Permanent Contracts Research Articles

Multidisciplinary Perspectives on Habitat Crediting Programs for Conserving At-Risk Species

Conservation across jurisdictional boundaries can help achieve recovery goals for species at risk, provide funding for conservation actions by private landowners, and reduce regulatory burdens. Habitat crediting programs, a type of offsite mitigation, are a relatively new form of cross-boundary conservation. To better understand the current status of these programs and their perceived strengths and shortcomings for species conservation, credit providers (e.g., private landowners), and credit purchasers (e.g., federal agencies), we surveyed the literature and online resources, and engaged with a small group of professionals who have been closely involved with habitat crediting programs. From these resources and interactions, we identified nine habitat crediting programs in the United States. Those engaged in these programs suggest that the programs may provide regulatory relief, a positive return on investment for participants, and benefits to species conservation in some contexts. However, economic and institutional challenges include up-front costs of participation and divergent preferences for short-term or permanent contracts. Furthermore, programs tend to measure ecological success by monitoring habitat amount and condition rather than species' abundance, survival, and reproduction. As such, monitoring is not always sufficiently rigorous to assess ecological outcomes and account for environmental change. We suggest that habitat crediting programs hold promise for meeting multiple objectives for at-risk species, landowners, and developers, but their potential often is hampered by high transaction costs and a lack of the ecological information needed to evaluate success.

Labour market strategies addressing precarious employment and its impacts: A systematic review

Abstract Background Precarious employment (PE), characterized by reduced worker rights, and employment and income insecurity, has complex public health implications including negative impacts on workers’ mental and physical health, occupational health and safety, wellbeing, and inequities in access to health and social protections. There is, however, a knowledge gap regarding effectiveness of interventions. We describe findings from a review of evaluated interventions with potential to address PE. Methods Our systematic review followed the 2020 PRISMA framework and covered PubMed, Scopus, Web of Science, and sources of grey literature. We included qualitative, quantitative, or mixed-methods studies evaluating initiatives to reduce workers’ PE published from 2000 to 2021 and focused on adult workers. Results The 23 eligible studies from across the world evaluated diverse strategies addressing PE including tax and trade reforms, industrial disputes legislation, business registration, and use of incentives to stimulate permanent contracts. Also included were union strategies to reach precarious workers, the provision of social benefits, and youth apprenticeships. Generally, while most initiatives had the potential to tackle certain PE aspects, they usually acted only on one or two PE dimensions. Additionally, the evaluation components were missing key details, thus, limiting the generalizability of findings, as did the heterogeneity of study designs, initiative purposes, economic and political context, and diverse populations targeted. Conclusions The increase in PE prevalence and its complex health implications requires sustainable upstream public health solutions. Multidisciplinary collaborations among public health and occupational health practitioners along with researchers, evaluation specialists, economists, and politicians could facilitate the implementation and evaluation of policies and standards regulating and monitoring PE and its health impacts. Key messages • Precarious employment has complex public health implications. • Sustainable solutions to address precarious employment must be upstream and multidisciplinary.

Professional wrestling and identity construction in the realm of social media

The article presents an analysis of the problems that professional wrestlers face in their utilization of social media and the various strategies they employ in order to create a successful cohesion between the identity they present on the ring and their social media presence. Because of the metaphysical split that lies in the very foundation of wrestling the wrestler exists in two different realities—the world of everyday ordinary life on one side and the world of kayfabe on the other. The consequences from that grow in importance with the transition of wrestling into a televised form of entertainment and the conflict becomes even more emphasized when wrestling comes in contact with the realm of social media. The wrestler may choose to avoid social media altogether or she may choose to utilize social media as a continuation of her in-ring persona, or she may choose to initiate an interaction between the reality spheres of social media and wrestling. In the second part, I examine the challenges that the wrestling promotions face in their attempts to create a benign and engaging corporate identity. Historically wrestling has oftentimes exploited various negative stereotypes related to gender and race and this heritage continues to haunt the promotions up to this day. The contemporary problems lay in the field of social justice and the cruel ways in which the promotions treat their workers—the lack of permanent contracts, the uncertainty about health insurance and the attempts to ban wrestlers from utilizing social media.

