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Working time around the world: Trends in working hours, laws and policies in a global comparative perspective
Abstract
This book will be of great interest to policy-makers engaged with working conditions or health and safety, labour market experts, trade union leaders and workers' organizations, as well as academics and researchers in the fields of industrial relations, labour economics and labour law.
... Progress toward decent work for women is hampered by multifaceted obstacles, marked by gender discrimination, and reinforced by economic and socio-cultural structures. Traditional gender roles, which confine women to the domestic sphere, reduce their participation and opportunities in the labor market, a phenomenon documented by Lee et al. (2007), who illustrate how family expectations limit women's professional engagement. Finlay (2021) deepens this analysis by highlighting the double workload experienced by women, accentuating gender inequalities in the professional world. ...
... The results also highlight the prevalence of more favorable working conditions for men than women within Moroccan cooperatives, underlining existing gender disparities. These results are consistent with studies by Lee et al. (2007) and Finlay (2021) which also showed more favorable working conditions for men, highlighting persistent gender inequality in the world of work. This observation reinforces the need for continued efforts to mitigate these disparities and promote greater equality of opportunity between genders in general and in cooperatives in particular. ...
In a context marked by growing inequalities and sustainable development challenges, Moroccan cooperatives represent an opportunity to reconcile economic objectives with social issues. Rooted in principles of solidarity and democratic participation, these entities play a significant role in promoting decent work in alignment with the Sustainable Development Goals (SDGs). The main objective of this study is to identify and analyze the determinants of decent work within Moroccan cooperatives in order to propose ways of improving working conditions and worker well-being. A survey of 394 Moroccan cooperatives and a data analysis using RCM regressions were used to assess the influence of employees’ socio-professional characteristics, the organizational specificities of cooperatives, and public action on decent work. The results indicate that factors such as youth, employee level of education, the gender of employees and managers, financial performance, and the quality of cooperative governance are decisive factors in the quality of decent work. Public action, in particular government support combining financial and technical measures, is identified to have a positive impact on working conditions. This research highlights the importance for public policy of supporting education and vocational training, promoting gender equality, improving cooperative management, and effectively structuring government support to maximize its positive impact on decent work. These findings offer concrete avenues for policymakers and cooperative managers to improve worker well-being and contribute to the SDGs. By addressing the challenges identified and implementing targeted strategies, it is possible to move toward more inclusive economic growth and decent work for all within the Moroccan context.
... On the one hand, the differences in duration between countries can now be explained by the greater or lesser frequency of part-time contracts. On the other hand, the distribution of working hours is no longer concentrated on a standard duration, which was the case during the Fordist period, particularly in the Anglo-Saxon countries and currently still in France 1 (Messenger, 2004(Messenger, , 2011Lee et al., 2007). This diversification of working hours has been accompanied by a growth in atypical working hours, whether during the day (in the early morning, evening or night) or during the week (a growth of Saturday and Sunday work) (Hamermesh, 1996(Hamermesh, , 2019. ...
... They cause an amplification of conflicts around working time on more complex dimensions than just the daily (typical 8-hour day) or weekly (40-hour week) working time of all employees (Berg et al., 2004). Not only have the issues diversified across social categories but also questions of the timing of work over the day and week and those related to the control of working time have become very important (Devetter, 2009;Lyness et al., 2012;Golden, 2015). ...
Since the 1980s, working hours have tended to become more diverse and flexible. These developments impact not only the possibilities of synchronising social time but also pay levels. Duration indicators become less relevant, since they disconnect the time worked and paid from the impact of the work on employees’ lives. The objective of this paper is to analyse the effects of this disconnection by measuring the fragmentation of the working day. We propose an indicator of ‘density of daily working time’ which links two specific durations (the extent of the working day and the average daily duration of working). This indicator shows that a low density of the working day makes it possible to circumvent the minimum wage principle, particularly in the case of lower-skilled service occupations. These results raise questions about how working time is measured and about its regulation.
... The proportion of workers working such excessively long hours is more than double in developing countries compared with developed countries. In the former, such long hours of work are driven mainly by low wages, which means that University of Baguio workers often need to work long hours to make ends meet (Lee, McCann & Messenger, 2007). ...
Organizations worldwide are constantly challenged to cost-effectively hire, train and retain their staff. Among the concerns on staff retention is work-life balance (WLB). Employers must foster a culture that promotes the employees' WLB. A strategy for attaining WLB is the compressed workweek scheme. This descriptive study was conducted to determine the level of agreement of non-teaching employees of the University on the benefits and drawbacks in the implementation of the compressed workweek scheme. The 116 respondents consisted of office staff, laboratory custodians, maintenance personnel, technical support group, deans, principals, office heads, and directors who were employed in the University during the 1st semester of 2018-2019. Majority of the respondents were in favor of the implementation of the compressed workweek and strongly agreed that it increases productivity and efficiency, raises morale, and provides more time for employees to handle responsibility related to community outreach, extension services, and activities outside the workplace. Moreover, majority agreed that the scheme cannot be applied in UB Research Journal 26 University of Baguio all departments since longer work hours may result in increased risks of injuries or errors. T-test for independent samples and analysis of variance revealed no significant differences in the respondents' level of agreement on the benefits and drawbacks of compressed workweek according to gender and age, respectively. Recommendations are made based on the results of the study.
... These developments have also reached employment in care work, both in the private and the public care sectors (Coyle 2005;Rubery et al. 2015;Sardadvar et al. 2012). Meanwhile, another way to make labor flexibly available and cost-efficient are split shifts (Gadrey, Jany-Catrice, and Pernod-Lemattre 2006;Lee, McCann, and Messenger 2007). ...
... This is because the workload of teaching is heavy and intense (Bozkuş 2020;Green 2021;Thompson et al. 2021). Compared to other professions, teachers are known to work fewer days per year (Eurydice 2018;Lee et al. 2007). However, by nature, teaching has a distinct way of working (Allen et al. 2020), and most of the time, what needs to be done as part of the job is not limited to working hours (Felsing et al. 2019;Garrick et al. 2017). ...
This study aimed to adapt the “Teachers' Time Poverty Scale” developed by Liu et al. (2023) for use in Turkey and to assess whether teachers' time poverty in Turkey varies based on gender, years of experience, and employment level by utilizing the adapted scale. The research was performed in two phases: adaptation and implementation of the scale. The data were collected from 38 teachers for linguistic equivalence, 254 for EFA, 300 for CFA, and 106 for retesting during the scale adaptation phase. A single‐factor structure explaining 54.02% of the total variance was calculated through EFA. The CFA results indicated that the compliance indices for the 7‐item, single‐factor structure were at an appropriate level. The internal consistency coefficient of the scale was determined as 0.854 and a positive and significant relationship was observed between the results of the two evaluations in the test‐retest analysis. Thus, the Turkish adaptation studies of the original 5‐point Likert‐type scale, which has 7 items and a single factor, derived a valid and reliable 5‐point Likert‐type scale with 7 items and a single factor. A total of 363 teachers supplied data for the implementation phase of the scale. Research results show that teachers' time poverty levels significantly vary by gender and years of experience, whereas there is no significant difference by employment level.
... En economías como la española, con gran peso del sector turístico, las oportunidades de actuación sobre esta problemática son muy elevadas (no sólo como herramienta de inclusión social de un grupo desfavorecido como medida de justicia o equidad social, también desde un punto de vista estrictamente económico como aprovechamiento de una mano de obra infrautilizada pero que tiene gran potencial). No obstante, de acuerdo con Lee et al. (2007), Deery y Jago (2015), Cañada (2018) o García et al. (2019), entre otros, esta industria se caracteriza en general por un empleo de baja calidad (carga de trabajo de los empleados, difícil programación de horarios, largas jornadas laborales y condiciones de trabajo variables e impredecibles), siendo estas circunstancias particularmente difíciles para las PCD. Por lo que se antoja necesaria también una intervención en la adaptación y formación en los puestos de trabajo para que dicho empleo sea factible. ...
