Les autrices examinent la manière dont les inégalités présentes sur le marché du travail traditionnel influent sur la situation des travailleurs de plateformes. Elles utilisent le cadre des régimes d’inégalités élaboré par Acker, en s’intéressant plus particulièrement au genre, et l’appliquent à une étude de cas qualitative portant sur une plateforme de travail indépendant qui fournit des services juridiques. L’analyse, qui comporte une dimension longitudinale, montre que les obstacles structurels à l’oeuvre dans la profession juridique classique se retrouvent sous une forme amplifiée dans l’univers des plateformes, ce qui invalide l’idée que le travail de plateformes peut être un levier.
Confrontée à des défis socio-économiques importants, à un taux de chômage et à des taux de pauvreté élevés, ainsi qu’à une croissance économique lente, l’Afrique subsaharienne reste vulnérable au changement climatique. Les auteurs examinent les effets des chocs climatiques sur l’emploi des jeunes et l’emploi dans l’agriculture, l’industrie et les services. En utilisant la méthode de la double différence sur des données de panel, ils constatent que la hausse des températures provoque des pertes d’emploi pour les jeunes et dans le secteur agricole. Ils observent également que les températures élevées entraînent une réallocation de la main-d’oeuvre du secteur agricole vers ceux de l’industrie et des services.
Ramin Rahnavard, Mohammad Mohammadi, Maryam Amirmohammadi
Abstract
Objective: It is expected that organizations appoint people to do their jobs in accordance with the job qualifications and employees are expected to perform their duties at an acceptable quality level. Otherwise, they may pass the time in vain in the workplace; this is an issue that calls forconsideration Taking these into consideration, the analysis of individual productivity and identifying the key variables at stake is an inevitable necessity which is the main goal of the current research.
Methodology: The statistical population in this research was the staff of a service company in Tehran, who had defined job duties. Using the available sampling method, ninety-two individuals were selected as the sample, who completed the questionnaires. Content validity of the questionnaire was evaluated using experts' opinions and its reliability was obtained using Cronbach's alpha method.
Findings: Results show that the average individual productivity level is 0.53. On this basis, we conclude that the impact of organizational commitment on individual productivity through motivation and perceived organizational support is significant.
Originality: No reliable research on the individual productivity of employees exists in Iran. However, in this research we obtained it based on the ratio of useful working hours to standard working hours and investigated the effects of organizational commitment on it using the field research method, which has high reliability.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
PurposeThe purpose of this paper is to compare three models of employee ownership and to identify pros and cons in relation to how the models can overcome the barriers. Which choices are important when defining the overall rules around the models and the specific possibilities for variations and combinations and what are the pros and cons for these choices?Design/methodology/approachThe comparison is based on the three main models of employee ownership identified from the country descriptions in this special issue.FindingsThe models do not exclude each other. The models can all be promoted in a specific country, leaving the choice of specific model to the stakeholders involved in the establishment of the employee-owned company. The article also shows the possibility of combining different models and in this way to adjust to specific preferences and conditions – e.g. whether employees and other stakeholders want collective or individual ownership and whether it concerns a start-up or a succession company.Originality/valueThis paper identified the key differences and similarities of different models for employee ownership including pros and cons of worker cooperative vs the Employee Ownership Trust (EOT) and the Employee Stock Ownership Plan (ESOP) models.
Purpose: Culture, in all its dimensions, is a fundamental component of sustainable development. The purpose of this paper was to provide a model for the development of national culture in upstream policies.
Methodology: The method in this study was case research and content analysis by manual method. Based on literature review, the theoretical and conceptual components of national culture development were first obtained. Then, by studying the upstream documents (basic Islamic-Iranian model of progress, the statement of the second step of the revolution, the general policies of the second to the sixth development plans, and finally, all the general policy clauses on various cultural issues approved by the Expediency Discernment Council) were identified.
