Type Of Employment Contract Research Articles

Organizational Commitment in a Portuguese Public Higher Education Institution

Individuals with high organizational commitment protect organizational heritage, share organizational goals and remain in the organization in good and bad times (Batugal & Tindowen, 2019). So, this research intended to determine the level of organizational commitment and to determine whether the type of employment contract is a differentiator factor of the organizational commitment.

The future of work for young people – early occupational pathways and the risk of automation in Australia

ABSTRACT Automating workplaces that results in a loss of jobs has become a topic of public debate and study but has paid little attention to differential impacts on age groups. This paper applies OECD data on the risk of jobs being automated to Australian longitudinal survey data following 15 years old students over a ten-year period as they enter the job market. Whilst in the early stages of their working lives, these young Australians often worked in jobs projected to be at high risk of automation, they gradually moved into jobs and occupations projected to be less exposed to automation. Young Australians were also less likely to work in jobs at risk of automation than the average Australian. Besides socio-demographic factors, including educational attainment but also domestic wealth, the incidence and kind of computer use at home were associated with working in jobs at a higher or lower risk of automation, as were young workers’ type of employment contract and whether young employees changed employers. Whilst suggestions of large-scale job losses owing to automation may be exaggerated, the socio-economic divide that extends to exposure to at risk occupations ought to be a matter of policy concern.

Spanish-speaking validation of the internal corporate social responsibility questionnaire.

The purpose of this study is to validate a Spanish-speaking version of the internal corporate social responsibility questionnaire (ICSR Q), a questionnaire that is based on the social exchange theory and assess the perception of employees related to seven internal practices that reflect how responsible are organizations toward its workforce The questionnaire was applied to two samples of Colombian employees (N = 433). Confirmatory factor analysis revealed that the original structure of seven factors was maintained in the Spanish-speaking version, with appropriate levels of convergent and discriminant validity. Positive and significant relationships were found between internal corporate social responsibility and organizational commitment, both at affective and normative levels. Finally, type of employment contract (permanent or fixed term) implied significant differences in employee perceptions of internal corporate social responsibility. Our results provide evidence for the validity of the Spanish-speaking version of the internal corporate responsibility scale, suggesting its future application in investigations of internal aspects of corporate social responsibility in Spanish-speaking organizational contexts.

Nursing Home Workers' Mental Health During the COVID-19 Pandemic in France.

ObjectivesThe present study sought to examine mental health problems among nursing home workers in the context of the COVID-19 pandemic, to investigate COVID-19–related fears, and to identify prepandemic factors associated with current mental health issues.DesignA cross-sectional, online survey was used.Setting and ParticipantsAll employees among 6 nursing homes in southwestern France (N = 455) were solicited between November, 2020 and June, 2021.MethodsThe survey instrument was developed within the World Mental Health consortium to screen for COVID-related fears, probable generalized anxiety, panic attacks, depression, posttraumatic stress and substance use disorders in the past 30 days.ResultsThe survey was completed by 127 workers (89.0% female, mean age = 43.42 years, SD = 11.29), yielding a 28.5% response rate. Overall, 48.03% reported experiencing fear of infecting others at least most of the time. One in 8 (14.96%) indicated that close others feared being infected by them. One-third of the sample (34.65%) met criteria for at least 1 probable current mental disorder. Panic attacks (22.05%) were the most frequently reported mental health problem, followed by depression (16.54%). In multivariate analyses, the only factor associated with having a current probable mental disorder was the presence of any prepandemic mental health problem (adjusted odds ratio 4.76, 95% CI 2.08-10.89). Type of employment contract, full-time status, and medical vs nonmedical staff status were not significantly associated with mental health status.Conclusions and ImplicationsThe study reveals that one-third of nursing home workers in the sample report current probable mental disorders, and these were largely associated with prepandemic mental health status. Screening for common mental health problems and facilitating access to appropriate care should be prioritized in nursing homes.

