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.

The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee Engagement

This research evaluates the mediation role of job satisfaction on the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The population of temporary employees at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The analysis employed Smart PLS 3.0. The results show that organizational justice affects job satisfaction, and job satisfaction significantly affects employee engagement. Job satisfaction has a mediation role in the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The benefit of the research is that improving employee engagement would be adequate by increasing both job satisfaction and organizational justice.

Kompensasi, Stres Kerja, Kepuasan Kerja dan Komitmen Organisasi

This research aims to determine and analyze the impact of compensation on organizational commitment, the impact of job stress on organizational commitment, the impact of job satisfaction on organizational commitment, and the role of job satisfaction as mediator the impact of compensation and job stress on organizational commitment. This research design is explanatory research. The population in this research are all temporary employees who had worked for more than 1 year amounting to 73 people. This research uses saturated sampling or census method as sampling technique. Partial Least Square with Smart PLS is used as data analysis.

The Relationship of Employee Characteristics towards Knowledge of the Evacuation Route Utilization

Introduction: A hospital as a health service facility needs to provide safe infrastructures, especially during disasters. The evacuation route is a safety support facility that can be used by everyone. A previous study states that when disasters occurred, nurses in the hospital did not know how to evacuate due to the difficulty in accessing the evacuation route. This study aims to analyze the relationship between the employee characteristics and knowledge of the evacuation route utilization. Methods: The study used an inferential analytical quantitative method. The population in this study was 178 temporary employees. The stratified random sampling technique was used to gain a sample of 64 people. The variables analyzed in this study were age, work period, education level, training, and knowledge of the temporary employees. Moreover, questionnaires were filled by the temporary employees as a technique of data collection. The Chi-Square test was used as the technique of data analysis. Results: The results of the study show that in the highest number, 40.6% of the employees are 31-40 years old, 56.3% of the employees have 1-10 years of service, 39.1% of the employees have a diploma degree, and 65.6% of the employees have participated in the evacuation route training.In addition,based on the bivariable analysis, the authors find that there is a relationship between employees’ age and knowledge (p value = 0.036), work period (p value = 0.039), education level (p value = 0.029), and training (p value = 0.029). Conclusion: There is a relationship between the employee characteristics and knowledge regarding the evacuation route utilization.Keywords: disasters, employees, evacuation route, hospitals, knowledge Keywords: disasters, employees, evacuation route, hospitals, knowledge

Employee Satisfaction in Labor-Owned and Managed Workplaces: Helping Climate and Participation Spillover to Non-Owners

In contrast to shareholder-owned organizations, worker-owned cooperative organizations foster employee wellbeing such as employee satisfaction as an important outcome by itself. Due to expansions and economic fluctuations, larger worker-owned cooperations nowadays use mixtures of employment contracts resulting in varying shares of co-owners, contracted and temporary employees in workplaces. In the current paper, we research if this situation challenges the moral commitment of worker cooperatives to their employees, which derive from the cooperative philosophy on corporate responsibility. Where previous research contrasted employee wellbeing in worker cooperatives with share- holder owner organizations, this paper describes how various shares of co-owners in workplaces change mediating processes of helping climate and workplace participation and ultimately result in different levels of employee satisfaction. Archival data combined with survey data of 5907 employees in 99 hypermarkets were tested with multivariate analyses, and indicated that the helping climate and workplace participation positively mediated the association between the share of co-owners in hypermarkets and employee satisfaction. The findings imply that traditional worker-owned cooperatives, where a majority of all workers are owners, had more success in fostering cooperative values as a strategic outcome.

Rural-Urban Comparison of Manufacturing SMMEs Performance in KwaZulu Natal Province, South Africa

The paper investigated the role of location on the performance attributes of manufacturing Small, Micro and Medium Enterprises (SMMEs) in South Africa’s second-largest province of KwaZulu Natal (KZN). Panel data from 191 SMMEs covering three years between 2015 and 2017 were analysed using R software. The results utilising the Random Effects Within-Between (REWB) technique show that SMMEs in KZN have related characteristics but the extent to which they influence performance is moderated by location. The findings also indicate that the use of digital media and liability registration negatively affects the performance of urban-based, with no effect on rural-based enterprises. Based on the findings, it was recommended that SMMEs in KZN should focus on productivity, permanent employees, temporary employees and total assets to drive performance despite their locations. Based on this study, the government has an informed basis for the development of effective interventions for SMMEs in the province.

