Employment Context Research Articles

A Case Study Analysis of the Youth Guarantee Scheme Implementation in Italy (Lombardy Region)

Using the implementation of the Youth Guarantee (YG) in the Italian context (Lombardy) as its point of departure, this article exemplifies the introduction of the YG scheme in national realities. Through review of relevant policy documents, the article identifies a contradiction between the policy model implied through the YG that builds upon a concept of active citizenship and an employment context that in reality offers limited structural opportunities for the enactment of these principles during processes of youth transition. This article will argue that initiatives for youth employment that are de-contextualized and lack a clear vision of youth lives can reinforce the existing order and power imbalances as they offer limited support for young people to develop a sense of success, self-determination and agency in terms of employability.

Structural transformation of the Russian economy in the employment context: An analysis of trends and forecast

Structural transformation of the Russian economy in the employment context: An analysis of trends and forecast

Belief v. Belief: Resolving LGBTQ Rights Conflicts in the Religious Workplace

Employment disputes are increasingly centered on the conflicting moral and religious values of corporations, their employees, and their customers. These conflicts are especially challenging when they involve the rights of lesbian, gay, bisexual, transsexual, and queer/questioning (LGBTQ) employees and customers contraposed against the religious beliefs of corporations and their owners. When religious values compete with civil rights in the employment context, a complex web of legal protections renders the outcome unclear. Conflicts over these competing rights can involve a number of broad, thorny legal disputes, including those concerning the First Amendment and Title VII, fights between secular and religious beliefs, and competition between religious beliefs and equal protection rights under the Fourteenth Amendment. This article illustrates the reasons for this growing tension between the beliefs of business owners and the beliefs of their employees. It explores recent conflicts between religion and rights in the workplace particularly in the context of LGBTQ rights, the ways in which state‐level regulation complicates these conflicts, and the potential impact of recent cases addressing these concerns. It also identifies examples of potential specific conflicts in the context of LGBTQ rights and suggests the principles that should guide the resolution of these cases, offering a framework for assessing the hierarchy that a court may use in resolving cases in which values conflict with rights in the workplace. Finally, it addresses some of the troubling implications that arise as a result of the resolution of the potential specific conflicts.

Domestic workers’ lived realities of empowerment and disempowerment within the South African labour legislative context: Two sides of the same “coin”

South Africa is heralded as a global ambassador for the rights of domestic workers. Empowerment, however, remains an elusive concept within the sector. Fear-based disempowerment still characterises the employment relationship, resulting in an absence of an employee voice. The dire need to survive renders this sector silent. This article explores the role that legislative awareness can play in the everyday lives of domestic workers. By means of a post-positive, forwardlooking positive psychological and phenomenological research design the researchers sought to access the voiced experiences of domestic workers within their employment context. Consequently, purposive, respondent-driven selfsampling knowledgeable participants were recruited. In-depth interviewing generated the data. The distinct voice of each participant was noted during an open inductive approach to data analysis. Findings indicated that empowerment was an unknown construct for all participants. They lacked the confidence to engage their employers on employment issues. Nevertheless, domestic workers should embrace ownership and endeavour to empower themselves. This would sanction their right to assert their expectations of employment standards with confidence and use the judicial system to bring about compliant actions. The article concludes with the notion that legislative awareness could result in empowered actions though informed employee voices.

Domestic workers’ lived realities of empowerment and disempowerment within the South African labour legislative context: Two sides of the same “coin”

South Africa is heralded as a global ambassador for the rights of domestic workers. Empowerment, however, remains an elusive concept within the sector. Fear-based disempowerment still characterises the employment relationship, resulting in an absence of an employee voice. The dire need to survive renders this sector silent. This article explores the role that legislative awareness can play in the everyday lives of domestic workers. By means of a post-positive, forwardlooking positive psychological and phenomenological research design the researchers sought to access the voiced experiences of domestic workers within their employment context. Consequently, purposive, respondent-driven selfsampling knowledgeable participants were recruited. In-depth interviewing generated the data. The distinct voice of each participant was noted during an open inductive approach to data analysis. Findings indicated that empowerment was an unknown construct for all participants. They lacked the confidence to engage their employers on employment issues. Nevertheless, domestic workers should embrace ownership and endeavour to empower themselves. This would sanction their right to assert their expectations of employment standards with confidence and use the judicial system to bring about compliant actions. The article concludes with the notion that legislative awareness could result in empowered actions though informed employee voices.

