Casual Workers Research Articles

Casual Workers’ Conditions in Private University’s Commercial Farms, North-Central Nigeria

Casual work has consistently been a component of work in agriculture and previous studies have consistently regarded the working conditions of casual workers as an ordinary issue; thus, less consideration is paid on the workers quality of life particularly private own establishments. This study, therefore, examines casual workers working conditions in private university’s commercial farms in north-central, Nigeria using the Rational Choice Theory as its theoretical framework. Employing both survey and exploratory designs, the study combined primary and secondary research methods, selecting 103 respondents purposively through simple random sampling. The data collected were analysed using a triangulation of quantitative methods with Statistical Package for Social Sciences (SPSS) version 20.0 used for the analysis of quantitative data. The study revealed that the working conditions of casual workers in these commercial farms significantly impact their perceptions, particularly concerning wages and job security. The study recommended an increased focus on improving the working conditions of casual workers in higher institution commercial farms, highlighting the need for enhanced provisions and attention to these workers’ well-being.

ROLE OF TRIBAL WOMEN IN INFORMAL SECTOR AND ENVIRONMENTAL SUSTAINABILITY: UNDERSTANDING THE NEXUS IN THE CONTEXT OF ODISHA

During 1970s Keith Hart has coined the term informal sector. The casual laborers in the informal sector lack job security, their workplace is not government-registered, they disregard formal procedures, laws, and regulations, and their working hours are not set. They do not get benefits like provident fund, paid leave, and medical facilities. Indigenous resources are utilized in smallscale, family-owned businesses in the unofficial sector. Tribal women, who are primarily illiterate and among the poorest of the impoverished, enter this industry to make quick money. India is recognized by the International Labour Organization as the homeland of indigenous people. India is home to 705 different tribes, of which 62 are found in Odisha alone. These tribes are primarily involved in the unorganized sector of the economy. The primary informal sectors in which Odisha's indigenous women are employed are in mining and rural development projects as wage laborers, traditional farmers, and gatherers of small forest products. This paper tries to analyse how tribal women in Odisha contribute to the informal economy through age-old practices of environmentally sustainable activities. Furthermore, it tries to explore the issues and concerns they face while working in the informal sectors.

Notes from an Inquiry into Contingent Work

Abstract: Drawing on Marxist and psychoanalytic frameworks, I collect notes and reflections about the experience of contingent work in the Writing Center at Amherst College, a private liberal arts college in the United States. Taking the tradition of workers' inquiry as a source of inspiration and point of departure, I chart the material relations of the job alongside its social and affective dimensions. Connecting the form that writing takes (in classrooms and scholarly publishing) to the political economic relations of higher education, I reframe writing as a means to make sense of experience rather than as a mode of professionalized conversation.

Governance of the Gampong Owned Business Entity (BUMG) Jeulanga Mata Ie Bandar Dua District Pidie Jaya District

The Ie Jeulanga Gampong-Owned Enterprise (BUMG) in this case as the party that manages the Bottled Drinking Water (AMDK) production business and the Jeulanga Mata Ie Gampong Government as the capital owner certainly requires in-depth research regarding the governance of the feasibility of the business or business being run so that the AMDK business development process can run effectively and can be useful for the development of the village economy. However, the implementation of BUMG is not without obstacles, there are still several problems in its implementation. Apart from that, the lack of capacity or ability of BUMG managers means that BUMG Ie Jeulanga's institutional system is not running optimally and is dependent on government assistance so that there is no spirit of independence. The aim of the research is to describe and analyze the implementation of BUMG Ie Jeulanga governance policies based on Regent Regulation Number 30 of 2020 and to determine the factors that support and hinder the governance of BUMG Ie Jeulanga. The data sources used are primary data and secondary data. The research method used was descriptive qualitative. Qualitative research was carried out to find information on the impact of empowerment strategies, obstacles and solutions for BUMG Ie Jeulanga in improving the economy of the village community in Bandar Dua District, Pidie Jaya Regency. This model system regarding BUMG governance includes work plans, management aspects, business capital, human resources, and supporting and inhibiting factors for BUMG Jeulanga Mata Ie. In this research, BUMG policy implementation uses policy implementation formulated by Van Meter and Van Horn. Based on the results of data analysis, field findings, propositions and linked to theoretical studies, it can be concluded that BUMG Ie Jeulanga has significant potential for growth and development, but also faces challenges such as administrative management thathas not been managed well, existing financial resources are still inadequate. fulfill the implementation of the BUMG program and so far, and the human resource potential of BUMG managers is still very lacking, it is very likely that the level of educationand expertise of the staff is not in line with the job description of the AMDK production business, because the majority of the residents of Gampong Jeulanga Mata Ie make their living as farmers/planters and casual daily laborers and with the establishment of the AMDK business unit by BUMG Ie Jeulanga, it is hoped that there will be employment absorption, because the level of production capacity is still limited, on average marketing is still carried out in the sub-district area.

