Flexible Forms Of Employment Research Articles

PORTRAIT OF THE FREELANCE MARKET IN THE NEW ECONOMY OF KAZAKHSTAN

The current global trends in the rapid development of information technology, in particular the development of Internet marketing, have led to the fact that the bulk of the active population has become independent of a permanent place of work. Flexible forms of employment have become more popular nowadays, as they have allowed the employee to work as efficiently as possible, realize their labor potential and maximize job satisfaction. Modern restrictions associated with the pandemic have further increased the relevance of remote work. The purpose of the article is to study the remote work market in Kazakhstan according to data for 2021, as well as to study self–employed independent freelance professionals as a relatively new layer of the labor market working remotely. To achieve this goal, the work reflects foreign research on the freelance market, analysis of the infrastructure of the Kazakh remote work market, determination of the main characteristics of independent specialists for 2021 based on the author's survey: socio-demographic characteristics, working hours, income level, motivation, etc. The authors used methods of comparative analysis, generalization and systematization in their work, a historical and logical method. As a result, the article presents a portrait of the Kazakhstani freelance market, highlights the main socio-economic parameters of the modern freelance market and suggests reasonable measures for the development of this phenomenon.

Impact of informal employment on individuals’ psychological well-being: microevidence from China

ObjectiveThe number of workers engaged in informal employment in China has reached 200 million individuals, constituting a substantial contribution to the pursuit of high-quality development and the attainment of stable employment objectives. Nevertheless, the psychological well-being of informal workers cannot be overlooked. Therefore, this study aims to investigate the impact of informal employment on individuals’ psychological well-being.MethodsDrawing on data from the 2020 China Family Panel Studies (CFPS) survey, this work employs ordinary least squares (OLS) models and instrumental variable analysis to empirically examine the impact of informal employment on the psychological well-being. Furthermore, different tests were utilised to analyse the mediating pathway through which informal employment affects the psychological well-being.ResultsInformal employment exhibits a significant negative impact on the psychological well-being, particularly among samples characterised by low educational levels, limited financial resources, and non-agricultural household registration. The exploration of the underlying mechanisms indicates that informal employment negatively affects the psychological well-being of workers through pathways that include reduced access to health entitlements, increased working hours, and decreased job satisfaction, particularly with the work environment.ConclusionA recommendation is proposed; namely, to further establish a social security system that caters to the needs of the informal employment population and supports and regulates the development of flexible employment forms, with the aim of protecting and enhancing the psychological well-being of the informal employment population.

Гнучка зайнятість як засіб збереження робочих місць на українських підприємствах під час війни

The article examines the relevance of flexible forms of employment in the context of current economic challenges, especially in connection with the war in Ukraine. Ensuring the effectiveness of flexible employment is critical for preserving jobs and maintaining the economic stability of enterprises in the current crisis conditions. The purpose of the study was to analyze approaches to the introduction of flexible employment at Ukrainian enterprises and recommendations for adapting the existing model of flexible employment to the conditions of martial law to preserve jobs at enterprises and ensure a balance between the economic interests of enterprises and social guarantees for employees considering the specifics of the modern labor market, and to develop. It has been proven that in times of crisis, flexible forms of employment become a vital tool for preserving jobs and maintaining economic stability, as well as increasing the adaptability of employees to changing labor market conditions, which is critical in times of crisis. However, existing flexible employment models need to be adapted to war conditions. The article develops recommendations for enterprises to introduce flexible forms of employment that allow them to maintain productivity and minimize social tension among employees. These recommendations include using remote work, part-time work, and digital platforms to attract freelancers, as well as measures to improve the social protection of employees, implement mental health support programs, and adapt labor contracts to the new conditions. The practical value of the study lies in the development of specific recommendations for enterprises that will allow them not only to maintain their functioning in the crisis but also to ensure sustainability and development in the long term. The proposed measures can be used as a basis for further improvement of HR management strategies in conditions of instability and crisis. Keywords: flexible employment, crisis model, social guarantees, remote work, outsourcing, outstaffing.

