Employment Relations Research Articles

Perspective of Employment Relations and Wages in Labor Law and Islamic Law

The implementation of work employment and wages is not in line between labor and Islamic law. This study aimed to review and analyze labor employment and wage arrangements from perspectives on labor law and Islamic law. This research used a normative juridical method with a contextual approach, rules and regulations, the Quran, and hadith. The results showed that Islamic and labor laws have the same goal: that workers can live decent lives. In labor law, work relations are born from work agreements, and wages are the right of workers after obligations are carried out. However, in Islamic law, work relations are based on justice without exploitation, are efficient, and do not violate other sharia principles, and wages are included in the study of Ijarah. The concept of employment is based on time, type of work, and targets obtained. F or work relations and wages to fulfill human dignity, it is necessary to contain labor regulations that pay attention to the principles of relations and wages in Islamic law.

Employment relations in the civil service for more sustainable development: a case of the Slovak Republic

Employment relations in the civil service for more sustainable development: a case of the Slovak Republic

The employee and their social security in flexible forms of employment on the example of Poland – selected issues. Part I

The regulation of employment and social policy – with safe and secure conditions of employment in terms of remuneration, safe employment conditions, protection in the event of dismissal, social dialogue, personal data protection, work-life balance, and finally a healthy, safe and well-adjusted work environment – constitutes the foundations of decent working conditions. At the same time, the task of a democratic state is to adjust the dynamically changing economic and market realities to ensure the maximum level of protection in the areas mentioned above relevant to each employee. This situation is also due to the radically progressing digitization that is changing the challenges of the modern labour market. In this article, the author endeavours to address the social security issue of selected flexible (atypical) forms of employment, including employee and non-employee forms of employment. The author chose fixed-term contracts and employment on digital platforms as the subject of analysis, while remaining aware of the multifaceted nature of social security. In this paper, she defends the thesis that the so-called “flexibility of employment relations” should be subject to the broader impact of social security regulations in situations where there are no normative obstacles to them being extended.

State and Prospects of the Civil Service after the Amendment of the Civil Service Act 2015

The article will analyse the consequences of the introduction of the 2015 statutory changes involving, among others, the abolition of competitions for senior positions in the civil service and the extinction of employment relations. The effect of these changes is excessive staff turnover, the possibility of discretionary filling of senior positions (due to lowering of competence requirements), a decrease in the number of candidates for vacant positions, a decrease in the number of appointments. The most painful effect is the noticeable regression of the civil service, resulting in an inability to retain the best qualified staff in the civil service. The lowering of standards associated with traditional features of civil service systems, such as impartiality, neutrality and professionalism, requires immediate reinforcement. A key question remains about the efficiency of the state in the context of the degradation of the civil service (especially in a pandemic situation).

Internationally Educated Nursing Staff Caring for Older Adults: A Scoping Study.

Internationally Educated Nursing staff (IENs) are born and obtained their initial educational preparation in their home country before relocating to work in high-income countries (e.g., United States). Older adults are recipients of IENs' care. The study purpose was to synthesize relevant findings on IENs' experiences caring for older adults in various settings. Arksey and O'Malley's framework approach to Scoping studies was employed. The PubMed, CINAHL, PsycINFO, Web of Science, and Google Scholar databases were searched. A labor and employment relations researcher and a health science librarian were consulted. Three main themes (transitional challenges; IENs' experiences working with older adults; factors affecting IEN service delivery) and seven subthemes emerged. Cultural beliefs and communication barriers posed particular challenges to IENs as they worked with Western peers, older adults, and families. Facilitating factors revealed can inform administrative leaders of practice initiatives. Research gaps and limitations identified can guide future study approaches.

Problems and prospects for the development of legal regulation of platform employment

In the article, the authors explore the problematic issues of platform employment. The concept of platform employment is analyzed and its characteristic features are distinguished. The authors analyze domestic and foreign judicial practice to establish the legal status of an employee and labor legal relations, for persons working through online platforms. There is an objective need for legal regulation of legal relations related to the use of digital platforms in the field of labor, taking into account national characteristics, the need to create new technological structures, mechanisms for regulating labor through digital platforms in order to ensure socio-economic security.

