Organization of labor under conditions of uncertainty: The case of Ukraine
-
Author(s)Halyna LopushniakLink to ORCID Index: https://orcid.org/0000-0001-8576-6440
,
Oksana PoplavskaLink to ORCID Index: https://orcid.org/0000-0001-9538-3718
,
Nataliia DanylevychLink to ORCID Index: https://orcid.org/0000-0002-2321-0487
,
Tatyana KostyshynaLink to ORCID Index: https://orcid.org/0000-0003-4776-5150
,
Rustam RaupovLink to ORCID Index: https://orcid.org/0000-0002-7347-4755
-
DOIhttp://dx.doi.org/10.21511/ppm.21(2).2023.30
-
Article InfoVolume 21 2023, Issue #2, pp. 294-308
- Cited by
- 485 Views
-
185 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Safety risks at work during a pandemic and war require new standards for the organization of work. Increasing socio-psychological pressure requires a better definition of staff duties, communication rules, and work and rest regimes. The purpose of the study is to determine the most acceptable regulations for the organization of labor that help to maintain the efficiency of a company’s activities in an unstable environment. In the course of the research, a content analysis of regulatory documents was carried out and a survey among HR managers, heads of Ukrainian companies, and their employees was conducted. All data were collected in two waves. The first wave was in November-December 2021 with 301 participants. Due to the beginning of the war, the second wave of the study was conducted in April-May 2022, when the wartime conditions have already made their impact, with 271 participants — managers, HR managers, and staff of Ukrainian enterprises. The results confirmed that working conditions and global risks that determine the types of the organization of work under uncertainty require a flexible approach. Mixed and flexible standards of the organization of work provide for optimal work modes and safer working practices, so they have been approved to be more effective. It has been determined that the disregard of global challenges, trends, and the social nature of labor by the company management reduces the effectiveness of labor organization regulations.
- Keywords
-
JEL Classification (Paper profile tab)Е20, J20, J22
-
References47
-
Tables3
-
Figures4
-
- Figure 1. Profile of the organizations where respondents work, % of participants
- Figure 2. Loss (development of initial symptoms) of interest in work and motivation, the appearance of symptoms of burnout in the workplace with the same work organization regulations according to the respondents’ answers (% of total number of answers)
- Figure 3. Distribution of respondents’ answers on the introduction of labor organization rules during the spread of COVID-19, %
- Figure 4. Assessment of the level of motivation under different labor organization rules
-
- Table 1. Profile of respondents
- Table 2. Proposed additional measures to preserve the health of employees under different labor organization regulations (frequency of these measures in the answers of respondents), %
- Table 3. Initial data for assessing various labor organization regulations
-
- Barnes, S. A., Green, A., & de Hoyos, M. (2015). Crowdsourcing and work: individual factors and circumstances influencing employability. New Technology, Work and Employment, 16-31.
- Benton, M., Batalova, J., Davidoff-Gore, S., & Schmidt, T. (2021). COVID-19 and the State of Global Mobility in 2020.
- Bick, A., Blandin, A., & Mertens, K. (2020). Work from Home After the COVID-19 Outbreak (Federal Reserve Bank of Dallas Working Paper).
- Biddle, N., Edwards B., Gray M., & Sollis, K. (2020a). Tracking outcomes during the COVID-19 pandemic (August 2020) – divergence within Australia. Canberra: ANU Center for Social Research and Methods, Australian National University.
- Biddle, N., Edwards, B., Gray, M., & Sollis, K. (2020). Hardship, distress, and resilience: the initial impacts of COVID-19 in Australia (COVID-19 Briefing Paper). Canberra: ANU Center for Social Research and Methods, Australian National University.
- Bocharova, N., & Fedotova, I. (2021). Peculiarities of activity of automobile transport enterprises in the conditions of the pandemic COVID-19. International Scientific-Practical Conference. Kharkiv: KhNUІА. (In Ukrainian).
- Boland, B., De Smet, A., Palter, R., & Sanghvi, A. (2020). Reimagining the office and work life after COVID-19.
- Botha, F., de New, J., de New, S. C., Ribar, D. C., & Salamanca, N. (2020). Covid-19 Labour Market Shocks and Their Inequality Implications for Financial Wellbeing (Melbourne Institute Working Paper, 15/20).
- Burnos T. (2022). State Border Service of Ukraine: more than 870 thousand people have returned to the country since the beginning of the war. Voice of America. 12 April, 2022.
- Clifford, F., & Baum Christopher, F. (2020). The Effect of War on Economic Growth. Cato Journal, 40(1).
- Danylevych, N., Rudakova, S., Shchetinina, L., & Poplavska, O. (2021). Digitalization of Staff Management Processes: Reserves for Using Chatbots. CEUR Workshop Proceeding, 3106, 166-176.
- Deloitte. (2022). Vplyv viiny na pidkhody do upravlinnia liudskym kapitalom. Opytuvannia ASS [The impact of war on human capital management approaches. A Survey ACC]. (In Ukrainian).