Findings: In this study, a national culture development model for general policies is presented. The obtained model suggests what authorities are responsible and what mechanisms can be used to strengthen and create positive elements of culture and to weaken and eliminate negative elements of culture.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
PurposeAs majority of studies of employee ownership (EO) take place in developed markets and primarily focus on the impact on firm performance, scholars have recently called for other markets, especially large developing markets to be considered, as well as alternative outcome measures.Design/methodology/approachThrough the examination of the implementation of EO by Chinese listed firms during the period of 2011–2019 with total 3,473 firms and 21,204 observations, the authors provide empirical evidence on the positive effect of EO on firm R&D investment within the rapidly growing Chinese market.FindingsThe authors find that the adoption of EO promotes higher level of firm R&D investment. This positive relationship is more evident among small firms, non-state-owned firms and local state-owned-firms, compared with their counterparts. As for the plausible channels, the authors find that adopting EO provides a favorable institutional environment, which attracts more technical staff, improves workplace quality, and encourages job stability and greater employee effort, leading to greater R&D investment.Originality/valueThough the connection between R&D investment/innovation and firm survival performance has been known for decades, the innovation side of outcomes has been ignored by EO research. Therefore, the authors explore the relationship between EO implementation and firm R&D investment within the rapidly growing Chinese market.
Purpose: The aim of this study is to identify factors affecting the dynamics of the business model in knowledge-based startups in Kermanshah, considering the effects of Covid-19.
Methodology: In terms of purpose, the research was applied and qualitative approach was used. Data were gathered through semi-structured interviews with key experts. Applying judgmental and snowball methods, interviews went on (with 19 experts) until theoretical saturation of data was achieved. The six-step process of theme analysis was used to analyze the data.
Findings: Effective factors on the business model dynamics include 624 codes, 64 basic themes, 15 sub-organizing themes and 5 main organizing themes. These 5 main organizing themes comprise of such factors as target market, resources, financial processes, marketing mix and stakeholders.
Originality: The results of this research may help identify new conceptual elements and an innovative framework for business model dynamics so that start-ups can overcome the challenges and limitations imposed by the Covid-19 pandemic. Thus, a new perspective will be provided for companies, planners and policymakers.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: In today's highly competitive environments, organizations' efforts tomeet the expectations and satisfy their key stakeholders, including employees, have a significantimpact on their survival and improving their competitiveness and productivity. In order to gain acomprehensive understanding of the actions that banks can take in this field, the presentresearch has reviewed and classified the results of studies related to the actions that banks havetaken in line with their corporate social responsibility regarding employees, and the results andachievements resulting from it.Methodology: This is a qualitative applied research and it has been used in meta-compositemethod. The information sources of this stage included articles published in internationalscientific databases, which were selected based on the criteria for entering the meta-synthesisprocess.Findings: That practices that banks have taken in line with their corporate social responsibilityin relation to employees can be separated into six main categories: considerations related torecruitment and promotion, salaries and rewards, benefits and welfare services, training andcontinuous development, creating Favorable work environment and work relations. The resultsof these practices are also classified into two categories of attitudinal and performance-basedresults.Conclusion: Banks' efforts to meeting the expectations of employees as one of the mostimportant stakeholders within the organization will strengthen positive occupational andorganizational attitudes in employees so that they have more effort and motivation to improveoccupational and organizational performance. The findings of this research can be used as aguide for actions that can be taken in this field.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Hossein Simaei Chaffi, Gholamreza Memarzadeh Tehran
Purpose: Network governance is an analytical framework for comprehending and adjusting relations among the relevant actors so that they can face multi-faceted and complicated issues in the policy-making process and public administration. This research intends to design a model for capacity building in network governance.
Methodology: The statistical population fell into two parts. The first part covered the qualitative administrative system with 25 academic and organizational experts in the concepts and applications of network governance. The purposive judgment sampling method was applied here. The second part of the population, taking up a quantitative approach, consisted of public sector managers, from among of whom 390 individuals were randomly selected.
Findings: Results show that capacity building in network governance is achievable in the framework of such themes as formulating network governance policies, creating network relations between public and private sectors and civil society, creating a participative foundation among governance actors, enhancing administrative capacity based on network, outsourcing government duties, and establishing network management mechanisms. Besides, there are some causal factors as follow: changing politicians’ views; integrated government; expanding IT; citizens’ demanding orientation; contextual factors including financial, economic, political, legal, social, cultural, and technological conditions; intervening factors such as internal organizational readiness as well as external organizational readiness of private and civic sectors. The outcomes of network governance establishment are the prevalence of public values, flexible reaction to demands, and reduction in public services costs, specializing services, innovation and transparency.
