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This article provides an overview of the regulation of artificial intelligence (AI) in Brazil, with a focus on its impact on labor and employment. While AI adoption in Brazilian industry is still limited, a significant portion of jobs in the country are considered highly vulnerable to AI. The article highlights the challenges and lack of regulation surrounding platform work and the potential impact of AI on agriculture. The Brazilian government has established the Brazilian National Strategy for Artificial Intelligence (EBIA) to promote responsible AI development and the training of qualified professionals. Additionally, there are bills being drafted to regulate AI and establish principles, rights, and duties for its use, as well as to provide rights for individuals affected by AI systems. The article emphasizes the importance of social dialogue and workers' organizations in protecting workers' rights in the face of AI advancements. [Extracted from the article]

This document is an index of articles published in the ILR Review, Volume 77 in 2024. The articles cover a range of topics related to labor and employment, including the size and composition of the independent contractor workforce, the wage premia of refugee immigrants, the impact of manufacturing credentials on earnings, and the use of wearable devices in work processes. Other articles explore issues such as workplace competition, labor market dualization, and the Europeanization of wage policy. The index provides a comprehensive overview of the articles published in this volume, allowing researchers to easily locate and access relevant information. [Extracted from the article]

Reducing human-made greenhouse gas emissions is crucially important for life on earth, but it requires restructuring industries in ways that could disrupt millions of workers' lives globally. Whether this transition is "just" from the perspective of workers depends on the magnitude of job losses, the quality of new jobs, and the transitions workers experience from their current jobs to new ones. Using the example of the German automotive industry, where the shift to electric vehicle production has recently accelerated, the authors identify recommendations for unions and policymakers in North America and beyond. This article provides an overview of the tools for workers and trade unions in Germany to steer the transition and shows how analogous tools could be strengthened or created elsewhere. [ABSTRACT FROM AUTHOR]

The European Social Dialogue (ESD) has served as the platform for European social partners to negotiate parental leave policies at the European Union (EU) level since 1995. The partners' efforts to revise the regulations in 2015, in response to the European Commission's broader approach toward European work–life balance policies, failed, however, and the reasons for and implications of this failure remain insufficiently explored. Drawing on existing ESD literature and leveraging the regulator-intermediary-target (RIT) model, the authors develop a typology of policymaking outcomes based on the analysis of three parental leave directives from 1996 to 2019. The findings demonstrate that divergent preferences among European social partners, particularly when juxtaposed against the Commission's policy objectives and interests, reduced the probability of a successful ESD through which European social partners could generate a framework agreement. Instead of being rule-makers, these conditions relegated European social partners to the role of rule-takers. If this trend continues, it poses a significant challenge to the role and influence of European social partners in EU policymaking. [ABSTRACT FROM AUTHOR]

Despite the importance of a thriving workforce in sustaining organizational success, prior research pays little attention to how individualized human resource (HR) practices can help individual employees to thrive at work. Drawing on the theoretical underpinnings of conservation of resources theory, we investigate whether, how, and when development idiosyncratic deals (i‐deals) can contribute to individual thriving. We contend that possessing development i‐deals will motivate individuals to engage in approach job crafting, which in turn promotes their experience of thriving at work. We further contend that high‐quality leader–member exchange will enhance the function of development i‐deals in triggering approach job crafting and subsequent thriving experiences. Results from a two‐wave survey involving 278 managers in a pharmaceutical firm in China and a three‐wave survey among 178 managers working in various organizations in the UK support our hypotheses. Our findings provide new insights for practitioners seeking to design customized HR practices to support a thriving workforce. [ABSTRACT FROM AUTHOR]

It has been claimed that the HR "profession" suffers from a chronic shortage of social legitimacy. In this article, we advance the idea that HR is also to some extent subject to public stigmatization for being immoral. In other words, we maintain that certain aspects of contemporary HR work can be conceptualized as morally dirty work. We provide empirical support for this contention by analyzing a set of 28 films portraying HR practitioners at work. The research results comprise both task‐related and method‐related filmic representations of HR work as immoral, thus furnishing a comprehensive and nuanced picture of the moral issues that can affect the HR profession. Furthermore, the results show that some of the HR characters analyzed—typically those who hold a role as (co‐)protagonists in the story—realize the immorality affecting their work and decide to distance themselves from it by either exiting the role, trying to reform it, or openly raising resistance against their employer. These research results suggest the need to integrate dirty work scholarship into study of the HR profession, while they provide important indications in terms of future HR research, practice and education. [ABSTRACT FROM AUTHOR]

Understanding how employees respond to HR systems is a critical question in the strategic HR literature and the need for more nuanced theoretical frameworks explaining who responds differentially to HR systems persists. Drawing on a contingency perspective and the theory of purposeful work behavior, we present a theoretical framework that suggests that employee motivational goal strivings interact with commensurate HR bundles (communion‐enhancing HR bundles, status‐enhancing HR bundles, and achievement‐enhancing HR bundles) to predict employee job performance. Based on survey data collected from 362 employees in 84 service units, our findings reveal that the effects of communion and status strivings on job performance are more positive and stronger for employees in units with higher levels of communion‐enhancing HR bundles and status‐enhancing HR bundles, respectively. In contrast, the effect of achievement goal strivings on job performance is weaker in units with higher levels of achievement‐enhancing HR bundles. These findings have significant implications for both theoretical and practical perspectives, shedding light on the role of employee motivations in shaping the effectiveness of HR bundles on employee performance. [ABSTRACT FROM AUTHOR]

