Work, family and community

The object of the study, the results of which are presented in this article, is the quality of working, family and personal life. The subject of the study is the features of the quality of work, family and personal life of remote female workers who started working remotely during the COVID-19 pandemic. For women, most of whom have “dual employment” at work and at home, the relevance of assessing the quality of their work, family and personal life while working remotely is growing. The article analyzes the results of the author's survey of women who received their first experience of remote work during the pandemic. The authors come to the conclusion that the transition to a remote format basically did not affect the labor productivity and the level of remuneration of the women surveyed. Significant positive factors include: saving time for transport; the ability to combine work and household chores; the ability to independently plan work time, free schedule; the ability not to adapt to the dress code and corporate rules. Significant negative changes include changes that reduce the quality of working life: the boundaries between work and home are violated, overtime, there is no full disconnection and rest from work; lack of communication with colleagues; interfere, distract children, husband, other relatives; it is difficult to organize a workplace at home and it is difficult to motivate yourself to start working, it is difficult to concentrate. The highest differentiation in the frequency of choosing one answer or another is observed among respondents on the basis of “having children”. In general, such women find significantly fewer disadvantages than women who do not have children, or women whose age of all children is over 14 years old. The remote employment format for women raising young children is more likely to improve the quality of their work, personal and family life than vice versa. The hypothesis that dissatisfaction with remote work would be more common in the older age group was not confirmed.

Extended Abstract 1- Introduction Since the inception of modern bureaucracy, several theories and paradigms were created to explain the factors affecting the productivity, efficiency and effectiveness of human labor. Each of these theories emphasized on the role of different factors affecting the efficiency and effectiveness of human resources. One of the effective variables on the productivity, efficiency and effectiveness of human labor, which has attracted the attention of scientists in recent years, is family wellbeing in family or job performance and occupational health. The new management has found that programs that are designed to strengthen family health and increase job satisfaction and employee empowerment, increase their productivity and job performance, and in turn, improve productivity and performance levels and economic health of organization. Family well-being is defined as emotional, social and economic health of children, parents and families, generally, as well as physical health, mental health, quality of relationships between parents and family members, and also the quality of relationships between parents and children. The researchers showed that the family relation index is strong predictors of quality of occupational life of employees, and there is a mutual relation between the quality of working life and quality of life and relationships among family members. Based on family systems theory and ecological theory about the family, some researchers have indicated that the employee's experience is probably a reflection of the experiences of their families. The aim of this study was to examine the two questions: First, how is the status of family relation index as an indicator of the health of the families of the police? Second, do the police staffs families health influence their job performance? 2- Theoretical Framework Several theories have emerged about the family well-being and its impact on other spheres of life, including job issues in literature related to the quality of family life. In literature related to the health of the family, three theories are more well-known and useful. These theories include: 1. Human Ecological Systems Theory: this theory leads the different levels of systems that make up probable unit of observation and provides the basic assumptions about the exchanges between human resources and the environment; 2. Resources Theory: this theory guides definition of the content of family life, conceptualize the interpersonal resources of exchanges in family relationships, expand the scales, and interprets the results; and 3. Facet Theory: this theory helps translate theoretical concepts into operational measures, and provides data analysis methods consistent with research purposes. 3. Methodology This study was a survey and cross-sectional design. Data were collected from 38 police centers in Yazd province in June and July 2013. The population consisted of Yazd police employee's families and their spouses and managers from different units of Yazd police. Using Cochran formula, 300 people (100 employees, 100 spouses of employees, and 100 officials and commanders) were selected. Measuring instruments were Paterson's job performance questionnaire, and Family Relation Index. Data were analyzed using independent t-test comparison of means and Hierarchical multiple regression. 4- Results & Discussion The results showed that the prevalence rate of deficiency in quality of relation indicator in Yazd selected police families was high. The results showed that 59% of selected families said there was not a favorable relationship among members and their families did not have the favorable characteristics regarding family relations. Also, 41% of police families reported that they had the indicators and criteria of a good family regarding to quality of relationships within the family. There was a significant difference among families with problems in family relationships and family without problems in terms of the quality of employee performance. Also, hierarchical multiple regression analysis showed that family relation index explained for 23.2% of the variance of job performance. 5. Conclusions & Suggestions The signs of failure in family relations, such as lack of concern for the members for each other, lack of enjoyment of family relations, differences and disputes in relationships, feel like a stranger in the family, lack of mutual understanding, and so on was observed among Yazd selected police families. According to these results, the police should increasingly strengthen family relations through the interventional actions, such as the workshops, aimed at enabling people.

