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Journal articles on the topic 'The interests of employees'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

ME Manamela. "The Contest Between Religious Interests and Business Interests ‒ TFD Network Africa (Pty) Ltd v Faris (2019) 40 ILJ 326 (LAC)." Obiter 41, no. 4 (2021): 961–73. http://dx.doi.org/10.17159/obiter.v41i4.10498.

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The right to freedom of religion is one of the fundamental human rights. This is evident from several sections of the Constitution of the Republic of South Africa, 1996 (the Constitution), including sections 9, 15 and 31. Section 9(4) prohibits unfair discrimination (whether direct or indirect) against anyone on one or more of the grounds listed in section 9(3), which includes religion. Section 15(1) states that everyone has the right to freedom of conscience, religion, thought, belief and opinion, while section 31(1)(a) provides that persons belonging to a religious community may not be denie

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Seidimbek, Aibar, Muslim Khassenov, and Marat Alenov. "Providing a Balance between Employers’ and Employees’ Interests through the Development of a Procedural Mechanism for Protecting Their Rights." Access to Justice in Eastern Europe 6, no. 2 (2023): 1–22. http://dx.doi.org/10.33327/ajee-18-6.2-a000202.

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Background: This article presents a study of the theoretical and practical aspects of balancing the interests of employers and employees in the context of Kazakhstan and the United States. The core purpose was to develop such mechanisms that can aid in balanced employer-employee relations in Kazakhstan. The article analyses the role of legal codes and frameworks for the elimination of imbalance in disputed employment relations. Methods: A qualitative study was conducted and the relevant legislation, codes and extant literature related to the rights of employees and employers were explored, whi

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Anderson, James. "The ethics of silence: Does conflict of interest explain employee silence?" Healthcare Management Forum 31, no. 2 (2018): 66–68. http://dx.doi.org/10.1177/0840470418755760.

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Employee silence constitutes a significant threat to organizational success. This article argues that silence is a by-product of a structural Conflict of Interest (COI) between employees and their employers. This argument turns on the claim, also defended here, that employees are in a privileged position vis-à-vis knowledge of their work and that leaders—whether they recognize it or not—are dependent on their employees for reliable information about the work they are doing. Employee voice, therefore, is an organizational necessity. It is also a moral achievement as it involves risking one’s pe

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van het Kaar, Robbert. "Company law and workers' interests." Transfer: European Review of Labour and Research 11, no. 2 (2005): 179–88. http://dx.doi.org/10.1177/102425890501100206.

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Developments in company law in many cases have a significant impact on the interests of employees and their representatives. This article gives an overview of the implications of the 14 European directives and draft directives in this area. It also takes a closer look at the 13th Directive on public takeover bids, and goes on to examine developments in the field of corporate governance. What is the place for the workers in the current debate and the various codes of behaviour that have come into being? From the employee viewpoint the developments appear to be ambiguous. On the one hand, there

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Wallach, Shelley. "Who’s Info is it Anyway? Employees’ Rights to Privacy and Protection of Personal Data in the Workplace." International Journal of Comparative Labour Law and Industrial Relations 23, Issue 2 (2007): 195–226. http://dx.doi.org/10.54648/ijcl2007010.

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This article examines the problems and challenges arising from the protection of employees’ rights to privacy in the workplace in the information society. The use of information and communications technology in the workplace that allows data to be collected, stored, retrieved and processed in vast quantities and at great speed presents significant new opportunities and at the same time new threats to employers and employees, raising many questions about areas where interests and rights are in conflict and clear boundaries have to be drawn. The article deals specifically with the application of

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Nath, Pramath. "Perspectives on the Changing Face of Employee Development." NHRD Network Journal 15, no. 3 (2022): 337–44. http://dx.doi.org/10.1177/26314541221092253.

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Employee development is arguably the most critical variable impacting organisational effectiveness. It has a direct correlation with the culture of the organisation. It thrives in farsighted organisations whose credo is to develop talent and help them grow. Traditionally, the responsibility of the employer has been to deploy appropriate interventions for developing the skills and shaping the behaviours of the employees. Of late, the paradigm has shifted. It is increasingly becoming incumbent upon the employees to take control of their development and career. The paradigm has shifted from train

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Kovač-Orlandić, Milica. "Employee's right to privacy: Where is the bound of the employer's right to monitor employees' communications." Strani pravni zivot, no. 4 (2020): 85–99. http://dx.doi.org/10.5937/spz64-29470.

