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Türkiye’de Beceri Açığı: Firma Verisi Analizi

Author(s): Z. Bilgen Susanli / Language(s): Turkish Issue: 1/2020

The term skill shortage refers to a situation in which the demand for skilled labor exceeds the supply of it in the labor market. By drawing on firm level data from Enterprise Surveys conducted by the World Bank, this study explores the incidence and likelihood of skill shortages in Turkey in 2008 and 2013. The responses given by the firms as to whether an inadequately educated workforce is an obstacle to their operations serves as an indication of skill shortages. Probit model estimations indicate that there is a positive and statistically significant association between firm size and the likelihood of skill shortages. The activities of informal competitors are also found to increase skill shortages. The determinants of skill shortages vary across 2008 and 2013.

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Методичний підхід до оцінювання ефективності регулювання ринку праці в Україні

Author(s): Anna Pivtorak / Language(s): Ukrainian Issue: 12/2019

The article describes a methodical approach to assessing the efficiency of labor market regulation in Ukraine, the essence of which is the possibility of conducting a partial and integrated assessment, based on the generally accepted cost / income ratio. Differentiated assessment of regulatory effectiveness also provides for different levels of coverage for regulatory entities. One of the important institutional units for labor market regulation is the State Employment Service. The article presents an example of calculating the efficiency of labor market regulation based on a partial subjective evaluation of the State Employment Service. Five key objectives of labor market regulation have been identified, which are one of the stages of evaluation: 1) improving demographics, gender and youth support; 2) structural restructuring of the economy, diversification of employment and reduction of unemployment; 3) reducing the level of shadow employment; 4) payment of social guarantees; 5) regulation of labor relations. The presented methodological approach involves the implementation of 6 stages, in particular the definition of: 1) the goals of labor market regulation; 2) a comparative period to evaluate the effectiveness of regulation; 3) the coverage area of the subjects of regulation; 4) the size of the expenditures for the subjects of regulation; 5) the criterion indicator of assessment, for example - increase in the number of employees, decrease in the number of unemployed, increase in labor productivity, increase in the level of production of gross production, etc .; 6) comparison of revenue and cost parts in the process of evaluating regulatory effectiveness.

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FACTORS OF JOB SATISFACTION AND THEIR EFFECTS ON EMPLOYEES’ BEHAVIOR IN A MANUFACTURING COMPANY IN THE REPUBLIC OF MACEDONIA

Author(s): Andrijana Ristovska,Ljupcho Eftimov / Language(s): English Issue: 19/2019

This paper elaborates the issue about job satisfaction, observing it through the prism of the factors that lead towards its achievement, but also observing whether its absence has an impact on the employees’ behavior in the organization, employees’ productivity, absenteeism, fluctuation, as well as customers’ behavior, satisfaction and loyalty. Based on a sample of 100 employees with different gender, educational and age structure from one of the leading manufacturing companies in the Republic of Macedonia, this research revealed which factors cause job satisfaction of the employees in the Republic of Macedonia, whether the demographic characteristics influence the differences in the ranking of these factors, as well as which conditions and processes at the workplace, the absence of job satisfaction affects significantly. We can conclude that employee job satisfaction in the country is largely determined by the factors that enable the realization of self-esteem and self-realization needs, according to the Maslow's hierarchy of needs, while the wages and the financial rewards and benefits are not ranked as the most significant factors observed at the level of all respondents. Analyzing them individually, according to gender, as well as by the level of education, which often arises as a reason for the difference in the choice of the respondents, the findings show that the financial motivators have key influence on the job satisfaction of the male employees, as well as of those with completed secondary education.

