule of law, the author provides a critical analysis of such legislative solutions and considers their legal justification.
- Published
- 2020
13. Does reduced employment protection increase the employment disadvantage of workers with low education and poorer health?
- Author
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Merel Schuring, Anouk C O’Prinsen, Alex Burdorf, Mauricio Avendano, Karen M Oude Hengel, Suzan J W Robroek, Ludovico Carrino, Public Health, Schuring, M., Robroek, S. J. W., Carrino, L., O'Prinsen, A. C., Oude Hengel, K. M., Avendano, M., and Burdorf, A.
- Subjects
Male ,economic ,health promotion ,Economics ,Health Status ,Benachteiligung ,Labor Market Policy ,Arbeitslosigkeit ,health status ,Socioeconomic Factor ,Occupational safety and health ,Health Statu ,deprivation ,0302 clinical medicine ,cohort studies ,Medicine ,030212 general & internal medicine ,employment relationship ,Labor Market Research ,Health inequalities ,low back pain ,Reproductive health ,media_common ,Original Research ,public health ,European Union Statistics on Income and Living Conditions (EU-SILC), 2003-2014 ,Wirtschaft ,Zeitarbeit ,Middle Aged ,sickness absence ,030210 environmental & occupational health ,Europe ,Kündigung ,Educational Status ,Female ,epidemiology ,Arbeitnehmerschutz ,Bildungsniveau ,mental health ,Human ,policy ,Adult ,Employment ,medicine.medical_specialty ,unemployment ,international health ,media_common.quotation_subject ,level of education ,Odds ,03 medical and health sciences ,ddc:330 ,media_common.cataloged_instance ,Humans ,European union ,reproductive health ,temporary employment ,protection of employee rights ,Disability ,Arbeitsverhältnis ,notice of termination ,business.industry ,Arbeitsmarktforschung ,Public health ,Public Health, Environmental and Occupational Health ,International health ,economics ,Educational Statu ,social epidemiology ,Arbeitsmarktpolitik ,Health promotion ,workplace ,Socioeconomic Factors ,Unemployment ,ageing ,Health inequalitie ,employment ,Health status ,occupational health ,Gesundheitszustand ,Demographic economics ,business ,cohort studie - Abstract
BackgroundDeclines in employment protection may have disproportionate effects on employment opportunities of workers with low education and poorer health. This study investigates the impact of changes in employment protection levels on employment rates according to education and health in 23 European countries.MethodsData were taken from the 4-year rotating panel European Union Statistics on Income and Living Conditions study. Employed participants aged 29–59 years (n = 334 999) were followed for 1 year over an 11-year period, from 2003 up to 2014. A logistic regression model with country and period fixed effects was used to estimate the association between changes in the Organisation for Economic Co-operation and Development (OECD) employment protection index and labour market outcomes, incorporating interaction terms with education and health.Results15 of the 23 countries saw their level of employment protection decline between 2003 and 2014. Reduced employment protection of temporary workers increased odds of early retirement (OR 6.29, 95% CI 3.17 to 12.48) and unemployment (OR 1.37, 95% CI 1.07 to 1.76). Reduced employment protection of permanent workers increased odds of early retirement more among workers in poor health (OR 4.46, 95% CI 2.26 to 8.78) than among workers in good health (OR 2.58, 95% CI 1.30 to 5.10). The impact of reduced employment protection of temporary workers on unemployment was stronger among lower-educated workers (OR 1.47, 95% CI 1.13 to 1.90) than among higher-educated workers (OR 1.21, 95% CI 0.95 to 1.54).ConclusionReduced employment protection increased the odds of early exit from paid employment, especially among workers with lower education and poorer health. Employment protection laws may help reduce the employment disadvantage of workers with low education and poorer health.
- Published
- 2020
14. Integrationsregime in der Arbeitswelt: Eine Ethnographie migrantischer Praktiken der Selbstständigkeit in Norditalien
- Author
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Pierdicca, Marika
- Subjects
Economics ,Integration ,Italien ,neoliberalism ,Migrationspolitik ,labor ,migration ,precariousness ,ddc:330 ,anthropology ,employment relationship ,Labor Market Research ,autonomy ,Migration, Sociology of Migration ,subjectivation ,Social sciences, sociology, anthropology ,labor market policy ,Sozialwissenschaften, Soziologie ,Arbeitsverhältnis ,Subjektivierung ,Arbeitsmarktforschung ,Differentielle Inklusion ,Kritische Migrationsforschung ,Integrationsregime ,Norditalien ,Selbständigkeit ,Wirtschaft ,Prekarisierung ,Anthropologie ,Arbeitsmarktpolitik ,Neoliberalismus ,Italy ,ddc:300 ,migration policy ,Arbeit - Abstract
Die Promotionsschrift liefert eine Ethnographie migrantischer Selbstständigkeit in Norditalien und zeigt die Verknüpfung zwischen einer zunehmenden Neoliberalisierung der Arbeit und Vorstellungen von "Integration" auf. Die Arbeit stellt Integration als affirmatives Konzept infrage und problematisiert strukturelle Formen von differentieller Inklusion, Rassifizierung und Ethnisierung heutiger Arbeitsverhältnisse. Eine genealogische Rekonstruktion italienischer Migrationspolitiken verdeutlicht, wie das »Integrationsregime« zugleich als Selektierungsmanagement und als Grenzpolitik agiert. Vor dem Hintergrund eines Verständnisses von Selbstständigkeit als gesamtem Lebensentwurf, vollzieht die Autorin eine biopolitische Analyse von Arbeitsnarrativen und -erfahrungen der Protagonist_innen im Feld. Ihre Forschung beschäftigt sich mit kapitalismuskritischen Ansätzen zu affektiver Arbeit, betrachtet das Integrationsregime als Labor neoliberaler Subjektivierung und arbeitet dabei spezifische Formen von Arbeitsausbeutung heraus.
- Published
- 2022
15. Zur politischen Ökonomie der Arbeitsmigration in der Landwirtschaft: Eine transregionale Perspektive auf Hypermobilität, Subsistenzketten und die Subsistenzkrise
- Author
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Dina Bolokan
- Subjects
labor migration ,Sozialwissenschaften, Soziologie ,Arbeitsverhältnis ,Economics ,Wirtschaft ,Labor Market Policy ,Migrationspolitik ,Moldova ,Arbeitsmarktpolitik ,living conditions ,Republik Moldau ,Landwirtschaft ,Schweiz ,ddc:330 ,ddc:300 ,Lebensbedingungen ,migration policy ,employment relationship ,EU ,Migration, Sociology of Migration ,Arbeitsmigration ,Social sciences, sociology, anthropology ,Switzerland ,Migration ,agriculture - Published
- 2022
16. Loyalty and the rule of law in the employment relationship
- Author
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Tomasz Miśkowicz
- Subjects
media_common.quotation_subject ,Loyalty ,General Engineering ,Economics ,Employment relationship ,Classical economics ,media_common ,Rule of law - Abstract
This article will be devoted to the relations between loyalty and the rule of law under an employment relationship, previously defined terms, whether the loyal side of this legal relationship is always a party following the binding legal order, and if not then can one speak of the loyalty of one of the parties to the employment relationship to the other party of the employment relationship. The study will, therefore, be devoted to employee loyalty, but not only, it will also mention the loyalty of the employer to the employee and the effects of their mutual relations.
- Published
- 2019
17. Blurring the Definition of Employment Relations in Russia: Case Law on the General Notion and Some Atypical Forms of Labor
- Author
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Nikita Lyutov
- Subjects
Labour economics ,Labour law ,Common law ,atypical forms of employment ,Agency (philosophy) ,lcsh:Law ,case-law ,employment contract ,Labor relations ,the Labour Code of the Russian Federation ,Work (electrical) ,Economics ,employment relationship ,Industrial relations ,lcsh:K - Abstract
Transformation of Russian labour law in the last decades shows the clear trend to differentiation and fragmentation with constantly growing number of special norms covering specific (atypical) types of employment relationships. At the same time modern labour law reflects only some of recently appearing forms of employment, such as temporary agency work or telework. The paper deals with the definition of labor relations and some atypical forms of employment.
- Published
- 2019
18. Search efficiency, wage dynamics and welfare
- Author
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Bilgehan Karabay and Sahin Avcioglu
- Subjects
Economics and Econometrics ,Labour economics ,050208 finance ,ComputingMilieux_THECOMPUTINGPROFESSION ,business.industry ,media_common.quotation_subject ,05 social sciences ,Wage ,Employment relationship ,Information technology ,Efficiency wage ,0502 economics and business ,Economics ,050207 economics ,Volatility (finance) ,business ,Welfare ,media_common - Abstract
Advances in information technology have improved the job-search process in the labor market. We analyze the effects of this improvement by constructing a search-and-matching model with two sectors: a risky sector with firm-specific productivity shocks and a risk-free sector. The risky sector is characterized by a low level of commitment between employers and workers – either party can end the employment relationship. We show that a better job-search process generates more job matches in the risky sector, and this benefits workers by improving their outside options. The effect on employers is subtle: while it is easier to fill vacancies, workers become more expensive. At the same time, the ease of finding new workers makes it harder for employers to keep their wage promises to workers and increases wage volatility. Our paper contributes to the literature by offering a novel explanation for the observed rise in wage volatility.
- Published
- 2019
19. The Same but Different: Regulating Zero Hours Work in Two Liberal Market Economies
- Author
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Thomas Turner, Patrick Gunnigle, Michelle O'Sullivan, Lorraine Ryan, Jonathan Lavelle, Caroline Murphy, Juliet MacMahon, and Michael P. O'Brien
- Subjects
Marketing ,Pharmacology ,Organizational Behavior and Human Resource Management ,Entrepreneurship ,Strategy and Management ,05 social sciences ,Pharmaceutical Science ,Employment relationship ,Precarious Work ,0506 political science ,Zero (linguistics) ,Employment Relationship ,Market economy ,Work (electrical) ,Legal Regulation ,0502 economics and business ,Drug Discovery ,050602 political science & public administration ,Economics ,Precarious work ,Zero Hours Contracts ,Business management ,050203 business & management ,Liberal Market Economy - Abstract
The rise in zero hours contracts in liberal market economies (LMEs) has recently received much attention with calls for regulation to protect workers. LMEs typically adopt flexible labour market policies that are less regulated than coordinated market economies (CMEs) as a competitive advantage. In this paper we examine nuanced differences in the nature and regulation of zero hours work in the United Kingdom (UK) and Ireland. With an increased diffusion of zero hours work in both countries, we examine the different responses taken by these similar LMEs to this contemporary employment issue. We examine whether, as expected in an LME context, there is weak regulation in both countries and the factors influencing this. We find subtle but important differences between regulations of zero hours contracts. We conclude by discussing the possible implications of the UK’s exit from the European Union (EU) (Brexit) for the regulation of precarious work.