Industrial relations, as a theoretical and practical system of work arrangements between employees, unions, management and governments, have come under substantial pressure in recent decades, but neither theory nor practice has fully adjusted to the new circumstances. The article describes the changing conditions in relation to one aspect of the industrial relations (IR) system, namely influence and power sharing outside the sphere of collective bargaining. The analysis is based on two theoretical models derived from an accumulation of social science research evidence since the 1960s and further supported by recent comparative studies of countries with significant different IR philosophies. The application of the human resources and motivated competence models to IR leads to the conclusion that long-term interests of employees and management as well as governments are best served by having a dual system of influence and power sharing, only one of which is adversarial.

The Asia Floor Wage is an industrial level collective bargaining strategy, targeting the garment global supply chain and combating the threat of relocation INTERNATIONAL union rights Page 19 Volume 21 Issue 2 2014 chain into a barrier both for organising and collective bargaining. In the face of such challenges Asian trade unions and NGOs have led the way in tackling the transnational nature of the industry and the fear that when workers struggle to improve their wages and conditions in one country, companies relocate to another, where wages and conditions are lower. From their grassroots activism grew the Asia Floor Wage Alliance (‘AFWA’) an alliance of trade unions, labour and human rights organisations whose aim is to raise wages collectively throughout Asia, thereby countering the threat of capital relocation. AFWA originated out of meetings at the World Social Forum in Mumbai, in 2004. Local activists, NGOs and trade unionists recognised that tackling wage issues at a local or national level was not enough, the power of global sourcing companies was placing severe limits on the ability for such efforts to be effective. AFWA therefore was an attempt to denationalise wage bargaining and opt for regional organising in order to address capital’s strategy of pitting workers against workers , and countries against countries. Ashim Roy, Secretary General of the New Trade Union Initiative, India, puts it as follows ‘the Asia Floor Wage is an industrial level collective bargaining strategy, targeting the garment global supply chain and combating the threat of relocation’. Regional solidarity At the core of AFWA is the commitment to acknowledging the importance of the Global South led by unions ensuring workers representatives are at the heart of the struggle for decent wages. This means that a key goal of AFWA is to achieve decent wages through negotiations between employers in the industry and workers’ representative organisations, with the mediation and support of governments, inter-governmental organisation and social movement organisations. AFWA was officially launched in 2009, and today over 70 trade unions, labour and human rights organisations from 17 countries make up the alliance. This joint approach means instead of competing against each other to drive wages further down, the alliance is providing a unified, regional demand for a wage that is decent and fair. AFWA has an international steering committee that is formed with representatives from South Asia, South-East Asia, East Asia, Europe, and the US. In keeping with the roots of the organisation representatives from Asia have a majority vote of 75 percent. There is an International Secretariat located in Delhi, India and at country level, national campaign coalitions have been formed in many of the regions major garment producing countries. S ince the invention of the sewing machine the garment industry has been one of the driving forces behind economic development globally. Whilst the 19th Century saw the garment industry predominantly in North America and Western Europe, today 60 percent of the world’s garments are produced in Asia, where over 15 million people rely on the industry for employment. Much has changed over the last two centuries in terms of technological know-how, transportation of goods and the growth of fast fashion but some things have sadly stayed the same. The inequalities and exploitation facing garment workers - low wages, excessive overtime and poor working conditions remain wide-spread. At the heart of the struggle for decent workers rights in the garment industry is the fight for a living wage. Whilst corporate social responsibility teams in major fashion brands talk of ethical, sustainable and fair fashion the fact is that while low labour costs continue to be exploited it is impossible to argue that the industry is benefitting the women and men who make the clothes. What is a living wage? A living wage would mean a garment worker would be able to feed herself and her family, pay the rent, pay for healthcare, clothing, transportation and education and have a small amount of savings for when something unexpected happens. A living wage should be the basic pay earned in a standard working week – which should never be more than 48 hours. Overtime and bonuses should be in addition to a living wage. A...