Link Between Adult Literacy and Participation in the Labour Market: Central European Region

Human capital, together with financial and material resources, is an important factor in the economy of society. Human capital can be defined in different ways, but knowledge, abilities, skills, competences, or literacy, in general, are essential parts. It can be said that literacy is the cornerstone of human capital. According to the basic principles of the theory of employment, factors such as education, gender, age, health, marital status, and emigration have a major impact on participation in the labour market. However, in scientific discourse, there is a strong emphasis on these factors and the importance of literacy. However, there is a lack of studies specifically analysing the links between literacy and participation in the labour market. In particular, it is important to analyse whether literacy is equally important for participation in the labour market in different regions and countries. This article analyses the link between participation in the labour market and literacy in the Central European region. Six Central European countries are analysed based on the International Survey of Adult Skills OECD PIAAC. An analysis of the main parameters showing how a person participates in the labour market suggests there is a link between a person’s literacy and their working status, type of employment contract, managerial position, and economic sector.

THE ESSENCE OF A FIXED-TERM EMPLOYMENT CONTRACT

The existing regulation of the Labor Code includes three types of employment contracts. It means that each of them may be concluded only in certain circumstances. The differences between them result from their different functions and purposes. The shape of the regulation of each contract should reflect its nature. The essence of a fixed-term employment contract is shaped by three structural elements: the temporary nature of the work to be performed, unconditional determination of the end of the employment contract, and stability of the contract. The purpose of this article is to characterize each of these elements and assess the compliance of the existing LC regulation with the nature of the contract in question.

Psychological and social challenges of the pandemic from the preschool educators’

The aim of this paper is to explore mental health challenges (operationally defined primarily through the DASS questionnaire – depression, anxiety and stress), but also the social aspect of individual stability due to the pandemic among educators in Bosnia and Herzegovina, taking into account the fact that kindergartens did not work, that some educators lost their jobs, and that going back to kindergartens under new circumstances was difficult for both children and educators. The sample included educators from Sarajevo, Tuzla, Zenica, Mostar and the surrounding smaller cities, i.e., 111 participants in total. The instrument comprised three parts: sociodemographic variables (gender, educational level, type of employment contract, type of institution), social variables (economic, labor law and social status) and psychological variables (DASS questionnaire consisting of 42 items and a few questions for a qualitative analysis). The results indicate that almost 2% of the educators lost their jobs, 8% were referred to the Employment Agency, 18% temporarily lost their job, which means that in total 28% of them experienced job instability due to the pandemic. The pandemic has also somewhat affected the amount of monthly income among a half of the participants. On the other hand, even 40% of the educators stated that the attitude of parents towards them changed significantly, parents appreciating more the job of an educator. Furthermore, the educators claimed they took it hard when kindergartens were reopened and when they had to go back to work under special epidemiological conditions. In terms of fear, they emphasized the fear of transmitting the COVID infection to the elderly, and children being confined to homes, while the minority felt fear of being infected by COVID. The quality of life changed since they missed physical contact with the loved ones, as well as visits and travelling. A quarter of the participants scored high on the scales of depression, anxiety and stress. The regression analysis model involving the sociodemographic variables of gender, age, working experience, educational level, kindergarten type, type of employment contract, and even social support, did not prove to be significant predictors of educators’ mental health. Keywords: COVID-19, educators’ mental health, socio-economic status, stress.

Characteristics of Workplace Psychosocial Resources and Risk of Diabetes: A Prospective Cohort Study.

To examine whether characteristics of workplace psychosocial resources are associated with the risk of type 2 diabetes among employees. Participants were 49,835 employees (77% women, aged 40-65 years, and diabetes free at baseline) from the Finnish Public Sector cohort study. Characteristics of horizontal (culture of collaboration and support from colleagues) and vertical (leadership quality and organizational procedural justice) psychosocial resources were self-reported. Incident type 2 diabetes (n = 2,148) was ascertained through linkage to electronic health records from national registers. We used latent class modeling to assess the clustering of resource characteristics. Cox proportional hazards models were used to examine the relationship between the identified clusters and risk of type 2 diabetes during 10.9 years of follow-up, adjusting for age, sex, marital status, educational level, type of employment contract, comorbidity, and diagnosed mental disorders. We identified four patterns of workplace psychosocial resources: unfavorable, favorable vertical, favorable horizontal, and favorable vertical and horizontal. Compared with unfavorable, favorable vertical (hazard ratio 0.87 [95% CI 0.78; 0.97]), favorable horizontal (0.77 [0.67; 0.88]), and favorable vertical and horizontal (0.77 [0.68; 0.86]) resources were associated with a lower risk of type 2 diabetes, with the strongest associations seen in employees at age ≥55 years (Pinteraction = 0.03). These associations were robust to multivariable adjustments and were not explained by reverse causation. A favorable culture of collaboration, support from colleagues, leadership quality, and organizational procedural justice are associated with a lower risk of employees developing type 2 diabetes than in those without such favorable workplace psychosocial resources.

