BEYAZ YAKALI ÇALIŞANLARDA ARANAN BECERİLERİN BELİRLENMESİNE YÖNELİK BİR ARAŞTIRMA

Author(s): Emrah Özsoy,Yasemin Ekici Gürbüzoğlu / Language(s): Turkish Issue: 5/2019

The purpose of this study is to determine the set of skills expected from white-collar employees. The data needed for the research were collected through the human resources managers/vice managers and the people responsible for the recruitment of white-collar employees. In order to obtain the data, a questionnaire was prepared. The skills required to be found in white-collar employees were measured by an open-ended question. Then, a questionnaire form was sent to the human resources managers/vice managers and the people responsible for the recruitment in electronic environment. In this context, a total of 112 valid questionnaires were obtained. The data obtained were analyzed by coding the open-ended answers (in the form of keywords) and the frequencies were calculated. According to the research findings, it is determined that the skill required to be found in white-collar employees were found to be as communication skills with the percentage of 18%.

STUDY OF THE LBUAS GRADUATES CAREER MONITORING

Author(s): Romerytė-Šereikienė Rasa,Šaltytė–Vaisiauskė Laura / Language(s): English Issue: 2/2019

Career Monitoring of Graduates is a relevant aspect for every higher education institution seeking to improve the Curricula. Graduates gaining an attractive specialty in the labour market and competencies that meet employers' expectations are more successfully positioned in a changing labour market. The article analyses career monitoring data of Lithuanian Business University of Applied Sciences graduates during the period from 2015 to 2019. The success of the investigation is assured by the high school's close relationship with the Alumni, who are invited not only to take part in the surveys but also to actively participate in their Alma Mater life. An empirical study revealed that about two thirds of graduates are satisfied with both their chosen specialty and studies completed. The majority of graduates' studies also met their expectations. The results of the study are analysed and recommendations are developed to make informed decisions that helps to achieve the stated goals at the institutional level.

INSPEKCIJSKI NADZOR KAO INSTRUMENT BORBE PROTIV FAKTIČKOG RADA U DOMAĆEM I MEĐUNARODNOM PRAVU

Author(s): Sanja Lipovčić / Language(s): Serbian Issue: 3/2019

U radu se analizira pojam faktičkog rada, njegovi pojavni oblici, sa osvrtom na okolnosti koje utiču na njegov nastanak. Takođe sagledani su standardi, principi i usmerenja Međunarodne organizacije rada kada je u pitanju inspekcijski nadzor, odnosno sagledan je međunarodni okvir sprovođenja inspekcijskog nadzora i reference koje on daje kao osnovu za suzbijanje faktičkog rada. Polazeći od razmatranja aktuelnog stanja u inspekciji rada, te uspostavljenih standarda Međunarodne organizacije rada u pogledu delovanja inspekcije rada, kao i dijapazona raspoloživih zakonskih mogućnosti usmerenih na suzbijanje faktičkog rada, ukazuje se da će predloženi način organizacione, kadrovske i tehničke promene u samom organu doprineti suzbijanju posmatrane društvene pojave.

STATE POLICY OF USE AND STIMULATION OF LABOR RESOURCES TRADE

Author(s): Natalia Kovshun,Olena TSVIRKO,Oksana Redkva / Language(s): English Issue: 2/2019

The article is devoted to the problem of the efficiency of the labor using in trade. The necessity of introduction of modern mechanisms and tools of personnel management in the work of trade enterprises is proved in this article. Recognized, that the ability of the continuous development of the sphere of trade, the apparent disproportion and the structural deformation of the employment market negatively related to the quality and effectiveness of the business and financial and economic results of management. This situation implies the need for intensification of the efficiency of the realization of labor and intellectual potential at all levels of economic relations. The main objective of the study is the factors that will ensure a convergence of social-labor interests of employees, employers and society. As a result, the formation and rational use of human capital and the high efficiency of labor will be ensured. Today, in spite of the increase in the level of employment and payments in Ukraine, there is still insufficient financial stimulation, an adequate need for trade workers, full support of the social support, protection and assistance that would meet international standards, and create insufficiently competitive job positions.

