Internal Labor Research Articles

Factors Influencing Internal Labour Migration from Agriculture Sector to Non-agricultural Sector in Bangladesh: An Empirical Analysis

Aims: In past, labour was extensively used in agriculture sector and there was huge surplus labour in agriculture sector. However, such trend has recently been changed where surplus labour in agricultural sector has reduced significantly and agriculture sector compete with non-agricultural sector in terms of hiring labour. Thus, the present study was undertaken to analyze the determinants of labour migration from agriculture sector to non-agricultural sector in Gopalganj district of Bangladesh.
 Place and Duration of Study: The study was conducted at 12 villages of three upazilas (Gopalganj Sadar, Tungipara and Kotalipara) in Gopalganj district. For the study, data were collected during the period from January to March in 2021.
 Methodology: To this end, primary data were collected from agricultural labours. Descriptive statistics and simple random sampling technique were used in this study. Binary logistic model was used to analyze the collected data. In addition, five point likert scale was used to rank the barrier towards internal labour migration.
 Results: Results found from the logit model indicate that factors like family size, education, past experience, access to available information, transportation facilities, and savings are positively related with the log of odd ratio in favor of labour migration from agriculture sector to non-agricultural sector while wage rate, age, off-farm income and farm holdings are inversely related with labour transfer from agriculture sector to non-agricultural sector. In addition, respondents in the study area have recognized lack of proper technical training as the major constraint in labour migration with a mean value of 4.48.
 Conclusion: The present study recommends that government should take initiatives to open skill development institutions in rural level so that agricultural labour can take training. Regarding necessary information on non-agricultural jobs, it can be recommended that government, local agents and NGOs, in case of migration, should take proper initiatives so that agricultural labours can easily get information about non-agricultural jobs.

Predictors of migration in an HIV hyper-endemic rural South African community: evidence from a population-based cohort (2005–2017)

Globally, South Africa hosts the highest number of people living with HIV (PLHIV) and the unique legacy of internal labour migration continues to be a major driver of the regional epidemic, interrupting treatment-as-prevention efforts. The study examined levels, trends, and predictors of migration in rural KwaZulu-Natal Province, South Africa, using population-based surveillance data from 2005 through 2017. We followed 69 604 adult participants aged 15–49 years and recorded their migration events (i.e., out-migration from the surveillance area) in 423 038 person-years over 525 397 observations. Multiple failure Cox-regression models were used to measure the risk of migration by socio-demographic factors: age, sex, educational status, marital status, HIV, and community antiretroviral therapy (ART) coverage. Overall, 69% of the population cohort experienced at least one migration event during the follow-up period. The average incidence rate of migration was 9.96 events and 13.23 events per 100 person-years in women and men, respectively. Migration rates declined from 2005 to 2008 then peaked in 2012 for both women and men. Adjusting for other covariates, the risk of migration was 3.4-times higher among young women aged 20–24 years compared to those aged ≥ 40 years (adjusted Hazard Ratio [aHR] = 3.37, 95% Confidence Interval [CI]: 3:19–3.57), and 2.9-times higher among young men aged 20–24 years compared to those aged ≥ 40 years (aHR = 2.86, 95% CI:2.69–3.04). There was a 9% and 27% decrease in risk of migration among both women (aHR = 0.91, 95% CI: 0.83 – 0.99) and men (aHR = 0.73, 95% CI 0.66 – 0.82) respectively per every 1% increase in community ART coverage. Young unmarried women including those living with HIV, migrated at a magnitude similar to that of their male counterparts, and lowered as ART coverage increased over time, reflecting the role of improved HIV services across space in reducing out-migration. A deeper understanding of the characteristics of a migrating population provides critical information towards identifying and addressing gaps in the HIV prevention and care continuum in an era of high mobility.

