Employer-employee Relationship Research Articles

Perceptions Of Workers In A Mid-Western City Of Santa Catarina About The Reduction Of Working Hours

Background: The reduction of working hours has been a widely debated topic in recent years, associated with workers' desire for better living conditions and a schedule that allows for more free time outside of work. This growing interest is based on the search for a balance between personal and professional life, the encouragement of productivity, and the promotion of workers' mental well-being. This study aims to analyze the perceptions of workers in Caçador, SC, regarding the reduction of working hours, focusing on variables related to well-being, productivity, and work-life balance. A qualitative approach with a descriptive and exploratory typology was used, along with a questionnaire. The research reveals that the responding workers view the reduction of working hours as beneficial for quality of life, although they acknowledge cultural and economic barriers. The association between shorter working hours and greater job satisfaction was highlighted, but the practical challenges of implementation still concern the participants. This study contributes to the debate on policies that promote healthier and more balanced work environments. Materials and Methods: This article investigates the perceptions of workers in a city in midwestern Santa Catarina regarding the reduction of working hours. A qualitative approach was employed, as the data collected consists of respondents' perceptions, which were analyzed interpretatively. Results: The research reveals that the responding workers view the reduction of working hours as beneficial for quality of life, although they acknowledge cultural and economic barriers. The association between shorter working hours and greater job satisfaction was highlighted, but the practical challenges of implementation still concern the participants. This study contributes to the debate on policies that promote healthier and more balanced work environments. Conclusion: The research on reducing working hours in Caçador revealed that, although there is widespread recognition of the benefits of shorter working hours—both for mental health and work-life balance—the implementation of such practices faces significant challenges. Workers' perceptions indicate concerns about institutional and economic difficulties, as well as the impact on employer-employee relationships.

Entangled Independence: From Labor Rights to Gig "Empowerment" Under the Algorithmic Gaze

This study offers a critical analysis of how the Indian gig platform, Urban Company (UC), mobilizes the promise of empowerment to assemble, discipline and algorithmically entangle its gig labor force. Much of the scholarship on gig work has described how the (mis)classification of gig workers as independent contractors allows gig corporations to abdicate their employment responsibilities, thereby disentangling the traditional employer-employee relationship. By contrast, UC promises to invest in it's Indian gig workforce, with offerings such as health insurance and financial loans to counter the enduring socio-economic precarity of the Indian labor market. However, through a critical content analysis of UCs' public media, we find that UC's organization of such ''social security'' benefits rests on an insidious system of algorithmic evaluation and classification. Access to benefits is conditional, determined by the platform's algorithmic control mechanisms, which classify workers as worthy or unworthy on a shifting basis. Mobilizing Agre's analysis of business discourses of ''empowered work'', we highlight how UC's algorithmic classification of workers creates a system of ''conditional empowerment.'' This system reflects a critical shift in the labor process, from rights-based labor regimes to a neoliberal social order where individuals must constantly prove their worth.

A descriptive survey of patient experiences and access to specialty medicines with alternative funding programs.

