System Of Labor Relations Research Articles

Conflict and Cooperation in Labour-Management Relations. A Comparative Approach: Canada-Poland

Until 1980, labour relations in Poland were entirely run by the state. As a result of massive strikes and social negotiations the first independent trade union “Solidarność” was established. The 1989 elections, which lead to the defeat of the Communist government, finally opened the door for legal reform of the Polish industrial relations model. In this article, the author examines the evolution and development of the Polish labour relations system in contrast with the situation and latest trends of labour negotiations in Canada, a democratic country with a market economy.

Вплив цифрових трансформацій на економіку та сферу праці: соціально-економічні ризики та наслідки

The digitalization of the economy and society affects the change in social and labor relations, transforms quantitatively and qualitatively the relationships between participants in labor and production relations, creates new development opportunities for society and new threats at all levels of the digital economy. Internal and external factors and conditions for the formation of socio-economic risks in the system of social and labor relations during the digitalization of the economy were considered in the article, the problems and consequences of digitalization were systematized according to aggregated types: economic, socioeconomic, socio-psychological, information and communication, political related to security. It was substantiated that the most significant and probable socio-economic risks include the risks of loss of work and main sources of livelihood, loss of social protection and social security; loss of social status and the possibility of increasing it; risks of the formation of psychological dependence and personality degradation, social exclusion and maladaptation of a person in society. It was proposed to carry out an assessment of the probability of the manifestation of risks in the system of social and labor relations in the context of the digitalization of the economy using the method of path-analysis, which allows us to determine the cause-effect relationships that arise when forming the possibilities for manifesting the identified risks.

К вопросу изучения моббинга в системе трудовых отношений

К вопросу изучения моббинга в системе трудовых отношений

Competitiveness of employees in the field of trade services: concept-terminological analysis of the concept

The article forms theoretical approaches to the essence of competitiveness of employees in the sphere of trade services. The interpretation of the concept of "competition" suggested by many foreign and Ukrainian scientists are organized according to three approaches: functional-purpose oriented, behavioral and structural-logical. These approaches to the interpretation of competition can be used in studies of competitive relationships on the market, and their choice directly depends on the goals and objectives of the analysis. The interpretation of the essence of competition suggested by representatives of the Ukrainian scientific school of competitiveness in the field of labor has some differences. Theoretical approaches to defining the concept of "competitiveness of employees" are generalized. The paper determines that the peculiarities of approaches to understanding the competition of employees are related to the fact that people, carriers of a certain labor potential with inherent characteristics of the level of knowledge, skills, experience, work ability, mobility, activity and more rather than products and services are the object of economic competition in the labor market in the system of social and labor relations. The author suggests his definition of competition of trade services employees as their competition for obtaining and reproducing the best working conditions in the interests of realizing labor potential in the process of customer service and obtaining socio-economic and moral satisfaction from their work, development of competences (knowledge, skills). The article proves that formation and maintenance of competitiveness of employees requires complex scientific research, development and implementation of consistent public socio-economic policy, investing in continuous educational and professional development with the participation of social partners.

EVOLUTION OF THE COERCIVE STRATEGY AIMED AT WORKERS OF THE SIBERIAN DEFENSE INDUSTRY IN THE LATE 1930S – EARLY 1940S

The study features the origins and development of the coercive component of the system of social and labor relations in the defense industry of the pre-war Siberia. Its goal is to identify the prerequisites and causes, the general trends and specifics of this strengthening, the essence of which was in the qualitative transformation of the personnel incentive strategy "The lower the discipline – the higher the punishment". The methodological basis of the research is the author's version of the concept defined by American historians and sociologists Ch. and K. Tilly about the three universal factors of labor motivation (reward, motivation, and coercion). According to their theory, such a strategy acted as a coercive mechanism that was enacted with the help of material, moral, disciplinary (ordinary), and criminal (extraordinary) sanctions. The methodology shows the evolution of the scope of punishment in the Siberian military industry in the period from December 28, 1938 to June 21, 1941. At the first stage (December 28, 1938 – June 25, 1940), the Soviet state made an unsuccessful attempt to adapt the ordinary practices of compulsory strategy to the policy of militarization of the economy, which resulted in an increase in the proportion of dismissed truants in the general turnover of workers. At the second stage (June 26, 1940 – June 21, 1941), the government relied on a combination of ordinary and extraordinary practices, which made it possible to reduce such disciplinary offenses as truancy and unauthorized leave. However, in Siberia this effect was less tangible due to the fact that the regional defense industry was at the stage of initial deployment, which was carried out mainly by the working youth, who had not yet acquired the norms of industrial labor culture.