- Published
- 2019
20. ‘There’s a Price to Pay in Order Not to Have a Price’: Whistleblowing and the Employment Relationship
- Author
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Luca Carollo, Nicoletta Parisi, and Marco Guerci
- Subjects
Organizational Behavior and Human Resource Management ,Economics and Econometrics ,Sociology and Political Science ,Control (management) ,Affect (psychology) ,power ,Settore SECS-P/10 - Organizzazione Aziendale ,Power (social and political) ,Market economy ,Accounting ,Phenomenon ,0502 economics and business ,Economics ,labour regulation ,employment relationship ,whistleblowing ,Contemporary society ,05 social sciences ,050209 industrial relations ,Employment relationship ,control ,HRM ,new employment relations actors ,Order (business) ,050203 business & management - Abstract
Whistleblowing is a typical and widespread phenomenon in contemporary societies, and it has the potential to illuminate many of the issues that affect the workplace today. By recounting the story of an Italian whistleblower who suffered harsh professional retaliation and severe personal consequences because of his disclosure of accounting malpractices in his employing organization, this article aims to furnish a series of insights and stimulate avenues for future research. In particular, the account yields rich insights into current pervasive forms of managerial control of the workforce, the role of traditional and new actors in influencing the power dynamics of the employment relationship, and the interplay between the organizational and institutional levels in the regulation of labour relations.
- Published
- 2019
21. Book review: Welfare beyond the Welfare State: The Employment Relationship in Germany and the UK
- Author
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Abhishek
- Subjects
Labour economics ,Public Administration ,Sociology and Political Science ,media_common.quotation_subject ,Economics, Econometrics and Finance (miscellaneous) ,Economics ,Employment relationship ,Welfare state ,Welfare ,media_common - Published
- 2020
22. Fairness considerations in joint venture formation
- Author
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Aloysius Siow, Elizabeth Lyons, and Tanjim Hossain
- Subjects
Economics ,media_common.quotation_subject ,Economics, Econometrics and Finance (miscellaneous) ,Joint venture ,Basic Behavioral and Social Science ,Microeconomics ,Behavioral and Social Science ,Organizational structure ,0502 economics and business ,Fairness concerns ,050207 economics ,Economic Theory ,media_common ,Marketing ,Firm formation ,05 social sciences ,Employment relationship ,Cognition ,Cooperative bargaining ,Bargaining power ,Framing (social sciences) ,Applied Economics ,General partnership ,8. Economic growth ,050206 economic theory ,Welfare - Abstract
Using a series of laboratory experiments in the context of bilateral bargaining over whether and how to engage in a joint venture, this paper shows that fairness concerns result in failures to undertake profitable joint production opportunities. We find that framing an opportunity as an employment relationship rather than as a partnership significantly reduces these inefficiencies and increases subjects’ welfare. Consistent with the theoretical model developed in the paper, text analysis and a follow-up experiment demonstrate that the lower likelihood of an efficient outcome in the partnership frame is driven primarily by a concern for fairness generated by the perceived social relationship associated with partnerships, and not by differences in the economic structure, cognition, subject motivation, or changes in relative bargaining power.
- Published
- 2019
23. About the subjective scope of labour law from the perspective work-life balance concept
- Author
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Aleksandra Pietras and Uniwersytet Łódzki, Wydział Prawa i Administracji, Katedra Prawa Pracy
- Subjects
elastyczność zatrudnienia ,Labour economics ,media_common.quotation_subject ,Labour law ,civil law contracts ,work-life balance ,umowy cywilnoprawne ,Private life ,Economics ,lcsh:Law in general. Comparative and uniform law. Jurisprudence ,social security ,media_common ,zakres podmiotowy prawa pracy ,Scope (project management) ,bezpieczeństwo socjalne ,lcsh:Law ,Employment relationship ,General Medicine ,flexible employment ,Independence ,Subordination (finance) ,personal scope of labour law ,Social interest ,lcsh:K1-7720 ,lcsh:K ,Social status - Abstract
In Poland, a significant number of people employed on a legal basis other than the employment relationship, carry out work in the conditions of economic dependence. On the other hand, there is a departure from the classical model of employee subordination, which is connected with greater independence of employees and is a consequence of the development of atypical forms of employment also within the employment relationship. Taking this into account, it is worth considering how the subjective scope of labour law should be shaped in the future. The social standing of all people for whom work is the basic source of income, and therefore the condition of a good life, is more and more similar, and negative consequences of conflicts between the sphere of professional and private life are equally severe regardless of the legal basis of employment. The social interest therefore requires taking into account some threats accompanying various forms of work done. W Polsce znaczna część osób zatrudnionych na innej podstawie prawnej niż stosunek pracy świadczy pracę w warunkach zależności ekonomicznej. Z drugiej strony następuje odejście od klasycznego modelu podporządkowania pracowniczego, co wiąże się z większą niezależnością pracowników i stanowi konsekwencję rozwoju nietypowych form zatrudnienia także w ramach stosunku pracy. Biorąc to pod uwagę, warto zastanowić się, jak w przyszłości powinien się kształtować zakres podmiotowy prawa pracy. Pozycja społeczna wszystkich osób, dla których praca stanowi podstawowe źródło dochodów, a więc warunek godnego życia, jest coraz bardziej podobna, a negatywne następstwa konfliktów pomiędzy sferą życia zawodowego i prywatnego są tak samo dotkliwe, bez względu na podstawę prawną zatrudnienia. Interes społeczny wymaga więc, aby uwzględnić zagrożenia towarzyszące różnym formom świadczenia pracy.
- Published
- 2019
24. La condición ética: motor propulsor y posibilitador del teletrabajo
- Author
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Arnulfo Sánchez García and Diego Fernando Yanten Cabrera
- Subjects
Process (engineering) ,media_common.quotation_subject ,Employment relationship ,Human condition ,Humanism ,Neoclassical economics ,Virtualization ,computer.software_genre ,Adaptability ,Cosmos (category theory) ,Economics ,General Materials Science ,computer ,media_common - Abstract
El presente artículo diluye la realidad actuante bajo presupuestos humanistas, implica que, superpuesta la precipitación actuarial tecnológica y la transfiguración de la relación laboral operada en el teletrabajo, la condición humana determinante requiere de condiciones ético- morales previas para que la interrelación intralaboral, pese a las barricadas indirectas que supone la virtualización, pueda adscribirse con éxito al tecnocosmos. Proceso este que, dada la postorganicidad y la adaptabilidad de un medio que no implica, en modo alguno, la supresión de la mundanidad, requiere esquemas de actualización institucional-jurídica para regular una práctica que se encuentra presente desde tiempo atrás ya entre nosotros.
- Published
- 2019
25. Investigating the Long and Short-Run Salary- Employment Relationship in Romania: A Sectorial Approach Using the ARDL Model
- Author
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Dimian Gina Cristina, Jablonsky Josef, and Marin Erika
- Subjects
Economics and Econometrics ,Labour economics ,Short run ,Applied Mathematics ,Economics ,Employment relationship ,Salary ,Computer Science Applications - Published
- 2019
26. An anatomy of zero-hour contracts in the UK
- Author
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Mark Williams and Maria Koumenta
- Subjects
Underemployment ,Labour economics ,Job quality ,Labour force survey ,0502 economics and business ,05 social sciences ,Industrial relations ,050209 industrial relations ,Economics ,Employment relationship ,050203 business & management ,Zero (linguistics) - Abstract
We present the first attempt to locate zero‐hour contract (ZHC) jobs—jobs that lack a guaranteed minimum number of hours—within theoretical frameworks of the employment relationship and occupational class and empirically explore their characteristics using successive UK Labour Force Survey. In line with these theories, we find this contentious form of employment to be strongly differentiated by the nature of occupational tasks and to overlap with nonstandard employment features (e.g. part‐time and temporary). They are also highly concentrated in a small number of occupations and sectors, with over half of ZHC jobs found in just 10 occupations. We further show that ZHCs are associated with indicators of inferior job quality such as low pay and underemployment. Although we find no evidence that ZHCs are a particularly pervasive feature of the UK labour market, further growth cannot be ruled out in certain occupations.
