Employment Contract Research Articles

Factors Impacting Seafarers' Mental Health and Career Intentions.

The main objective of the present study was to investigate factors related to seafarers' mental health. A sample of seafarers from 12 countries participated in the study. A list of stressors was used to assess both perception of exposure to these stressors and their subjective significance. The Symptom Checklist (SCL-90) was used to assess seafarers' mental health on 5 of 9 subscales: Depression, Anxiety, Hostility, Interpersonal Sensitivity, and Somatisation. Three significant findings emerged from the analyses. The first was that 3 types of stressors contribute significantly to mental health problems: (1) environmental factors (eg, vibration), (2) social problems (eg, bullying, homesickness, working alone), and (3) health problems (eg, physical injuries, viruses, and the illnesses). The second finding was that both stress and mental health issues determine seafarers' motivation for their work and their consideration regarding leaving the maritime industry. The third finding was that factors contributing to seafarers' consideration of leaving the industry were mainly related to social stressors such as isolation from family and friends, cultural differences at work, demands from supervisors, and bullying. Factors such as bad weather, working shifts, length of employment contract or a ban on disembarkment in ports were found to be relatively less important for seafarers as factors toward considering leaving the industry. The implications of these findings are discussed.

Does How You Get Paid at Work Affect Your Time Off Work? The Relationship between Performance-Related Employment Contracts and Leisure Activities

Does How You Get Paid at Work Affect Your Time Off Work? The Relationship between Performance-Related Employment Contracts and Leisure Activities

ԱՇԽԱՏԱՆՔԱՅԻՆ ՊԱՅՄԱՆԱԳՐԻ ԼՈՒԾՈՒՄՆ ԱՇԽԱՏՈՂԻ ՆԱԽԱՁԵՌՆՈՒԹՅԱՄԲ

The article refers to one of the classic grounds for the termination of the employment contract, which is directly related to the principle of inadmissibility of forced labor. Within the framework of the article from a doctrinal and practical point of view were highlighted the problematic formulations of the current legal regulation. The article raised the inadmissibility of fining an employee who did not fulfill the obligation to notify the employer in advance. The problem is presented in the context of contradicting both the Constitution of the Republic of Armenia and the international treaties ratified by the Republic of Armenia. Reference is also made to the possible impact of this new institution on the protection of employers’ interests. The issue is raised that employees who notify the employer about the dismissal in violation of the deadlines can be “fined”, but there is no mechanism in place in cases where the employee does not notify the employer at all and stops working. As a result, we come to the conclusion that the change is not in the interest of the employer, but on the contrary, it encourages the employees not to notify about their dismissal at all, if they will not be able to keep the deadline for the notification. In the final part of the article, a proposal to make a legislative change was presented.

The provision of balanced diet aboard of see-going ship as a measure of defense of health of crew members

The unreasonable diet is threatening not only by development of hypodynamia but also by loosing job on board of sea vessel. Such diseases of seamen as gastric ulcer, duodenal ulcer, gastritis, pancreatitis are a basis of non-making or non-extending employment contract. The significant causes of occurrence and development of this category of occupational illness are lacking of proper diet on shipboard that considers conditions of voyages, inadequate qualification training of ship cooks, as well as insufficient funding by particular shipowners daily food allowance of crew members. The article reveals requirements of international and national normative documents regarding organization of proper diet and table service, determines daily diet of crew members of sea and river vessels. The results of survey of active sailors and cadets of higher maritime school regarding the satisfaction of organized diet are discussed. The recommendations to ensure balanced rations on board the ship are proposed.

Cultural and structural violence against homosexuality in the labour market: A reflection on the protection of unjustified non-discrimination of workers in the Brazilian legal system

Violence against homosexuals has both direct and structural sides, and many times has a veiled character that affects the performance of their employment contract, making it difficult to access employment, career progression, and even to maintain their job. Throughout the study of Labour Law from the Brazilian legal system’s perspective and principles, this article seeks to investigate what measures can be taken to combat discrimination against homosexuals in employment relationships. Concerning the applied methodology, the hypothetical-deductive method was chosen as an approach. Regarding the procedure method, the monographic was chosen, while bibliographic research, in turn, will be used as a research technique.

