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Journal articles on the topic 'Mobilité des employés'
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1
Bonhomme, Stéphane, and Jean-Marc Robin. "La mesure des inégalités de long terme avec des panels courts : 1990-2000*." L'Actualité économique 84, no. 4 (March 8, 2010): 325–63. http://dx.doi.org/10.7202/039323ar.
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Résumé Dans cette étude, nous proposons un modèle de la dynamique salariale adapté à une estimation à partir de panels courts comme l’enquête Emploi. Nous utilisons le modèle pour simuler des trajectoires individuelles de salaires au-delà de la période d’enquête et calculer des revenus permanents. Nous mesurons le rapport entre l’inégalité de revenus permanents (inégalité de long terme) et l’inégalité salariale de coupe. Ce rapport est inférieur à un, preuve que la mobilité des revenus est égalisatrice. Cependant, nous constatons le rôle essentiel joué par le risque de chômage dans cette mesure. La mobilité réduit les inégalités sur le long terme dans un échantillon représentatif de travailleurs employés ou en chômage, en grande partie parce que le chômage ne dure pas éternellement. À l’inverse, le risque de chômage est fortement générateur d’inégalité dans l’échantillon des employés. Nous mesurons qu’il annule ainsi la moitié du bénéfice égalisateur de la mobilité salariale.
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Magrini, Marie-Benoît, and Philippe Lemistre. "La mobilité géographique des jeunes ouvriers et employés est-elle rentable ?" Économie & prévision 185, no. 4 (2008): 63–88. http://dx.doi.org/10.3406/ecop.2008.7838.
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Lemistre, Philippe, and Marie-Benoît Magrini. "La mobilité géographique des jeunes ouvriers et employés est-elle rentable ?" Économie & prévision 185, no. 4 (2008): 63. http://dx.doi.org/10.3917/ecop.185.0063.
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Horny, Guillaume, Rute Mendes, and Gerard J. Van den Berg. "Une étude empirique de la mobilité professionnelle avec employeurs et employés hétérogènes." Revue économique 59, no. 3 (2008): 631. http://dx.doi.org/10.3917/reco.593.0631.
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Bouranane, Brahim, and Laala Ramdani. "LE ROLE DE RESSOURCES HUMAINES DANS UNE DEMARCHE DE DEVELOPPEMENT DURABLE." Dirassat Journal Economic Issue 2, no. 2 (November 1, 2011): 43–58. http://dx.doi.org/10.34118/djei.v2i2.655.
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Le Développement Durable et plus précisément la Responsabilité Sociétale d’Entreprise (RSE) comporte une dimension sociale qui fait évoluer les politiques RHau sein des sociétés qui ont choisi de s’engager dans cette voie.Le pilier «social» du Développement Durable comporte les relations avec les communautés locales, les règles de gouvernance et de transparence de même que la gestion des RH. Malheureusement, pour améliorer sa visibilité et sa réputation, l’entreprise priorise trop souvent les dons à des organismes de charité et néglige la dimension RH. Alors quel devrait Assurer la stabilité des emplois, encourager la mobilité à l’interne, et aussi partager ses employés avec des compétiteurs et des entreprises d’autres secteurs d’activité.
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Langlois, Simon. "La mobilité sociale subjective au Québec." Les Cahiers des dix, no. 68 (March 31, 2015): 287–300. http://dx.doi.org/10.7202/1029296ar.
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Cette contribution porte sur la mobilité sociale subjective, soit la représentation sociale qu’ont les individus de leur statut social dans la société par rapport à leur milieu familial d’origine. Un Québécois sur deux a le sentiment d’avoir progressé sur l’échelle sociale et d’avoir acquis un statut social plus élevé que celui qui caractérisait le milieu familial d’origine. La distance sociale qui sépare les individus par rapport à leurs parents est d’autant plus grande que l’âge est plus élevé et les écarts sociaux tels que perçus sont moins marqués chez les plus jeunes Québécois. L’accès aux positions sociales les plus prestigieuses est davantage dépendant des diplômes d’études post secondaires et la reproduction sociale est plus importante en milieu ouvrier, chez les employés de bureau et dans le secteur de la vente et des services. Le sentiment d’appartenir à la classe moyenne est largement répandu au sein de la population québécoise. Les titulaires des professions les plus prestigieuses considèrent en forte proportion appartenir aux classes sociales les plus élevées, alors que les titulaires d’emplois considérés moins prestigieux quant à eux s’identifient en majorité avec les classes les moins élevées. Il en découle que les classes moyennes sont très hétérogènes et diversifiées dans les représentations sociales. La forte identification aux classes moyennes ne suffit pas à créer un groupement cohérent mais elle contribue certainement au sentiment de bien-être collectif et elle est importante pour assurer la cohésion sociale au sein de la société québécoise.
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Červenková, Marie, and Hana Delalande. "Les étudiants tchèques et slovaques en mobilité internationale: différentes interactions en Erasmus." CASALC Review 11, no. 1 (September 30, 2021): 160. http://dx.doi.org/10.5817/casalc2021-1-13.