Innovative Activity of Business Managers as a Condition for Modernization of Regional Labour Potential

The article discusses the problems of the innovative activity of managers in Russian enterprises as one of the conditions for the development of the labour potential of a region. The paper shows the main reasons for the low innovative activity of Russian enterprises. The systems of labour relations that have developed, as a rule, generate labour and innovative passivity as well as the opportunistic behaviour of managers. Most Russian enterprises lack incentive schemes for managers’ innovative activity. We propose a systematic approach to stimulating the innovative activity of managers, relying on the authors’ experience of researching the innovative activity of managers in a number of enterprises. The authors’ system «Innovation», which is a Russian version of the Japanese lean manufacturing system, stimulates the innovative activity of personnel. Implementing this system in the enterprises of the Ural Federal District has convincingly shown that in modern conditions, a radical increase in the innovative activity of business managers is possible. It, therefore, stimulates the development of regional labour potential. Our hypothesis is that a high innovative activity of managers in Russian enterprises is possible by developing and implementing a two-sided incentive system for stimulating managers’ innovative activity. Such a system should provide not only incentives for innovative activity but also managers’ responsibility for their innovative passivity. We suggest a system of concepts of the innovative activity of personnel, which is necessary when organizing work to stimulate the innovative activity of enterprise managers. For the first time in the theory of incentives for staff and practical activities of enterprises, we propose to introduce a semi-annual assessment of the innovative activity of managers. The assessment of managers’ innovative activity is an instrument for incentives for an enterprise. Moreover, for managers, it becomes one of the motivational factors for the manifestation of innovation activity. The research results were applied in the development of the System of Innovative Activity of Managers in OAO Uralelectromed and OAO Shadrinsky Auto Aggregate Plant. The results of the research can be applied in industrial enterprises of different legal status and forms of ownership.

The First Canadian Bank Strike: Labour Relations and White-Collar Union Organizing during the Second World War

When members of the Office and Professional Workers Organizing Committee (opwoc), employed by the Banque Canadienne Nationale (bcn), set up picket lines at branches in Montreal on 30 April 1942, they began the first strike in the Canadian banking industry. This article analyzes the four-week strike, and the organizing drive that preceded it, as a way of exploring how changes in the relationship between labour, capital, and the state during the Second World War helped or hindered unionization in unorganized industries – areas with limited or non-existent levels of union representation and often predominantly female and racialized workforces. By examining this failed white-collar strike in relation to the substantial increase in labour organizing that occurred in the 1940s and the concomitant changes to the labour relations system, we can consider the effect that these changes had for different types of workers. A closer look at the first Canadian bank strike shows that the changes made to the labour relations system in this period made little difference for the men and women who joined opwoc: the state continued to hamper their organizing efforts, and the banks continued to oppose and work to thwart unionization. Half-hearted support from labour leaders compounded the problem. Ultimately, the bank’s anti-union behaviour, the regional war labour board’s drawn-out and disappointing decision on bcn employees’ application for increased compensation, and labour leaders’ willingness to accept the board’s decision undermined the strike and hindered bank workers’ efforts to unionize in the early 1940s.