Do employers’ equality certifications improve equality outcomes? An assessment of the United Kingdom's Two Ticks and Disability Confident schemes

AbstractThis article contributes to debates on equality, diversity and inclusion by exploring the efficacy of employers’ equality certifications, focusing on the UK government's Two Ticks and Disability Confident certifications. In Study 1, using data on Two Ticks certification matched into the nationally representative Workplace Employment Relations Study 2011, we found the adoption of disability equality policies and practices, the prevalence of disabled people in the workforce and disabled people's experience of work were no better in Two Ticks than in non‐Two Ticks workplaces. In Study 2, using Department for Work and Pensions data on Disability Confident certification matched into WorkL 2021–2023 data (the world's largest employee experience database), we found that the proportion of the workforce that is disabled is no higher in Disability Confident Level 1 ‘Committed’ organisations and Level 3 ‘Leader’ organisations than in non‐Disability Confident organisations. While the proportion of the workforce that is disabled is higher in Disability Confident Level 2 ‘Employer’ organisations than in non‐Disability Confident organisations, just 22 per cent of Disability Confident organisations are at this level. Disabled people's experience of work was no better in Disability Confident than in non‐Disability Confident organisations. Our findings therefore question the efficacy of these employers’ equality certifications.

Human resource management practices and their impact on healthcare workers’ job satisfaction and burnout in the Jordanian public sector

This study aims to examine the link between human resource management practices and employee outcomes (job satisfaction and burnout) in Jordan’s healthcare public sector, including recruitment and selection, training and development, compensation and benefits, performance management, employee relations, and health and safety. The study utilized a stratified random sample of 600 healthcare professionals. The sample included doctors, nurses, administrative staff, and support staff from various public sector healthcare facilities across Jordan. The use of the Maslach Burnout Inventory and the Minnesota Satisfaction Questionnaire allowed for a detailed assessment of burnout prevalence and levels of job satisfaction among these professionals. The results revealed a high burnout prevalence of over 98%, particularly in emotional exhaustion, depersonalization, and reduced personal achievement. Variances in burnout levels were observed across professional roles, with doctors experiencing high burnout. Job satisfaction was moderately reported, negatively correlating with age and experience. Increased emotional exhaustion and depersonalization were linked to reduced satisfaction. Noteworthy HRM practices contributing to increased job satisfaction included employee relations and health and safety. Conversely, compensation and benefits and employee relations contributed to reduced burnout.

The mediating role of employee commitment in the relationship between compensation system and turnover intentions

PurposeThe main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.Design/methodology/approachThe primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.FindingsThe results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.Originality/valueThe study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

STRATEGIC HR MANAGEMENT AND BUILDING OF INTERNATIONAL TEAMS AS A STRATEGY FOR GLOBAL COMPETITIVENESS

Strategic HR management is changing rapidly to address new challenges and issues in today's global marketplace. This paper explores the latest theories and trends in the field, provides insights into the role of cross-cultural competence in strategic HR management, and consequently the importance of aligning HR practices with overall business strategy and building of international teams. It highlights the importance of aligning HR practices with overall business strategy and building international teams. The aim is to underscore the significance of cross-cultural competence across various HR fields and to advocate for its development among HR professionals to enhance organizational performance in the global marketplace. Drawing from a breadth of scholarly work, it underscores the necessity for HR professionals and researchers to stay abreast of current trends and theories in the field. Research indicates that strategic HR management and international team-building require a deep understanding of cultural differences and the ability to manage and leverage diversity. Cross-cultural competence plays a crucial role in various HR fields, including workforce planning and talent acquisition, learning and development, employee relations, succession planning, and diversity and inclusion. The paper emphasizes the significance of cross-cultural competence in each of these areas, highlighting the need to understand cultural nuances, adapt HR practices, and promote inclusivity. By developing cross-cultural competencies, HR professionals can attract, retain, and develop talent from diverse cultural backgrounds, enhancing organizational performance in the global marketplace. A brief methodology description and literature review for further research and discussion proposal is proposed. In conclusion, the article underscores the pivotal role of cross-cultural competence in strategic HR management and advocates for continued research and exploration in this domain to enhance organizational performance and competitive advantage in the global arena.

