Does Organizational Justice Moderate The Negative Influence of Job Insecurity on Organizational Commitment?

The increasing use of contract labor has triggered job insecurity resulting in a decline in organizational commitment. It is a challenge for the management of human resources to keep the committed employees by providing good treatments, for example, by giving a sense of justice of the organization. The study aims to analyze whether organizational justice moderates the negative influence of job insecurity on organizational employee commitment. The study involves 30 students of regular2; the data are obtained by filling in a self-rating questionnaire. The data are analyzed by using hierarchical regression model by using SPSS. The results show that job insecurity affects negatively and significantly on organizational employee commitment, while organizational justice affects positively and significantly on organizational employee commitment. Organizational justice has not been proven to moderate the influence of job insecurity on organizational employee commitment. Keywords: moderation, negative influences, organisasional commitment, insecurity

LABOUR RELATIONSHIPS IN CIVIL LAW. DIFFERENCE BETWEEN LABOUR AND CIVIL CONTRACTS

This article examines how and by what normative legal acts labor relations in civil law are regulated. This article analyzes errors and shortcomings in civil law contracts related to the provision of services in practice, as well as difference labor contracts and civil law contracts and errors that are allowed in their registration. The aspects and proposals that are necessary to eliminate and prevent offenses are also emphasized. The content, form, parties to the contract, obligations and rightsof the parties, obligations for violation of the contract, grounds for termination of the contract are also highlighted. And each of these above-listed aspects is compared with an employment contract. The differences arising from the comparison were studied by Russian and English scientists and their judgments on this situation were translated. Civil contracts regulating labor relations are considered on the example of the legislation of foreign states and the Republic of Uzbekistan. The advantages and disadvantages of a civil contract, its difference from employment contracts were explained by comparison in separate tables.Keywords:civil law contract, fee service contract, labor contract, contractor, customer, employee, employer, terms of contract

ADMINISTRATIVE RESPONSIBILITY IN EMPLOYMENT SPHERE

The article is devoted to the characteristics of administrative liability in the field of labor relations as a special type of legal liability. An attempt is made to take a comprehensive approach to the study of material and procedural norms of administrative liability in the field of labor relations. It is noted that the Labor Code of Ukraine prescribes in detail the disciplinary, material and financial responsibility. It is emphasized that the norms of administrative responsibility are contained in certain laws and the Code of Ukraine on Administrative Offenses. It is noted that the articles of the Code of Administrative Offenses devoted to the selected problem are scattered in separate chapters. The reason for this is that the norms were systematized according to two criteria: the sectoral affiliation of the offense and the object of the offense. It was found that the Code of Administrative Offenses contains articles directly related to such institutions of labor law as employment, collective agreement, labor contract, labor protection, labor disputes, control and supervision over compliance with labor legislation, labor migration. Most articles are devoted to liability for offenses in the field of labor protection. This legal institution has a cross-sectoral nature. Norms of the Code of Administrative Offenses on administrative liability in the field of labor protection can also be divided into universal and specific legal. Attention is paid to the practical implementation of certain articles of the Code of Administrative Offenses. In particular, the control and supervision proceedings are described in detail. The legal dilemma regarding the application of Art. 265 of the Labor Code of Ukraine and Art. 41 the Code of Ukraine on Administrative Offenses and on the fact of more complete normative maintenance of realization in practice of Art. 265 of the Labor Code of Ukraine, which determines the priority of the choice of sanctions by inspectors of the State Labor Service. It is pointed out that there is no special legislation that would prescribe the procedural issues of holding peaceful assemblies, however, administrative liability for violations of the latter exists in the Code of Administrative Offenses, which gives rise to the invalidity of some of its articles.

Performance Evaluation of Contract Labor Using Cluster Analysis

The role of employees is needed to determine the success of a company. Performance appraisal performance is a way to measure the contribution made. One way to do an evaluation is by classifying the data. After the data is grouped into clusters, a ranking is done. Method used The Simple Additive Weighting (SAW) method is to find the weighted sum of the performance ratings for each alternative on all attributes. The criteria that will be used as a reference in making decisions are performance, presence and behavior. Very good performance was achieved by contract workers located in cluster 1, contract workers located in cluster 5 received a good rating, contract workers located in cluster 4 received a sufficient rating, contract workers located in cluster 4 received a bad predicate and contract workers located in cluster 3 get a very bad predicate. The purity method is used to measure the purity level of a cluster. The purity value obtained is 0.89 or 89%. Which indicates the accuracy value with the purity test is good because the purity value is close to 1