- Published
- 2018
27. Theoretical and Practical Issues of Data Processing Related to the Pre-Employment Relationship in the Light of the Hungarian, Slovak and Czech Labor Law
- Author
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Mário Certický
- Subjects
Czech ,Data processing ,Labour law ,Employment relationship ,Právnická fakulta UPJŠ ,data processing and employment ,language.human_language ,recruitment ,STUDIA IURIDICA Cassoviensia ,Economics ,language ,Demographic economics ,Slovak ,GDPR ,data processing - Abstract
TEORETICKÉ A PRAKTICKÉ OTÁZKY SPRACOVANIA OSOBNÝCH ÚDAJOV PRED VZNIKOM PRACOVNOPRÁVNEHO VZŤAHU VO SVETLE MAĎARSKÉHO, SLOVENSKÉHO A ČESKÉHO PRACOVNÉHO PRÁVA Thanks to the European Union's General Data Protection Regulation (GDPR), the rules on the protection of personal data have entered a new level of protection, which imposes strict requirements on data controllers. One of the most basic, yet very exciting and sensitive areas in the field of personal data processing is the processing of personal data related to employment. However, little attention is paid to the data processes carried out by data controllers prior to the establishment of the employment relationship, to which, of course, the provisions of the GDPR also apply. The purpose of this study is to provide theoretical and practical guidance to data controllers on how to comply with the requirements for preemployment data processing. In the study, I mainly examine pre-employment data processing in a general way in the light of the GDPR, but in order to shed light on the individual issues in dispute, I examine the provisions of Slovak, Czech and Hungarian labor law. Vďaka všeobecnému nariadeniu o ochrane osobných údajov Európskej únie (GDPR) sa pravidlá ochrany osobných údajov dostali na novú úroveň ochrany, ktorá kladie prísne požiadavky na prevádzkovatelov. Jednou z najzákladnejších, ale zároveň veľmi citlivých oblastí spracovania osobných údajov sú procesy spracovania údajov súvisiace so zamestnaním. Malá pozornosť sa však venuje procesom spracovania údajov, ktoré vykonávajú prevádzkovatelia pred vznikom pracovnoprávneho vzťahu. Účelom tejto štúdie je poskytnúť teoretické a praktické usmernenie prevádzkovateľom o tom, ako dodržiavať požiadavky GDPR na spracovanie údajov pred poskytnutím zamestnania. V štúdii sa zaoberám predovšetkým spracovaním údajov pred vznikom pracovnoprávneho vzťahu) vo všeobecnej rovine vo svetle GDPR. Aby som si posvietil na jednotlivé sporné otázky, analyzujem aj ustanovenia slovenského, českého a maďarského pracovného práva. URL:https://sic.pravo.upjs.sk/
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- 2021
28. Crowd Work und Plattformökonomie: Eine arbeitsrechtliche Fallstudie
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Schneider-Dörr, Andreja
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Digitalisierung ,Arbeitsverhältnis ,employee ,Economics ,Arbeitsmarktforschung ,Sociology of Work, Industrial Sociology, Industrial Relations ,Wirtschaft ,digitalization ,Sociology & anthropology ,labor law ,Industrie- und Betriebssoziologie, Arbeitssoziologie, industrielle Beziehungen ,Recht ,Arbeitsrecht ,ddc:340 ,Soziologie, Anthropologie ,Arbeitnehmerbegriff ,Crowd Work ,Crowdwork ,Digitale Arbeitsverhältnisse ,Gig Work ,Microtask ,Platform Economy ,Plattformarbeit ,Plattformen ,Plattformökonomie ,Arbeitnehmer ,Begriff ,ddc:330 ,employment relationship ,ddc:301 ,Labor Market Research ,Law ,concept - Abstract
Die Arbeit wendet sich der Frage zu, ob Crowd Worker auf Microtask Plattformen als ArbeitnehmerInnen einzuordnen sind. Seit Jahren ist das aus der Sicht des Arbeitsrechts umstritten, jedoch mit einer gewissen Tendenz, es eher zu verneinen. Das BAG urteilte jedoch im Dezember 2020, dass ein Crowd Worker durchaus Arbeitnehmer sein kann. Wie sind also die Umstände zu werten, die einen Crowd Worker zum (Nicht-) Arbeitnehmer machen? Das untersucht diese Arbeit. Im ersten Teil der Arbeit erfolgt ein Review verschiedener Studien zu Crowd Work, sowie eine Analyse zur Funktionsweise von Plattformen. Dabei werden auch ökonomische und organisationssoziologische betrachtet. Im zweiten Teil werden konkrete Fallanalysen aus einem Selbstversuch dargestellt, um diese arbeitsrechtlich bewerten zu können. Im dritten Teil werden zwei Aspekte eröffnet, zum einen, wie sich die Divergenz zwischen nationalem und dem europarechtlichen Arbeitnehmerbegriff bei Crowd Work erneut offenbart. Zum anderen werden neue Formen der Regulierung angestoßen: Passt beispielsweise die P2B-VO 2019/1150 nicht auf viele Probleme der Plattformarbeit? Wie ist es um ihre Anwendbarkeit auf Plattformarbeit bestellt? Wie sieht es mit aus mit "regulation by design"? Schließlich ist insgesamt zu überlegen, wie das Arbeitsrecht mit neuen Arbeitsformen und vor allem Formen neuer Organisationsmethoden zurecht kommt. This paper addresses the question of whether crowd workers on microtask platforms should be classified as employees. For years, this has been disputed from the perspective of labor law, but with a certain tendency to deny it. However, the BAG ruled in December 2020 that a crowd worker can be an employee by and large. So how are the circumstances to be assessed that make a crowd worker an employee (or non-employee)? That is what this paper investigates. In the first part of the paper, we review various empirical studies on crowd work and analyze the functioning of platforms. Economic and organizational sociology are also considered. In the second part, concrete case analyses from a self-experiment are presented in order to be able to evaluate them in terms of labor law. In the third part, two aspects are opened up, firstly, how the divergence between the national and the European legal concept of employee is again revealed in crowd work. On the other hand, new forms of regulation are suggested: For example, does Regulation P2B Regulation (2019/1150) not fit many of the problems of platform work? What about its applicability to platform work? What about "regulation by design"? Finally, it must be considered, how labor law can cope with new forms of work and, above all, forms of new organizational methods.
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- 2021
29. Der Preis der Autonomie: Wie sorgende Angehörige Live-in-Arbeitsverhältnisse ausgestalten
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Rossow, Verena and Leiber, Simone (Akademische Betreuung)
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Economics ,Sociology of Work, Industrial Sociology, Industrial Relations ,nursing care for the elderly ,legitimacy ,Sociology of Economics ,Pflegeperson ,Arbeitsvertrag ,Federal Republic of Germany ,Arbeitsbedingungen ,Sociology & anthropology ,Graue Arbeitsmärkte ,Grauer Pflegearbeitsmarkt ,Grounded Theory ,Industrie- und Betriebssoziologie, Arbeitssoziologie, industrielle Beziehungen ,legal factors ,ddc:330 ,Pflegebedürftigkeit ,Privathaushalt ,rechtliche Faktoren ,employment relationship ,Labor Market Research ,caregiver ,Erziehungswissenschaften ,Arbeitsverhältnis ,Arbeitsmarktforschung ,Legitimität ,working conditions ,Wirtschaft ,ausländischer Arbeitnehmer ,employment contract ,häusliche Pflege ,Altenpflege ,Bundesrepublik Deutschland ,Soziologie, Anthropologie ,need for care ,private household ,foreign worker ,ddc:301 ,Wirtschaftssoziologie ,home care - Abstract
Häusliche Pflege-Arrangements in Deutschland funktionieren häufig nur, weil eine ausländische Live-in-Pflegekraft beschäftigt wird. Der Bekanntheitsgrad dieses Versorgungsmodells steht seinem rechtlich unsicheren Kontext gegenüber. Wie werden die Arbeitsverhältnisse mit Live-in-Betreuungskräften von Angehörigen Pflegebedürftiger ausgestaltet? Diese Arbeit zeigt auf, welche Wissens- und Handlungsmuster die befragten Personen anleiten.
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- 2021
30. Der ungleiche Wert geringqualifizierter Arbeit: Erwerbschancen in der Bau- und Reinigungsbranche
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Anna Gonon and Anna John
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Organizational Behavior and Human Resource Management ,inequality ,Economics ,Sociology of Work, Industrial Sociology, Industrial Relations ,Ungleichheit ,niedrig Qualifizierter ,type of employment ,work organization ,Sociology & anthropology ,Industrie- und Betriebssoziologie, Arbeitssoziologie, industrielle Beziehungen ,Berufsaussicht ,low qualified worker ,gender-specific factors ,Schweiz ,ddc:330 ,female profession ,occupation in the field of cleaning ,Beschäftigungsform ,employment relationship ,Business and International Management ,Labor Market Research ,Arbeitsorganisation ,Reinigungsberuf ,Arbeitsverhältnis ,construction industry ,Arbeitsmarktforschung ,Frauenberuf ,collective bargaining ,Baugewerbe ,Wirtschaft ,Soziologie, Anthropologie ,Industrial relations ,geschlechtsspezifische Faktoren ,career prospect ,ddc:301 ,branchenspezifische Regulierung ,sector-level regulation ,Switzerland ,Kollektivverhandlung - Abstract
Fehlende formale Qualifikationen wirken sich negativ auf Erwerbschancen aus, insbesondere für Frauen. Während die Forschung bisher vor allem makrostrukturelle Faktoren beleuchtete, nimmt dieser Beitrag die Mesoebene in den Blick und fragt danach, wie die Erwerbschancen Geringqualifizierter durch branchenspezifische Formen der Beschäftigung und Arbeitsorganisation beeinflusst werden. Durch den Vergleich zweier geschlechtersegregierter Branchen, dem Bau- und Reinigungsgewerbe in der Schweiz, wird aufgezeigt, wie Systeme der kollektiven Lohnverhandlung, Strategien des Personaleinsatzes sowie Regeln und Praktiken der Beförderung und Weiterbildung zu ungleichen Erwerbschancen beitragen. Analytisch knüpft der Artikel an die Theorie der Unterschätzung von Frauenarbeit an und konzipiert Erwerbschancen als Resultat unterschiedlicher Konstruktionen des Werts von Arbeit. Als empirische Grundlage dienen qualitative Interviews mit Arbeitgebenden, geringqualifizierten Arbeitskräften und Gewerkschaftsvertretern. Zudem wurden die Kollektivverträge der beiden Branchen analysiert. Der Fokus liegt auf Generalunternehmen der Baubranche und auf der Unterhaltsreinigung. Während sich Erstere durch hohe Mindestlöhne sowie institutionalisierte Aufstiegsmöglichkeiten auszeichnen, ist Letztere durch niedrige Löhne, Unterbeschäftigung und mangelnde Möglichkeiten der beruflichen Weiterentwicklung geprägt. Der Beitrag belegt die Vielschichtigkeit der Faktoren, die auf der Ebene von Branchen und Betrieben die Erwerbschancen von Geringqualifizierten beeinflussen. The lack of formal qualification has a negative impact on employment opportunities, especially for women. While previous research has highlighted macro-level factors, this paper focuses on the meso-level and asks how the employment opportunities of low-skilled workers are shaped by sector-specific forms of employment and work organization. Comparing two gender-segregated industries, the construction and the cleaning sector in Switzerland, it is demonstrated how systems of wage setting, strategies of personnel deployment, rules and practices of promotion as well as further education contribute to unequal employment opportunities. Analytically, the article draws on the concept of undervaluation of women’s work and considers employment opportunities as the result of different constructions of the value of work. Empirically, the article is based on qualitative interviews with employers, low-skilled workers, and union representatives. In addition, the collective agreements of the construction and cleaning sector have been analyzed. The focus is on general contractors in the construction industry and on maintenance cleaning in the cleaning industry. While the former are characterized by high minimum wages and institutionalized opportunities of career advancement, low wages, underemployment, and scarce opportunities of career advancement prevail in the latter. The article shows how complex factors at the sector and firm level have an impact on the employment opportunities of low-skilled workers.