DIRECTORES
Mario Millán-Franco
Laura Domínguez de la Rosa
COORDINADORES
Mario Millán-Franco
Silvia Escobar-Fuentes
Esta monografía colectiva se inserta dentro de las actividades propias del Proyecto de
Innovación Educativa 19-061 denominado “El uso de las metodologías activas en el aula y de las TIC como herramientas para mejorar la motivación y el rendimiento
académico”. Dicho proyecto ha sido financiado a través del I Plan Propio Integral de
Docencia de la Universidad de Málaga.
https://www.dykinson.com/libros/la-investigacion-sobre-nuevas-estrategias-de-aprendizaje/9788411227674/
DYKINSON E-BOOK
... Chikudate (2009), Lee et al. (2007), and Kuroda and Yamamoto (2013) have argued that Japanese overwork, management approaches, and the demand for longer work hours have led to poor worker health, such as cardiovascular disease and mental health problems, which have cost workers their lives. Overtime means longer hours of hard work and shorter breaks for recovery. ...
The study examines the impact of the human resource management model in Japanese: a balance between tradition and change. The role of human resource management (HRM) in Japan, highlighting its significance in the nation's economic growth and development. The Japanese HRM model is characterized by three pillars: lifetime employment, seniority plus merit pay, and enterprise unions. While these practices have contributed to the country's success, they also have limitations, such as high labor costs, limited career opportunities, and resistance to performance-based wage systems. The study examines the impact of globalization, demographic changes, and economic downturns on the Japanese HRM model, leading to a shift towards more flexible and performance-based approaches. The adoption of Western-style HRM practices, such as performance-based wage systems and individual performance evaluations, is becoming increasingly prevalent in Japan. The study concludes that the country is seeking a balance between maintaining traditional HRM practices and embracing change to remain competitive in a rapidly changing global market.
... Long working hours can refer to the duration of work that significantly exceeds the standard or average working time; long working hours have a negative impact on workers' health [30]. HCWs have long faced challenges relating to long working hours; those employed by the UK's NHS worked excessive hours even prior to the pandemic, with many working more than 50 h per week [31]. ...
In recent years, the public health system of the United Kingdom, the National Healthcare System (NHS), has encountered difficulties that have been acknowledged in research studies and public policy discussions, such as resignations and staff shortages. During the COVID-19 pandemic, NHS healthcare workers were confronted with demanding circumstances, exacerbating the constraints of an already struggling system. With this, the authors of this paper aim to better understand the relationships between frustration at work, fear of infection, working hours, and the turnover intention of healthcare workers during the pandemic. This study employed a mixed-methods research approach, as a questionnaire survey was conducted along with an online self-administered interview questionnaire. Using mediation and moderated mediation analyses, it was found that the indirect effect of frustration at work through fear of infection on turnover intention was positively significant. Working hours moderated the mediation effect of fear of infection on the relationship between frustration at work and turnover intention. Surprisingly, the conditional indirect effect of frustration at work on turnover intention through fear of infection was the strongest among those with short working hours. This evidence was supplemented with qualitative results that enhance the understanding of why healthcare workers want to leave the system and the actions that can be taken on the organisational and policy fronts to address this issue.
... It is worth recalling that working time limitations were originally conceived to preserve workers' safety, health, and well-being. In particular, the first ILO Convention in 1919 adopted the 8-hour workday and 48-hour workweek standards, which are now widely regarded as the "legal standard closest to the point beyond which regular work becomes unhealthy", a threshold recognised in the health literature as 50 hours [118]. While a substantial body of scientific evidence has consistently demonstrated the detrimental effects of long working hours on occupational safety and health [119]- [126], a joint meta-study by the World Health Organization (WHO) and the ILO in 2021 concluded that: ...
... While her explanation proved controversial, she was right in noting that something occurred in the US in the course of the 1970s and the 1980s. A comprehensive International Labor Organization report, Working Time Around the World (Messenger et al. 2007), noted that the twentieth century was characterized by a long process of reduction of working time around the developed world. However, for reasons that are outside the scope of this paper, the US put a halt on this process and stopped reducing hours of work, while Western European countries continued to do so. ...
This paper provides a macroeconomic explanation for the United States suffering from a health disadvantage relative to other rich European countries despite spending much more on health care. We introduce health capital à la Grossman in the neoclassical growth model and assume that its rate of depreciation increases with labor supply. The steady-state share of GDP devoted to health expenditure increases with labor supply, but the relationship between the health capital stock and the number of hours worked is hump-shaped, meaning that there is a country-specific health-maximizing level. We calibrate the model to the United States and assess how much of this “American Health Puzzle” can be explained by the greater number of hours Americans work. Higher labor supply in the US accounts for 2 to 3 percentage points in extra health expenditure as a share of GDP and between 10% and one-third of the American health disadvantage.
... When looking at the historical trend in working hours in developed economies, several major drops clearly stand out in the course of the 19 th and 20 th centuries. These shifts in the length of the full-time working week have mainly been associated with a reduction in the working day to eight hours and in the working week from six to five days (Lee et al. 2007;Skidelsky 2019). The resulting 40-hour working week, Monday to Friday, has persisted across advanced economies without much change since around the 1980s, as an important reference point in the organisation of work (De Spiegelaere and Piasna 2017). ...
Working time is a key dimension of work organisation and remains a contentious issue between employers and workers. Historically, in an effort to improve working conditions, trade unions have been at the forefront of the struggle for working time reduction (WTR); that is, the shortening of working hours without reduction in pay. However, after some remarkable achievements in the 19th and 20th centuries, in recent decades there has been little change in the length of the standard full-time working week in advanced economies. This working paper addresses this issue by analysing the process and outcomes of collectively bargained WTR in two large manufacturing firms in Italy. The first objective is to analyse the steps leading to the agreement – that is, the motivation, the premise, the evolution of the proposals, the resources needed and the challenges faced by workers and unions. The second objective is to examine the outcomes of WTR in terms of their impact on the quality of work and the lives of workers. The results inform the debate on the most effective and favourable ways of reducing working time by identifying good practice and the challenges ahead.
... here has been a growing interest in the management of work time over the recent past especially due to the desire of firms to increase efficiency in the current competitive world market. This may be in terms of small periods of time, but when combined, can all build up to form an impact on an organization's productivity, which reflects its operational profitability [1]. While manual oversight and self-reports are other two traditional practices of tracking employees' activities, they have several challenges including time-consuming, lack of reliability and objectivity hence cannot suit the current organizational practice. ...
The present research work aims at identifying and proposing a machine learning based system that would effectively monitor the activities of the employees in an organization with a view to increasing the overall working time. Activity monitoring using traditional methods such as supervising and asking participants to report their activities is likely to be incomplete, unreliable and biased and hence results in massive losses in productivity. This paper hereby presents a new approach that involves analysis of CCTV tapes and facial recognition approach to evaluate employee conduct and pinpoint cases of time lose. In addition, the system generates weekly, monthly and yearly statistical reports to the management but also sends notifications where inefficiency in the use of time is observed to enable quick intervention. The suggested system is expected to enhance the routines associated with time administration and decrease the extent of wasted productivity and endeavor to create a more efficient working environment. The research covers the design and implementation process of the system, various testing methods, and performance evaluation indicators to achieve reliability.
