Employer Organizations Research Articles

Organization of employment of minors in the context of the new Employment Law

Based on the analysis of state programs and legislative innovations related to the regulation of public relations related to employment, it is concluded that in relation to minors, the state, taking into account international standards, continues to implement an approach to providing conditions for this category of citizens to receive general and vocational education (including labor education), considering labor activity (paid work) as a secondary (additional) option for their pastime with the establishment of restrictions on certain types of work and preferential working conditions. With regard to minors, both the previous and the current employment law mainly provides (for persons from 14 to 18 years old) for the organization of temporary employment in their free time, at the same time, allowing persons over the age of 16 to obtain the status of unemployed, entailing the establishment of an elevated status in matters of providing employment.

Dissenting and innovating: Freelancers’ emerging forms of organising in the Netherlands

This article investigates precarious workers’ organising by considering the case of freelancers, a category between the self-employed – usually represented by employer organisations – and employees – whose interests are traditionally defended by trade unions. Drawing on a 6-month ethnography conducted in the Netherlands within two freelancer associations, our study shows their capacity to exercise collective forms of ‘critical agency’ – on the one hand, by questioning their established practices and seeking to innovate their repertoire, and on the other, by staging protest actions, despite the long Dutch tradition of consensus-based social dialogue. The aim of the article is twofold. First, it contributes to the debate on precarious workers’ organising by considering freelancers as agentic subjects, whose collective identity and organising practices shape and are shaped not only by the socio-institutional context, but also by the type of relationships they create and in which they are embedded. Second, by focusing on collective everyday practices as fields of production of the new, it illustrates diverse forms of critical agency exercised by freelancers, thus offering an empirical contribution to the understanding of critical agency in its making.

Мониторинг обрабатывающей промышленности: оценка устойчивого развития

The article presents and tests a methodology for assessing the sustainable development of the Russian manufacturing industry, based on publicly available annual data from the Federal State Statistics Service (Rosstat) and the Ministry of Natural Resources and Environment of the Russian Federation over the period 2010-2022. To assess the sustainability of the industry, 32 indicators from three main areas - economic (13), social (10), and environmental (9) - were used. These indicators include measures of output, investment, fixed assets, innovation, efficiency of resource use, profitability, organization of employment, labor protection, occupational safety and health, wages, environmental investments, waste management, atmospheric and water pollution, and energy consumption. All indicators were standardized and subjected to logical checks to ensure that an increase in their values corresponded to an improvement in the relevant aspect of the industry. This allowed for a comprehensive assessment of the sustainability of Russian manufacturing. Estimates using the proposed methodology demonstrate the degree of change in indicators over time and do not necessitate the presence of normative values, which may be controversial. The findings indicate an increase in the overall indicator of sustainable development for the analyzed period of 17.9%. Approximately half of this increase is due to improvements in the environmental sector, which rose by 28%. The economic and social components contributed approximately a quarter each to the improvement in the composite measure of sustainable development in the manufacturing industry, rising by 13.4% and 13% respectively over the review period. Problem areas have also been identified where improvement is minimal or the situation is worsening: the situation with fixed assets, innovation, waste management and employment.