Restructuring, Redeployment and Job Churning within Internal Labour Markets

This article explores the phenomenon of recurrent internal redeployment, through a case study of restructuring at a UK based steel firm. While redeployment reflected one of the key functions of the traditional internal labour market at SteelCo, frequent restructuring events meant some workers experienced redeployment on a recurrent basis. For these workers the experience of repeated redeployment was analogous to churning in and out of jobs on the external labour market. Adapting this term to internal organisational processes, the article presents a new way of analysing recurrent redeployment through the formulation of the concept of Internal Labour Market Churn. This new contribution to internal labour market theory highlights problems with human capital development, career progression and in-work insecurity associated with internal churning, which tarnishes the sense of mutual commitment traditionally associated with and engendered by internal labour markets.

Performance of Vanda lettuce in relation to the use of chemical fertilizer and organic compost

Horticulture is a widespread activity in family farming in the Transamazonian region—Pará, with emphasis on production aimed at the family’s own consumption. The lettuce cultivar Vanda (Lactuca sativa L.) represents a significant part of this production, which prioritizes the use of internal labor. The main objective of this work was to evaluate the development of lettuce CV Vanda grown in beds using organic compost and chemical fertilization (NPK). The criteria considered to evaluate this performance were: Root system development, plant height and total fresh mass production. The best averages in relation to root development occurred in the plots cultivated with organic compost in the proportion of 5 kg/m2, due to its characteristics as a fertilizer and soil conditioner. The cultivation with the use of NPK provided the best averages in relation to the production of total fresh mass and plant height, results that were mainly attributed to the extra supply of nitrogen in the covering fertilization, which consisted in the addition of 10 g urea per square meter via soil. Statistical analysis showed no statistically significant difference regarding plant height for both treatments. And in relation to root development, the difference was statistically significant.

Towards Nondiscrimination and Gender Equality: The Role of International Labor Standards

Gender equality and the prohibition of discrimination are not only one of the fundamental human rights, but also a necessary basis for achieving sustainable development. Kazakhstan’s global rankings for gender equality in recent years show a steady decline, despite the legislation formed during the period of independence, which guarantees the prohibition of any form of discrimination and the proclamation of gender equality as a priority of national policy. An important aspect of reforms, ensuring their effectiveness, is changes in legislation. International labor agreements are mechanisms for the transformation of national legislation and practice on the basis of universally accepted standards for more sustainable development of employment and the labor market. This study analyzes the effectiveness of the national legal framework of Kazakhstan from the standpoint of implementation, compliance with international standards of prohibition of discrimination and ensuring gender equality. An analysis is made of how universal norms can affect the development of national legislation. The article concludes that the laws aimed at the implementation of international standards for promoting the prohibition of discrimination and gender parity do not fully achieve their intended goals due to a weak law enforcement mechanism and the lack of full practical implementation of the country’s obligations. Legal solutions are proposed to neutralize the inconsistency of the internal Kazakhstani labor legislation with international standards, as well as the necessary accompanying elements of changes in civil procedural, social, administrative, and criminal legislation. An overview is presented of how the ratification of ILO acts will further improve conditions in the labor market and what changes in laws will be required in the future.

Internal labor markets: A worker flow approach

This paper develops a new method to study how workers’ career and wage profiles are shaped by internal labor markets (ILM) and job hierarchies in firms. We tackle the conceptual challenge of organizing jobs within firms into hierarchy levels by proposing a data-driven ranking method based on observed worker flows between occupations within firms. We apply our method to linked employer–employee data from Norway that record fine-grained occupational codes and track contract changes within firms. Our findings confirm existing evidence that is primarily based on case studies for single firms. We expand on this by documenting substantial heterogeneity in the structure and hierarchy of ILMs across a broad range of large firms. Our findings on wage and promotion dynamics in ILMs are consistent with models of careers in organizations.