Notes: Strikingly Misconceived: National Union of Metalworkers of SA on behalf of Nganezi & others v Dunlop Mixing & Technical Services (Pty) Ltd & others (Casual Workers Advice Office as Amicus Curiae) (2019) 40 ILJ 1957 (CC)

In this case note I endorse the conclusion reached in Dunlop but quarrel with the reasoning by which it was reached. In particular, I think the treatment of the duty of fidelity, reciprocally owed by each party to the other under the employment contract, was thoroughly misconceived.

Effects of Labour Broking on Employee Morale – A Case Study of Fert, Seeds & Grains (FSG) Superfert Pvt Ltd, Bindura, Mashonaland Central, Zimbabwe.

The critical goal of this research study was to examine the effects of labour broking on employee morale at Superfert (Pvt) Ltd. A Case study design and quantitative and qualitative research methods were used. Questionnaires and interviews were administered to a sample of 43 casual employees hired from Headhunters Labour Brokers by Superfert (Pvt) Ltd and 2 key informants who were selected. A thematic approach was used to determine the effects of labour broking on employee morale. Data was analysed using the SSPS software and presented using tables and figures. The major findings from this research were that employee morale at Superfert (Pvt) Ltd was relatively low. The effects of labour broking on employee morale were found to be employee morale related problems such stress, headaches employee absenteeism; misunderstandings; high employee turnover; high organisational spending on employee recruitment and low productivity. However, there was no positive relationship between employee morale. Research findings showed that Superfert (Pvt) Ltd used the targets strategy and aggressive production approach for enhancing employee performance and the measures to address employee morale were unsatisfactory. The researcher therefore recommended that in improving employee morale and engagement labour brokers should identify the needs of employees such as effective monetary rewards and employee participation in decision-making and satisfy these needs; craft a clear communication framework or policy that minimize disruption and adverse effects on employee morale; conduct professional and occupational training to ensure that the employees have the required skills to complete their jobs. Labour brokers should also offer its employees permanent contracts that enables employees to plan for the future and there is need for government, and its line ministries such as Labour and Social Welfare in Zimbabwe, and other stakeholders to craft the code of conduct specifically for labour brokers and increase focus on tracking their conduct to protect employees from abuse.

Intimate partner violence among women of reproductive age during COVID-19 pandemic in Bungoma County, Kenya

Background: Intimate partner violence includes all forms of aggression by former or current intimate partner. It accounts to 1.3 million deaths annually. Women of reproductive age, 18% globally have experienced physical and sexual forms of IPV. IPV cases ranges from 55% and 46% respectively in Africa and South Asia.COVID-19 has seen increase of IPV by 5% among WRA. IPV among WRA increases incidence of suicide, abortion and depression. Methods: Descriptive cross-sectional study design was used. Stratified 2 stage random sampling and simple random sampling techniques were used. Sample size was 229 WRA. Primary data was collected using a self-administered questionnaire, KIIS and FGDS. Data analysis was carried out through both descriptive statistics and inferential analysis findings were presented in percentages and pie charts. Results: Age category of 26 -33 years, participants who are casual workers, alcohol consumption by partner, length of relationship, level of education and culture were significantly associated with physical, psychological, sexual and economic violence.66.80%of the participants did not know about the policies on IPV and the available community level services to combat IPV was majorly reconciliation of couples by the local chiefs. Conclusions: The health system factors that facilitates support of IPV was not in line with SDGs Goal 5: Gender equality and SDGs Goal 16: Peace, justice and strong institutions. A large number of respondents (79.5%) reported unavailability of health facilities linked to social, health and legal services to support victims of IPV.