ЕФЕКТИВНІ ПІДХОДИ РЕІНТЕГРАЦІЇ ВЕТЕРАНІВ У МЕНЕДЖМЕНТІ ГРОМАДСЬКИХ ОРГАНІЗАЦІЙ

The issue of approaches to veteran reintegration in the management of public organizations has been brought about by the increasing number of war veterans. After the start of the fullscale invasion of Ukraine, the goal of public organizations, in addition to volunteer activities related to humanitarian assistance to the military, has become helping veterans reintegrate into civilian life. In search of ways to do this, many relevant approaches to veteran reintegration have emerged. The article defines the essence of the concept of “reintegration” and “public organization” and characterizes their types; analyzes the experience of Ukraine and other countries in the issue of war veteran reintegration; and analyzes the activities of some existing public organizations in Ukraine that are involved in helping war veterans reintegrate. The process of social reintegration is defined as the restoration of vital interactions in society for the sake of well-being, dignity, and social integrity of the individual. A public organization is a type of social non-profit self-organization created to realize social interests in a specific sphere, field, or sector of activity, profession, as defined by its charter, as well as to satisfy and protect the lawful common interests of its members. The following types are highlighted: charitable organizations; professional organizations; employer organizations; trade unions; other public organizations. Types of non-profit organizations include: organizations engaged in cultural and recreational activities; educational and research centers; non-profit health organizations; social service organizations; environmental and animal protection organizations; development centers; public and human rights organizations; charitable organizations; international organizations. World experience is considered, including the example of the Croatian Homeland War Veterans Association and the American context. Most organizations had the same goals: increasing medical benefits and building new hospitals for veterans; strengthening existing pension systems and benefits for former servicemen and their families; establishing a new Veterans Bureau. The work also discusses the effectiveness of reintegration through immersion in the educational process. After the start of the war in Ukraine in 2022, the need to help veterans became more evident. Currently, the state does not consider assistance to war veterans only in the form of subsidies but much more broadly, namely in the Government’s Plan of Priority Actions. In Ukraine, in addition to the state, non-governmental non-profit organizations, including those founded by veterans, are involved in the process of war veteran reintegration. Examples of successful public initiatives are considered: “Principle”, “Charitable Foundation “Veterano Hub”, “Charitable Foundation “After Service” and others. At present, there are many public organizations in Ukraine created to help veterans reintegrate or that are actually engaged in this aсtivity.

Research on the impact mechanism of flexible human resources management on the civic behavior of employee organizations

Research on the impact mechanism of flexible human resources management on the civic behavior of employee organizations

Practical training model for students in tourism and hospitality：Description of the elements of the practical training system at the university

The article discusses the actual problems of practical training in the tourism and hospitality industries in Russia and identifies the main problems of training specialists at Russian specialized universities. The main focus is on building partnerships between universities and employer organizations in order to train highly qualified specialists. Purpose: The research is aimed at creating an effective model of practical training based on the interaction of the university with employer organizations within the framework of the training of specialists in the tourism and hospitality industries. Design/Methodology/Approach: The work is based on scientific publications devoted to evaluating the effectiveness of the existing system of personnel training for the tourism and hospitality industries, studying its features, building models of vocational education, and using practice-oriented programs in the training of specialists. To study the problems of practical training of personnel for tourism and hospitality, systematic and structural approaches were used as a methodological basis, as well as methods of analysis and synthesis, the study of models of cooperation between universities and employers, and methods of monitoring and evaluating the quality of training specialists. To obtain empirical data, an analysis of the needs of the labor market for specialists in the hospitality industry was carried out, as was the study of models of cooperation between universities and employers. Results: In the course of the work, the author has formed a model of practical training for specialists in the tourism and hospitality industries, including the purpose and objectives, process requirements, organization conditions, and requirements for the results of the process. The innovative nature of the proposals lies in the development of new models of practical training based on gamification technology. The direction of further research may include the development of a methodology for the organization of the university’s interaction with employer organizations in the framework of practical training. Conclusion: The results of the study can be used by professional educational organizations to organize the process of practical training of students, which will effectively solve the problem of training personnel for tourism and hospitality. The social consequences of organizing the process of practical training for students will include increasing the competitiveness of graduates in the labor market, improving the quality of tourist and hotel services, introducing innovations into the tourism and hospitality industries, and developing startups.

‘Many places to call home’: a typology of job embeddedness among internationally relocated workers and its relationship to personal initiative, intent to stay in the host country, and intent to stay in the organization

In recent years, the literature on job embeddedness among internationally relocated workers (IRWs), i.e. diverse individuals who relocated and execute employment abroad, has developed significantly. However, these studies have predominantly relied on a variable-centered approach, which has major shortcomings that have led to inconsistent and potentially misleading results. In this research, we employed a person-centered approach along with Latent Class Analysis (LCA) to discern various types of embedders among IRWs. We also delved into the relationships between these embedding types and the desire to remain in their current employer organizations and countries, and the influence of personal initiative on the emergence of these embedding types. Our data was gathered from a sample of 707 IRWs residing in Germany, France, and the United Kingdom. The findings from the LCA revealed the presence of four distinct embedding types: ‘home country-focused embedders’, ‘host country community-focused embedders’, ‘host country career-focused embedders’, and ‘transnational embedders’. Among them, ‘transnational embedders’ exhibited the strongest intent to stay in both host countries and organizations. Of the two groups embedded in the host country, those whose embeddedness was private life-oriented were more likely to stay than those whose embeddedness was work-focused. Personal initiative significantly predicted embedding types. On the basis of these findings, we derived implications for theory, research, and practice.