This book is committed to the issues related to social justice in the Caribbean, and seeks to increase dialogue among practitioners, unions, labor activists, academics, policy-makers and other individuals from across the social sciences and humanities. It is purposely multidisciplinary in orientation, intending to cover issues related to work, workers, labor, and related topics, as well as social, organizational and institutional aspects of work and industrial relations. It aims to set the tone for discourse on a wide range of issues related to the future of work and sustainable Caribbean development, social justice, industrial relations, governance systems, social protection, social dialogue, cooperatives and community empowerment, the future of education, migration and security, among others, nationally, and regionally. This work represents contemporary scholarly contributions from researchers presenting original and innovative research that contribute to the theory, practice and public policy dimensions of work, migration, labor, industrial relations, and related issues.

PurposeThis paper aims to identify which types of creative R&D employees prefer which daily and weekly working schedules.Design/methodology/approachThis paper builds on an original repeated survey of creative R&D employees from Estonia and presents multinomial logit regression estimates based on a sample of 153 individuals from 11 entities.FindingsThe probability of women preferring their weekly work to be concentrated in three to four days is 20 percentage points higher than in men, and the case is similar for less-educated creative R&D employees. The more educated prefer the standard five-day working week. Men have a stronger preference for their week of work to be dispersed over six to seven days. Sleep patterns appear to relate to working time preferences as morning-type individuals have a stronger preference for a working day with fixed start and end times. Those who sleep 7 h or more per day prefer the standard five-day working week more, while employees who sleep less than 7 h favour a working week of six to seven days. Employees who desire more creativity intensity at work have a stronger preference for irregular daily working hours, as do those with poorer general health.Originality/valueThe results indicate that individual characteristics have a significant impact on the preferences for working time arrangements. Similar working time regulations for all employees appear outdated, therefore, and may make work inefficient and harm individual well-being, at least for creative R&D employees.

The Fair Labor Standards Act' became effective on October 24, 1938. For persons engaged in commerce or in the production of goods for commerce, it established a minimum wage of 25 cents per hour and a maximum work week of 44 hours, except upon payment of time and one-half the regular rate of pay for overtime. These standards remained in effect one year. Beginning October 24, 1939, the minimum wage was increased to 30 cents per hour and the maximum work week without payment of overtime was reduced to 42 hours. Finally, on October 24, 1940, the maximum standard work week was reduced to 40 hours. The Act provides for an increase in the minimum wage, on an industry basis, up to 40 cents an hour, and for a general minimum of 40 cents an hour in 1945, unless otherwise ordered by the Administrator. It also provides for the regulation of child labor, a subject that has been excluded from the present discussion.

Labor organizations currently argue that reducing the standard working week will help lower the high unemployment of the 1980s. Opponents maintai n that this will increase labor costs, and therefore not alleviate un employment. This paper analyzes the employment effects of a cut in ho urs, using the monopoly union and efficient bargaining models of the union and firm. Under various developments of the models, the results are quite consistent: a reduction in hours has employment effects th at are at best ambiguous and very often negative. A puzzle remains as to why trade unions are pressing for shorter hours. Copyright 1987 by The Review of Economic Studies Limited.

