Strength-based approaches for small businesses: analysis from employees and managers in Western Australian motor vehicle industry

Purpose The authors wanted to find out if small businesses adopted strengths-based approaches and whether they were beneficial Design/methodology/approach The interviewees came from small businesses in Western Australia with between five and 19 employees in the motor vehicle industry where there are high-value products. There were 30 participants from 17 businesses, including owners, managers and employees, such as technicians, mechanics and tire fitters. Data was gathered using semi-structured face-to-face interviews of about 40 minutes. Findings The researchers found that the managers used an SBA to select employees during periods of temporary employment. But they did not use an SBA for employee selection during interviews, training or performance evaluations. Originality/value The authors said it was the first empirical study of the SBA in small businesses. It had practical lessons for businesses. First, the data suggested poor awareness of SBA by managers and many need practical guidance from small business advisors. Second, managers found it hard to assess strengths and relied on observations. Software tools could help. Finally, the characteristics of small businesses could help them adopt the new approach. These include lots of face-to-face interaction between managers and employees.

LEGAL BASIS FOR TEMPORARY EMPLOYMENT

Temporary employment is based on a modified employment relationship. Its essence is to recognize the entity using the employee’s work as the employer user. This allows him to be relieved of some of the duties of the employer who takes over the temporary employment agency. This makes it easier for employers to hire an employee in the short term. This also creates additional jobs. On the other hand, this entails the development of a legal basis for such employment. There may also be doubts as to who is in charge of certain obligations of the employer.

TEMPORARY EMPLOYMENT OF TEACHERS

The employment of teachers is stable. The preferred legal form of performing work is an employment relationship for an indefinite period. Employment under a fixed-term employment contract is exceptionally permissible. The Teacher’s Charter identifies four such situations. This does not mean that temporary employment may last for many years. The legislator introduced special mechanisms limiting the duration of these contracts. Exceeding the limit indicated in the act results in the transformation by operation of law into an unlimited employment relationship. Also, unlawful entrustment of work for a specified period of time will result in the transformation of the employment relationship into an indefinite period.

Long-term Resilient Labour Strategies to Deal with the Economic Crisis in Europe Using Qualitative Comparative Analysis (QCA)

The crisis has had a negative impact on both European economies and labour markets with different effects among countries, raising the importance of analysing the labour market resilience. This paper seeks to identify which strategies and labour adjustments have led European labour markets to both resilient and non-resilient results by using Qualitative Comparative Analysis (QCA). The findings show two different configurations explaining 57% of the resilient cases and four configurations explaining 74% of the non-resilient cases. The results of this study revealed three important issues. First of all, the same strategy was found to have different results on labour markets. This fact stressed that the context in which different measures are imposed is a decisive factor in their success. Secondly, resilient strategies underlined the importance of “flexibility”, by increasing temporary employment together with other conditions to escape from the crisis. Finally, the non-resilient results stress the importance of the imbalance between the flexicurity dimensions and the effect of the fall in economic activity on not being resilient in the long-term.

Long-Term Plans and Potential for Social and Cultural Integration of Migrants (Example of the Republic of Sakha (Yakutia))

The article, based on the data of a survey of migrants conducted in 2020 in the Republic of Sakha (Yakutia), analyzes the statistically valid relationship of variations in long-term plans of migrants with variables reflecting socio-cultural aspects of their integration potential. The analysis showed that migrants who are focused on settling in a host society (as compared to those who are focused on temporary employment) more often express their desire to settle in the neighborhood with representatives of the local population and more often live in the neighborhood of local population. They are more likely to work in teams where migrants and locals are approximately equally represented. Hence, they are more included in the space of primary socialization in the host society. More often they have friends among the local population, with whom they spend their leisure time. This category of migrants is characterized by a high degree of identity with the host community, but without loss of identification with the communities of the country of departure (country, ethnic, religious, etc.). As a result, it is concluded that migrants who have plans to settle in the host environment have a higher integration potential.

Do “inferior” jobs always suffer from a wage penalty? Evidence from temporary workers in Cambodia and Pakistan

Purpose This paper aims to investigate the wage gap between temporary and permanent workers in Pakistan and Cambodia. Design/methodology/approach Quantile regression estimator is likely to be the most relevant to the sample. Findings The estimates indicate the presence of a temporary employment wage penalty in Pakistan and contrarily a wage premium in Cambodia. Moreover, quantile regression estimates show that wage differentials could greatly vary across the wage distribution. The wage gap is wider at the bottom of the wage distribution in Pakistan, suggesting a sticky floor effect that the penalty of being in temporary jobs could be more severe for disadvantaged workers. By contrast, a glass ceilings effect is found in Cambodia, indicating that the wage premium is small at the bottom and becomes high at the top of the pay ladder. Originality/value Despite the rise of temporary jobs in the past several decades, the empirical evidence on wage differentials between temporary and permanent workers is extremely limited in developing Asian countries. This paper is the first research work that systematically examines the temporary-permanent wage gap in selected Asian countries, based on their National Labor Force Survey data.

