scholarly journals Contract Employment as a Worker Discipline Device

2018 ◽  
Author(s):  
Arnab K. Basu ◽  
Nancy H. Chau ◽  
Vidhya Soundararajan
Keyword(s):  
Contract Employment

scholarly journals Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Olaoluwa Samson Agbaje ◽  
Chinenye Kalu Arua ◽  
Joshua Emeka Umeifekwem ◽  
Prince Christian Iheanachor Umoke ◽  
Chima Charles Igbokwe ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Employment Status ◽  
Associated Factors ◽  
Doctoral Degree ◽  
Workplace Incivility ◽  
Gender Based Violence ◽  
Cross Sectional ◽  
University Women ◽  
Contract Employment ◽  
Gender Based

Abstract Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

Does Fixed-term Contract Employment Raise Firms’ Adjustment Speed?. Evidence from an Establishment Panel for West Germany / Erhöhen befristete Verträge die Anpassungsgeschwindigkeit von Unternehmen?. Empirische Evidenz auf Basis eines Betriebspanels

2003 ◽  
Vol 223 (4) ◽  
Author(s):  
Tobias Hagen
Keyword(s):  
Empirical Studies ◽  
West Germany ◽  
Total Employment ◽  
Level Data ◽  
Demand Models ◽  
Adjustment Speed ◽  
Contract Employment ◽  
Iab Establishment Panel ◽  
Term Labour ◽  
The Impact

SummaryFixed-term labour contracts were liberalised in Germany in order to raise the flexibility of the labour market. However, empirical studies using industry-level data find no significant effect of FTCs on employment adjustment. This paper investigates the impact of FTC employment on firms’ flexibility by estimating dynamic labour demand models with the IAB-Establishment Panel for West Germany in 1996-2000. Using a GMM estimator and comparing the estimated adjustment of total employment to the adjustment of permanent contract employment some evidence is found that FTCs raise firms’ adjustment speed.

The Inventor—Investor Conundrum

2006 ◽  
Vol 20 (6) ◽  
pp. 381-385 ◽  
Author(s):  
Francis Hobbs
Keyword(s):  
Short Term ◽  
Grant Funding ◽  
The Creation ◽  
Contract Employment ◽  
The Government ◽  
Product Sales

The complexities of developing a business based on a novel product may appear insurmountable. Stereotypical convention suggests that there are two major players: polarized inventors and ‘greedy’ investors. Surely there is a way of aligning the inventor–investor relationship into something positive for both parties? In this paper Francis Hobbs explores how both inventor and investor can be incentivized in a virtuous circle through the creation of a formal link between an ‘IP holding’ (inventor) company and an ‘exploitation’ (investor) company which is then free to commercialize the idea as it sees fit. With grant funding provided by the government and channelled through the exploitation company, the investor maintains cherished commercial freedom while the inventor benefits not only from paid contract employment to develop his or her own idea in the short term but royalties and, perhaps, exploitation company equity rewards in the longer term when product sales commence.

scholarly journals Seven Projections for Earth and Space Science Jobs

Eos ◽  
2017 ◽  
Author(s):  
David Harwell
Keyword(s):  
Space Science ◽  
Job Market ◽  
Short Term ◽  
Contract Employment

What do the coming political changes mean for the job market? In the short term, not much. But long term, expect privatization, contract employment, and more.

Cumulative Gender Disadvantage in Contract Employment

2009 ◽  
Vol 114 (4) ◽  
pp. 871-923 ◽  
Author(s):  
Isabel Fernandez‐Mateo
Keyword(s):  
Contract Employment
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