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PREDICTING JOB SATISFACTION AND WORK ENGAGEMENT BEHAVIOR IN THE COVID-19 PANDEMIC: A CONSERVATION OF RESOURCES THEORY APPROACH

Marcela-Sefora Nemțeanu, Vasile Dinu, Rebeka-Anna Pop, Dan-Cristian Dabija

Since December 2019, the SARS-CoV-2 virus has spread rapidly on a global scale (WHO, 2021), strongly affecting organizations from all sectors of activity. Employees, in particular (ILO, 2020), have been forced to quickly alter their work behaviors and manner of working, being obliged to abandon commuting to the workplace and resort to large-scale remote working (Nemțeanu et al., 2021a). The pandemic has made its strongest imprint on the sector of services (Fernandes, 2020), for whom teleworking has become ‘the new normal’ (Belzunegui-Eraso & Erro-Garcés, 2020; Nemțeanu & Dabija, 2021). This new context has dramatically altered task performance – employee productivity having been strongly affected due to the time needed to adapt to the new reality and working conditions (Belzunegui-Eraso & Erro-Garcés, 2020).
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DEVELOPMENT AND STANDARDIZATION OF A TOOL TO MEASURE KNOWLEDGE OF LABOUR LAWS AMONG EMPLOYEES

M. M. Sulphey, Awad Ali Alanzi, Martin Klepek

In the current world, there is an informational imbalance in employer-employee relationships (Cabrelli, 2019). While employers usually enjoy higher levels of resources, expertise, and access to information about labour conditions, employees are disadvantaged than employers as they have to face multiple issues and barriers. Employees are in a difficult situation concerning contract negotiation and writing. Due to better resources, employers are in a better place regarding eliciting unilaterally favourable contractual terms. As employers have a form of monopoly, they tend to be involved in intimidating and unprincipled behaviours like treating employees inconsistently, which could be detrimental (Deakin, 2012). There is also a gap in the process of monitoring and enforcement of contractual obligations (Wachter, 2012). This situation tends to affect employees far more than an employer, e. g. any cost overrun for the employer is often passed down indirectly to employees in reduced compensation and deferred benefits.
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