Energy Transition: A Labour Law Retrospective

Abstract This article investigates labour law and industrial relations implications of the energy transition from fossil-fuels to renewable energy sources. It discusses how and why different energy paradigms and their political economies have affected labour and industrial relations institutions over time. It is argued that sustainability of working conditions depends largely on organised labour’s access to, and control over, the natural, energy resources on which workers’ livelihoods depend. Drawing on a novel literature that considers energy sources as a core analytical referent, the following trajectories are presented and discussed. While the possibility of labour control over the mining and distribution of coal has favoured the development of democratic institutions and welfare state in Western jurisdictions and in recently developed economies in the so-called Global South, ‘petro-capitalism’ and the political economy of nuclear energy have contributed to the dismantling of internal labour markets and to the crisis of classical labour law and industrial relations institutions. In contrast to oil and nuclear power, renewable energy sources could favour the transition from an extractive economic model to one that is generative and participatory: by democratising the political and economic power of energy, renewables might be able to better serve human welfare, labour and the environment. Technological progress will be a decisive factor in facilitating the democratisation of the energy system. No less important are the institutional, political and legal variables which will be needed in the process of concluding the energy transition and building the society that future generations of workers and citizens deserve.

Internal Remittances, Household Welfare, Spending Patterns and Labour Supply: A Study from Rural Areas of Hailakhandi District of South Assam

Internal Remittances, Household Welfare, Spending Patterns and Labour Supply: A Study from Rural Areas of Hailakhandi District of South Assam

Compensation policies and comparative capitalisms

A widespread rhetoric suggests that market-like rules dominate employment relationships, and particularly compensation, but empirical evidence is inconclusive. This research examines organisations’ compensation policies in clusters of European capitalist economies to test such a hypothesis. Four fuzzy clusters emerged from data, namely, Standard, Internalised, Competitive and Incentive, which illustrates a division between organisation- and market-based models. Collective pay rules characterise organisation-based model, and this is the predominant model in all countries except for the liberal market economies. Firms from different models of capitalism rely on internal labour market pay rules, suggesting that the scope of the liberal market system is narrow. Differences within clusters of capitalist economies suggest a role for agency and hidden labour market specificities in each grouping. The similarities of pay policies open room to identifying capitalist economies differently.

Regional Income and Internal Labor Migration

Regional Income and Internal Labor Migration

Equity Carve-Outs, Dual Directors, and Internal Labor Markets

Given the prevalence of dual directors who serve simultaneously on the parent as well as the subsidiary board, it is important to examine their functions, a topic largely ignored in the existing literature. Exploring the functions of dual directors highlights equity carve-out objectives other than strategic refocusing. To examine our hypothesis, we first conducted an event study to examine stock market reaction to carve-out decisions. In addition, we compared subsidiaries’ performance after carve-outs between firms with dual directors and their matching firms based on the propensity score. We find evidence that the Japanese stock market reacts positively to the presence of dual directors who hold CEO positions in carve-out subsidiaries, especially when they are relatively young. Additionally, we find that carve-out subsidiaries led by young dual directors tend to outperform their matched counterparts in the long run. In contrast, when dual directors do not hold the CEO position, we find no evidence of the stock market reacting positively to them. The results of this study suggest that young CEOs appointed from the internal labor markets care more about long-term reputation, and can enhance shareholder wealth of both parent and subsidiary firms.

Socio-Cultural Adaptation and Integration of Migrants as Tool of State Migration Policy in Soviet Period

Russian migration policy is facing a number of problems, whose effective solution has not been found yet. They include the absence of infrastructure for social and cultural adaptation and integration of migrants and high level of illegal migration. The system of organized drawing-in workers-migrants has not been developed. To resolve these problems it would be useful to analyze the experience of the soviet period, when complicated migration problems were successfully settled. A system of steps aimed at assisting socio-cultural adaptation and integration of internal migrants was promoted by involvement of the population in their solution. The present article analyzes specific features and mechanisms of state migration policy of the soviet period, which supported the needs of economy in labour, helped populate the remote areas of the country and create conditions for the development of human capital. State policy in this sphere was planned and successive: it staked at internal labour migration; migration flows were regulated; state was interested in the development of industrial, agricultural and cultural potential of territories, where migrants arrived. Critical study of the experience of migrants’ adaptation and integration in this period, identifying mechanisms, which can work in current conditions would allow us to optimize today’s migration policy and practice of its pursuing.