Effect of COVID-19 Pandemic on Labour Market Outcomes in Kenya

Purpose: This paper investigated the effect of COVID-19 pandemic on the labour market outcomes in Kenya, using quarterly labour force survey data (2019 to 2021), 2019 census data and COVID-19 wave II of a novel high-frequency phone survey collected from May 30th to June 6th, 2020. The study also estimated the impact of COVID-19 pandemic on unemployment rate by using the quarterly Labour Force Survey data from 2019 to 2022.
 Methodology: The study applied probit models because of the non-linearity of the variables. More specifically, the dependent variables are binary terms, hence maximum likelihood estimation techniques are the most appropriate.
 Findings: The findings of the study reveal that COVID-19 was associated with a 25-percentage point’s increase in the unemployment rate in the country with certain counties witnessing the highest spikes in unemployment. Although there has been some recovery, the unemployment rate remains elevated compared to pre-pandemic levels, signifying ongoing labour market challenges. COVID-19 impact on the labour market varied significantly by sector. The education sector experienced a higher incidence of employment loss, while income losses were more pronounced in sectors such as mining, manufacturing, retail, transport, and construction. Particularly, women workers in the retail and transport sectors faced twice the likelihood of income loss compared to their male counterparts. The pandemic disproportionately affected low-income workers and casual labourers, accentuating income inequalities in the labour market. Casual workers, who often lack labour protections and benefits, were significantly impacted.
 Unique Contribution to Theory, Practice and Policy: Considering these findings, the study provides several policy recommendations: Implementing targeted interventions and support programs in counties with the highest unemployment spikes. These interventions can include skill development programs to enhance workers' employability and tailored employment and income support strategies adapted to each county's unique economic circumstances. Prioritize the adoption of Information and Communication Technology (ICT) to enhance resilience and adaptability across sectors. Governments, both at the national and county levels, should prioritize policies aimed at enhancing the incomes of disadvantaged households. Through expanding access to social protection programs, enforcing minimum wage regulations, and improving working conditions, especially for casual workers and low-income households. The study's insights provide valuable guidance for shaping future economic recovery strategies, particularly in the event of economic shocks in the labour market.

A Study on Contingent Workforce : Gig Economy with Reference to International Bakery Product Limited

The purpose of this project is to study the contingent workers of gig economy, with the special attention to "International Bakery Product Limited". The gig economy, characterized by short- term, has witnessed significant growth in recent years. This shift has brought about a new category of workers known as contingent workers, who engage in temporary work rather than traditional full-time employment. While the gig economy offers flexibility and antonomy, it also presents challenges for contingent workers, including limited benefits, income instability, and Discrimination as independent contractors This project delves the contingent workers in the gig economy, examining the various types of gig work, the motivations behind individuals participation, and the implications for workers. The project also explores the Employee job satisfaction. Training Program Effectiveness, workplace safety, competencies of employee and challenges of workers.

Magnitude of health expenditure induced removable poverty in India: Some reflections of Ayushman Bharat