Сокращенная рабочая неделя: от вопросов внедрения до реальных экспериментов на примере зарубежных практик

The article reveals the main aspects of introducing a shortened work schedule into Russian labor practice. The relevance of the topic is currently confirmed not only by the demands of society, but also by the objective technological development of society. Employees of organizations around the world are waiting for changes in approaches to organizing working hours in accordance with the challenges of the time, which not only contribute to the transition to more flexible forms of employment, including remote work, but also to reducing working hours. Using the example of foreign practice of experiments with shortening working hours, the main options possible for using a shortened working week in the world and in Russia in particular are structured. Currently, the practice of switching to a four-day working week is being implemented with a reduction in the length of the working week, maintaining the number of working hours per week, as well as various options with maintaining or reducing wages. The problematic issues of the introduction of a shortened working week are highlighted, both on the part of employers, and on the part of the authorities and employees.

Impact of digital economy development on labor force employment

Since the first year of the commercial application of big data, the digital economy has become an important driving force for global economic development and has had a huge impact on the labor employment market. This paper aims to explore how the development of the digital economy reshapes the employment pattern of the labor market. By analyzing the core features of the digital economy, which is highly informative, networked, and intelligent, it reveals the dual effects of the digital economy on the total and structural employment of the workforce and puts forward policy recommendations to address the employment challenges posed by the digital economy. The study finds that, on the one hand, the application of automation technology and artificial intelligence has reduced the demand for traditional low-skilled labor, triggering employment reductions in some industries; on the other hand, emerging digital technologies have created new career opportunities, especially in the fields of data analysis, software development, and digital marketing, which have brought more employment opportunities for high-skilled labor. In addition, the digital economy has given rise to numerous flexible forms of employment.

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.

Variability Among Polish Workers in Flexible Employment: A Sociodemographic Analysis

This paper presents sociodemographic data derived from an empirical study conducted on a sample of n=2118 workers engaged in flexible forms of employment, within a broader research endeavor titled “Occupational challenges among individuals working under flexible employment arrangements – a psychological perspective”. The decision to focus on this segment of the research stemmed from a trend identified in international literature, examining the profile of the average flexible worker in highly developed nations. Analysis of the sample of flexible workers reveals a cohort primarily comprised of young individuals, with comparable representation of both genders, residing in urban areas, and possessing relatively short tenures of employment. They tend to be well-educated, married with children, having a limited number of past employers, and predominantly employed within the private sector. The characteristics of the Polish study sample align with descriptions of the typical flexible worker in Europe.

The gig economy from the freelancer’s perspective: The risk of precarianization

Abstract Purpose The article, based on an empirical study and analysis of scientific literature, aims to present definitions of the concepts of “gig economy” and “precarianization”, showing the specific nature of flexible forms of employment and financial uncertainty. Then, by conducting a survey among freelancers (giggers), it aims to understand the perspective of this form of employment in terms of financial stability. The aim of this article is to show that respondents fear the risk of precarity in connection with performing professional activities as freelancers. Methodology The considerations in this article are based on a literature analysis and the author’s own research (an online survey of a group of 160 freelancers). Practical implications/Originality/Value The empirical research conducted showed how this problem may manifest itself in the lives of individuals in the context of precarianization. Uncertainty about expected income, lack of stable employment, and limited access to social benefits are the main aspects of precarianization. People affected by this phenomenon may experience constant financial uncertainty, which negatively affects their life quality and sense of stability. The results of this analysis have important practical applications, especially for self-employed people, i.e., gig workers. They allow understanding of the specificity of job insecurity and provide information that may be useful in developing strategies to cope with this challenge.

GENERATIONAL DIFFERENCES IN WORK PREFERENCES IN THE CONTEXT OF THE LABOR MARKET: SLOVAKIAN CASE

The study examines the differences in the work preferences of generations X, Y and Z. Its main goal is to identify the preferences of individual generations in the context of integration into the labor market, based on a questionnaire. To achieve the stated goal, we conducted a questionnaire, the results were verified through a chi-squared test, and last but not least, a comparison between all generations mentioned was also performed. The results indicate that significant differences can be observed among the examined generations in aspects such as the use of digital media in the form of social media for job searching, flexible forms of employment, career development, diversity in the workplace, and also loyalty to the employer. Simultaneously, it was found that generation Z has taken a dominant position in all the areas examined. They are the ones who use social media to the greatest extent for the above-mentioned purposes, among all generations they have the highest preference for flexible forms of employment, the area of career development is also the most important for them, they value diversity in the workplace compared to older generations much more, but they are also the least loyal employees among the generations in question. We see improvements in making working conditions more attractive depending on the generations. A universal policy of motivation or benefits is not sufficient, and a proactive approach by employers in the form of a more personalized approach is needed. Such an approach can have an impact on higher satisfaction and also employee loyalty.