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Young peoples’ relationship with the labour market: the Republic of Moldova vs. the European Union

Author(s): Alic Bîrcă,Alla Mămăligă / Language(s): English Issue: 38/2019

This scientific work tackles the young people’s problem on the labour market in the Republic of Moldova and the European Union. Young people represent that category of the labour force that has the most difficulties in entering the labour market. Due to the demands, sometimes exaggerated by the employers, the period of transition from school to the professional life of young people can last a longer time period which can lead to discouraging young people. However, the employment rate of young people is the lowest in relation to the other age categories of the employed population. At the same time, the youth unemployment rate is higher compared to other age categories. Under these circumstances, it is compulsory to develop policies to support young people that would aim to reduce unemployment among them and increase the employment rate.

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COMPENSATION OF WORK INJURIES AND OCCUPATIONAL DISEASES – A COMPARATIVE APPROACH

Author(s): Mila Petrović / Language(s): English Issue: 4/2019

The risk of work injury, as well as the risk of occupational disease, now traditionally, have preferential treatment when it comes to the matter of compensation - which has not always been the case and which is being challenged by some even nowadays. The aim of this research is to present an overview of different systems of compensation when it comes to these risks, as well as to give an idea of their positive and negative characteristics. This due to the fact that it is a matter of great importance for the employees and for the employers alike. The conclusion is that it is not easy to form a decisive stand on which of the elaborated systems is better, as they all have advantages and disadvantages. Nevertheless, the state in question - that is its legislature, should make balance of interests of employees and employers its main goal while addressing this matter in order for social peace and social justice to be acquired.

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TEGEVTEENISTUSEST LAHKUNUD VETERANIDE TOIMETULEKUST TÖÖTURUL

Author(s): Andres Siplane / Language(s): Estonian Issue: 3/2016

The transition to civilian life for military personnel has been a widely discussed topic in Estonia, and in many other countries. In 2012 the Estonian Government approved the Policy Regarding Veterans of the Defence Forces and the Defence League, and instituted vocational and employment services for Estonian veterans. This study seeks to find answers to the question: how well are Estonian veterans able to cope with the labor market after they leave the service? Initial findings suggest that Estonian veterans actually fare worse in the labor market when compared to other similar groups in the society. Comparisons of data both from the Unemployment Insurance Fund, the Estonian Tax Board, and from several other studies, show that Estonian veterans experience significant hardships in their search for work in the civilian labor market. Nearly 46% of the servicemen leaving the service register themselves as unemployed. It has also been found that the employment rate for veterans was in fact lower than that was for the control group. The article notes that when veterans leave the service they have high expectations regarding their future careers. Unfortunately, for many of them, they must confront a great deal of adversity when entering the civilian labor market. As a remedy, it is advisable that veterans leaving the service should receive better counseling about the realities of the labor market. Veterans seeking employment should also make sure that they have the necessary skills and qualifications for the jobs they want to have in the civilian labor market.

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TEENISTUSSOORITUSE EDUKUST ENNUSTAVAD TEGURID KAITSEVÄE ÜHENDATUD ÕPPEASUTUSTE 14. PÕHIKURSUSE NÄITEL

Author(s): Ivo Silbaum,Kersti Kõiv / Language(s): Estonian Issue: 1/2016

The aim of this study is to propose a uniform basis for the appraisal of job performance of cadets based on the analysis of five factors that infl uence job performance. This is an empirical study. The data was gathered from the 14th BOTC (2010 – 2015), and then analysed using various statistical analysis methods (factor analysis, regression, correlation and average comparison). Based on the result of the analysis it was found that the weighted average grade had a success rate of 12.2% in predicting future job performance, but could not predict the consolidated results. It also became evident that of the five factors, the best predictor of successful future job performance was the assessment of leadership qualities by fellow students. The study focused more on the construct of the task performance than it did on the contextual performance. Finally, it was found that the results of the general physical test were most closely connected to motivation. However, due to the fact that it is impossible to use the results of the general physical test to predict the success of future job performance or any of its constructs in a statistically relevant way, a proposal was made to exclude the results of the general physical test from the assessment criteria, or rather to use it as a form of non-differentiated assessment. Furthermore, it was discovered that the degree of participation in extra-curricular activities is solely connected to task performance, and had a predictive success rate of 11%. The results of the analysis proved that the results from the “discipline” category are closely connected to task performance and loosely connected to the success of future job performance as well as to the motivation construct. By itself the discipline result had a predictive rate of 16.1% for successful future job performance. In addition, the regression analysis of the collected results of the five factors, and the success of future job performance showed that when compiling a ranking to appraise a cadet’s job performance, the general proposal should only be comprised of an assessment of leadership qualities by fellow cadets. When taken separately this is the best predictor of a platoon leader’s job performance success and when combined with the collected results of all constructs it becomes diluted within the other factors and does not form a model. Counterarguments were also found, and approximate relative importance of the factors was calculated by weighing. In the event that the leadership assessment of students of the ENDC would remain unchanged, a proposal was made to use a ranking method to determine relative importance when compiling an appraisal of cadet job performance success. For the final result, the leadership assessment would form 57%, the discipline factor 28%, the weighted average grade 8%, and the activeness of participating in extra-curricular activities 7%.