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Starting from the assumption that employees enjoy the protection of private life in relation to their employers, this paper seeks to answer the question how the right to privacy as a civil right can be incorporated into labour law without, concurrently, undermining the nature of the employment relationship, and considering the subordination as its primary feature. Accordingly, the nature of this right is analysed and the conditions under which it can be restricted in the workplace. Taking into account that the breaches of privacy and even more subtle ways of breach have increased in frequency

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Pugacheva, Natalia V. "Ensuring the employer's right to information protection: problems of legal regulation." Russian Journal of Labour & Law 14 (2024): 219–30. http://dx.doi.org/10.21638/spbu32.2024.113.

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In the context of the rapid development of information and communication technologies and the proclamation of the constitutional right of everyone to freely search, receive and disseminate information, it is becoming increasingly difficult to restrict access to information of various kinds. Meanwhile, the confidential information at the disposal of the employer, access to which he restricts either in his own interests (commercial secret), or in the public interest or in the interests of third parties (information that has a secret regime, personal data of individuals) needs protection. The sub

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9

Prentice, Robert A. "Flatland, Ethicsland, and Legalland." Business Ethics Quarterly 17, no. 03 (2007): 433–40. http://dx.doi.org/10.5840/beq200717342.

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ABSTRACT: John Hasnas's fine article, “Up from Flatland: Business Ethics in the Age of Divergence,” fails in its stated goal of challenging the mainstream business ethics community's methods of analyzing normative issues. However, it achieves what is likely Hasnas's true goal of alerting both business ethicists and managers of the bigger stakes now in play when the federal government indicts employees and seeks their employers’ cooperation in establishing the prosecutor's case. While prosecutorial overreaching is a legitimate concern that deserves to be highlighted, it requires no qualitative

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10

Lobanova, Tatiana N. "Labor interests as a key factor in the involvement and performance of educational technology employees." National Psychological Journal 48, no. 4 (2023): 102–15. http://dx.doi.org/10.11621/npj.2022.0410.

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Background. Work activity in a post-industrial digital society diYers fundamentally from our past ideas about work. Ze characteristics of this activity are changing just as rapidly, the motivation in employees of the information technology sphere, in particular. In this regard, the study of the role of labor interests, their relationship with the involvement and e[ciency of workers in this area remains an urgent problem. Objective. Ze research analyses the relationship between labor interests as a value-motivational, emotionally colored position of an employee, expressed in a practical attitud

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Kong, Ningci, Dake Qian, Yiqi Ma, Luoyi Fang, and Shihan Jia. "Research on the Construction of Enterprise Employees' Community of Interest Index." Journal of Management and Social Development 1, no. 2 (2024): 216–23. http://dx.doi.org/10.62517/jmsd.202412232.

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Enterprises are an important force in promoting common prosperity, and the community of interests of enterprise employees plays a powerful supporting role in the construction of common prosperity and the expansion of middle-income groups. By systematically reviewing the existing studies on the theory of harmonious labour relations and the community of interest of enterprise employees, this paper constructs the three dimensions of "corporate governance", "employee development" and "social responsibility". The three dimensions of the community of interest of enterprise employees are constructed,

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Shearer, Robert A. "Due Process Liability in Personnel Records Management: Preserving Employee Liberty Interests." Public Personnel Management 21, no. 4 (1992): 523–32. http://dx.doi.org/10.1177/009102609202100408.

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As public employers well know, the Fifth and Fourteenth Amendments to the United States Constitution guarantee due process to protect property interests associated with workers' legitimate expectations of continued employment. Equally well-established, although probably less often the subject of litigation, are the due process rights of public employees whose liberty interests, i.e., their right to be free of unwarranted professional stigma, are jeopardized by employer conduct. This paper analyzes several recent cases in which public employees charged liberty interest violations as a result of

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Mashinini, Nomalanga. "The Image Rights Over Social Media Profile: Whose Identity is it Anyway?" European Conference on Social Media 10, no. 1 (2023): 346–52. http://dx.doi.org/10.34190/ecsm.10.1.1239.