The Influence of Transformational Leadership, Compensation, Organizational Climate, Work Satisfaction on the Performance of Puskesmas Kijang Employees in Bintan Regency

This study uses a causal model survey method using path analysis techniques. The aims of this study is to confirm the theoretical model with empirical data, the study population is employees at Kijang Health Center in Bintan Regency, which consists of civil servants and temporary employees with samples of 44 employees. Data collecting technical using variable measurements by questionnaire instruments, this instrument was developed based on theoretical studies. Data analysis uses descriptive statistics and analysis statistics. Statistical tests are used to test the significance of path coefficients using Partial Least Square (PLS), which is a Multivariate Analysis in the second generation using structural equation modeling (SEM). PLS can be used for a small number of samples and does not require the assumption that data distribution must be normal or not. The relationships between variables formulated in the formulation of the problem as many as 6 pieces obtained significant results.

What fosters the success of a transdisciplinary environmental research institute? Reflections from an interdisciplinary research cohort

As society confronts a multitude of wicked problems without clear solutions, transdisciplinary research institutes have the opportunity to meet the increasingly important challenge to foster research capable of addressing such problems—that is, cross-disciplinary and societally relevant research. There is a growing body of literature on how to conduct effective interdisciplinary, transdisciplinary, and team-based research, but there is less work that evaluates (1) the lessons learned, pitfalls, and successes involved in creating and maintaining transdisciplinary institutes that support this research and (2) how early-career researchers are shaped by and shape such institutes. In this commentary, we share insights and critical questions germane for those involved in the formation of, or participation in (especially as early-career, non-tenure-track researchers), transdisciplinary institutes. From our perspective as part of a unique cohort of research fellows developed as part of a new transdisciplinary institute at Indiana University, we explore facilitators and barriers to our ability to support the institute’s mission. Topics addressed include tensions between research and implementation, rapidly achieving collaborative research, and community building, especially in the context of nurturing an institute with temporary employees as a key component. We reflect on what our experiences as part of such an institute mean for our career pathways, especially in the context of current academic structures and incentives. Our insights are in the context of an environmental-focused institute, but the issues raised are likely relevant to transdisciplinary institutes formed around a wide range of other themes or topics, especially those seeking to learn from the experiences of the first few years of an institute.

Die Festhaltenserklärung des Leiharbeitnehmers bei der illegalen und der verdeckten Arbeitnehmerüberlassung

As part of the amendment to the German Temporary Employment Act in 2017, the legislator introduced a right to remain with the existing employer. It enables temporary employees to avert a legally ordered change of employer if they are illegally assigned to third parties. This is intended to resolve the conflict with the temporary employee's freedom of occupation. The study is focusing on whether the legislator has succeeded in this regard. Thereby not only the right to remain itself, but also the newly established prohibition of concealed supply of temporary employees is under scrutiny. The regulations are comprehensively analysed on the level of ordinary law as well as constitutional law.

Tinjauan Pengalihan Kewenangan Guru Tidak Tetap/ Pegawai Tidak Tetap (GTT/PTT) Pendidikan Menengah dari Pemerintah Kabupaten/Kota Ke Pemerintah Provinsi Jawa Tengah

The transfer of authority for the management of secondary education from Regency/Municipal Governments to the Central Java Provincial Government has had a huge impact on Temporary Teachers (GTT), and Temporary Employees (PTT), including employment status and welfare, which were previously the responsibility of the Regency/Municipal Government to Provincial Government’s purpose of this study is to describe and analyze the transfer of authority to manage secondary education GTT and PTT from the Regency/Municipal Government to Provincial Government and the factors that influence this transfer of authority. This research method is a qualitative descriptive study with data collection techniques through interviews, observation, and documentation. The results showed that the transfer of authority for the management of secondary education Regency/Municipal Government to the Central Jawa Government was implemented properly. The factors that influence include an adequate number of implementers and appropriate competence, availability of budget, availability of supporting equipment and technology but due to the large range of control of the Central Java Province Education and Culture Office in administrative service, the management of GTT and PTT is not optimal. Keywords: Decentralization of education, Transfer authority, GTT, PTT