Job Insecurity and Mental Health: The Moderating Role of Coping Strategies From a Gender Perspective.

Job insecurity is a growing phenomenon, typical of an employment context characterised by high rates of temporary work and unemployment. Previous research has shown a direct relationship between job insecurity and mental health impairment. The present analysis goes into this relationship in depth, studying the moderating role of coping strategies and predicting that men and women implement different types of strategies. A sample of 1.008 workers is analysed, 588 women and 420 men. The Tobin CSI scale was used to analyse the coping strategies, in addition to JIS-8 to assess job insecurity, the MOS Perceived Social Support Survey and the GHQ-28 test to evaluate mental health. Then, a hierarchical linear regression was designed to study the moderating role of 8 coping strategies of job insecurity and 4 mental health subscales in men and women, separately. Results illustrate that coping strategies play a moderating role in the relationship between job insecurity and mental health. However, the aggravating role of disengagement coping strategies is more relevant than the buffering role of engagement strategies. On the other hand, women implement a greater number of coping strategies, with more positive results for mental health. Also, in the relationship between job insecurity and mental health the most important strategies are the ones related to social interaction inside and outside an organisation, and these are the main ones used by women. It therefore follows that strengthening rich social relationships inside and outside the working environment is a guarantee of well-being.

Rethinking decent work: the value of dignity in tourism employment

This paper focuses on establishing a conceptual grounding for the value of dignity in tourism employment for achieving decent work as part of the sustainable development agenda. Dignity is widely acknowledged as a key driver for ‘good’ work, but little conceptual grounding on the value of dignity in tourism employment has been established. This paper will contribute to the theoretical debate on sustainable tourism by providing a critical review of frameworks for decent work, workplace dignity (or its absence), and understandings of identity. We will explore how the context and conditions of tourism employment are conducive (or not) for offering dignified and sustainable employment. This paper makes two original contributions to knowledge. First, it introduces a psychosocial understanding of dignity in tourism employment, reflecting its deeply rooted individual, organisational, societal and policy aspects, and recognising the actors involved. Second, the critical importance of dignity in tourism employment for achieving the Sustainable Development Goals (SDGs) is discussed, with future research directions identified.

Discrimination, Sexual Harassment, and the Impact of Workplace Power

Research on workplace discrimination has tended to focus on a singular axis of inequality or a discrete type of closure, with much less attention to how positional and relational power within the employment context can bolster or mitigate vulnerability. In this article, the author draws on nearly 6,000 full-time workers from five waves of the General Social Survey (2002–2018) to analyze discrimination, sexual harassment, and the extent to which occupational status and vertical and horizontal workplace relations matter. Results demonstrate important and persistent race, gender, and age vulnerabilities, with positive vertical (i.e., supervisory) and horizontal (i.e., coworker) relations generally reducing the likelihood of discriminatory and sexually harassing encounters. Interaction modeling further reveals a heightened likelihood of both gender and age discrimination for those in higher status occupational positions but uniform vulnerabilities across the occupational hierarchy when it comes to women’s experiences of sexual harassment and minority encounters with racial discrimination.

To the issue of vocational english syllabus design for sustainable foreign language education

The article considers English language syllabus design for non-linguistic faculties on the basis of positive experience of some European countries. Current vocational foreign language education is determined by the global context of education and employment on the whole: labour force mobility, life-long learning and sustainable social and economic development. Communicative competence in a foreign language has become a prerequisite of sustainable education nowadays. In order to establish effective foreign language education, Ukraine must bring the quality of its education to the European standards, taking into account positive foreign experience. Analyzing English language teaching at non-linguistic universities of our country, we see the problems related to the curriculum and syllabus design. The absence of integration of foreign language teaching at secondary school and the requirements to the communicative competence in English of non-linguistic students fail to provide the sufficient level of foreign language education in the country and as a result, the quality of higher education. The discrepancy between the low initial level of proficiency in English of first-year students alongside with the syllabus designed for mastering this foreign language for specific purposes is a problem, hard to cope with both for teachers and students. Windows User decision alongside with gradation of coursesWindows User according to their level, so that the students can attain the necessary communicative skills to be able to learn English for professional purposes, read specialized literature sources, participate in discussions and make presentations or communicate business ideas in a written form. The analysis of the syllabi of some European universities shows differential approach in teaching FL, taking into account the students’ needs so that they actively and effectively participate in the study process and show sufficient performance.