- Eurofound. (2017). Occupational Change and Wage Inequality: European Jobs Monitor 2017.
- Eurofound. (2021). Work organisation.
- European Commission. (2019). Shaping Europe’s digital future. Final report of the High-Level Expert Group on the Impact of the Digital Transformation on EU Labour Markets.
- European Commission. (2020). Platformisation of work.
- Ewers, M., & Kangmennaang, J. (2023). New spaces of inequality with the rise of remote work: Autonomy, technostress, and life disruption. Applied Geography, 152.
- Fetzer, T., Witte, M., Hensel, L., et al. (2020). Global behaviors and perceptions at the onset of the COVID-19 pandemic. National Bureau of Economic Research.
- Gurumurthy, A., Chami, N., & Bharthur, D. (2021). Platform labour in search of value. A study of workers’ organizing practices and business models in the digital economy.
- Heckmann, N., Steger T., & Dowling, M. (2016). Organizational capacity for change, change experience, and change project performance. Journal of Business Research, 69(2), 777-784.
- Kniffin, K. M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S. P., Bakker, A. B., Bamberger, P., Bapuji, H., Bhave, D. P., Choi, V. K., Creary, S. J., Demerouti, E., Flynn, F. J., Gelfand, M. J., Greer, L., Johns, G., Kesebir, S., Klein, P. G., Lee, S. Y., … & van Vugt M. (2020). COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action. Harvard Business School.
- Knolle, F., Ronan, L., & Murray, G.K. (2021). The impact of the COVID-19 pandemic on mental health in the general population: a comparison between Germany and the UK. BMC Psychology, 9, 60.
- Leung, W., S., Mazouz, K., Chen, J., & Wood, G. (2018). Organization capital, labor market flexibility, and stock returns around the world. Journal of Banking & Finance, 89, 150-168.
- Lopuschnyak, H., Chala, N., Poplavska, O. (2021). Socio-economic determinants of the ecosystem of sustainable development of Ukraine. IOP Conf. Ser.: Earth and Environmental Science Earth (EES), 915, 012019.
- Malatjie, I. (2019). The impact of organisational change on employee job satisfaction at the national school of government. AJPSDG, 2(1), 84-99.
- McNicholas, C., & Poydock, M. (2020). Who are essential workers? A comprehensive look at their wages, demographics, and unionization rates. Economic Policy Institute.
- Mihalache, M., & Mihalache, O. R. (2022). How workplace support for the COVID-19 pandemic and personality traits affect changes in employees’ affective commitment to the organization and job-related well-being. Human Resource Management, 61(3), 295-314.
- Mueller-Langer, F., & Gómez-Herrera, E. (2022). Mobility restrictions and the substitution between on-site and remote work: Empirical evidence from a European online labour market. Information Economics and Policy, 58, 100951.
- Neufeind, M., O‘Reilly, J., & Ranft, F. (2018). Work in the digital age. Challenges of the fourth industrial revolution.
- Non-governmental organization “Center for Applied Research” (2020). Vplyv COVID-19 ta karantynnykh obmezhen na ekonomiku Ukrainy економіку України [COVID-19 impact and quarantine restrictions on the economy of Ukraine]. (In Ukrainian).
- Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
- Pratt, A. C. (2021). The creative economy and sustainable development. City, Culture and Society, 25, 100393.
- Pyshchulina, O., & Markevych, К. (2022). Analitychna zapyska. Rynok pratsi Ukrainy v umovakh viiny: osnovni tendentsii ta napriamy stabilizatsii [Analytical note. The labor market of Ukraine in the conditions of war: main tendencies and directions of stabilization]. Razumkov Center. (In Ukrainian).
- Raghavan, A., Demircioglu, M. A., & Orazgaliyev, S. (2021). COVID-19 and the New Normal of Organizations and Employees: An Overview. Sustainability, 13(21), 11942.
- Risak, M. (2017). Working Conditions for Platform Workers. Possible Regulators Approaches at the EU Level. Friedrich-Ebert Foundation.
- Sine, W. D., & Robert, J. D. (2003). Environmental jolts, institutional change, and the creation of entrepreneurial opportunity in the US electric power industry.
- Smaliichuk, H., Vasylyk, A., Vonberh, T., & Bilyk, O. (2021). Organization of labor processes in an unstable global ecosystem. Social and Labour Relations: Theory and Practice, 11(1), 43-55. (In Ukrainian).
- The National Academy of Sciences. (2004). The Role of the Changing Labor Market and the Changing Nature of Work in Older Workers’ Work Experiences and Health Outcomes.
- Thompson, M. J., Carlson, D. S., Kacmar, K. M., & Vogel, R. M. (2020). The cost of being ignored: Emotional exhaustion in the work and family domains. Journal of Applied Psychology, 105(2), 186-195.
- Thulin, E., Vilhelmson, B., & Johansson, M. (2019). New Telework, Time Pressure, and Time Use Control in Everyday Life. Sustainability, 11(11), 3067.