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Abstract en françaisLes programmes de mobilité internationale permettent aux étudiants de découvrir non seulement un autre système universitaire et d’approfondir leurs connaissances et compétences en langues étrangères mais par le biais de ces séjours ils peuvent connaître d’autres cultures ainsi que leurs porteurs. Les jeunes diplômés ayant effectué une mobilité internationale sont appréciés par les employeurs potentiels sur le marché du travail puisque leurs expériences représentent des atouts supplémentaires de compétitivité : ils font preuve d’une plus grande autonomie, d’une plus grande capacité à prendre des initiatives, de responsabilité et de capacité à résoudre des problèmes.Dans notre contribution nous présentons une recherche en cours de réalisation et ses résultats partiels portant sur la mobilité Erasmus + des étudiants tchèques et slovaques de l’Université Masaryk de Brno. La recherche s’appuie sur des travaux et articles sur le sujet (Papatsiba, 2003 ; Dervin & Byram, 2008 ; Parpette & Mangiante, 2010 ; Murphy-Lejeune, 2013) dont les auteurs examinent les expériences d’étudiants étrangers en France et dans d’autres pays européens. A partir d’un échantillon de participants constitué d’étudiants de la faculté d’Economie et d’Administration qui ont effectué leur mobilité Erasmus au cours de 2019 et 2020 dans un pays francophone, nous avons obtenu des données sous forme d’entretiens semi-directifs réalisés après leur retour. L’analyse des données a permis de dégager différents types de difficultés et les interactions des étudiants dans des situations variées non seulement avec les jeunes de leur âge et de même statut mais également avec leurs enseignants, responsables et des employés de bureaux ou d’administration publique avant et aussi pendant la crise sanitaire du Covid 19.La recherche sur le sujet se poursuivra dans les mois prochains en vue de préparer mieux les étudiants à la mobilité internationale, de les motiver d’une façon adéquate à ce type de séjour et d’adapter les contenus didactiques de nos cours afin d’éviter ou diminuer le choc culturel. Abstract en anglaisInternational mobility programs allow students to not only explore a different university system and enhance their foreign languages skills, but through these stays they enable participants to learn about other cultures as well as their bearers. Young graduates who took part in a mobility stay are valued by potential employers on the labor market since their experience represents an additional competitive asset: they demonstrate greater autonomy, better ability to take initiative, responsibility, and deal with problems.The paper presents an ongoing research and its partial results on Erasmus+ mobility of Czech and Slovak students of Masaryk University in Brno. The research is based on works and articles on the subject (Papatsiba, 2003; Dervin & Byram, 2008; Parpette & Mangiante, 2010; Murphy-Lejeune, 2013) whose authors examine the experience of foreign students in France and other European countries. Based on a sample of participants made up of students of the Faculty of Economics and Administration who participated in their Erasmus mobility between 2019 and 2020 in a French-speaking country, we obtained data in the form of semi-structured interviews conducted after their return. Data analysis identified different types of difficulties and interactions students encountered in various situations not only with their peers but also their teachers and administrative employees before and also during the Covid 19 health crisis.The research on the subject will continue in the coming months aiming to better prepare students for international mobility, to motivate them adequately for this type of stay and to adapt the didactic content of language courses in order to avoid or decrease culture shock.
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Smith, Michael R., Michelle Hsieh, and Yoko Yoshida. "Inégalité salariale, mobilité salariale et commerce international au Québec et en Ontario." Recherche 46, no. 2 (February 1, 2006): 301–26. http://dx.doi.org/10.7202/012176ar.
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Selon certaines théories, la mondialisation aurait des effets négatifs sur le marché du travail, notamment sur l’accroissement des inégalités salariales. D’autre part, on fait souvent valoir que les inégalités sont largement déterminées par les choix politiques et, par exemple, que les gouvernements sociaux-démocrates travaillent à réduire les inégalités salariales. Dans ce texte, nous mettons à l’épreuve ces affirmations et étudions l’inégalité salariale au Québec et en Ontario, ainsi que la mobilité des personnes entre les divers niveaux de salaire. Les données indiquent que la croissance du commerce international, une des composantes de la mondialisation, n’a pas augmenté l’inégalité salariale dans ces deux provinces, pas plus qu’elle n’a détérioré les conditions du marché du travail pour les employés des industries les plus exposées au commerce international. Par ailleurs, aucun effet politique particulier n’apparaît à l’analyse.
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Cossette, Michel, and Alain Gosselin. "Quitter, rester ou progresser ? Les profils d’intentions des agents en centre d’appels." Autres articles 67, no. 4 (December 5, 2012): 703–25. http://dx.doi.org/10.7202/1013201ar.
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Résumé La théorie de l’action raisonnée et les modèles du roulement volontaire ont toujours considéré l’intention de quitter son emploi pour un autre employeur comme le meilleur prédicteur du roulement de personnel. Cependant, dans les faits, les employés disposent de deux autres options, à savoir progresser vers un autre emploi au sein de leur entreprise (roulement interne) ou encore rester dans leur emploi actuel pour une certaine période. Dans une perspective de prévention du roulement, la recherche aurait avantage à identifier des profils d’intentions en fonction de ces trois options. La présente étude vise à vérifier si les employés présentent des profils d’intentions différents et si leur satisfaction au travail, leurs comportements de recherche d’emploi et les taux de roulement volontaire et interne diffèrent selon ces profils. L’analyse des résultats recueillis auprès de 434 agents issus de trois centres d’appels suggère l’existence de quatre profils d’intentions à peu près équivalents en nombre : (1) rester dans l’emploi actuel (forte intention de rester dans l’emploi actuel, faible intention de progresser à l’interne et faible intention de quitter à l’externe); (2) rester en attendant de progresser (forte intention de rester dans l’emploi actuel, mais forte intention de progresser à l’interne et faible intention de quitter à l’externe); (3) priorité à la progression (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et faible intention de quitter à l’externe); (4) priorité à la mobilité (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et de quitter à l’externe). Les résultats de l’étude montrent que ces quatre profils d’intentions présentent des niveaux de satisfaction au travail et des comportements de recherche d’emploi différents. De même, les taux de roulement volontaire du personnel et le taux de roulement interne, mesurés un an plus tard, diffèrent selon les profils d’intentions.
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Dong, Shengli, Paige Hespe, and Kacey Monagas. "Requesting Workplace Accommodation among Individuals with Mobility Disabilities: A Qualitative Investigation on Barriers and Facilitators." Journal of Applied Rehabilitation Counseling 53, no. 3 (September 1, 2022): 193–209. http://dx.doi.org/10.1891/jarc-d-21-00005.
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Individuals with mobility disabilities still experience challenges in the workplace. The Americans with Disabilities Act (ADA) and ADA Amendments Act protect persons with disabilities by mandating that their employers provide reasonable accommodations. Generally, workplace accommodations are beneficial to the employees and the workplace and are cost-efficient. However, there remains a lack of access to accommodations among people with mobility disabilities. This study examined types of accommodations, and barriers and facilitators for requesting workplace accommodations among 144 employees with mobility disabilities through a content analysis approach. The frequently requested accommodations include flexible schedule, assistive technology, and physical alteration to office space. The reported facilitators in requesting accommodations entail employer/supervisor support and compliance of employers with accommodation provision, disability acceptance and supportive workplace environment, and employees being knowledgeable and proactive in requesting accommodations. The top three barriers in requesting accommodations include physical and systematic barriers in the workplace, employee fear of disclosing disability or requesting accommodations due to stigma, and employee fear of cost and financial resource to cover accommodations. Therefore, rehabilitation professionals should empower employees and promote education and awareness of the accommodation needs of people with mobility disabilities in the workplace.