Türkiye’de Çalışan Sosyal Hizmet Uzmanlarının Süpervizyon İhtiyaçlarının Değerlendirilmesi: Keşfedici Nitel Bir Çalışma

Objective:
 This study aims to assess the supervision needs of social workers in various social work institutions in Türkiye based on three functions of supervision (administrative, educational and supportive). 
 Material and Methods:
 The study used a phenomenological approach. Two focus group interviews were conducted. Each group consisted of six social workers from different social work fields. Data collection tools consisted of a “Personal Information Form” and a “Semi-structured Interview Form”. Data were analyzed with thematic analysis method using the MAXQDA 2020 program.
 Results and Conclusion:
 The analysis of the study were based on social workers’ opinions on supervision and their experiences about administrative, educational and supportive functions of supervision. The results supported the notion that there is a need for supervision at the institutional level for social workers. These findings are important in terms of providing some insight on how social workers define supervision and through which functions they need institutional supervision. As a result, the employer institutions and organizations are recommended to establish a formal, structured, institutional and systematic supervision system for social workers.

Financial Strain, Covid-19 Anxiety and Suicidal Ideation Among Wage Workers During the Pandemic Crisis 2019

The global lockdowns owing to the Covid-19 pandemic have sparked attention in the relationship between financial strain, anxiety and suicidal thoughts among wage workers in India, the worst hit. This study was inspired by the lack of data on wage labourers’ financial strain, Covid-19 anxiety and suicidal ideation during the pandemic. This study is supported by the General Strain Theory, which states that economic or financial stress causes dissatisfaction, sadness and anxiety, which can lead to suicide ideation ( Agnew, 1992 ). Wage labourers from Jammu and Kashmir (India) in the informal sector were studied. However, the sample frame was unavailable. Thus, the researchers used convenience sampling to choose respondents from all Kashmir valley districts. Questionnaire item count determined sample size. According to Hair et al. (1998) , the sample size should be 10 times the questionnaire items. A sample of 395 wage workers was selected. Path analysis showed that financial strain causes suicidal ideation and anxiety (Covid-19), while wage workers’ worry leads to suicidal ideation. Financial stress and suicidal ideation are partially mediated by anxiety (Covid-19). These findings imply wage workers take specific steps to improve themselves and prepare for future crises like Covid-19. The survey found wage employees were hardest harmed by the pandemic. This experience shows that government, non-government organizations and religious communities are necessary and supportive. The government should provide food security and health insurance to wage earners in emergencies. For schemes, compensation and other benefits, the government should help workers to register with labour and employment organizations. Future studies would seek to identify other pandemic-related factors that drive wage workers to suicide. In a crisis, revealing additional factors might help create wage-earning programmes. Further investigations in diverse situations are needed to derive context-specific findings to validate this study.