Originality: This study introduced a new design for capacity building in network governance, which is contingent with significant outcomes for network governance like the prevalence of public values governance for both society and government. It also introduced network governance as a framework for public management.
Implications: Considering the presented model, suggestions have been made regarding capacity building in the government in order to establish network governance like integration of government’s scattered processes and developing managers in line with network thinking.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
yahya kamali, Sedighe Sheikhzadeh Joshani, Mohammad Karimizadeh
Purpose: Industrial development plays an important role in economic variables such as creating employment, increasing economic growth and reducing poverty. Attention has always been paid to the industry sector in the five-year development plans in Iran. In addition, various organizations are active in the field of industrial development policy making. This study intends to identify and categorize the pathological components of industrial development policy in Iran during the period between 1991 and 2018.
Methodology: To achieve this goal, the Qualitative Meta-Synthesis Method was used and the research data were collected by applying documentary method, which included 155 scientific articles, 19 books and reports, as well as 3 dissertations. As a result, 75 sources were cited. The statistical sampling method was of purposive judgment type. In this regard, 117 concepts or challenges were identified, and then categorized on the basis of an integrative theoretical policy framework.
Findings: Findings include the pathological factors of Iran's industrial development policy-making which fall into four sections: a. ‘the content’, including such categories as long-term goals or visions, strategies, programs, policies and regulatory or monitoring laws and regulations; b. ‘the process’, including such categories as agenda setting, policy formulation, decision making, implementation and evaluation; c. ‘the actors’, including infra-organizational, organizational and individual categories; d. ‘environment or context’, including the categories of political values, government’s comprehensive view and framework, political support, managerial-administrative capacity, analytical capacity.
Implications: The findings of the present study can provide a good basis for reforming industrial development policy in Iran.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: By the advent of video games as an inseparable part of technology and education, the impact of such games on enhancing the level of teamwork has reached an unprecedented attention. The uppermost objective of this study was to investigate the miscellany of aspects influential on the improvement of teamwork among Iranian Air Force freshmen cadets.
Methodology: To this end, 50 freshmen cadets participated in this research by playing Counter Terrorist Game in groups of five (10 groups). They were randomly assigned to each of the groups, however, they all were chosen from among volunteers to play the game with no specific randomization (convenience sampling). Each group played four rounds of the game in two consecutive days (each day two rounds) competitively against the computer. After the second day, participants were in depth interviewed about their lived experiences of playing video games with their coursemates utilizing semi-structured questions concerning various aspects of teamwork.
Findings: The researchers also observed the participants playing games and employed field notes in order to record the phenomenon under study. The data collected were meticulously transcribed and analyzed and data-driven themes were obtained using NVivo qualitative data analysis software version 12.
Conclusion: By conducting this study, it was revealed that there are ten main themes or categories in the context of game playing that can potentially lead towards learning teamwork features. The themes are goal-setting, identity-formation, premeditation, interaction, implementation, leadership, esprit de corps, companionship, trait and tact.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The severe psychological shocks and traumas that the employees of an organization experience as a result of different factors can have many unpleasant outcomes for employees and the organization. This study analyzed the effect of organizational trauma on moral behavior and work conscience of employees through the mediating role of organizational culture. Methodology: This is an applied descriptive-correlational study, in which the statistical population includes 386 employees working at the University of Kashan. Cochran’s formula of sample size was used along with the stratified random sampling method to selected 186 employees as the statistical sample. The data collection tool was a questionnaire, and data analysis was performed through the path analysis method and the one-sample t-test in SPSS and AMOS. Findings: The means of organizational trauma, moral behavior, work conscience, and organizational culture were above average in the University of Kashan. Moreover, organizational trauma had negative, significant effects on moral behavior and work conscience of employees, whereas organizational culture had positive, significant effects on their moral behavior and work conscience. Conclusion: Organizational trauma can have devastating effects on moral behavior and work conscience of employees; however, a rich and positive organizational culture can moderate and mitigate these devastating effects.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Rea Prouska, Argyro Avgoustaki, Alexandros Psychogios
et al.