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Jenness, R. A. "Taux de roulement et permanence de l’emploi dans l’industrie canadienne." Articles 50, no. 2 (July 9, 2009): 152–76. http://dx.doi.org/10.7202/803041ar.
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Abstract This study poses the question: "How long will the average new employee likely stay with his employer? This question has considerable relevance to the study of labour market activity, and to the obverse question: "How likely will a person, once employed, be unemployed again?" This paper explores the relevance of the tenure question on a number of fronts, and then develops a simple model for estimating the expected tenure of workers joining specific industries in Canada. Although the findings are based on somewhat dated statistics and lack a vector related to age, sex and other personal characteristics, they nonetheless confirm within reasonable degrees of confidence that the average new employee will remain with his employer a remarkably short time—less than two years in most industries and only a few months in some others. They suggest that employers are wise to defer costly training, pension and other non-wage expenditures until their new employees have built up some attachment to the firm. By the same token they affirm the usefulness of public income support programs to tide those who are laid off or quit through the transition to their next job, and for public retraining and mobility facilities to make the investments in human skills and allocation that employers will not.
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Bonhomme, Stéphane, Thibaut Lamadon, and Elena Manresa. "A Distributional Framework for Matched Employer Employee Data." Econometrica 87, no. 3 (2019): 699–739. http://dx.doi.org/10.3982/ecta15722.
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We propose a framework to identify and estimate earnings distributions and worker composition on matched panel data, allowing for two‐sided worker‐firm unobserved heterogeneity and complementarities in earnings. We introduce two models: a static model that allows for nonlinear interactions between workers and firms, and a dynamic model that allows, in addition, for Markovian earnings dynamics and endogenous mobility. We show that this framework nests a number of structural models of wages and worker mobility. We establish identification in short panels, and develop tractable two‐step estimators where firms are classified in a first step. Applying our method to Swedish administrative data, we find that log‐earnings are approximately additive in worker and firm heterogeneity. Our estimates imply the presence of strong sorting patterns between workers and firms, and a small contribution of firms—net of worker composition—to earnings dispersion. In addition, we document that wages have a direct effect on mobility, and that, beyond their dependence on the current firm, earnings after a job move also depend on the previous employer.
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Castillo, Victoria, Lucas Figal Garone, Alessandro Maffioli, Sofia Rojo, and Rodolfo Stucchi. "Knowledge Spillovers through Labour Mobility: An Employer–Employee Analysis." Journal of Development Studies 56, no. 3 (May 3, 2019): 469–88. http://dx.doi.org/10.1080/00220388.2019.1605057.
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Equeter, Emily, Denise Jepsen, and Catherine Hellemans. "Are Employees More Mobilized After Job Mobility?" Journal of Career Assessment 26, no. 3 (June 15, 2017): 476–87. http://dx.doi.org/10.1177/1069072717714542.
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The antecedents of voluntary employee turnover are well studied, but little is known about the consequences or outcomes of this voluntary job mobility. We address this gap through a survey study of 121 banking employees who have changed their employer in the last 3 years. We hypothesized that job change, whether self-initiated or imposed, may improve organizational commitment, work engagement, and well-being. These positive effects are expected when the job change is perceived as professionally and personally beneficial. Regression analyses revealed that employer change that is perceived as successful, whether voluntary or not, predicts an increase in general well-being, work engagement, and, to a lesser extent, affective organizational commitment. These results suggest that employer change may help employees to be more mobilized in their new work. Misconceptions about highly mobile employees and advantages of job change for both employees and organizations are discussed.
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Wen, Linhong, and Siying Yao. "The Impact of Rural Labor Transfer Status Differences on Household Land Management Decisions." Frontiers in Business, Economics and Management 7, no. 1 (December 26, 2022): 149–55. http://dx.doi.org/10.54097/fbem.v7i1.3963.
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In the context of large-scale population mobility, this study investigated the effect of income substitution on land management decisions of peasant families. The results showed that: (1) Compared with the employees without fixed employers, the employment status of employees with fixed employers, self-employed workers and employers all increased the possibility of families choosing more socialized management modes such as farming generation and land transfer; (2) Employment identity difference plays a role in household land management decisions through income substitution effect.
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T J, Ramya. "The Impact of Internal Mobility Policies on Employee Performance at Private Banks Mysore." International Journal for Research in Applied Science and Engineering Technology 9, no. VII (July 31, 2021): 3714–23. http://dx.doi.org/10.22214/ijraset.2021.37164.
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The banking industry has tremendous growth in Indian market .The entrance of new policies in banking sector has bought changes in employee performance. Retaining employees in private banks has lot of challenges. Employee retention and employee performance is a contemporary approach for the development of private banks. The private banks has initiated news ways to implement internal mobility policies to retain employees . This paper presents an novel employee internal mobility survey in the private banks in Mysore . The research study is based on the following criteria, internal mobility policies, employee satisfaction towards internal mobility, factors influencing employee satisfaction, internal mobility policies towards employees’ retention. The target population for the study is employees of private banks .Required analysis will be done to measure the impact of internal mobility on employee performance. The current study focuses on impact of internal mobility on employee performance in the organization, and also the factors which has impact on internal mobility policies on employee performance. For the persistence of study primary data and secondary data is used. The research results impact of internal mobility on employee performance in private banks Mysore.
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Mahundu, Fabian Gallus. "Academic Staff Mobility in Tanzania’s Higher Learning Institutions: Understanding the Push and Pull Factors." African Journal of Accounting and Social Science Studies 4, no. 2 (February 3, 2023): 1–15. http://dx.doi.org/10.4314/ajasss.v4i2.1.