ИСПОЛЬЗОВАНИЕ ИТ ДЛЯ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ ПРОГРАММ ПОДДЕРЖКИ ЗАНЯТОСТИ

In the modern world, the use of information technology (IT) is becoming increasingly important for the effectiveness of employment support programs. However, existing theories such as human capital theory and theories related to technological change and skills emphasize that skill development is a key factor for success in the labor market. This text examines the impact of digitalization on labor relations and the labor market. Discusses changes brought about by digital transformation, including the transition to flexible forms of employment and remote work. The need to adapt the education system to new requirements is emphasized and the role of the state, employers and workers in the humanization of social and labor relations is considered. Attention is also drawn to the problems of discrimination in the labor market caused by digital technologies. In conclusion, the significance of changes in the world of work and the need to formalize and strengthen them in legislation are noted.

МІЖНАРОДНИЙ РИНОК ПРАЦІ ТА СОЦІАЛЬНО-ТРУДОВІ ВІДНОСИНИ В УМОВАХ ЦИФРОВІЗАЦІЇ ЕКОНОМІКИ

The article is devoted to the study of the international labor market and social and labor relations in the conditions of the digitalization of the economy. The role of digital technologies in the process of modern transformation of the sphere of labor and social and labor relations of the world economy is determined. It was revealed that this transformation is manifested in a decrease in the economic activity of the population, the spread of flexible forms of employment, which allow more effective adaptation to the stricter demands of demand in the rapidly changing labor market. The formation of the platform infrastructure of the labor market, which contributes to better access to vacancies, is indicated. At the same time, there is an increase in requirements for applicants for these vacancies, in particular, today, in addition to traditional professional requirements, the possession of technical skills and competences in content and audience management in social networks are added. It is emphasized that in modern conditions of digitalization of the economy, the responsibility of employees for the stability of their own employment and income is increasing. The labor market places increased demands not only on professional and social skills, but also on the fundamental qualities of the individual - systematic thinking, logical thinking, reflection, creativity, leadership qualities, the ability to cooperate, etc. In world practice, life-long learning, constant improvement of hard, soft and meta-skills is becoming the norm. Large companies develop special training programs for their employees using modern information, computer and psychological technologies. The urgent task of the state remains the reform of the education system, the focus of which will be the formation of meta-skills of future employees. The necessity of combining the efforts of employers, state and international organizations and institutions in ensuring favorable conditions for the formation of a more adaptive workforce is substantiated.

Precarious employment as a prerequisite for career surfing

The subject of the study is the conceptualization of the phenomenon of career surfing and precarization of labor as a prerequisite for its manifestation. The object of the study is the phenomena of precarious employment and career surfing. The authors consider in detail such aspects of the topic as the role of career surfing in the perspective of the concept of fluid modernity; multidimensional manifestations of career surfing, as a result of which generalization the types of precarization are highlighted (change of job, type of work, sphere of work, directions of professional or career development; search and evaluation of vacancies or employers, areas of professional training and/or educational institutions; transnational career surfing); the ambivalent nature of career surfing, including both positive and negative manifestations; the interrelationships and qualitative differences of career surfing with the phenomena of social surfing and labor mobility. To achieve the goal, conceptual and theoretical analysis, subject-categorical analysis, systematization, generalization of scientific research results and social practice data were used. The design included solving the following tasks: identification of essential features and varieties of career surfing manifestations; differentiation of career surfing with a number of similar concepts characterizing the instability of career development; systematization of the causes and problems of studying career surfing. The main conclusions of the study are: 1) Career surfing is a multifaceted phenomenon that consists in changing the trajectory of professional career development. The types of career surfing include changing and/or searching for: a job, position, type of work, profession, specialty, sphere or direction of professional or career development. Thus, precarization of labor illustrates the manifestation of career surfing; 2) In methodological terms, career surfing is a social and psychological construct that has deep connections with the constructs of social surfing, mobility, fluid modernity, etc.; 3) The reasons for the expansion and development of career surfing are diverse and include: transformation of workplaces and types of work (including digitalization), the development of flexible forms of employment, the expansion of geographical and social migrations, etc.; 4) Career surfing is ambivalent in its social role and includes both constructive consequences (for example, coping with situations of career and social uncertainty) and destructive ones. The novelty of the research lies in the author's generalization of the results of the theoretical and methodological analysis of the studied phenomena and the justification of the definition of career surfing.