International Forced Migration and Employment Relations: The Case of Syrians in Turkey

Due to the political unrest following the civil war in 2011, several million Syrians had to flee from their own country to save their lives. This form of migration is called as forced migration given rise to reasons such as environmental disasters, climate change, civil conflict, and war. The mass migration movement of Syrians, first within the country and then towards neighboring countries, brought along many socio-economic problems. One of the most affected countries has been forced migration from Turkey to the Syrian hosts, including about 5 million registered and unregistered. Although it has been 9 years since the process, which was initially established through temporariness, a solution could not be found and the dream of returning Syrians has weakened day by day. This study aims to reveal how the Syrians, who are included in the labor market in an unplanned way, affect the Turkish labor market. Dynamic Panel data analysis was carried out using the data of 26 regions of Turkey. As a result, a 1% increase in the immigrant rate, which represents the share of Syrian immigrants in the region’s population, increases the employment rate by approximately 0.02%.

Pengaruh Stress Kerja, Employee Relation Terhadap Motivasi yang Berdampak pada Organizational Citizenship Behaviour

This study aims to examine the effect of job stress and the relationship between employees on employee motivation, which in turn has an impact on organizational citizenship behavior (OCB). This study uses the survey method to collect data through a questionnaire given to 132 respondents who work for the company that is the object of the research. Furthermore, data analysis was carried out using the PLS-SEM technique. The results of the study found that variable employee relations have a positive effect on motivation. Then employee relations have a positive effect on organizational citizenship behavior. Then the motivation variable has a positive effect on organizational citizenship behavior. Furthermore, the variable job stress has a negative effect on motivation. Furthermore, the job stress variable has no effect on organizational citizenship behavior. Then, using motivation as a mediating variable, it was found that there is a positive influence of employee relations on organizational citizenship behavior with motivation as mediation. Then it was found that there is a positive effect of job stress on organizational citizenship behavior, with motivation as the mediator.

Algorithmic management of platform workers: An examination of the Canadian and European approaches to regulation

Algorithmic management, though less attention-grabbing than total job automation, is expected to become even more influential and powerful over time. The realities of algorithmic management have gained increasing scholarly attention over the last decade, particularly in the context of employment relationships in the platform economy. This article contributes to existing scholarship by comparing two important pieces of legislation impacting algorithmic management in the platform economy: Ontario's Digital Workers’ Rights Act 2022 (‘the Act’) and the Proposal for a Directive of the European Parliament and of the Council on Improving Conditions in Platform Work (‘the Directive’). The thrust of this article is that while the general tenor of the Act indicates a step in the right direction, its restrictive approach to information rights limits its overall effectiveness in regulating algorithmic management of platform workers.

Men working through mobile applications in Brazil: Reflections from occupational health

Work through mobile applications emerged as an alternative for many Brazilian men during the economic crisis and rising unemployment. However, these workers operate informally, without a formal employment relationship, leading to labor precariousness and a lack of workers' rights. Using a theoretical-reflexive, this study analyzes the intersection between occupational health, the platformization of work, and the specific challenges faced by male delivery app workers, especially during the COVID-19 pandemic. Reflective categories are divided into two thematic sections: "Labor insertion through mobile applications in Brazil and the algorithmic work model" and "men, health, and motorcycles: occupational health and male behavior in app-based delivery work." The study examines the expansion of this type of work in the Brazilian socio-economic context, the lack of security and labor protection for these workers, as well as the risks faced, particularly during the pandemic, within a male-centric culture.

Legal Findings on the Status of Doctors' Employment Relationships in Private Hospitals Based on Supreme Court Decisions

Basically, a written cooperation agreement is important to bind one party to another. In practice, there are still those who do not use a written cooperation agreement in the implementation of cooperation such as the case of a doctor who does not have a cooperation agreement in any form so that if one party terminates cooperation without notice, then there is no basis that can be accounted for. Therefore, the Supreme Court in considering a fair decision decided to make an updated legal discovery regarding the status of employment relations that must be made in writing so that when a dispute arises it can be accounted for before the eyes of the law. It can be concluded that it is important for judges when deciding a case to take into account the laws that apply in society, and every decision must be made based on applicable law and the principle of justice.

Employment relationships and firm sustainability: does the strength of the HRM system play a role?