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This study aimed to understand the push and pull factors for employees’ mobility in higher learning institutions. Specifically, the study anticipated to 1) determine the trend of employees’ mobility in higher learning institutions, 2) explore the factors for employees’ mobility in higher learning institutions and 3) recommend how higher learning institutions may devise motivation and retention strategies to minimise employee mobility. The study employed an exploratory case study design to allow the use of various qualitative data collection methods and tools. Purposive sampling was used to obtain respondents from four selected higher-learning institutions. Data collected from interviews were analysed using NVivo 12 Plus computer-based software. Findings indicate that the push and pull factors for academic staff mobility in the selected higher learning institutions in Dar es Salaam, Tanzania, are multiple, including workplace restructuring, institutional politics, failure to meet the required academician’s needs and demands, healthrelated factors, good salary pay, need to join their families after a long period of staying away, work motivation, friendly welfare policies and good working climate. The study recommends having different employee retention strategies ranging from good governance/leadership, friendly human resource-related policies that are objectively implemented, flexible management that are open for discussion, and views to fair motivational packages.
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Beehr, Terry A., and Debra L. Juntunen. "Promotions and Employees' Perceived Mobility Channels: The Effects of Employee Sex, Employee Group, and Initial Placement." Human Relations 43, no. 5 (May 1990): 455–72. http://dx.doi.org/10.1177/001872679004300504.
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Jensen, Carsten Strøby. "Labour market segmentation and mobility as determinants of trade union membership: A study from Denmark." Economic and Industrial Democracy 41, no. 4 (December 5, 2017): 824–38. http://dx.doi.org/10.1177/0143831x17738115.
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This article analyses if and to what extent labour market segmentation and labour market mobility influence trade union density. Some industries and sectors have stable employment domains and employees stay to a high degree within the industry even if they change jobs. Other industries and sectors have more unstable employments domains and employees to a higher degree shift to employment in other industries and sectors when they move to another job. In this article, it is analysed how differences in segmentation and employee mobility out of an industry influence union density. The analysis is based on a statistical analysis of registry data from Denmark and contains almost 2 million employees employed in 111 different industries (NACE-coded). The analysis shows that trade union density especially in the private sector industries is significantly influenced by level of segmentation and level of mobility.
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Мазин and Alyeksandr Mazin. "Problems of protection of participants in labor relations." Economics 1, no. 6 (December 25, 2013): 13–23. http://dx.doi.org/10.12737/1946.
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All economic entities require protection. The problem of insufficient protection
of Russian employees and employers is particularly relevant. The employee is
protected from dismissal and bullying, first of all, by his/her usefulness to the
employer and competitiveness on the labour market. The security of the
employee is enhanced by such components of his human capital as education,
skill, work experience, reputation, potential of mobility, etc.
Formal institutions called to protect employees in Russia are not sufficiently
effective. Informal institutions (traditions, customs, habits), being deeply
authoritarian, suppose a high degree of personal dependence of the employee.
As a result, in the new private sector, especially in small business, the majority
of employees have almost no rights. The people working in the public sector
enjoy greater social protection, but less security against poverty. Particularly
poorly protected on the labour market are older people and disabled persons.
The employer also requires protection against bad workmen who can cheat him
at hiring and during work, abuse position, steal, blackmail, sell important
information to competitors. The risks of investing in the improvement of
employees’ professional skills is great. This article lists the factors allowing to
reduce the risk of good workers being enticed away by competitors. Some
conclusions are confirmed by the results of the sociological research conducted
by the author in 2003, 2010 and 2011.
The main reason for vulnerability of the subjects of labour relations, in addition
to their possible lack of competitiveness, lies in the shortcomings of the
institutional environment which governs these relations.
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Mohd Hussain, Azlina, and Mohd Syahril Ibrahim. "THE RISING IMPACT OF INFORMAL EMPLOYMENT IN MALAYSIA: POST COVID-19 PANDEMIC." International Journal of Law, Government and Communication 6, no. 25 (September 19, 2021): 77–84. http://dx.doi.org/10.35631/ijlgc.625007.
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Even before the COVID-19 pandemic, the informal employment sector has been experiencing steadily increasing popularity. Although market trends and most workers enjoy the flexibility and challenges of informal employment, such employment does have its own risks, especially now, amid the COVID-19 pandemic crisis, employee protection have been side-lined for more important considerations such as businesses and/ or employers struggling to stay afloat and not file for bankruptcy proceedings and/or being wound-up. Extenuating circumstances such as economic sustenance, employer-reduced mobility for expansion, employee movement, etc. have all contributed to the more precarious position of informal employees. Yet, there is a great advantage of informal employment in the new norm. This paper aims to address current, prominent issues relating to women and children amidst the COVID-19 pandemic. It seeks to examine their roles and status in informal employment, their contributions in mobilizing the county’s fiscal economy, and eventually its permanence in the country’s employment landscape.
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Roest, Joti. "Corporate Mobility – The Involvement of Employees." European Company and Financial Law Review 16, no. 1-2 (May 8, 2019): 74–105. http://dx.doi.org/10.1515/ecfr-2019-0004.
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In April 2018, the European Commission presented a proposal for a Directive amending Directive 2017/1132 as regards cross-border conversions, mergers and divisions. This article discusses the proposed provisions to protect the interests of employees in a cross-border operation. Their position would be strengthened since employee representatives are granted information and consultation rights. As to the protection of existing board level employee representation rights, the Proposal follows the EU legal framework on the involvement of employees, consisting of a negotiation process between representatives of the employees and the management. As Standard Rules apply if no agreement can be reached, negotiations take place with the law as a sentinel. Practice has shown that this complicated legal framework is effective in protecting existing employee participation rights. The Proposal shows that in 2019, this carefully vetted political compromise leaves EU legislators little room to manoeuvre by simplifying the framework or strengthening the position of employees.
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Lutsenko, O. "Legal regulation of employee internship as a manifestation of labour mobility." Uzhhorod National University Herald. Series: Law 1, no. 74 (January 31, 2023): 183–90. http://dx.doi.org/10.24144/2307-3322.2022.74.31.
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In the article, the author proves that an internship can manifest an employee’s labour mobility when it is carried out within the framework of employment relations as a qualification improvement, additional activity, and flexibility of the employee in professional development and growth. Internship of employees is carried out with the aim of gaining practical experience of the person in the performance of production tasks and duties at the workplace at the enterprise after theoretical preparation before starting independent work under the direct supervision of an experienced employee. The internship is also one of the components of high-risk employment, and can also be the basis for obtaining a permit (certificate, license, etc.) to carry out a certaintype of professional activity.