Determinants of workers' well-being during the COVID-19 outbreak: An exploratory study.

Inspired by the Conservation of Resource theory (Hobfoll, 1989), this study investigated the role of a broad set of personal vulnerabilities, social, and work-related stressors and resources as predictors of workers’ well-being during the COVID-19 outbreak. Participants were 594 workers in Italy. Results showed that personality predispostions, such as positivity, neuroticism and conscientiousness as well as key aspects of the individuals’ relationship with their work (such as job insecurity, type of employment contract or trust in the organization) emerged as factors promoting (or hampering) workers’ adjustment during the COVID -19 outbreak. Interactions between stressors and resources were also found and discussed.Supplementary InformationThe online version contains supplementary material available at 10.1007/s12144-021-02408-w.

The Gendered Relationship Between (Old and New Forms of) Employment Instability and Union Dissolution

The present study contributes to a more comprehensive understanding of the relation between employment instability and union dissolution. To address the oversights of previous research, we disentangle the effect of employment instability on union dissolution by: (i) considering not only the effect of joblessness, but also the type of employment contract; (ii) evaluating both status and the accumulation of instability over the life course; and (iii) detecting gender differences. We focus on Italy, applying event-history techniques to the most recent Italian Multipurpose Survey “Families, social subjects and life cycle” of 2016, observing cohorts from 1950 to 1986. Our results suggest that the effect of employment instability on union dissolution is gender-specific: joblessness and limited-time employment are facilitators for men’s dissolution, while, for women, joblessness is an inhibitor for dissolution, and time-limited and permanent employment do not substantially differ. We also highlight the crucial role of the persistence of instability in unpacking the association between employment instability and union dissolution. This paper advances—for the first time for Italy, at least—that men’s time-limited employment arrangements negatively affect a couple’s stability.

Factors influencing the patient safety climate in intensive care units: cross-sectional study

BackgroundMeasuring the patient safety climate of a health service provides important information about the safety status at a given time. This study aimed to determine the factors influencing the patient safety climate in Intensive Care Units.MethodsAn analytical and cross-sectional study conducted in 2017 and 2018 in two adult Intensive Care Units of a Brazilian Teaching Hospital. The Safety Attitudes Questionnaire instrument was applied with the multidisciplinary teams to determine the factors influencing the patient safety climate. Data were double entered into a database and processed using the R (version 3.5.0) statistical software. Position, central tendency and dispersion measures were taken and absolute and relative frequencies, mean and confidence intervals were calculated for the quantitative variables. Linear regression was performed to verify the effect of variables on the SAQ domains. Variables with a p-value of less than 0.25 were selected for multivariate analysis.ResultsA total of 84 healthcare providers participated in the study. The mean Safety Attitudes Questionnaire score was 59.5, evidencing a negative climate. The following factors influenced the safety climate: time since course completion, professional category, type of employment contract, complementary professional training, and weekly workload.ConclusionsThe factors identified indicate items for planning improvements in communication, teamwork, work processes, and management involvement, aiming to ensure care safety and construct a supportive safety climate.

Innovation, on-the-job learning, and labor contracts: an organizational equilibria approach

AbstractAn established tenet of the literature is that the use of flexible labor leads to less innovation. Yet, less attention has been paid to the possibility that it is the decision to innovate that generates the incentive to hire on a permanent basis. The goal of this paper is to show the existence of interlocking complementarities between the firm's technological and hiring strategies. To do so, we develop a simple model where the workers’ decision to invest in human capital is affected by the type of employment contract (temporaryversuspermanent) and by the type of technological investments (routineversusinnovative). When the firm is unable to coordinate its actions across these different domains, two equilibria simultaneously exist: in the ‘high-road’ equilibrium, firms invest more in innovative projects and hire on a permanent basis; in the ‘low-road’ equilibrium, they invest more in routine projects and hire on a temporary basis.