Family quality of life (FQoL) is an emerging concept to understand and improve the well‐being and quality of life (QoL) of families. While there has been a lot of effort to conceptualize life domains of families and measurement tools are devised, few studies concentrate on an in‐depth understanding of FQoL. The specific aim of the current study is to understand the relation between individual QoL and FQoL, by studying families with a child/children with intellectual and developmental disabilities (ID/DD) in the Netherlands. This can contribute to a stable foundation of the concept of FQoL. Methods: An explorative case study design was used, in which the parents, sibling, and child with ID voiced their thoughts on their FQoL. The presented case has been analysed through thematic and narrative analysis. A father and a mother with a child with an intellectual disability have joined the research team as co‐researchers. The relational dynamics found within the family illuminated an interactive pattern in which the son with ID acted as an Emperor, creating a Golden Cage for other family members and Umbilical Ties among them. The family portrait shows that FQoL is a dynamic and relational concept. By making strict distinctions between individual QoL and FQoL, the dynamics between family members and the way they work alone and/or together to ensure the well‐being of the family and its members can easily be overlooked. In addition to the common‐sense notion that FQoL and QoL support each other, conflicts and tensions can occur.

Background Families of young children with disabilities are faced with ongoing challenges that impact various aspects of family life. Given the increasing emphasis on promoting positive outcomes in these families, the overall aim of the current study was to examine the contribution of child, family, and support characteristics to the quality of life in families of young children with disabilities.Method The sample was recruited from several early childhood intervention programs within metropolitan Melbourne, Australia, and consisted of 64 families of children aged between 3 and 5 years with a developmental delay or disability.Results As a whole, parental perceptions and experiences of family-centred professional support was one of the strongest predictors of family quality of life. The perceived intensity of child behavioural problems as well as support from extended family members also accounted for a significant proportion of unique variance in predicting quality of family life.Conclusion The current findings provide further evidence for the importance of a family-focused approach to intervention that acknowledges and provides support that is tailored to the unique needs of each individual family. The practical implications of these results as well as directions for future research are discussed.

This study investigates whether Australian superannuation funds and other institutional investors are concerned with the human resource management (HRM) and industrial relations (IR) practices of companies. It examines whether they use indicators of HRM or IR practices in their investment decisions and whether they attempt to influence these types of practices through other means, in the same way that investors are now doing so regarding corporate governance issues. The study finds there are embryonic signs of investors doing both. However, the ad hoc nature of engagement as well as significant information barriers, reduce the efficacy of this engagement.

2018 was a rocky year for Argentina. Economic instability put it on the brink of crisis again and eroded the government’s credibility. This article provides an analysis of the main social, political and economic events affecting Argentina’s domestic politics and foreign policy. It accounts for selected issues, with an emphasis on changes in public policies and implications for the upcoming years. The argumentative thread focuses on the consequences of Argentina’s being haunted by the spectre of another debacle. Within changes in public policies, the focus is on the end of a gradual approach to structural changes and initiatives related to population and human mobility across borders—a policy area that has required increasing attention and resources of late

A transformation of what had become a universal 40 hour standard work week in Germany began in 1985 with reductions negotiated in the metal-working and printing sectors. These reductions have continued through 1995, and were followed by reductions in other sectors. The union campaign aimed to increase employment through "work-sharing," and is being emulated in the United States with the launch of a reduced hours campaign by the AFL-CIO. Using data from the German Socio-Economic Panel, I find that increased overtime or reduced short time was little used to offset the reduction in standard hours: a one hour reduction in standard hours appears to have translated into a reduction in actual hours worked of between 0.85 and 1 hour for workers in manufacturing. One might expect this to have resulted in a loss of earnings for workers in affected industries. However, I substantiate the union claim of "full wage compensation": reductions in standard hours were accompanied by a relative rise in the hourly straight-time wage of 2-3% for each hour fall in standard hours, enough to keep monthly earnings the same as in unaffected industries.

ObjectivesThe role of iron on Reactive Oxygen Species (ROS) generation by catalysing Fenton reaction have been suggested by many studies as an important factor in increasing oxidative DNA damage. Mitochondria...

Interaction of septadian and circadian rhythms in life-threatening ventricular arrhythmias in patients with implantable cardioverter-defibrillators