Algorithmic HR systems are becoming a more prevalent interface between organizations and employees. Yet little research has examined how automated HR processes impact employee motivation. In a three‐wave study (NTime1 = 401; NTime2 = 379; NTime3 = 303), we investigated the motivational effects of HR systems that automatically capture—and make decisions based on—employee performance, and whether these effects depend on employee attributions regarding the organization's intended use of its automated HR metric system. Additionally, we test whether these motivational states affect employee task prioritization and emotional exhaustion. Results show that employees whose organizations use algorithmic HR systems, and who also attribute managerial control as intent to that system, experience higher levels of extrinsic motivation at work. This, in turn, predicts greater prioritization of metricized tasks and de‐prioritization of non‐metricized tasks. Conversely, employees who believe the purpose of algorithmic HR systems is to provide them with constructive feedback are more likely to experience intrinsic motivation, leading to reduced feelings of emotional exhaustion, greater prioritization of metricized tasks, but reduced non‐metricized behavior de‐prioritization. These results illustrate the critical importance of employee sensemaking around algorithmic HR systems as a precursor to the impact of such systems on employee motivation, behavior, and well‐being. [ABSTRACT FROM AUTHOR]

Human resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision‐making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization. [ABSTRACT FROM AUTHOR]

Powerful leaders need to be challenged and pushed to consider uncontemplated perspectives. Research has indicated that employees in lower-power positions are best poised to challenge leaders, because these individuals better understand others' perspectives and have a different lens on day-to-day organizational issues compared to powerful leaders. While several well-known leaders rely on a lower-power employee (i.e., right-hand partner) to amplify their efforts, it is unclear how one becomes a right-hand partner or what this entails. Relying on qualitative data from 74 individuals (61 chiefs of staff and 13 leaders), we develop a process of heedful challenging: the process of presenting alternative perspectives to someone in an individualized manner. In this process, the lower-power employee utilizes their knowledge of the leader and their understanding of how organizational issues are impacting employees to thoughtfully challenge the leader by presenting differing perspectives and illuminating the implications of their behavior. We articulate how one becomes a right-hand partner through this process, present the defining characteristics and drawbacks of being a right-hand partner, and describe instances when this process goes awry. This work contributes to theory about unequal-power relationships and provides insight into how lower-power employees can broaden leader's perspectives. [ABSTRACT FROM AUTHOR]

Through an ethnographic study of a manufacturing monitoring technology, the author examines how the relations among workers, managers, and third-party technologists impact the ongoing configuration of cloud-based workplace technologies. Because these technologies are broadly networked, data-driven, and highly malleable, the author argues that technologists have an increasingly prominent role. By tracing issues raised by workers and managers in the focal customer firm, the study shows that the employment relation can explain only a limited set of outcomes. An analysis that accounts for technologists' innovative and economic relations with their users fully explains which issues are resolved and how. In contrast to research that implies technologists amplify institutionalized patterns of labor–management relations through their design choices, this study shows that technologists are complex organizational actors with situated interests, values, and identities. Through the development of a triadic model of relations, the author demonstrates why technologists must be included in analyses of contemporary technologies. [ABSTRACT FROM AUTHOR]

Prior research on career interdependence has focused on how colleague exits shape employees' intraorganizational careers through the creation of job vacancies and vacancy-driven promotion. In this paper, I propose that colleague exits can shape employees' careers through the creation of valuable relational "vacancies." Focusing on employees engaged in collaborative research, and drawing on the vacancy chains literature, I argue that colleague exits create new collaboration opportunities for remaining employees that can enhance learning and facilitate competency-driven promotion. Yet, employees will benefit only when these opportunities arise as a result of their own collaborators leaving—that is, employees must lose to gain. Using longitudinal data on employees within a single research organization, I show that collaborator exits increase the likelihood of employees' competency-driven promotion in a way that noncollaborator exits do not. Furthermore, it is the exit of higher-level collaborators that is most beneficial. These findings highlight a different type of career interdependence and the role of collaborator mobility in shaping the intraorganizational careers of knowledge workers. [ABSTRACT FROM AUTHOR]

Line managers are often responsible for implementing HR practices in organizations. Why do some line managers implement HR practices as intended while others do not? We draw on the concept of accountability focus to highlight that managers' HR implementation behavior is driven by what they feel accountable for, and we examine how accountability focus is shaped by characteristics of managers' role. We test our theoretical model across two field studies: a three‐wave survey with managers and a study with dyads of managers and employees. When managers experienced more autonomy in their HR role, they felt more accountable for outcomes and were less likely to implement HR practices, but this was mitigated when managers also felt competent in their HR responsibilities. More competent managers felt more accountable for processes and in turn were more likely to implement HR practices, which positively related to employees' discretionary effort. Our findings highlight boundaries to managerial autonomy, and theoretical insights about the motivational mechanisms, which drive HR implementation, with implications for employees. We contribute to theory on managerial accountability by elaborating the nomological net of accountability focus and, by developing a measurement scale through several pilot studies, provide opportunities for further research. [ABSTRACT FROM AUTHOR]