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- 2021
31. Wage Posting or Wage Bargaining? A Test Using Dual Jobholders
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Stephen A. Woodbury, Alexandre Mas, Marta Lachowska, and Raffaele Saggio
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Quartile ,media_common.quotation_subject ,Wage ,Economics ,Employment relationship ,Demographic economics ,health care economics and organizations ,High wage ,media_common ,Dual (category theory) ,Wage bargaining ,Test (assessment) - Abstract
This paper examines the behavior of dual jobholders to test a simple model of wage bargaining versus wage posting in which workers facing hours constraints in their primary job take a second, flexible-hours job for additional income. When a secondary job offers a sufficiently high wage, a worker either bargains with the primary employer for a wage increase or separates. The bargaining model provides a number of predictions that we test using matched employer-employee administrative data from Washington State. The estimates match the model’s predictions quite well. First, separation probabilities in the primary job are sensitive to wages in the secondary job, but hours are not. Second, hours and separations in the secondary job are sensitive to wages in the primary job due to income effects. Third, wage bargaining takes place mainly among workers in the highest wage quartile; for these workers, wage increases in the secondary job lead to wage increases in the primary job. In contrast, for workers in the lowest wage quartile, wage increases in the secondary job lead to higher separation rates but no significant wage increase in the primary job, consistent with wage posting. These patterns suggest that high-wage workers receive a larger share of the surplus generated by the employment relationship.
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- 2021
32. The Employment Relationship as an Object of Employment Law
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Aditi Bagchi
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Labour economics ,Labour law ,media_common.quotation_subject ,Economics ,Wage ,Private law ,Employment relationship ,Object (philosophy) ,media_common - Abstract
This chapter addresses employment law. Employment law serves many purposes, but it is worth distinguishing between at least two types of purpose, public and private. First, employment law is a kind of economic policy that aims to regulate wage and employment levels, and to ensure public safety. Second, employment law governs a bilateral relationship between employer and employee. Within the second broad set of purposes—the “private” or “private law purposes”—one can make a further distinction. Some dimensions of employment law derive broadly from principles of contract while others derive, albeit less directly, from tort.Rights and restrictions derivative from contract realize or preserve free choice for employees and employers. These parts of employment law embody a first-order commitment to private ordering. Other doctrines in employment law place boundaries on private choice. One can understand many of these restrictions as ruling out or disfavoring certain interpersonal relationships because they are essentially disrespectful and incompatible with a collective understanding of human flourishing, in a manner reminiscent of tort. The chapter seeks to sort out the ways in which employment law promotes justice between employees and employers, even as it advances political justice writ large.
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- 2020
33. The Symbiotic Bond of Income Equality and Organizational Equilibrium
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Vicente Roca-Puig
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Geography, Planning and Development ,Social sustainability ,Distribution (economics) ,TJ807-830 ,Management, Monitoring, Policy and Law ,TD194-195 ,Structural equation modeling ,Renewable energy sources ,social sustainability ,Microeconomics ,equity ,Empirical research ,Economic inequality ,Economics ,GE1-350 ,employment relationship ,Equity (economics) ,Environmental effects of industries and plants ,Renewable Energy, Sustainability and the Environment ,business.industry ,Bond ,longitudinal analysis ,sustainable development goals ,business and society ,Environmental sciences ,Corporate sustainability ,business ,income inequality - Abstract
The corporate sustainability literature postulates that companies are social entities that constantly interact with the society in which they are located. Although this idea is generally accepted, one persistent research gap in this field relates to testing this connection through quantitative empirical studies. In this study, we shed light on the bidirectional relationship between income inequality and organizational equilibrium (i.e., balance in the employment relationship). From data on 2525 companies covering a nine-year period and using longitudinal structural equation modeling, findings demonstrate that equity in the distribution of resources among people in a society positively influences equity in the distribution of resources between employer and employees, and vice versa. A symbiotic union of mutual benefit between society and business is, therefore, developed over time. Theoretical and practical implications of our findings are presented.
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- 2020
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34. Psychological Contracts and the Employment Relationship
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Kerstin Isaksson
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Labour economics ,Work (electrical) ,Remuneration ,Economics ,Employment relationship ,Psychological contract - Abstract
Employment generally entails a deal or a contract describing the exchange of work tasks, remuneration, and other obligations and entitlements. In addition to the formal agreement between the parties, the employment relationship also implicitly consists of perceptions and beliefs about what the deal really involves. This part of the relationship has been labeled the psychological contract (PC) and has been the focus of research for more than 50 years. Underlying principles for the employment relationship have been theories about social exchange and reciprocity. In line with these theories, the two parties aim to reciprocate what has been offered by the other party and achieve a balanced exchange. Clearly, the psychological contract is a useful theory for understanding the employment relationship, and how agreement or disagreement, very often based on unwritten and even unspoken perceptions, affect attitudes and behavior at work. Research confirming this notion has been abundant throughout the last decades. One conclusion, however, is that this research has been narrow, focusing heavily on employees’ perceptions of breach or violation of promises from employers. Results have shown negative effects on both attitudes and behavior toward the organization. Over the last decades, there has been an increasing interest in the interaction and processes involved in developing and maintaining psychological contracts and repairing them after perceptions of breach. There has been a debate about the definition of psychological contracts, and recent research shows a growing interest in the dynamics and interactions between employees and employers and the effect on that relationship. Still, there are many unanswered questions for research concerning the exchange, balance, and processes involved in maintaining and changing the employee-employer relationship. The changing labor market, as well as new forms of employment relationships developing as part of the gig economy (where workers get paid for the "gigs" they do, such as e.g., food delivery), also needs further investigation within this theoretical framework. Focus on the exchange and interaction between employees and employers has the potential to add new insight to previous organizational research, perhaps also expanding ideas about the very nature of that relationship. A definite advantage of the theory and concept of psychological contracts is their close connection to and applicability for management.
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- 2020
35. Die Anwendbarkeit des Erlernten in den wandelnden Bildungs- und Arbeitslandschaften der 1970er bis 2000er Jahre
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Maier, Tobias and Universität Konstanz
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Akademisierung ,employment history ,Berufsmobilität ,Economics ,qualification requirements ,occupational sociology ,type of employment ,Arbeitslosigkeit ,education behavior ,expansion of educational system ,Akademisierung, ALWA, Angebots-Nachfrage-Relation, Arbeitsmarkteintritt, Arbeitswelt, atypische Beschäftigung, Befristungen, berufliche Flexibilität, Berufsindikatoren, Berufssoziologie, Berufswechsel, Bildungsexpansion, Bildungsinvestitionen, Bildungswesen, Competing-Risk, Destandardisierung von Berufen, duale Ausbilung, Entberuflichung, erlernter Beruf, Erwerbstätigenbefragung, Fähigkeitsprofile, Folgeausbildungen, Fractional-Response-Modelle, Humankapitaltheorie, Humankapitaltransferrate, intragenerationale Mobilität, KHB-Methode, Lizenzierungen, Matchingtheorie, Mehrfachausbildungen, Mikrozensus, Multivariate Logistische Regression, Qualifikationsrate, schulische Ausbildung, Signaltheorie, Spezifität von Berufen, Studium, Task-Biased-Technological-Change Tätigkeitswandel, Technologiereagibilität, Verweildauern, zweite Schwelle ,Beschäftigungsform ,employment relationship ,Labor Market Research ,Bildung und Erziehung ,Berufsstruktur ,Occupational Research, Occupational Sociology ,Bildungsinvestition ,jel:C12, C13, C23, C25, E24, I21, J21, J22, J23, J24, J42, J44, J60, j62, J64, O33, P46 ,Flexibilität ,Wirtschaft ,vocational education ,career start ,Vocational Training, Adult Education ,Bundesrepublik Deutschland ,educational policy ,Arbeitswelt ,flexibility ,Berufsbildung ,Lehre ,ddc:300 ,Bildungsexpansion ,occupational mobility ,world of work ,apprenticeship ,Studium ,unemployment ,investment in education ,Bildungsverlauf ,Federal Republic of Germany ,Education ,Bildungswesen quartärer Bereich, Berufsbildung ,occupational distribution ,deprofessionalization ,ddc:370 ,change of occupation ,life career ,course of education ,ddc:330 ,academization ,Berufseinmündung ,Berufsforschung, Berufssoziologie ,Qualifikationsanforderungen ,Arbeitsverhältnis ,Bildungspolitik ,Arbeitsmarktforschung ,Bildungsverhalten ,Erwerbsverlauf ,berufliche Weiterbildung ,Entberuflichung ,ALWA ,Angebots-Nachfrage-Relation ,Befristungen ,berufliche Flexibilität ,Berufsindikatoren ,Competing-Risk ,Destandardisierung von Berufen ,duale Ausbildung ,erlernter Beruf ,Erwerbstätigenbefragung ,Fähigkeitsprofile ,Folgeausbildungen ,Fractional-Response-Modelle ,Humankapitaltheorie ,Humankapitaltransferrate ,intragenerationale Mobilität ,KHB-Methode ,Lizenzierungen ,Matchingtheorie ,Mehrfachausbildungen ,Mikrozensus ,Multivariate Logistische Regression ,Signaltheorie ,Spezifität von Berufen ,Task-Biased-Technological-Change Tätigkeitswandel ,Technologiereagibilität ,Verweildauern ,zweite Schwelle ,advanced vocational education ,education system ,Bildungswesen ,studies (academic) ,Berufswechsel ,Berufssoziologie ,Lebenslauf - Abstract