Alternative funding programs (AFPs) seek to reduce health plan sponsor costs, for example by excluding specialty drugs from a beneficiary's plan coverage and requiring patients to obtain medications through alternative sources (typically, the manufacturer's patient assistance programs) via an AFP vendor as a third-party. To describe patients' experiences and specialty medication access with AFPs. A survey method consisting of 26 optional single-choice and multiple-choice questions with branching logic divided across 5 sections (related to patient challenges with AFPs) was administered to patients recruited from an experienced AFP online patient panel and a patient advocacy group. The survey assessed patients' awareness of AFPs from their employers, experience with the patient assistance program application process via the AFP vendor, timeliness of medication access (if granted), and/or the health impact of delay in access. All descriptive and exploratory subgroup analyses were conducted by disease area and reported income levels; statistical analyses were carried out for the exploratory analyses. The final sample included 227 patients. Most patients (61% [136/223]) first heard of the AFP as part of their health benefit when trying to obtain their medication. Of 198 patients, 88% reported being stressed because of the medication coverage denial and the uncertainty of obtaining their medication. More than half of patients (54% [115/213]) reported being uncomfortable with the benefits manager from the AFP vendor. On average, patients reported waiting to receive their medication for 68.2 days (approximately 2 months); 24% (51/215) reported the wait for the medication worsened their condition and 64% (138/215) reported the wait led to stress and/or anxiety. Patients who indicated the wait time negatively affected them had considered a job change or left their job at a 3-5-fold higher rate than those who reported no impact from wait time. A significantly higher proportion of patients with hemophilia and other bleeding disorders reported receiving their prescribed medication less often than patients with other conditions (63% [19/30] vs 81% [52/64]; P = 0.022), whereas more patients with lower incomes (<$50,000 vs >$50,000) reported not receiving any medication (12% [7/57] vs 5% [7/129]; P = 0.657), although these differences were not significant. Most patients who obtain their specialty medicines via AFPs reported being uncomfortable with the process and experiencing treatment delays, which may have been linked to disease progression, worsened mental well-being, and consideration of a job change. Employers should be aware of the potential downstream impacts on employee health, retention, and the employee-employer relationship when considering implementing an AFP into their health plan.

Ethnic diversity on boards and its interaction with gender diversity: should they have any beneficial effects on HRM?

PurposeThis study deals with the issue of how ethnic diversity on boards in a given firm may influence its performance in human resource management (HRM). Moreover, the study also tests the interaction between ethnic diversity and gender diversity and examines their joint effect on HRM.Design/methodology/approachBased on prior research, we predict that, with increasing demographic diversity in organizations today, ethnic diversity on boards should have a positive effect on HRM. Moreover, gender diversity, as a most visible dimension of demographic diversity, should have both a direct positive effect and an indirect moderating effect on the relationship between ethnic diversity and HRM. Hierarchical regression analysis was conducted to test the hypotheses.FindingsOur data analyses show empirical evidence supporting our predictions. First, our study shows that employer–employee relationship can be influenced by ethnic diversity on boards. Second, the foregoing analyses highlight the importance of considering the interaction between different dimensions of demographic diversity, such as that between ethnic and gender diversity. With a higher level of gender diversity on boards, the positive effect of ethnic diversity on HRM can become more salient.Originality/valueThis research tests the benefits of ethnic diversity on boards for improving firms’ performance in HRM, thus making a contribution by helping to understand the effects of ethnic diversity in a more comprehensive way. We also document the beneficial moderating effects of gender diversity on boards for the first time.

Behaviour Change Techniques: An Application to Increase Employees' Willingness to Accept a Salary Reduction.

During the COVID-19 pandemic, many organisations worldwide asked their employees to accept a temporary salary reduction to manage the financial consequences of the unprecedented event. In this paper, we use a CEO's salary reduction announcement to all employees and investigate whether a behaviour change intervention using five selected Behaviour Change Techniques (BCTs) increases expat employees' overall willingness to accept a temporary salary reduction. We use mixed qualitative and quantitative methods, including survey and experiment, to test our hypotheses and frame our results. The results show that, while the direction of impact was positive, respondents were overall not significantly more likely to accept a temporary salary reduction. However, a significant effect was found for the individual BCT 'Modelling'. Participants were significantly more likely to accept a pay cut if they knew their senior management took a larger cut than asked of participants. The outcomes of this study suggest that the availability of a financial buffer and the strength of the employer-employee relationship play a, possibly more important, role in employees' willingness to accept a pay reduction. In addition, leadership matters as this study shows that people are more willing to accept a salary reduction when senior management leads the way.