Internal labor markets with two types of promotion and two tiers of salary: theory and evidence from China

This paper shows the optimality of a two-tier linear salary scheme in internal labor markets and identifies conditions under which discretionary promotion is better than rule-based promotion and vice versa. Our main findings are: (1) regardless of whether discretionary promotion or rule-based promotion is used, a two-tier salary scheme is optimal; (2) the salary is contingent on promotion, which is fixed before and linear after promotion; (3) if the difference in human capital among agents is small, discretionary promotion is superior; (4) if the expected replacement cost of human capital is high, discretionary promotion is superior; (5) if the risk of facing/incurring a high replacement cost of human capital is high, discretionary promotion is superior; (6) if the chance of having a high human capital agent is high, rule-based promotion is likely to be superior; and (7) if the productivity improvement from a job promotion is large, rule-based promotion is likely to be superior. We have also found empirical evidence in support of our theory on the two-tier salary scheme.

Problems of Children of Internal Labor Migrants in Modern China: Analysis of Recent Studies

With China's urbanization and its development in market economy, mass rural-to-urban migration expanded over the past 35 years. The change in the forms of parental migration (from single to pair and then family) has led to significant shifts in the situation with rural children, putting forward new research issues. Consequently, children affected by internal labor migration have greatly increased in number, reaching over 100 million people (about 70 million continue to live in villages, and more than 35 million have moved to cities with their parents). Using data from international research published for the past 3 years, we more accurately determined main characteristics of left-behind and migrant-children. Being a vulnerable group in rural China, these children now are facing many problems in mental, physical and psychological development. Due to the differences in the environment in which children grow up we examined the existing approaches of scholars on the impact of internal labor migration on each group. For rural left-behind children the most acute issues are low academic performance, limited educational resources, and disruption in the process of socialization. While urban migration is related to the issues of inclusion in education, cultural isolation, and other psychological problems.

Factors affecting migration destination choices of international migrant workers in Slovakia

The main goal of this paper is to determine the main economic factors that influence the self-selection process of migrant workers when settling in Slovakia. Considering the growing number of migrant workers in Slovakia, it is necessary to determine which factors influence them most when choosing a final destination within the country. Paper deals with the allocation of migrant workers in Slovakia focusing on the mutual relationship between the total number of migrant workers and the average wage, and the number of vacancies in 2010 and 2020 in individual districts. The paper also analyses the domestic labour market with emphasis on internal and foreign labour migration. The study is based on migration and self-selection process theories. In the paper, we work with data from public institutions in Slovakia, especially the Ministry of Labour, Social Affairs and Family, the National Bank of Slovakia and the Statistical Office. To achieve the goal, Spearman's coefficient is used and its significance and linear regression are tested. The results show that the correlation between the number of migrant workers in individual districts and the number of vacancies was stronger than the correlation between the number of migrant workers and the amount of average wage in both monitored years 2010 and 2020. URL: https://www.gcass.science.upjs.sk/

Analyses Of Demographic Changes, Labor Market Trends, And Challenges In Albania

Albania has seen significant political and socioeconomic changes in the last 30 years, owing mostly to its participation in democratization and the transition to an open market economy. The purpose of this study is to investigate demographic dynamics in Albania to better understand the country’s current population situation and the near future projection for the period 2025-2031. The relevance of analyzing this topic is to better understand actual demographic changes in Albania and to have a detailed projection of the situation in the near future. The article begins by analyzing important demographic changes and their effects on a country’s economy, specifically the labor market. Furthermore, we demonstrated the trajectory of demographic changes in Albania for various main demographic parameters such as births, deaths, natural increase, marriage, divorces, and numbers of foreigners in Albania, using data from the Institute of Statistics in Albania (INSTAT). The following are presented population projections for ten coming years. The changes that have happened in the labor market are presented here to better comprehend the effects and repercussions of these demographic changes. The descriptive analysis of the main demographic indicators shows that the population is rapidly declining, posing a serious problem with numerous consequences, particularly in the labor market, necessitating the implementation of immediate policies to mitigate this phenomenon and its consequences. It makes a technical contribution by employing an approach that allows for fresh estimations of the amount of internal migration, demographic changes, and labor market issues in Albania. The results of the research can be useful for policymakers to initiate social, fiscal, and incentive policies to mitigate the decline and aging of the population.