Die vorliegende Dissertation beschäftigt sich mit der Orientierungsfunktion, die der erlernte Beruf für Individuen ausübt. Durch die Selektion arbeitsmarktrelevanter Fähigkeiten kommt ihm eine besondere Rolle in der Vermittlung zwischen Bildung und Arbeitsmarkt zu. Mit dieser Arbeit wird hinterfragt, ob und wenn ja, wie sich Veränderungen in der Arbeitswelt und im Bildungswesen auf diese Orientierungsfunktion auswirken. Die 1970er bis 2000er Jahre setzen für diese Fragestellung die idealen Rahmenbedingungen: Die Arbeitswelt ist durch die dritte industrielle bzw. mikroelektronische Revolution und die damit einhergehende Globalisierung geprägt. Die Nachfrage nach Tätigkeiten verändert sich. Zunehmende Arbeitslosigkeitserfahrungen und die Entstehung atypischer, vom unbefristeten Vollzeitvertrag abweichender, Arbeitsverhältnisse führen zu Unsicherheiten im Erwerbsverlauf. Im Bildungssystem wird im selben Zeitraum der Ausbau des Hochschulsektors forciert. Das duale Ausbildungssystem, welches als Idealbild für die Verknüpfung von staatlicher Bildung und wirtschaftlichen Anforderungen gilt, verliert bei den jungen Generationen hingegen an Attraktivität.Trotz einer Vielzahl an Studien, die sich der Übereinstimmung von Ausbildungs- und Erwerbsberuf annehmen und berufliche Mobilitäten untersuchen, kann die Frage nach einer Entberuflichung an den Übergängen zwischen Ausbildung und Erwerbstätigkeit bislang nur zu Teilen beantwortet werden. Dies hat vorwiegend drei Gründe: Erstens wird der Beruf als ein zeitlich starres Konstrukt betrachtet, was je nach Aggregation zu unterschiedlichen Rückschlüssen über eine Entberuflichung führt. Dabei ist zu beachten, dass sich berufliche Inhalte und damit auch die inhaltlichen Distanzen zwischen Berufen über die Zeit verändern. Zweitens werden verschiedenartige Eigenschaften unterschiedlicher beruflicher Abschlüsse nicht vergleichend berücksichtigt. Dies ist aber notwendig, um die Diskussion über eine Lockerung beruflicher Strukturen von der Fixierung auf den relativen Bedeutungsverlust von Facharbeitern und dem Rückgang an Auszubildenden im dualen System zu lösen. Drittens fehlt eine Forschungsperspektive, welche die Brückenfunktion des Berufs ins Zentrum rückt und seine strukturierende Funktion für Akteure in den beiden Lebensbereichen Bildung und Arbeitsmarkt untersucht. Mit dieser Dissertation wird zur Schließung dieser Forschungslücken beigetragen.Die Arbeit untergliedert sich im Wesentlichen in drei thematische Teile: Einen theoretischen, einen methodischen und einen empirischen Teil. Diese Blöcke werden der Übersicht halber in jeweils mehrere Kapitel untergliedert. Zuletzt werden Schlussfolgerungen aufgrund der gewonnen Erkenntnisse gezogen, Limitationen benannt und Empfehlungen für die zukünftige Gestaltung von Bildungscurricula abgeleitet.Im ersten theoretischen Teil wird zunächst der Stellenwert des Berufs im deutschen Bildungs- und Erwerbssystem herausgearbeitet, seine Funktionsweisen aufgezeigt und der Untersuchungsgegenstand definiert. Der Kern des erlernten Berufs wird über das fachliche Fähigkeitsprofil definiert. Dieses grenzt ihn zu anderen Berufen ab und muss erfasst werden, wenn die Tragfähigkeit beruflich qualifizierender Abschlüsse überprüft werden soll. Im darauffolgenden Kapitel werden die Änderungen der Arbeitswelt zwischen den 1970er und 2000er Jahre beschrieben und darauf folgend Hypothesen für die Anwendbarkeit des erlernten Fähigkeitsprofils abgeleitet. Konkret wird eine Erweiterung des Task-Biased-Technological-Change-Ansatzes vorgenommen und das Positionsverhältnis von neuartigen Technologien der mikroindustriellen Revolution zur Nachfrage nach Tätigkeiten in den Mittelpunkt gerückt. Der technologische Wandel wird somit direkt auf die Anwendbarkeit erlernter fachlicher Fähigkeiten bezogen. Zudem werden theoretische Zusammenhänge zwischen Brüchen im Erwerbsverlauf und der beruflichen Bindekraft hergestellt. Das anschließende Kapitel befasst sich mit dem Wandel des Bildungssystems und arbeitet weitere berufliche Charakteristika heraus. Es wird erwartet, dass fachspezifische Konkurrenzsituationen, die Lizenzierung eines Berufs, der Signalwert des beruflichen Abschlusses, die Spezifität des Fähigkeitsprofils und die Art der Ausbildungsform die Anwendbarkeit des erlernten fachlichen Fähigkeitsprofils beeinflussen.Der methodische Teil untergliedert sich in zwei Kapitel. Zunächst wird ein Messkonzept von fachlichen Fähigkeitsprofilen vorgestellt und empirisch überprüft. Es wird gezeigt, dass einzelne fachliche Fähigkeiten in mehreren Berufen Anwendung finden können. Die Besonderheit eines Berufs ergibt sich durch die jeweilige Intensität der Fähigkeit und der Zusammensetzung mit anderen fachlichen Fähigkeiten. Über eine Harmonisierung der Mikrozensen zwischen 1973 bis 2011 auf Berufsebene, kann erstmals eine konsistente Zeitreihe von innerberuflichen Tätigkeitsverteilungen erschaffen werden. Gewichtet mit den durchschnittlichen Bildungszeiten im Beruf lassen sich hierdurch für jeden Beruf zeitpunktspezifische fachliche Fähigkeitsprofile berechnen. Damit werden die bisherigen Beschränkungen bei der Messung von Berufswechseln über Berufskennziffernvergleiche überwunden. Denn über einen Vergleich des individuellen Fähigkeitsprofils von Akteuren mit dem in Erwerbsarbeit nachgefragten Fähigkeitsprofil können fachliche Übereinstimmungen zum einen in einer "`Humankapitaltransferrate"' bemessen und intuitiv interpretiert werden. Zum anderen ermöglicht die neuartige Bemessung den Fähigkeitsaufbau über Mehrfachausbildungen nachzuzeichnen. Der Vorteil der Operationalisierung kann empirisch belegt werden: Die Transferraten können die subjektiven Einschätzungen von Erwerbstätigen hinsichtlich der Verwertbarkeit von in der Ausbildung erworbenen Fähigkeiten und Kenntnissen sowie der Verwandtschaftsbeziehung zwischen Ausbildungs- und Erwerbsberuf besser prognostizieren als alternative, in der Literatur verwendete, Messansätze.Das zweite methodische Kapitel widmet sich der Konstruktion neuartiger Indikatoren, um die beruflichen Spezifika eines erlernten Berufs abzubilden. So werden die einzelnen Fähigkeiten der Akteure hinsichtlich ihrer Technologiereagibilität in technologisch ersetzbare, technologiebegleitende, -komplementäre und - neutrale Fähigkeiten eingeordnet. Die fachspezifische Konkurrenzsituation im Beruf wird über einen Vergleich der Berufsstruktur der jährlichen Berufsabschlüsse mit der Berufsstruktur der Erwerbstätigen im Beruf abgebildet. Die Spezifität eines fachlichen Fähigkeitsprofils bemisst sich an den durchschnittlich notwendigen Bildungsinvestitionen, die für das Erlernen eines zufällig zugelosten Arbeitsplatzes notwendig wäre. Der Signalwert der Ausbildungsabschlüsse wird über den Zugang an Personen ohne formale berufliche Qualifikation und den Anteil an Hochqualifizierten im Beruf operationalisiert. Um die Auswirkungen der beruflichen Spezifika auf die Anwendbarkeit erlernter Fähigkeitsprofile zu überprüfen, werden die Bildungs- und Erwerbsverläufe westdeutscher Ausbildungskohorten der Jahre 1973 bis 2002 bis mindestens fünf Jahre nach Erstausbildungsende betrachtet. Diese werden retrospektiv über den IAB-Datensatz "`Arbeit und Lernen im Wandel"' erhoben.Der empirische Teil untergliedert sich in sechs Kapitel. Zunächst werden die Berufsprofile der Ausbildungskohorten beschrieben und der Einstiegsprozess in den Arbeitsmarkt dargestellt. Anschließend werden die unterschiedlichen Stationen in der Bildungs- und Erwerbskarriere hinsichtlich der Orientierungsfunktion des erlernten fachlichen Fähigkeitsprofils multivariat untersucht. Als erstes wird der Austritt aus der (Erst-)Ausbildung analysiert. Dabei stehen den Akteuren drei Alternativen zur Wahl: Die Aufnahme einer Erwerbstätigkeit im erlernten Fähigkeitsprofil, außerhalb des erlernten Fähigkeitsprofils oder ein Wiedereinstieg in das formale Bildungswesen. Anschließend werden die Folgeausbildungen in den Blick genommen. Hier besteht die Möglichkeit sich im bestehenden Fähigkeitsprofil zu spezialisieren oder dieses fachlich zu erweitern, jeweils mit der Möglichkeit den Komplexitätsgrad für das Fähigkeitsprofil zu erhöhen oder nicht. Zudem kann die Folgeausbildung auch abgebrochen werden. Der dritte multivariate Analyseschritt widmet sich dem Austritt aus einer Folgeausbildung in die Erwerbstätigkeit. Sind die Akteure einmal in ihrem erlernten Fähigkeitsprofil erwerbstätig, ist die Anwendungszeit ihres Fähigkeitsprofils von Interesse. Auch in diesem vierten Untersuchungsschritt wird der Wiedereinstieg in das berufliche Bildungssystem als Alternative zu einer Erwerbstätigkeitsaufnahme außerhalb des erlernten Fähigkeitsprofils angesehen. Um das Bild über die Tragfähigkeit beruflicher Qualifizierungen abzurunden, werden zuletzt Erwerbstätigkeiten außerhalb des erlernten Fähigkeitsprofils betrachtet und untersucht, welche beruflichen Spezifika die Rückkehr in das erlernte Fähigkeitsprofil oder den Wiedereinstieg in Bildung begünstigen.In der Deskription