... Due to the labour-intensive nature of the tourism industry (Pizam, 1982), employees engage in long hours of physical, mental, emotional, and aesthetic labour (Messenger et al., 2007). Emotional labour is particularly intensive in the service industry. ...
This research is one of the first studies to clarify how employees in the hospitality industry obey or resist to labour exploitation and domination, using Pierre Bourdieu’s field theory. We collected data through semi-structured interviews with tourism employees in Antalya, a major tourist city in Türkiye. The findings show widespread exploitation and domination, with employees often complying due to benefits promised, fear of unemployment, oppres- sion, loyalty, legal shortcomings, and a lack of organised resistance. Nonetheless, they resist through daily practices, categorised as individual or collective, explicit or implicit, and violent or non-violent. This study concludes that obedience and resistance help sustain exploitation and domination in the field. It offers insight that could contribute to liberating individuals by exposing power dynamics and has significant implications for putting into effect true democracy in hotel businesses.
... Also, 44% of them work for more than 8 hours a day and 66% worked 7 days a week. This is hazardous and not in line with the international best practice and EU Directives that stipulates 48 hours as the ideal worktime per week with a maximum of 8 hours per day (Lee et al., 2007). ...
Waste picking plays an important role through resource recovery and also impoverished individuals to cope with poverty especially in less developed countries. The working condition of the waste pickers is a cause for concern as, in most cases; work without safety protectives equipment while being exposed to numerous occupational hazards. To address these health and safety challenges, adequate understanding of the pickers' knowledge of the hazards associated with the occupation and their safety protection practices is required. This is the root upon which this study was conducted. It assessed the level of knowledge of waste pickers on occupational health and safety hazards and their safety practices in Bauchi city, northeastern Nigeria. A total of 322 waste pickers were selected from 80 dealers' depots across the study area for questionnaire administration and interview. The findings revealed that up to 74% of the pickers are aware of the health and safety risks associated with the occupation, and 52% are knowledgeable of the measures required to protect their health and safety. However, only a small fraction of the waste pickers was found to be using safety protective equipment regularly, such as boots 8.9%, gloves 3.8%, and nose masks 1.9%. These highlight the high degree of vulnerability to occupational hazards that waste pickers are exposed to. Provision of social interventions, regular medical checkups , waste segregation from source and enforcement of employer and employee rights by law, between the waste scavengers and their masters were among the recommendations made towards pursuing better occupational health and safety conditions of the waste pickers.
... Mental illness is often referred to as a mental disorder, and long working hours are two significant issues affecting employees worldwide [1][2][3]. In 2017, approximately 792 million individuals worldwide were reported to be living with mental illness, accounting for 10.7% of the global population, slightly exceeding 1 in 10 people [2]. ...
Using the 2010–2019 Comprehensive Survey of Living Conditions (CSLC) conducted in Japan, we examined the impact of long working hours on mental health in Japan while addressing the endogeneity issue arising from non-random selection bias. We assessed the variations in the effects of long working hours on mental health across different groups. The results show that first, individuals working longer hours (55 h or more per week) exhibited a higher likelihood of developing mental illness than those working regular hours or fewer hours. Second, the negative effect of long working hours on mental health is more pronounced among non-regular workers than among regular workers. Third, the effect of long working hours on mental health varies among different demographic groups, with a greater impact observed among women, managers, non-regular workers, employees in small- or large-sized firms, and those in smaller cities compared to their counterparts. Thus, to enhance worker productivity, the Japanese government should address the issue of long working hours to improve employees’ mental well-being. Initiatives aimed at promoting work–life balance, family-friendly policies, and measures to ameliorate working conditions are expected to help mitigate the challenges associated with long working hours and mental health issues, especially among non-regular workers.
... Fourth, due to the differences in work structures worldwide, future research might find diverse findings upon the same construct as this paper did in Indonesia (Messenger et al., 2007). Finally, since the COVID-19 affects many aspects in the workplace, future studies might also want to consider replicating the model by adding the factors related to employee's emotional exhaustion, such as but not limited to: interaction with the customers during the COVID-19; interaction with the boss or colleagues during the pandemic; different work setting; the application of health and safety measures in the workplace. ...
Purpose. This paper investigates service workers’ emotional aspects, including affectivity, emotional labor, and emotional exhaustion during the COVID-19 pandemic. Methodology. This papertests the hypotheses by analyzing data from 250 service workers in Indonesia responding to online questionnaires. Findings. The result shows that workers with positive affectivity respond positively to the new work measures during the COVID-19 pandemic and do not feel emotionally exhausted. Meanwhile, for the workers with negative affectivity, new work measures evoke their emotional exhaustion. Research implications for practice. The present study suggests that service workers with negative affectivity are prone to negative consequences amidst the crisis, hence managers should pay more attention to them. Further, this study suggests the organization initiate training and development programs regarding service delivery during the crisis, as the quality of services given by the workers are at risk during thecrisis. Value of the results. This study empirically establishes that during the time of crisis, affectivity, emotional labor, and emotional exhaustion interact differently compared to the normal time.
... In the model, Canadian residents were assumed to have spent all their time in Canada, except for the period in which they travelled to a non-Canadian country where they could become infected with COVID-19 and then import the infection into Canada. This time spent outside of Canada was assumed to follow a normal distribution with a mean of 15 days and a standard deviation of 2 days according to recent estimates [25]. Foreign residents were assumed to reside and spend their time only in the country of departure before travel to Canada. ...
Background
Estimating rates of disease importation by travellers is a key activity to assess both the risk to a country from an infectious disease emerging elsewhere in the world and the effectiveness of border measures. We describe a model used to estimate the number of travellers infected with SARS-CoV-2 into Canadian airports in 2021, and assess the impact of pre-departure testing requirements on importation risk.
Methods
A mathematical model estimated the number of essential and non-essential air travellers infected with SARS-CoV-2, with the latter requiring a negative pre-departure test result. The number of travellers arriving infected (i.e. imported cases) depended on air travel volumes, SARS-CoV-2 exposure risk in the departure country, prior infection or vaccine acquired immunity, and, for non-essential travellers, screening from pre-departure molecular testing. Importation risk was estimated weekly from July to November 2021 as the number of imported cases and percent positivity (PP; i.e. imported cases normalised by travel volume). The impact of pre-departure testing was assessed by comparing three scenarios: baseline (pre-departure testing of all non-essential travellers; most probable importation risk given the pre-departure testing requirements), counterfactual scenario 1 (no pre-departure testing of fully vaccinated non-essential travellers), and counterfactual scenario 2 (no pre-departure testing of non-essential travellers).
Results
In the baseline scenario, weekly imported cases and PP varied over time, ranging from 145 to 539 cases and 0.15 to 0.28%, respectively. Most cases arrived from the USA, Mexico, the United Kingdom, and France. While modelling suggested that essential travellers had a higher weekly PP (0.37 – 0.65%) than non-essential travellers (0.12 – 0.24%), they contributed fewer weekly cases (62 – 154) than non-essential travellers (84 – 398 per week) given their lower travel volume. Pre-departure testing was estimated to reduce imported cases by one third (counterfactual scenario 1) to one half (counterfactual scenario 2).
Conclusions
The model results highlighted the weekly variation in importation by traveller group (e.g., reason for travel and country of departure) and enabled a framework for measuring the impact of pre-departure testing requirements. Quantifying the contributors of importation risk through mathematical simulation can support the design of appropriate public health policy on border measures.