EDUCATION AS A TOOL FOR STABILISING THE SOCIO-ECONOMIC SITUATION IN UKRAINE: PROBLEMS, PROSPECTS

The impact of education on society and the economy is manifested in the reproduction and improvement of: human resources, social capital, personnel, professional and qualification potential of enterprises; motivations and incentives for human development, economic activities, productive employment; standards, benchmarks, priorities of economic and non-economic activities; creative (knowledge and rent generating) potential of social technological support. The purposes of the article are: to determine the features of effective balanced satisfaction of the educational needs of the population and economy, which results in the resilience, sustainable development of the state and society; to identify the shortcomings of modern management approaches to the processes organisation for meeting educational needs and staffing in Ukraine; to justify relevant guidelines and priorities for the educational system and macroeconomic development. The methods of research include: analysis and generalisation of literary sources on the problems of organisation and prospects of improvement of education, social activities of personnel provision for the Ukrainian economy, reproduction and optimisation of professional, qualification and innovation potential; comparison of regularities and problems of the educational system functioning as a progressive stimulus and component of the Ukrainian economy, which allows to synthesise and systematise the urgent priorities for activation of the potentials of education itself and the workforce in order to provide the state resilience and sustainable development in the complex internal and macro-regional realities of today. The role of education as a social institution, an individual and collective resource that creates an environment and provides opportunities to achieve acceptable competitiveness criteria for a range of subjects at micro-, meso- and macro-competitive levels, is constantly increasing in the globalised world. At the same time, the principles and priorities of the reproduction and use of human resources and the labour force itself, the systemic processes of normalisation and deregulation of various aspects of the functioning of the labour sphere, the formation and implementation of social capital, the coordination of administrative and market levers of relevant practices and measures, the sequence of their guidelines have a powerful impact on: the content of comprehensive and professional education recognised as socially necessary (i.e., provided to the average consumer through services of legally recognised basic quality); the quality of material, technical and personnel support of the education system; directions of its modernisation. Fulfilment of the conditions and measures for ensuring compliance of the systems of education and employment organisation with the dynamic requirements of the scientific and technological progress, implementation of their prognostic functions to meet the prospective needs of the economy in personnel requires the participation of a wide range of public institutions and subjects of legislative regulation, macroeconomic and branch administration, provision of services for education, career guidance, personnel selection, employment, certification, material and technical support of various educational and qualification processes.

Türkiye Cumhuriyeti tarihinde turizmde kamu düzeyinde örgütlenme ve istihdam ile ilgili sorunlar

Türkiye Cumhuriyeti’nde turizm ile ilgili kamusal alanda örgütlenmenin ilk örneğini oluşturan Türk Seyyahin Cemiyeti’nin 1923 yılında kurulmasından itibariyle turizmde örgütlenme arayışları devam etmiş ve yıllar içinde merkezileşme eğilimi giderek artmıştır. 1960’lı yıllardan itibaren sıkı bir merkezileşme politikası benimsenmiş olsa da dönemin gerektirdiği koşullar ve turizm pazarının genişlemesi, 2000’li yıllarla beraber turizmde bölgesel örgütlenmelerin gerekliliğini doğurmuştur. Bununla birlikte bölgesel örgütlenmelerde çoğulculuğa önem verilmesi ve turizmle ilgili bütün parçaların yönetişim ilkeleri çerçevesinde sürece dahil edilmesi de gerekli hale gelmiştir. Türkiye’de turizmin örgütlenmesindeki ve konuya ilişkin yasal düzenlemelerdeki boşluklar ve karmaşalar devlet planlarında ve stratejilerinde de gündeme alınmıştır. Turizmin örgütlenmesinde yaşanan sorunlar, turizmle ilgili kamu kurumlarının istihdam politikalarında da karmaşıklığı ve eksikliği beraberinde getirmiştir. Kamusal turizm örgütlerinde istihdam edilen personelin bilgi, beceri ve donanımının turizmin yönetiminde belirleyici bir rol üstlendiğini ifade etmek mümkündür. Dolayısıyla bu çalışmanın temel amacı Türkiye’de kamusal alanda turizm örgütlenmesi ve istihdamı ile ilgili mevcut durumu ve temel problemleri belirlemektir. Bu amaç doğrultusunda literatür incelemesi yapılmış ve Türkiye Cumhuriyeti tarihinde turizmde örgütlenme ve istihdam konusu tartışmalı bir biçimde ele alınmıştır. Çalışma sonucunda mevcut sorunlara yönelik somut çözüm önerileri sunulmuştur.

Working from Home during COVID-19: An Exploratory Study on Experiences and Challenges of Women in Construction

Early studies on the COVID-19 pandemic suggest that the working from home (WFH) mandate and unusual caregiving arrangements have dramatically impacted the employment of women, especially those with young children. This study explores women’s perceptions of the WFH mandate arrangement. Data were collected from the female workforce in the Australian construction industry using an online questionnaire. The specific objectives were to (i) explore their WFH experiences; (ii) examine their perceived impacts of WFH challenges on work activities and performance; and (iii) explore the relationships among critical challenges, the respondents’ demographic characteristics and their overall satisfaction with WFH and preference for WFH after COVID. Although most respondents were new to the WFH arrangement, there is evidence suggesting that they were adapting well to the sudden shift to a WFH arrangement. Sixteen (out of twenty-two) challenges recorded positive perceived impacts on work activities and performance. The top three critical challenges were (i) mutual trust between you and your work supervisor; (ii) availability of suitable space at home; and (iii) information and communication exchanges via virtual meetings. The respondents also indicated positive satisfaction with a WFH arrangement along with perceived positive work performance while WFH. Most of them indicated high preference for WFH after COVID, which was positively correlated with the level of education attainment. The critical challenges identified together with a set of negative factors might be useful for employment organizations to re-optimize their WFH practices.