zeigt sich, dass sich die Ausbildungskohorten vor allem durch ihren Qualifizierungsweg unterscheiden. So nimmt der Anteil berufspraktischer Qualifizierungen über die jüngeren Kohorten ab und der Anteil an akademischen Abschlüssen zu. Damit steigt zugleich der Anteil an Akteuren, die sich in technologiekomplementären Fähigkeiten qualifizieren, während technologisch ersetzbare Fähigkeitsprofile zurückgehen. Ebenfalls zunehmend ist der Anteil an Qualifizierungen in lizenzierten Berufen und spezifischen Fähigkeitsprofilen. Der Anteil an destandardisierten Berufen nimmt aufgrund der allgemeinen Höherqualifizierungen hingegen ab. Bei den Einstiegsprozessen der Ausbildungskohorten zeigt sich, dass vor allem bei den Männern Arbeitslosigkeitserfahrungen nach dem Erstausbildungsende zunehmen und die Anwendbarkeit des erlernten Fähigkeitsprofils in der Ersterwerbstätigkeit zurückgeht. Fünf Jahre nach Erstausbildungsende liegt der Anteil der Akteure, die außerhalb des erlernten Fähigkeitsprofils erwerbstätig sind jedoch in allen Kohorten bei nahezu 30 Prozent, so dass keine zunehmende Entberuflichung im Arbeitsmarkt erkennbar wird. Allerdings offenbart sich, dass die jüngeren Kohorten häufiger in die formale Bildung zurückgekehrt sind, um Veränderungen am Fähigkeitsprofil vorzunehmen.Fasst man die Ergebnisse aus allen multivariaten Untersuchungen zusammen, ergeben sich folgende Erkenntnisse: Eine Entberuflichung sollte nicht am Rückgang der dualen Ausbildungsform festgemacht werden. Unter Berücksichtigung von beruflichen Eigenschaften bietet eine schulische oder hochschulische Ausbildung den Akteuren eine ähnliche Orientierungsfunktion, wie Akteuren mit einer berufspraktischen Ausbildung. So spielt unter anderem die Position der Fähigkeit zu neuen Technologien eine Rolle. Bei technologisch ersetzbaren und technologieneutralen Fähigkeiten zeigt sich langfristig eine kürzere Anwendungszeit in Erwerbstätigkeit. Akteure mit technologiebegleitenden Fähigkeiten wenden ihr Fähigkeitsprofil hingegen häufiger in Erwerbstätigkeit an und nutzen Folgeausbildungen für den beruflichen Aufstieg. Insgesamt erhöht ein Technologiebezug der Fähigkeit die Neigung in eine Folgeausbildung einzutreten. Qualifikationsspezifische Konkurrenzsituation erhöhen zum Beginn der Erwerbskarriere das Risiko das erlernte Fähigkeitsprofil zu verlassen. Akteure in Berufen, die über Bedarf qualifizieren, nutzen zudem Folgeausbildungen, um sich für andere Tätigkeitsfelder zu qualifizieren. Auch bei Akteuren, die sich in destandardisierten Berufen qualifiziert haben oder mit nicht formal beruflich Qualifizierten konkurrieren, ist eine geringere Anwendbarkeit des erlernten Fähigkeitsprofils erkennbar. Zu späteren Zeitpunkten der Erwerbskarriere spielt eine Ausbildungssituation über Bedarf und die Destandardisierung des Berufs keine Rolle mehr. Hingegen zeigt sich dann, dass berufspraktisch qualifizierte Akteure bei einer zunehmenden Akademisierung des Berufs aus ihrem erlernten Fähigkeitsprofil verdrängt werden. Akteure mit spezifischen Fähigkeitsprofilen zeigen eine vergleichsweise hohe Berufstreue und treten eher in eine Folgeausbildung über, als eine Abwertung ihrer Bildungsinvestitionen in Erwerbstätigkeit zu erfahren. Eine ebenfalls hohe Berufstreue zeigt sich bei Akteuren mit einem lizenzierten Abschluss.Brüche in der Erwerbsbiografie, wie sie über Arbeitslosigkeit oder Kündigungen eines Arbeitsverhältnisses zustande kommen, erhöhen, wie atypische Beschäftigungsformen, die Wahrscheinlichkeit einer Erwerbstätigkeitsaufnahme außerhalb des erlernten Fähigkeitsprofils. Die negativen Produktivitätssignale haben aber nicht nur Folgen für die Anwendbarkeit formal erlernter Fähigkeitsprofile, sondern befördern allgemein die berufliche Mobilität und damit auch die Entwertung von Fähigkeiten und Fertigkeiten, die anderweitig erworben werden. Dies zeigt die Analyse zur Rückkehrhäufigkeit ins erlernte Fähigkeitsprofil. Sie offenbart auch, dass der erlernte Beruf gerade in unsicheren Zeiten der Erwerbskarriere als Orientierung dient.Im Vergleich der Einstiegsprozesse der Ausbildungskohorten in den Arbeitsmarkt, zeigt sich, dass die zunehmenden Wiedereinstiege in Bildung bei den jüngeren Kohorten zwar über Kovariaten moderiert aber nicht vollständig erklärt werden. Der Wunsch nach höherer Bildung muss deshalb in den Akteuren selbst verankert sein und dem Glauben unterliegen, dass sich der Zugang zu beruflichen Positionen vor allem mit einem entsprechenden beruflichen Zertifikat realisieren lässt. Hieraus kann geschlussfolgert werden, dass es vor allem der Credentialismus der Akteure ist, der die berufliche Strukturierung des Bildungssystems und des Arbeitsmarktes manifestiert. Dennoch zeigen die häufigeren Folgeausbildungsaufnahmen auch, dass die Gestaltung von individuellen Fähigkeitsprofilen innerhalb von beruflichen Strukturen an Bedeutung gewinnt. Für die Gestaltung zukünftiger Bildungscurricula, sollte dies berücksichtigt werden, um Lernergebnisse unterschiedlicher Träger besser miteinander zu verzahnen und so berufliche Umorientierungen und Aufstiegsprozesse zu erleichtern. published
- Published
- 2020
36. In Search for a Connection of Selected Variables on the Formation of Tax Gap in Personal Income Tax: The Example of Poland
- Author
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Alina Klonowska
- Subjects
Empirical research ,Income tax ,Economics ,Personal income tax ,Employment relationship ,Demographic economics - Abstract
The subject of the study is the income tax gap paid by natural persons in Poland. The study was conducted to determine the impact on the tax gap of changes in the number of income tax payers, the number of enterprises with foreign branches, and the number of enterprises employing up to 9 people. The study hypothesized that changes in the number of income tax payers, as well as the number of enterprises have a significant impact on changes in the level of tax gap. To test this hypothesis the Pearson correlation coefficient was applied in the study. The study period covers the years 2008–2015. Studies have shown that changes in the number of taxpayers such as entrepreneurs or persons employed on the basis of an employment relationship indicate a tendency to change in the scope of the tax gap. No significant relationship was found between the parameters concerning enterprises and the size of the tax gap. The research is unique for being the first empirical study of its type in Poland.
- Published
- 2020
37. DGB-Rentenreport Baden-Württemberg 2020: Zur Situation der abhängigen Beschäftigung und der gesetzlichen Rente in Baden-Württemberg - eine Sammlung ausgewählter empirischer Befunde
- Author
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Scholz, Jendrik and Deutscher Gewerkschaftsbund, Bezirk Baden-Württemberg
- Subjects
employment history ,salaried employee ,reduction in earning capacity ,Economics ,poverty ,Armut ,Federal Republic of Germany ,pension claim ,Social Security ,Rentenpolitik ,pension policy ,precariousness ,Tarifvertrag ,ddc:330 ,Baden-Württemberg ,soziale Sicherung ,employment relationship ,Labor Market Research ,qualification ,Social sciences, sociology, anthropology ,provision for old age ,old age ,Alterssicherung ,Sozialwissenschaften, Soziologie ,Arbeitsverhältnis ,Arbeitsmarktforschung ,Altersversorgung ,Wirtschaft ,Prekarisierung ,abhängig Beschäftigter ,Erwerbsverlauf ,Bundesrepublik Deutschland ,Erwerbsminderung ,basic income ,ddc:300 ,Alter ,Qualifikation ,Grundsicherung ,collective agreement ,Rentenanspruch - Published
- 2020
38. The law-technology cycle and the future of work
- Author
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Simon Deakin and Christopher Markou
- Subjects
Appropriation ,Creative destruction ,Industrialisation ,Emerging technologies ,Technological change ,Labour law ,Law ,Political science ,Economics ,Collective intelligence ,Employment relationship ,ComputingMilieux_LEGALASPECTSOFCOMPUTING ,Capitalism - Abstract
EnglishFeatures of the "fourth industrial revolution", such as platforms, AI and machine learning, pose challenges for the application of regulatory rules, in the area of labour law as elsewhere. However, today’s digital technologies have their origins in earlier phases of industrialisation, and do not, in themselves, mark a step change in the evolution of capitalism, which was, and is, characterised by successive waves of creative destruction. The law does not simply respond to technological change; it also facilitates and mediates it. Digitalisation, by permitting the appropriation of collective knowledge, has the capacity to undermine existing forms of regulation, while creating the space for new ones. It may erode the position of some professions while enabling others, complementary to new technologies, to emerge. It is unlikely to bring about the redundancy of forms of labour law regulation centred on the employment relationship. We appear to reaching a point in the law-technology cycle where push-back against regulatory arbitrage can be expected. italianoGli elementi della "quarta rivoluzione industriale", quali l’impiego delle piattaforme, l’intelligenza artificiale e l’apprendimento automatico, pongono nuove sfide per il diritto positivo, in particolare per il diritto del lavoro (ma non solo). Tuttavia, le odierne tecnologie digitali hanno origine in fasi meno recenti dell’industrializzazione, e non costituiscono, in quanto tali, una novita nell’evoluzione del capitalismo, che era, ed e, caratterizzato dal susseguirsi di ondate di "distruzione creativa". La legge non solo risponde al cambiamento tecnologico, ma ha anche la funzione di facilitarlo e di mediarne gli effetti. La digitalizzazione, permettendo l’appro¬priazione della conoscenza collettiva, ha la capacita di depotenziare le esistenti forme di regolamentazione, creando, allo stesso tempo, lo spazio perche se ne sviluppino di nuove. Essa potrebbe eliminare alcuni lavori per crearne altri, complementari alle nuove tecnologie. E improbabile che si verifichi un’espansione della regolazione del rapporto di lavoro; piuttosto, sembra che siamo giunti, nel rapporto fra diritto e nuove tecnologie, al punto in cui e lecito attendersi un arretramento dell’intervento legislativo.
