Atypical Employment Research Articles

ЛИЧНОСТЬ В СИТУАЦИИ АТИПИЧНОЙ ЗАНЯТОСТИ: АНАЛИЗ С ПОЗИЦИЙ СУБЪЕКТНОГО ПОДХОДА

The article examines the phenomenon of atypical employment from the point of view of a subjective approach. The purpose of the article is to describe the psychological characteristics of individuals in a situation of atypical forms of employment. By atypical employment we mean a form of employment that, in comparison with traditional work, has other (distinctive) characteristics (involves working on short-term, non-permanent conditions not guaranteed by the organization). The focus of our research is informal and distance employment as options for atypical employment. There are options for combining forms of employment: office-official, remote-official, office-unofficial, remote-unofficial. The article provides a comparative analysis of atypical and precarious employment. The importance of taking into account subjective and objective signs of precarity in studies of atypical employment is emphasized. The results obtained make it possible to conduct empirical studies of the personality as a subject of work, the situation of typical and atypical employment, as well as the development of programs for psychological support of persons in a situation of precarious employment.

Shared Jobs, Shared Trajectories? Employer Groups and the Regulation of Part-time Work in Germany and the Netherlands

ABSTRACT To explain cross-national variation in the regulation of atypical forms of employment, including measures aimed at protecting the employment conditions of nonstandard workers, existing studies have typically emphasised the importance of labour's relative power resources and insider-outsider dynamics. This article shows that differences in employer stances can also be of key importance in explaining this type of variation. Moreover, it shows that employer support for regulatory efforts to improve quality of atypical employment neither have to result from a perceived need to seek strategic accommodation nor from a positive assessment of the costs and benefits of regulation. It does so by comparing the very different responses of Dutch and German employer groups to regulatory attempts to improve the quality of part-time employment. It illustrates their importance and attributes them to strategic choices that were a logical outcome of the different institutional environments in which Dutch and German employer groups operated.

Precarity and political protest

How does precarity in the labour market affect political engagement? Considering the negative impact of unemployment and atypical employment on turnout, existing research suggests that precarity depresses political participation. However, participation through voting is dependent on supply-side factors and might be an insufficient indicator of engagement with politics. To improve our understanding of this matter, this article investigates the relationship between precarity and protest behaviour, as well as the moderating impact of individual and contextual factors on this relationship. The analysis relies on survey data from thirteen Western European democracies and on a novel operationalisation of precarity that, through the implementation of Bayesian inference techniques on EU-LFS data, allows the capturing of individuals’ vulnerability in the labour market. The results reveal that precarity increases the propensity to protest, exposing the mobilisation potential of precarious workers and suggesting that the representation of this expanding social group might be beneficial for vote-maximizing parties.

Перспективы использования технологии блокчейн в трудовых отношениях

In modern economic conditions, the role of labor law and the functionality that is inherent in it are radically changing. At the same time, relationships develop that are built according to certain rules, but there may be no legal regulation: atypical employment, gig employment, blockchain, etc. Therefore, the article suggests current directions for studying relationships within the framework of new challenges for labor law, especially in the field of promising technologies and regulatory structures, including smart contracts and other blockchain technology tools.

Unstable employment careers and (quasi-)completed fertility: evidence from the labour market deregulation in Italy

Abstract Most research on the fertility consequences of labour market instability has focussed on the transition to parenthood, ignoring potential ‘catching up’ effects and, thus, the more encompassing view on cohort fertility. This work extends on this point by analysing the consequences of employment instability on (quasi-)completed fertility for men and women in Italy. From a cohort perspective, we look at fertility outcomes at age 41 among those who experienced labour market deregulation (cohorts born between 1966 and 1975) in comparison with the previous cohorts (those born between 1951 and 1965) and relate the fertility outcome to the instability of their employment histories. Based on data from a large-scale, nationally representative retrospective survey, we find that fragmented employment careers and atypical employment periods come with a lower likelihood of ever becoming a parent and a higher probability of having fewer children compared to those with continuous, stable careers. Our study suggests that the consequences of rising labour market instability not only lead to a postponement of childbearing but also lead to overall lower numbers of children, especially for men and younger cohorts. This study adds to previous research by suggesting that recuperation in employment instability-induced childbearing postponement does not take place to a sufficient extent, at least in Italy.