- Uddin, N., & Hossain, F. (2015). Evolution of modern management through Taylorism: An adjustment of Scientific Management comprising behavioral science. Proceedings Computer Science, 62, 578-584.
- WORK.ua. (2022). Business front. How companies support employees, help Ukraine and what the war has taught them. (In Ukrainian).
- World Bank Group. (2019). World development report. The changing nature of work.
- World Bank Group. (2020). COVID-19 and Human Capital.
- World Bank. (2022). Russian Invasion to Shrink Ukraine Economy by 45 Percent this Year.
- World Health Organization. (2021). The impact of COVID-19 on health and kings workers: a closer look at deaths (Health Workforce Department Working Paper 1). Geneva.
- Yousef, A. (2017). Organizational Commitment, Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government. International Journal of Public Administration, 40(1), 77-88.
-
Spreading degree assessment of information and communication technologies in Ukraine and its regions
Natalia Podluzhna
doi: http://dx.doi.org/10.21511/nfj.1.2017.04
Nowadays and Future Jobs Volume 1, 2017 Issue #1 pp. 29-36 Views: 1409 Downloads: 145 TO CITE АНОТАЦІЯAchievements of economics of knowledge (EK) on regional and national level are only possible through active application of information and communication technologies (ICT) in production and commercial activity of enterprises. It is on the basis of new technologies used in business that the processes of generation, accumulation, utilization and diffusion of knowledge are accelerated among enterprise personnel and partners, additional opportunities are provided for their economic and intellectual development, and innovation prospects are opened with the development of e-strategies. The purpose of the article is to determine the tendencies concerning ICT application processes in enterprises’ production and commercial activity that favor the formation of economics of knowledge in the country and its regions. The object of the study is the activity of Ukrainian business and the processes of information and communication technologies within it. In order to achieve the stated purpose the methods of integration and grouping of statistical data, and also of generalization and logics, as well as tables and graphic materials are used in the article. Such methods allowed to identify tendencies in the processes of informatization and computer business, personnel attraction to advanced technologies, to use local and wide-scale corporative nets, to apply Internet network and social media for production purposes, to master technical skills by personnel for the sake of the opportunity to spread information and communicative technologies in all kinds of activity of enterprises. Based on the defined tendencies and peculiarities of information and communication technologies, the various measures are proposed in order to increase their application effectiveness to promote the quick formation of economics of knowledge in the country and its regions.
-
Virtual leadership as a development opportunity in business context
Franklin Cordova-Buiza ,
Pamela Aguirre-Parra ,
Moises Gustavo Garcia-Jimenez ,
Diana Carolina Martinez-Torres
doi: http://dx.doi.org/10.21511/ppm.20(2).2022.20
Problems and Perspectives in Management Volume 20, 2022 Issue #2 pp. 248-259 Views: 1242 Downloads: 492 TO CITE АНОТАЦІЯIn the twenty-first century and under the framework of the fourth industrial revolution, virtual leadership emerged as a new way to direct and lead companies and organizations in the public and private sectors. In this regard, it should be mentioned that this situation is the result of the profound effects and changes of the digital revolution in the business world, which are a consequence of the globalization process and the rise of the so-called Information Technology and Telecommunications (ICT). Therefore, the objective of this narrative literature review is to know what has been written about virtual leadership between 2016 and 2021. As a result, 58 sources of information were reviewed, their level of scientific evidence was evaluated, and opportunities for growth and development in business and commercial activities were identified. In addition, a business management alternative to mitigate the impacts of the new Covid-19 (SARS-CoV-2) pandemic was analyzed. Hence, this paper is highly relevant, as it also considers elements such as personalized communication and digital tools. In conclusion, it was found that virtual work generates benefits, including time savings and quick contact. However, it presents challenges for leaders, such as the challenge of connectivity, motivation, and collaborators’ commitment.
-
Evaluation of personnel readiness to implementing of electronic business technologies
Olga Vilkhivska ,
Marina Vovk
doi: http://dx.doi.org/10.21511/ed.18(1).2019.01
The technology for evaluating the personnel readiness for the implementing of e-business technologies is developed, which includes the following steps: development of a list of competencies reflecting staff readiness for the introduction of e-business technologies; building a questionnaire to assess the level of development of staff competencies for each e-business technology; formation of a matrix of pairwise comparisons to determine the relative importance of competencies; personnel questioning; survey of experts; verification of the degree of consistency of expert opinions; definition of integral assessment of personnel readiness. The value of the developed technology is in determining the most important personnel competencies required to interact with the selected e-business technologies in business processes. The developed technology is tested at the enterprises of the machine-building industry of Ukraine. The selection of the most competent personnel for interaction with the e-business technologies in specific business processes is based on the developed technology. The competencies that are specific and necessary for the use of specific e-business technology are identified and evaluated. The technology has been tested at the machine-building enterprises of Ukraine. Assessment of personnel according to the requirements is implemented. The obtained results of the personnel competence before the introduction of e-business technologies in the business processes for enterprises are from 46.77% to 86.58%. Received results indicate a rather high level of competence of the personnel at the enterprises under study.