The authors have measured the health expenditure-induced removable poverty in India using nationally representative consumer expenditure surveys of three quinquennial rounds conducted by the National Sample Survey Organization (NSSO). This study has also focused on the reflections of Ayushman Bharat-Pradhan Mantri Jan Arogya Yojana (AB-PMJAY), the world's largest Government-funded health insurance scheme, on these poverty rates in the country. The study has used headcount, payment gap, and concentration index to measure the economic burden and impoverishment impact of out-of-pocket (OOP) health expenditure. The analysis shows that the incidence and depth of poverty are substantially understated because of overlooking OOP health expenditure in the country's standard poverty measure. Outpatient care contributes almost four times more than inpatient care to health expenditure-induced impoverishment in India, though this care has not been covered in the AB-PMJAY. Muslims, among all religious groups, Scheduled Castes among social groups, and casual labourers among different household types are more vulnerable to OOP health expenditure-induced removable poverty in the country. Poverty, in general, has dropped significantly, but the share of health expenditure-induced poverty in general poverty has increased substantially. It has risen considerably in rural areas and among India's most vulnerable sections of society in the past 20 years. We emphasised that universal health insurance coverage is needed in India. Implementing comprehensive health insurance schemes that cover both inpatient and outpatient care can help alleviate the financial burden of healthcare expenses on households and contribute to reducing poverty rates.

Livelihood Activities in Sub-Saharan Africa

In Sub-Saharan Africa and other developing regions of the world, rural communities have relied on diverse activities to earn income for their households to survive. These activities which are mostly informal, have provided casual and seasonal employment and livelihood opportunities for rural communities to cope during times of hunger and deprivation. Livelihood activities are comprised of capabilities, assets and activities required for a means of living. These include and are not limited to activities such as cropping and livestock rearing, gardening, street vending and home construction. Unfortunatly, in recent times, climate change has emerged as a challenge for not only the socio-economic setting of the poor communities, but for the whole sphere of living, particularly in rural areas. Climate Change is comprised of long-term shifts in temperatures and weather patterns leading to unprecedented high levels of temperatures, extreme episodes of flooding, heat waves and drought, just to mention but few. The complex nature within which rural income earning and livelihoods are found, and how such activities are in most cases depended on environmental charateristics and climatic condtitions, makes it difficult to persue, amid climate change. This theoretical paper discusses how innovation and entrepreneurship can be used to as adaptation measures for climate change. Two Case studies are used to demostrate the applicability of this assertion. The paper concludes that, for rural livelihoods to become economically viable, innovation need to be applied to build towards entrepreneuship development and climate change adaptation. The paper recommends planning and policy directives towards rural development planning in Sub-Saharan Africa.

Pelatihan Pembuatan Pupuk Kompos Organik Limbah Rumah Tangga Pada Ibu-Ibu Pkk Rt 03 Rw 05 Kalurahan Mojo Kecamatan Pasar Kliwon Surakarta

Residents of RT. 03RW. 05 Mojo Village, Pasar Kliwon District, Surakarta, totaling 20 families. and the majority of the population work as entrepreneurs and casual laborers. Most of the PKK members' mothers (wives) are housewives. They really need additional financial income to meet family needs. They have never received counseling or training on making organic compost from universities or other institutions. From the results of interviews, several female PKK members wanted counseling and training in making organic compost fertilizer as an alternative to increase their income financially. For this reason, the Biology Education Study Program Abdimas Team will provide training to PKK RT 03 members on making organic compost from family waste. The objectives of this community service are 1. Provide training on how to make organic compost. 2. Provide training/skills in applying organic compost with planting media. The training was held 2 times. The method used is lectures and questions and answers, as well as practical guidance on how to make and apply organic compost. The target of this training is to increase understanding of how to make organic compost by 20%, and a skill score of >70. From the results of the training on making organic compost for women from PKK RT 03 RW 05, Mojo sub-district, it can be concluded that: There is an increase in understanding of the process of making organic compost from an average score of 38.23 to 89.14, meaning there is an increase in understanding of 51.25 ( 153.04%). For the skill scores for making compost and its application to media and plants, PKK members obtained scores of 88.92 and 88.71, which means that all participants are skilled in making fertilizer and applying it to plants.