COLLECTIVE BARGAINING WITH SPECIAL REFERENCE TO THE LAW OF GERMANY AND REPUBLIC OF SERBIA

Author(s): Jovana Misailović / Language(s): English Issue: 4/2019

Collective bargaining is type of dialogue between social partners (representative trade unions and representative employer organization) which lead to conclusion of collective agreement. For success of collective bargaining, it must necessarily be laid on a democratic basis and it must be in accordance with appropriate legal framework that enables the social partners to act autonomously and independently. This means that employees, on the one hand, and employers, on the other, have the right to freely choose to form their own organizations (trade unions and employers’ organizations), and to join them under the conditions prescribed by their own statutes or rules. The author considers right to collective bargaining as one of the cornerstone rights adopted by International Labour Organisation and give a special attention to legal framework and situation regarding collective bargaining in Germany and Republic of Serbia.

Installing a Culture of Innovation Through Orchestrated Communications and Cognitive Talent Operations (NTT Communications Case Study)

Author(s): Cristian Vlad,Fumiaki Tajiri,Ana Damaschin,Hiroaki Kaneko / Language(s): English Issue: 11/2019

Starting with Artificial Intelligence (AI) and continuing with Machine Learning, Block chain, IoT, Intelligent Learning Platforms, Quantum Computing, Deep Learning, Cognitive Solutions, Learning Management Systems (LMS), Intelligent Global Talent Databases, Prediction Machines and Robotic Process Automation (RPA), talent operators in the whole world are in search of implementing modern technology solutions for enhancing operational efficiency and for developing more engaged, collaborative and better connected organizations.Corporate Japan has seen an unprecedented need for revamping talent operations and organizational structures in order to incorporate modern technology and to enhance global competitiveness. Along with modern technology comes modern talent – a rapidly emerging generation of digitally native business practitioners who redefine the business landscape with their new skills, vision for the future of doing business, desires to connect and aspirations for growth.In an effort to determine how modern technological solutions have changed the dynamics of traditional Japanese organizations and reshaped the architecture of their business, this paper reveals some of the most popular technologies and talent operation practices embraced by Japanese organizations ready to compete on the global market, as illustrated in the case of NTT Communications.

TEKNOLOJİK İLERLEMENİN İSTİHDAM YARATMADAKİ ROLÜ VE ÖNEMİ: TÜRKİYE ÖRNEĞİ

Author(s): Sibel CENGIZ,Afsin Sahin / Language(s): Turkish Issue: 45/2020

It can be seen since the Industrial Revolution that the advancing technology has caused big changes in the society and economics. Following the Industrial Revolution, it is always debated among scholars whether the mechanization in production increases the unemployment or not which is a socio-economic problem. Today robots and artificial intelligence show themselves in the society more and unemployment increases in the worldwide deepen these debates. Classical Economics School representatives emphasized that the technological unemployment would not be long-termed and job losses would be balanced by compensatory mechanisms. In most of the studies, the effects of technological progress and innovation on employment is found to be negative but in the long-term because of the increasing quality of the goods and services and decreasing costs their effects turn to be positive. In this study, the effects of technological progress on the employment for Turkey during the period 1990-2018 is analyzed using Quantile Regression method and it is tried to be determined whether it will increase the unemployment rate through labour saving or decrease the unemployment through compensatory mechanisms. Unemployment rate is taken as a dependent variable and change in the Research-Development expenditures and economic growth are taken as independent variables. There is found to be a negative relationship between unemployment and Research-Development expenditures. 1% increase in the Research and Development expenditures decrease the unemployment rate by 5.73%. However, there is no significant relationship between economic growth and unemployment and may point out a jobless growth case. This may be because of the economic growth with labour saving production methods. Consequently, in the Turkish economy, Research and Development expenditures as expected increases labour productivity but the unemployment problem following labour saving production methods would be balanced by structural measures.