A dualistic view of employment in China

Purpose This paper aims to bring to the fore some neglected implications of the dual employment systems in China, especially for the public sector. Design/methodology/approach This paper reinterprets some recent developments in understanding Chinese employments and incorporates the relevant research in arguing for a dualistic view of employment in China[1]. Findings In highlighting the unique dualistic employment contexts in China and an indigenous phenomenon of “unequal pay for equal work”, this paper finds public management studies in China to deserve a separate platform for future research. Research limitations/implications Future Chinese management studies on public sector should contextualise their findings and conclusions, taking into account the employment structure at their research settings. More studies on the public sector are needed to better understand the dualistic Chinese employment relationships, especially for better public management policies and practices in China. Social implications It calls for more scholarly attention on the social injustice embedded in the dualistic employment in China. Originality/value It extends the ongoing discussions of Chinese employment reform and its implications on organising work and employment in China, while unveils important implications of the dualistic employment for future Chinese management research, especially in the public sector.

The impact of frailty and cognitive impairment on quality of life: employment and social context matter.

Using the Survey of Health, Ageing, and Retirement in Europe data, we employed moderated regression, followed by simple slopes analysis, to examine how the relationships between levels of health (i.e., of frailty and cognition) and QoL varied as a function of sex, age, education, social vulnerability, and employment status. We used the same analysis to test whether the relationships between changes in health (over two years) and QoL varied based on these same moderators. Worse frailty (b = -1.61, p < .001) and cognitive impairment (b = -0.08, p < .05) were each associated with lower QoL. Increase in frailty (b = -2.17, p < .001) and cognitive impairment (b = -0.25, p < .001) were associated with lower QoL. The strength of these relationships varied depending on interactions with age, sex, education, social vulnerability, and employment status. Higher social vulnerability was consistently associated with lower QoL in analyses examining both static health (b = -3.16, p < .001) and change in health (b = -0.66, p < .001). Many predictors of QoL are modifiable, providing potential targets to improve older adults' QoL. Even so, the relationships between health, cognition, and social circumstances that shape QoL in older adults are complex, highlighting the importance for individualized interventions.

Assessing the Progress of Women in Corporate America: The More Things Change, the More They Stay the Same

Overt gender discrimination in the workplace is now less frequent since the passage of the Civil Rights Act; however, subconscious workplace gender biases persist. These subtle biases continue to contribute to gender inequality in the employment context, hindering women's ability to reach the top ranks of corporate leadership and their ability to achieve pay equity. To combat this inequity, in this article, we advance several suggestions. First, we urge states to pass legislation requiring paycheck fairness and urge firms to institute policies of salary transparency. Next, when there is a lack of women in the highest corporate ranks of the company, a presumption of discrimination should replace the current legal framework in the courts for disparate treatment analysis in Title VII cases of gender discrimination. We further suggest that firms would do well to improve mentoring and networking programs for women to help even the playing field and call on companies to offer implicit bias training for men. Finally, we urge firms to improve the environment for women in the workplace by adopting and sincerely promoting family‐friendly policies. Not only would these recommendations be just, they would also likely increase productivity in the corporate world and help resolve the paradox surrounding the paucity of women in top leadership positions.

Sexual Harassment of Low-Income Women in Housing: Pilot Study Results

Sparked by the #metoo movement, we are once again having an important national discussion about the prevalence of sexual harassment in America. The conversation is a necessary starting point, but it’s focus on high-status workplaces overlooks other contexts in which sexual harassment occurs. This Article focuses on one such area: the sexual harassment and exploitation of low-income women by their landlords. Although it is a significant national problem, there have been no reliable empirical studies about its nature and prevalence. The lack of information causes difficulties. Policymakers and legislators cannot address sexual harassment in housing if they do not know basic facts about it such as how common it is, who is likely to experience and perpetrate it, and what form it takes. The law, much of which is borrowed from the employment context, remains underdeveloped and unresponsive to the unique challenges presented by housing harassment. This Article and the Pilot Study upon which it is based seek to remedy this situation. The Study involved detailed interviews of one hundred randomly selected low-income women. These interviews reveal important insights into who is most at risk for housing harassment, the characteristics of the landlords who engage in it, the form it is likely to take, and how women respond to it. The Study results both challenge and improve upon assumptions made by more theoretical scholarship, and lead to suggestions for changes to both law and policy. In particular, the results underscore the argument for treating sexual harassment in housing as a phenomenon that is entirely different from employment harassment, with a new framework that recognizes the economic reality of low-income housing. From a policy perspective, the results reveal the need for greater regulation of the landlord-tenant relationship, and the necessity of providing more resources to the most vulnerable renters.