The article establishes that a special legal mechanism for internships is provided for employees of certain categories, for example, for civil servants, academic staff and pedagogical employees, etc.
It was determined that the purpose of the internship is for a person to gain practical experience in performing tasks and duties at the workplace before starting independent work under the direct supervision of an experienced specialist or already in the process of working with the aim of expanding the list of professional competencies, i.e. as a manifestation of the employee’s labour mobility.
In the article, the author argues that the condition of an employee’s internship should be specified in the employment contract. And therefore, this would mean that this condition would be an additional condition of the employment contract, and after its conclusion, it would, accordingly, become mandatory for the parties to perform. And as a result, the relationship that arose during the fulfilment of this condition is labour, and the contract would not be recognized as a contract for the provision of services.
If the internship condition did not arise during the conclusion of the employment contract, but later, in such a case, we believe that an additional agreement should be concluded to the employment contract, in which the internship condition should be prescribed. If internships were to be regulated in this way, then, firstly, it would guarantee labour mobility for employees, secondly, the relations that arose during such an internship would be regulated exclusively by the norms of labour law, and accordingly, responsibility would follow under the labour legislation. thirdly, it would protect employers from non-fulfilment of the conditions for completing an internship and working for a certain period of time at this particular employer who paid for the internship.
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Böckerman, Petri, Per Skedinger, and Roope Uusitalo. "Seniority rules, worker mobility and wages: Evidence from multi-country linked employer-employee data." Labour Economics 51 (April 2018): 48–62. http://dx.doi.org/10.1016/j.labeco.2017.11.006.
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Gianelle, Carlo. "Discovering the Regional Small World of Labour Mobility. Evidence from Linked Employer–Employee Data." Regional Studies 48, no. 7 (July 19, 2012): 1263–78. http://dx.doi.org/10.1080/00343404.2012.697993.
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Starr, Evan Penniman, J. J. Prescott, and Norman David Bishara. "Noncompetes and Employee Mobility." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 13874. http://dx.doi.org/10.5465/ambpp.2019.31.
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Kim, Yeongsu (Anthony). "The impact of common clients on employee mobility and organizational growth." Journal of Professions and Organization 8, no. 2 (June 11, 2021): 109–27. http://dx.doi.org/10.1093/jpo/joab005.
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Abstract This article examines how client overlap (i.e., common clients) between a sourcing (leaving) and a destination (hiring) firm influences employee mobility and how it subsequently restricts growth in a firm. The central argument of this article is that, since client overlap encourages individual mobility decisions, and hiring firms solicit employees from client-overlapping competitors, there will be more employee mobility between firms that have more clients in common. Furthermore, I suggest that losing employees to a client-overlapping competitor can potentially restrict the sourcing firm’s growth, but such a negative effect can be mitigated through the firm’s leverage ratio. By examining the employee mobility of US-based law firms, this study finds that client overlap facilitates employee mobility. Furthermore, this study also finds that a loss of human capital to a client-overlapping competitor restricts the growth of the sourcing firm. However, such a negative association can be mitigated by the internal allocation of human capital (i.e. leverage ratio).
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Nader, Jihad S., and Izzet Sahin. "Private Pensions and Employee Mobility." Journal of Risk and Insurance 58, no. 1 (March 1991): 170. http://dx.doi.org/10.2307/3520063.
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Lafontaine, Christoph, Swantje Lott, Gabriele Steinfatt, Mallory Völker, and Anja Weber. "Company Mobility and Employee Rights." Zeitschrift für öffentliches Recht 61, no. 2 (2006): 263. http://dx.doi.org/10.33196/zoer200602026301.
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Mawdsley, John K., and Deepak Somaya. "Employee Mobility and Organizational Outcomes." Journal of Management 42, no. 1 (November 19, 2015): 85–113. http://dx.doi.org/10.1177/0149206315616459.
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Jackson, Michelle, John H. Goldthorpe, and Colin Mills. "Education, Employers and Class Mobility." Research in Social Stratification and Mobility 23 (January 2005): 3–33. http://dx.doi.org/10.1016/s0276-5624(05)23001-9.
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Saunders, Mark N. K. "Vacancy Notification and Employee Mobility." International Journal of Manpower 14, no. 6 (June 1993): 39–57. http://dx.doi.org/10.1108/01437729310043105.
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Forster, N. S. "Employee Job Mobility and Relocation." Personnel Review 19, no. 6 (June 1990): 18–24. http://dx.doi.org/10.1108/eum0000000000783.
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Zipp, John F. "Employee rights and capital mobility." Employee Responsibilities and Rights Journal 9, no. 3 (September 1996): 251–72. http://dx.doi.org/10.1007/bf02629072.
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Vaugeois, Nicole, and Rick Rollins. "Mobility into tourism Refuge Employer?" Annals of Tourism Research 34, no. 3 (July 2007): 630–48. http://dx.doi.org/10.1016/j.annals.2007.02.001.
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Miller, G. "The Challenge of Upward Mobility." Journal of Visual Impairment & Blindness 85, no. 8 (October 1991): 332–35. http://dx.doi.org/10.1177/0145482x9108500807.
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Many blind and visually impaired employees are working below their potential because of limited opportunity for upward mobility. This article explores the issues surrounding this problem, identifies existing resources, and includes the findings of the American Foundation for the Blind's Task Force on Upward Mobility which state the recommendations for rehabilitation and educational professionals, employers, and consumers.
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Gauthier, Thomas. "Exploring Employer Perspectives of Community College Career and Technical Programs." Career and Technical Education Research 45, no. 1 (May 1, 2020): 63–76. http://dx.doi.org/10.5328/cter45.1.63.
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This qualitative study explores the efficacy of community college career and technical education programs through employer perspectives. Participants for this study were cultivated from a variety of industries and disciplines. Predominant themes that emerged from this study include education, authentic experience, the value of career and technical education, workplace social structure, apprenticeship, and aptitude. Employers appear to be ambivalent regarding their perspective of community college career and technical programs. Employers are looking for employees who can be integrated into the workplace social structure easily, and they articulate competencies generally gained after completing a two-year degree program. Participants reported that new employees lack employability skills, a higher order of thinking, metacognition, mature nature of competency, social mobility, motivation, and positive self-efficacy. Therefore, this study concludes that the hiring of community college career and technical graduates is contingent on the applicants' job-related skills and social competency.
