English in the Pandemic: Changes and Challenges

The article sheds light on some of the new developments in English under the influence of the COVID-19 pandemic: namely, various types of neologisms, which have appeared over the past year and a half. The paper offers an overview of these new formations, supplemented by discourse analysis. The study is based on the material gleaned from online editions of The Economist newspaper, with the examples selected using the method of continuous sampling. Research results indicate that the majority of neologisms are portmanteau words; however, abbreviations, compounds and new coinages referring to people’s work arrangement are also encountered. In addition, some data on the increase in dictionary searches for words connected with the pandemic are adduced. COVID-19 has boosted the capacity of the English language for expanding its vocabulary, and the changes brought about by this process should be thoroughly studied and understood.

Benefits and Challenges of Telework During The Covid-19 Pandemic

During the Covid-19 pandemic, the term work from home (WFH) has been introduced to refer to a work arrangement in which individual can complete their duties while they are at home. While most flexible work arrangements are a preference, work from home is mandatory. Therefore, the impact of WFH during the Covid-19 pandemic needs to be studied. The total respondent of this study is 337 employees, who are works at home during the pandemic. The results showed that the three main benefits employees might gain during WFH are flexibility, more time with family, and less travel time. On the other side, employees struggle to balance their personal and work life, access to websites or software, and limited devices and workspace. Most of the companies are not ready for the WFH scheme though some of them gave support to employees (e.g., quota subsidy). This research gave some essential suggestions for HR managers in designing remote work for the future.

PENGARUH FLEXIBLE WORK ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEKERJA LEPAS DI PROVINSI BALI

Flexible work arrangements have been widely used to meet the needs of workers and manage work. Flexible working hours and methods will make it easier for workers to coordinate their work and social schedules. The purpose of this study was to determine the effect of flexible work arrangements and job satisfaction on the productivity of freelancers. The population is all self-employed workers in Bali Province. The sample used in this study was 100 respondents who were collected during the 7 days of the survey. Data collection was obtained from the results of questionnaires which were distributed directly to all entrepreneurs in the province of Bali. Furthermore, to analyze the data used multiple regression analysis. The results of this study indicate that flexible work arrangements effectively affect the productivity of entrepreneurs. The reaction of the freelancers is that they believe that through this work system, they can manage their work schedule more flexibly and become happier and happier. more efficient and closer to the family. Job satisfaction has an impact on work efficiency. It can be seen that there is a significant positive correlation (correlation) between job satisfaction and productivity of freelancers.

The relationship between justice perceptions and organizational commitment among alternative work arrangement participants and non-participants

Purpose The purpose of this paper is to examine the effect of auditor alternative work arrangement (AWA) participants’ and non-participants’ perceptions of procedural and distributive justice on organizational commitment. Design/methodology/approach Using survey data from 110 auditors in the USA, this study uses a regression model to explore how AWA participants’ and non-participants’ perceptions of procedural and distributive justice affect organizational commitment. Findings As predicted, results show both participants’ and non-participants’ perceptions of procedural justice significantly affect organizational commitment. However, neither groups’ perceptions of distributive justice significantly affect their organizational commitment. Originality/value Organizational justice literature has shown that procedural and distributive justice influence organizational commitment. However, no study has controlled for AWA participation. The authors extend research by investigating the effects of procedural and distributive justice perceptions on organizational commitment for both participants and non-participants. The authors also extend accounting research that has narrowly examined AWA benefits and drawbacks, support, viability and perceptions of subordinate career success. Furthermore, there is limited AWA auditing research and this study offers a view prior to the COVID-19 pandemic.

Fathers’ involvement in childcare, children’s education and housework during the COVID-19 lockdown

The COVID-19 pandemic has transformed daily life across the world and affected multiple social institutions. It may also have modified parents’ gendered division of labour. Current research on family functioning during the pandemic has provided mixed evidence on the influence of at-home work and at-home schooling on mothers’ and fathers’ involvement in childcare, child’s education and housework. In this paper, we use data from 1359 Russian mothers to study whether fathers' participation in these activities was influenced by the increased need for parental help in schooling and more opportunities for help due to remote work during the lockdown. We find that fathers’ involvement was higher if they worked remotely during the lockdown and if the child needed much additional help with schooling after school closures. These results hold true even after controlling for fathers’ pre-pandemic involvement. In line with conditional fatherhood theory, mothers’ engagement with remote schooling was almost unrelated to their employment status and work arrangement. Overall, our evidence supports the ‘needs exposure’ hypothesis that additional family needs in combination with switching to remote work can increase fathers’ involvement. However, evaluating the duration of these changes and their long-term influence on families’ functioning would require further research.

Sharing economy in Russia: vectors of development of civil legislation

The purpose of the given research is to shape developments of civil legislation which will facilitate the legal framing of adequate mechanisms of civil regulation of relations in the sphere of shared use of goods and services (sharing economy) under growth of digital technologies. The research reviews and analyses basic ideas of economic and legal sciences. It studies empiric material such as sample contracts and cases of judicial practice. The main research methods were deduction (specification of general principles and their application to particular spheres), induction (the study of work arrangement of certain platforms under sharing economy and further specification of general principles), and method of comparative law. Sharing economy activities may be diverse. It can be of profit-seeking or non-profit character. Participants of sharing economy can be considered commercial and non-commercial organizations, citizens, and civil communities which are not legal entities, and it results in the necessity of solving the problem of their legal standing so that they can take part in civil transactions.

The Temporary Agency Worker’s Motivation Profile Analysis

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.