The gradual shift in power relations between organized employers and employees since the 1970s has increasingly affected the functioning of national industrial relations systems. According to a broad literature, the most important of these consequences is an increase in employer discretion. This article tests this claim by performing a longitudinal content analysis on three Dutch collective contracts. It develops an analytical framework based on four dimensions of employer discretion. Results show that although employer discretion did increase on all four dimensions between the mid-1970s and the 2020s, significant temporal and sectoral variation has occurred. In addition, the article argues that a loss of democratic influence by employees intensified the increase of the one-sided decision-making powers of employers, and that the collective contract is being transformed from a joint labor–capital effort to solve workplace problems to a management instrument. [ABSTRACT FROM AUTHOR]

We document the size and scope of the industry of for‐profit vendors that now handles a considerable proportion of human resource tasks for individual US employers, a collection we describe as the human capital industry. Outsourcing these tasks changes how the human resources function is executed in ways we describe below. This change should matter to researchers if they are interested in choosing topics that have relevance, and it should also matter to teachers of human resources who want to present an accurate description of practice to students. Aside from the now remarkable size of the HR industry, arguably its most important attribute is its marketing efforts, which now drive the agenda for the field of HR. A concern about that agenda is that it often creates the perception of challenges for management when in practice no evidence of those challenges exists. [ABSTRACT FROM AUTHOR]

Employees play a central role in organizational functioning and representation. HR managers thus strive to create an attractive employer image that stimulates employees' attachment and ambassadorship. However, presently, there is limited research about how employees perceive and react toward their organization's employer brand. More importantly, the studies available have focused on content attributes only (i.e., instrumental and symbolic image dimensions). This has resulted in limited (content‐based) understanding of the construct and failure to incorporate its branding‐related aspects (process attributes) which represent the crux of employer branding theory. Thus, using the HRM system strength theory and employer branding literature, this article examines three process characteristics (i.e., employer brand distinctiveness, consistency, and consensus) vis‐à‐vis instrumental and symbolic content attributes to understand employee reactions (i.e., employer attractiveness, organizational identification, and employee ambassadorship). Data were collected at two times through Prolific Academic with 254 UK and US employees. Results suggest that employer brand process attributes are valuable sources to enhance employees' identification with their organization. Moreover, distinctiveness and consistency seem especially instrumental in enhancing employees' attractiveness perceptions and display of positive ambassadorship. In addition, the process attributes explain significant incremental and unique variance beyond content attributes in employee reactions. [ABSTRACT FROM AUTHOR]

"Networks, Labour and Migration among Indian Muslim Artisans" by Thomas Chambers is an ethnography that explores the lives of Muslim artisan woodworkers in Saharanpur, India. The study focuses on their workshops, migration patterns, and the importance of friendships and social ties in their working lives. The article highlights the decline of the industry, the role of Muslim identity in employment opportunities, and the impact of Gulf migration on class differentiation. The author also discusses the contrast between migrant artisans from Uttar Pradesh and returnee migrants from Kerala, as well as the relationship between material constraints and cultural factors in shaping class consciousness. [Extracted from the article]

"Unionizing the Ivory Tower: Cornell Workers' Fifteen-Year Fight for Justice and a Living Wage" by Al Davidoff is a memoir that tells the story of how low-paid Cornell employees organized and fought for better working conditions and wages. The book provides a detailed account of the challenges faced by these workers, including poverty wages, arbitrary bosses, and oppressive conditions. It also explores the process of organizing a union and the strategies employed to gain recognition and negotiate a fair contract. The book addresses issues of race and racism within the context of the struggle for justice. Overall, "Unionizing the Ivory Tower" offers valuable insights into worker organizing, union building, and labor-management relations. [Extracted from the article]

"Stitching Governance for Labour Rights: Towards Transnational Industrial Democracy?" by Juliane Reinecke and Jimmy Donaghey explores the problem of democratizing transnational supply chain governance. The authors argue that private regulation systems in developing countries marginalize worker voice, and propose a new paradigm informed by industrial democracy principles. The book focuses on the garment industry in Bangladesh, where the authors conducted interviews and observations to gather data. The authors analyze the power dynamics in supply chains, examine the role of unions and NGOs, and compare the governance structures of the Accord and the Alliance. They conclude that the Accord and JETI initiatives represent promising forms of democratic governance, but further progress depends on broadening the coalition of progressive forces. Overall, the book offers valuable insights into institutional processes that both facilitate and resist worker representation in transnational supply chains. [Extracted from the article]