TASULISE PUHKUSE SISSESEADMINE EESTIS

Author(s): Maie Pihlamägi / Language(s): Estonian Issue: 25/2019

At the beginning of the 20th century when some European countries introduced paid annual leave for employed persons, this phenomenon was unknown to Estonian workers. After the World War I more and more countries guaranteed paid annual leave for their workers under pressure of trade unions. There was no strong trade union movement in Estonia; therefore, seven days paid leave was introduced in 1934 by the law as a result of rather external than internal social pressure. Law of 1934 guaranteed one week paid annual leave only for industrial workers. In this respect, Estonia was not exceptional among other member states of International Labour Organization (ILO), as there were few countries where paid leave was guaranteed for all employees by law or collective agreement. In the second half of the 1930s, many European countries extended not only workers’ rest periods including paid holidays but also expanded paid holidays for all types of workers to follow the requirements of the 1936 ILO Conventions and Recommendation on Holidays with Pay. The ILO standards on paid leave, as well as the impact of labour laws of Finland and other Scandinavian countries, were reflected in Estonia’s new law on paid leave of 1940, despite opposition from employers who considered the extension of paid holidays economically unrealistic. The new law guaranteed all employees working under an employment contract (except seasonal workers and seamen) the right to paid leave after one year of continuous service. The duration of the holiday depended on the length of the employment and was between one and two weeks. Introducing the statutory entitlement to seven day paid annual holiday in 1934 to industrial workers, extending the duration of holiday, and expanding it to wider category of workers in 1940, Estonia took a major step towards harmonizing its social policy with that of other, more progressive Member States of ILO. However, the law of employment contract did not include several categories of employees, the paid leave was not available for all Estonian workers. Paid holidays were very important for the improvement of workers’ health, but also for the improvement of their economic conditions and the quality of life, which in turn had a positive effect on productivity. Introduction of paid leave raised the question about the possibilities to spend the vocation time actively. Most of the Estonian workers spent their holidays in the home environment and continued to be engaged in traditional leisure activities such as playing in amateur theatre groups, attending concerts and theatre shows, going to the movies, reading books, listening to the radio, visiting relatives, participating in the activities of cultural and educational associations and enjoying vacation at the beach. Travelling or spending family vacation in holiday homes was an option for limited amount of Es¬tonian workers due to low income. However, the Estonian trade unions under the influence of Scandinavian organizations tried to build holiday homes and organize weekends in tourist farms and guest houses in the countryside away from the everyday environment.

JAUNŲ SUAUGUSIŲJŲ SUVOKIAMOS BENDRADARBIŲ PARAMOS, SUVOKIAMOS VADOVO PARAMOS BEI SOCIODEMOGRAFINIŲ VEIKSNIŲ SĄSAJOS SU KETINIMU IŠEITI IŠ DARBO

Author(s): Dovilė Zakarauskaitė,Rasa Pilkauskaitė-Valickienė / Language(s): Lithuanian Issue: 1/2020