... Macro reviews on the global work trend include actual working hours, age and gender differences in the labor market, and working time issues that emerged recently [8,9]. Validating the relationship is crucial because the Asian work environment stands out in the world due to long working hours, even during the weekend. ...
In 2015, the Chinese Central Government implemented a two-child policy, a family planning policy that encourages each couple to have two children, relaxing previous birth restrictions under the one-child policy. However, the new measures did not result in the expected wave of births. Even after the implementation of the three-child policy in 2020, Chinas fertility rate is still 1.3, far below the replacement level. Since the effectiveness of pro-natalist policies such as financial incentives and parental leave in encouraging women to have more children is also questionable, the research intends to propose alternative demographic solutions to raise the total fertility rate. This paper argues for combating working overtime and raising work satisfaction to raise fertility intention for Chinese women in highly populated cities. Obtaining data from questionnaires completed by women in eight megacities in China, the study conducts Spearman Correlation on variables in the data set. Results indicate that women have a large workload each week, relatively positive work satisfaction, and a low desire to have children both currently and prospectively. Meanwhile, correlation analysis suggests a negative correlation between work time and fertility intention. Further investigation on work satisfaction suggests that job security and benefits in government-affiliated institutions influence the number of existing children greatly, while income and promotion opportunities stand out to be the most important factors in impacting both existing and planned child numbers in the significance test. Based on the findings, the study proposes to launch public awareness campaigns, create regulations to enhance equal promotion opportunities in enterprises, and tailor regional initiatives to address local fertility changes. Future studies can expand the scope to include male perspectives to provide a comprehensive understanding of fertility intention in populated cities that have stressful work environments.
... , the transformation of work stress problem from a personal health issue to a policy issue began in the early 1990s and has continued to evolve. The problem streams have been shaped by the influence of international experiences, advocacy efforts of civil groups, the occurrence of cases with severe stress-related health problems and active media reporting.The process of problem stream development in Taiwan appears different from the experience of Western countries, wherein long working hours are the oldest workplace issue, dating back to the 19th century( Messenger, Lee, and McCann 2007). In contrast, inTaiwan, the focus started from recognizing the workrelatedness of diseases for compensation benefits, shifted to working time issues after 2008, and it was not until recent years that the focus expanded to the quality of interpersonal relations at work, such as work-related violence, bullying and harassment. ...
Psychosocial risks at work have been significant occupational health concerns in high-income countries. Yet, research on how psychosocial risks at work come to the forefront of public attention and prompt government policy responses remains limited. This study adopted a narrative review approach to examine the development of policies adopted in Taiwan to address psychosocial health risks at work during the process of turning from a middle-income country to a high-income country. Kingdon's Multiple-Stream Model was applied to analyze the forming of the problem, policy and political streams. The review indicated that work-related stress emerged as a policy problem in Taiwan through dynamic social processes that involved rapid information dissemination through the media, active campaign efforts of civil organizations and responsive actions of the labor authority. Policy streams concerning the choices of policy instruments were influenced not only by international experiences, particularly of Japan, but also by the preferences of domestic policy participants. As for the political stream, work stress problems ranked high in the political agenda during economic downturns and were intensified by political party competition. Medical case reports and findings of labor inspection investigations provided evidence for the formation of problem streams, while epidemiological evidence was consulted in forming regulations and guidelines for determining the work relatedness for compensation claims and identifying high-risk workers for targeted intervention. By understanding the dynamics of the multiple streams, researchers and policy participants of latecomer countries may position themselves better for policy changes.
... La necesidad del trabajador precario de acceder a mejores salarios hace que él trabajador se vea orillado a tener una jornada de trabajo excesiva y/o irregular (Sangheon et al., 2007), lo que trae consecuencias como los horarios de alimentación sean reducidos y por tanto, falta de acceso a alimentos saludables, jornadas irregulares, falta de sueño que conllevan a trastornos en los hábitos de sueño y de alimentación alterando su metabolismo y generando sobrepeso y obesidad (Heath et al., 2012;Nishiura et al., 2010). Investigaciones han descrito el principal riesgo en las ocupaciones son las excesivas jornadas laborales, relacionada a 750.000 muertes mundiales (OIT, 2023). ...
El objetivo de este trabajo es comparar la calidad de vida de los trabajos precarios de cantera y ladrillo del municipio de San Luis Potosí y minería artesanal de mercurio en Camargo, Querétaro. Se realizó trabajo de campo y observación no participativa. Durante el periodo de investigación de campo en 2019-2020 se aplicó un cuestionario a un total de 118 trabajadores. Los datos fueron organizados y tratados con el programa Excel (versión Microsoft Office 365) y analizados dentro del marco de los enfoques de la antropología ambiental y de la vida cotidiana. En ambos contextos, se encontró que los trabajadores presentan un nivel alto de marginación, enfermedades crónicas, inactividad física, consumo de alcohol y tabaco, además de que no cuentan con equipo de protección, de acuerdo con la ocupación, tienen diferentes riesgos laborales. Además, no cuentan con contrato laboral. Aunado a ello, la familia participa en las labores. Los escenarios de precariedad laboral identificados presentaron algunas comorbilidades crónico-degenerativas diagnosticadas, nulo equipo de protección para realizar sus actividades, riesgos laborales y poco acceso a servicios de salud. Por lo tanto, requieren de esfuerzos y abordajes multidisciplinarios que permitan evaluar, atender y visibilizar sus condiciones con la finalidad de prevenir, intervenir y transformar la precariedad laboral en trabajo decente.
... In comparison, research on working time flexibility in the Chinese context has been limited (Lee et al. 2007). What has been studied has mainly focused on the macro level and has been conducted largely within the Western framework of analysis that examined patterns of working hours across sectors, gender and forms of employment (e.g. ...
This paper critically examines the notion of working time flexibility of platform takeaway riders and its impact on them in China. Drawing on 25 interviews with platform and takeaway delivery company managers and takeaway riders as well as secondary data, the study finds that the management model adopted by the platform companies and their agency companies often encourages riders to extend their working hours by being designed into the rider's earning system, status level and various incentive schemes. Driven by profits, takeaway delivery platform companies pursue speed and impose harsh punishments for poor customer reviews. Severe competition and the platforms' aggressive pricing and commissioning practices mean that takeaway riders' remuneration is tightly squeezed, with no subsidies or overtime payment, and with rules for bonuses that make it increasingly difficult to earn. Working excessively long and intense hours is the only way that riders can increase their income, which suggests that rider‐oriented working time flexibility is virtually non‐existent. We propose the notion of fragmented employment relationships and fragmented working time to conceptualise working time flexibility in the takeaway delivery context in China. We accentuate the need to examine the quality of working time flexibility when examining this practice. We call for state interventions to provide a greater level of social protection than the takeaway riders are currently experiencing to advance the decent work agenda as part of the Sustainable Development Goals.
... Mental illness (MI) and long working hours are two primary issues that plague employees worldwide [1][2][3]. In 2017, 792 million people worldwide were reported to be living with an MI; they constituted 10.7% of the global population, a figure slightly higher than 1 in 10 people [1]. ...
Although previous studies have examined the impact of long working hours on mental health in China, they have not addressed the initial value and reverse causality issues. To bridge this gap in the literature, I conducted a dynamic longitudinal analysis to investigate the association between long working hours and the risk of mental illness nationwide. Using three-wave longitudinal data from the China Family Panel Studies conducted in 2014, 2016, and 2018, I adopted dynamic regression models with lagged long working hours variables to examine their association with the risk of mental illness. The results indicate that long working hours have positive and significant (p < 0.01 or p < 0.05) associations with the risk of mental illness (OR: 1.12~1.22). The effect is more significant for women, white-collar workers, and employees in micro-firms, compared with their counterparts (i.e., men, pink-and blue-collar workers, employees of large firms, and self-employed individuals). The results provide empirical evidence of the effects of long working hours on mental health in China, confirming the need to enforce the regulations regarding standard working hours and monitor regulatory compliance by companies, as these factors are expected to improve mental health.