Analisis Perbandingan Sistem Pendukung Keputusan Menggunakan Metode SAW dan WP Dalam Penilaian Kinerja Tenaga Kontrak

Employees at the Regional Secretariat office of East Kotawaringin Regency are divided into 2, namely Permanent Employees (Civil Employees) and Contract Employees (Contract Workers). Contract workers are employees who have non-permanent employment status, so it is necessary to evaluate the quality of their performance to determine the sustainability of the contract extension. There are 6 assessment criteria that are used as a reference for assessing the performance of contract workers, namely Individual Performance Targets, Service Orientation, Integrity, Commitment, Discipline, and Cooperation. The performance appraisal of contract workers at SETDA Kotim has been computerized, but there is still no method applied to the performance appraisal of contract workers, causing the performance appraisal of contract workers to be unstructured. From these problems, a decision support system is needed to be able to assist the process of assessing the performance of contract workers. The researcher conducted a comparative analysis between the SAW method and the WP method, which is expected to determine the right method to be applied in the performance appraisal of contract workers, and can assist the personnel department in processing the performance appraisal of contract workers. Based on the final calculation results, the SAW method and the WP method can be applied in assessing the performance of contract workers and produce the same ranking order, namely the alternative contract worker named A2 = Akmad Rosidi as the best alternative, followed by the other best alternatives A5, A1, A3, and A4. From the comparison results using the MSE (Mean Squared Error) method, the Weighted Product (WP) method produces a higher deviation value than the Simple Addative Weighting (SAW) method, with a comparison of the deviation values, namely the WP method = 228679.4811, while the SAW method = 227926, 7694. So, the Weighted Product (WP) method can be recommended in assessing the performance of contract workers at the Regional Secretariat of East Kotawaringin Regency.

Social Capital and Its Returns as an Explanation for Early Labor Market Success of Majority and Minority Members in the Netherlands

This paper tests whether social capital can explain differences in labor market success between ethnic majority and minority members. To overcome problems of reverse causality—labor market success is not only the result of social capital, but also leads to better networks—the focus is on adolescents who enter the labor market. Data from the ‘Children of Immigrants Longitudinal Survey’ are used (N = 2574) and matched to register data from Statistics Netherlands. Hypotheses are tested with structural equation models and a longitudinal approach. Two different mechanisms are tested: the capital deficit and the return deficit. Ethnic majority and minority members do not differ in social capital, thus refuting the capital deficit hypothesis. However, for majority members, the upper reachability of their social capital negatively affects chances of unemployment and positively affects chances of having a permanent contract. For minority members, no such effects were observed, indicating that the same level of social capital that benefits majorities, does not benefit minorities. More research into the return deficit minority members face is needed.

Labour market flexibilisation in Lithuania: Outcomes and impacts on gender differences in work arrangements

AbstractThis paper evaluates the impacts of 2017’s labour law liberalisation on labour market flexibility in Lithuania. While employment did grow rapidly in 2017–2019, there was little change in labour market flexibility. Against expectations, part-time employment declined as labour relations continued to be administered under path-dependent institutional inertia inherited from previous decades. The prevalence of full-time, dual-earner employment was shaped by the country’s socialist legacy and was reflected in high employment rates and permanent open-ended contracts for both men and women. Analysis also showed that the revised labour law lowered the probability for women with family care responsibilities to be hired. Once hired, they were offered permanent employment albeit with the reduced protections that such contracts now provide. Impacts of the new labour law on shaping what is considered to be ‘men’s work’ and ‘women’s work’ in Lithuania are discussed.

How does obtaining a permanent employment contract affect the job satisfaction of doctoral graduates inside and outside academia?

Previous research has shown that temporary employment is negatively associated with many psychological and job-related outcomes, such as well-being, health, wages, organisational commitment, and job satisfaction. Among recent doctoral graduates, the proportion of temporary contracts is particularly high. However, research on the association between contract type and job satisfaction specifically among doctoral graduates is scarce. Therefore, whether and how obtaining permanent employment affects doctoral graduates’ job satisfaction remains a notable research gap that we intend to narrow by using panel data from a recent doctoral graduation cohort and by adopting a panel research design. We examine what effect obtaining permanent employment has on doctoral graduates’ job satisfaction and whether this effect differs by labour market sector. We use panel data that are representative of the 2014 doctoral graduation cohort in Germany and their career trajectories up to five years after graduation. We apply fixed-effects regression to approximate the within-effect of obtaining a permanent employment contract on job satisfaction. The analyses indicate that obtaining permanent employment increases doctoral graduates’ job satisfaction and that this increase is not driven by time-varying confounders. We also find that doctoral graduates’ labour market sector moderates the effect: the increase in job satisfaction is highest in the academic sector and statistically significantly different from that in the private sector. Overall, this paper offers new insights into the effect of obtaining a permanent contract on the job satisfaction of recent doctoral graduates throughout their first years after graduation, when they are often employed on temporary contracts.