Evaluation of a mentoring program for junior medical staff at a tertiary paediatric hospital: Uptake, impact and sustainability

Introduction: Mentoring for doctors has benefits for mentors, mentees and their employment organisations. There are emerging examples of formal mentoring programs in hospitals. There remains limited published data evaluating self-selection models for participant satisfaction and long-term outcomes. Our aim was to explore the experience of mentors and mentees who opted in to the dyad mentoring program at the Royal Children’s Hospital (RCH) to understand the longevity of the mentoring relationships and to understand the utilisation of the supporting mentoring tools. Methods: A mixed-methods study was conducted. In 2020, 174 eligible doctors were invited to complete a survey containing multiple-choice and Likert-scale questions to explore Moore’s outcome levels for evaluating continuing medical education. Of the eligible cohort, 66 (38%) responded, and of these, 14 volunteered for in-depth individual interviews. Descriptive statistics from survey responses were used to calculate number and frequency of responses, and inductive thematic analysis was used to identify themes from transcribed interviews as part of a phenomenological approach. Results: One third of mentees and 68.8% (22/32) of mentors reported ongoing relationships beyond the 10-month formal program. A “cycle of mentoring” was evident, with mentees returning to the program as mentors. Four key qualitative themes were identified: “broad benefits” of mentoring, “it’s a relationship and it takes work”, “giving back” and “program foundations”. Outcomes in domains of participation, satisfaction, learning and organisational culture change were identified. Conclusion: The mentoring program at RCH has demonstrated positive impact and long-term sustainability. The program structure could be replicated in different settings.

Understanding the contribution of intellectual disabilities nurses: Paper 3 of 4 - evaluation.

The overall objective of this research was to identify intellectual disability nursing interventions and their impact on the health and healthcare of people with intellectual disability. This is part 3 of a 4-part series. In this paper we report the findings from quantitative questions from an online survey of intellectual disability nurses. The objective of this part of the study was to a evaluate intellectual disability nurses' confidence in their understanding of the interventions they undertook. Quantitative data was collected using an online survey questionnaire from a voluntary response and snowball sample of 230 participants from 7 countries. Thematic, descriptive statistical, and inferential statistical analyses were undertaken. The evaluation data suggest and demonstrate a lack of clarity among intellectual disability nurses of the interventions they can effectively undertake. There appears to be correlations between lack of role clarity and the types of employer organisations and countries. Further work need to be undertaken by nurse leaders ascertain and address this lack of clarity.

MISE EN PLACE D'UN SYSTEME DISTRIBUE DE PUBLICATION DES CURSUS ACADEMIQUES DES ETUDIANTS

The implementation of a distributed system for publishing students' academic courses aims to facilitate and standardize the dissemination of information on students' academic paths.
 The main objective of this system is to provide a secure and reliable platform where students can view their academic history. Relevant information includes degrees earned, grades, research projects, internships completed, publications, and skills acquired.
 To set up such a system, it is essential to take into account several aspects. First of all, the confidentiality and security of student data must be guaranteed. It is necessary to implement strict access control and data encryption mechanisms to protect sensitive information.
 Then, it is important to define a standardized publication framework that allows students to present their courses in a coherent and understandable way for third parties. This may include information presentation models, metadata tags and data interchange standards.
 In addition, collaboration between the various players in the system is essential. Universities should cooperate to share student academic data securely. Employers and other organizations should also be actively involved in using this system to verify and validate student academic background information.
 Finally, it is crucial to put in place data verification and validation processes to ensure the accuracy and credibility of the information published. Academic authorities can play a key role in verifying the validity of degrees and certifications.