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We live in an online identity age where employees use their creativity to make their profiles distinctive to attract clients and collaborators. Social media profiles give employees, businesses, and organisations commercial advantages in their respective markets. However, social media profiles can cause problems when employees leave organisations. It is in the interests of the employer to maintain relations with clients that are connected to an employee’s profile. However, given that a social media profile is made up of personality attributes, the employee has a legal and social interest in the

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Pearce, Clarissa. "Balancing Employer Policies and Employee Rights: The Role of Legislation in Addressing Workplace Alcohol and Drug Testing Programs." Alberta Law Review 46, no. 1 (2008): 141. http://dx.doi.org/10.29173/alr241.

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Workplace alcohol and drug policies create tension between employer safety interests and employee privacy rights. Despite numerous legal challenges, the appropriate balance between employer and employee interests has not yet been decided. This lack of clarity is apparent in the various policies of employers, human rights commissions, and the rights asserted by affected employees. The article examines “model” policies of the petroleum and construction sectors and analyzes jurisprudence surrounding various forms of alcohol and drug testing, keeping the distinction between union and non-union app

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Hang, Cao Thu. "Some Issues on the Protection of Employee Rights and Interests in Vietnamese Enterprises Today." Academic Journal of Interdisciplinary Studies 7, no. 3 (2018): 117–24. http://dx.doi.org/10.2478/ajis-2018-0063.

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Abstract Protecting employee rights and interests is the issue attracted attention of related parties in Vietnam. It includes a lot of contents. The article deals with some basic contents such as salary, working time and labor safety and hygiene. In the past years, besides the achievements, the protection of employee rights and interests in Vietnamese enterprises has some limitations. In some enterprises, the minimum wage has not met the demand, the real income of employees is low while working time is relatively high and labor safety and hygiene are not ensured. This is due to many reasons, s

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Purwanti, Lilik, and Soelchan Arief Effendi. "Weton: Reflections on Employee Interests to Become a Whistleblower." Jurnal Ilmiah Akuntansi dan Bisnis 18, no. 1 (2023): 1. http://dx.doi.org/10.24843/jiab.2023.v18.i01.p01.

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This study aims to reveal the employee's interest in reporting fraudulent acts in the Universitas Brawijaya Academic Business Entity and analyzes the employee's interest based on the weton. Informants include the director, deputy director, financial manager, treasurer, and administrative staff. This qualitative research was conducted through unstructured interviews as well as documentation methods to obtain information about weton from informants. This study found that some employees were interested and some were not. Whistleblowers with weton Rebo Pon, Akad Pahing, Sênin lêgi and Rêbo lêgi co

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Oh, Hye Min. "Discussion on the Right of Integrity Regarding the Works Made for Hire." Korea Copyright Commission 144 (December 31, 2023): 129–63. http://dx.doi.org/10.30582/kdps.2023.36.4.129.

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Article 2, No. 31 of the Korean Copyright Act stipulates the conditions for works made for hire. Article 9 of the Korean Copyright Act stipulates that the author shall be an employer if there are no other regulations in the contract. In a comparative legal analysis, its provisions are recognized as significant exceptions to the creator principle of the Korean Copyright Act. Still, there is a question as to whether it may unduly restrict the interests of employees as creators. To achieve an appropriate balance of interests between employers and employees, the proposed amendment to the Kor

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18

Piwowar-Sulej, Katarzyna, Anna Cierniak-Emerych, and Ewa Mazur-Wierzbicka. "Socially responsible human resource management towards migrant workers with the focus on the employees’ interests." Scientific Papers of Silesian University of Technology. Organization and Management Series 2022, no. 162 (2022): 599–621. http://dx.doi.org/10.29119/1641-3466.2022.162.33.

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Purpose: The following two main research questions were addressed in this article: 1) Which employees’ interests are the most important for Ukrainian migrant workers? 2) To what extent companies ensure the interests of Ukrainian migrant workers? Since migration is often associated with precarious employment, the problems of the relationship between the form of employment and the interests of migrants were examined as well. Design/methodology/approach: For the purpose of this paper, such methods as literature survey of publications indexed mainly in Scopus database and empirical research in the

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19

Safarova, Zuxra. "ORGANIZATIONAL BEHAVIOR AND EMPLOYEES." INNOVATIONS IN ECONOMY 9, no. 3 (2020): 75–80. http://dx.doi.org/10.26739/2181-9491-2020-9-10.