Employers' Willingness to Invest in the Training of Temporary Workers: A Discrete Choice Experiment

Various studies have shown that temporary workers participate less in training than those on permanent contracts. Human resources practices are considered to be an important explanation for this difference. We develop a theoretical framework for employers' provision of training that explicitly incorporates the costs and benefits associated with training investments in employees with different types of employment contracts. Our framework not only predicts employers to be less willing to invest in temporary workers due to the shorter time horizon associated with such an investment, but it also provides insights into how this willingness depends on characteristics of the training that are related to the expected costs and benefits of the training investment. A discrete choice experiment is used to empirically test the predictions from our theoretical framework. In line with our theoretical framework, we find that employers are less likely to invest in the training of temporary workers. This particularly holds when temporary workers do not have the prospect of a permanent contract with their current employer. Furthermore, we show that employers' likelihood of investing in temporary workers indeed depends on aspects related to the costs and benefits of training, that is, a financial contribution to the training costs made by employees, a repayment agreement that applies when workers leave the organisation prematurely, and the transferability of the skills being trained. Our findings can be used to increase employers' willingness to invest in temporary workers. However, similar effects are observed when looking at employers' willingness to invest in permanent workers, suggesting that it will be difficult to decrease the gap in employers' willingness to invest between temporary and permanent workers.

An Investigation on the Widespread Use of Zero Hours Contracts in the UK and the Impact on Workers

The use of zero hours contract (ZHC) amongst employers in the UK continue to grow with little or no job security. There has been growing concern on how this type of employment contract is affecting workers socially, economically, health and otherwise. Existing research on ZHC focuses on low paid jobs, hence the importance of this study. The aim of this paper is to investigate how ZHC affect the worker with a focus on establishing the difference in experience between workers from across different sectors. Data for the study is obtained from conducting thirty-six semi-structured interviews with people working on ZHC. Participants for the study worked in health, education, hospitality, security, construction, and retail sectors, to understand if worker’s experience might differ based on the sector in which they work. The result demonstrated that the use of ZHC contract has spread to sectors such as education (lecturing jobs) which are generally considered as high skilled jobs as opposed to prevalence of ZHC in low skilled jobs as documented by previous research. Flexibility remained the key element of ZHC that all the workers enjoyed and would like to retain. However, the uncertainty and insecurity of the contract affects workers financial stability, social and family life, job quality and satisfaction; career progression and health. The negative impact of ZHC is largely the same with workers in lecturing job driven by insecurity and uncertainty. Although workers in the education sector (teaching staff) reported knowing their schedule for a semester or academic year, issues such as the lack of opportunities for career progression, no/limited training provided where required, stress and anxiety relating to the insecurity and uncertainties remain a growing concern. The use of ZHC contract in sectors such as education (lecturing jobs) which are generally considered as high skilled jobs is concerning and demonstrate how precarious the United Kingdom’s labour market is increasing becoming insecure.

METHODOLOGICAL TECHNIQUES TO CONTROL IN LINE WITH THE LABOR LEGISLATION INNOVATIONS

In Ukraine the Labor Code (adopted in 1971) is currently in force, the content of which does not comply with the social and political requirements of the country as well as the international cooperation directions. Subsequently, 95 clarifications, additions and amendments have been made and Labor Code Draft has been developed. The article is devoted to applying control techniques, whose implementation is based on the Labor Code Draft innovations in line with scientifically developed and proven in practice, approaches to national and international standards. In the course of the study, two groups of methodological techniques (both generally scientific and own) have been proposed, with relevant examples of remuneration. The composition of methodological techniques is determined by generally scientific methods, such as analysis and synthesis, induction and deduction, analogy and modeling, abstraction and concretization, systems analysis, functional cost analysis. Own-organoleptic technique (inventory, control measurements of work performed, sample and continuous observations, technological and chemical‒technological control, examinations, official investigation, experiment); computational–analytical technique (economic analysis, statistical calculations, economic‒mathematical methods), documentary technique (information modeling, document research, in–house inspections, normative and legal regulation), generalization and implementation of control outcomes (documentation of intermediate control outcomes, analytical grouping, investigative and legal justification, systematic grouping, decision-making and control over their implementation) have been studied. Both characteristics and application of the control methodological techniques in line with the labor legislation innovations are illustrated by statistical figures of financial and economic activities in Ukraine, in particular the composition of the Labor Code Draft; innovations of the labor legislation draft, the unemployment rate in Ukraine over the last four years; types of employment contracts; advantages and disadvantages of remote work, etc. The application of the whole range of techniques for controlling wages should be used due to the Labor Code adoption, which is extremely important to provide its effectiveness, as their rational combination contributes to the reliable calculation, maintenance and payment of wages, increasing welfare as each employee, the enterprise and the country in general.