... (see Table 1). (Bannai & Tamakoshi, 2014;Lee et al., 2007;Spurgeon et al., 1997;81 Wagstaff & Lie, 2011 This preprint research paper has not been peer reviewed. Electronic copy available at: https://ssrn.com/abstract=4724954 ...
... The number of such jobs in Thailand increased from 13.5 million in 2016 to 14.1 million in 2022, representing approximately 5% of all workers. 16,17 Previous studies suggested an association of shift work with abnormal liver outcomes including e-ALT and NAFLD investigated by abdominal ultrasound rather than NAFLD diagnostic scores. [18][19][20] Nevertheless, most studies were cross-sectional investigations, which could not prove the causal relationship between shift work and hepatic outcomes, and the association between shift work and liver abnormalities has remained inconsistent. ...
Shift work, particularly night shift work, has several detrimental health outcomes. This retrospective study investigated the associations of shift work with the incidence rates of liver enzyme abnormalities and nonalcoholic fatty liver disease (NAFLD) using the annual health check-up database between 2009 and 2016 and self-administered questionnaires from two large organizations in Thailand. Among 10,205 participants, 3620 eligible participants, classified into three subgroups by their shift work status, were followed up until abnormal liver outcomes were observed. The incidence rate of abnormal outcomes was calculated, and Cox proportional hazard models were used to assess the associations. Current shift work was not associated with abnormal liver outcomes, including elevated alanine aminotransferase and aspartate aminotransferase levels, elevated lipid accumulation product (e-LAP), and elevated hepatic steatosis index (e-HSI). However, when the frequencies and duration of shift work were investigated, the duration of shift work was associated with NAFLD outcomes. Healthcare personnel with 10–20 years of shift work experience had a higher risk of e-LAP (adjusted hazard ratio [HR] = 1.31, 95% confidence interval [CI] = 1.04–1.65), while workers with more than 20 years of shift work had a lower risk of e-LAP (adjusted HR = 0.77, 95% CI–0.62–0.97). Nonhealthcare shift workers with fewer than 10 years of work exposure had a higher risk of e-HSI (adjusted HR = 4.30, 95% CI = 1.28–14.47). In summary, the shift work status was not associated with liver abnormalities, but the duration of shift work was associated with NAFLD.
... The Universal Declaration of Human Rights (UDHR) recognises the need for "reasonable limitations" on working hours (UNGA, 1948). This notion emerged in the wake of the adoption by the International Labour Organization (ILO) of an 8-hour workday and a 48-hour workweek as the norm in 1919, along with the promotion of a 40-hour workweek in 1935 (ILO, 1923(ILO, , 2018Messenger et al., 2007). Despite universal acceptance, these workday and workweek standards did not apply to seafarers. ...
Highlights
•Twelve primary sources demonstrate the widespread adjustment of work-rest hours records.
•Insufficient crewing levels and inconsistent enforcement justify work-rest records adjustment.
•Persistent seafarers’ work-rest hours policy neglect since 2004 keeps this issue unresolved.
•Naming consistently the work-rest records adjustment phenomenon is vital for appropriate interventions.
•Overcoming work-rest records adjustment appears to be a cultural challenge for shipping.
... The originality of this study resides in that it examines economic growth in Central and Eastern Europe regions with the help of determinants related to working time, citizens' income levels, rate of young employees, and education. The empirical results are in line with other studies from the literature, which acknowledge the positive influence of household income [8], employment of young people [37] and working hours [38]. At the same time, OECD countries registered a different result: as the number of working hours increases, the rate of economic growth decreases [39]. ...
Economic growth is an important metric for the sustainable development of any region or country. Central and Eastern Europe members of the European Union are important players of the single market, which implements regional policies to mitigate socio-economic differences between its newer and established members. The present study examines the factors that shape the phenomenon of economic growth across 62 NUTS 2 regions from 11 countries in Central and Eastern Europe during the period 2011–2020. The study investigates determinants related to education level, involvement of young people in the labor market, household net income, high-speed internet facilities and overall hours spent at work during a year. Three panel data models estimated with first-differenced generalized method of moments showed that regional economic growth was significantly influenced mainly by income, the rate of young employees and educational attainment level. Relevant insights and policy implications for regions in CEE countries are addressed.
... It has been reported that 36.1% of employees undertake SW in China and Korea. 2 A study on working conditions showed that nearly 20% of employees in industrialized countries were involved in SW. 3 Previous studies have showed that SW is associated with negative health outcomes. 4,5 SW has been implicated in disrupting the circadian rhythm, 6 which may impair glucose metabolism and lipid homeostasis. ...
Background: An increasing number of original studies suggest that exposure to shift work could be associated with the risk of overweight and obesity, but the results remain conflicted and inconclusive. This study aimed to quantitatively synthesize available epidemiological evidence on the association between shift work and the risk of overweight and obesity by a meta-analysis. Methods: The authors searched PubMed, Embase and the reference lists of all included studies up to April 2017, with a verification search in December 2017. Inclusion criteria were original studies that reported odds ratios, relative risks or hazard ratios (ORs, RRs or HRs, respectively) of at least one outcome of overweight or obesity. Summary risk estimates were calculated by random-effect models. Results: Twenty-six studies (7 cohort studies, 18 cross-sectional studies and 1 case-control study) involving 311 334 participants were identified. Among these studies, the cutoff points of overweight and obesity varied greatly, so the heterogeneity was substantial; however, the results were stable. Shift work was found to be positively associated with the risk of overweight [RR: 1.25; 95% confidence interval (95% CI): 1.08-1.44] and obesity (RR: 1.17; 95% CI: 1.12-1.22).
... Different theoretical frameworks, such as transaction costs, have "limitations when applied to explain value creation in the context of highly interconnected electronic markets" (Amit and Zott, 2001, p. 500). Institutions interact with the labor market, setting working conditions (Acemoglu and Autor, 2011), bringing changes beyond what economic theories explain, such as the last century's decreasing working time per capita (Messenger et al., 2007). ...
The empirical research finds a contingent, slightly positive net effect on the relationship between digitalization and employment, resulting from the automation and reinstatement of jobs, the two countervailing forces revealed by the theoretical literature. We dig down at the features of this relationship, using two waves of Innobarometer surveys to capture the innovation investments of a sample of European enterprises in 2015 and 2016. Adding to previous studies, we identify an inverted U‐shape between degrees of digitalization and employment; this effect is more prominent in small companies with fewer than 50 employees. The effect diminishes for very large companies. In addition, we show complementarity links between research and development (R&D) investments and digital ones proxied by investing in software development and acquiring hardware and software. Specifically, we find support for a positive association between employment and investment in information technology (IT) assets and R&D. On average, companies that invest in both IT and R&D have 11.5% more employees than those that embrace just one. While we observe that small companies that invest in either type of IT asset employ more people, at larger enterprises, the positive effect is only found when they invest in both. The study supports the findings using alternative regression methods, quantile, and Lewbel instrumental variables.
... Shift work refers to a work schedule that involves irregular or unusual hours, such as rotating shift work and night work, as compared to usual daytime work (1). As shift work is essential especially in manufacturing sectors to optimise productivity and maintain business competitiveness, it is widely adopted around the world (2). ...