Problems of differentiation in the codes of labor laws of the RSFSR and the Labor Code of the Russian Federation

The article addresses the problem of codification of special labor law norms, justifies the importance of their consolidation in the sectoral code. The domestic historical experience of codification through the prism of differentiation is investigated. Trends in the differentiation of legal regulation of labor relations in the modern period are analyzed. The shortcomings of the Labor Code of the Russian Federation in terms of labor regulation of certain categories of employees are shown, options for solving this problem are considered. The need for differentiation in a codified act of labor law is due to the nature of labor in certain areas, as well as the special concern of the state for certain groups of employees. The Code is the main sectoral act, it must contain special norms in order to meet the requirements of completeness and consistency. In the four Russian labor codes, the issue of differentiation was resolved in different ways. With each new codification, the legislator, relying on the experience gained, approached this issue more consistently, while there was also a «field» for criticism. The task of optimal construction of special labor and legal norms is also relevant for the Labor Code of the Russian Federation, in modern conditions the relevance increases due to the increase in atypical employment. It is important, retaining in the codified act a special chapter on the features of labor, to establish uniform approaches to its regulation in relation to the main professional groups and spheres. At the same time, it is inappropriate to reflect in the code the features of labor affecting the specialization of a particular profession, turning the act of codification into a collection of instructions. The legislator should also consider the issue of consolidation in art. 2 of the Labor Code of the Russian Federation, devoted to the principles of legal regulation of labor relations, the principle of differentiation.

Does Atypical Employment Come in Couples? Evidence from European Countries

The literature on atypical employment has largely focused on the individual level. This paper provides a novel account of the dynamics of atypical employment, specifically part-time and temporary employment, within couples. Analyzing a sample of 29 European countries using 2016 EU-SILC data, it investigates the association between partner and own atypical employment. The results show that temporary employment does come in couples, in that partner temporary employment is associated with a higher likelihood of own temporary employment. A significant portion of this result is driven by individuals with partners in temporary employment themselves exhibiting characteristics predisposing them to temporary employment. These results are largely consistent across Europe. Accumulation of part-time employment is also observed, albeit at a smaller scale. However, it occurs at the two extremes of the income distribution only, among very low-earning and very high-earning couples. In contrast, in the middle of the income distribution, there is no association between partner and own part-time employment, which is more consistent with classic household specialization patterns. An association between partner and own part-time employment is only found in a minority of European countries, most systematically in Northern and Western Europe, but also in some Southern and Eastern European countries.

Globalisation and current employment situation in South Africa: An exploratory enquiry

Globalisation is a broad concept that has continuously impacted various aspects of human endeavours. Globalisation has influenced the realignment of business strategies as well as impacted the availability of jobs in many countries. In modern organisations, managers must understand how current globalisation impacts employment situations. Since the dawn of contemporary globalisation in the early 1990s, several path breaking advances have emerged. These advances have also impacted the ways works are coordinated in the workplace. For instance, recently the use of independent contractors has increased as opposed to permanent appointed employees. As a matter of fact, globalisation has impacted employment situations in several ways. Hence, the current paper is an attempt to explore how globalisation has impacted employment situations in South Africa. The main finding of the paper revealed that there is a rising trend in job insecurity in most organisations owing to advanced sophisticated technologies and the utilisation of more atypical employment pattern in the form of casualisation.

Extension of Master’s Power Within the Framework of the Zero-Hours Labour Contract: Problem Statement