The article is devoted to the study of the procedural aspects of consideration and resolution of labor disputes, the peculiarities of the application of labor law norms in the conditions of martial law based on the analysis of the content of new laws, laws on amendments. With the introduction of martial law, restrictions on the constitutional rights and freedoms of a person and a citizen, provided for in Articles 43, 44 of the Constitution of Ukraine, were introduced for the entire period of its validity, which affected the consideration of all labor disputes. The article analyzes the innovations established by the Law of Ukraine «On the Organization of Labor Relations in Martial Law» regarding the regulation of labor relations, and also draws attention to the inconsistency of some norms of this law and the cur Statistical data on the number of violations of labor legislation on labor issues were studied, examples of judicial practice during the period of martial law were analyzed. Attention is focused on the ambiguous position of the Civil Court of Cassation of the Supreme Court regarding the termination of the calculation of the average salary for employees called up for military service, accepted for service under a contract, etc. It was established that the ambiguity calls into question the implementation of the constitutional principle of equality in one's rights, as well as the principle of equality of labor rights of citizens of Ukraine, prevention of discrimination in the field of work. It is proposed to regulate at the legislative level the issue of maintaining the average salary for employees called up for military service, hired for service under a contract, etc. In order to properly consider and resolve a specific labor dispute, it is necessary to know well not only the general norms laid down in the Civil Procedure Code of Ukraine, but also the special procedural norms contained in the Labor Code of Ukraine and other material laws, which establish exceptions and additions to the procedure of court proceedings. In each specific case, it is necessary to find out all the circumstances, take into account the conclusions of the Supreme Court in order to make a decision on the legality or illegality of the demands of the subject of the protection of labor rights. [ABSTRACT FROM AUTHOR]

This publication is devoted to covering the following issues, namely: what are the inherent features of an employment relationship; what should be understood as self-defense in an employment relationship with an employer; how does the current labor legislation of Ukraine interpret the concept of "reinstatement" and how is an employee reinstated in the presence (absence) o f a court decision. Attention is focused on the fact that in the absence of a clear understanding of what constitutes "labor relations", "self-defense" and "reinstatement" in the current labor legislation of Ukraine, one should be guided by the recommendations of the International Labor Organization and domestic labor scholars, as well as by court practice in resolving labor dispu tes. This leads to the following conclusions: 1) labor relations are the relations between an employee and an employer regarding the performance of certain work for remuneration in accordance with the specialty, qualification or position on the basis of working conditions determined by the employer, provided for by labor legislation, employment contract, collective agreement; 2) self-defense in labor relations is considered to be the refusal of an employee to perform his or her labor duties in order to restore the violated labor right; 3) the right to self-defense is exercised by an employee independently, independently of other employees, and consists of independent active actions to protect their labor rights, life and health without or together with an appeal to the bodies for consideration of individual labor disputes (Commission on Labor Disputes, court) or to the bodies for supervision and control over compliance with labor legislation; 4) reinstatement in the previous job takes place not from the date of the court decision on reinstatement, but from the date of dismissal of the employee, which is declared invalid in accordance with this decision (if the employer reinstates the employee in the previous position without a court decision, the reinstatement also takes place from the date of dismissal); 5) the execution of the court decision is deemed to be completed from the moment the employee is actually allowed to perform his/her previous duties on the basis of the relevant act of the body that made the illegal decision to dismiss the employee; 6) if the reinstated employee is already working in another institution at the time of reinstatement, he/she must terminate the employment contract or enter into a part-time employment contract (unless prohibited by law) with another institution, since the main place of work for him/her is the place of work where the employee was reinstated. [ABSTRACT FROM AUTHOR]

The article carries out a complex theoretical and legal analysis of transfer as a form of realization of the right to work by civil servants in Ukraine. In particular, the legal grounds, procedure and consequences of the transfer of civil servants are investigated, taking into account the regulatory framework and the practice of applying the current legislation. The main attention is paid to the study of the features of the transfer, its impact on the labor rights of civil servants, as well as ensuring the effectiveness of the functioning of state authorities. The relevance of the study is determined by the need to improve the legal regulation of labor relations in the field of public service, increase the requirements for professional mobility and adaptability of civil servants in the context of reforming the state apparatus of Ukraine. The scientific novelty of the work consists in the definition and systematization of the legal basis for the transfer of civil servants, the analysis of their compliance with international standards and practice, as well as in the development of recommendations for improving legislation in this area. The article highlights the main forms and types of transfer of civil servants, examines in detail the legal grounds for the transfer, in particular, initiation by the head of the civil service, reorganization and liquidation of state authorities, the need to avoid the subordination of relatives, etc. Particular attention is paid to the analysis of the impact of the transfer on the material situation, career development and realization of the right to work of civil servants. It was found that the transfer to a lower position, although not defined as a significant change in working conditions, actually leads to significant changes that require additional legal regulation and protection of employees' rights. Clear criteria and transfer procedures are proposed, which take into account both service needs and the rights and interests of civil servants themselves. An important place in the work is the analysis of the international experience of the legal regulation of the transfer of civil servants, in particular the models used in the countries of the European Union. The possibilities of adapting such models to Ukrainian realities in order to improve the efficiency of the civil service and protect the labor rights of civil servants have been studied. On the basis of the conducted research, a conclusion was made about the need to improve the legislation in the field of transfer of civil servants, to ensure the transparency and fairness of this process, as well as to create effective control mechanisms for compliance with the relevant procedures. The proposed recommendations can be used for further reform of the civil service system in Ukraine, contributing to increase its efficiency and the professional level of civil servants. [ABSTRACT FROM AUTHOR]