Mining Rituals in Vital Spaces: The Cosmopolitics of Gold and the Precarity of Mine Closure in Ghana

ABSTRACTRecent spiritual contests swirling around a five-year shutdown of the Obuasi gold mine in Ghana, one of the world’s largest, have thrown into high relief key features of improvisational labour and cosmopolitical assemblages in de-industrialising settings. People are turning more intensely toward novel mining rituals in pursuits of gold, which spirits animate. These phenomena urge a reconsideration of the theoretical and conceptual terms of analysis for moral economies of labour and neoliberal mining politics. Building upon recent work on cosmopolitics, copresences, and cultures of casual labour, this piece argues for a concept of vital spaces – interior and exterior zones of life and death, of enlivening and deadening – with assemblages of spiritual reciprocity. These multivalent spiritual contests over the vitalities of gold provide a prime context for a retheorization of moral economies and mining politics as cosmopolitics, with implications for understanding labour, politics, and value across the neoliberal world.

Outsiders Looking In: Do Contingent Workers Whistleblow?

ABSTRACT Little is known about the factors that influence whistleblowing for contingent workers. This study compares the whistleblowing intentions of 146 traditional full-time and contingent workers. We find that contingent workers are significantly less likely to whistleblow than traditional full-time workers. Some of these differences in whistleblowing intentions appear to be due to feelings of powerlessness, organizational citizenship behavior, and organizational commitment that workers have in relation to their organizations. We offer future research ideas, implications for practice, and practical suggestions to encourage whistleblowing by contingent workers. JEL Classifications: M49.

Climate of fear and job apathy as fallout of supervisory nonphysical hostility toward casual workers in the banking industry

PurposeSupervisory abuse is a form of destructive leadership. Research has continued to document many deleterious consequences associated with such improper behavior at work. This study further extends its consequences by testing a model linking abusive supervision to job apathy through a climate of fear.Design/methodology/approachThis study drew on affective events theory in investigating the role of the climate of fear in instances where casual workers perceive abuse in commercial banks. A three-wave and three-week time lag approach was adopted for data collection from 245 casual workers in southeastern Nigeria.FindingsResults from partial least squares structural equation modeling supported the model by showing that abusive supervision had a direct positive relationship with the climate of fear and job apathy, while the climate of fear related positively to job apathy. Results also revealed that the climate of fear partially mediated the relationship between abusive supervision and job apathy.Practical implicationsManagers can be trained to become more supportive and less abusive to address the problem of abusive supervision. Furthermore, casual workers are encouraged to report any abuse from their manager to higher authorities inside or outside their workplace.Originality/valueThis study sheds new insights and advances the abusive supervision literature by investigating the climate of fear as the underlying mechanism.

Workforce Planning and Organizational Performance in Selected SMEs in Akwa Ibom State

The study focused on the impact of workforce planning and organizational performance in Selected SMEs in Akwa Ibom State. It assessed the impact of demand forecasting and assessment, ascertained the effect of contingent workforce on organizational efficiency, examined the influence of succession planning on employee performance and determined the relationship between workforce planning and organizational performance in selected SMEs in Akwa Ibom State. The study made use of a survey design and adopted both primary and secondary sources of data to collect information from respondents. The target population was 170 respondents from eight selected SMEs in Akwa Ibom State, while the sample size was 119 respondents. Thus, a total of one hundred and nineteen (119) copies of the structured questionnaire were administered to eight selected SMEs in Akwa Ibom State, while ninety of them (90) were retrieved. These translated to a response rate of 75.6%. A regression model was used to test the hypotheses of the study. The study found that succession planning has a significant influence on the employee performance of selected SMEs in Akwa Ibom State and that there is a positive relationship between workforce planning and the organizational performance of selected SMEs in Akwa Ibom State. The study recommended that Organizations should adopt a workforce plan that will enable them to design the most appropriate organizational structure, acquire and maintain a sustainable pool of employees with the requisite skills and develop a blueprint that will help them adapt easily to ever-changing government policies.

Persepsi dan Faktor-Faktor Sosial Ekonomi yang Mempengaruhi Keputusan Tenaga Kerja Lepas (BHL) Bekerja pada Perkebunan Kelapa Sawit

This research conducted at PT. Nusamas Griya Lestari aims to determine the perception of casual workers (BHL) regarding the choice of working on oil palm plantations, and find out what socio-economic factors influence the length of time casual workers work on oil palm plantations. This research was conducted using a descriptive method with a quantitative approach. Sampling used a simple random sampling method with a sample size of 66 respondents. Data were analyzed using multiple linear regression analysis. The research results showed that casual workers chose to continue working on oil palm plantations because of the perception that wages were high, there were free health facilities in the form of clinics and the distance from home to the plantation were reasons for continuing to work on oil palm plantations. Based on the results of multiple linear regression analysis, age, gender and facilities provided by the company have a significant effect on the length of work of casual daily employees working on oil palm plantations.