The article is devoted to the refraction of the phenomenon of the employer’s master’s power in the system of relations between the parties to the zero-hours contract. The objectives of the work: to show the traditional limitations of such power and their extension in the zero-hours contract. On the basis of the analysis of foreign legislation and European judicial practice the definition of the zero-hours contract is given. Conclusions are drawn that the contract with non-fixed working hours refers to atypical employment, and, as a rule, is considered as a labour, not civil law contract. A different enforcement position is also reflected in the article. The conclusions on the issue of the sectoral affiliation of such an agreement are important for highlighting the legal status of an employee working under a zero-hours contract and the employer’s control not only in the course of labour activity, but also outside it. Such a non-standard situation for labour law is due, as the author notes, to the flexible, unpredictable, non-fixed work schedule. This peculiarity is the one around which the very concept of a zero-hours contract was formed. It is revealed that the employer’s ability to change the working hours of employees may act as a latent measure of quasi-disciplinary action unknown to labour law. It is concluded that such discretionary power of the employer increases the level of subordination of the employee with unfixed working hours and strengthens the personal dependence of the latter. It is noted that digitalisation, as a condition that allows the extension of such control by changing the working schedule in real time, exacerbates the unstable nature of the atypical relationship in question. It is found that the extension of master’s power disrupts the work-life balance, which is usually pointed out as an advantage of opting for a zero-hours contract for the worker. It is concluded that the normative construction of such a contract should be based on the principle of compensation for both work and the waiting period for work, and provide for minimum compensation for restrictions on workers’ rights.

Research on Human Resource Management Mode of Foreign-invested Enterprises under Diversified Employment Mode

In order to be invincible in the fierce market competition, enterprises must break the long-term and stable labor relations and adopt more flexible and flexible employment methods. With the diversification of employment methods, various employment methods appear constantly. In the process of modern enterprise system change and management innovation, diversified employment methods have been rapidly developed and widely used. In practice, no matter what point of view, the focus is on how to distinguish traditional employment from atypical employment. Most of the employees of FIE (Foreign-Invested Enterprises) are Chinese employees. In the past, many FIEs focused on the quality of products and the management of production, but did not pay enough attention to HRM(Human Resource Management). Taking diversified employment as the breakthrough point, this paper expounds the influencing factors of FIE HRM on the basis of summarizing the related concepts of diversified employment, and focuses on the construction of FIE HRM mode under diversified employment mode, with a view to providing reference for the development of enterprises.

Between precarity and professionalism: the effect of uncertainty on adult educators’ participation in continuing education

Continuous participation in further education activities is considered to be a driving factor for the professionalism of adult educators. However, especially in this field, the decision to participate is often embedded in a context of disadvantageous socio-economic living conditions and atypical employment, which is described as precarious in research on continuing education. For this reason, we are studying the influence of precarious employment on the participation of adult educators. In doing so, we focus on the uncertainty in planning one’s professional career, which is typical of precarious life situations. Based on a modification of the classical theory of subjective expected utility, we formulate the assumption that uncertainty in the evaluation of one’s own career development opportunities reduces participation in continuing education. To test our hypothesis, we use data from the wb-personalmonitor and estimate linear and logistic regressions using an inverse-probability-weighted regression-adjustment. The results show that uncertainty reduces the number of continuing education courses attended.

A Critical Discussion on the Effectiveness of Working Time Directive 2003/88/EC

Since its implementation in 2003, Working Time Directive 2003/88/EC has brought a series of benefits to employees in the European Union. It has played a significant role in restricting working time and guaranteeing rest breaks, which truly protected the health and safety of workers. However, given the economic recession in the European Union, the widespread nature of atypical employment relationships and enlargement of the European Union, the effectiveness of Working Time Directive 2003/88/EC has been doubted in recent years. Therefore, it is essential to analyse whether Working Time Directive 2003/88/EC remains fit for the purpose more than 15 years after its adoption and propose corresponding solutions to protect the health and safety of employees in these member countries.

Poetry and precarious memory: Ways of understanding less and less

Poetry as an art form has traditionally registered tropes of feeling and memory, often with astonishing power, especially since the Romantics began to focus on projections of the self. Yet, when poetry invokes memory, anchoring people to their pasts and identities, it frequently reveals that, at best, memory offers a precarious connection to what is certain or secure – and this is particularly the case for women writers. For example, much of Emily Dickinson’s poetry reveals that memory’s recesses are often uncomfortable, and studies in autobiographical memory confirm poetry’s intuition that all may not be what it seems within the “house” of the recollecting self. This paper explores ways in which poetry’s elusive suggestiveness, and memory’s more fraught instances, confirm the provisionality and precarity of what most people are inclined to take for granted – that they know themselves and can speak securely of who they are. This has always been a challenge for women in patriarchal societies as gender inequality and precarious work – often in atypical employment – has informed and affected their expressions of self and identity. We conclude with examples from the work of two contemporary women poets, Emma Hyche and Mary A. Koncel, in order to focus on their particular approaches to precarity in their poetry and prose poetry and to posit that women poets often disrupt and disturb aspects of the patriarchal language system to offer new constructions of autobiographical memory.