Effects of precarious work on mental health: evidence from Spain

ABSTRACT Given that a relationship has been established between employment status and psychological well-being, the deepening segmentation of the Spanish labour market may be putting the mental health of part of the population at risk. However, the relationship between work and well-being could be influenced by unobservable subjective characteristics and, consequently, two people with the same job characteristics could be affected differently by precariousness. This research tackles the problem of the unobserved heterogeneity resulting from subjective variables related to work satisfaction. A finite mixed model is applied to analyse, firstly, how jobs characterized by greater instability may affect well-being and, secondly, to study how the way in which well-being is affected could depend on how the person evaluates their job satisfaction. Data from the National Health Survey of Spain have been used to perform the analysis. We conclude that, when compared to short-term temporary contracts, self-employed and atypical situations, the stability of permanent work contracts provides greater well-being if some previous conditions of job satisfaction are met. When these conditions are not met, the protective factor provided by permanent contracts is somehow diluted, and only tenured civil servants show advantages vis-à-vis the rest of work situations.

The effects of contract-type mismatch and matching frictions on unemployment duration: evidence for Portugal

ABSTRACT This paper analyses the impact of matching frictions in the Portuguese labour market on individual unemployment hazard rates and unemployment durations. The coexistence of permanent contracts and temporary contracts in the Portuguese (dual) labour-market is akin to a matching friction, with a contract-type mismatch between jobseekers who prefer permanent contracts, whereas firms, in turn, prefer to offer temporary contracts. The paper uses a rich micro dataset which allows to compute a time and space varying contract-type mismatch index, over 86 local labour markets (job-centers of the Portuguese Public Employment System) and five years. Employing discrete time hazard models and a stock-flow matching mechanism, we find that local labour markets with higher contract-type mismatch rates are characterized by lower hazard rates and longer unemployment duration. Improving the desirability of temporary contracts and information about local contract-type mismatch rates may reduce matching frictions and average unemployment duration.

Precarious employment Measurement in Central America: psychometric properties based on the II Central American Survey of Working Conditions and Health

Identify the psychometric properties of a measure of Employment Precariousness (EP) in six Central American Spanish-speaking countries (Costa Rica, El Salvador, Guatemala, Honduras, Nicaragua, and Panama) through the items of the EPRES scale (Employment Precariousness Scale) included in the II Central American Survey of Working Conditions and Health (II ECCTS) of 2018. The sample was 3,782 salaried persons, aged 18 and older, formal and informal, who participated in the II ECCTS. An EP measure of 10 items was constructed, grouped in the dimensions of temporality, salary, labor rights, and exercise of these rights. The sample was composed mostly of men, with a permanent contract, with a working age of between 2 to 5 years, a salary between $301 and $500s, who have labor rights and who exercise them. The factorial structure could not be verified. However, nine of the ten articles showed a high factorial load with their dimensions. A high acceptability of the EP measure was observed, and the Cronbach's Alpha coefficients of the dimensions were between 0.59 and 0.72, except for temporality (0.30). The reliability of the total scale was 0.68 and the EP patterns in women, youth, temporary and lower income countries were as expected. The EP measure constructed from the items available from the EPRES scale in the II ECCTS questionnaire shows acceptable psychometric properties to approximate the epidemiological quantification of job insecurity in Central America.

Descriptive Analysis of Sports Tourists in Spain

Sports tourism is a decisive factor in geographical mobility for leisure purposes. These activities entail certain acts and consequences inherent in their execution, which are worthy of study from the perspective of sustainable and reasonable tourism. Previous studies tried to show the characteristics of this type of tourist but did not provide relevant information to offer the necessary services to provide, to understand their patterns of habits, and to be able to act correctly. This paper aims to study the profile of the sports tourism consumer. Data provided by the National Institute of Statistics for the year 2019 was analyzed, taking a sample of 1496 people for statistical analysis. From these statistical analyses, key information on consumer profiles can be gleaned. Findings showed that people with Spanish nationality predominate, being mainly men. Both sexes show that they are over 40 years of age, with higher education, mostly married, cohabitation with a partner with children at home, with permanent employment contracts and certain patterns of behavior such as the use of their private car, and staying mainly in hotels or aparthotels. Therefore, from the point of view of sustainable tourism, it is vital to draw up profiles and patterns of consumers of this tourism, to evaluate and study its ecological, environmental, and social impact, as well as taking the appropriate measures to balance the balance between sports tourism and sustainability.