Questions about the Efficiency of Employment Arbitration Agreements

The growing popularity of arbitration agreements is well-documented. The academic literature on these agreements has been largely critical, arguing that they jeopardize important rights and enable employers to take unfair advantage of employees and consumers. However, standard economic analysis suggests that since these agreements are freely negotiated, they presumably increase the utility of both parties and are therefore efficient. This Article raises questions about the efficiency of such agreements in the employment context. It begins by modeling the decision-making process by which a rational employee would judge the desirability of an agreement, both after and before a dispute has arisen. The model demonstrates that no employee can, in reality, have the information necessary to make a rational economic judgment about a pre-dispute arbitration agreement. In the absence of information, systematic behavioral heuristics will lead employees to overlook or misjudge the costs and benefits of such agreements. Given that employees are not signing these agreements on the basis of rational economic analysis, the Article considers possible arguments that the agreements might still increase societal efficiency. Ultimately, it concludes that proponents of pre-dispute agreements need to provide stronger evidence of such efficiencies. In the meantime, courts, legislators, and commentators should focus more on the decision-making imperfections that can lead to inefficient arbitration agreements.

Training Young Killers: How Butcher Education Might Be Damaging Young People

Abstract The job of butcher requires the routinized mass killing of nonhuman animals and has damaging mental health consequences for individuals and negative impacts on society. However, vocational training for butchers is part of many educational systems in the European Union where teenagers can start training from the age 0/15. In this article, I explore the effects of the violent content of this training on young people and its relation to the context of their developmental period—adolescence. In addition, I examine society’s paradoxical stance on violence where it is both abhorred and sanctioned as well as normalized in various employment contexts.

Defamation by Slander and Libel in the Workplace and Recommendations to Avoid Legal Liability

Defamation, or defamation of character, is heard often in the media when one person has supposedly made a false statement that harmed another’s reputation in some manner. However, the legal wrong or tort of defamation can take place in the employment context when employers or managers make an intentionally false statement that harms an employee’s character and career. This article illustrates the difference between “slander” and “libel” and discuss the privileges and defenses to defamation, especially the qualified privilege as it applies in the employment context. We discuss the implications of this tort in the workplace and provide recommendations on how to avoid liability for defamation.

The Islamic approach of obligations in mutual relations between employee and employer

PurposeThe exchange approach in management has viewed employee and employer relationship as a mutual relation, and this notion offers a causal explanation for the exchanges that occur between employee and employer. The purpose of the paper is to use the notion of “mutual relations” in the employment context to reflect on similar conceptions from the Islamic perspective and to throw light on Muslim obligations in employee–employer mutual relations seeking for benefits and preventing harm.Design/methodology/approachThis paper draws on observations of other scholars in exchange theories based on reciprocity norm, well-being (maslaha), Islamic spiritual bases (taqwa, seeking for halal), work ethics in Islam and other Islamic teachings play toward understanding the nature of employee–employer mutual relationship from Islamic perspective. Two main social exchange theories (SET) are discussed to give a comprehensive view to the paper’s issue along with the literature reviewed from early Muslim scholars’ works, sayings of Prophet Muhammad PBUM and Holy Qur’an.FindingsThe literature indicates that it is possible to identify common ethical and contractual obligations in the employer’s and employee’s mutual relations from Islamic ideology. Given the paucity of research on employment relations in Islam, the paper offers an original perspective on this topic.Originality/valueThe paper concludes that a Muslim work obligation has to be based on the understanding of the scope and nature of the contract between employee and employer. Allah (The All-Knowing) knows that even if all obligations in employee and employer mutual relations are clear, human error might occur.

Gender Pairing and Cooperative Behavior: An Experimental Study

A considerable literature documents that women differ from men in risk attitudes, competitiveness, and other social preferences, but little is known about how different gender pairings of agents make decisions on behalf of firms in supply chains. Using a forecast information sharing and production decision game which features asymmetric information and asymmetric risk sharing, we find that women are more collaborative than men when role-playing as both buying agents and supply agents. Furthermore, when paired with women, both genders are more cooperative than when they are paired with men. The most important result is that counter to findings in market competition and employment contexts, all-women supply chain pairs outperform all other gender pairings in supply chain efficiency. Our results suggest that women may have natural attributes that are advantageous in supply chain settings, in which firms have their own individual interests, and yet may gain by collaboration.