Comprehensive Analysis Of Background Screening Impact On Employee Experience And Organizational Outcomes

This comprehensive study examines the multifaceted impact of background checks on employee experience and organizational outcomes, with a particular focus on the implementation of a nationwide, standardized employment screening system. The research is guided by six interconnected themes: trust, transparency, fairness, diversity and inclusion, engagement, and retention. In the contemporary business landscape, background checks have transcended their traditional role as a mere formality, evolving into critical assets for enhancing employee satisfaction, organizational trust, and retention rates. This review synthesizes a wide array of studies to analyze the complex interplay between background screening practices and employer-employee relationships. It establishes robust evidence for how fair, transparent, and reasonable background checks can significantly enhance organizational commitment and employee loyalty. The results underscore the critical importance of awareness and transparency in the background check process, highlighting how these factors foster trust and perceptions of fairness, ultimately leading to positive employee attitudes and improved organizational outcomes. The study also delves into the potential adverse effects of excessive or biased background checks on workforce diversity, with a particular emphasis on historically marginalized groups and individuals with criminal records. It proposes that employers who embrace equality in the workplace and ensure that their background check processes are free from unlawful discrimination can cultivate and maintain a diverse, inclusive, and highperforming workforce. The implications for practice and research are far-reaching. To optimize employee experience and key outcomes such as organizational commitment, job satisfaction, and reduced turnover intention, employers must prioritize fairness, transparency, and inclusiveness in their background check processes. The study identifies critical areas for further research, including sector-specific effects of background screening practices and the impact of emerging technologies and data privacy concerns on background check processes. By reconceptualizing background checks as a strategic tool for building trust and enhancing employee commitment, rather than a mere compliance exercise, organizations can achieve superior outcomes across multiple dimensions of performance. This research provides a comprehensive framework for understanding and implementing effective background screening practices that balance organizational risk management with positive employee experiences.

The Ripple Effects of Bullying: Impact on Employees and Their Performance

For strongly securing the employer–employee relationship, it is important to have a desirable and positive working environment. This study investigates the impact of workplace bullying on self-concept, employee cynicism and life satisfaction, which effect employees’ performances. The survey has been conducted through the adaptation of standard tools among 200 employees working in various banks like ICICI and Axis to name a few. The analysis of data will be done through G*power software and SmartPLS4 software to apply structural equation modelling. Results revealed that the relationship between workplace and personal bullying on employee cynicism, self-concept and job performance of employees is significant which effect the employee’s satisfaction with life. It develops the turnover intention among employees. This study has very strong and valid implications for management for the employees of the banking sector. It will help in energizing and motivating their workforce more towards effective performances, which will make their well-being stronger. It will be effectively helpful in maintaining a productive working environment by prioritizing their daily role at the workplace. This study validates the relationship among the variables used in the study. It invites more research from a different perspective to identify the impact in understanding the role of workplace bullying which creates deviance among employees.

Fairness in E-Recruitment: Examining Procedural Justice Perceptions and Job Seekers’ Intentions

Corporate websites are crucial in recruitment, as the prospective applicants’ experiences in digital recruitment may influence their intentions. Therefore, understanding how opportunity-to-perform perceptions (OPP) integral to procedural justice experienced by potential applicants while visiting a corporate recruitment website impact their reactions towards the company can be key. This study aims to elucidate the influence of OPP on applicants’ intentions to apply (ITA) via corporate websites. Specifically, it explores the indirect relationship between OPP during recruitment and ITA one month after visiting a company website, mediated by organizational attractiveness and ITA measured immediately after and one week after the website visit. This multi-wave study collected 260 cases from master’s students in psychology who completed a questionnaire across waves. Hypotheses were tested using the PROCESS macro in SPSS. The findings highlighted a serial mediation pathway, wherein the indirect connection between OPP and ITA after one month was mediated through organizational attractiveness, ITA immediately after, and one week after website visits. The results highlight the importance of enhancing procedural justice corporate websites to influence applicants’ perceptions and intentions positively and improve recruitment outcomes. Future research should explore the effect of long-term justice perceptions as a basis for a sustainable employee–employer relationship.

