À propos des politiques d'emploi à destination des publics dits « vulnérables » et en particulier celle de l'insertion par l'activité économique (IAE), l'article propose une lecture des logiques ...participative et évaluative dans le cadre d'une problématique de co-détermination. L'actualité de cette analyse montre l'importance des isomorphismes institutionnel et managérial dans la reconfiguration du couple participation/évaluation. Les enjeux résident moins dans la mesure des écarts entre prescription et application que dans un remodelage des normes, valeurs et dans la répartition des rôles entre institutions étatiques de l'emploi et la participation des professionnels de l'insertion/inclusion.
Med økningen i lønnsarbeid og fagorganisering fra slutten av 1800-tallet kom spørsmålet om arbeidernes tilknytning til bedriftene på dagsorden. Det vanlige ble etter hvert at mange ble ansatt fast i ...et forholdsvis stabilt arbeidsforhold. I denne artikkelen diskuteres hvorfor fast arbeid ble utbredt i løpet av 1900-tallet. Deretter diskuteres i hvilken grad og hvorfor «fastheten» i arbeidet ble utfordret fra 1980-årene. Oppmerksomheten er særlig rettet mot bruken av bemanningsbyråer i verkstedindustrien og reguleringen av ansettelsesformene på nasjonalt nivå. Artikkelen viser hvordan fast arbeid ble fremmet som en rettighet før det ble en (parti)politisk ambisjon og anerkjent som en juridisk norm. Etter andre verdenskrig ble fast arbeid dominerende både som norm og rettslig sett. Både arbeidsgiveres og fagforeningers strategier pekte mot stabilitet i arbeidsmarkedet og dermed varig arbeid for store grupper arbeidstakere. I 1980- og 1990-årene ble oppslutningen om fast arbeid blant sentrale aktører i norsk arbeidsliv svekket, og uenigheten knyttet til spørsmål om fast og midlertidig arbeid økte. Men den norske historien om fastheten i arbeidet kan likevel ikke utelukkende skrives som en historie preget av endring og oppbrudd. For til tross for endringer og den stadige tautrekkingen om hvor fast arbeidet skulle være, har temaet i betydelig grad vært preget av stabilitet og overordnet konsensus. I tiden etter andre verdenskrig foregikk striden og endringene innenfor noen overordnede rammer: Mange skulle være fast ansatt, men ikke for mange, og faste ansettelser skulle ikke være for faste.
Introducing Employability McQuaid, Ronald W.; Green, Anne; Danson, Mike
Urban studies (Edinburgh, Scotland),
02/2005, Letnik:
42, Številka:
2
Journal Article
Recenzirano
Celotno besedilo
Dostopno za:
BFBNIB, DOBA, IZUM, KILJ, NUK, OILJ, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
64.
Why Beauty Matters Mobius, Markus M.; Rosenblat, Tanya S.
The American economic review,
03/2006, Letnik:
96, Številka:
1
Journal Article
Recenzirano
We decompose the beauty premium in an experimental labor market where "employers" determine wages of "workers" who perform a maze-solving task. This task requires a true skill which we show to be ...unaffected by physical attractiveness. We find a sizable beauty premium and can identify three transmission channels: (a) physically attractive workers are more confident and higher confidence increases wages; (b) for a given level of confidence, physically attractive workers are (wrongly) considered more able by employers; (c) controlling for worker confidence, physically attractive workers have oral skills (such as communication and social skills) that raise their wages when they interact with employers. Our methodology can be adopted to study the sources of discriminatory pay differentials in other settings.
This study examines predictors of satisfaction with digital follow‐up among young people in the Norwegian Labor and Welfare Administration (NAV). A total of 1195 young employment seekers were ...recruited across Norway. Participants completed a cross‐sectional online survey comprising demographic questions, general questions on service quality, digital services, and open‐ended questions on their experiences with NAV. Using a mixed‐methods approach, we developed hypotheses derived from qualitative open‐ended text fields and tested these assumptions with quantitative analyses. Results revealed three themes related to satisfaction (information, response time, and impersonal contact), and multiple linear regression identified perceived response time, language comprehension, and information as predictors. Perceived response time was found to be the strongest predictor. We suggest that clients' perceptions of response time may be influenced by their service expectations, and service expectations may be shaped by the application of digital technologies. Hence, clarification of expectations may be of importance in digital follow‐up of young people. Finally, this study underscores the importance of clear and understandable information to reduce digital exclusion. We suggest that these changes should occur in collaboration with user‐panels.