Essence and peculiarities of the implementation of the concept of flexicurity in Ukraine

The challenges of the modern world led to changes in business organization, including forms of labor organization. The use of flexible forms has become a modern tool for human resource management in a changing environment. The concept of flexicurity has been used in European countries for a long time. This study employed the methods of bibliographic analysis VosViewer and Google Trends to investigate issues related to flexible employment policies from three primary perspectives: a) institutional (where the state plays a central role in labor market regulation); b) anti-crisis (implies implementing flexible employment policies in response to economic crises and the efforts of employers to reduce personnel costs); and c) corporate (which focuses on employee needs and corporate social responsibility). Furthermore, modern approaches used in developed countries for implementing flexible employment policies under the concept of flexicurity were analyzed and summarized in a matrix. This analysis provides valuable insights for future research in Ukraine, including regulatory and legal provision of non-standard forms of employment such as freelancing, crowdsourcing, and self-employment; the development of strategies to attract non-standard forms of employment those categories of the population that cannot compete on the labor market (people with limited opportunities, young people who are looking for work for the first time, women with children, people of retirement age); the use of flexible forms of employment for a large number of internally displaced persons who have left their homes and refugees, which will reduce the unemployment rate in the country.

ІНФРАСТРУКТУРНА ПІДТРИМКА УКРАЇНСЬКОГО РИНКУ ПРАЦІ

The article is devoted to the study of the elements of the Ukrainian labor market infrastructure and their role in the context of modern challenges. The relevance of the study is stipulated by the need to understand and support the effective functioning of the labor market in the face of change and instability. The purpose of the article is to develop recommendations aimed at infrastructural support of the labor market as an important condition for adapting to modern challenges, ensuring effective interaction between employers and employees, and developing the Ukrainian labor market in a complex socio-economic context. To achieve this goal, the study solved a number of tasks: defined the concept of "labor market infrastructure", elements of labor market infrastructure and their role in the functioning of the labor market; analyzed the current state of the Ukrainian labor market and negative trends in it; developed recommendations for infrastructure support of the labor market aimed at overcoming them. The study used general scientific methods of cognition: induction and deduction, analysis and synthesis, association and analogy. The study found that a number of negative trends have emerged in the modern labor market, including a shortage of qualified personnel, a mismatch between the geographical location of jobs and labor, the spread of informal employment, and the inappropriate replacement of men by women in certain industries. Overcoming these challenges requires comprehensive infrastructure support for the labor market. This support should include improving vocational education, continuing the reform of employment services, cooperation between employers, government agencies and educational institutions, adapting legislation to labor market dynamics, and integrating innovations into various sectors of the economy to create new employment opportunities. Encouraging flexible forms of employment, such as remote work and freelancing, is crucial. In addition, creating equal conditions for all workers, regardless of gender, age or social status, is imperative to promote the development of a modern labor market. The practical significance of the study lies in the possibility of using its results to develop and implement effective labor market management strategies.

“Pseudo-Contracted” Workers as a Means of Bypassing Labour Law in Greece

The aim of this article is to investigate two external flexible forms of employment—the leasing of workers through Temporary Work Agencies (TWAs) and the contracted workers employed through Business Service Providers (contractors). Undoubtedly, these two forms of employment are complex and often give rise to confusion. First, this article reviews the characteristics of these types of workers and the operation of these businesses. Second, it presents the results of a mixed method of empirical research (quantitative and qualitative) regarding contracted workers. Our sample was 365 contracted workers from the cities of Athens, Thessaloniki and Patras, Greece. In particular, quantitative research is conducted using a methodology called RDS (Respondent Driven Sampling) that is innovative in the field of labour economics and labour relations. Some significant findings of our qualitative research are used to improve, extend, and interpret the quantitative results. Our research proves that contracted workers, who are employed at the premises of the banks, are leased workers, and the contracting undertakings usually operate unlawfully as TWAs. Our research proves that Banks in Greece are using “pseudo-contracting” to circumvent the European Directive 2008/104/EC and the Greek Laws 4052/2012 and 4254/2014, both of which provide institutional protection to workers leased through TWAs. In more detail, the relevant European Directive and the Greek Law 4052/2012 provide salary equality and equal labour rights for the leased workers in Greece and the EU, when they share the same qualifications as the permanent employees of the user undertakings. The employers’ aim in adopting this policy is mainly to pay lower salaries to contracted workers, who in practice have the characteristics of leased workers.

