Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

Results found: 6

first rewind previous Page / 1 next fast forward last

Search results

Search:
in the keywords:  WORKING TIME
help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1
Content available remote

HITTING THE BREAKS WHILE WORKING FROM HOME. CHANGES IN TAKING-BREAKS BEHAVIOURS DURING PANDEMIC LOCKDOWNS

100%
Voicu B., Țălnar-Naghi D., Neguț A., Glăvan E., Tufă L., Florea A.
Sociológia (Sociology)
|
2023
|
vol. 55
|
issue 6
607 - 631
EN
During the 2020 spring lockdown, here was an increase in working from home incidence. For many it was a premiere, others have had previous experience with the phenomena, but all needed to manage post/during pandemic work recovery and micro-breaks. The latter were particularly important, as typical communication points that increase permeability of work-life boundaries. We inspect changes in taking within-day work-breaks while working from home, by comparing web surveys collected in 2018 and during 2020 lockdowns in Romania. We argue that frequency of taking breaks was dependent on work-related constraints including total working time, and life-related agents, such as the presence of children. The findings indicate moderating effects of number of children, time spent working, and education. The main changes refer to the type of breaks, not their frequency.
2
Content available remote

The Concept of Working Time on the Background of Judgments of the European Court of Justice

100%
Derlacz M.
Polityka Społeczna
|
2008
|
vol. 35
|
issue 5-6(410-411)
24-27
EN
According to the European Court of Justice on-call duty performed by a worker where he is required to be physically present in the premises of the employer must be regarded as constituting in its totality working time for the purposes of Council Directive 2003/88 concerning certain aspects of the organization of working time. Duty has to be taken into account when minimal rest periods and maximum working time limit are concerned. Duty can constitute an overtime as well. As a result in some branches e.g. medical services more workers have to be employed. Argumentation presented in the judgments concerning on-call duty can lead to the conclusion that also other periods when worker is in disposition of the employer without performing professional activities, like business trip, constitute working time. Judgments of ECJ have their consequences in the legislative changes in Member States.
3

WOMEN'S WORKING TIME AND ITS DETERMINANTS

88%
Fedáková D., Veira A.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2010
|
vol. 13
|
issue 3
-
EN
Responses from working women (N=10 619) from 24 European countries (ESS R2) were analysed in this paper. The list of analysed characteristics comprised: female labour supply (measured as number of weekly hours worked) and a list of its potential determinants such as income, education, present life circumstances (children living at home, unpaid help available) and family background (whether mother was working when subject was 14) as well as beliefs regarding equal work opportunities between men and women. Results indicate that e.g. actual female labour supply does not coincide in most countries with women´s expectations. In some countries women reported to work fewer hours than they would like and in other countries they affirmed they work more hours than they would prefer. The relationship between female labour supply and selected determinants was statistically confirmed.
4

WHY DON’T EASTERN EUROPEANS WORK PART-TIME?

75%
Fialová K.
Ekonomický časopis (Journal of Economics)
|
2017
|
vol. 65
|
issue 2
125 – 142
EN
This article explores the development of part-time employment in Central and Eastern Europe compared to Western Europe. The analysis of panel data reveals the role of part-time work determinants on the macro level and their different effects on part-time employment in the two groups of countries. The large set of determinants includes business cycle, labour market institutions and structural factors. The results indicate that part-time employment in the East and the West is influenced by different, mostly structural, factors. In the East, the development of business cycle has a significant adverse effect. Further, rigorous EPL limits the use of part-time contracts by firms in the East while higher trade union density, greater share of temporary jobs and widespread shadow economy all have a positive effect on part-time employment in this region.
5

WHAT DOES EUROPEAN SOCIAL SURVEY DATA SAY ABOUT WORK-LIFE BALANCE SATISFACTION, WORKING TIME AND WORK ATTACHMENT IN V4 COUNTRIES?

75%
Fedáková D.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2017
|
vol. 20
|
issue 4
-
EN
The growing importance of everyday work-life balance (WLB) focuses attention on a fair time distribution between the work, life and family domains. Despite the global perception of the crucial role work-life balance plays in everyday routine there are still cross-country differences in WLB satisfaction. The aim of this study was to examine cross-country differences and similarities among a group of four neighbouring European countries; the Visegrad group (V4) countries. More specifically the study aimed to describe the level, changes within rounds of data collection and between-group comparisons of selected ESS variables: WLB satisfaction, working time, and work attachment. The correlation analysis was applied to explain and understand relations between selected variables. The correlation analysis revealed significant negative relationships between WLB satisfaction and both working hours and work attachment in all V4 countries. The results show a similar pattern for Hungary, Poland and Slovakia. Czechia, with a significant between-round of WLB satisfaction increase, was the exception. There were almost no differences in level of satisfaction with work-life balance between respondents living with and without children across time in V4 countries. The comparative analysis revealed a difference between respondents with and without children at home when reporting work attachment. For a deeper understanding further analysis should be done in the future with the focus on time use patterns in the context of work and non-work activities with an emphasis on work and family values in the V4 countries.
6

UMELÁ INTELIGENCIA A PRACOVNÉ PRÁVO

75%
Barancová H.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2024
|
vol. 107
|
issue 2
108 – 120
EN
The article deals with some of the consequences of the involvement of artificial intelligence systems in working life, which is already a reality in certain areas of working life. The AI is significantly ahead of the necessary legislation that should enshrine its certain aspects. The author analyses which areas of labour relations are most affected by the involvement of artificial intelligence systems. Taking into account the legislative framework for the regulation of artificial intelligence by the European Union, when involving artificial intelligence systems in the field of labour relations, it is also inevitable to observe basic human rights as enshrined in the Convention on Fundamental Human Rights and Freedoms, but also in the EU Charter of Fundamental Rights. The involvement of artificial intelligence systems is currently relevant, especially, in the field of HR sector in the selection of job applicants within the framework of pre-contractual relations. Even during the employment relationship, artificial intelligence systems enable detailed control of employees, especially in terms of the efficiency of the use of working time, which can also lead to unilateral termination of the employment relationship by the employer. It will equally be necessary to enshrine the liability legal relations in labour law as well as to extend the existing scope of employee representatives in protecting the employee from possible negative effects of artificial intelligence on employees.
first rewind previous Page / 1 next fast forward last
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.