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This article examines organizational behaviors and employee interactions within the organization. The purpose of this study is to study and analyze the organizational behavior and the relevance of the interests and goals of employees to it

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Ginting, Sri Ulina, Vivi Gusrini Rahmadani, and Zulkarnain Zulkarnain. "Career Development in Military Court." Journal of Business Management and Economic Development 2, no. 03 (2024): 1180–85. http://dx.doi.org/10.59653/jbmed.v2i03.896.

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Career development is an employee's point of view that provides an overview of future career paths in the organization and signifies the long-term interests of the organization to employees. In developing employee careers, organizations need to provide good support regarding information, training, and opportunities that will have a positive impact on the organization. This study aims to determine the level of employee career development at the Military Court in Medan Indonesia. The sampling technique was total sampling with a sample size of 76 people. Data collection was done through questionn

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21

Mead, Joseph. "Public Employee Speech Rights: Survey of Recent Trends." Review of Public Personnel Administration 40, no. 3 (2018): 384–404. http://dx.doi.org/10.1177/0734371x18816752.

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Public employees have the right to free speech in their personal capacities, but that right is tempered in many instances by the interests of their governmental employers. This piece provides an overview of the speech rights of public employees, highlighting approaches taken in recent appellate decisions. The piece ends with practical suggestions for public employers.

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22

Khatniuk, Natalia, Nelly Pobiyanska, and Anastasia Levytska. "The legal basis for the compulsory vaccination of higher education institutions' staff in the COVID-19 pandemic." ScienceRise: Juridical Science, no. 3(21) (September 30, 2022): 10–15. http://dx.doi.org/10.15587/2523-4153.2022.265512.

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The research consists in a theoretical analysis and legislative definition of the concept of mandatory vaccination of employees of higher education institutions and the legal status of dismissed employees who were not vaccinated during the COVID-19 pandemic, regarding the performance of their employment duties under an employment agreement or contract. The authors draw attention to the peculiarities of the legislative regulation of the epidemic and pandemic in Ukraine, as well as the impact of such provisions on the labor relations between employees and employers of individuals and legal entit

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Natalia, Khatniuk, Pobiyanska Nelly, and Levytska Anastasia. "The legal basis for the compulsory vaccination of higher education institutions' staff in the COVID-19 pandemic." ScienceRise: Juridical Science, no. 3(21) (September 30, 2022): 10–15. https://doi.org/10.15587/2523-4153.2022.265512.

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The research consists in a theoretical analysis and legislative definition of the concept of mandatory vaccination of employees of higher education institutions and the legal status of dismissed employees who were not vaccinated during the COVID-19 pandemic, regarding the performance of their employment duties under an employment agreement or contract. The authors draw attention to the peculiarities of the legislative regulation of the epidemic and pandemic in Ukraine, as well as the impact of such provisions on the labor relations between employees and employers of individuals and legal entit

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Tsymbalyuk, S. A. "Social Package: the Nature and Place in Compensation." Izvestiya of Saratov University. Economics. Management. Law 13, no. 2 (2013): 164–69. http://dx.doi.org/10.18500/1994-2540-2013-13-2-164-169.

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Introduction. Despite the increasing interest of researchers to the phenomenon of benefits package, its nature and essence, motivational potential, correlation with other categories to characterize payments and rewards received by employees, remain poorly studied. Purpose. to study the essence of the «benefits package» category and the practice of its benefits providing to employees in Ukrainian companies (by means of questioning). Results. The nature of the «benefits package» category and the employers’ reasons of giving benefits to employees were studied. The dialectics of the social and eco

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Newaj, Kamalesh. "Does the incorrect classification of misconduct charges constitute substantive unfairness? EOH Abantu v CCMA (2019) 40 ILJ 2477 (LAC)." Obiter 41, no. 3 (2021): 631–41. http://dx.doi.org/10.17159/obiter.v41i3.9586.

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Dismissals are commonplace in employment and arise for various reasons. One such reason is the unacceptable or undesirable conduct of an employee, which is recognised as a dismissal for misconduct. Notwithstanding the employers’ right to effect dismissals, employees are considerably protected by the law (s 185 of the Labour Relations Act (LRA)). An employee has the right to challenge his/her dismissal by referring an unfair dismissal dispute to the CCMA (s 191 of the LRA). This is not surprising considering the fact that fairness is the cornerstone of the employment relationship (as evident fr

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Jansen, Giedo. "Solo self-employment and membership of interest organizations in the Netherlands: Economic, social, and political determinants." Economic and Industrial Democracy 41, no. 3 (2017): 512–39. http://dx.doi.org/10.1177/0143831x17723712.