Problems of Moldovan Migrants in the Context of the COVID-19 Pandemic

The migration process is associated with great health risks. The factors of health vulnerability of migrants are: the complexity of the migration route; poor living and working conditions; limited access to health care; linguistic and cultural barriers when interacting with healthcare providers, etc. The COVID 19 pandemic has created new health vulnerabilities for migrants. The combination of political, legal, economic and socio-cultural factors creates vulnerabilities for migrants and increases the likelihood of: being infected with COVID 19; lack of access to adequate care; the occurrence of serious symptoms; poor psychosocial impact; lack of income and livelihood. The content of this study is based on: analysis of bibliographic sources on the health of migrants in the context of the COVID-19 pandemic; secondary analysis of the results of studies of Moldovan migrants abroad; analysis of statistical information on the state of incidence of COVID-19 on the territory of the Republic of Moldova; analysis of publications on the topic of Moldovan migrants in the context of the COVID-19 pandemic in the media; analysis of comments in online groups of the Moldovan diaspora abroad. The legal status of Moldovan migrants in the country of destination, their field of activity, the type of employment contract concluded, as well as the policy of protecting the countries of destination of migrants have become factors of vulnerability of Moldovan migrants abroad in the context of the COVID 19 pandemic. When returning home, Moldovan migrants faced a number of problems and became an object sharp criticism, and stigmatization from their own compatriots. The inability of the country’s leadership to cope with the problems that arose caused a sharp reaction in the ranks of Moldovan citizens abroad and contributed to an unprecedented turnout of the Moldovan diaspora in the presidential elections in November 2020. The victory of the pro-Western candidate Maia Sandu became possible thanks to the support of the diaspora, which made up 1⁄4 of the entire electorate elected president. The study showed that in the context of the COVID-19 pandemic, international migrants have become a social problem for both receiving countries and donor countries. A timely policy of comprehensive measures to support the health of migrants and their social protection can be a decisive factor in effectively containing the spread of COVID-19 and reducing the emergency and social tensions in both receiving countries and countries that are donor migrants.

Regarding the Legal Issues in relation to Trial System or Proationary period in employment matters

Given the fact that dismissals are not easy, employers will try to use a trial system that allows employees to be hired after fully verifying the quality of their workforce rather than offering permanent employment. However, it is important to regulate the abuse of the system as it could lead to an increase in non-regular employment and unemployment among young people. In this thesis, we looked at the distinction between the trial period and the probationary period, the problem of the trial contract in the fixed-term employment contract, the length and progress of the trial period, the nature of the trial period, and the specific criteria for rejection of this continuing employment after the expiration of the trial period. First, the trial labour contract is a type of employment contract with employer’s termination right by observing and evaluating worker’s competence of work such as work ability, qualities, character, and sincerity, for a certain period of time after hiring as a trainee. In general, trial employment is used for the purpose of temporary employment before entering into permanent employment. On the contrary, the probation period refers to a period set for the purpose of training and training workers’ vocational skills after the official recruitment, and it is used in the sense that it has already been officially recruited, and there is no specific work adequacy evaluation to determine whether or not to be employed. Depending on whether the employment contract is trial or probation, it can result in a substantial difference to the employee, so it is necessary to interpret the employment contract by clearly distinguishing it conceptually. In addition, it is a matter of interpretation of the employment contract according to specific issues, as it is necessary to grasp what meaning is actually used through the employment contract or employment rules Second, employment disputes may arise as to whether it is a contract period or a trial period. In such cases, it is ultimately a matter of interpretation of the parties intention, but if it is interpreted that the purpose and purpose of the period is to evaluate and judge the employee s ability to work, etc. during that period, it should be interpreted as a possible period of use for the protection of the employee. In addition, it would not be easy to accept the position that it is not acceptable to include temporary work in part-time work contracts in consideration of the fact that it is difficult for an employee in a subordinate position to enter into a part-time work contract to claim to exclude them in the absence of clear application laws regarding the part-time work. Third, it can be interpreted as invalid in accordance with Article 103 of the Civil Act that although it may differ depending on the purpose and occupation of the setting, the period of use is generally appropriate for three months, and the period of unfair long-term use is feared to destabilize the status of employees. If there is no reasonable reason for not being able to determine the eligibility of employees during the first period of employment, the employer shall be deemed to be unable to extend the period of use, and if the employer does not actively express to the hirer that it is inappropriate as a full-time employee even though the specified period of use has passed, the hirer shall be deemed to acquire the status as a full-time employee. Fourth, the legal nature of the trial employment contract was regarded as a contract with the right to terminate. Therefore, in the case of a trial employment contract, the employer can terminate the employment contract by exercising the termination right reserved at the end of the trial period. However, as an employee during the trial period has an employment contract as well as a formal employee, exercising the right to terminate is equivalent to dismissal under the Labor Standards Act.