ORGANIZATIONAL AND INSTITUTIONAL ASPECTS AND PRINCIPLES OF THE SOCIAL AND LABOR RELATIONS’ CONSTRUCTION IN LARGE ECONOMIC SYSTEMS UNDER TRANSFORMATION CONDITIONS

Introduction.The paper deals with organizational and institutional aspects and principles of building social and labor relations of the large economic system. Such research is determined by the urgency and contradictory of scientific views by solving problems in the transformation processes of the social and labor relations in the modern economy.Materials and methods.Scientific materials of foreign and domestic scientists are used in the research. The author applies the system-axiological approach on the basis of the scientific methods’ combination, such as analytical, institutional and systemic. In addition, the concept of co-evolution is applied while considering organizational and institutional aspects of building social and labor relations.The organizational and institutional problems of designing a new system of social and labor relations during the transformation period are discussed in the paper.Conclusions.The author proposes four groups of principles, such as the principle of dynamic correspondence to value orientations of stakeholders and the goals of a large economic system, the principle of network based on institutional need, the principle of the balance of economic and social efficiency in the system of social and labor relations, the principle of flexibility and transformability of the social and labor relations’ system on the basis of co-evolution.Therefore.The results could serve as the conceptual basis for the design of the social and labor relations in large economic system, as well as the strategy for the socio-economic development of corporations.

INFORMAL LABOR RELATIONS WITHIN THE INDUSTRIAL ENTERPRISES OF THE LATE RUSSIAN EMPIRE

The article presents a study of informal labour relations within the industrial enterprises of the Russian Empire based on materials from the Dnieper-Donets region during the period 1870–1917. The analysis is based on narrative writings created by the entrepreneurs and workers as primary sources, supplemented by analytical data collected by the zemstvo and state commissions.
 The article demonstrates that informal labour relations took various forms such as informal employment, manipulation with the workers’ wages, requiring and performing activates which were not listed in the employment contract, and corruption. The combination of mutual benefits and risks for the main stakeholders determined the system of informal labour relations. The omnipresence of these informal practices was due to the ignorance of both the employees and the employers concerning the relevant legislation. Inefficient state control over labour law also contributed to the expansion of informal institutions.
 During the last quarter of the nineteenth and early twentieth century, formal practices dislodged some informal variations. It happened due to the modernization of the work ethic on both the workers’ and the industrialists’ side, the strengthening of the regulatory and controlling role of the state, and, most importantly, the organizational changes within the industrial enterprises. The rise of large modern industrial enterprises with a hierarchy of salaried managers demanded a system of new, more formal labour relations between the employers and employees. However, the formalization of labour relations in the industrial enterprises in Russia was not a linear process. Some informal practices proved to be very viable and have survived to-date.

SOCIAL RESPONSIBILITY OF BUSINESS IN THE SYSTEM OF ORGANIZATION OF INDUSTRIAL PRODUCTION OF THE MIDDLE VOLGA REGION AT THE BEGINNING OF THE XX CENTURY (on the Example Of The Implementation of the “Law On June 2, 1903 ...”)

Introduction. The article is devoted to the analysis of the tendency of growth of the social responsibility of Russian business in the sphere of industrial production through the prism of law enforcement practice of implementing the articles of the law adopted on June 2, 1903 “On remuneration of owners of industrial enterprises of workers and employees who lost their ability to work due to accidents” on the example of industrial enterprises in the provinces of the Middle Volga region. Methods of research. The range of applied research methods when considering this topic is determined by the intersection of several subject areas: social, economic and legal. In order to reflect all the complexities of their interaction, the methodology of socio-institutional analysis has been used. The application of the modernization theory enabled the inclusion of social transformation processes in the trend of industrial modernization. The work also used the paradigm of the “new working history”, the heuristic potential of which consists in shifting the focus of research from the “working masses” to the “working man”. The method of micro-history allows us to see the mechanism for implementing the “Law of 1903...” through the prism of the life of persons who entered into legal relations in the process of implementing its articles (workers, factory owners, plant management) and supervising their implementation (factory inspectors). Results. The study of archival and published materials containing information on the implementation of the provisions of the “Law of 1903...” on the territory of the provinces of the Middle Volga region allows us to speak about the onset of a new stage of labor relations, not only in the industrialized regions of Russia, but also in the Middle Volga province, which did not differ grandiose successes in industry, but already covered by a powerful wave of industrial modernization. Its characteristic feature is gradually approving a new practice of resolving labor disputes and conflicts – following the letter of the law. Discussion. The studied materials show that the implementation of this law obliged the owners and the management of the industrial enterprises of the Kazan, Penza, Samara and Simbirsk counties to comply with the requirements of the “Law of 1903...” and bear responsibility to the workers who suffered as a result of the accident. Nevertheless, in practice, the implementation of the law was hampered by a number of circumstances, both objective and subjective, accompanied by complaints, drafting protocols, fines and legal proceedings. Factory inspectors tried to curb the pernicious practice of avoiding the responsibility of owners and plant management before the injured workers, performing intermediary functions in resolving the disputes that arose. Conclusion. The adoption of the “Law of 1903...” was part of the government activities of the late XIX – early XX centuries, personifying the transition to a contractual system of labor relations, which established the socio-economic interaction between entrepreneurs and workers of the rule of law. The legislation on labor that was formed in this period made it possible to bring the resolution of labor disputes to a qualitatively new level, while substantially increasing the legal status of industrial workers. The most important role in the implementation of this law was played by the factory inspection institute. Forcing owners and factory management of industrial enterprises to strictly comply with the requirements of the “Law of 1903...” before the injured workers, factory inspectors largely contributed to increasing the social responsibility of business.