Corporate Social Responsibility, Ethical Leadership, Organizational Climate and Employer-Employee Relations in a Trading Company

Workers are essential for organizational vitality, playing a crucial role in sustainable expansion. This study, anchored in social exchange theory, investigates corporate social responsibility, ethical leadership, organizational climate, and employer-employee relations in a Trading Company. Using quantitative, descriptive, comparative, and correlational design with a sample size of 162 out of 279 employees, the study reveals significant correlations among key factors. Despite the company's excellence, the researcher suggests there's room for enhancement.

Injuries at the Work Place: An Examination of the Basis for Claim Under Nigeria’s Employees Compensation Act (ECA) 2010

The Employer employee relationship has been in existence since the time immemorial, Master servant relationship was initially practiced up to the time where such relationship was abolished, which was replaced with an institutionalized relation i.e. Employer employee relations, where each of the parties has his own rights and duties spelt out by the Laws establishing and guiding their relationship. In most cases during the course of this relationship, parties may sustain an injury of different degrees, ranging from partial or permanent disabilities, at some instances to the extent of even loss of life in the course of that employment, depending on the nature of the employment. This work will explore the available statutes ranging from the International treaties which Nigeria happened to be a signatory to, and the other Nigerian legislations, and Case Laws regulating the Employee employer relationship with a view to examining such injuries based on their compensability and what will qualify them to be so i.e. the basis for the claim of damages based on the injuries sustained under the Employee’s Compensation Act 2010, and also to examine how such claims could be made appropriately in accordance with the law. At the end of this work, the Employer and employee would be better educated in the nature of the injuries that attracts compensation as well as what qualified them to be so, and how it could be done in accordance with the law

Quiet quitting in the Dominican Republic: the employers’ perspective

Purpose This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic. Design/methodology/approach From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes. Findings The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic. Research limitations/implications The exploratory nature of this study limits its generalizability. Practical implications Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees. Social implications Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment. Originality/value To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.

Employer-Employee Relations Practices in Employment Relationship and the Impact on Productivity: Case Study of Government Hospitals Pharmacists’ Association (Ghospa), Ghana

Employer-Employee Relations Practices in Employment Relationship and the Impact on Productivity: Case Study of Government Hospitals Pharmacists’ Association (Ghospa), Ghana

‘Fostering resilience: the impact of supportive organizational culture on mitigating burnout in early childhood educators’

ABSTRACT Caring for toddlers is a demanding profession that could lead to negative emotions and behaviors. The objective of this study was to examine the impact of a positive organizational climate, job satisfaction, and self-efficacy on burnout and commitment, in turn leading to the reporting of misconduct and turnover intentions among childcare teachers. The study included 1,190 female childcare teachers from 119 daycare centers throughout Israel. The findings indicate that workload contributes to burnout (B = -.27; SE = .02) and dissatisfaction (B = .60; SE = .01). Furthermore, the findings suggest that a positive organizational climate and strong employee-employer relationship are negatively correlated with employee burnout (r = −0.356; p < 0.001; r = −0.178; p < 0.001). The more supportive the organizational climate the less likely that employee burnout will occur. The study concludes that nurturing a supportive organizational climate and building a strong employee-employer relationship can reduce employee burnout and its consequences.

Tests to determine employer-employee relationships in India: looking towards the future?

ABSTRACT The employer-employee relationship forms the foundation from which a host of social security benefits and labour rights emerge. Workers are traditionally classified as employees hired under a contract of service or independent contractors hired under a contract for service. Over the years, Indian courts have relied on the control, integration, and multi-factor tests to determine the correct nature of employment contracts. This article explores the evolution of these tests and examines whether the burden of proof in determining the existence of employer-employee relationships requires modification. It then dissects the efficacy of the current multi-factor test in emerging platforms and gig economies by looking at the standard form contract signed by a popular food delivery platform with its delivery partners in India. Finally, the article explores the ability of the newly enacted labour codes, particularly the Code on Social Security 2020, to address the classification conundrum and its consistency with precedents.