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Sorenson, Olav, Michael S. Dahl, Rodrigo Canales, and M. Diane Burton. "Do Startup Employees Earn More in the Long Run?" Organization Science 32, no. 3 (May 2021): 587–604. http://dx.doi.org/10.1287/orsc.2020.1371.
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Evaluating the attractiveness of startup employment requires an understanding of both what startups pay and the implications of these jobs for earnings trajectories. Analyzing Danish registry data, we find that employees hired by startups earn roughly 17% less over the next 10 years than those hired by large, established firms. About half of this earnings differential stems from sorting—from the fact that startup employees have less human capital. Long-term earnings also vary depending on when individuals are hired. Although the earliest employees of startups suffer an earnings penalty, those hired by already-successful startups earn a small premium. Two factors appear to account for the earnings penalties for the early employees: Startups fail at high rates, creating costly spells of unemployment for their (former) employees. Job-mobility patterns also diverge: After being employed by a small startup, individuals rarely return to the large employers that pay more.
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Ilmakunnas, Pekka, and Seija Ilmakunnas. "Age segregation and hiring of older employees: low mobility revisited." International Journal of Manpower 35, no. 8 (October 28, 2014): 1090–115. http://dx.doi.org/10.1108/ijm-04-2012-0060.
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Purpose – The purpose of this paper is to analyse the determinants of hiring and exit rates by age at the firm level and firm-level age segregation in hirings and separations in Finland. Design/methodology/approach – The use Finnish linked employer-employee data from 1990 to 2004. The authors present a decomposition of employment change by age group to disentangle the roles of hirings and exits from factors related to demographics effects. Firm-level analysis is conducted using regression models for the hiring rates and shares of different age groups and for the probability of hiring older employees. Similar models are estimated for the exits of older employees. Segregation is analysed using age segregation curves and Gini indices calculated from them. Findings – The hirings of older (50+) employees have clearly been more segregated at the firm level than the exits or the stock of old employees. Larger firms are more likely to hire older employees, but their hiring rates are lower. However, the probability of having hires or exits of older workers are much higher in large firms. The results are relatively similar for men and women. Research limitations/implications – The determinants of the probability of hiring older workers and the rate of hiring them, given that the rate is positive, are different and these two processes should be modelled separately. The Gini index of segregation may be misleading when the number of employees per firm is small. Therefore it is useful to compare segregation to a random reshuffle of employees to firms. Practical implications – Older worker who have become unemployed or who want to change their job need to have more employment opportunities. Labour and pension policies need to be monitored and designed so that there are more incentives for the individual to search for a new job and for the firms to hire older employees. Originality/value – The authors provide new empirical evidence of age segregation and hiring prospects of older employees. Age segregation has previously been examined in occupations, but the authors extend the analysis to firm-level segregation. The authors suggest a new decomposition of the rate of employment change to the hiring and exit rates and to a cohort effect.
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Hryshyna, Yu, and G. Chanysheva. "Main trends in the development of labour law under the conditions of martial state." Uzhhorod National University Herald. Series: Law, no. 71 (August 25, 2022): 376–81. http://dx.doi.org/10.24144/2307-3322.2022.71.64.
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The article emphasizes the role and importance of labour law as one of the fundamental branches in the legal system of Ukraine. Labour law is distinguished from other branches of law, first of all, by its social focus. In the conditions of martial law, labour law remains the guarantor of ensuring the labour rights of employees and employers and does not change its essence, social significance and social purpose.
The main task of modern labour law in the conditions of martial law, as in peacetime, remains the development of an effective sectoral mechanism for ensuring the labour rights, freedoms and interests of employees and employers. It is about the proper establishment of the list of basic labour rights of the employee and the employer at the legislative level in accordance with international and European standards, as well as guarantees of their implementation, forms, methods and means of protection.
Based on the analysis of the content of legislative acts adopted under martial law, the following main trends in the development of modern labour law in a special period have been identified:
1) establishment of certain limitations and features of the organization of labour relations with observance of minimum labour guarantees;
2) strengthening the protection of labour rights of employees and guarantees of their implementation;
3) strengthening the flexibility of legal regulation of labour relations, employee mobility when exercising the right to work;
4) expansion of the contractual basis for regulating labour relations.
Emphasis is placed on the fact that when adopting new laws, introducing changes and additions to existing acts in the conditions of martial law, the legislative approach to the regulation of individual and collective labour relations should remain unchanged and, as in peacetime, should be aimed at preserving labour law as a separate branch of law with its independent sectoral legal mechanism – subject, method, principles of legal regulation, system of the branch of law, its sources and functions.
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Hastuti, Diah, Ahmad Hamid, and Edy Marsudi. "Mobilitas Sosial Keluarga Transmigrasi Penempatan Tahun 1981 dan Keturunannya di Desa Krueng Itam Kecamatan Tadu Raya Kabupaten Nagan Raya." Jurnal Ilmiah Mahasiswa Pertanian 2, no. 1 (February 1, 2017): 89–104. http://dx.doi.org/10.17969/jimfp.v2i1.2194.
