scholarly journals Deliberately Casual? Workersʼ Agency, Health, and Nonstandard Employment Relations in Australia

2013 ◽  
Vol 55 (6) ◽  
pp. 620-627 ◽  
Author(s):  
Dominic Keuskamp ◽  
Catherine R.M. Mackenzie ◽  
Anna M. Ziersch ◽  
Fran E. Baum
Keyword(s):  
Employment Relations ◽  
Nonstandard Employment

Labor Market Uncertainties and Youth Labor Force Experiences: Lessons Learned

2020 ◽  
Vol 688 (1) ◽  
pp. 258-270
Author(s):  
Arne L. Kalleberg
Keyword(s):  
Labor Market ◽  
Labor Force ◽  
Western Europe ◽  
The United States ◽  
Lessons Learned ◽  
Employment Relations ◽  
Nonstandard Employment ◽  
Economic Forces ◽  
Global North ◽  
Market Uncertainties

Labor market uncertainties have plagued all countries in recent years, but young workers have borne the brunt of these uncertainties. Liberalization of labor markets has transformed work, creating a variety of nonstandard employment relations as well as increasing the number of people who do not have traditional employers. Macro social, political, and economic forces have also made it harder for young adults to gain solid footholds in the labor market. The articles in this issue of The ANNALS present empirical evidence about labor market uncertainties and youth labor force experiences from diverse regions of the world, both in the Global North and Global South: Asia (China, South Korea, Hong Kong, Caucasus and Central Asia); Latin/South America (Mexico, Brazil); Eastern Europe (Lithuania); Western Europe; and the United States. In this epilogue, I summarize the main insights from the articles and draw some broader conclusions about the future of labor market policies to address concerns related to workers’ insecurities and uncertainties.

scholarly journals Non-Standard Employment in the BRICS Countries

2020 ◽  
Vol 7 (4) ◽  
pp. 4-44
Author(s):  
E. Sychenko ◽  
M. Laruccia ◽  
D. Cusciano ◽  
I. Chikireva ◽  
J. Wang ◽  
...  
Keyword(s):  
Temporary Employment ◽  
International Standards ◽  
Equal Treatment ◽  
Main Trend ◽  
Employment Relations ◽  
Nonstandard Employment ◽  
Brics Countries ◽  
Globalized Economy ◽  
Time Work ◽  
Part Time

Non-standardization of employment has become the main trend of the labour markets in the globalized economy. Attempting to enhance the flexibility of employment relations the legislators in BRICS countries are also the part of this trend. The forms of the nonstandard employment are numerous, the present paper concentrates upon the following ones: temporary employment, part-time and multi-party employment relationship. The authors review the experience of four BRICS countries in regulating non-standard forms of employment and determine what were the specific reasons for adopting them in Russia, China, Brazil, and South Africa. The national parts are introduced by the consideration of the international standards of protection of employees working under non-standard contracts. It is argued that even though these four states did not ratify the ILO Convention No. 181 Private Employment Agencies Convention (1997) and only Russia ratified ILO Part-Time Work Convention (No. 175), the ILO approach has influenced the development of national regulations. Though the equal treatment of all workers is lacking in many aspects of employment relations. In the national parts the authors trace the changes in employment law which reflect the pursuit of flexibilization of the labour market and, as in Brazil, the need to formalize employment relations.

Socializing Rejection and Failure in Artistic Occupational Communities

2018 ◽  
Vol 46 (2) ◽  
pp. 149-175 ◽  
Author(s):  
Rachel Skaggs
Keyword(s):  
Market Failure ◽  
Participant Observation ◽  
Creative Industries ◽  
Formal Schooling ◽  
Employment Relations ◽  
Collaborative Relationships ◽  
Nonstandard Employment ◽  
Group Members ◽  
Occupational Communities ◽  
Primary Space

Failure is a normal aspect of work in creative industries; even highly successful artists are subject to rejection by critics, fans, and peers. It is known that organizations such as schools and workplaces are the primary space for job-related socialization, but artistic careers are characterized by nonstandard employment relations and do not generally require formal schooling. Without the bureaucratic structures typically used to socialize novice group members, how do artistic occupational communities socialize aspirants to manage rejection and labor market failure? This article draws from 6 months of participant observation from “Song Club,” a periodic professional workshop for aspiring songwriters where aspirants present a song to publishers in the hopes of having it recorded and released to commercial audiences. During the period of study, 403 songs were presented to publishers, and 327 were rejected. During the workshops, Song Club members are socialized toward normalizing rejection, appropriately interacting with gatekeepers, and developing collaborative relationships with peers. Adopting these norms reduces the likelihood of failure and contextualizes the meaning of rejection in this occupational community.