- Published
- 2018
39. THE PRINCIPLE OF EQUAL TREATMENT AS THE BASIS FOR THE UNIFICATION OF THE RULES GOVERNING CROSS-BORDER EMPLOYMENT RELATIONSHIP
- Author
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M. Egiazarova
- Subjects
Unification ,Basis (linear algebra) ,Economics ,Employment relationship ,Mathematical economics - Published
- 2018
40. Arbeiten im sozialinvestiven Sozialstaat: Die Inwertsetzung der Arbeit in Kitas und in der Kindertagespflege
- Author
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Stefan Kerber-Clasen and Janina Glaeser
- Subjects
Tagespflege ,Economics ,Elementary Education Sector ,Kinderbetreuung ,Kindertagesstätte ,Federal Republic of Germany ,Sozialpolitik ,statuary regulation ,Day care ,Day nursery ,social policy ,Beschäftigungsbedingungen ,day care ,early childhood education and care ,ddc:372 ,professionalization ,ddc:330 ,day nursery ,employment relationship ,Sociology ,Berufsforschung, Berufssoziologie ,Erzieher ,Social sciences, sociology, anthropology ,child care ,Social policy ,Occupational Research, Occupational Sociology ,Professionalisierung ,Child care ,Sozialwissenschaften, Soziologie ,Arbeitsverhältnis ,Bildungswesen Elementarbereich ,Wirtschaft ,Primary education (elementary education) ,Federal republic of germany ,Employment relationship ,employment conditions ,frühkindliche Erziehung ,Home based ,Bundesrepublik Deutschland ,Management ,educator ,Familienpolitik, Jugendpolitik, Altenpolitik ,ddc:300 ,gesetzliche Regelung ,Family Policy, Youth Policy, Policy on the Elderly ,Humanities ,Public care ,Primar- und Elementarbildung - Abstract
Zusammenfassung Der Beitrag untersucht die Auswirkungen jungster sozialinvestiver Politiken in Kitas und Kindertagespflege in Deutschland. Im Zuge des Ausbaus der Betreuungsplatze lasst sich eine ambivalente Inwertsetzung dieser Tatigkeitsbereiche feststellen, in der austeritatspolitische Masnahmen Qualitatsverbesserungen zuwiderlaufen. Die Beschaftigten profitieren hiervon materiell nur bedingt. Die Inwertsetzung dieser vergeschlechtlichten Care-Sektoren vollzieht sich in Auseinandersetzung mit der ihr historisch vorgelagerten Entwertung von Care. ----- The social investment welfare state: valuing work of child minders in public care institutions and home-based settings Abstract In this article, we analyze the consequences of recent social-investment policies in daycare centers and home based child minding in Germany. Alongside the expansion of these care sectors, we observe how they are increasingly valorized, though under premises of austerity, and with ambiguous results. These processes of valorization take on different forms in daycare but they are both closely tied to the historically established de-valorization of care. ----- Bibliographie: Glaeser, Janina/Kerber-Clasen, Stefan: Arbeiten im sozialinvestiven Sozialstaat: Die Inwertsetzung der Arbeit in Kitas und in der Kindertagespflege, Femina Politica, 2-2017, S. 62-74. https://doi.org/10.3224/feminapolitica.v26i2.05
- Published
- 2017
41. Gender inequalities in the new world of work
- Author
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Agnieszka Piasna and Jan Drahokoupil
- Subjects
Organizational Behavior and Human Resource Management ,Labour economics ,Inequality ,Technological change ,media_common.quotation_subject ,05 social sciences ,Perspective (graphical) ,050209 industrial relations ,Employment relationship ,Work organisation ,Work (electrical) ,0502 economics and business ,Industrial relations ,Economics ,Social inequality ,050203 business & management ,Occupational structure ,media_common - Abstract
Digitalisation, automation and technological change have brought about shifts in the occupational structure, the place and the timing of work, and career patterns, putting a further strain on the standard employment relationship. In the recent research on digitalisation, scant attention has however been paid to the gender impact of these changes. This article addresses this gap by developing a gender perspective on digitalisation, considering how these developments interact with existing social inequalities and gender segregation patterns in the labour market. We identify two broad areas in which digitalisation has thus far had a pronounced effect on employment: the structure of employment (including occupational change and the task content of jobs) and forms of work (including employment relationships and work organisation). We find that, despite the profound changes in the labour market, traditional gender inequalities continue to reassert themselves on many dimensions. With standard employment declining in significance, the policy challenge is to include new forms of work in effective labour protection frameworks that promote equal access of women and men to quality jobs and their equal treatment at work.
- Published
- 2017
42. A New Look at the Old Problem of a Reasonable Expectation: The Reasonableness of Repeated Renewals of Fixed-Term Contracts as Opposed to Indefinite Employment
- Author
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SB Gericke
- Subjects
Labour economics ,Sociology and Political Science ,05 social sciences ,Employment relationship ,Constructive dismissal ,Permanent employment ,050601 international relations ,0506 political science ,Term (time) ,Labor relations ,Dismissal ,Law ,050602 political science & public administration ,Economics ,Position (finance) ,Duration (project management) - Abstract
In South Africa, the Labour Relations Act 66 of 1995 (LRA) regulates and protects the position of the employee who reasonably expects that a fixed-term contract will be renewed on the same or similar terms while the employer only offered to renew the contract on less favourable terms or in some instances was not prepared to renew the fixed-term contract at all. The LRA regards the latter conduct as a dismissal, as long as the employee can prove that the employer was responsible for creating the reasonable expectation of contractual renewal. In contrast to this position, the LRA does not regulate or protect the position of the employee whose fixed-term contract was repeatedly renewed on the same, similar or even improved terms, while the employer was in a position to offer the employee indefinite employment. The employer may even have created a reasonable expectation that repeated renewals would result in permanent employment. The exploitation and abuse of the fixed-term contract to the extent that an employee is deprived of employment security and the benefits linked to an employment relationship of indefinite duration have prompted a comparative investigation into this particular field of law.
- Published
- 2017
43. Patterns of employment relationships: the association between compensation policy and contractual arrangements
- Author
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Sérgio Lagoa, Fátima Suleman, and Abdul Suleman
- Subjects
Organizational Behavior and Human Resource Management ,Labour economics ,Fuzzy clustering ,Strategy and Management ,Compensation (psychology) ,Association (object-oriented programming) ,05 social sciences ,050209 industrial relations ,Employment relationship ,Management of Technology and Innovation ,0502 economics and business ,Industrial relations ,Economics ,Tobit model ,Business and International Management - Abstract
Firms respond differently to labour market regulations and develop an employment relationship accordingly. We use linked employer–employee data to examine the relationship between compensation poli...
- Published
- 2017
44. The Role of Domestic Employment Policies in Shaping Precarious Work
- Author
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Merita Jokela
- Subjects
Labour economics ,Public Administration ,Sociology and Political Science ,Full-time ,Domestic work ,05 social sciences ,Employment relationship ,Welfare state ,Development ,0506 political science ,Incentive ,Work (electrical) ,0502 economics and business ,ta5141 ,050602 political science & public administration ,Demand driven ,Economics ,Precarious work ,050207 economics - Abstract
This article compares policy approaches regarding domestic employment in affluent countries and examines their impact on precarious work. Drawing on secondary literature and policy documents, this study identifies five policy approaches commonly applied in affluent countries to regulate and develop domestic employment: (1) affordable services; (2) simplifying use; (3) regulating employment; (4) regulating labour migration; and (5) no policy. The comparative analysis of different policy types shows that policy design is crucial in regulating employment conditions and the level of precariousness in paid domestic labour. Based on a literature review, three dimensions of precarious work are studied: (1) the nature of employment (formal/informal); (2) the employment relationship; and (3) the form of employment (temporary or permanent, part time or full time). I argue that the current policy measures in place may increase precariousness either directly by promoting, for example, informal and irregular work, or indirectly through households (offering incentives for households that weaken workers' positions). The analysis also identifies positive measures that contribute to creating more secure employment conditions in domestic work through formalizing the sector. While there are differences in the outcomes of the different policy types, the findings suggest that across welfare states, domestic employment policies are still mostly demand driven and sustain the traditional, special nature of domestic work – often at the workers' expense.