METHODOLOGICAL APPROACHES TO DETECTING UNDECLATED WORK

Negative economic phenomena such as the informal labor market and informal employment in the formal sector are becoming increasingly widespread and pose a major threat to the economy as a whole and to social security in the labor market. These phenomena have the following common features: illegal employment of an employee without entering into an employment contract, which is provided for by the current legislation of Ukraine, concealment of actual working hours and payment of wages "in an envelope", substitution of actual employment contracts with civil and commercial contracts, non-payment of taxes, social insecurity and a high probability of employees being unemployed. At the same time, in the event of an injury in the informal labor market, the injured worker must spend significant funds on treatment without any compensation payments.
 The author examines the priority areas of state policy aimed at eliminating the threats of the informal labor market and the main reasons for the spread of informal employment in Ukraine, taking into account the specifics of the current state of the economy, as well as the consequences of informal social and labor relations for both the employee and the state (a significant reduction in the volume of budget revenues, as well as the share of tax revenues). The purpose of this study is to create tools for assessing the status of formalization of labor relations in Ukraine with a view to properly organizing state supervision (control) measures to identify undeclared labor relations, and to ensure uniformity of approaches for labor inspectors to assess the risks of undeclared labor by entities. A phased expert evaluation of measures to reduce production risk at an industrial enterprise with the introduction of weighting coefficients according to certain criteria is proposed. A consistent model for managing the risks of using undeclared labor has been developed, based on a component method for assessing the risk of traumatic events and a mathematical model of management decisions. This model takes into account all available information on labor relations obtained from various sources of its accumulation in the executive authorities, stimulates preventive activities and allows to establish the dependence of the level of occupational risk on the validity of labor protection measures and reduce the influence of the subjective component of expert judgments

근로자 노동소득에 대한 COVID-19 영향의 시도별 분석

Background/Objectives: This study analyzed the impact of COVID-19 on the labor income of workers in 16 regions by comparing the time periods of COVID-19 inexperience(2017 2018) and COVID-19 experience(2019 2020). In addition, this study examined the impact of COVID-19 by dividing wage workers and self-employed workers by region one year after the spread of COVID-19.
 Methods: This study used data from the Korea Labor Panel Survey of the Korea Labor Institute. Data on individual labor status by year were reconstructed using Korea Labor Panel data from 2017 to 2020. In this study, the impact of COVID-19 on workers' wages in different regions was empirically verified using a time-wise difference-in-difference methodology, with the period before COVID-19 established as the control group.
 Results: The analysis revealed that after the outbreak of COVID- 19, the monthly wages of the employees increased in all provinces except Daegu, indicating that the shock period of COVID-19 is entering a recovery phase. However, for self-employed workers, monthly wages decreased in regions such as Seoul, Incheon, and Gangwon.
 Conclusion/Implications: The findings reveal that COVID-19 impacts self-employed workers more than contracted employees. Despite the loss compensation policy for the self-employed since 2021, economic difficulties for the self-employed, including debt problems, remain. Therefore, policy support, including financial and tax benefits, are needed in regions with many small business owners are.

Pengaruh Pelatihan Kerja Dan Motivasi Terhadap Kinerja Karyawan Dengan Disiplin Kerja Sebagai Variabel Intervening

This study aims to determine the effect of job training and motivation on employee performance with work discipline as an intervening variable (Case study in the transportation section of contract employees, Inalum bus drivers PT. Auto Padu Kuala Tanjung Batu Bara). The sample in this study amounted to 32 people, namely all contract employees of Inalum bus drivers PT. Auto Blend. This sampling uses a total sample, where the entire population is sampled. Data collection techniques using interviews, questionnaires and observation. The data analysis technique used is instrument test, classic assumption test, multiple linear regression test, coefficient of determination and hypothesis testing. The results of equation I multiple linear Z = 7.730 + 0.259X1 + 0.243X2 and equation II multiple linear Y = 5.732 + 0.424X1 + 0.766X2 - 0.454Z. Based on hypothesis testing using the t test (partial) that job training (X1) has no significant effect on work discipline (Z), motivation (X2) has no significant effect on work discipline (Z), job training (X1) has no significant effect on employee performance (Y), motivation (X2) has a significant positive effect on employee performance (Y), work discipline (Z) has a significant positive effect on employee performance (Y). The results of Path Analysis on hypotheses 6 and 7, namely work discipline (Z) cannot mediate the relationship of job training (X1) to employee performance (Y), Work Discipline (Z) cannot mediate the relationship between motivation (X2) and employee performance (Y) .

Analysis Of Career Development And Compensation Of Employee Performance With Promotion As A Variable Intervening At PT Hki Toll Road Construction Pekanbaru – Padang, Siring Padang Section

This study aims to determine and analyze the effect of career development and compensation on employee performance with promotion as an intervening variable. The location of the research was conducted at PT HKI Pembangunan Toll Road Pekanbaru - Padang, Padang Sicincin. The number of respondents was 82 respondents who were contract employees. The research method is Structural Equation Model (SEM) Analysis with SmartPLS version 4 calculations. The results of direct influence show that there is a positive but not significant influence between development on employee performance. There is a positive but not significant influence between career development and promotion. There is a positive and significant influence between compensation and employee performance. There is a positive and significant influence between compensation and promotion. There is a positive but not significant influence between promotion and employee performance. While the results of indirect influence show that there is a positive but not significant influence between career development on employee performance through promotion. There was a positive but not significant effect between compensation on employee performance through promotion