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Falling in-between the category of employers and employees, solo self-employed persons are poorly accommodated by the traditional system of corporatist interest representation through which the interests of employers are represented in employers’ associations, and the interests of employees are represented by trade unions. For business associations ‘micro businesses’ with no employees are difficult to reach and serve, as their interests are considered distinct from companies with employees. Trade unions in many countries even resisted the emergence of solo self-employment, fearing that these a

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Голопич, Т. П., and І. М. Голопич. "Legal Aspects of the Social Regulator of Contractual Relations in Labor Law of Ukraine." Law and Safety 80, no. 1 (2021): 130–38. http://dx.doi.org/10.32631/pb.2021.1.18.

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Legal aspects of the social regulator of contractual relations in labor law of Ukraine have been revealed. The concept of social partnership and social dialogue as a legal regulatory mechanism of collective relations has been studied. Legal regulation of labor conditions at different levels, through agreements, reflecting the will and interests of the parties to the agreement, has been analyzed. It has been found out that the personal nature of work, the definition of the specific labor function, duration of working time, remuneration of labor, etc., shall be reflected in a contractual r

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Venediktov, Serhii. "CONCERNING THE PREVENTION OF INDIVIDUAL LABOUR DISPUTES." Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, no. 122 (2022): 16–19. http://dx.doi.org/10.17721/1728-2195/2022/3.122-3.

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The paper analyses the peculiarities of prevention of labor disputes through the implementation of grievance procedures at the enterprise level. The existing mechanisms for resolving individual labor disputes in Ukraine cannot be called fully effective, which is primarily due to the lack of balanced legislative regulation of this issue. In addition, the result of the resolution of an individual labor dispute does not always lead to the satisfaction of the interests of both sides of the employment relationship – the employee and the employer. In this regard, an important place in the current la

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Mos, Bahrain, Nur Fatihah abdullah Bandar, Surena Sabil, et al. "Generation-Y Employees and Their Perceptions of Work-Life Balance." Journal of Cognitive Sciences and Human Development 4, no. 2 (2018): 28–41. http://dx.doi.org/10.33736/jcshd.1122.2018.

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The objective of this study is to identify the perceptions of Generation Y employees regarding work-life balance practices. As increasing numbers of Generation Y enter the workforce, questions regarding how they perceive work, family and self-related issues, challenges and coping strategies in balancing personal and professional commitments became issues of interests for employers. This study uses interviews to collect data from six informants in Generation Y and the data were analyzed through content analysis. The results indicate that Generation Y employees do indeed have issues and challeng

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Snyder, Kristin, Madelyn Hill, Miryoung Lee, Timothy N. Crawford, and Marietta Orlowski. "The Relationships Between Physical Health and Chronic Disease, Stress, and Resource Strain in Head Start Employees." Workplace Health & Safety 68, no. 4 (2019): 190–201. http://dx.doi.org/10.1177/2165079919882952.

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Background: Emerging research indicates that Head Start employees often struggle with health issues and may not be able to model the healthy behaviors that they hope to instill in young children. The purpose of this study was to examine the relationships between perceived physical health and chronic disease, stress, financial-resource strain, and job type. Method: This study was conducted in a large, multi-site Head Start agency located across five counties in the American Midwest. Employees ( N = 550) were invited to complete a 58-item questionnaire that assessed overall health and health beh

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SAXENA, AKANKSHA, and MANISH DHINGRA. "Examining the Impact of Employee Relations on Employee Retention in the Context of Higher Education Institutes (HEI)." Indian Commerce Association 77, no. 04 (2024): 1–23. https://doi.org/10.63665/ica.v77i04.02.