The establishment of a legal, democratic, and social state in Ukraine necessitates updating the doctrinal foundations of labor law in the context of Eurointegration requirements. This article analyzes the specifics of organizing labor relations under martial law based on the review of regulatory acts, scientific sources, and results from legal practice. It has been found that labor freedom implies providing everyone with the opportunity, without discrimination, to enter into labor relations to realize their abilities. The right to work is one of those rights that can be limited for a certain period during martial or emergency situations. It has been established that the introduction of martial law in Ukraine has necessitated amendments to national labor legislation. Provisions of the newly adopted special Law of Ukraine, which defines the organization of labor relations under martial law, take precedence over the codified labor code during the period of martial law. It has been clarified that during the labor activities of individuals subject to compulsory labor, compliance with standards such as minimum wage, minimum vacation time, rest time between shifts, maximum working hours, and consideration of an individual's health condition is ensured. It is noted that the regulation of labor relations under new conditions has revealed problems that hinder the establishment and functioning of an effective system of employer-employee relations. It is important that labor legislation in Ukraine has already undergone changes regarding the organization of labor relations during martial law. The domestic labor market has experienced many changes during the period of martial law, with employers developing new strategies for utilizing hired labor based on flexibility and rapid response to the situation. The practice of applying legal innovations has indicated the need to address issues at the legislative level, which will improve the mechanism for implementing corresponding guarantees for workers and employers. The relevance of this issue also lies in the fact that clarity and definiteness in domestic legislation provide the possibility, in the future, to place relevant compensation payments on the state conducting armed aggression against Ukraine during reparations. [ABSTRACT FROM AUTHOR]

The article is devoted to the study of the institution of compensation for moral damage in the field of labor, i.e. in cases where the employee’s labor rights are violated by the employer, and as a result, moral damage is caused, which is subject to compensation. Since the issue of compensation for moral damage in labor law remains debatable to this day, as there is no unambiguous scientific or legislative solution to it. Although the institution of compensation for moral damage in the field of labor is an important guarantee of the protection of workers’ rights. During the research, the current domestic legislation and the views of scientists on the raised issue were analyzed. In particular, it is stated that compensation for non-pecuniary damage in labor law has its own characteristics compared to compensation for nonpecuniary damage in civil law. Thus, the specifics of compensation for non-pecuniary damage in the field of labor lies in the subject structure of this legal relationship - the employee and the employer, where the employer has the obligation to compensate non-pecuniary damage, and the employee has the right to receive it in the presence of negative consequences of the violation of labor rights. Attention has been drawn to the fact that compensation for moral damage in labor law is proposed to be considered in three aspects: as compensation for moral damage caused to the employee; as an independent, special and universal type of employer’s responsibility; and as a way of protecting the rights of the employee in labor relations. It was concluded that the labor legislation regarding the legal regulation of issues of compensation for moral damage to the employee needs improvement, since it lacks a definition not only of compensation of moral damage in labor law, but also of moral damage in labor law, which, in turn, leads to the fact that the inflicted moral damage is not actually perceived as damage, it is simply ignored. At the same time, although the introduction of the institution of compensation for moral damages in labor law did not solve all the problems regarding the protection of human labor rights, it is evidenced by the fact that the constitutional provisions on the recognition of a person as the highest social value and the guarantee of his physical and moral safety by every state are gradually being implemented in the labor legislation. [ABSTRACT FROM AUTHOR]

The importance of the issues covered in this article is due to the impact of information technologies on the labour sphere, transformation of the features of “classical” labour relations and the need to rethink the categories of “employee” and “employer” in order to ensure the exercise of collective labour rights, such as the right to association, collective bargaining and collective action by all workers regardless of the form of employment, first of all, by dependent self-employed persons. The author emphasises that the ILO, the CJEU in the opinions of their supervisory bodies, and the EU Court of Justice in their judgments use a broad approach to the interpretation of the concept of employee, including self-employed persons, in particular, in the context of exercising the right to association and collective bargaining. The author presents the experience of certain European countries, in particular, France and Poland, in terms of legislative consolidation of fundamental labour rights for self-employed persons. The article demonstrates that courts in different jurisdictions have different approaches to resolving the issue of the legal status of platform workers using the example of the decision of the Supreme Court of the United Kingdom and the Spanish court in the Deliveroo case. It is stated that in Ukraine today, one of the fundamental labour rights - the right to join a trade union de jure is not limited by the existence of an employment relationship or the status of an employee. At the same time, the right to collective bargaining, collective bargaining agreements and the right to collective action to protect one’s rights, which are an integral part of the right to freedom of association, is de facto only possible for those who are in an employment relationship based on an employment contract and have the status of an employee. As a solution to this problem, it is proposed to introduce a broad category of “working” or “employed” in national legislation, which will be used exclusively for the purposes of unionisation, exercise of the right to collective bargaining, conclusion of collective agreements and collective action. Such a definition should be separated from the definition of the narrow concept of an employee under an employment contract used in the context of individual labour relations. [ABSTRACT FROM AUTHOR]