... Shift work refers to a work schedule that involves irregular or unusual hours, such as rotating shift work and night work, as compared to usual daytime work (1). As shift work is essential especially in manufacturing sectors to optimise productivity and maintain business competitiveness, it is widely adopted around the world (2). ...
Night-shift work may adversely affect health. This study aimed to assess the effect of night-shift work on the level of urinary 6-sulphatoxymelatonin. Repeated measures of urinary 6-sulphatoxymelatonin on the morning before night-shift work and after first, third and fifth night-shift work was undertaken in 29 males, Malay, day-night-shift workers. A total of 29 male workers participated in this study. Median age was 29 years old. The highest level of urinary 6-sulphatoxymelatonin was at time point 1, followed by a significant reduction from time point 1 to time point 2. Subsequently, there was a progressive increase of urinary 6-sulphatoxymelatonin from time point 2 to 4. However, the urinary 6-sulphatoxymelatonin did not normalise at time point 4 and remained lower than the baseline reading taken at time point 1. This appears to suggest that workers were not able to achieve circadian adaptation to night-shift work even after five days of night-shift work. Findings from the current study could be useful as a reference, in developing strategies to enhance circadian adaptation to night-shift work.
... Shift work refers to a work schedule that involves irregular or unusual hours, such as rotating shift work and night work, as compared to usual daytime work (1). As shift work is essential especially in manufacturing sectors to optimise productivity and maintain business competitiveness, it is widely adopted around the world (2). ...
... However, an International Labour Organization report published in 2007 estimated that 22% of the global workforce were still working more than 48 h per week. 92 Research from high-income countries suggests that shorter working hours can bring health benefits to workers and their families. In France, an analysis of the nationwide reduction in weekly working hours from 39 h to 35 h indicated that reduced hours improved selfrated health. ...
Vulnerable populations, such as people with disabilities or women, normally face higher barriers to development in the labour market (being, therefore, a limitation for inclusive development). This challenges the global achievement of the SDGs, not only in developing countries, but also in developed economies, like Spain. Discrimination in the workplace has been identified as one of the main causes of this widespread social exclusion of people with disabilities, especially in the case of women, who suffer a situation of multiple discrimination (due to disability and gender). Therefore, to really overcome the situation, the reduction and elimination of this social discrimination and stigma seem crucial, as well as the promotion of positive coping responses to empower these groups of population (based on a Behavioural Economics framework, according to which inputs from Psychology are incorporated into economic decision-making analysis). In this sense, recent research is pointing to the potential of Social Marketing (the use of traditional commercial marketing techniques to change behaviours for social good). The aim of this research is to study the situation, focusing on the example of Spain, where one of the main economic sectors is tourism (with more difficult labour conditions for these vulnerable populations). This study can serve as an inspiration both in the academic and professional spheres, with the objective of promoting the achievement of the SDGs.
Source: Authors
This study examines the structural and intersectional determinants of migrant-on-migrant exploitation within informal economies by dissecting cultural narratives of solidarity and systematic inequalities. The study uses six months of immersive ethnographic observation in the central regions of Sharjah, including Al Dhaid, Al Madam, and Maliha, areas known for their conservative social environment. The study focused on informal labor dynamics within the agricultural sector, where migrant workers are highly concentrated. It was observed that migrant laborers are often exploited by other migrant intermediaries, operating silently and informally in violation of the UAE's strict labor laws. The study findings expose how migrant entrepreneurs exploit migrant workers under the appearance of solidarity and mutual aid, while states outsourcing labor regulations to informal sectors. The study reveals that restrictive immigration policies like the Kafala system in the United Arab Emirates and racial hierarchies institutionalize precariousness, trap workers in a cycle of debt and surveillance. The cultural frameworks, like bayanihan (community unity), are weaponized to justify wage theft and reinforce vulnerabilities. The study highlights intersectional disparities with migrant women and racialized minorities enduring compounded exploitation in care and manual labor. The study has significant policy implications, advocating for portable labor rights, tech accountability, and intersectional protection in informal sectors. The study advances academic debates on migration and labor injustice and offers actionable frameworks to dismantle systematic complexities. This migrant-on-migrant exploitation remains largely invisible to local authorities due to the secrecy, confidentiality, and informal nature of these arrangements.
Recently there has been increased attention in critiques of paid work and calls for less work via working-time reduction. Yet except for universal basic income and the shorter working week, few have examined how welfare states, more broadly, can effectively reduce working-time. This article argues widespread change is required to effectively reduce working-time. First, it explores how welfare states have historically affected working-time. Second, it examines universal basic income and the shorter working week as conduits for working-time reduction. Third, the article analyses alternative ways that working-time reduction has been achieved in advanced welfare states through, for example, parental leave policies, sabbaticals, and annual leave entitlements. In doing so, it concludes with a ‘life-time’ perspective, whereby the goal of less work is imagined and achieved over a whole life. This holds the best hope for a gradual, but profound, change in social and cultural norms around paid work.
Bu çalışma, Türk İş Hukuku’nda denkleştirme kavramına ve uygulanma sürecine odaklanmaktadır. Denkleştirme uygulaması, işverenlerin çalışanları haftalık çalışma süresinin üzerinde çalıştıklarında bu fazla çalışma sürelerini sonraki haftalarda eksik çalışma olarak kullandırabilecekleri bir sistemdir. Bu sistem, işin yoğun olduğu dönemlerde çalışanların fazla çalışmalarının karşılığında ücret ve dinlenme sürelerinin dengelenmesini sağlamaktadır. Çalışan perspektifinden ele alındığında, bu sistem onlara fazla çalışma sürelerini dinlenme süresi olarak kullanma fırsatı sunar ve günümüzde esnek çalışma modeli olarak da kullanılmaktadır. Ayrıca çalışanların kendilerine dinlenme süreleri ve çalışma sürelerini dengeleme şansı vermektedir.
Çalışmada, denkleştirme sürelerinin perakende sektöründeki uygulama örneklerine yer verilmiş, Türkiye’deki ve Avrupa’daki hukuki boyutu incelenmiş ve uygulama çalışanlar açısından değerlendirilmiştir. Denkleştirme uygulaması hem hukuki açıdan hem de insan kaynakları yönetimi açısından değerlendirildiğinde çeşitli avantaj ve dezavantajlar barındırmaktadır. Literatür tartışmalarının ardından 92 perakende mağazası yöneticisiyle yapılan panel toplantısı sonrasında, perakende sektöründe denkleştirme uygulamasıyla çalışan 18 satış temsilcisi ile mülakatlar yapılmıştır. Araştırmanın sonucunda, uygulamada denkleştirilemeyen süreler, denkleştirme sürelerinin takip zorluğu, iş sağlığı ve güvenliği açısından oluşan riskler, resmî tatillerde denkleştirmeyi uygulama güçlüğü, fazla çalışma karşılığında çalışana ücretinin ödenmemesi gibi sorunlara öneriler üretilmiştir. Ayrıca denkleştirme politikalarının daha etkili hale getirilmesi için çalışan ve yöneticilere yönelik eğitimlerin verilmesi sürecin şeffaf bir şekilde sürdürülmesi gerektiği vurgulanmıştır.