The impact of combining work with study on the labour market performance of graduates: the joint role of work intensity and job-field match

PurposeThis paper investigates the effects of working during university education on labour market outcomes of university graduates.Design/methodology/approachBased on data from three successive cohorts of graduates from the Spanish region of Catalonia, the authors estimate the effect of having worked in different types of jobs before graduation, classified according to work intensity and the match with the field of study, on the probability of being employed, having a permanent contract or having a job that requires the specific degree four years after graduation. The authors employ a multinomial endogenous treatment model that enables controlling for self-selection into pre-graduation working activities.FindingsPre-graduation work activities that are related to the field of study are generally beneficial for employability and job stability. Work experiences unmatched with the degree's content are detrimental for graduates' job–education match.Originality/valueThis is the first paper that jointly considers the role of work intensity (part-time vs full-time) and the relationship with the field of study in a framework that accounts for self-selection into different types of jobs. The authors also contribute to the literature by estimating the effect of pre-graduation jobs not only on the chances of being employed four years after graduation but also on two important aspects of job quality: having a permanent contract and having a job that requires the specific degree.

Online teaching and gender bias

I study the impact of online instruction on teaching evaluations at a higher education institution in Spain. Using a difference-in-differences approach, I show that in the semester when teaching moved online, female lecturers were evaluated more poorly than in previous semesters. The performance of male lecturers was not impacted by the new teaching environment, according to student opinion. I rule out several mechanisms: for example, poorer adaptation to online teaching by female lecturers, less experience in taught courses or student sorting. Additional results indicate that among the female lecturers, those who were younger and who did not have a permanent contract were those impacted most negatively. The bias was driven by male students and by low achievers (who were going to fail the course), and was particularly pronounced in Social Sciences. If the online environment keeps gaining in importance in higher education, the gender gap in teaching evaluations that I document is likely to have important direct and indirect effects on the career progression of women.

THE ELEMENTS OF A GENUINE FIXED-TERM CONTRACT: A REVIEW ON MALAYSIAN LEGAL FRAMEWORK

Fixed-term employment generally may be referred as an employment contract in which an organization hire an employee for a specific time period. The primary objective in offering a fixed-term employment contract is because the employer does not have to commit to the permanent employment of the incoming employee. There is no issue of unfair dismissal arises in the principle of fixed-term contract. The Court will determine whether the employment contract in dispute is in fact a genuine fixed-term contract or a permanent contract disguised as fixed-term instead. The employer is not obliged to renew the contract after its expiry and no reasons need be given for non-renewal once it was established that the employment contract is a genuine fixed-term employment. Furthermore, aside from various meaning of genuine fixed-term contract defined in Malaysian cases, it not may not always be successful to protect the employee. Thus, this paper focuses on the issue of the employees’ rights and protection recruited under fixed-term contract in Malaysia by referring to the previous cases.

An analysis of the effect of temporary/permanent contracts on firm efficiency performance: evidence from South Korea

PurposeBecause no international accounting policy exists to mandate human capital (HC) information must be reported on financial reports, the association between workforce HC and firm performance/efficiency is not well-established. South Korea is a rare example with high HC reporting quality, as well as relatively high national productivity. On the other hand, in some developed countries (such as the UK), HC reporting quality and productivity is low. Moreover, there is an increasing propensity to offer employees non-standard contracts. Thus, because of a divergence in HC reporting quality internationally, the South Korean sample can provide valuable insights to countries with weak HC reporting quality about the association between contract quality and firm performance/efficiency.Design/methodology/approachUsing a sample of Korean listed firms (2010–2015), pooled Ordinary Least Squares (OLS) regression analysis is conducted to show whether firms that offer employees higher levels of permanent, relative to temporary contacts, demonstrate higher firm performance/efficiency.FindingsFirms that provide employees with increasing permanent (temporary) contracts experience higher (lower) performance/efficiency.Research limitations/implicationsThis research is limited due to sample selection. However, the sample represents the population of all firms that report contract type information in South Korea, a market with highly robust HC information reporting.Originality/valueBecause of data unavailability, a positive association firm-level performance/efficiency and permanent employment can only be made in a handful of countries. The study has policy implications and extends the non-financial reporting literature by addressing HC reporting limitations that exist in the mainstream accounting framework. Based on relative operational efficiency/performance, the study offers practical insights to management about the importance of staff retainment. Moreover, the authors also offer an anthropocentric perspective by inferring how low HC reporting quality can have a negative impact on society in Industry 4.0.