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Employee relations are one of the critical essential components of hierarchical execution, success, and maintainability. Enviable employee relations result in profoundly dedicated, propelled, and steadfast workers in the associations. Keeping up with and encouraging great relations between employers and employees can make an amicable air. Invariability at work not only aids in protecting the interests of employers and employees but also advances the dynamic improvement of the association. The adverse consequences of employer-employee relations, an employer who neglects to comprehend issues con

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Chernykh, N. V. "Problems of Ensuring a Fair and Cost-Effective Balance of Interests of the Parties to an Employment Contract in the Development of Atypical Employment (Based on the Analysis of the Norms of Chapter 53.1 of the Labor Code of the Russian Federation)." Lex Russica, no. 8 (August 25, 2020): 148–58. http://dx.doi.org/10.17803/1729-5920.2020.165.8.148-158.

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The paper analyzes the problems of ensuring a fair and cost-effective balance of interests of the parties to an employment contract in the development of various forms of atypical employment, including those revealed through the analysis of the norms on the provision of labor to employees (personnel). There are gaps in the legislation regarding the equal level of remuneration of transferred employees in comparison with the regular staff of the receiving party; the lack of opportunities to participate in collective-contractual setting of working conditions; inability to implement the employee’s

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Kot, Paweł. "Psychosocial Aspects of Employee Control with the Use of Modern Technologies." Journal for Perspectives of Economic Political and Social Integration 26, no. 1-2 (2021): 29–48. http://dx.doi.org/10.18290/pepsi-2020-0002.

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When functioning in an organisation, conflicting interests of parties to the employment relationship collide: the employee’s right to privacy and the employer’s right to control the quality and manner of performing work. Traditional forms of employee monitoring, such as a breathalyser test or personal search, raise a lot of controversy. With the development of modern technologies, new forms of control emerge, such as monitoring, Internet access control, or even checking private employee accounts on social networking platforms. The problem of using them improperly arises. Such practices are con

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Kamunya, Magdalene, and Dr Joyce Nzulwa. "Influence of Coaching on Employee Retention in Commercial Banks in Kenya." Human Resource and Leadership Journal 5, no. 1 (2020): 29. http://dx.doi.org/10.47941/hrlj.455.

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Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consol

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ZAPUKHLIAK, Ivanna, and Oleh KRASNIAK. "RELOCATION: ESSENCE, TYPES AND PROBLEMS." Herald of Khmelnytskyi National University. Economic sciences 312, no. 6(2) (2022): 257–63. http://dx.doi.org/10.31891/2307-5740-2022-312-6(2)-43.

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The article examines the concept of “relocation” and classifies the types of relocation according to the relevant characteristics. The peculiarities of each type of relocation, in particular the movement of a person – community – employee – enterprise, have been studied in detail. Business relocation for domestic economic entities has recently been of highly relevance, and practical experience of capacity relocation is practically non-existent. However, the conditions in which we all found ourselves forced us to make quick decisions in an almost unpredictable environment: to provide displaced

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Abel, Murad. "The Social And Financial Benefits Of Developing Employee Satisfaction." International Journal of Management & Information Systems (IJMIS) 17, no. 2 (2013): 83. http://dx.doi.org/10.19030/ijmis.v17i2.7711.

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Organizations continually seek to create greater efficiencies, employee engagement and organizational development opportunities. Increasing employee satisfaction allows for reduced labor costs and increase efficiencies. Satisfied employees use multiple paths of information to determine their interests in engagement which range from employer-employee relationships to compensation. The more satisfied employees are the more likely organizations will be able to capitalize on intellectual capital to navigate environmental challenges while contributing to their bottom lines.

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Vakariuk, L. "To the issue of legal stimulation of labor activity of employees." Uzhhorod National University Herald. Series: Law 1, no. 74 (2023): 166–70. http://dx.doi.org/10.24144/2307-3322.2022.74.28.

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The article states that in the conditions of a market economy it is important to have effective means of influencing labor relations, which would correspond to the mechanism of the market economy. One of such effective means of influence is a legal incentive. Legal incentives are the basis for the introduction of a stimulating regime for the development of the creative nature of work, interest in the results of one's work. With the help of incentives, it is possible to eliminate various problems that arise in the process of work and interaction of the parties to labor relations, strengthen lab

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Ikhsannudin, Ikhsannudin, M. Khairul Ahyar, Eko Suwandi, Rachma Nizami, and Muljadi Muljadi. "ANALISIS PENGEMBANGAN KARIR UNTUK MENINGKATKAN KINERJA PEGAWAI PADA KPU BEA DAN CUKAI TIPE C SOEKARNO HATTA." Jurnal Comparative: Ekonomi dan Bisnis 5, no. 1 (2023): 34. http://dx.doi.org/10.31000/combis.v5i1.8075.