Analysis Of Work Motivation And Work Stress On Employee Performance With Work Environment As A Variable Intervening At PT Hki Road Construction Pekanbaru-padang Toll Road, Section Siring Field

This study was conducted to test and analyze the effect of work motivation and work stress on employee performance through the work environment as an intervening variable. The location of the research was conducted at PT Hutama Karya Infrastructure for the Construction of the Pekanbaru-Padang Toll Road, Padang Siring Section. The number until this study was 82 respondents who were contract employees. The analysis method used is PLS analysis. The results of the direct influence test showed a positive and significant influence between work motivation on employee performance. There is a positive and significant influence between work motivation and the work environment. There is a positive and significant influence between work stress and employee performance. There is a positive and significant influence between work stress and the work environment. There is a positive but not significant influence between the work environment on employee performance. The results of the indirect influence test showed a positive but not significant influence between work motivation on employee performance through the work environment. There is a positive but not significant influence between work stress on employee performance through the work environment.

Design Performance Appraisal for Contractor Employee Using Behaviorally Anchored Rating Scales and Analytical Hierarchy Process Methods

Human resources are essential for an organization's functioning and contribute to its progress by being of high quality. The quality of human resources is reflected in optimal performance. One of the activities to measure employee performance is by conducting performance appraisals. PT. Bintang Sejahtera Putra is a company engaged in fabrication services, such as mechanical contracting and electrical. The issue faced by the company is the absence of a performance evaluation system that can assess employees from both the company's and the client's perspectives. This research aims to design an employee performance appraisal system from both the company's and the client's perspectives, using the Behaviorally Anchored Rating Scale for determining critical incidents and the Analytical Hierarchy Process as a weighting method. This study results in two evaluation systems: from the company and the client. The criteria used in the company's evaluation system include job quality 12.97%, work targets 17.01%, discipline 8.86%, responsibility 6.26%, attendance 11.84%, work attitude 6.17%, cooperation 5.53%, initiative 3.07%, leadership 3.17%, and job knowledge 7.50%. Meanwhile, the criteria used in the client's evaluation system is the client perspective with a weight of 17.61%. The client's perspective criteria result in several sub-criteria, namely neatness 19.76%, satisfaction 49.05%, and service 31.19%.

The reform of fixed-term employment contracts in Italy

The reform of fixed-term employment contracts in Italy

The Effect of Compensation and Work Discipline on Performance with Career Development as an Intervening Variable in PT Hutama Karya Infrastruktur Binjai-Brandan Zone IV

This study aims to determine the effect of Compensation and Work Discipline on Performance with Career Development as an Intervening Variable at PT Hutama Karya Infrastruktur Binjai-Brandan Zone IV. The population and sample in this study were contract employees of PT Hutama Karya Infrastruktur Pembangunan Tol Pekanbaru-Padang, Padang Siring Section totaling 82 respondents. With sampling techniques, namely saturated samples. The data analysis technique in this study uses (SEM) structural equation modeling using the help of smartPLS. The results of this study showed that work discipline had no effect on performance. Work discipline affects career development. Compensation affects performance. Compensation affects career development. Career development affects performance. Compensation affects performance through career development as an intervening variable. Work discipline has no effect on performance through career development as an intervening variable.

Application of Bayes Method To Design A Decision Support System Fof Determining The Status Of Permanent Employees In A Soft Beverage Company

The purpose of this study is to learn how to create a decision support system that can help with the process of deciding whether to hire contract workers on a permanent basis. The following methods of gathering data were employed in this study: literature review, interviews, and observation. The system development approach that the author employed to create this program was called rapid application development, or RAD. The decision support system that has been developed for contract employees to become permanent employees can assist and make it easier to see and read the results of contract employee assessments, according to the research results. This is because the system is quantitative and can generate reports that show the total numerical value of each criterion and sub-criteria for candidates for permanent employment. The system that has been developed has the ability to generate a report on contract employee assessments that presents contract employees in order of recommendation. The evaluation procedure and computation results can be accelerated with the use of a decision support system for contract employees who wish to become permanent employees. This way, the choice of whether to graduate or become a permanent employee can be made in less than seven days.

Inadmissibility of Fxed-term Employment Contracts that Cause Corruption in the Higher Education System

Inadmissibility of Fxed-term Employment Contracts that Cause Corruption in the Higher Education System

Contemporary Challenges for Women in Football. The Bulgarian Case

This article aims to demonstrate the main problems that female football players in Bulgaria (we can say in most European countries) face in terms of employment, remuneration, media coverage and health support. With the help of a survey and in-depth interviews conducted with female football players, coaches and managers of women‘s and girl‘s teams, it was concluded that women in football (in Bulgaria, but elsewhere as well) often work without employment contracts, sponsorships are almost completely absent, no one interested in their media promotion, and motherhood and child-rearing is a private issue, with their clubs making no commitment to them after leaving the club, whether as a result of illness, injury, pregnancy, etc. Overcoming these issues is key to empowering women in sport and is a step towards gender equality.