The aim of this study was to establish the relationship between Perceived Coworker’s Support, Perceived Organizational (Supervisor) Support, and Turnover Intention. An additional task was to identify the interaction of Socio-demographic Factors with the Turnover Intention. These associations were investigated in the emerging adult’s sample (period of learning and experimentation prior to career and stable relationships (Sussman, Arnett, 2014). Thus, the study sample consisted of individuals aged 18 – 30 (442 women and 61 men). The study was conducted in several stages. At first, a dialysis interview was conducted in which 2 individuals in the emerging adulthood age were interviewed. The only criteria for these subjects were their age and condition for being employed. After finding the subjects in a convenient way, they were asked in a semi-structured interview about their work experience, what was important to them at work and other similar questions like sociodemographic questions about age, sex etc. This interview helped clarify the direction of the research and the variables examined (perceived support from coworkers, perceived support from the supervisor and turnover intention). This interview also helped to determine what methodologies will be used in the study, namely, “Turnover Intention” (Camman et al., 1979), “Perceived Coworker Support” (Bemiller, Williams, 2011), and “Perceived Organizational Support” (Eisenberger et al., 1986) scales. After evaluating the results of the dialysis interviews, scales were selected through an online survey, along with socio-demographic questions and presented to 15 subjects who were conveniently picked.The data obtained were analyzed. It was decided to use the same scales as in the pilot study, as the results were satisfactory, the main study was finally launched. This was also done through an online survey but this time 503 subjects were interviewed. When enough finished questionnaires were collected during the day, it was decided to evaluate results. Calculations were done using statistical program SPSS 23.0 (2015).The “Turnover intention scale” (Camman et al., 1979) consisted of 3 statements as “I often think about quitting”. The subjects rated the statements on a Likert scale (from 1 – strongly disagree to 7 – strongly agree). A higher score on this scale indicates a stronger intention to quit. Cronbach alpha was measured (α = .764). Agreement to use this questionnaire was get from PsyTest database. Second scale used was the “Coworker Support scale“(Bemiller, Williams, 2011). This consists of 5 statements that had to be rated from 1 (strongly disagree) to 5 (strongly agree). Cronbach alpha showed high score (α = .855). None of the questions were reversed. This questionnaire is available to use for not commercial purpose. The third scale is the “Perceived Organizational Support scale” (Eisenberger et al., 1986). This scale was adjusted to purpose of this research. Word “organizational” was changed to “supervisor” support for purpose of concretization. This questionnaire consists of 8 statements to be rated from 1 (strongly disagree) to 7 (strongly agree). Cronbach alpha also showed high rates (α = .844). After pilot survey with 15 young employee, it was decided not to delete any question from this scale. Higher scores in this scale shows higher organizational (supervisor) support. Four questions were reversed. And finally, socio-demographic questionnaire used after analyzing scientific articles of other scientists.The first hypothesis that socio-demographic factors are significantly related to the construct of turnover intention was partially confirmed. It was discovered that the turnover intention is associated with a general seniority, promotion. Consequently, those with a higher seniority have a lower turnover intention. Also promoted individuals have a lower turnover intention. However, the links with the intention to retire are not determined by age, education, gender, length of service in the current company they are employed in, the number of jobs in which the individual has worked. These interfaces were studied using Pearson and Spearman. The second hypothesis that there is a significant correlation between perceived supervisor support, perceived support from coworkers and turnover intention was confirmed. There is also a significant relationship between perceived support from coworkers and perceived support from the supervisor with the turnover intention. These interfaces were studied by Pearson. The third hypothesis, which states that perceived support from coworkers, perceived support from a supervisor is important in predicting turnover intention, has been partially supported. Indeed, perceived supervisor support is strongly related to the turnover intention, meaning that employees receiving less support from the supervisor are more likely to change jobs.The study was conducted to analyze how socio-demographic factors, perceived supervisor support and perceived coworker support is related to turnover intention. The results showed that overall length at working (fewer people with more seniority are considering quitting the job), promotion (less promoted employees are less likely to retire), and turnover intention is correlated. Perceived supervisor support and perceived coworker support is significantly correlated with the turnover intention so the greater the perceived managerial and coworker support, the lower is his or her turnover intention. Evaluating the importance of perceived supervisor support, perceived coworker support along with socio-demographic factors, in predicting turnover intention, it was discovered that only supervisor support predicts turnover intention. Consequently, the greater is the supervisor support, the lower is employee’s turnover intention. In that case we should consider the importance of this kind of support to an employee. Also, the turnover intention is significantly predicted by overall seniority. If someone at work has a bigger overall, seniority we could consider him as someone who think less about quitting, no matter in what kind of work he is. Thus, the stereotype that young employee is volatile and frequently change jobs has been partially refuted. All calculations show that age is not directly related to frequent job rotation, but the support given to the young employee by the supervisor contributes significantly. Emerging adults (young employee) may have different approach to work, sometimes they, in somebody’s opinion, might decide to leave working environment too early. Although other point of view may be that they might be open minded and in need of support at work. And they might not just be young and undecided employee.