Forgotten keyworkers: the experiences of British seafarers during the COVID-19 pandemic

AbstractDuring the COVID-19 pandemic the UK Government designated seafarers as keyworkers. This article explores their experiences in an industry operating under international legislation designed to ensure and maintain their employment and working conditions. Three hundred and fifty-two British seafarers completed an online questionnaire. The findings revealed two key themes: the erosion of the terms and conditions of those who work at sea, and the differing experiences of those who were precariously employed on single voyage contracts in comparison to those in permanent employment. In contrast with precariously employed individuals, more seafarers with permanent contracts were joining the vessel as normal and fewer were not being paid having been unable to join a ship as scheduled. In a similar vein, fewer permanently employed seafarers were adversely financially impacted during the pandemic. The article concludes that those with the weakest employment relationships have experienced the greatest challenges as a result of the COVID-19 pandemic–a scenario which was possible as a result of the limited enforcement of the regulatory framework intended to protect those who work at sea.

Pengaruh Motivasi Kerja, Loyalitas dan Kualitas Karyawan Terhadap Kinerja Karyawan di PT. Indofood CBP Sukses Makmur Tbk

Human resources have a very important role in supporting the sustainability of a company or organization. The purpose of this study was to analyze the effect of work motivation, loyalty and quality of employees on employee performance at PT. Indofood CBP Sukses Makmur Tbk, Noodle Division, Bekasi West Java Branch. Respondents in this study were 130 employees from a total population of 2620 employees who were divided into permanent employees and contract employees, spread several departments with a sampling technique using stratified random sampling. The data analysis used in this study includes descriptive analysis of respondents, multiple linear regression analysis and multivariate ANOVA test. The results showed that: 1) work motivation had a significant effect on employee performance. 2) Loyalty had a significant effect on employee performance. 3) Employee quality had a significant effect on employee performance. 4) Work motivation, loyalty and quality of employees together significant affect employee performance. 5) Contract employees have better work motivation, 6) permanent employees have loyalty, employee quality and better performance, it can be seen from how permanent employees are better able to analyze, assess, create and make decisions on problem-solving and are able to find solutions to a problem that is around. Keywords: employee performance, employee quality, loyalty, work motivation

Institutions, Labor Market Insecurity, and Well-Being in Europe

We examined the differences among seventeen European countries regarding the extent to which several key institutional and labor market characteristics affect the degrees of insecurity that people feel about their jobs and employment prospects, as well as their well-being (economic security and subjective well-being). We estimate how macrostructural factors affect well-being by fitting random-intercept multi-level models and decomposing the variance across national and individual levels, using data from the 2004 and 2010 European Social Surveys. We find that there is substantial country-level variation in labor market insecurity, economic security and subjective well-being. Active labor market policies, the generosity of unemployment benefits, and collective bargaining coverage explain a considerable portion of the identified differences among countries in labor market insecurity and well-being. The effects of employment protection legislation vary depending on whether the worker has a permanent or temporary contract. We did not find substantial differences between 2004 and 2010, suggesting that the effects of institutions and worker power on labor market insecurity and well-being reflect longer-term structural changes associated with the transformation of employment relations.

Differences in mortality between temporary and permanent workers: results from the Rome Longitudinal Study

ObjectivePrecarious employment is characterised by instability, lack of protection and economic vulnerability. The objective of this study was to assess the association between temporary contracts and mortality.DesignCohort study.SettingRome, Italy.ParticipantsAll employees,...

High hiring rate of nurses in Catalonia and the rest of Spain hides precarious employment from 2010 to 2019: A quantitative study.

AimThis study aims to describe the hiring of nurses in Catalonia and the rest of Spain over 10 years.BackgroundPrecarious employment (PE) has negative consequences for nurses' quality of life and work performance.MethodsQuantitative study using a retrospective, longitudinal, descriptive design. We analysed publicly available employment data from Catalonia and the rest of Spain.ResultsNurses are among the health professionals with the lowest proportion of open‐term (permanent) contracts, 25% during the first 4 years of employment. During the study period, each nurse hired had an average of 3.44 contracts per year. The proportion of nurses with a fixed‐term (non‐permanent) contract shrank from 25.3% in 2006 to 20.5% in 2012 and grew rapidly to 38.7% in 2018. We estimate that 14,800 nurses signed fixed‐term contracts in 2018 without ever having registered as unemployed in nursing.ConclusionHigh rates of fixed‐term hiring and the high number of contracts per nurse are evidence of a high level of PE for nurses in Catalonia.Implications for Nursing ManagementWhen policymakers and workforce planners design recruitment and retention programmes for nurses, they should consider improving working conditions by extending more open‐term contracts to combat PE and, indirectly, the shortage of nurses.