Suchergebnisse

Employee control over the work schedule and work method has long been considered an important quality of work and has received attention in different social science disciplines. Oftentimes the research has focused on the implications of control rather than variability in employee control. The current study constructs a conceptual framework of employee work control determinants. Relying on previous theoretical and empirical research, the framework outlines plausible explanations for selecting and interpreting both organization-level and employee-level determinants. Using a nationally representative linked study of organizations and their employees, the article tests the proposed theoretical model. The study shows that there are significant differences in employee work control that could be explained only by taking into account both employee-level and organization-level determinants. It was found that job design and characteristics, skills and competencies and managerial practices explain variance in both employee work schedule control and work method control.

Work accommodations are generally understood to refer to individual solutions for older and disabled employees that have been tailored to their specific situation within a workplace. This article, however, argues that there is potential for collective employment relations to motivate and enable social partners to develop a role in implementing reasonable accommodations and supporting older and disabled employees in the labour market. Focusing on industrial relations and work accommodation systems in Estonia, Poland and Hungary, the potential role that social partners could play in creating more inclusive workplaces is explored. This is done by reference to the findings from an action research project that brought together social partners to discuss ways in which practices in providing work accommodations could help better to integrate underutilised sources of labour in these three countries. The industrial relations regimes in the three countries have potentially enabling characteristics that could facilitate work accommodations. Current knowledge of the work accommodation process and the integration of this issue into the collective employment relations agenda, however, needs further improvement.