What Contributes to the Greening of the Polish Energy Industry? Pro-Environmental Inclusive Leadership and Pro-Environmental Behavior—A Moderation–Mediation Analysis

The functioning of the energy sector in Poland has been changing over recent years, influenced by growing concern for the environment. The concept of inclusive leadership can play a key role in the emergence of behavioral changes related to the development of environmental awareness and the initiation of pro-environmental attitudes and behaviors by employees. The guiding objective of this study is to verify a moderated mediation model of the impact of pro-environmental consciousness (PEC) on the mediating role of the fulfillment of the psychological contract for the environment (PCFE) in pro-environmental inclusive leadership (PEIL) and pro-environmental work behavior (PEWB) relationships in the energy industry. By self-completing a survey questionnaire using the computer-assisted web interview (CAWI) method, responses were collected from 649 respondents employed in various energy industry organizations. Structural equation modelling based on maximum likelihood with bootstrap estimation was used to test the hypothesis model. The findings confirm the assumptions of the research model, demonstrating a direct relationship between pro-environmental inclusive leadership and pro-environmental work behavior. Additionally, a mediating condition was found, where the fulfillment of the psychological contract for the environment mediates the relationship between pro-environmental inclusive leadership and pro-environmental work behavior, and pro-environmental consciousness moderates this process. It was found that higher pro-environmental consciousness enhances the indirect effect of pro-environmental inclusive leadership on employees’ pro-environmental work behavior through the fulfillment of the psychological contract for the environment. This highlights the importance of the fulfillment of the psychological contract for the environment and a pro-environmental consciousness in the effectiveness of pro-environmental leadership. The analysis indicates that managers who apply a pro-environmental inclusive management style contribute to an increasingly pro-environmental consciousness and the promotion pro-environmental work behavior among employees. Furthermore, the indirect effect of green leadership on employees’ green actions, through the fulfillment of a psychological contract for the environment that is moderated by their pro-environmental consciousness, highlights the importance of environmentally conscious leaders in building effective employee–employer relationships. These relationships facilitate the implementation of initiatives that accelerate the pace of change and enhance efforts to build tomorrow’s modern energy industry based on low- and zero-carbon energy sources. Additionally, this is one of the first studies in the Polish energy industry to provide insight into the role and importance of green leadership and green behavior in the energy industry.

Innovative Utilization of Information and Communication Technology in Hotels: Perspectives of Managers of Star-Rated Hotels in the Kumasi Metropolitan Area

Even though information and communication technology provide an important role in hotel service and aid service efficacy in customer satisfaction, little literature exists on it in the study area. The study assessed managers’ perception of innovative utilization of ICT in star-rated hotels in the Kumasi metropolitan area. Emphasis was laid on the relevance and reasons for the innovative use of ICT in hotels. A qualitative approach was adopted for the study and 50 hotel managers were sampled. Thematic analysis was used to analyze the data solicited. Results of the study established that managers were of the view that the innovative use of ICT in hotel service was relevant and reasons for which the hotels have innovatively used ICT in their service delivery were achieved. However, the innovative use of ICT in hotels may create problems such as high cost of initial investment, cost of training employees and poor employer-employee relations. The study discovered that the hotels have made good use of ICT innovatively to sustain their business. The study unearthed that hotels must be abreast with ICT use as it has become a tool for attracting guests to hotels.