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Ka dostojanstvenom digitalnom radu – Položaj radnika na digitalnim platformama

Author(s): Aleksandar Kovačević / Language(s): Serbian Issue: 22/2019

The concept of digital labour is not a new phenomenon. The new forms of employment, of which the most important is the Crowd Employment, appear as a result of the digital revolution. The Crowd Employment represents a relatively new and poorly investigated phenomenon in political sociology. This paper is trying to determine the basic characteristics of Crowd Employment based on the analysis and to find out whether the basic characteristics of Crowd Employment correspond to the current understanding of the decent work. In the purpose of answering this research question, the researcher will make an analysis of the Crowd Employment and give the basic characteristics of this kind of employment. On the other hand, the basic characteristics of decent work are also present in this paper. The researcher will make a comparison of these characteristics afterwards. The results of the research in this paper show that Crowd Employment has more negative than positive characteristics. Based on these results, the researcher gives a negative response to the research question. At the end of this paper, the main accent will be on the role of the trade unions in protection of basic rights of employees at Crowd Employment, aiming at Crowd Employment to become decent work.

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CORPORATE CODES OF CONDUCT: ARE THREE GENERATIONS SUFFICIENT TO ENSURE THE EFFECTIVE ENFORCEMENT OF LABOUR RIGHTS?

Author(s): Aneta Tyc / Language(s): English Issue: 2/2018

In the 1970s, the number of reports concerning unethical or illegal activities of multinational corporations increased and led to discussions within international organisations. In 1976, the OECD was first to adopt its Guidelines for Multinational Enterprises. The ILO adopted its Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy in 1977, and UN issued the Global Compact in 2000. Subsequently, many codes of conduct have been established to provide a stable framework in which MNEs conduct their business. The purpose of this paper is to assess, through the prism of three generations of codes, if self-regulation is suffcient to ensure the effective enforcement of labour rights. I fill the gap in existing research by providing a comprehensive explanation for the shortcomings of this instrument. Research indicates that there is a lack of involvement of social partners in the decision-making process leading to the adoption of codes of conduct. Once adopted, they impose lower standards than the public regulatory frameworks. They are more selective in their choice of labour rights.

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SOCIO-ETNOGRAFSKA ISTRAŽIVANJA RADA I ORGANIZACIJE

Author(s): Renata Relja,Ana Matić / Language(s): Croatian Issue: 1/2008

The interest in qualitative research noted again at the end of the 20th century was the result of an expansion in ethnographical research. Contemporary ethnographical research bears characteristics of fragmentation and diversity marked by the variety of research methods, analyses and perspectives. Its place is much more visible in the ﬁ eld of sociological research where there is an attempt to overtake the whole complexity of social reality. Such methodological integration has enabled its effective application in sociology, and in the ﬁ eld of sociological research of organisation and work. Socio-ethnographical research offers us an insight into the facts related to organisational space and work routine. There appears to be an effective detection of latent skills and rules of decision making, as well as a whole new area of issues which are inevitable during understanding of the contemporary work process. The results of socio-ethnographical research of organisation and work are direct contributions to the sociological subdisciplines especially to the sociology of work and organisation.