INTERACTION OF INTELLECTUAL PROPERTY LAW WITH BRANCHES OF PRIVATE LAW

In this article, a study is conducted on the interaction of intellectual property law with branches of private law. In particular, the interaction of intellectual property law with civil law is substantiated. Intellectual property law acts as a sub-branch of civil law, respectively, the subject of legal regulation also consists of property and personal non-property relations that develop with respect to intellectual property objects. In turn, the exclusive right to intellectual property belongs to the category of property rights, and as a subjective right is one of the objects of civil rights. Some provisions of the article are devoted to the analysis of intellectual property rights with the institute of non-contractual obligations. Often, the creation of intellectual property objects is the subject of competitive obligations, and copyright holders may be harmed as a result of torts. Exclusive rights also act as the subject of inheritance and inheritance law, exclusive rights can be the subject of hereditary legal relations, which is also reflected in the content of the article. The issues of interaction of intellectual property law with private international law are touched upon, since intellectual property law is one of the institutions of private international law, which provides for conflict-of-laws regulation of relations complicated by a foreign element [1]. The uniqueness of intellectual property rights is also manifested in connection with labor law, since the subject of interaction is relations regarding official works and inventions, which, as a rule, are determined by an employment contract, but require compliance with special legislation of the Republic of Kazakhstan [1]. The article analyzes the interaction of intellectual property law with family law, since exclusive rights and intellectual property objects, being property, can be the subject of family legal relations.

MEDIATING ROLE OF WORK ENGAGEMENT AND MODERATING ROLE OF ORGANIZATIONAL STRUCTURE IN THE EFFECT OF DARK LEADERSHIP ON PSYCHOLOGICAL CONTRACT

In the research, the relationship between the dark leadership perception, work engagement, psychological contract and organizational structure perceptions of white-collar employees of five-star hotels in Istanbul, Ankara and Antalya was analysed. In this regard, data was collected from 402 white-collar hotel employees through surveys. Frequency distribution analyses, reliability analyses, confirmatory factor analyses, correlation analysis, mediator and moderator effect analyzes were conducted. As a result of the analysis, it was determined that there was a significant and negative relationship between the perception of dark leadership and psychological contract and work engagement, and a significant and positive relationship between work engagement and psychological contract. In addition, it was understood that work engagement had a partial mediating role in the effect of dark leadership perception on psychological contract. Finally, it has been found that organizational structure has a moderating role in the effect of dark leadership perception on psychological contract.

Observance of the rights and obligations of the parties to labor relations as one of the guarantees of ensuring the national security of Russia

This article examines the national development goals of Russia, which is aimed at achieving the National Security Strategy of the Russian Federation adopted in 2021. It is shown that with the variety of forms of implementation of the principle of freedom of work, it is the employment contract that most fully demonstrates the possibility of achieving the national goal of «decent, effective work and successful entrepreneurship». This is possible only if the rights and obligations of the parties to labor relations are respected, which in modern Russia is becoming one of the guarantees of ensuring its national security.And such guarantees in Russia for working citizens can only be fully provided by work under an employment contract.

Current state and prospects of determining the judicial jurisdiction of labor disputes

The article analyzes the current state and offers prospects for determining the judicial jurisdiction of labor disputes. Since in practice the question arises as to which court should be addressed to resolve a labor dispute, since there are no specialized labor courts to date. After all, if citizens turn to a court that is not competent to consider a dispute, then the consequences will follow, such as a refusal to open a proceeding or an already opened proceeding is closed due to the fact that the dispute is not subject to consideration in the jurisdiction of this particular court. And that's why issues, in particular, with the determination of the jurisdiction of cases in the field of labor relations, are becoming important. It is noted that the issue of jurisdiction of disputes in the field of labor law has always been controversial in the judicial system. First of all, this is due to the fact that labor law includes not only relations arising from the employment contract, but also from imperative norms, such as the work of civil servants, prosecutors, judges, policemen, diplomats, etc. A conclusion was made regarding the need to regulate in labor legislation, taking into account the practice of the European Court of Human Rights and specialized (labor) courts of the European Union, the issue of judicial jurisdiction, providing for a legal norm that would establish clear criteria for determining and delimiting judicial jurisdiction during the resolution of disputes regarding protection of labor rights. Also, in the future, one of the directions of expanding the rights of employees to judicial protection in Ukraine should be the creation of specialized labor courts. Since, in comparison with courts of general jurisdiction, specialized labor courts provide participants with a number of advantages: qualified consideration of the case; the review procedure is devoid of many formalities inherent in the civil process; speed and cost-effectiveness of dispute resolution.