The article is aimed at studying theoretical approaches to understanding the essence of flexible employment policy in modern enterprises. The article analyzes approaches to understanding the essence ...of the definition of «employment of the population» by domestic and foreign scholars. Modern trends in the field of employment of workers are identified, interpretations of the terms «non-standard employment» and «flexible employment» are studied, their common features and differences are determined. The main trends in the use of labor force are aimed at reducing the costs of structural restructuring of the economy by: the use of various forms of hiring employees and their labor engagement, flexibility in regulating working hours (ensuring a flexible schedule with irregular working hours), flexibility in matters of remuneration (using a differentiated and individual approach), flexibility in the use of forms and methods of social protection of workers. The article analyzes the peculiarities of using the flexibility model in the context of employment problems. Based on the analyzed theoretical approaches, the definition of a flexible employment policy at the State level and the level of individual enterprises is provided. At the State level, flexible employment is defined as a form of labor market regulation, which takes into account and does not oppose the interests of both subjects of social and labor relations, i. e.: employers and hired employees. At the level of individual enterprises, flexible employment policy is the company’s policy towards employees, which gives the latter the opportunity to choose between working and free time – both in terms of the amount of time and the mode of its use. Thus, the introduction of a flexible employment policy both at the level of individual enterprises and at the State level as a whole will make business more responsible, increase the level of economic activity of the population, make enterprises and organizations more competitive in the labor market in the context of informatization and digitalization of modern society.
Cancer patients commonly require assistance from a relative or friend, and many of these “family caregivers” are navigating employment while caring. The purpose of this analysis was to understand the ...experience of employment while providing care to someone with cancer, including these caregivers’ roles and burden, adjustments made to employment, assistance provided by employers, and preferences for employment and financial support. To further highlight this group of cancer caregivers, we compare it with (1) cancer caregivers who were not employed while caring; (2) caregivers for patients with a primary condition other than cancer who were employed while caring; and (3) caregivers for patients with a primary condition other than cancer who were not employed while caring. This secondary analysis is drawn from the National Alliance for Caregiving’s (NAC)/AARP Caregiving in the US dataset of unpaid adult (i.e., age 18 and older) caregivers. Half of the cancer caregivers were employed while providing care, and these employed caregivers were significantly more likely to be younger than those non-employed while caring. The employed cancer caregivers provided significantly fewer hours of care per week on average than those non-employed (23.4 vs. 42.5 h/week) but provided a nearly equivalent number of ADLs on average. Nearly half (48%) of the employed cancer caregivers reported coming in late to work, leaving early, or taking off work to accommodate caregiving, while 24% cut back on hours at work or went from full-time to part-time employment and 11% retired early or quit work entirely. The employed cancer caregivers (excluding self-employed) indicated having access to flexible working hours (57%) or paid sick leave (48%), and most (73%) reported that their supervisor was aware of their caregiving role, which was significantly higher than employed non-cancer caregivers (55%). These findings suggest that balancing work and cancer caregiving is especially prevalent among younger caregivers, and that work adjustments are needed but that the cancer caregiving role might be more commonly discussed or shared with supervisors. These findings suggest the need to develop workplace educational resources for employees caring for a cancer patient but also for supervisors to enhance their understanding of caregiver strain, workload, and work-based strategies to assist cancer caregivers.
The research aims to examine the influence of employee job satisfaction within the garment industry. Utilizing quantitative methodology, the study focuses on collecting numerical data amenable to ...statistical analysis, with subsequent data transformation through quantitative tools to identify factors impacting employee job satisfaction. Questionnaires were disseminated online, affording respondents flexibility in their participation. Employing non-probability sampling, individuals in the garment industry aged 18 to 40 were surveyed. Through SPSS, a series of hypotheses derived from a theoretical model of turnover intention underwent empirical testing. The study's findings reveal that employee job satisfaction is significantly affected by several factors, including salary and benefits, supervisory conduct, and organizational policies. This research provides valuable insights for employers and policymakers, facilitating a comprehensive understanding and the development of strategies aimed at enhancing employee satisfaction. Each of these groups stands to gain invaluable insights and practical applications from the study's findings, with the potential to drive positive change in the workplace and the industry. Ultimately, these efforts are anticipated to positively influence the overall performance of the garment industry. Furthermore, this study's novel approach to exploring employee job satisfaction within the garment industry is expected to contribute significantly to the existing body of knowledge in the field, paving the way for further research and facilitating more effective strategies for industry enhancement.
Skills are central to the capacity of countries and people to thrive in a rapidly changing world. Recovering from the COVID-19 pandemic will require countries to co-ordinate interventions to help ...recent graduates find jobs, reactivate the skills of displaced workers and use skills effectively in workplaces.