The footprint of internal labour migration on the COVID-19 scenario of India: an analysis of structural break and growth rate

The footprint of internal labour migration on the COVID-19 scenario of India: an analysis of structural break and growth rate

Taken or Stuck by Natural Disaster? Evidence from Internal Labor Migration in China

Taken or Stuck by Natural Disaster? Evidence from Internal Labor Migration in China

Technological innovation and the labor market: The two-way non-reciprocal relationships with a focus on the confectionery industry in Poland

PURPOSE: The theoretical aim of this study is to explore the nature of the “technological innovation–labor market” relationships presented recently in the literature, based on publications indexed in the Scopus and Web of Science databases. The empirical purpose is to examine these relationships in companies operating in the confectionery industry in Poland. METHODOLOGY: Literature studies, as well as a mixed-method empirical research approach, were used, including an online survey of engineers working in the confectionery industry and the case study method (with interviews and observation). FINDINGS: Publications from the past eleven years have covered the problems of the analyzed relationship but have not taken into consideration the market in Poland or the confectionery industry. More often than the classic literature, these publications present different relationships, not focusing mainly on the issue of unemployment resulting from technological innovation. Meanwhile, empirical studies show that the analyzed relationships are non-reciprocal. Fifty percent of the employees surveyed indicated that implementing technological innovations results in job losses. The remaining respondents were convinced that technological innovation has a neutral quantitative impact on the internal labor market. We identified that technological innovations have an impact on the labor market (both internal and external) more often than changes in the labor market affecting innovations, and that this impact is rather negative. Moreover, empirical research shows that technological innovations are positively connected with qualitative changes in the internal labor market. IMPLICATIONS: This study emphasizes the need for lifelong learning among employees and for a field for development at educational institutions. It should also draw the attention of top managers to the skills that their employees have now and should have in the future. ORIGINALITY AND VALUE: The paper presents an original typology of the relationships between technological innovation and the labor market, which can serve as the basis for further development and qualitative or quantitative research. The paper also presents pioneering research because previous studies were not based on a complex framework, including different kinds of impacts (from negative through neutral to positive), treating the labor market and technological innovations relative to each other as dependent or independent variables, or highlighting two types of labor market.

ЩОДО ЗАПОБІГАННЯ ІНДИВІДУАЛЬНИМ ТРУДОВИМ СПОРАМ

The paper analyses the peculiarities of prevention of labor disputes through the implementation of grievance procedures at the enterprise level. The existing mechanisms for resolving individual labor disputes in Ukraine cannot be called fully effective, which is primarily due to the lack of balanced legislative regulation of this issue. In addition, the result of the resolution of an individual labor dispute does not always lead to the satisfaction of the interests of both sides of the employment relationship – the employee and the employer. In this regard, an important place in the current labor law belongs to the procedures for preventing labor disputes. These procedures are generally implemented at the local level, through the prism of consideration by the employer of the grievances of employees related to the existing conflict situations in the working environment. National legislation does not contain any requirements for employers to deal with employee grievances. Such procedures can be part of the employer's internal labor rules and regulations, or be developed in the form of a separate local normative act of the employer. The grievance procedures are not uniform and primarily depend on the organizational structure and economic capabilities of a particular employer. But in any case, such procedures must: be developed and approved with the active participation of trade unions or other employee representatives; set quick deadlines for implementation and avoid unnecessary formalism; contain effective measures to ensure the safety of confidential information; be simple in content; ensure that employees are informed of all steps and measures taken as part of the grievance procedure; ensure the right of employees to be accompanied by trade union representatives or other employees at all stages of consideration of complains; ensure the principle of equal rights and opportunities for men and women. The adoption of the grievance procedures at the enterprise enables employees and employers to independently resolve individual conflicts that arise in the field of work and may subsequently result in labor disputes. A properly functioning procedure for handling employee claims will not only help prevent labor disputes, but will also allow prediction and elimination of their occurrence in the future. In addition, the existence of such a procedure, which is also aim at resolving conflict situations directly between employees, will have its overall positive effect, strengthening among employees a sense of fairness, coherence of interests and trust in the employer.