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Abstrak. Mobilitas sosial merupakan perpindahan dari suatu kelas sosial ke kelas sosial lainnya yang biasanya ditunjukkan melalui pekerjaan sekarang yang berbeda dari pekerjaan sebelumnya. Salah satu keberhasilan dari adanya program transmigrasi adalah terjadinya mobilitas sosial ke arah yang lebih baik pada peserta transmigrasi. Penelitian ini bertujuan untuk mengetahui bagaimana mobilitas sosial yang terjadi pada peserta transmigrasi dan keturunannya, untuk mengetahui seberapa besar terjadi mobilitas vertikal antar generasi dan untuk mengidentifikasi tingkat kesejahteraan keluarga transmigrasi menurut indikator BKKBN. Data yang digunakan adalah data primer dan data sekunder. Metode analisis yang digunakan adalah analisis deskriptif kualitatif. Hasil penelitian menunjukkan bahwa dilihat dari pekerjaan generasi I dan II tidak terjadi mobilitas sosial, dengan jumlah sampel sebanyak 66 responden yang terdiri dari 3 generasi yang mana pada generasi I dan generasi II pekerjaan mereka masih sebagai petani yang berubah hanya status pekerjaannya saja, namun pada generasi III selain responden bekerja sebagai petani ada responden yang bekerja sebagai pegawai/karyawan, dilihat dari pendidikan hanya generasi III yang pendidikannya lebih baik dibandingkan generasi sebelumnya, dan dilihat dari kepemilikan Aset generasi II dan III lebih baik dibandingkan generasi I nya. Mobilitas vertikal antar generasi terbesar yang terjadi adalah berdasarkan pendidikan yaitu sebesar 54,5%. Untuk pentahapan keluarga sejahtera menurut BKKBN, terdapat sebanyak 20,4% keluarga transmigrasi yang berada pada kategori Keluarga Prasejahtera, Keluarga Sejahtera I sebesar 75,9%, dan Keluarga Sejahtera II sebesar 3,7%.Transmigration Family Social Mobility In Placement In 1981 And Their Descendants In The Village Of Krueng Itam Sub-District Of Tadu Raya Nagan Raya RegencyAbstract. Social mobility is the movement of a social class to other social classes are usually shown through the work now is different from previous work. One of the success of the transmigration program is social mobility towards better on participants transmigration. This study aims to determine how the social mobility that occurs in the transmigration of participants and their descendants, to know how big happening vertical mobility between generations and to identify the level of family welfare indicators transmigration according to BKKBN. The data used are primary data and secondary data. The analytical method used is descriptive qualitative analysis. The results showed that the views of the work first generation and the second generation does not occur social mobility, with a total sample of 66 respondents consisting of three generations of which the first generation and the second generation of their work is still as farmers are changing only the status of the job, but at generation III besides the respondents worked as farmers there are respondents who worked as an employee/employees, viewed from education only generation III are better educated than previous generations, and the views of the ownership of generation assets II and III generation better than generation I. The vertical mobility between generations that happens is by education that is equal to 54.5%. For a prosperous family phasing BKKBN, there are as many as 20.4% of families transmigration in the category Pre-Welfare Family, Family Welfare I equal to 75.9%, and Family Welfare II amounted to 3.7%.
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Davis, Deborah. "Job Mobility in Post-Mao Cities: Increases on the Margins." China Quarterly 132 (December 1992): 1062–85. http://dx.doi.org/10.1017/s0305741000045537.
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From the mid-1950s right through the late 1970s jobs in urban China were largely treated as a welfare benefit; life-time employment was the norm and there was neither a buyer's market nor a seller's market for labour. In the state sector hiring was done on the basis of annual quotas established by national level ministries which in turn allocated openings to subordinate offices and factories within each bureaucratic chain of command. For those entering the labour force for the first time, job seeking was defined as “waiting for an assignment” (dai ye) and placement was usually handled within secondary schools by classroom teachers. For those already employed by a state unit, moving to a new employer was a “transfer” (or diao dong) and required appeals to at least two supervisory levels within the firm, and then approval from the administrative supervisors for both new and old employers. For CCP members there were additional sanctioning bodies in the Party hierarchy.
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Asikhia, O. U. "The Effect of Employee Mobility on Skills Retention in Upstream Oil and Gas Companies in Nigeria." Journal of Strategic Management 6, no. 4 (June 13, 2022): 26–41. http://dx.doi.org/10.53819/81018102t4053.
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This paper investigated effect of employee mobility on skills retention in upstream oil and gas companies in Nigeria. A review of pertinent conceptual, theoretical, and empirical literature was done and a hypothesis was formulated. Three upstream oil and gas companies were surveyed using proportionate and stratified random sampling techniques. A total population of 9,437 regular and contract employees were investigated with a sample size of 807. The validity of the instrument was determined using content and construct validity while Cronbach Alpha was used to ascertain the reliability of the instrument. Multiple linear regression Analysis was used to analyse the hypothesis with the aid of Statistical Package for Social Science (V26.0). The study found that employee mobility components have positive and significant effect on skills retention of selected upstream oil and gas companies in Nigeria. Findings further revealed that employee buy-in has the highest contribution to skills retention in the selected upstream oil and gas companies in Nigeria. It concluded that employee mobility affects skills retention in selected upstream oil and gas companies in Nigeria. Based on the findings, the study recommends that management of upstream oil and gas companies in Nigeria should keep update on the employee retention policies and strategies to retain talented and skilled employees. Keywords: Employee Mobility, Knowledge Sharing, Hedge Relationships, Knowledge Transfer, Reward System, Skill Retention
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Brunet, Carole, and Géraldine Rieucau. "Mobilités géographiques, emplois et inégalités." Travail et emploi, no. 160 (December 2, 2019): 5–22. http://dx.doi.org/10.4000/travailemploi.9497.
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Chila, Vilma, and Shivaram Devarakonda. "The Effects of Employee Stock Options on Employee Mobility and Employee Entrepreneurship." Academy of Management Proceedings 2020, no. 1 (August 2020): 16627. http://dx.doi.org/10.5465/ambpp.2020.16627abstract.
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Amélie Mermoze, Djeugap Guedia. "SALARIED AGRICULTURAL LABOUR IN NORTH OF FONGO TONGO: ORGANIZATION OF STAKEHOLDERS IN THE FIELD." International Journal of Agriculture and Environmental Research 08, no. 06 (2022): 765–79. http://dx.doi.org/10.51193/ijaer.2022.8605.
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In the poorly mechanized countries, the development of agriculture is dependent on labour. The degradation of soils in the southern part of the Fongo-Tongo and the coffee crises have favored the mobility of its population to the north where, they serve as employees or employers in agriculture. This work examines the organization of agricultural actors in the north of FongoTongo from the recruitment of labour to the payment of salaries. In the recruitment points and in farms, during the months of april and may 2015, surveys were carried out by interviews (22) and questionnaires (75). As results, in north of Fongo-Tongo, labour was recruited by direct contact or by telephone from 7:30 a.m. to 10 a.m. The activities of the employees were plowing (65.33% of respondents), sowing, phytosanitary treatments, harvesting and related tasks. The main products grown are: potatoes, cabbage, carrots and leeks. Labour was more used from june to september (77.33%) while from april to may, work was scarce. Strategies adopted by employers for better employee performances included positioning them at intervals set by employers, given them a midday meal and transporting them. Employees are paid at the end of the day or on appointment, individually or in groups.