Today, the problem of improving working conditions and improving their organization is quite urgent, in particular, the issue of working conditions for workers with non-standard forms of employment, in particular remote employment, which is gaining importance today, needs to be resolved. The purpose of the article is to study the peculiarities of working conditions for employees with remote employment, to identify problems and to propose ways to eliminate them. It is noted that with the appearance of non-typical (non-traditional) forms of employment on the domestic labor market, both practitioners and scientists are increasingly questioning the employer’s ability to fulfill the duty assigned to him to guarantee employees whose work does not fit into the traditional framework of labor relations, safe and healthy working conditions. Therefore, the employer using this type of employment should also take care of additional protection of employees, in particular, in matters of occupational health and safety, especially today, when the danger is different, external, military. At the same time, analyzing the current labor legislation, it was established that the employer is responsible only for “the safety and proper technical condition of the equipment and means of production, which are transferred to the employee to perform remote work”, and he does not have the obligation to ensure safe and harmless working conditions for the employee. Therefore, supporting other researchers of this issue, it is suggested that among the special conditions of the labor contract on remote work, there should also be a condition on ensuring labor safety, in order to oblige the employer to ensure the safety of the work of employees of the remote form of employment, in particular, to make sure that the assigned work can be performed safely at home by such an employee, has appropriate equipment and tools for safe work at home, received appropriate information, instructions and training (including in the event of an emergency), and also took measures to ensure the physical and psychological well-being of employees. Since remote work should not entail any restrictions on the scope of labor rights of employees, that is, a remote worker should have the same rights and obligations as other employees. [ABSTRACT FROM AUTHOR]

In the article, based on the analysis of national legislation, international documents, national and international judicial practice, the views of scientists, the issue of ensuring the employee’s right to privacy at the workplace is considered. It is noted that today domestic labor legislation does not yet enshrine this right (the employee’s right to privacy at the workplace), which, in turn, contributes to abuse by the employer, and leads not only to an unsatisfactory level of protection of the constitutional right to respect for private life, and in the future may lead to the international recognition of Ukraine as a state that does not provide an adequate level of such protection, particularly in the field of labor. It is emphasized that in the conditions of martial law, the right to privacy may be limited by law in the interests of national security, territorial integrity or public order in order to prevent riots or crimes, to protect public health, to protect the reputation or rights of other people, to prevent the disclosure of information, received confidentially, or to maintain the authority and impartiality of justice. As a result, it was concluded that the right to privacy at the workplace, which should be guaranteed to all employees regardless of the type of employment relationship, industry affiliation or form of ownership of the enterprise, should be established at the legislative level, taking into account international experience and judicial practice. Since the regulation of all aspects of the employee’s right to privacy in the workplace in the Ukrainian legislation will prevent abuse by the employer of employee control measures. In particular, supporting the proposals of other researchers, it is proposed to supplement the Code of Labor Laws of Ukraine with a rule that when concluding, changing and terminating an employment contract, persons entering work and employees are guaranteed the right to privacy regarding their personal and family life. At the same time, the limits, grounds and conditions of the employer’s interference with the employee’s right to privacy must meet three criteria: the legal grounds for the interference, the legitimate purpose of the interference, and the proportionality of such interference to the stated goal. [ABSTRACT FROM AUTHOR]

The article considers some issues related to the bankruptcy of the employer, which arises as a result of his insolvency, in particular, the issue of employee protection. It is noted that bankruptcy affects both employers and employees differently. Thus, the employer may be liable both to third-party creditors (financial institutions, suppliers, landlords) and to be in debt to the employees, if the salary or its part has not been paid, as well as the remuneration due to the employees. At the same time, it can have negative consequences for the workers, since their livelihood and their families can be completely dependent on such salary or remuneration. It was concluded that the issues of employee protection in case of employer’s insolvency have always been important and needed to be resolved, since employees are the least protected subjects of labor relations, who need guarantees of protection of their rights from both the employer and the state. Since the bankruptcy of the employer negatively affects both the social and financial situation of the employees, it leads to the termination of the employment contract concluded with them both for an indefinite period and a fixed-term employment contract before the expiration of its validity period. It was concluded that the adoption by the Verkhovna Rada of Ukraine of new legislative acts on the protection of the rights of employees in case of bankruptcy of the enterprise is a positive step, especially today, when the country is in a state of war against the Russian aggressor. It is noted that the implementation of the proposed norms will contribute to the approximation of Ukrainian legislation to European labor standards and will make it economically unprofitable for the employer to withhold salary, will create conditions for reducing the amount of existing debt for its payment, will increase the level of economic protection of the employee in case of late payment of work, and will also ensure the creation of a mechanism wage compensation in case of insolvency of the employer. [ABSTRACT FROM AUTHOR]

The article discusses the current status and future of continuous professional development (CPD) for anesthesiologists in Scandinavian countries. It highlights the importance of CPD for safe patient care and the need for lifelong learning in healthcare. The article outlines the methods, goals, and challenges of CPD, emphasizing the role of mutual trust and common goals between employers and employees. The participants propose a portfolio-based system to document competency-based activities and support reflective practice and feedback for anesthesiologists. The article suggests collaborative research projects and further exploration of workplace-based learning to enhance CPD in the region. [Extracted from the article]

The article examines the relationship between publishing practices, precarious labor conditions, and sexual violence in academia. Topics discussed include the structural power dynamics that enable harassment, the impact of commercial academic publishers on labor relations, and the vulnerabilities faced by marginalized scholars in navigating these environments.