DUYGUSAL EMEĞİN İŞGÖREN PERFORMANSINA ETKİSİ: ERZURUM İLİ ÇAĞRI MERKEZİ ÇALIŞANLARI ÜZERİNDE BİR ARAŞTIRMA

Author(s): Zafer Aykanat,Yavuz KOÇ / Language(s): Turkish Issue: 46/2020

Emotional labor can be defined as directing employees, emotions and behavior to present the appropriate emotion based on workplace rules or professional principles. Employee performance can also be defined as a measurement to represent both the determinant of employees’ current knowledge and skills and how they adopt organizational purposes and goals. In that sense, both concepts are considered to play an important role to attain certain goals set by organizations. In this study, the existing literature that addresses the relationship between emotional labor behaviors and employee performances was initially reviewed. In the light of the literature review, research model was developed and frequency, reliability, correlation and regression analyses were performed. The main objective of this paper is to investigate the relationship between emotional labor behavior of call center employees and their performance as call centers are principally constituted to perform better customer service. The number of previous research that concentrates on the relationship between emotional labor and employee performance is rather limited although the relationship between emotional labor and other different variables was successfully examined previously. In that sense, the present paper aims to fill this void in the existing literature. Firstly, the concepts of emotional labor behavior and employee performance were theoretically examined. Later, a questionnaire was administered to 318 call center employees of 182 Central Physician Appointment System (MHRS) in Erzurum province and the results of this paper reveal that sincere behavior display was found to have a higher impact on employee performance than other sub-dimensions of emotional labor. The present research can be supported by qualitative research in terms of conveying case studies by respondents. This paper may provide theoretical and methodological contribution to the existing emotional labor and employee performance literature.

IMPACT OF DIVERSITY MANAGEMENT PRACTICES ON ORGANIZATIONAL CLIMATE – AN EGYPTIAN STUDY

Author(s): Alshaabani Ayman Alshaabani,Ildiko Rudnak / Language(s): English Issue: 1/2020

This study aimed to find out which practices of diversity management can predict organizational climate, furthermore, to determine whether any demographic variable can influence the relationship between diversity management practices and organizational climate. The research questionnaire was designed and distributed to Egyptian employees working in big multinational organizations using snowball and convincing sampling methods. The results showed that not all diversity management practices (recruitment, awareness, and diversity policy) could predict trust climate or distributive justice; on the other hand, age and work experience could predict the relationship between the studied variables. Although gender had an impact on this relationship, it was not significant. These results provided a spotlight on the effects of a few diversity management practices on two of the organizational climate elements, also showing which of the demographic variables can have an impact on this relationship. This thing will be necessary for researchers who wish to focus on Egyptian literature on this topic or for managers who seek to apply diversity management practices at their companies.

COVID-19: SYNTHESIS AND ANALYSIS OF SUSTAINABILITY MEASURES FOR THE ROMANIAN ECONOMY

Author(s): Zsombor Bukfeyes-Rakossy,Gabriela-Victoria ȚEPUȘ / Language(s): English Issue: 12/2020