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Maliranta, M., P. Mohnen, and P. Rouvinen. "Is inter-firm labor mobility a channel of knowledge spillovers? Evidence from a linked employer-employee panel." Industrial and Corporate Change 18, no. 6 (June 22, 2009): 1161–91. http://dx.doi.org/10.1093/icc/dtp031.
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Hafiz, Hiba. "Structural Labor Rights." Michigan Law Review, no. 119.4 (2021): 651. http://dx.doi.org/10.36644/mlr.119.4.structural.
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American labor law was designed to ensure equal bargaining power between workers and employers. But workers’ collective power against increasingly dominant employers has disintegrated. With union density at an abysmal 6.2 percent in the private sector—a level unequaled since the Great Depression— the vast majority of workers depend only on individual negotiations with employers to lift stagnant wages and ensure upward economic mobility. But decentralized, individual bargaining is not enough. Economists and legal scholars increasingly agree that, absent regulation to protect workers’ collective rights, labor markets naturally strengthen employers’ bargaining power over workers. Existing labor and antitrust law have failed to step in, leaving employers free to coordinate and consolidate labor-market power while constraining workers’ ability to do the same. The dissolution of workers’ collective rights has resulted in spiking income inequality: workers have suffered economy-wide wage stagnation and a declining share of the national income for decades. To resolve this crisis, some scholars have advocated for ambitious labor law reforms, like sector-wide bargaining, while others have turned to antitrust law to tackle employer power. While these proposals are vital, they overlook an existing opportunity already contained in the labor law that would avoid the political and doctrinal obstacles to such large-scale reforms. This Article argues for a “structural” approach to the labor law that revives and modernizes its equal bargaining power purpose through deploying innovative social scientific analysis. A “structural” approach is one that takes into account workers’ bargaining power relative to employers in determining the scope of substantive labor rights and in resolving disputes. Because employers’ current buyer power strengthens their ability to indefinitely hold out on worker demands in the employment bargain, the “structural” approach seeks to deploy social scientific tools to tailor the labor law’s provisions so that they resituate workers to a bargaining position from which they could equally hold out. This Article makes three key contributions. First, it documents the dispersion and misalignment of workers’ collective rights under current labor law, detailing the historical narrowing of workers’ collective rights to limited tactics by a small set of workers against highly protected individual enterprises and the concomitant rise of employer power (Part I). Second, it introduces and schematizes the wealth of social scientific literature relevant for evaluating the relative bargaining power of employers and employees (Part II). And finally, it offers concrete proposals for how to apply these social scientific tools and insights to three areas of the National Labor Relation Board’s adjudication and regulatory authority: the determination of “employer”/”employee” status, the determination of employees’ substantive rights under section 7 of the National Labor Relations Act (NLRA), and the determination of what counts as sanctionable unfair labor practices under section 8 of the NLRA (Part III).
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Oreopoulos, Philip, Till von Wachter, and Andrew Heisz. "The Short- and Long-Term Career Effects of Graduating in a Recession." American Economic Journal: Applied Economics 4, no. 1 (January 1, 2012): 1–29. http://dx.doi.org/10.1257/app.4.1.1.
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This paper analyzes the magnitude and sources of long-term earnings declines associated with graduating from college during a recession. Using a large longitudinal university-employer-employee dataset, we find that the cost of recessions for new graduates is substantial and unequal. Unlucky graduates suffer persistent earnings declines lasting ten years. They start to work for lower paying employers, and then partly recover through a gradual process of mobility toward better firms. We document that more advantaged graduates suffer less from graduating in recessions because they switch to better firms quickly, while earnings of less advantaged graduates can be permanently affected by cyclical downgrading. (JEL E32, I23, J22, J23, J31)
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Meglich, Patricia, Sean Valentine, and Dale Eesley. "Perceptions of supervisor competence, perceived employee mobility, and abusive supervision." Personnel Review 48, no. 3 (April 1, 2019): 691–706. http://dx.doi.org/10.1108/pr-08-2017-0239.
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Purpose In response to the call for deeper investigation of abusive supervision (Martinko et al., 2013), the purpose of this paper is to examine perceived supervisor competence and perceived employee mobility (an individual’s perception of his/her ability to obtain new employment) to better understand contextual and individual factors that potentially influence the degree of harmful supervisory behaviors experienced by employees. Design/methodology/approach Responses from 749 survey participants were analyzed to determine the impact of perceived supervisor competence and perceived employee mobility on perceptions of abusive supervisory conduct. A bootstrapping-based mediation analysis (Hayes, 2012) was used to test for mediation by the variables of interest. Findings The authors found that perceived supervisor competence is associated with weakened perceptions of abusive supervision, and that this relationship is partially mediated by respondents’ perceived occupational mobility. Research limitations/implications The data are cross-sectional and were collected with a self-report questionnaire and compiled utilizing student-enumerators. The sample was also regional in scope and lacked information that would indicate if respondents were also supervisors. Practical implications These results imply that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater individual employee perceived mobility. Human resource (HR) professionals can implement practices to decrease the likelihood of abusive supervisory conduct by ensuring that supervisors are competent in their jobs, facilitating a coaching/mentoring process between supervisors and subordinates and establishing/maintaining an effective developmental performance feedback process for supervisors. Social implications Since perceived supervisor competence is one element of reducing abusive conduct, while also enhancing subordinate perceived mobility, selection and training efforts should focus on hiring and preparing individuals to be effective work supervisors. Enhancing worker capabilities and marketability may result in greater perceived occupational mobility and reduced perceptions of abuse by supervisors. Originality/value These results lend support to the argument that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater perceived mobility among employees. Organizations may benefit through lowered employee turnover, employees may enjoy more harmonious, supportive relationships with their supervisors and HR staff may benefit by having competent supervisors who do not generate employee complaints and intentions to quit.