Analysis of Variables Affecting Transfer of Training of Ministry of Employment and Labor Learning Organization

Analysis of Variables Affecting Transfer of Training of Ministry of Employment and Labor Learning Organization

Applicability of Possible Models to Ensure Easy Access to Employment For RA Students

In this article, a number of issues of student employment are considered, related to solving the problems of interaction between universities and the labor market, ensuring unhindered access of students to the labor market, and also determining ways to prevent the negative impact of student employment on the quality of education. Thus, the informational model of interaction between the university and the labor market, the motivational model of student behavior, as well as the organization of employment of students according to their future profession or related professions are of great importance for increasing the level of professional training of students, professional adaptation and solving problems of social integration in the industrial environment.

The Problem of New Non-Standard Employment Forms: Analysis of Challenges and Opportunities

Purpose: This paper analyses challenges and opportunities posed by new non-standard forms of employment. Method: Such employment forms have emerged in response to changes in the labor market and the need for greater flexibility in the workforce. However, they also pose challenges to workers, employers and policymakers, such as the erosion of traditional employment protections and the need to adapt social welfare systems to meet the changing needs of workers. Results and conclusion: This paper argues that these challenges can be addressed through careful policy development that balances the need for flexibility with the need for worker protection. It explores the range of non-standard forms of employment, including part-time work, temporary work, agency work, self-employment and platform work, and the challenges each presents. It also examines the role of social partners, such as trade unions and employer organizations, in negotiating better terms and conditions for non-standard workers. Research implications: The paper identifies several opportunities associated with non-standard forms of employment, such as increased entrepreneurship and innovation, more excellent work-life balance, and the potential for new forms of social protection. Originality/value: This paper comprehensively analyses the challenges and opportunities associated with new non-standard forms of employment. It provides insights for policymakers, employers and workers seeking to navigate the rapidly changing labour market.

The dynamics shaping experiences and prospects of employer coordination in a Liberal Market Economy: The case of Scotland

Without structures of employer coordination, it is difficult to develop and deliver effective and legitimate labour market policy. This article theorises the conditions under which employer coordination occurs in a context usually described as a Liberal Market Economy. An explanatory framework of employer coordination is developed arguing that there are structural, institutional and ideational factors that facilitate and hinder coordination. The framework is applied to an empirical analysis of the Scottish context where devolution means that the Scottish Government has taken a different approach to issues of regulating work, emphasising the policy importance of ‘fair work’. Empirical material was collected through interviews with employers’ organisations (EOs) and other key stakeholders. The article extends existing theorisation by demonstrating that the pressures that facilitate and hinder employer coordination are dynamic and contested.

Remote Performance of a Labor Function by an Employee: Problems of Theory and Law Enforcement

Periodic bursts of deterioration of the sanitary and epidemiological situation in certain regions and in Russia as a whole make remote performance of a labor function by an employee relevant and in demand. The remote format of work increases economic profitability of the employer’s activities. Transition to remote work is not a formal change of the place of performance of the labor function, it involves a significant organizational and local regulatory restructuring.Mandatory and optional transfer to a remote form of work involves the inclusion of certain terms in the employment contract, as well as in additional agreements to the employment contract. The classical rules of interaction between an employee and an employer are not applicable for the remote exercise of the labor function. Prior to the conclusion of employment contracts with remote employees of the employer organization, it is recommended that local regulations be developed and published for all the employees to read them. It is important to note that the employee must acknowledge by signing that he has read each local regulatory act.The work of a remote employee means certain specifics of his interaction with the employer, including the use of electronic document circulation system and electronic digital signature.Traditional approaches to determining the working time and rest time of a remote worker are also inapplicable. Such an employee independently and under his own responsibility chooses the mode of work depending on the tasks periodically given by the employer. It is impossible to apply the classical grounds to terminate an employment contract concluded with a remote employee, since it seems necessary to take into account the specifics of the remote labor function.In the doctrine and law enforcement practice, there is no uniform approach to solving problems related to the remote exercise of a labor function, the interaction between a remote employee and an employer. Based on the analysis of current provisions of labor and information legislation, judicial and business practice, conclusions and recommendations are made in the article regarding the solution of problems related to the conclusion and termination of an employment contract with a remote employee, as well as regarding the documents supporting the contract.