Intervención sindical y salud laboral en la Unión Europea: dimensiones, cobertura e impacto

The determining factors of workers’ quality of employment and occupational health are many and different, including from those of a structural nature (productive sector, size of company, labour organization, type of contract) and contextual (economic cycle, normative regulation ), to those with an institutional dimension (system of labor relations, union participation, collective bargaining, Labor Inspection) and, even, cultural (business management model, preventive training programs and risk assessment). Regarding the influence of the first group of such factors (structural and contextual) on the evolution of occupational accidents, there is already important specialized literature and empirical studies, so we will focus our research on analyzing the dimensions, coverage and impact of the institutional and cultural factors. To this end, we will use the European databases specialized in the matter for the construction of indicators and identification of the corresponding variables, whose statistical exploitation and subsequent analysis will allow us to evaluate the impact of trade union intervention and business management models in the reduction of the accident rate and the improvement of occupational health in the European Union.

A socialization paradox: trade union policy cooperation in the case of the enforcement directive of the posting of workers directive

AbstractThe formulation of common political positions from the trade union movement at the European Union (EU) level mainly takes place at the European Trade Union Confederation (ETUC). In the case of the Enforcement Directive of the Posting of Workers Directive, a central cleavage line runs between neither countries nor political parties, but between different vertical levels of the system of European labor relations—the sectoral and interprofessional levels. Here, due to both horizontal and vertical differences, trade unions were unable to effectively formulate and pursue joint positions. On these grounds, we aspire to provide a theoretical argument on political dynamics in the EU’s multilevel system. While the ETUC representatives internalize supranational norms through their embeddedness in the EU’s institutional landscape, this socialization process does not advance—but rather prevents—integration by disrupting trade union power at the supranational level.

ЗАТРАТИ НА УТРИМАННЯ РОБОЧОЇ СИЛИ ТА ЇЇ ВАРТІСТЬ: ПОНЯТТЯ, ТЕНДЕНЦІЇ, ПОКАЗНИКИ

Concepts of “labor costs” and “cost of labor” have been refined. Differences between the concepts of “labor costs” and “total cost of labor”, “price of labor” and “wages”, “compensation” and “wages”, “labor costs” and “staff costs” are shown. The concept of “labor costs not belonging to the wage fund” is specified. Significance of these costs as a workforce reproduction factor in the system of social and labor relations is considered. Trends in labor costs and their structural elements in Ukraine and abroad are revealed and their comparative analysis is carried out. The difference between the “production value of labor force” (that is, “real cost of labor for producer”) and the “real consumer value of labor force” (that is, “real cost of labor for employee” as a consumer of goods and services) is justified. Differences in cost of labor indicators in Ukraine and the EU countries are shown and proposals to use new indicators are suggested. Recommendations on development of the system of accounting for the cost of labor in terms of its flexibility, efficiency and reliability are elaborated, in particular, concerning the quarterly accounting of cost of labor indices, hourly wages and labor cost levels. Purposes of using the statistical information on employer’s expenses for maintaining the workforce are determined. Indicators of the costs of maintaining the workforce were estimated by users of this information. The need of enterprises for additional information is justified.