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FLEKSIBILIZACIJA RADNIH ODNOSA SA OSVRTOM NA RAD SA NEPUNIM RADNIM VREMENOM

Author(s): Jovana Rajić Ćalić / Language(s): Serbian Issue: 1/2020

Funkcionisanje savremene ekonomije nametnulo je izmene u svim sferama društva, pa i u radnom pravu. Kao rešenje za nezaposlenost pojavio se institut fleksibilizacije, koji omogućava zaposlenom da se radnim vremenom i načinom obavljanja posla prilagodi potrebama poslodavca i uslovima na tržištu. U fleksibilnom obavljanju posla videla se ulaznica za tržište rada za teže zapošljive kategorije poput mladih i osoba sa invaliditetom, dok je majkama omogućeno da balansiraju između porodičnog života i karijere. Ovakav način rada nosi sa sobom brojne prednosti ali i mane, što je tema ovoga rada. Autorka je posebno proučavala ugovor o radu sa nepunim radnim vremenom, koji je sve učestaliji ugovor ove vrste, ukazujući na opаsnost od disкriminacije ove kategorije radnika i potrebe za njihovom zaštitom.

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UPOREDNOPRAVNA ANALIZA ZAKONSKIH ODREDABA O PLAĆENOM ODSUSTVU U ZEMLJAMA BIVŠE JUGOSLAVIJE

Author(s): Aleksa Radonjić / Language(s): Serbian Issue: 1/2020

U ovom radu se analizira zakonsko uređenje instituta plaćenog odsustva u zemljama bivše Jugoslavije. Polazi se od pretpostavke da su nekadašnje federalne jedinice, a danas nezavisne države, delile zakonodavni okvir i da su na isti ili bar sličan način uređivale pravo na plaćeno odsustvo. Cilj je da se utvrdi da li je evolucija prava na plaćeno odsustvo bila različita u državama koje su nastale na području nekadašnje Jugoslavije; ako ima razlika, koje su i da li su na štetu ili u korist radnika u odnosu na ono što je bilo predviđeno u bivšoj zajedničkoj državi. Konačno, ispitana je potreba usklađivanja nacionalnih rešenja o plaćenom odsustvu sa Direktivom EU 2019/1158 o roditeljskom odsustvu koja uspostavlja ravnotežu između rada i privatnog života a sadrži odredbe koje su od značaja za pravo na plaćeno odsustvo.

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Is Social Entrepreneurship Better for Workers? The Influence of Work Experience in Croatian Social Cooperatives on Perceived Well-Being

Author(s): Jelena Puđak,Dražen Šimleša / Language(s): English Issue: 1/2020

This paper aims to examine the motivations, values, and job satisfaction among the people employed in the sector of social entrepreneurship that were obtained through a qualitative study of ten Croatian social cooperatives. In our analysis, we interpreted the experiences of working in a social enterprise from the employee perspective. Our findings suggest that the participants/employees of social enterprises favour intrinsic motivation and values related to their jobs, that they describe their working conditions in social enterprises positively, and that they share a perceived increase in the quality of life since having started working at a social enterprise. The described relations between motivation, job experiences, and participatory management allowed us to build upon and extend the existing body of research on motivation and job satisfaction in the social economy sector.

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Mladí a starší uchádzači o zamestnanie a odborné poradenské služby na ÚPSVaR

Author(s): Zuzana Budayová / Language(s): Slovak Issue: 4/2017

In the contribution, we identify and analyze professional counseling services provided to young jobseekers and employment up to 29 years of age and older jobseekers. These two target groups are threatened by unemployment for problem areas, which many can not solve by themselves.

