Exploitation of international migrant workers in the Global North has been increasingly framed in terms of trafficking, in political and legal domains and by the media. Yet posing trafficking as a ...phenomenon that captures the unfreedom experienced by migrants obscures the variegated means through which unfree labour relations are both institutionalized, and related to more ‘mundane’ forms of exploitation including precarious employment (for migrants and non-migrants alike). In this paper we argue that conceptualizing forms of unfreedom along a continuum of labour relations highlights this interrelationship, which for migrant workers includes attempts to harness and control mobilities through immigration regimes that restrict mobility bargaining power within labour markets. We use the example of the Temporary Foreign Worker Program (TFWP) in Canada to show how precarious employment, precarious legal status and unfree labour relations interact, and how they are negotiated and contested by of workers themselves.
The question of social dumping has again climbed the EU policy agenda. In this article, we call into question some established views of social dumping that conceptualize the relationship between EU ...internal market and Member States in binary terms. Based on an analysis of relevant case law, and drawing on the conceptual tools provided by critical legal geography, we show that the project of EU integration relies as much on the scalar differentiation of powers as it does on the ‘upward’ shift of powers from the national‐ to the supra‐national level. We propose an understanding of EU internal market law as productive of a ‘labour law patchwork’, defined by the simultaneous fragmentation and overlap of labour law regulations across and within EU Member States. Here, we re‐conceptualize cross‐border social dumping as a ‘game of jurisdiction’ – a set of strategic moves by actors within a multi‐scalar and multi‐jurisdictional space.
The present study demonstrates how three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and ...interactively predict supervisory reports of promotive and prohibitive "voice" behavior. Using a two-wave panel design, we collected data from a sample of 239 employees to examine the hypothesized relationships. Our results showed that felt obligation was most strongly related to subsequent promotive voice; psychological safety was most strongly related to subsequent prohibitive voice; and organization-based self-esteem was reciprocally related to promotive voice. Further, although felt obligation strengthened the positive effect of psychological safety on both forms of voice, organization-based self-esteem weakened this effect for promotive voice. Theoretical and practical implications are discussed.
The global labour market is witnessing an increase in non‐standard employment, and China is no exception, albeit with distinct socio‐political dynamics. This research explores the variation of ...employment relations in China’s platform economy and discusses how the various types of precarious employment are generated and developed in post‐socialist China. Based on interviews with platform company managers and platform food delivery workers in China, this study draws a broader picture of platform work, considering the complex layers of labour practices at the level of platform companies and platform work. The research discusses the various labour arrangements in the ZZ food delivery platform and finds that variation serves to intensify and diversify managerial practices in platform work; at the same time, traditional types of work in platform companies are also undergoing transitions and the boundary between internal and external organisations is increasingly blurred and fluid. Labour relations in the platform economy are characterised by multiplication, and this multiplication is facilitated by the post‐socialist Chinese labour market’s general trend towards precariousness and the state’s tolerant approach to various non‐standard employment types in the era of “the new normal.”
The "due diligence" standard in labour law Jašarević, Senad; Božičić, Darko
Zbornik radova (Pravni fakultet u Novom Sadu),
2023, Letnik:
57, Številka:
3
Journal Article
Recenzirano
Odprti dostop
One of the positive innovations in the field of labour law is the introduction of the "due diligence" standard. Altough this principle has long been known and applied in other areas of law, it is new ...in labour law. The global application of due diligence standard, found in UN, ILO, OECD documents, and soon in the EU directive, as well as in many national laws, should lead to better and more comprehensive protection of the human rights of employees, as well as of all other persons regarding that work. This paper discusses more about the meaning, development and application of due diligence standards in the context of employee rights.
Research on emotional labor focuses on how employees utilize 2 main regulation strategies-surface acting (i.e., faking one's felt emotions) and deep acting (i.e., attempting to feel required ...emotions)-to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their combined use of surface and deep acting. To address this issue, we conducted 2 studies that examined surface acting and deep acting from a person-centered perspective. Using latent profile analysis, we identified 5 emotional labor profiles-non-actors, low actors, surface actors, deep actors, and regulators-and found that these actor profiles were distinguished by several emotional labor antecedents (positive affectivity, negative affectivity, display rules, customer orientation, and emotion demands-abilities fit) and differentially predicted employee outcomes (emotional exhaustion, job satisfaction, and felt inauthenticity). Our results reveal new insights into the nature of emotion regulation in emotional labor contexts and how different employees may characteristically use distinct combinations of emotion regulation strategies to manage their emotional expressions at work.
This study deepens understanding of the causal patterns of factors stimulating employees to perform adaptive behaviors in service encounter situations. Drawing on motivation literature and ...configuration theory, this study develops and tests research propositions based on a sample of 228 employees from the insurance industry. Findings from fuzzy-set qualitative comparative analysis indicate three configurations of employee personal characteristics and work perceptions explain employee adaptive behavior. This article contributes to the literature by providing new insights into the causal pattern of factors stimulating customization approaches in service situations. Based on these findings, this article discusses implications for service management.
•This article explores causal patterns for adaptive behavior in service enactments.•An fsQCA shows three equifinal configurations that can explain adaptive behavior.•The results demonstrate equifinality and causal asymmetry.•Employees’ work enjoyment and competence are critical for adaptive behavior.
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