"INTERRELATION BETWEEN THE EMPLOYMENT PRECARIZATION AND LABOUR MOBILITY OF SCIENTIFIC AND PEDAGOGICAL WORKERS OF REGIONAL HIGH SCHOOLS: PROBLEM STATEMENT"

The article presents an analysis of the prerequisites for labour mobility of educators of regional universities, which, from the author’s point of view are in many ways related to the intensification of the precarious employment. The review of scientific works in this field of research is carried out; the actual directions of studying labour mobility of educators are outlined. The purpose of the study is to consider the prerequisites for labour mobility of educators, which is caused by transformations in the system of labour relations with the university, intensifying precarious employment of the educators, as well as o assess its possible consequences for regions and universities. The research methods used in writing the article are based on the analysis, synthesis and generalization of scientific literature on labour mobility of the population and university professors in particular, grouping and analyzing the results of research on the economics of higher education. It analyzes how the situation in the system of higher education is superimposed on the capacity of regional universities, as well as the educators in which they work. It is shown that the rigid requirements to the staff lead to a decrease in their interest in working at their institution. On the contrary, some universities are trying to change traditional ideas about the feasibility of academic inbreeding, introduce new approaches to the selection of educators from the external market. At the junction of the identified trends, contradictions are growing in the interests of the labour subjects operating in the labour market of the higher education system. As a result, acute, and their desire for labour mobility is increasing.

Перспективы и возможности использования технологии блокчейн в системе трудовых отношений

Перспективы и возможности использования технологии блокчейн в системе трудовых отношений

ASSESSMENT OF THE EFFICIENCY OF SOCIAL AND LABOUR RELATIONSHIP MANAGEMENT IN UKRAINE

Introduction. World experience shows that social and labour relations always serve as an indicator of the effectiveness of social and economic reforms in any country. In addition, social and labour relations can be determined as an important factor in labour productivity, quality of life and personal development. There are needs for progressive changes in the state of social and labour relations, the search for opportunities for their modernization without social and economic losses and destruction at every stage of society's development. Purpose. The article aims to evaluate the effectiveness of management of social and labour relations in Ukraine in order to deepen the practical principles for ensuring progressive qualitative changes in the development of social and labour relations in entrepreneurial activity to increase the efficiency of such relations adequately according to the task of modernizing the economy. Method (methodology). The following methods have been used in the research: graphical and analytical method (to illustrate the investigated processes), qualimetric method (to improve the evaluation system of social and labour relations) and economic and mathematical method (to assess the state of industrial relations in the article). Results. The state and local authorities’ investment in the development of human capital is evidence of regulation of social and labour relations. Decrease of the share of spending on education, health, moral and physical development is a testament of a reduction in the regulation of the sphere of social and labour relations from the state corresponding to the decentralization reform. At the same time, a significant share of social security and welfare (25-28%) leads many employees to question the importance of employment in the formal sector and the role of labour as the main source of income for working people. The social responsibility of the state and business should provide the creation of productive jobs secured by competitive wages and favourable working conditions. The number of enterprises where strikes took place has grown up. This fact is an evidence of the formation of environment for the social dialogue. The results of the study showed that a widespread combination of social and labour relations in the form of a combination of «restrained authoritarian paternalism» with elements of social partnership exists in Ukraine.

Центр занятости населения в системе социально-трудовых отношений монопрофильного города: проблемы и перспективы развития

Центр занятости населения в системе социально-трудовых отношений монопрофильного города: проблемы и перспективы развития

