The mutual gains model suggests that HRM should benefit both individuals and organisations. However, the dominant models within HRM theory and research continue to focus largely on ways to improve ...performance, with employee concerns very much a secondary consideration. Furthermore, pressures at work and in society more widely are creating an increasing threat to employee well‐being. If employee concerns and the threats to well‐being are to be taken seriously, a different analytic framework for HRM is required. The article sets out an alternative approach to HRM that gives priority to practices designed to enhance well‐being and a positive employment relationship, proposing that both elements are essential. Evidence is presented to support the choice of practices and to argue that these also hold the potential to improve both individual and organisational performance. It therefore offers a different path to mutual gains. The research and policy implications of this approach are discussed.
The aim of the present study is to analyse influencers by analysing the modalities through which their working activities are performed. The research intends to highlight how influencers' working ...activities could fall within the category of long-term relationships, and analyses the possible interferences by the client that, under Italian labor laws, can trigger the extension to self-employees of rules and regulations otherwise generally applicable in the context of subordinate work. However, the present study does not take an express position with respect to the possible problems associated with the qualification of influencers as employees. In fact, it was considered preferable to hope for an intervention by the social parties aimed at introducing minimum standards of protection to this new figure of workers. The research proves innovative because it investigates for the first time the problems arising in connection to social-network-related jobs from a labor law standpoint.
Precarious work is increasingly considered the new ‘norm’ to which employment and social protection systems must adjust. This article explores the contradictions and tensions that arise from ...different processes of normalisation driven by social policies that simultaneously decommodify and recommodify labour. An expanded framework of decommodification is presented that identifies how the standard employment relationship (SER) may be extended and flexibilised to include those in precarious work, drawing examples from a recent study of precarious work across six European countries. These decommodification processes are found to be both partial and, in some cases, coexisting with activation policies that position precarious work as an alternative to unemployment, thereby recommodifying labour. Despite these challenges and contradictions, the article argues that a new vision of SER reform promises greater inclusion than alternative policy scenarios that give up on the regulation of employers and rely on state subsidies to mitigate against precariousness.
When bankruptcy proceedings are initiated by an employer, that often leads to uncertainty and problems for its employees. One of the biggest problems in this kind of situation is the protection of ...employees' claims arising from the employment relationship. Employees have the right to the payment of their claims arising from the employment relationship, such as unpaid wages, transportation allowances, meal allowances, holiday bonuses and the alike. However, in the case of the employer's bankruptcy, these claims are at risk, and there is a possibility that employees may not be able to fully collect them, which compromises the fundamental principles of labor legislation. For this reason, the state intervenes to protect monetary claims arising from employment. The primary mechanism involves granting privileged creditor status with priority claims, along with mechanisms to protect these claims through a special guarantee institution. If there was no such intervention by the state, the realization of those rights would be difficult. However, even with state intervention, the realization of these rights is not guaranteed. In this regard, this paper will examine models for protecting employees' claims in the event of bankruptcy, while identifying practical problems in this field.
This article examines the experience of microworkers living in the United Kingdom. Based on a survey of 1189 microworkers and 17 in-depth interviews, the article explores the experiences of UK-based ...microworkers on three digital platforms: Prolific, Clickworker and Amazon Mechanical Turk. The article draws on the theoretical framework of self-determination theory to analyse workers’ motivations for performing microwork. It reveals that workers’ relatively high satisfaction with otherwise low-paying and low-status work was possible because workers conceptualised their activity as occupying an ambiguous space and time in their lives, blurring traditional distinctions between work and leisure. These findings contribute to our understanding of how microworkers experience their relationship to work in the United Kingdom.
Abstract The subject of the article is the assessment of the legal situation of employees with whom an employment relationship has been established on the basis of appointment in selected local ...government units. In particular, the considerations apply to people employed in council offices ( poviat starosty ), marshals’ offices and local government cultural institutions. The legal situation of the above-mentioned persons is shaped by specific and common provisions. According to the author of the article, the tendency of the legislator not to take into account the code -based employment relationship model when creating a special regulation is more and more clearly visible.
To analyse democratic and legal labour relations in the current conditions of economic and social development means, first and foremost, to highlight their essence and main features, as well as the ...development trends and future improvements of these relations.The year 2021, like 2020, has been characterized, among others, by the COVID-19 pandemic. This has produced various effects. As an effort to mitigate these effects, the Government of Kosovo has undertaken measures to support employment through the economic recovery package. Based on this context, the main and only purpose of the 1st Measure of economic recovery is the support of employment. Active employment measures have played a very important role in the integration of unemployed persons into the labour market. One of these measures with the largest number of beneficiaries is Vocational Training. Vocational training is a fundamental and very important process to get a job. In this sense, even the latest statistical data (2021) of the official authorities of Kosovo prove that the largest beneficiaries of active labour market measures are the persons who have undergone vocational training. The purpose of Vocational Training is to enable an increase or adoption of professional knowledge, namely to acquire additional knowledge,skills and abilitiesto perform efficient work, in order to increase the prospect of employment or retain their employment. Based on the international aspect, employment and the labour market are under the pressure of many factors, such as demographic, technological, economic and political ones; therefore, vocational training is considered as one of the mostsuccessful active labour market measures.
A core aspect of Sustainable Human Resource Management (S-HRM) has been its focus on developing high-quality employment relationships. This endeavor, however, has become increasingly complex, because ...the employee-employer relationship has undergone a profound transformation in recent years. This problem is further exacerbated by inherent tensions that surface when organizations aim to develop high-quality employment relationships in concert with sustainability-related goals. In this article, we intend to align theory and practice toward a more sustainable HRM by explaining how the psychological contract (PC) literature can provide new insights and perspectives to understand these tensions. We begin by delving into the nature and drivers of these sustainability-related tensions that arise when organizations strive to develop high-quality employment relationships. Next, we recount previous PC research that can inform the S-HRM literature to better understand how those tensions unfold. Finally, we identify concrete avenues for future research and discuss why integrating the PC and S-HRM literature could be an important path to expand our understanding of how to create more sustainable employment relationships.
In the context of employment, a form of direct discrimination is frequently embodied in prototypical examples of job advertisement, such as "A female worker needed to work in a bakery" or "Send a CV ...including a photo". The competent institutions often reacted to such and similar advertisements, and the citizens' awareness has been raised to such an extent that they often get organized (as "testers") to gather evidence and establish whether such conduct constitutes a discriminatory act. In this regard, the authors examine why some personal characteristics that are sometimes required from candidates (age, gender, appearance, etc.) are considered advantageous and do not cause the candidates revolt. How it is possible that even state authorities can ask the candidate for confirmation that he/she has not been convicted or that no legal proceeding is underway against him/her? Is the certificate on no prior criminal record really crucial for the position of a nurse or a medical technician (orderly) in cases where a person has been convicted of a minor offence against road safety? Is an unconvicted cook better at making sushi than the one convicted of negligently causing a car accident? How does the state provide for the possibility of resocialization of convicted offenders if it requires this type of certificate for jobs in the public sector, without making any distinction between the specific type of committed offence and the length of the imposed sentence? Finally, what about the presumption of innocence, one of the basic postulates of criminal procedure? By analyzing the current legal provisions and the practice of independent bodies and international institutions on this matter, the authors aim to address these and other questions that have been raised both in theory and in practice.
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