Using data from the 2013 European Company Survey, this article presents a study of employee involvement and participation (EIP) in decision-making in 12 Central and Eastern European (CEE) countries, a context that is rather less studied but interesting because of its political past and its current emerging economic status. The study explores how these countries can be clustered according to positive employee attitude towards employee representation (ER) and EIP in decision-making. It examines the association between these two components and the effectiveness of the ER body, as well as whether there are differences between country clusters. Finally, the article examines how the degree of EIP in decision-making is related to ER body effectiveness. This research contributes to prior work by seeking to understand EIP in decision-making in an understudied sample of CEE countries and provides an insightful classification.
عظیم حمزئیان, مرتضی ملکی مین باش رزگاه, هوشمند باقری قره بلاغ
et al.
Background and Objective: Considered a key factor in an organization, leadership affects the promotion of innovative behavior of employees in proportion to occupational developments. This study analyzed the effects on leadership styles on innovative behavior with a moderating role of occupational involvement.
Methodology: This is an applied descriptive-correlational survey, in which the statistical population included the employees working at an industrial organization of the defense sector. The simple random sampling method was employed to select 218 employees as the statistical sample. A standard questionnaire and structural equation modeling (SEM) were used for data collection and data analysis, respectively.
Findings: Transformational and relational leadership styles had the greatest positive effects on the innovative work behavior of employees. Moreover, occupational involvement moderated the relationships between leadership styles and innovative behavior of employees.
Conclusion: Developing transformational and relational leadership capabilities and styles of managers at the studied organizations improved the ability and willingness to show innovative behavior in proportion to the nature and diversity of their jobs.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
جهان معاصر با سرعتی شگفتانگیز در حال تحول است. اگرچه این تحول در تمام دوران وجود داشته است؛ لیکن امروز این تحول چه به لحاظ محتوا و چه به لحاظ سرعت بیسابقه است. در نظام کنونی، ارزشیابی عملکرد فردی و سازمانی یکی از اهداف عمده هر سازمان زنده و فعال محسوب میگردد. بنابراین هدف این تحقیق، شناسایی و اولویتبندی علل ناکارآمدی نظام ارزشیابی عملکرد کارکنان سازمان تامین اجتماعی با ارایه مدل به روش AHP فازی است. این تحقیق از حیث نوع و ماهیت، تحقیقی توصیفی- تحلیلی، از نظر هدف، از نوع تحقیقات کاربردی و بر اساس جمعآوری دادهها، پیمایشی است. روش نمونه تصادفی ساده و حجم نمونه 291 نفرمی باشد. در این تحقیق برای تعیین اوزان معیارها و زیر معیارها از تکنیک تحلیل سلسلهمراتبی فازی استفاده شد. تجزیه و تحلیل دادهها بهوسیله نرمافزارExpert Choice و S.P.S.S انجام گرفت. یافتههای تحقیق نشان داد که ناکارآمدی منابع انسانی حائز رتبه اول و سایر عوامل از جمله ناکارآمدی فرایندهای سازمانی، ناکارآمدی پیادهسازی، ناکارآمدی شاخصهای عملکردی، بهترتیب در سایر رتبهها جا میگیرند.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
This article focuses on profit-sharing and employee share ownership practices, with the aim of analysing the effect of company size and industry on financial participation, as well as the substitution or complementary effect of other direct and indirect participation methods adopted in Estonian private companies. The article uses survey data from more than 900 Estonian companies obtained via telephone interviews in 2011. The results indicate that share ownership is more common in micro enterprises, but contrary to expectations the incidence of employee financial participation is no higher in knowledge intensive sectors. The results also show that financial participation has different complementarities depending on the scheme. It seems that profit-sharing is part of the ‘package’ of employee participation, but this does not apply to employee share ownership. The article challenges the common understanding that certain innovative service sectors and bigger companies are more inclined to adopt employee financial participation; and raises doubts about the presumed development towards a higher degree of financial participation in Eastern European countries.