Universities as a Source of Precarious Employment

Introduction. Rapid social changes and new challenges are increasingly transforming all spheres of human life. These factors affect not only the labor market and the general nature of professional activities, but also educational approaches to training specialists in the higher education system. Modern university graduates should possess competencies that meet diverse employer expectations. At the same time, universities are becoming “factories” for the production of graduates focused on precarious employment, since the uncertainty in the type of employment caused by global transformations in the labor market is reorienting the higher education system, thereby changing the vector of educational activity. Aim – analysis of studentsʼ orientations towards precarious employment and identification of the role of universities in their development. Materials and Methods. In 2021, an empirical sociological survey was conducted. The survey sample included 716 learners studying at Yekaterinburg universities, who were interviewed using a questionnaire. In order to elucidate the process of forming studentsʼ orientation towards precarious employment and the role of universities therein, we used semi-formalized interviews with young people whose activities in the labor market could be characterized as atypical employment, as well as with heads of educational programs and curators of projectoriented programs at the Ural Federal University. In addition, the results of a study conducted in 2020–2021 among university graduates in the Ural region were used. Results. Uncertainty in the labor market, secondary employment and involvement of university students in project-oriented activities form their following work preferences: the desire for atypical forms of employment, irregular working hours, and free work schedules. Discussion and Conclusion. The conclusions made by the authors expand the understanding of the needs of young people in the labor market and the transformation of university education in conditions of uncertainty. The materials of the article contribute to the development of sociological knowledge and can be useful to management and administrative structures of Russian universities.

A study on the relationship between the disorganization of labor and precarization

Working relations have experienced significant changes in post-industrial societies compared to traditional periods. Today, atypical employment models shape the labor market, including flexible employment formats, outsourcing, and various agency work such as staffing. The part or full-time employment model not dependent on a specific employer, described as "precarization," is becoming widespread and is the primary focus of this study. With precarization, unionized and organized labor is replaced by precarious working models, including working styles, mobile jobs, flexible working hours, and fixed-term employment contracts. These changes are reshaping labor relations in many countries globally, especially under the pressure of neoliberal theses. Precarization has caused a significant decrease in unionized employees, especially since the 1970s, which continues today. As a result of de-unionization, a new precarious class of precarious is emerging. The primary purpose of this study is to show the effects of the strategy of disorganization of labor on the "precariat" class, which has been described in recent years as the new social class. This is an empirical study based on secondary data sources. The secondary sources' findings show that a relationship between "precarization" and "disorganization of labor" can be established.

Netipiska nodarbinātība (pamatveidi un organizācija)

New forms of work based on new technologies are emerging in the EU economy. One of the significant changes in the labor market is the pluralization of the type of employment relationship and changes in the way work is done. The article deals with atypical employment – employment relationships that do not meet the standard full-time, permanent work for an indefinite period and office work. Atypical employment is also an employment relationship where the employee works for different employers. Non-standard forms of work played an increasingly important role in the labor market, especially during the pandemic; they became especially important, noting the increase in the proportion of atypical contracts. Job instability is a new way of life today. Part of the unresolved labor market problem is structural unemployment and uneven integration of all groups into the labor market: people with disabilities, young students, and the elderly. Legal protection of non-standard workers is relevant. Such persons are not always well insured in terms of social security, unemployment insurance, or access to pensions.

Precarization as a form of negative impact of digital transformation on the system of labor rights realization

The processes of precarization actively developing at the present time are examined in this article. Precarization is considered to be the process of increasing the importance of atypical employment forms, accompanied by a decrease in the level of realization of labor rights and social protection of workers. The particular attention is paid to the problems of strengthening the precarization processes in the context of the development of various forms of labor activity organization based on the use of digital technologies. The most striking manifestation of the regulation lack of labor rights and, as a result, the development of precarization processes is manifested in relation to those categories of workers who offer their services to the consumer through “online platforms”. In this way, the article substantiates the need to separate these employees into a separate category and, as a result, the implementation of legal regulation of their rights and obligations, as well as the peculiarities of interaction with employers. At the same time, this article states the necessity of ensuring the adaptive orientation of the development of legal regulation systems of labor relations, which should be a barrier to the development of precarization processes in the context of the digital transformation of the entire socio-economic system.