The crisis generated by Covid-19 is universal, affecting the world not only from a health perspective, but also from a socio-economic one. While facing an unmatched situation, governments have reacted differently in order to bolster their economies. This article deals with the support established by the Government of Romania for businesses. The analysis includes three major instruments: IMM Invest, Emergency Situations Certificate and technical unemployment. Furthermore, a number of other secondary measures along with the prepared support for economic recovery are mentioned. The study relies on official data communicated by the authorities, on petitions submitted to ministries, on press information, and on the collection and examination of statistics. How these programmes were carried out during the state of emergency, what immediate effects they had and what else should Romanian entrepreneurs expect are key questions to which this article provides answers. Technical unemployment was a necessary measure, taken in due time and prolonged long enough, but once halted, it can generate the termination of many employment contracts. The Emergency Situations Certificates, due to the low number of requests, suggest the fact that this instrument was overwhelmed by the situation. Their importance can rise during the period of economic invigoration if there will be non-reimbursable support provided on its basis. Last but not least, the IMM Programme, during its first weeks of existence, generated nine times more rejected than approved applications and offers the public space contradictory data depending on its source. In these conditions, companies are looking forward to economic recovery measures.

Prekarizovaná práce mezi zaměstnanci v ČR v letech 2008−2018

Author(s): Martin Spurný / Language(s): Czech Issue: 1/2021

The article addresses precarious work performed by employees in the Czech Republic in the period 2008 to 2018. The approach involved the operationalisation of uncertain positions in the labour market, with an initial assumption that two types of such employees exist according to employment legislation, i.e. those working on fixed-term contracts and those on part-time contracts. This approach is validated in the article via the consideration of several related aspects (income differences, differentiation between professions and the unemployment risk) using data from the Labour Force Survey. The results show that precarious employees have a household income per capita of below the income poverty line. The next step of the research identified those occupations with a higher incidence of precarious work with respect both to the main classifications of the ISCO occupation classification and individual occupations. It was confirmed that the professions affected are those with lower qualification demands - auxiliary and unskilled workers (approximately 9%) and workers in the services and retail sectors (approximately 4%). Furthermore, the article presents time-series aggregated data on both of the types of precarious work identified approximately from the beginning of the financial crisis in 2008 up to 2018 in connection with the development of unemployment. The application of the operationalisation approach, especially concerning short-term contracts (the first type), was further validated by the results of the unemployment risk analysis of the panel component of the data. It was determined that a higher probability of unemployment occurs, even within the same occupational groups (and considered according to gender and education), with respect to those employees who occupied precarious employment positions in the previous quarter. When compared to other research approaches, the operationalisation of unstable work via the analysis of secondary data proved to be a suitable tool for research into both the conditions of those with precarious positions in the labour market and the various effects on the behaviour and thinking of those affected.

Nabídka ukrajinské migrační pracovní síly a její poptávka v Česku

Author(s): Dušan Drbohlav,Patrik Budský,Dita Čermáková,Milan Lupták,Eva Janská,Zdeněk Čermák,Dagmar Dzúrová,Lukáš Valenta,Petr Weisser,Miroslav Žilka,František Freiberg / Language(s): Czech Issue: 1/2021

The article compares findings from research conducted in Ukraine, where potential migrants to the Czech Republic (and the European Union) were surveyed concerning the causes and organisation of their planned migration, their qualitative characteristics and their expectations of migration, with the results of surveys conducted in Czech companies concerning the demand for labour and the employment of foreign workers in the Czech Republic. The research was based on four research approaches, two of which (questionnaire surveys of migrants and interviews with experts) were conducted in Ukraine and two (questionnaire surveys and interviews with senior managers and personnel department staff) in Czech industrial companies. The results revealed the continuing high degree of migration attractiveness of the Czech Republic, especially in Transcarpathian Ukraine, the dominant role of the social networks of relatives and acquaintances in arranging work abroad and, conversely, the very low attractiveness of the use of recruitment agencies. The registration of documents and obtaining a work visa were cited as the most significant obstacles to the planning of migration to the Czech Republic. The migration of Ukrainians mainly concerns the secondary labour market, despite the fact that industrial companies in the Czech Republic continue to express a shortfall of, and a high demand for, skilled workers. Further, the article presents a tool aimed at helping employers/companies to identify the problems faced by their foreign workers with concern to various aspects of integration. In addition, the article adds to the knowledge of the development of the Czech Republic in terms of the so-called migration cycle concept.