Treatment-seeking differences for mental health problems in male- and non-male-dominated occupations: evidence from the HILDA cohort.

There is a well-established gender divide among people who do and do not seek professional help from mental health professionals. Females are typically more likely to report, and seek help for, mental health problems. The current paper sought to examine the role of employment context on help-seeking for mental health issues. We hypothesised that men and women in male-dominated occupations would be less likely to seek help than those in non-male-dominated occupations. Data from the Household, Income and Labour Dynamics in Australia survey were used. Help-seeking, measured in 2013, was defined as whether a person reported attending a mental health professional in the 12 months prior to the survey. The exposure, male- and non-male-dominated occupations (measured in 2012), was defined using census data based on self-reported occupation. Analyses were stratified by gender and controlled for relevant confounders (measured in 2012), including mental health and prior help-seeking. We conducted multivariate logistic and propensity score analyses to improve exchangeability of those exposed and unexposed. For males, being in a male-dominated occupation was independently associated with reduced likelihood of help-seeking (OR 0.66, 95% CI 0.46-0.95) in the adjusted model, although this result fell just out of significance in the propensity score analysis. There was no independent effect of being in a male-/non-male-dominated occupation for help-seeking among women. Results suggest that male-dominated occupations may negatively influence help-seeking among males. There is a need for more research to understand this relationship and for workplace-based prevention initiatives.

Does Albinism Fit Within the Legal Definition of Disability in the Employment Context? A Comparative Analysis of the Judicial Interpretation of Disability under the SA and the US Non-Discrimination Laws

South Africans with albinism are among the most marginalised and vulnerable citizens yet very little attention is paid to protecting them from human rights violations. There have been several calls by people with albinism in South Africa to be classified as disabled. The question of whether albinism is classified as a disability or not is a controversial legal one, which does not always have a straightforward answer. A literature search indicates that in South Africa no comprehensive and analytical study has been carried out on the subject of albinism and disability, whereas this has already been addressed in court cases in the United States of America. This paper anticipates addressing this gap within a legal perspective. The objective of such an analysis is to understand the construction of disability under the Employment Equity Act in order to shed light on whether people with albinism qualify for the protection, which is afforded to people with disabilities in the work place. Foreign case law and international human rights law could shed new light on this longstanding grey area or stimulate the development of novel legal analytical strategies. This paper reviews the nature of disability claims in the workplace on grounds of albinism in the United States context, including factors contributing to disability claims; assessing the degree of impairment and the guidelines in assessing albinism related disability. Prior to this discussion, the paper explores the current working definition of disability in South Africa, which stems from the IMATU case, which relied significantly on a foreign precedent; the Sutton v United Airlines case as there was no indigenous precedent in South Africa to fall back on. It will be argued that the Sutton v United Airlines decision, referred to in the IMATU case is based on an insufficiently inclusive definition of disability. Specific cases that relied on the Sutton v United Airlines decision as a persuasive authority in determining whether albinism is a disability or not, will also be examined. While the United States of America has struck down the decision in the Sutton v United Airlines and amended its legislation to include a broader and less restrictive definition of disability, which includes present as well as past conditions and a subjective component of perceived disability, the South African definition of disability still remains narrow and less inclusive. The United States of America's amended legislation does not contain an exhaustive definition of disability; rather, an equality-based framework was chosen which considers changing biomedical, social and technological developments. This new definition highlights the fact that the emphasis must be on whether discrimination occurred rather than adherence to a strict definition of disability. Such a framework of disability includes a socio-political aspect, which places emphasis on human dignity, respect and the right to equality. Against this background, the comparative analysis raises specific issues that deserve attention, in particular that the unique disadvantages and negative stereotyping suffered by people with albinism should be recognised as unlawful conduct against people with disabilities as defined by legislation. Put differently, the discussion calls for a broader approach to viewing disability, which includes both a social and a human rights perspective. In taking the position that albinism related discrimination is socially constructed, the article also explores the mandate of the Convention on the Rights of Persons with Disabilities in as far as it relates to the social construction of disability. The paper argues that the Convention on the Rights of Persons with Disabilities affords a direction for an analysis of the discrimination faced by persons with albinism.