Job change by the population in the conditions of precarious work (on the example of the permanent residents of the Republic of Bashkortostan)

The purpose of this article is to identify the relationship between precarious work and the change of job by residents of the Russian region. Such factors, as work conditions, qualification and educational mobility, economic conditions and confidence in the future influence the change a job. Sociological survey of the population of the Republic of Bashkortostan is the empirical basis of this article. The sample includes three main groups by labor status: employees, unemployed, and self-employed. The sample size is 1 566 people. Unemployed local residents changed their jobs more often than the other groups. This is because many of them regularly change or lose their jobs. Hired workers more often than the other groups moved up and down the career ladder, and changed their field of activity, which is associated with their activity and the instability of working conditions. Self-employed and individual entrepreneurs without employees show weak mobility in the labor market, because they work mainly for themselves. Respondents, who work in private sector, self-employed, have short work experience and temporary employment contract, are highly likely to change their jobs. If respondents satisfied with their income level, have official salary and do not have credit debts, then they will probably not change jobs. Respondents, who want to raise their level of education, improve their qualifications and work in a field of their specialty, tend to change their jobs.

LOS PROCESOS DE ESTABILIZACIÓN DE EMPLEO TEMPORAL EN EL REAL DECRETO-LEY 14/2021, DE 6 DE JULIO, DE MEDIDAS URGENTES PARA LA REDUCCIÓN DE LA TEMPORALIDAD EN EL EMPLEO

El art. 2 del Real Decreto-ley 14/2021, de 6 de julio, de medidas urgentes para la reducción de la temporalidad en el empleo público, prevé nuevos procesos de estabilización de empleo temporal para atajar la excesiva temporalidad en las Administraciones Públicas y cumplir con las indicaciones de la Unión Europea a nuestro país en este sentido. En el presente artículo se estudia el régimen jurídico aplicable a estos procesos de estabilización de empleo temporal y muy en particular la compensación económica que se reconoce en favor del personal funcionario interino o el personal laboral temporal afectado por los procesos de estabilización de empleo temporal que, estando en activo como tal y habiendo participado en el proceso selectivo de estabilización, viera finalizada su relación con la Administración por la no superación del proceso selectivo, el carácter potestativo u obligatorio de los procesos de estabilización de empleo temporal, los sistemas selectivos, la valoración de los méritos, las pruebas y las notas de corte. Enplegu publikoan behin-behinekotasuna murrizteko premiazko neurriei buruzko uztailaren 6ko 14/2021 Errege Lege Dekretuak, 2. artikuluan, aldi baterako enplegua egonkortzeko prozesu berriak aurreikusten ditu, administrazio publikoetan dagoen gehiegizko behin-behinekotasunari aurre egiteko eta Europar Batasunak gure herrialdeari ildo horretan emandako jarraibideak betetzeko. Artikulu honetan, aldi baterako enplegua egonkortzeko prozesu horiei aplikatu beharreko araubide juridikoa aztertzen da, eta, bereziki, aldi baterako enplegua egonkortzeko prozesuetan sartuta dauden bitarteko funtzionarioen edo aldi baterako lan-kontratuko langileen alde aitortzen den konpentsazio ekonomikoa, baldin eta, halakotzat jardunean egonik eta egonkortzeko hautaketa-prozesuan parte hartu ondoren, Administrazioarekin zuen harremana amaituta ikusten badu hautaketa-prozesua ez gainditzeagatik, hautapen-probak aukerakoak edo nahitaezkoak izateagatik, aldi baterako enplegua egonkortzeko prozesuengatik, balorazio-notengatik eta balorazio-sistemengatik. Art. 2 of Royal Decree-Law 14/2021, of July 6, on urgent measures to reduce the use of temporary contracts in public employment, provides for new stabilization processes for temporary employment to tackle the excessive use of temporary contracts at public administration bodies and comply with the indications of the European Union in Spain in this regard. This article studies the legal regime applicable to these temporary employment stabilization processes, and in particular, the economic compensation provided for temporary civil servants or temporary employees affected by temporary employment stabilization processes who, while in active employment as such and having participated in the selective stabilization process, find their relationship with the administration terminated due to their failure to pass the selection process, the optional or mandatory nature of the temporary employment stabilization processes, the selective systems, the assessment of merits, tests and the cut-off grades.