- Published
- 2017
45. Analysing wages and labour institutions in China: An unfinished transition
- Author
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Clément Séhier, Muriel Périsse, Lille économie management - UMR 9221 (LEM), Université d'Artois (UA)-Université catholique de Lille (UCL)-Université de Lille-Centre National de la Recherche Scientifique (CNRS), Université de Lille, CNRS, Univ. Littoral Côte d’Opale, Lille économie management - UMR 9221 [LEM], and Centre Lillois d’Études et de Recherches Sociologiques et Économiques - UMR 8019 [CLERSÉ]
- Subjects
Organizational Behavior and Human Resource Management ,Economics and Econometrics ,China ,industrial upgrading ,Transition (fiction) ,05 social sciences ,Employment relationship ,wages ,[SHS.ECO]Humanities and Social Sciences/Economics and Finance ,0506 political science ,[SHS]Humanities and Social Sciences ,8. Economic growth ,0502 economics and business ,labour institutions ,050602 political science & public administration ,Demographic dividend ,Economics ,global value chains ,Demographic economics ,social upgrading ,employment relationship ,050207 economics - Abstract
The rise of wages in China would seem to indicate that the demographic dividend has reached its end. A more refined approach reveals, however, that the situation of Chinese workers has not really improved: even though real wages are rising, the share of wages in the nation’s wealth has not kept pace. The reason for this is China’s position within global value chains, where the employment relationship is not solely governed by the employer–employee power relationship, but by contractual relations established between ‘lead firms’ and subcontractors. This situation echoes labour institutional economist JR Commons’ concept of ‘competitive menace’ and analyses of the structural imbalance of power in the employer/employee relationship. We argue that despite the Chinese government’s desire for industrial upgrading and its intention to develop internal labour markets, Chinese labour institutions have shown significant resistance to change making it hard to envisage any shift towards a Fordist regime of capital accumulation based on a virtuous cycle of mass production and mass consumption. JEL codes: B52, J30
- Published
- 2019
46. The role of standards of review in labour law
- Author
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David Cabrelli
- Subjects
Good faith ,Point of entry ,labour law ,good faith ,Labour law ,Proportionality (law) ,employment Law ,intensities of scrutiny ,rationality review ,Argument ,Economics ,labour Rights ,employment Rights ,Market failure ,Law and economics ,rules ,range of reasonable Responses ,Employment relationship ,proportionality ,Principal (commercial law) ,standards ,Normative ,standards of Review ,Law - Abstract
Employment rights may be expressed as (i) rules or (ii) standards of review. The insight that it is not credible that all labour laws are directed towards the correction of general labour market failures is taken as a point of entry to engage in further research into standards. This paper probes their special role in addressing the internal vulnerabilities to which employees are exposed in their individual and specific employment relationship. The principal argument is made that unlike fixed rules, standards of review of managerial behaviour police employment-relationship specific failures, rather than the labour market generally. The central claim made in this paper is designed as a rejoinder to the powerful descriptive and normative propositions that labour laws ought only to be concerned with ensuring the maintenance of a properly functioning and efficient labour market, and that any labour laws that go beyond this market-correcting role are misconceived and unwarranted.
- Published
- 2019
47. Expectations, Wage Hikes, and Worker Voice: Evidence from a Field Experiment
- Author
-
Teresa Molina, Anant Nyshadham, and Achyuta Adhvaryu
- Subjects
Labour economics ,Supervisor ,Download ,media_common.quotation_subject ,Economics ,Wage ,Absenteeism ,Developing country ,Employment relationship ,Job satisfaction ,Test (assessment) ,media_common - Abstract
Hirschman's (1970) seminal thesis that enabling worker “voice” prevents exit from the employment relationship has played a foundational role in labor economics. We provide the first experimental test of this hypothesis in a real-world setting via a randomized controlled trial in Indian garment factories. Just after what proved to be a disappointing wage hike, workers were chosen at random to participate in an anonymous survey in which they were asked for feedback on job conditions, supervisor performance, and overall job satisfaction. Enabling voice in this manner reduced turnover and absenteeism after the hike, particularly for the most disappointed workers. Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.
- Published
- 2019
48. Employment relations and dismissal regulations: Does employment legislation protect the health of workers?
- Author
-
Barlow, P, Reeves, A, McKee, M, and Stuckler, D
- Subjects
Economics ,lump sum payment ,dismissal legislation ,insecurity ,institutions ,European Union Statistics on Income and Living Conditions (EU‐SILC), 2005-2010 ,statuary regulation ,DISMISSAL LEGISLATION, HEALTH, INSECURITY, INSTITUTIONS, JOB LOSS, PRECARIOUSNESS ,INSECURITY ,precariousness ,RA0421 Public health. Hygiene. Preventive Medicine ,JOB LOSS ,ddc:330 ,health consequences ,employment relationship ,Labor Market Research ,Social sciences, sociology, anthropology ,job loss ,health care economics and organizations ,PRECARIOUSNESS ,protection of employee rights ,Sozialwissenschaften, Soziologie ,Arbeitsverhältnis ,notice of termination ,Arbeitsmarktforschung ,gesundheitliche Folgen ,Health Policy ,Abfindung ,Wirtschaft ,Prekarisierung ,DISMISSAL LEGISLATION ,HD Industries. Land use. Labor ,Kündigung ,INSTITUTIONS ,ddc:300 ,HEALTH ,Gesundheitspolitik ,gesetzliche Regelung ,Arbeitnehmerschutz ,Arbeitsplatzverlust - Abstract
Sociologists have long acknowledged that being in a precarious labour market position, whether employed or unemployed, can harm peoples' health. However, scholars have yet to fully investigate the possible contextual, institutional determinants of this relationship. Two institutions that were overlooked in previous empirical studies are the regulations that set minimum compensation for dismissal, severance payments, and entitlements to a period of notice before dismissal, notice periods. These institutions may be important for workers' health as they influence the degree of insecurity that workers are exposed to. Here, we test this hypothesis by examining whether longer notice periods and greater severance payments protect the health of labour market participants, both employed and unemployed. We constructed two cohorts of panel data before and during the European recession using data from 22 countries in the European Union Statistics on Income and Living Conditions (person years = 338,000). We find more generous severance payments significantly reduce the probability that labour market participants, especially the unemployed, will experience declines in self‐reported health, with a slightly weaker relationship for longer notice periods.
- Published
- 2019
49. Sustainable Labor Conditions in the GIG-Economy - Case Study: Sustainable Crowdlogistics (NACL)
- Author
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Wagner Vom Berg, Benjamin and Moradi, Mahyar
- Subjects
Transportgewerbe ,Economics ,Arbeitsmarktentwicklung ,transportation industry ,Federal Republic of Germany ,Logistics ,labor market trend ,Arbeitsbedingungen ,Logistik ,ddc:330 ,employment relationship ,Labor Market Research ,Materialwirtschaft und Logistik ,Arbeitsverhältnis ,environmental safety ,Nachhaltigkeit ,Arbeitsmarktforschung ,Umweltfreundlichkeit ,Flexibilität ,working conditions ,Bremen ,Wirtschaft ,sustainability ,Bundesrepublik Deutschland ,flexibility ,Crowd Logistics ,Sustainability CRM ,Green Logistics ,Crowd Working ,Sustainable Business Model ,Weizenbaum-Institut ,Weizenbaum Institute - Abstract
With notion to radical changes in today’s labor markets and especially for lower income jobs with a less required proficiency; this paper has faced a to gig economy labor challenge to propose a solution which achieves to multi goals obsessively eyed on the future society which needs cleaner cities, crowd working synergy based on sharing economy trends and fairer incomes and motivations following sustainability goals. The proposed last mile delivery solution called “NaCL” will be implemented in the city of Bremerhaven as a sustainable crowd sourced last mile logistics solution to be evaluated as sustainable business model in the field., Weizenbaum Conference
- Published
- 2019
50. The Analysis of Employment Relationship in Contract Economic Theories: a Critical Review Based on the Nature of American and French Labor Laws
- Author
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Bernard Baudry, Virgile Chassagnon, Triangle : action, discours, pensée politique et économique (TRIANGLE), Centre National de la Recherche Scientifique (CNRS)-Sciences Po Lyon - Institut d'études politiques de Lyon (IEP Lyon), Université de Lyon-Université de Lyon-Université Jean Monnet [Saint-Étienne] (UJM)-Université Lumière - Lyon 2 (UL2)-École normale supérieure - Lyon (ENS Lyon), Centre de recherche en économie de Grenoble (CREG), Université Grenoble Alpes (UGA), École normale supérieure de Lyon (ENS de Lyon)-Université Lumière - Lyon 2 (UL2)-Sciences Po Lyon - Institut d'études politiques de Lyon (IEP Lyon), Université de Lyon-Université de Lyon-Université Jean Monnet - Saint-Étienne (UJM)-Centre National de la Recherche Scientifique (CNRS), and Université Grenoble Alpes [2016-2019] (UGA [2016-2019])
- Subjects
employers’ powers ,media_common.quotation_subject ,Labour law ,JEL: J - Labor and Demographic Economics/J.J8 - Labor Standards: National and International/J.J8.J80 - General ,French labor law ,collective negotiation ,American labor law ,Nexus of contracts ,State (polity) ,0502 economics and business ,JEL: J - Labor and Demographic Economics/J.J5 - Labor–Management Relations, Trade Unions, and Collective Bargaining/J.J5.J50 - General ,Economics ,employment relationship ,050207 economics ,0505 law ,media_common ,050502 law ,Transaction cost ,Point (typography) ,05 social sciences ,Perspective (graphical) ,16. Peace & justice ,[SHS.ECO]Humanities and Social Sciences/Economics and Finance ,JEL: L - Industrial Organization/L.L2 - Firm Objectives, Organization, and Behavior/L.L2.L20 - General ,contract economic theories ,Property rights ,Law ,8. Economic growth ,disputes settlement ,Normative ,JEL: A - General Economics and Teaching/A.A1 - General Economics/A.A1.A12 - Relation of Economics to Other Disciplines ,JEL: K - Law and Economics/K.K0 - General/K.K0.K00 - General ,contractual freedom - Abstract
Despite the numerous economic works on the nature of the firm, only a few studies have clearly taken into account the legal and institutional contexts of the employer-employee relationship. This paper aims at comparing the regulation rules of the employment relationship advocated by contract economic theories to the American and French labor laws in both a positive and normative perspective. From a positive perspective, the contract approaches to the firm – transaction cost economics, the nexus of contracts theory and the modern theory of property rights – are similar to the tradition of American labor law. However, from a normative point of view, it appears that if contract economic theories seem to be partially in line with certain principles of the French labor law, there is a strong inconsistency between these approaches and the role that the French legal system gives to the State and to the law courts (and judges).
- Published
- 2018
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