Bu çalışmada, haftalık çalışma saatlerinin kısaltılmasının, işsizlik üzerindeki etkisi incelenmektedir. Aynı üretim düzeyinde, çalışanların daha az süre çalışması, daha fazla kişinin çalışması anlamına gelmektedir. Dolayısıyla çalışanların gelir seviyesi sabit kalmak koşulu ile haftalık çalışma saatlerinin düşürülmesinin, işsizliğin azalmasını sağlayacağı öngörülmektedir. Yapılan çalışmalar ve yayınlanan raporlar veri olarak alındığında elde edilen sonuçlar; haftalık çalışma saatlerinin kısaltılmasının, birçok olumlu etkisi olmasına karşın, işverenler üzerinde oluşturduğu maliyet artışı nedeniyle işgücü piyasasında olumlu karşılanmadığını göstermektedir. Ancak devletin uygulayacağı mali yardım ve sübvansiyonlar ile işverenler üzerindeki mali yükler azaltılarak bu olumsuz etki ortadan kaldırılabilir. Çalışmanın bulguları bu sistemin işsizliği azaltacağı yönünde olmakla birlikte, uygulanabilmesi için kamu politikaları ile desteklenmesinin gerektiği şeklindedir. Abstract This study examines the effect of shortening weekly working hours on unemployment. At the same production level, employees working less time means more people working. In the study, it is predicted that reducing weekly working hours will reduce unemployment, provided that the income level of employees remains constant. Taking the studies and published reports as data, the results show that although shortening weekly working hours has positive effects, it is not welcomed in the labor market due to the increased costs it creates for employers. This negative impact can be eliminated by reducing the financial burdens on employers with financial aid and subsidies provided by the state. Although the study's findings are that this system will reduce unemployment, it is necessary to support it with public policies for this system to be implemented.
Rad se bavi pitanjem radnog vremena uopšte i u pravu Evropske unije, a sa posebnim fokusom na značaj uloge Suda pravde Evropske unije u tumacenju pravnih instrumenata u ovom pogledu. U tom smislu, a sa ciljem razumevanja znacaja ovog instituta, ali i uloge Suda u vezi sa pomenutim, neophodno je ovo pitanje sagledati u okviru šireg konteksta pravde i pravicnosti u sudskom odlučivanju. U tom svetlu, u radu je obrađen znacaj i značenje pojmova pravde i pravicnosti, kao i međusobni odnos ova dva pojma. Takođe, posebna pažnja je posvecena pitanju socijalne pravde u kontekstu 21. veka i sveta rada, a radi adekvatnog razumevanja uloge koju
radnopravni institut radnog vremena ima danas. Iako je pitanju radnog vremena posvećena pažnja u okviru prava Evropske unije, uloga Suda u ovom pogledu je izuzetno velika, a budući da je kroz svoju praksu doprineo tumacenju pravila u vezi sa radnim vremenom. Drugim rečima, praksa Evropskog suda pravde je, kroz više konkretnih slucajeva u vezi sa pitanjem radnog vremena, doprinela ostvarenju pravičnosti, odnosno pravde na više opštem i apstraktnom nivou.
This study investigated the influence of monitoring and evaluation (M&E) practices on the sustainability of donor-funded community water projects in Kismayu, Somalia. The research addressed significant challenges in water project sustainability, exacerbated by climatic and socio-economic factors in the region. Utilising a descriptive research design, data were collected through questionnaires administered to 132 participants involved in 250 water projects across Kismayu. The analysis combined qualitative content analysis with quantitative methods, processed using SPSS software. The results indicate that stakeholder engagement, appropriate M&E expenditure, and timely execution of M&E activities are critical to the sustainability of these community water projects. Stakeholder involvement was found to enhance project oversight and decision-making, while adequate funding for M&E activities ensured comprehensive monitoring and evaluation processes. Timely M&E activities allowed for early identification of issues and prompt corrective actions, thereby improving project outcomes. The study concluded that robust M&E practices are essential for the long-term sustainability of donor-funded water projects. By providing detailed insights into the effective implementation of M&E strategies, the research offers valuable recommendations for enhancing the impact and durability of similar initiatives in other regions facing comparable challenges. Strengthening stakeholder involvement, ensuring sufficient funding for M&E activities and adhering to scheduled timelines are recommended to optimise project sustainability and success. These results contribute to the broader discourse on sustainable development and provide practical guidance for policymakers, non-governmental organisations, and other stakeholders involved in community water projects.
Ova naučna monografija je zamišljena kao putovanje kroz vreme i ekonomsku misao, koje otkriva istorijske korene, privredni značaj i regulatorne okvire koji determinišu konkurenciju – osnovni ekonomski koncept koji deluje kao arhitekta i katalizator privrednog rasta, inovacija i razvoja.
Svrha ove studije je da kroz ispitivanje istorijske, ekonomske i regulatorne dimenzije konkurencije ukaže na njen značaj u izgradnji efikasne i konkurentne tržišne privrede.
Monografija je komponovana iz pet delova. U prvom delu se istražuje kompleksna istorija i konceptualne osnove fenomena konkurencije. Počevši od antike pa sve do savremenog doba, istraživanje se bavi razvojem ideje nadmetanja i konkurencije kroz vreme, osvetljavajući kontinuitet, promene u percepciji i praktičnoj primeni ovih pojmova. Istorijski pristup konkurenciji nam pomaže da razumemo kako su se njeni pojavni oblici razvijali kroz vreme i kako su oblikovali društvo kakvo danas poznajemo. Ovakvo proučavanje ne samo da donosi nove uvide u prirodu konkurencije, već pruža i osnove za razmatranje kako bi se tim fenomenom moglo upravljati u budućnosti.
Drugi deo je posvećen pitanjima zaštite konkurencije u modernim uslovima privređivanja. U ovom segmentu knjige se ukazuje na sveprisutnost nekonkurentnih tržišnih struktura u privrednoj stvarnosti, kao i na potrebu za uspostavljanjem ravoteže između rigidnosti i fleksibilnosti u koncipiranju efikasne politike zaštite konkurencije. Takođe, predmet istraživanja su i dva dominantna praktična standarda u vođenju ove javne politike: „per se“ i pravila zasnovana na razumu.
U trećem delu su predstavljene razvojne epohe američkog antimonopolskog sistema, koje oslikavaju transformaciju ideja, politika i društvenih normi kroz više od jednog veka. Ova analiza ne predstavlja samo hronološki niz događaja iz prošlosti, već postavlja temelje za buduće korake, omogućavajući mladim sistemima (među kojima je i domaći) da bolje razumeju svoju poziciju i eventualno skrate put ka postizanju visokih standarda koje je postavila američka praksa.
Četvrti i peti deo su posvećeni dometima i ograničenjima politike zaštite konkurencije u Srbiji, pružajući uvid u kompleksnost izazova sa kojima se domaći sistem suočava u ovoj oblasti. Posebna pažnja posvećena je međunarodnoj konkurentnosti Srbije u oblasti zaštite konkurencije, što uključuje poređenje sa standardima i praksama drugih zemalja, posebno onih sa uporedivim kulturnim, istorijskim i ekonomskim nasleđem. Ova analiza i prateći kritički osvrt omogućavaju sagledavanje složenih dinamika koje oblikuju domaći sistem zaštite konkurencije i pružaju uvid u ključne tačke na kojima se mogu primeniti reforme i poboljšanja.
Poznajući obimnost i složenost tema o kojima se ovoj u knjizi raspravlja, autor je svestan činjenice da značajan broj pitanja nije potpuno obrađen. Ova spoznaja nije samo izraz akademske skromnosti, već i realističan prikaz ograničenja sa kojima se susreću istraživači u svakom složenom području proučavanja. To je dodatno pojačano željom autora da ova naučna monografija ne predstavlja „samo“ akademski osvrt, već i poziv na akciju, podstičući relevantne aktere u državnom i poslovnom sektoru da preduzmu korake ka izgradnji efikasnog, transparentnog i fer tržišnog okruženja koje će podsticati privredni rast i razvoj zemlje.