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Çalışma Yaşamında Ayrımcılık: LGBT+ Bireylere Yönelik Nitel Bir Araştırma

Author(s): Duygu Acar Erdur,Faruk Ozgunlu / Language(s): Turkish Issue: 2/2020

This study focuses on sexual orientation discrimination in the Turkish work life, which is a relatively less studied subject in Turkish literature. The study aims to determine the discriminatory behaviors against LGBT + individuals who are in active work life due to their sexual orientation if any. The study follows a qualitative research design. Based on an interview protocol, semi-structured interviews were conducted with 17 LGBT+ individuals using a snowball sampling method. Content analysis of the data emphasizes five distinct issues. First, it is determined that LGBT+ individuals in Turkish work life are subjected to formal discrimination in such as recruitment, dismissal processes. Findings also demonstrate that LGBT+ individuals are subject to informal discrimination through disdain, insult, etc. behaviors. Additionally, the findings of the study indicate a homophobic work environment in the Turkish context. Moreover, it is found that LGBT+ individuals use various mechanisms to cope with discriminatory behavior at the workplace, and mostly tend to conceal their sexual orientations. Finally, findings reveal that this process affects LGBT+ individuals in a negative way.

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Comparing Child Laborers and Not-Working Children: Subjective Well-Being, Engagement and Motivation to Study

Author(s): Ali Eryilmaz / Language(s): English Issue: 2/2020

The aim of this study is to compare children who are child laborers and those not working in terms of subjective well-being, engagement and motivation, and levels of liking school. The study group consisted of 120 male students (60 students were child laborers; the other students did not work) in two secondary schools. In this study, the motivation to study scale, the class engagement scale, and the subjective well-being scale were used. The Mann Whitney-U Test and Kruskal Wallis Variance Analysis Test were used to analyze the data. In this study, differences were found between the child labor group and non-working groups of students in terms of motivation to study, engagement in class and subjective well-being. With respect to child labor, it was found that as the liking of school increased, the subjective well-being, class engagement and motivation to study levels increased. Conversely, with respect to not-working children, it was found that as the liking of school, class engagement and motivation to study levels increased.

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DARBUOTOJO PAREIGA SAUGOTI KOMERCINES PASLAPTIS IR KITĄ KONFIDENCIALIĄ INFORMACIJĄ: GRĖSMĖ LAISVEI PASIRINKTI DARBĄ?

Author(s): Kristina Ambrazevičiūtė,Ramūnas Birštonas / Language(s): Lithuanian Issue: 98 (2)/2019

The aim of the article is to identify how employee's duty not to disclose trade secrets and other confidential information is balanced against the constitutional freedom of the employee to choose a job in Lithuanian satutory and case law. This includes the question of whether the employee can lawfully use information he or she has learned during an employment relationship, both before and after the termination of employment relationship with the employer. This is a relevant problem, because in practice after the termination of labor contract the employee continues his working activity in the same market and uses experience, skills and knowledge acquired during his previous employment. The typical reaction of the former employers is to consider such activity as a violation of their trade secrets and to sue ex-employees. The topicality of the research problem is further enhanced by the fact, that the main Lithuanian legal acts, regulating both trade secrets and employment relationships, were essentially amended. To achieve the aim of the research, the new statutory law as well as the previous and current case law is analysed. The research reveals that notwithstanding the new statutory regulation of trade secrets includes safeguards to ensure the unrestricted mobility of employees and free use of the experience and skills gained in the normal course of their employment, Lithuanian case law in principle does not apply thesee provisions. In the practice of Lithuanian Supreme Court there is a clear tendency to prioritaise the interests of the employers to protect their trade secrets and other confidential information. This trend is to be criticised, because it does not correspond to the curerent Lithuanian and European regulation of trade secrets. On the other hand, the above-mentiond trend unreasanobly restricts the constitutional freedom of the employee to choose a job and, more widely, competition on the market. Besides, such case law distorts the relationship between the confidentiuality agreements and noncompetition agreements and makes the later agreements redundant.