Analýza obsahu práce − cesta ke spravedlivému hodnocení náročnosti prací ve veřejné správě

Author(s): Richard Ornstein / Language(s): Czech Issue: 2/2021

The article comprises one of the outputs of a project which, according to the requirements of the Ministry of Labour and Social Affairs, is concerned with the preparation of a tool that allows for the objective examination of work in order to support the provision of equal and fair remuneration for work in the public administration sector. One of the most complex issues in terms of decision-making when updating the list of functions in the public services and administration sector comprises the allocation of occupations into the relevant salary classed, which correspond to the actual intensity of work. Objective decisions on the tariff classification of work require an analytical process that allows for the introduction of justified changes, removes the negatives of intuitive decision-making and guarantees the accuracy of the tariff expression of the complexity, responsibility and strenuousness of work.

Drobné kroky sociálního zemědělství v České republice

Author(s): Eliška Hudcová / Language(s): Czech Issue: 2/2021

The article considers recent documentation and projects that have contributed to the creation of a framework for the quality development of social agriculture. To date, this theme has most often been associated in the Czech Republic with comprehensive support for people with disabilities and social disadvantages. Although the number of social farms in the Czech Republic is still relatively low (a few dozen), in 2020, the topic of social agriculture was included in at least three strategic documents and comprised the central theme of a number of international projects focusing on education. The author opines that these initiatives need to be further transformed into specific measures and, inter alia, should aim at motivating students to translate the acquired knowledge into practice so that social agriculture in the Czech Republic can continue to develop and to ensure that the efforts made to date do not simply remain on paper.

Przyszłość polskiej pracy

Author(s): Adam Mrozowicki ,Olga Gitkiewicz / Language(s): Polish Issue: 791/2021

RUTINA: PRIETEN SAU INAMIC?

Author(s): Marian Covlea / Language(s): Romanian Issue: 46/2021

Routine is part of our daily lives. Sometimes it helps us, other times it confuses us and sometimes it can endanger us. Because she, like almost everything, has many facets. Some, in sight, others, beyond what is seen, heard, felt or known. It’s good to know, to remember.

Zaměstnávání lidí 50+

Author(s): Kateřina Legnerová,Marie Dohnalová / Language(s): Czech Issue: 3/2021

The article considers changes in the employment of persons over 50 years of age. The authors conducted research aimed at determining the reasons for changes in employment, the time spent finding a new job, the advantages and disadvantages of being aged 50 and more, and the career plans of the respondents for the next few years. The research confirmed the existence of problems with respect to the employment of this group of people and the necessity to search for new tools and approaches to the employment of persons over 50 and the continuation of their involvement in the labour market.

Temporary Employment, Permanent Stigma? Perceptions of Temporary Agency Workers Across Low- and High-Skilled Jobs

Author(s): Pia Cardone,Markus Tümpel,Christian M. Huber / Language(s): English Issue: 3/2021

Research on temporary agency work emphasizes that temporary agency workers (TAWs), particularly those in low-skilled jobs associated with precariousness and low social prestige, are likely to be exposed to poor treatment, as well as stigmatization. On the contrary, stigmatization of TAWs in high-skilled jobs has not been treated in much detail in previous studies. Literature provides an incomplete picture of stigmatization within the broader field of temporary employment regarding the focus on low-skilled jobs. Hence, the present qualitative study is based on data from interviews of a heterogeneous sample of TAWs employed in low- and high-skilled jobs in Germany. By using and modifying Boyce and colleagues’ (2007) model of stigmatization, the study shows that stigmatizing treatment towards TAWs occurs across all skill levels, although the intensity and form of those experiences, as well as coping strategies, differ. Thereby, this study contributes to a more differentiated and skill level-specific understanding of how TAWs perceive and cope with stigmatization linked to their employment status. It also provides an important opportunity to advance Boyce and colleagues’ (2007) complex model of TAW stigmatization with empirical underpinnings.