Expansion of the Community Health Worker (CHW) workforce has become a national priority. It is critical to understand CHW strengths and individual challenges, associated professional development needs, and specific strategies that may meet needs from the perspectives of those who employ, manage, and supervise this growing workforce. Through a community-partnership with eight member organizations of the Association of Perinatal Networks of New York, we conducted two focus groups with 7 Executive Directors and 6 CHW Supervisors. Data were analyzed according to the six steps of thematic analysis. Analyses revealed seven salient themes across three superordinate categories of strengths, individual challenges, and mechanisms of support. CHWs are a critical component of the US health workforce. Challenges related to navigating boundaries, use of empowerment-focused approaches and effective documentation require skills-based training and trauma-informed workplace-based supports. Supervision is an effective mechanism through which CHWs receive support needed to optimize job performance. [ABSTRACT FROM AUTHOR]

Although financial trust has been modeled as a critical predictor of retirement financial planning activities, insufficient understanding has been developed concerning the relationship between financial trust and the effectiveness of the model of retirement financial planning. This current research creatively evaluated the moderating role of financial trust in the model of retirement financial planning in a sample of young working adults in Shanghai and Shenzhen, China (N = 422). Results presented evidence to support financial trust strengthened the pathways in the model of retirement financial planning. For example, social support was positively and significantly linked to retirement financial behaviors in the subsample reporting high financial trust but not among those with low trust; Risk tolerance was positively and significantly associated with retirement financial planning behaviors in the high-trust subsample but not in the low-trust subsample; Future time perspectives positively and significantly connected to retirement goal clarity in the high-trust but not low-trust respondents. Our findings improve the understanding of the model of retirement financial planning by increasing its complexity and providing new entry points to enhance retirement financial planning, namely promoting financial trust among the public. The results also propose a potential mechanism that can be used to explain how manipulation of financial trust will lead to better retirement financial planning. [ABSTRACT FROM AUTHOR]

Organizations invest heavily in supervision to increase the competitive advantage of their human capital. Although recent studies show that supervisors add value in general, it is not well understood what specific supervisory behaviors are relevant for employee career outcomes. To that end, this study explores the performance evaluation process and focuses on supervisors' evaluation behavior. Interpreting a supervisor's tendency to differentiate as a way of advancing employee development, I provide theory-consistent evidence revealing the relevance of differentiation for employee career outcomes. Using proprietary archival data, I demonstrate that differentiation relates positively to employees (1) performing more successfully in a new position upon promotion, (2) receiving a promotion to the next position, and (3) remaining in the organization. Therefore, this study presents novel and relevant evidence on the importance of specific supervisory behaviors in establishing effective human capital management practices. [ABSTRACT FROM AUTHOR]

BACKGROUND: A well-defined and clear procedure is a key factor supporting return-to-work and enhancing collaboration and understanding between employers and employees. The adaptation of the Tool for Support-Gradual Return to Work, TS-GRTW, addresses relevant cultural aspects valuable for wider adoption. OBJECTIVE: develop a Swedish version, the GRTWswe, for implementation and integration into the Swedish labor market's RTW process. This involved translating, culturally adapting, and assessing the appropriateness and utility. METHODS: In the initial step, a double back translation was performed to create an initial translated version. This version was then utilized in individual consultations, accompanied by an agreement questionnaire. For the subsequent step, group consultations were held to refine and customize the tool to suit the Swedish context. Ten occupational therapists completed the questionnaires, with mean agreement scores surpassing three on a four-point scale. Out of these, nine participated in group consultations. RESULTS: The findings suggest the requirement for specific modifications to the GRTWswe. These adaptations are essential because of cultural differences in organizational structures and reference frameworks. Moreover, participants unanimously agreed to broaden the scope of target groups, encompassing employees without regard for diagnosis and expanding the range of professions that can utilize this tool. This step aims to enhance the tool's applicability and usefulness. CONCLUSIONS: The study found strong alignment between questionnaire responses and group consultations outcomes, affirming the adapted tool's suitability for use in a Swedish context. The tool benefits employers and employees by enhancing communication, encouraging collaboration, and structuring processes, promising lasting improvements to work conditions. [ABSTRACT FROM AUTHOR]

We offer a critical inquiry into the faltering entry of an anthropomorphised AI (ro)bot, an algorithm without physical or visual form, into the workplace in a media consultancy company. While living a digital life in the virtual world, the ro(bot) was given a human name. We highlight the unexpected consequences the humanisation of an early form of artificial intelligence (AI) has on the affects circulating between people and the new technology and between members of different organisational groups. We argue that anthropomorphising technologies such as AI influences the affective life of organisations and amplifies existing discontent between organisational members, complicating the introduction of the technology. Focusing on human–AI interaction, our analysis reveals a rift between managers who are excited and hopeful about the future capabilities of AI and employees who are frustrated and angry about its present shortcomings. We conclude that collective affects play a central role in contemporary technology-driven organisations in which the role people play in relation to the avalanche of AI technologies is often neglected. [ABSTRACT FROM AUTHOR]

Worldwide, 50 million people are living with dementia. As more individuals develop dementia while still working, dementia will increasingly become a workplace issue and a societal concern. Interventions targeted at work retainment, can reduce, and postpone the loss of cognitive functioning following dementia. However, there is a small body of research focused on recommendations for work interventions for people with dementia. The aim of this mixed-methods review was to investigate experiences of work following a dementia diagnosis from the perspective of people with dementia, their relatives, employers, co-workers and HR-professionals, with the objective of formulating recommendations for work interventions for people with dementia. A mixed-method approach guided the review. 16 original studies published between 1989 to 2023 were included, with a collective sample of 684 participants. The review shows that it is possible to live and work well with dementia, if collaborative solutions are continuously negotiated to meet the needs of the person with dementia and the workplace, and with attention to possible contextual enablers and barriers. The review highlights four key elements for successful work interventions for people with dementia: 1) Person-centered Approach, 2) Contextual Relevance, 3) Knowledge-based and 4) Dynamic Approach. [ABSTRACT FROM AUTHOR]