The aim of the present study, based on the framework of social exchange theory and sustainability, is twofold: first, to show how distinct employment relationships (ERs) can have different effects on sustainability outcomes; and second, to demonstrate how such an impact is mediated by the strength of the HRM system. The proposed model was tested using the multivariate method of partial least squares structural equation modelling (PLS-SEM) on a sample of 206 companies in the chemical and metallurgical industries. Data were collected via a questionnaire composed of measurement scales previously validated in the reference literature. Each company’s production and HR managers were asked to complete the questionnaire. Our results showed that mutual investment ERs can indeed produce better sustainability results, and organisations with quasi-spot contract (QSC) relationships are unable to achieve sustainable organisational outcomes. The results also confirmed that a strong HRM system reinforces the positive effects of mutual investment ERs. Moreover, a strong HRM mitigates the negative effects of QSCs. In essence, our paper shows that the strength of an HRM system is a major driver of sustainability. Therefore, when implementing working relationships, managers should foster shared perceptions of the firm’s values among its employees, thus clearly defining which behaviours are expected and rewarded.

European Works Councils: Their Impact on the Europeanization of Industrial Relations in an Era of Market Globalism

The European Works Council (EWC) Directive provides the establishment of a social partnership forum within Multinational Companies (MNCs). The directive gives employees the right to information and consultation with the supra-national group management. The aim of this concept paper is to contribute to the debate on the Europeanization of Industrial Relations (IR) in the European Union. Specifically, it assesses the influence that EWCs, a novel institution within certain Euro-companies, have on the convergence of industrial relations among the member states. This critical topic can be evaluated from the standpoint of the current theory and its practical implications in order to draw the perspectives for a European system of IR both within MNCs and the rest of the companies. Our conclusions indicate that EWCs contribute to Europeanization in several aspects of employee relations, although this contribution has been limited to those issues that are wished for by the MNCs.

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

MANAGEMENT OF HUMAN RESOURCE: AN INPUT TO EDUCATIONAL LEADERSHIP AND MANAGEMENT PRACTICES

The paper investigates the management of human resources as an input to educational leadership and management practices. It identifies the function of human resource management in terms of recruitment and hiring, employee and employer relationships, training and development, compensation, rewards, benefits, and disciplinary action. This includes the responsibilities of human resource management to determine the educational management and practices in the area of HR planning, job analysis and design, monitoring performance, resolving conflict, and maintaining work culture. The research employs the descriptive quantitative research method in analyzing the data where purposive sampling is utilized in the gathering of the sample size of the study. The study comprised one hundred (100) respondents only. Results show that recruitment and hiring among the respondents reveal developing a system to attract applicants particularly those with outstanding talents to fill each position, showing that employee and employer relationship focuses on the HR management in fostering better relationships among personnel, staff, and faculties, show that compensation, rewards, and benefits exercises the equal work and equal compensation policy, and show that disciplinary action ensures all faculties/teachers, staff, and personnel are aware of the policies and procedures. On the other hand, it shows that HR planning formulates training and development based on the needs of the schools, faculties/teachers, staff, and personnel, shows that job analysis and design ensures work experiences, technical skills of faculties/teachers, staff, and employees are properly utilized for the success of the school organization, shows that monitoring performance is closely implemented by the HR to identify improvement and scope of upskill seminars and workshops of all faculties/teachers, personnel, and staff, shows that resolving conflict ensures that issues in the school are solved smoothly, and shows that maintaining work culture creates an essential positive impression in the school organization so that staff, teachers, and personnel know what they are expected to perform for a better working atmosphere in the school environment such as respect, unity, and understanding. Findings show that there is no significant correlation between the functions of human resource management towards an input to educational management and practices and the responsibilities of human resource management to determine the educational management and practices among the respondents.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/lit/0756/a.php" alt="Hit counter" /></p>

Informing a sociological jurisprudence of mutual trust and confidence

Abstract The aim of this paper is to inform a sociological jurisprudence of the implied duty in the contract of employment of mutual trust and confidence. Present analyses of the emerging term have been doctrinal in nature. Such scholarship contributes a normative internal perspective to what can be understood as the jurisprudential project of guarding and maintaining law as a practice of regulation. This paper seeks to generate knowledge that will allow for an extension of the jurisprudential analysis to take into account how mutual trust and confidence may manifest in contemporary conditions of work. This is achieved by, first, presenting original sociological data of the employment relation in a work context likely to demonstrate practices that resonate with features of mutual trust and confidence – that of early-stage digital technology startups – and, secondly, contrasting this empirical account with doctrinal conceptions of the term. Findings unsettle the dominant jurisprudential account of mutual trust and confidence as positively contributing to the social goal of labour law as operating to counter the power of capital.