Firms frequently provide relative performance information (RPI) in different environmental contexts. In this experimental study, we investigate how RPI (absent versus present) affects rule-breaking under different levels of group identity (lower versus higher). We refer to performance-improving rule-breaking that increases not only one’s own performance but also overall firm performance. We predict and find that RPI triggers a stronger increase in rule-breaking in cases of higher group identity than in cases of lower group identity. We argue that in the case of lower group identity, individuals mainly follow their own moral standards independently of RPI provision. In contrast, we reason that individuals with higher group identity generally want to impress their fellow group members when RPI is absent by following the rules, but when RPI is present by achieving a high rank through rule-breaking. Our results inform managers about the importance of considering RPI in conjunction with group identity.
Data Availability: Data are available from Sandra Winkelmann.
JEL Classifications: M40; M41.
This paper aims to analysis working-time of Korea focusing on “the difference and the distribution” by a stratum. Classifying working-time into four categories including marginal part-time, part-time work, standard-time work and long-time working, it compares the relative distribution by income quintile. The outcome is as following : 20% of low-ranking income quintile are (marginal) part-time working, 60% from income quintile 2 to 4 are in long-time working and 20% of top-ranking income quintile are in the standard-time working in overall. Working-time classes can be divided up into three: short time-low income of type 1, long time-medium income of type 2 and standard time-high income of type 3. Analysing working time type, the low wage-short time, medium wage-long time and high wage-standard time by the wage per month and low wage-very long time, medium wage-long time and high wage-standard time by the wage per hours are confirmed. Also, stratification of working-time has been intensified in terms of age, jobs and work status. Policy implication from this study is that the increase of minimum wage to the lowest income class and creation of employment by the reduction of working-time to the medium income class could be effective policies.
This contribution outlines the current content of the right to rest and to the limitation of working time in Article 24 Universal Declaration of Human Rights (UDHR). Although the wording of the right to rest and leisur is greatly influenced by the Soviet Constitution of 1936, there was no significant opposition against its inclusion in the UDHR. Section III presents the current content and implementation of Article 24 UDHR that reads ‘Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay’. It shows how universal and regional human rights bodies have interpreted it as a right of workers to rest from work and to enjoy holidays with pay.
İşsizliğin önemli bir sorun haline geldiği günümüzde bu sorunun giderilebilmesi, daha fazla kişiye istihdam olanakları yaratılmasıyla mümkündür. Bu ise, yeni iş alanlarının oluşturulması ya da mevcut işlerin paylaşım yöntemlerinin değiştirilmesi ile mümkün olabilir. Ancak gelişen teknoloji, özellikle imalat sanayi gibi bazı sektörlerde çıktı- emek arasındaki ilişkiyi zayıflatmaktadır. Bu açıdan yeni yatırımların yapılması istihdam artışına beklenen düzeyde etki etmemektedir (Akın, 2017: 42). Ekonomide büyüme oranlarının yüksek olmasına karşın istihdamın aynı düzeyde artmasını sağlayacak istihdam imkânlarının yaratılamaması da dikkate değer diğer bir olgudur. Bu durum, istihdam yaratmayan büyüme sorunu olarak adlandırılmaktadır. Ekonomilerde yeni yatırımların yapılıyor olması ya da ekonomik büyümenin sağlanıyor olması, işsizlik sorununu çözmede yetersiz kalabilmektedir. Bu açıdan işsizlik sorunun çözümüne ilişkin mevcut işlerin daha adil nasıl paylaşılabileceğinin ele alınması gerekmektedir.
This article examines the gender dimensions of the growth in informal and flexible work in South Africa and the government's policy response to this. It outlines the informal and flexible work practices and, as illustrative examples, analyses how trade and industrial policies and labour market policies are impacting on the growth of informal and flexible work. It is argued that the South African government's trade and industrial policies are shifting the economy onto a path of capital intensification. Allied to this, firms are undergoing a process of extensive restructuring. These developments are further promoting the growth of flexibilization and informalization, and thereby disadvantaging women. The article demonstrates that whilst the government offers a vast package of support measures to big business, its policy is largely irrelevant to the survivalist segment of small business, where most women in the informal economy are to be found. The picture for labour policy is more diverse. Aspects of the labour legislation are promoting the growth of a dual labour market, whilst there seems to be some tightening up of practices aimed at bypassing aspects of the protection provided to workers.
In a study undertaken from a context of urban planning policy, we have been able to gather support for the contention that home-based enterprises (HBEs) represent a better picture in respect to the ILO concept of 'decent work' than might be expected, especially from the literature on homeworkers. While home-working and some production undoubtedly represent conditions that do not contribute to decent work, HBEs score well on ensuring sufficient work and generating adequate incomes but less well on workers' rights. Overall, they probably represent at least as good a work option as locally available, formal sector employment opportunities. We argue that their contribution to income and employment opportunities are, however, so important that there should be a change from the unhelpful official stance normally taken to HBEs and largely justified by their perceptions of poor working and environmental conditions.
The role played by health considerations in the reduction of working time in nineteenth century France has been largely overlooked.
This paper sets out to demonstrate their importance. Section 2 documents health deterioration in the workplace. Section 3
argues that the worsening of living conditions is a negative externality suffered by workers. It arises out of ‘factory discipline’
and inter-firm competition. Section 4 highlights one of the necessary conditions for any reduction in this externality: the
recognition by both employers and workers of the long-term health effects of the prevailing working conditions. Physicians
played a decisive role in this change. Section 5 concludes.
The magnitude of the elasticity of output with regard to working hours is an important factor in the debate on working time. Despite some attempts at its estimation, little is known about this elasticity and empirical studies have yielded contradictory results. The main objective of this study is to analyze the sensitivity of the magnitude of the elasticity of output with respect to working hours to different production function specifications. Our best estimate of the elasticity of output with respect to working hours in Swedish manufacturing is thus 0.91, but we cannot reject the hypothesis that this elasticity is equal to one. This suggests that a reduction in working hours would not have any significant productivity effects.
The gradual reduction in weekly working hours in the first half of the last century, which culminated in the widespread adoption of the 'standard' working week by the 1960s, was grounded in a concern for health and safety and for the preservation of time outside of paid labour. Over the last few decades, however, this progressive standardization of working time has given way to a diversification and individualization in working hours as employers have responded to the competitive pressures of globalization by requiring that productivity be enhanced through changes in working-time schedules. As we enter the new century, a common goal has emerged: the removal or liberaliZation of restrictions on unsocial hours and on the variation of working hours. This books draws together an international team of contributors to examine the process.
This article presents an empirical analysis of the incidence of visible underemployment in Trinidad and Tobago. Visible underemployment consists of workers who work less than the normal duration of working hours but are willing and available to work more. We find that compared to other groups of the labour force the visibly underemployed tend to be less educated and are more likely to work in the private sector. We also find that their revealed behaviour is consistent with their desire for more hours. Only about 50 per cent of the visibly underemployed are able to find full-time employment within three months and little except firm size helps predict who will.
The paper seeks to evaluate the evidence on the employment effects of the collective working-time reductions in Europe over the past 20 years. While theoretical analyses produce contradictory assessments, most empirical studies show positive employment effects but take insufficient account of these conditions under which the reductions in working time were implemented. These conditions for the success of collective working-time reductions include an active training policy designed to minimise skill shortages in the labour market, the modernisation of work organisation, wage increases in conjunction with productivity gains and a more equal income distribution. Copyright 2001 by Oxford University Press.