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Employee career development at the Soekarno Hatta Customs and Excise KPU Type C based on educational background, education and training in position, and employee tenure. Factors that influence career development at the Soekarno Hatta Customs and Excise KPU Type C are Managerial Competence (managerial ability), Technical/functional Competence (technical ability), Creativity (creativity). Career paths can be passed by employees when the employee has high work performance as indicated by an increase in salary. A positive career attitude is carried out by the Soekarno Hatta Customs and Excise Comm

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Lobanova, Tatiana. "The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel." Behavioral Sciences 10, no. 1 (2019): 22. http://dx.doi.org/10.3390/bs10010022.

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The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (enter

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Andriani, Rian, Disman Disman, Eeng Ahman, and Budi Santoso. "Polychronicity: Model and analysis of conditional process toward employee turnover intentions." Journal of Innovation in Business and Economics 5, no. 01 (2021): 1–14. http://dx.doi.org/10.22219/jibe.v5i01.15867.

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The hospitality industry in Indonesia is growing rapidly but lagging behind the readiness of human resources. The hotel industry has a crucial problem of retaining employees where there is a gap between the interests of employees and the interests of the company. Turnover intention is the main predictor of turnover, so aspects that can affect turnover intention will affect turnover. This study aims to describe and analyze the relationships between variables and dimensions in the research model or paradigm developed by the researcher. It tested the conditional process model using path analysis

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Getmantseva, N. "Stimulation of labor activity as a natural form of realization of the legitimate interests of a working person." Analytical and Comparative Jurisprudence, no. 3 (July 22, 2024): 200–204. http://dx.doi.org/10.24144/2788-6018.2024.03.33.

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The article reveals the stimulation of labor activity as a natural form of realization of the legitimate interests of a working person. It is noted that when setting wages for employees, various payment systems are used, incentives for effective work through the bonus system, including the establishment of certain allowances and surcharges, which are a natural form of realization of the legitimate interests of the working person. Therefore, achieving a balance between economic and social components is one of the most important tasks of stimulating the work of employees at enterprises, institut

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Waruwu, Fotuho. "Analisis tentang Pengaruh Motivasi Intrinsik dan Motivasi Ekstrinsik terhadap Kinerja Karyawan. Studi Kasus: di Rumah Sakit Rajawali dan Stikes Rajawali Bandung (Yayasan Kemanusiaan Bandung Indonesia)." Jurnal Manajemen Maranatha 16, no. 2 (2017): 203. http://dx.doi.org/10.28932/jmm.v16i2.390.

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In order to improve the performance of an employee of an organization, such as managers and supervisors should give more attention to the motivation level of their subordinates. The managers should be pay attention to their employee’s wants and needs, the strength of his subordinates and set goals in order to satisfy their own needs. Representation of employees' interests in RS Rajawali and STIKES Rajawali believed to encourage employee’s motivation to work harder and better so that it can optimize any potential. The aim of this study is to determine the effect of intrinsic and extrinsic motiv

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van Eck, Michelle, and Marthinus van Staden. "The Protection of Confidential Information in Restraint of Trade Agreements." Industrial Law Journal 45, no. 3 (2024): 2187–210. http://dx.doi.org/10.47348/ilj/v45/i3a3.

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This article examines the balance between protecting an employer’s confidential information and the enforceability of restraint of trade agreements. Central to the discourse is the principle that while employers legitimately seek to safeguard their proprietary information and trade secrets, such measures must align with public policy considerations to avoid unduly curtailing employees’ employment opportunities. Restraint of trade clauses are not inherently invalid but must be scrutinised for their reasonableness, necessity in protecting legitimate business interests and compliance with public

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van Eck, Michelle, and Marthinus van Staden. "The Protection of Confidential Information in Restraint of Trade Agreements." Industrial Law Journal 45, no. 4 (2024): 2187–210. http://dx.doi.org/10.47348/ilj/v45/i4a3.