Non-typical forms of employment in the context of sustainable development of the Russian economy

The author has chosen the problem of differentiation of civil law and labour contract and the peculiarities of their application in practice in conditions of atypical employment of a certain part of the population as the object of research. The problem considered by the author acquires a completely new understanding in the light of the development of market relations and the emergence of atypical forms of employment. The objective of the study is to identify controversial provisions in the distinction between civil law and labour contracts in the context of the development of atypical forms of employment in Russia. The article is based on such methods of scientific research as comparative-legal, system analysis, formal-legal, and statistical. Distinguishing between civil law and labour contracts, the author draws attention to the fact that the inclusion in the Labour Code of the Russian Federation of norms regulating the work of the self-employed, who have formalized relations with the client under a civil law contract, may violate the unity of labour law, which, although it establishes the specifics of regulating the work of certain categories of workers, but in general applies to absolutely all employees under employment contracts. It seems that the status of the self-employed needs a more thorough legislative elaboration, which will allow, firstly, to increase the level of social protection of this category of citizens, and, secondly, to create conditions for further reduction of the level of informal employment in Russia. The author states that the legal status of the self-employed is poorly developed, which currently gives rise to a huge number of questions in practise. Analysis of court practise clearly demonstrates the fact that Russian courts still do not have a unified approach to resolving disputes on the reclassification of civil-law relations into labour relations

РОЗВИТОК ДИСТАНЦІЙНОЇ ЗАЙНЯТОСТІ ЯК ОБ’ЄКТИВНА УМОВА ГЛОБАЛІЗАЦІЇ

In the materials of the article, attention is focused on researching the prerequisites for the formation and means of modern implementation of remote employment in the conditions of globalization. The basics of the impact of globalization on the growth of remote employment in the world in general and in Ukraine in particular have been studied. Emphasis is placed on the indicators of globalization and the importance of its impact on the performance of national economies and trends in the development of the modern labor market in conditions of economic turbulence. The list of problems that accompany the spread of remote employment in Ukraine and a number of reasons that determine the objectivity of its large-scale use are highlighted. An analysis of the types of forms and methods of remote employment was carried out. The main professions that have a high degree of adaptation to the remote form of employment both in Ukraine and abroad are highlighted. To determine the impact of globalization on the labor market, the positive and negative consequences of globalization movements in the world economic space are determined. It was revealed that the objective response of the economic system and its social and labor component to the challenges of dynamic changes is the transformation of employment. It is noted that among the factors producing an increase in demand specifically for atypical employment, the following should be highlighted: the active development of the knowledge economy against the background of the widespread use of information and communication technologies, the strengthening of global competition; significant expansion of the service sector and increased flexibility of the labor market. It was determined that remote employment creates a number of new problems. In particular, the concept of a "normal" workplace and "normal" working hours, which have developed in the conditions of traditional industrial employment, are losing their meaning. Emphasis is placed on the fact that the Ukrainian labor market is under the sufficient influence of globalization processes taking place in the national economic space. When writing the article, the methods of expert assessments, analysis and synthesis, logical and historical methods were used.

Atypical Employment Relations in Brazil After the Labor Reform

The purpose of this publication is to provide an overview of labor law changes in Brazil that have significantly affected fundamental employment principles. Laws 13.427/17 and 13,467/17, collectively known as the Labor Reform, introduced atypical forms of employment, heavily modifying individual and collective labor laws. In particular, the changes include: employment in the form of intermittent work, telework, outsourcing or hyper-sufficient workers. The labor law reform, which has been carried out, introduces a number of novelties into the Brazilian legal system and raises many questions and doubts. There are concerns about whether the regulation undermines the existing legal order and thus threatens the dignity of workers, their physical and mental health, as well as negatively affects the working environment.