Home office z perspektywy postpandemicznej – szanse i zagrożenia. Analiza pracy zdalnej w ujęciu prawnym i społecznym

The growing interest in remote work and flexible forms of employment is undoubtedly due to technological development (including changes in the labour market) and measures taken to counteract the COVID-19 pandemic. The experience of this period allowed us to observe certain regularities in the field of remote work, revealing its pros and cons. This article aims to summarize the current state of remote work regulations and the possibilities opened up by the home office model. The first part describes the remote work regulations laid out in Polish legislation and the current state of the labour market, which affects the interest in flexible forms of employment. The article then details the new part of the Labour Code, which also influences the current shape of remote work. Focusing on the home office form (i.e., working from home), the author presents an exemplary enumeration of the advantages and disadvantages of the flexible employment models observable today, noting the opportunities and threats resulting from their use. Due to the impact of remote work on various areas of an employee’s life, considerations are conducted on both legal and social grounds. The last section is a summary of flexible forms of work and the chances of their success in the light of post‑pandemic achievements. It also briefly presents the hybrid work model as a solution that takes advantage of remote employment opportunities while minimizing the visible risks.

THE IMPACT OF REMOTE WORKING ON THE EFFICIENCY OF CIVIL SERVANTS IN KAZAKHSTAN

The purpose of the study is to draw attention to issues related to the effectiveness of distance employment in public administration system in the Republic of Kazakhstan, during COVID-19 pandemic and at the present time. The approach to the organization of remote work of civil servants in Kazakhstan is becoming one of the important objects of public attention, as they have a great impact on quality of life and well-being of the population.The article examines administrative measures taken by the state in the context of the pandemic in order to create conditions for new flexible forms of employment in the public sector of Kazakhstan, and also presents the assessment of assess the effectiveness of the current state of remote work by civil servants.Methodology. The study is based on scientific papers on the topic of remote employment in the public sector, collected from international databases Scopus, Web of Science, Russian and Kazakh scientific journals, also based on statistical data, analysis of individual measures taken by the Government of the Republic of Kazakhstan and a sociological survey of civil servants.Originality / value of the research. The analysis allows us to conclude that Kazakhstan pays great attention to improving the efficiency of remote work in the public administration system. Results of the sociological survey show that, despite the positive impact of remote work on the physical and psychological state of civil servants, levels of digital literacy, digital security, material and technical equipment are insufficient and require improvements at the legislative level.Findings. Based on the data obtained, the authors propose a number of recommendations to improve the efficiency of distance employment in the public administration system of the Republic of Kazakhstan.

EMPLOYMENT FLEXIBILITY IN TIMES OF CRISIS

This article addresses the issue of legitimacy and legal consequences of the introduction of various forms of flexible employment in times of crisis, above all focusing on issues related to the flexibility of the workplace (telework, remote work), as well as those of flexible working time (part-time work, modifications of working time systems and schedules). Bearing in mind the specifics of the crisis, the following legal constructions will also be analyzed: term employment contracts, non-employee civil law work, work in cottage industry, self-employment, temporary work, casual work, on-call work, job sharing, and employee outsourcing. Each flexibilisation of employment introduced into the legal order due to the crisis, although temporary, each time leaves its mark on the regulations in force also in times free from a crisis (specific legal constructions remain, permanently modifying a given legal order). This article is also devoted to this issue.

Development of flexible forms of employment in the US

Development of flexible forms of employment in the US

Professional Activation of Women and Flexible Forms of Employment, as Exemplified by Gig Economy

Abstract The aim of the article is to present the idea of Gig Economy as a flexible form of employment, which may serve as an opportunity to break the cycle of professional passivity among women in a macroeconomic scale. The author presents data on unemployment and access to employees on the labor market, and compares them with a relatively low level of professional activity among women. The article explores the issue of motivation to undertake professional activity, discusses the barriers to building a professional path by women, and indicates the potential influence of flexible forms of employment, based on the example of gig economy, on the improvement of the professional situation of women. Based on the available reports, secondary data and source literature the author identifies the basic social factors which impact the growth of professional activity among women, indicating the relationship between flexible forms of employment and the state of the labor market, expressed through the activeness of women.