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This article examines the balance between protecting an employer’s confidential information and the enforceability of restraint of trade agreements. Central to the discourse is the principle that while employers legitimately seek to safeguard their proprietary information and trade secrets, such measures must align with public policy considerations to avoid unduly curtailing employees’ employment opportunities. Restraint of trade clauses are not inherently invalid but must be scrutinised for their reasonableness, necessity in protecting legitimate business interests and compliance with public

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OLANIPEKUN, Lateef Okikiola JAYEOBA Foluso Ilesanmi. "Ethics in Human Resource Management: A Conceptual and Theoretical Analysis." LC International Journal of STEM (ISSN: 2708-7123) 3, no. 1 (2021): 47–62. https://doi.org/10.5281/zenodo.6547247.

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Most debates centered on HRM ethics have mainly concentrated on social and ecological responsibility of <strong>organizations</strong>; also, in recent years ethics has increasingly become an internal concern for <strong>organizations</strong>. In the past years, management has ignored employees’ interests as they <strong>prioritized</strong> the interests of shareholders. Human resource has become a very important resource to many organizations. This calls for the need to ensure justice and fairness in the manner in which this resource is handled. Employers in a typical <strong>organiza

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Andreeva, Svetlana N. "Labor Rights and Interests of Employees: Protection and Defense Under Russian Laws." Criminal-Executory System: law, economics, management 6 (October 29, 2020): 17–19. http://dx.doi.org/10.18572/2072-4438-2020-6-17-19.

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The article discusses the labor rights and interests of employees, as well as their protection under Russian law. Employees are entitled to basic rights that can be protected in various ways that do not contradict the legislation of the Russian Federation. The relevance of the topic is due to the fact that today the protection of labor rights is very important for every citizen of the state, and it is necessary for the employee to independently ensure the protection of labor rights.

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Chen, Xinyue. "Exploring the factors that affect employee performance." SHS Web of Conferences 181 (2024): 01038. http://dx.doi.org/10.1051/shsconf/202418101038.

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Enterprise innovation and development are inseparable from the gathering of talents, for the long-term development of enterprises, the stability of employees is particularly important, and employee performance directly affects the vital interests of employees. Correct understanding and scientific understanding of the factors affecting employee performance plays a decisive role in improving employee performance and ensuring the realization of corporate goals. This article explores the internal and external factors that affect employee performance by reviewing previous literature. This article f

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Jing, Yanting, Wei Zhang, Yongjun Tang, and Yuzi Zhang. "The Construction of an Evaluation System of Corporate Social Responsibility to Employees: An Empirical Study in the Chinese Clothing Industry." Sustainability 14, no. 16 (2022): 10215. http://dx.doi.org/10.3390/su141610215.

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Recently, with the intensification of employee suicides in well-known international companies such as Facebook and Pinduoduo, people are paying more and more attention to the violation of employee rights and interests. As an important embodiment of safeguarding the legitimate rights and interests of employees, the corporate social responsibility to employees has become one of the focuses of academic discussions. The aim of this article is to build a corporate social responsibility evaluation system for employees for Chinese clothing companies. As a representative of labor-intensive enterprises

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AKANKSHA, SAXENA AND MANISH DHINGRA. "Examining the Impact of Employee Relations on Employee Retention in the Context of Higher Education Institutes (HEI)." Indian Commerce Association 77, no. 3 (2024): 1–27. https://doi.org/10.5281/zenodo.14352457.

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Employee relations are one of the critical essential components of hierarchical execution, success, and maintainability. Enviable employee relations result in profoundly dedicated, propelled, and steadfast workers in the associations. Keeping up with and encouraging great relations between employers and employees can make an amicable air. Invariability at work not only aids in protecting the interests of employers and employees but also advances the dynamic improvement of the association. To guarantee the supportability of amicable employee relations, endeavors to fortify these two gatherings

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Starkova, E. Y. "FORMATION OF SOCIO-ECONOMIC POLICY IN THE ORGANIZATION." Vestnik of Khabarovsk State University of Economics and Law, no. 1-2 (October 20, 2020): 61–68. http://dx.doi.org/10.38161/2618-9526-2020-1-2-29.

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The income policy is shown as an effective tool for stimulating the economic growth of the organization with the interests of the main social groups of employees and employers. It carries the content of incentives, providing employees with an additional old-age pension, and also plays a significant incentive role for employees. In modern conditions, an organization, that wants to be a market leader in terms of the quality of its products and services, must take a very serious approach to developing a social policy for its employees.

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