Workaholism, engagement and family interaction: Comparative study in portuguese and spanish nurses.

To identify and compare workaholism, engagement and family interaction levels among Portuguese and Spanish nurses. The contribution of nursing management and leadership to workers' health and well-being is cardinal to ensure a healthy work environment. However, factors such as workaholism, engagement and family interaction can strongly influence nurses' performance, well-being and safety. A multicentre, comparative and cross-sectional study using 333 Portuguese (54.1%) and Spanish (45.9%) nurses working in hospitals. Portuguese nurses showed higher levels for workaholism, negative work-family interaction and negative family-work interaction, while Spanish nurses presented higher levels of engagement, positive work-family interaction and positive family-work interaction. Gender, age, job experience time, academic training, working schedule and type of employment contract influenced workaholism, engagement and work-family interaction among nurses from both countries. During their professional practice, nurses perceived their stress differently according to each country, with Portuguese nurses presenting worst psychological conditions than Spanish nurses, namely higher workaholism, negative work-family interactions and lower engagement. Workaholism, engagement and work-family interaction are important areas in which nursing managers must invest to better respond to the new challenges of work contexts.

Effects of Occupational stress and related factors on life satisfaction level of workers in electronic manufacturing industry

Objective: To investigate the influence of life satisfaction level and occupational stress related influencing factors on workers in chip manufacturing industry in order to provide guidance for psychological intervention. Methods: In June to December 2016, by using sampling method, 2251workers in electronic manufacturing industry were selected as study subjects. A self-made questionnaire was used to investigate the demographic and occupational data of workers, Job Demand-Control Model (JDC) 、Effort-reword Imbalance Model (ERI) 、Well-being Index (WHO-5) were used to investigate and analyze the status of life satisfaction respctively. To analyze the influence of occupational stress factors on life satisfaction. Results: There were 773 workers with low life satifaction, the detect rate was 34.5% (773/2251) . Single factor analysis showed that migrant workers, type of employment contract, week working time (h) , working system, contact risk factors, chronic disease and all occupational stress related factors were the influcecing factors of life satisfaction among workers (P<0.05) . The results of multiple factor logistic regression analysis showed that contact risk factors, high effort in work and high effort inner work were the risk factors of low life satisfaction in electronic device manufacturers (OR=1.544, 1.376, 1.788, P<0.05) . And non-migrant workers, high return in work, high autonomy and high social support were the protective factors of low life satisfaction in electronic device workers (OR=0.606, 0.390, 0.615, 0.622, P<0.05) . Conclusion: Enterprises should strengthen the protection education of hazard factors for employees, those who contact hazard factors and high effort in work, improve worker's returns and autonomy, improve their social support, improve workers' life satisfaction, and build healthy enterprises.

Is casual employment in Australia bad for workers’ health?

ObjectivesThis paper assessed the impact of working in casual employment, compared with permanent employment, on eight health attributes that make up the 36-Item Short Form (SF-36) Health Survey, separately by...