Nonstandard Employment and Job Satisfaction across Time in China: Evidence from the Chinese General Social Survey (2006–2012)

2020 ◽  
pp. 095001702092636
Author(s):  
Kritkorn Nawakitphaitoon ◽  
Can Tang
Keyword(s):  
Job Satisfaction ◽  
General Social Survey ◽  
Employment Relations ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Social Survey ◽  
Nonstandard Employment ◽  
Chinese General Social Survey ◽  
Ownership Types ◽  
Over Time

This study examines the association of nonstandard employment with job satisfaction over time in China. An analysis is carried out using the Chinese General Social Survey (CGSS), a large cross-sectional survey that collected data from over 3000 workers across different industries, ownership types and regions in China in 2006, 2008 and 2012. The empirical results show that in 2006, nonstandard employment workers, on average, were less satisfied with their jobs than their counterparts in standard employment, all else being equal. However, these differences in job satisfaction became very small and insignificant in 2008 and 2012. The results from the propensity score matching exercise provide a similar conclusion. These findings suggest that improvements in regulations and employment relations in China have increased job satisfaction for nonstandard employment workers.

scholarly journals INDUSTRIAL RELATIONS: COMPARATIVE NON-STANDARD EMPLOYMENT RELATIONSHIP IN NIGERIA AND INDONESIA

AdBispreneur ◽  
2017 ◽  
Vol 2 (1) ◽  
Author(s):  
Devi Melisa Damiri ◽  
Mohammad Benny Alexandri
Keyword(s):  
Human Resources ◽  
Industrial Relations ◽  
Employment Relationship ◽  
Employment Relations ◽  
Employment Relationships ◽  
Nonstandard Employment ◽  
Standard Work ◽  
Contract Employees ◽  
Standard Employment Relationship ◽  
Better Than

ABSTRACTThe research objective is to study and determine the level of non-standard employment relationships in Nigeria and Indonesia. The employment relationship is not as standard as is initial workers, which are contract employees and outsourcing. The nonstandard employment relationship are reinforced by the number of unemployment in Nigeria and Indonesia which are every form of nonstandard employment will offer the challenge but it will tend to have the great of losses.The results of the study found that non-standard employment relationships in Nigeria and Indonesia in general is not different. Most employees are not standard work is in positions which have low skills, without a career path and can harm the development of human resources for both companies or clients. On the other hand, who had a temporary job as an employee or non-standard employee is better than not having a job. Therefore the unemployment rate can be reduced and can significantly increase the country's economic growth.Keywords: Unemployement, nonstandard employment relations, contract employees, outsourcing, country’s economic growth HUBUNGAN INDUSTRIAL:  PERBANDINGAN HUBUNGAN KERJA TIDAK STANDAR DI NEGARA NIGERIA DAN INDONESIA ABSTRAKPenelitian ini bertujuan untuk mempelajari dan menentukan tingkat hubungan kerja tidak standar di Nigeria dan Indonesia. Hubungan kerja tidak standar yang dimaksud sebagai karyawan kontrak dan outsourcing. Hubungan kerja tidak standar diperkuat oleh jumlah pengangguran yang ada di Nigeria dan Indonesia dimana setiap bentuk pekerjaan tidak standar menawarkan tantangan namun akan cenderung memiliki banyak kerugian. Hasil penelitian ditemukan bahwa hubungan kerja tidak standar di Nigeria dan Indonesia pada umumnya tidak berbeda. Sebagian besar karyawan merupakan pekerja tidak standar yang memiliki keterampilan kerja yang rendah, tanpa memiliki jenjang karir dan dapat membahayakan perkembangan sumber daya manusia baik bagi perusahaan maupun klien.  Di sisi lain, memiliki pekerjaan sementara baik sebagai pekerja standar ataupun pekerja tidak standar akan lebih baik daripada tidak memiliki pekerjaan. Dengan demikian tingkat pengangguran dapat dikurangi dan secara signifikan dapat meningkatkan pertumbuhan ekonomi negara.Kata kunci: Pengangguran, hubungan kerja tidak standar, karyawan kontrak, outsourcing,                    pertumbuhan ekonomi negara.

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