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KORUPCIJA DARBO SANTYKIUOSE

Author(s): Kristina Ambrazevičiūtė / Language(s): Lithuanian Issue: 97 (1)/2019

Despite the fact that the concept of corruption is not used in labor law, conducted researches have shown that corruption in employment is a widespread phenomenon. Therefore, this article is dedicated to the investigation of corruption in labor relations and focuses on situations occurring within the company, in the relationship between employee and employer. The article analyzes the preconditions and conception of corruption in labor relations, the elements of corruption and their peculiarities in labor relations. In the end, different institutes of labor law are evaluated from the perspective of corruption risk. Concerning the preconditions of corruption in labor relations, the nature of the modern company, based on the delegation of management function to the directors of the company must be mentioned. In addition, other preconditions of corruption in labor relations are tied with the power of discretion of the employee, which may be abused. It would be wrong to suggest that acts of corruption are only related to the top executives of the company. Each employee may, under certain conditions, acquire decision-making power and may, accordingly, start abusing it. The concept of corruption is not used in the Labor Code. Nonetheless, it is clear that acts of corruption are widespread in the labor relations. Taking into account the definitions of corruption in the private sector, which was proposed in previous studies, corruption in labor relations can be considered as any behavior of a person working under employment contract, that does not meet the requirements arising from their legal duties or standards of conduct (or the promotion of such behavior) seeking the benefit for themselves or others and undermining the interests of a company. Thus, in order to ascertain the act of corruption, three elements must be identified: first, the employee’s behavior does not meet the duties and obligations established by the employment contract or labor laws; second, the fact, that the employee is seeking bene.ts for himself or for others; third, actual or potential damage to the company.

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Sendikal Tazminatın 7036 Sayılı İş Mahkemeleri Kanunu Çerçevesinde İncelenmesi

Author(s): Ahmet Koyuncu / Language(s): Turkish Issue: 02/2020

With this study, the concept of union compensation was examined within the scope of the Labor Courts Law numbered 7036. Union compensation is essentially designed as a deterrent to prevent the use of union rights and freedoms. Although the effect area of union compensation is quite wide, within the framework of Law No. 7036, the demand for union compensation is included in the scope of mediation as a condition of bringing a lawsuit. With this study, the phenomenon of union compensation is examined step by step. Accordingly, the situation of those who have been prevented from the union rights and freedoms while the trade union rights and freedoms were established before the labor relations was established, while the labor relation was continuing or when the labor contract was terminated, were examined separately. In this context, the question of by whom the union compensation can be requested, who may be the parties, what issues can be discussed during negotiations, and the issues of agreement and non-agreement are discussed in detail, within the scope of the mediation institution.

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Przemiany w zagospodarowaniu terenów popegeerowskich województwa łódzkiego – studium przypadku

Author(s): Paulina Kurzyk / Language(s): Polish Issue: 29/2019

In Poland, the end of the twentieth century was the time of socio-economic transformations. It brought into new regulations in law connected with agriculture, which was devided into private and state sphere for over 40 years. Former state farms, called Państwowe Gospodarstwa Rolne (PGR), were represtented introduced socialist system in the aspect of the management of rural areas. As a result of changes made after 1989, objective reasons (such as Bad location in relation to the raw material base) and subjective reasons (related to bad or passive management), they were liquidated. The main purpose of the article is to show how to allocate and change in the development of areas of state agriculture in the Lodz region based on a case study. The article also illustrates the distribution and specialization of State-Agricultural Farms, thus it constitutes the first, comprehensive identification of these units in the examined voivodeship. Research methods that were used in the work allowed for an in-depth look at the problem raised. To a large extent, the analysis is based on field inventory and free interviews conducted in selected areas. The necessary research material turned out to be documents that were obtained from the archives of the National Center for Agricultural Support. In the light of the conducted research, it was shown that almost 50% of the resources taken over from former state-owned farms from the Lodz Voivodeship were permanently allocated (mainly through sales). The transformations that have been identified are more of a renewal and adaptation to the functions previously existing in these areas.

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