Training and education of specialists in the field of labour law

Objective/Aim: In the context of a constantly changing legislative environment and the necessity for professionals to develop their skills, the research focuses on identifying effective methods and tools that facilitate efficient learning and professional development in the field of labour law. This study aimed to propose a pedagogical technology for the preparation and training of specialists in the field of labour law and to assess the effectiveness of the training based on the specified technology. Method: The study involved 124 participants, with 63 in the experimental group and 61 in the control group. Statistical analysis was performed using Microsoft Excel. The student’s t-test indicated significant improvements in the experimental group’s training effectiveness, confirming the proposed pedagogical technology’s efficacy. Results: Consequently, implementing training and education technology for specialists in the labour law field was proposed to enhance the indicators. The criteria for the preparation of specialists in the field of labour law were delineated, including knowledge of labour legislation, consulting and support skills, analytical skills, communication skills, and continuous learning. According to the criteria above, levels of preparation for specialists in the field of labour law were established, namely high, medium, and essential. The proposed training and education technology for specialists in the field of labour encompasses the following tools: The utilisation of online platforms and educational resources, virtual classes and simulations, the incorporation of multimedia materials, the integration of adaptive learning technologies, the implementation of project- and problem-oriented teaching methodologies, the incorporation of interactive methodologies, the incorporation of cloud technologies and mobile applications, and the provision of assessment and feedback. Conclusion: The proposed pedagogical technology effectively enhances the training and education of labour law specialists. The experimental group’s significant improvement in learning outcomes confirms the technology’s efficacy. Implication: The findings of this research hold significant social implications. Improved training and education of labour law specialists leads to a more competent and effective legal workforce. This, in turn, ensures better protection of workers’ rights and fairer employer-employee relations, contributing to overall social stability.

‘It’s a reward for good performance’: exploring the role of employer–employee relationships in Canada’s two-step economic immigration system

ABSTRACT This article is based on personal narrative-style interviews with various stakeholders connected to Canada’s Temporary Foreign Worker Programme and delves into the significant role employers play in the two-step immigration system and to the rise of Canada’s Provincial Nominee Programme. The research draws from interviews with employers, settlement workers, union representatives, and government officials, shedding light on the transition from a human capital approach to immigration to an employment-driven system. At present, Canada’s Provincial Nominee Programme serves as the primary pathway for economic-class immigrants to obtain Canadian permanent residence. It is projected that by 2025, one-fifth of all new permanent residents will have been admitted through this programme, highlighting a shifting landscape where immigrant selection is increasingly being delegated from the federal government to other actors, such as provincial governments and employers. The article focuses on how stakeholders employ discretion within Canada’s two-step immigration system and explores the affective dynamics that this discretion produces. The findings illuminate how the delegation of immigrant selection to employers amplifies the importance of intricate human, economic, and administrative relationships. These relationships form complex webs of entanglement and mutual reliance, exerting a significant influence on the outcomes of Canada’s economic immigration process.

Fostering humanistic algorithmic management: A process of enacting human-algorithm complementarity

Unlike traditional employer-employee relationships, contemporary digital platforms use algorithms to control and regulate the crowd workforce. Although prior research has expressed concerns over dehumanization stemming from algorithmic management, limited scholarly attention has been dedicated to exploring how human management can complement algorithmic approaches to address these concerns. Leveraging a case study of an on-demand food delivery platform during the COVID-19 pandemic, we developed a process theoretical model that uncovers several drivers and mechanisms essential for the transition from mechanistic algorithmic management to humanistic algorithmic management. This model elucidates the dynamic substitution and complementarity of human and algorithmic management through four key mechanisms: replacing and dampening, compensating, enabling, and synergizing. It also delineates effective humanistic management actions in scenarios in which algorithmic decisions are insufficient, which contributes to both performance and humanistic outcomes. In the realm of contemporary crowd workforce management, where digital platforms employ algorithms, this research sheds light on the unique and timely insights into the role of human managers in enhancing the strategic and humanistic values of algorithmic technology.

The Impact of the DAC7 Directive on the Functioning of Platforms and Platform Operators, from the Perspective of the Legal Model of Their Collaboration with Individuals

Abstract In order to achieve the main objective of sealing the tax system, Council Directive (EU) 2021/514 of 22 March 2021 Amending Directive 2011/16/EU on Administrative Cooperation in the Field of Taxation (DAC7) introduces an obligation to report income obtained by sellers via a digital platform in one of the Member States. However, the implementation of the provisions of DAC7 in the field of reporting also has non-fiscal consequences. The DAC7 Directive interferes in the way sales platforms function, imposing additional obligations on them which are closer to models of cooperation in employer–employee relations than in B2B relations.