Management Skills of Department Heads in Relation to Employees Work Performance

The management skills of department heads play a vital role in determining employees' work performance. Department heads are expected to possess good qualities of manager and to deal effectively and efficiently require special skills which make the manager successful in their task. The department heads with high levels of management skills are also likely to have high levels of self-worth and self-esteem, which can impact every area of their lives, from relationships to employment and work performance. The study investigated the management skills of department heads in relations to employees' work performance of permanent regular casual employees of Local Government Unit of Negros Occidental during the fiscal years 2020. The design of this research is a descriptive study using a questionnaire as the research instrument. A total of 225 permanent and casual employee were involved as respondents in this study. The variables considered were age, sex, and highest educational attainment. The findings showed that the department heads' level of management skills is all at a very high level. The employees' work performance level during the fiscal year 2020 was interpreted as very satisfactory based on their OPCRF. The findings also showed that there was no significant difference in the department heads' level of management when grouped and compared according to sex and highest educational attainment. However, results showed a significant difference in variables age. A significant difference in the employees’ level of work performance when grouped and compared according to age and highest educational attainment, while sex showed no significant difference.Department Heads seem to be the most operational tool in influencing people, so they strive willingly and enthusiastically towards the accomplishment of goals in the department. Department heads design motivation systems to encourage employees to perform most effectively and draw potential candidates for promotion.

How Layers of Context and Material Deprivation Impact Reemployment in Stable or Casual Work

Reemployment for those who are unemployed is both economically and socially important but may be constrained because of the person’s context. The current study investigates key socioeconomic, structural, and individual factors that may impact the likelihood of reemployment for unemployed working age adults over the period of a year. Reemployment is further separated in terms of stability and security by delineating casual versus non-casual reemployment. A multinomial regression analysis of an Australian dataset (n = 375 adults who reported no limitation to their ability to gain employment) found that economic constraints played a substantial role and that the context issues act differently by employment type if reemployed. The results highlight the importance of socio-structural issues, reflecting resource asymmetry. Supportive neighborhoods and material deprivation set the scene, while education enables the pursuit of more stable and secure employment opportunities.

Contingent Workforce as a Remedy to Overcome the Employee-Shortage Issues in Vodafone-Oman Company

Most of the companies in the recent days facing the issues of the shortage of the skilled workforce. Recruiting and the retaining the right kind and right type of personnel is a big challenge to the team of HR in the organizations. To overcome this shortage issues one of the strategy what the companies are following is contingent workforce. As per the recent studies it is observed that, the companies are gaining major advantages and minor drawbacks through contingent workforce. Contingent workforce is available in various forms like temporary workers, freelancers, casual earners and contractors. It is easy to hire and fire these employees as per the company workload requirements. Companies are preferring these contingent employees for more than one reason i.e: cost-saving benefit, seasonal fluctuations, no need to bother about extra incentives and training programs e.t.c. Vodafone-Oman is a couples of years old company started with the motto of to connect everybody in the country Oman for the sake of enhanced future and their solutions are aimed to impact the people positively. As a company with technology, it holds the Sultanate of Oman’s 2040 Vision and the goals about the Sustainable Development. It supports the Sultanate position at the head of creativity and innovation in both locally and globally. After the commencement of the company’s pilot operations on 30th December 2021, the Vodafone company commemorated its operations launch officially on 6th March, 2021 in the Sultanate of Oman. As a newly started company Vodafone-Oman is also facing an issues of skilled worker’s shortage. As a remedy to overcome this issue the company is started using contingent workforce to give the tough competition to its competitors and to reach the maximum number of customers at the earliest.