Efficient human resource management (HRM) is essential for company achievement in today's fast-paced corporate world. Businesses must find effective ways to retrieve and categorise the ever-growing amount of HR-related knowledge. This work presents a new method for retrieving and classifying HRM data using machine learning. Modern natural language processing (NLP) and CNN methods are used by the algorithm we developed to handle unorganized human resources (HR) information, including worker records, job postings, and certificates. HR decision-making is facilitated by the system's ability to derive insightful information from the information using sophisticated text mining and machine learning algorithms. The two main parts of the method are classification and data extraction. HR workers can more easily obtain the required knowledge thanks to information retrieval, which makes it possible to search HR data quickly and accurately. Contrarily, categorisation optimises the division of human resources information into pertinent classifications, including job positions, competencies, and achievement grades. We assess our algorithm's effectiveness on various datasets from actual HR datasets. The outcomes show how well our strategy works to streamline HRM procedures, cut down on manual labour, and increase the precision of decisions. Furthermore, our technology is compatible with corporate human resources offices and educational settings because it complies with worldwide university requirements. This study belongs to the growing body of knowledge in HRM. It provides a useful tool for businesses looking to improve employee relations, simplify HR procedures, and attract and retain talent. The suggested method is a valuable resource for academics and businesses alike because of its versatility and compliance with global educational norms. [ABSTRACT FROM AUTHOR]

Integrated into a comparative approach across twenty European countries, this article conceptualises, maps, and analyses social dialogue outcomes in the governance of professional sports in Europe. Results derived from an online data collection among key stakeholders and subsequent document analysis show that social dialogue is increasingly practiced, yet still a rare phenomenon in this emerging economic sector. While public authorities are largely excluded, actor constellations underpinning the adoption of SD outcomes and the employment and social issues addressed by them are diverse. In the absence of transnational harmonisation, large differences across countries, types of sports, and gender prevail. Linear and logistical regression models suggest that key characteristics of national industrial relations systems such as collective bargaining coverage rates (using data from the OECD and Eurofound) rather than the specific configuration of national sport policy systems are associated with the (non-)existence of social dialogue outcomes in professional sports. This study advances the international labour rights-based discourse on innovative forms of social dialogue in sport policy making and discusses the implications of the diffusion of industrial democracy for the concept of a European Sport Model and the European integration process. [ABSTRACT FROM AUTHOR]

Workplace ostracism is a prevalent and painful experience. The majority of studies focus on negative outcomes of ostracism, with less work examining employees' potential adaptive responses to it. Further, scholars have suggested that such responses depend on employee attributions, yet little research has taken an attributional perspective on workplace ostracism. Drawing on sociometer theory and attribution theory we develop and test a model that investigates why and under what circumstances ostracized employees engage in adaptive responses to ostracism. Specifically, we argue that ostracized employees feel greater levels of shame and, in turn, are motivated to engage in greater ingratiation behavior toward their ostracizers. However, we predict that perceptions of ostracizers' competence and warmth shape different attributional processes, which influence the degree to which the ostracized employee experience shame and, in turn, is motivated to engage in ingratiation behavior. Results of a three-wave, time-lagged survey support our prediction that shame mediates the relationship between coworker ostracism and ingratiation behavior. Moreover, results support our three-way interaction, such that coworkers who report higher levels of ostracism and who perceive their coworkers as more (vs. less) competent and more (vs. less) warm report higher shame, and, in turn, ingratiation behavior. Theoretical and practical implications, as well as avenues for future research, are discussed. [ABSTRACT FROM AUTHOR]

Having a job is important for the well-being and inclusion of people with limited capability for work (LCW) due to physical and/or mental disability. This study explores salutogenic mechanisms that contribute to work-related sense of coherence (Work-SoC) of employees with LCW, i.e. perceiving their work in nature as manageable, comprehensible and meaningful. Semi-structured interviews (26 in total) were conducted with employees with LCW, employee supervisors, job coaches and foresters, all working in nature management. Interviews were held at four worksites of a governmental organisation in the Netherlands that provides permanent jobs for people with LCW. Employees with LCW contributed to the design and analysis of the study as co-researchers. Thematic analysis was used and member checks were carried out on preliminary findings. We identified six salutogenic mechanisms that contribute to nature-based Work-SoC of employees with LCW: (i) having constructive working relationships, (ii) experiencing structure and clarity, (iii) receiving practical and emotional support, (iv) support in the creation of meaning, (v) experiencing and learning in practice and (vi) physical activity and (absence of) stimuli. Identified mechanisms can create a positive effect when leveraged, thereby boosting (new) salutogenic mechanisms. Our findings illustrate that nature-based work can provide resources that promote Work-SoC of employees with LCW through the identified mechanisms. However, employees with LCW, colleagues, supervisors and stakeholders must recognize, mobilize and use these resources to leverage identified mechanisms in order to facilitate health-promoting workplaces for people with LCW. This, in turn, can contribute to sustainable inclusion through enablement. [ABSTRACT FROM AUTHOR]