Current Problems of the Public Regulation of Labor Market in Ukraine

The article is devoted to changes of some legislative acts of reform public administration in employment. Analysis and qualitative assessment of the Draft Law of Ukraine “On Amending Certain Legislative Acts of Ukraine to reform of public administration in the employment and social insurance in case unemployment” has been done in the work.
 The author considers that in developing of legislative reforms in employment necessary to expand the list of sources of funding for implementing public policy through gradual attracting resources of separate trust funds for the implementation of employment policy. It is necessary to create mechanism for attracting funds from private foundations and differentiate the expenditure of the Fund of Compulsory public social insurance Ukraine in case of unemployment with the allocation of urban and rural units. Implementation of these reforms requires pre reforming of social insurance in case unemployment. In addition greater attention should be paid to the development of methodology measures to facilitate employment and assessment of their effectiveness in the short and long terms.
 Voucher systems can be effectively introduced to the labor market once the labor market actors (local employment offices, education institutions and private sector) interact and the potential users are prepared to accept them (have the required awareness and stimuli). Transfer of voucher systems is possible, but the introduction won’t be effective without well proven practices and due account to the available resources.
 Also, the problem of building social dialog should not be overlooked when elaborating regulatory reforms in the employment. Ways to enhance the effectiveness of social dialogue and activate the positions of all the entities involved in the negotiation process need to be found, in order to preserve the development prospects for the already existing system of social and labor relations, although not quite acceptable for a major part of the Ukrainian community. The social stability in Ukraine is largely dependent on the quality and controllability of the mechanisms underlying the social and labor relations system, and on the capacity of its actors.

일본 공무원의 노동기본권과 노동조합 - 입법 논의의 검토를 중심으로

In Japan, the Supreme Court has concentrated on the theory of interpretation of the Constitution in the case of the post - strike liability of civil servants who are prohibited from engaging in industrial action, and has accumulated legal logic on the limitation of basic labor rights in a way that changes its own logic. As such, in Japan, fundamental rights to labor of the public employee was the subject of important issues that span not only the constitution but also Labor Union Law and administrative law.BR In the reform of the public service system, which has been in full swing since the 2000s, fundamental rights to labor of the public employee have received attention in Japan. In particular, November 20, 2002, the ILO Board of Governors expressed the freedom of association, stating that it violates ILO Fundamental Conventions No. 87 and No. 98, which has already been ratified by Labor Relations Adjustment Law of Japanese civil servants, and recommended that the system is improved in accordance with the Convention. Adopted the Commission’s report. Therefore, the focus of discussion on the fundamental rights of public servants in Japan is the re-establishment of Civil Servant Law in compliance with Article 28 of the Japanese Constitution and ILO Conventions 87 and 98 on the premise of the Supreme Court’s case law.BR In Korea, the founding constitution in 1948, in principle, did not restrict the fundamental rights to labor of the public employee, but they could not discuss the basic labor rights of the public officials due to division and war. In 1962, as a military regime came into being, basic labor rights were totally denied to a general public employee in accordance with Article 33 (2) of the Constitution and Article 66 of the National Public Service Act.BR The two countries are: ① guaranteeing fundamental rights to labor by seeing the public employee as workers in the Constitution; ② the legal system of labor relations is very similar; and ③ there is little difference in the constitutionality of restricting the fundamental rights to labor(right to strike). Since the democratization of Korea, January 28, 2006, the act of public officials’ trade unions was enacted to lay the foundations for the formation of labor-management relations among civil servants. However, there are many challenges related to the ratification of the ILO Fundamental Conventions. It is when we need to make efforts to reduce our trial and error by taking advantage of Japan ‘s experience.

Нейросетевой анализ влияния социокультурных факторов на инновационную активность государства

The paper discusses the issue of creating an enabling environment for effective work and useful scientific activity. For this, it is necessary to establish an effective and efficient system of labour relations in large scale, which would allow us to focus on achieving important accomplishments. However, the problem of creating a national system of effective management is the inability to import foreign models: countries differ not just in visible things such as language and history, but more importantly, uneven and norms of behavior, attitude to work, to success, to society. The significance of the topic taking into account national differences in the interaction of people highlights the increasing interest in cross-cultural models of organization and formation of effective cross-cultural corporation. The main objective of this study is to assess the availability in local cultures psychological prerequisites for the "productive" activities carried out by representatives of specific forms of worship. In this paper the cultural assumptions that generates progressive and active thinking among representatives of different civilizations are analyzed. This paper assesses the materiality of the influence of sociocultural factors on the productivity of research activities using the evaluation indices of Hofstede by applying Kohonen maps. Cultural profiles for generalized models, their structure and the degree of influence on the practical results of research activities are analyzed. Cultural characteristics of scientific leaders and the General principles are studied. The regularities of communication proactive mentality with the achieved results, as well as their materiality are analyzed.