Diversified farming systems appear to be one means of meeting the sustainability challenges facing livestock farming systems and of facilitating the renewal of future generations of farmers in a context of climatic, economic and social change. However, although work seems to be an essential issue for livestock farms, few studies have explored the impact of on-farm diversity on work. This study aims to fill the gap in our understanding of the various ways in which on-farm diversity affects work. We applied a framework combining six dimensions of work with three forms of on-farm diversity (diversity of management entities, diversity of farming activities, diversity of workers) to six studies that had been conducted previously on livestock farms. Our results highlight a wide range of links between on-farm diversity and work. We show that on-farm diversity affects various dimensions of work in multiple ways, which can be both positive and negative. For example, while there may not be a strict and clear relation between on-farm diversity and workloads, diversity provides flexibility for organizing the distribution of working time. Moreover, on-farm diversity seems to more frequently reinforce the meaning of work for farmers. Our results also show that there are multiple interactions between the six dimensions of work studied. Our study points to the need for a comprehensive approach to understanding the multifaceted and interconnected nature of work dimensions in diversified farming systems. Further research is recommended to explore these relationships more deeply to support sustainable and attractive diversified farming systems.

This study examines the influence of bullying at work on self-rated anxiety (SRA) across 19 European countries through the European Working Conditions Survey (2015 and 2021). Descriptive analysis highlights a significantly higher prevalence of bullying among women compared to men. The econometric analysis uncovers that the detrimental impact of bullying is particularly pronounced in environments characterised by higher gender inequality. Gender differences are more prominent in countries where women face lower economic participation and opportunities. However, the frequency of reported bullying is higher in the group of countries where conditions for women are more equal. The apparent lack of awareness regarding these abusive behaviours would feasibly result in a lack of specific legislation and consequently generate a greater impact on SRA, even though the issue seems less prominent.

QUALIS is a research project that studies ‘the other side of courts’ by looking at the working conditions of judicial professions in Portugal and their impacts on the profession, health, family and personal life. The objective of this article is to provide an overview of the results obtained, based mainly on the interviews and the online questionnaire administered to the Portuguese judicial professions (judges, public prosecutors and court clerks). The questionnaire was sent to all professionals (more than 10,000) working in the courts and had a good response rate; the interviews were conducted among the three judicial professions. The article focuses on three main dimensions of working conditions, namely physical environment, working time and work intensity, and work/social environment of professionals working at first instance courts. It will make then a further analysis of their impacts in the health and well-being and in the work-family conflict of the judicial professionals.

This article has three objectives. First, we examine what is meant by minimum labour standards, including the array of different standards and their procedural and substantive elements, in differing or even diverging regulatory jurisdictions. Examination of different areas of labour standards provides instruction in the dynamics of these protections and we give illustrative examples, from several countries. The second objective is to highlight the importance of enforcement of standards. We do this through a brief historical overview of the emergence of labour standards as well as of how the recent rise of neo-liberalism has shaped current debates over their development and application. The third element of the analysis is an examination of some contemporary debates, pointing to areas requiring further study as well as to positive examples both in research and in policy/regulation.

In investigating recent changes to the automotive industry production process, such as modularisation, our work emphasises the process of fragmentation of production as a configuring element of inter-firm power relationships, and as an explanatory element in working conditions. From a theoretical framework focused on power relations, we analyse by way of a selected case study how the capabilities of companies and their network positions, together with the agency of labour, shape the power relations that influence the evolution of working conditions. The study does indeed find relevant changes to inter-firm relationships, for example, within networks of assemblers and suppliers, but without a consequent re-balancing of power. This finding serves to explain differences in the evolution of working conditions between distinct companies, these conditions being fully functional to a strategy for profitability and thus difficult to reverse.

Australian policy on paid parental leave (PPL) has been highly controversial in recent years. While a universal PPL scheme become operative in 2011 under the Australian Labor Party, alternative policies continued to be proposed by the leader of the Liberal Party. These ranged from an expanded, comparatively generous PPL scheme, to one which would maintain the status quo, to a scheme with lesser provisions than are currently available. This article examines the PPL policy which would have provided the most generous entitlements to employees, and considers how public servants may have fared had it been introduced. The proposal would have meant that public servants would no longer have been able to access PPL provisions in their industrial instruments, but would only have been entitled to the legislated provisions. This article assesses whether public servants may have gained or lost under such a change, and then considers the broader issue of the most appropriate avenues to regulate public sector employment conditions. While a rare opportunity for enhanced PPL has been lost, this may be the best outcome in ensuring that unions can continue to bargain collectively for this important provision and ongoing improvements to it.

The Economy for the Common Good movement proposes an alternative economic model, which promises to offset many of the detrimental effects of the contemporary labour market. Yet, despite its increasing economic and social relevance in Europe, there is little research on Economy for the Common Good firms and the quality of the jobs they offer their employees. We thus, first, introduce the ideas of this movement and then present findings on workplace characteristics and the well-being of workers. Our results are based on our own survey of Economy for the Common Good employees from 2018 and on the sixth wave of the European Working Conditions Survey. Our analyses offer mixed support for the claims of the Economy for the Common Good – while Economy for the Common Good workers can be found in high-quality work settings, their absenteeism and presenteeism, as well as indicators of control, time pressure, direct participation and financial participation do not differ from other workers when controlled in a propensity score matching approach. Based on our findings and feedback from Economy for the Common Good representatives, we conclude that the introduction of Eonomy for the Common Good ideas might be too recent to see any positive effects, but also that Economy for the Common Good companies should place more focus on their employees’ well-being.

Before the COVID-19 pandemic forced large sections of the workforce to work from home, the uptake of working from home in the public sector had been limited and subject to the discretion or ‘allowance decisions’ of individual managers. Allowance decisions are influenced by factors at the organisational, group and individual levels. This research examines managers’ allowance decisions on working from home at each of these levels. It compares two qualitative datasets: one exploring managerial attitudes to working from home in 2018 and another dataset collected in mid-2020, as Australia transitioned out of the initial pandemic lockdown. The findings suggest a change in the factors influencing managers’ allowance decisions. We have identified a new factor at the organisational level, in the form of local organisational criteria. At the group level, previous concerns about employee productivity largely vanished, and managers experienced an epiphany that working from home could be productive. At the individual level, a new form of managerial discretion emerged as managers attempted to reassert authority over employees working remotely. These levels intersect, and we conclude that allowance decisions are fluid and not made solely by managers but are the result of the interactions between the organisational, group and individual levels.

Since 1993 and the removal of the separate award system for the Australian State of Victoria, many Victorian workers have been on five minimum conditions and on pay levels well below that of employees in other States. Despite attempts to rectify the situation (with Victorian common rule awards), issues of coverage and employer compliance remained. The implementation of WorkChoices legislation in 2006 posed a further challenge to Victorian low-paid workers. Our research found that the impact of WorkChoices on the Victorian low-paid has been largely insidious, surfacing primarily as an increased wage-effort ratio, with people working more unpaid hours and at an increased pace. The implications of this are that these hidden effects are more likely to linger, even with the replacement of WorkChoices with the Fair Work Act, 2009. Furthermore, it appears that employer compliance with minimum conditions requires more adequate enforcement by the Federal Government.

There is widespread scholarly recognition that migrant long-term care (LTC) workers experience relatively poorer work conditions than local LTC workers. We focus here on the ways in which migration and employment regulation intersect in formal LTC markets to produce working conditions for migrant workers. Drawing on cross-national comparisons between Australia, the Netherlands and the United Kingdom we explore: firstly, the forms of employment regulation that can protect migrant LTC workers or expose them to additional risks; and secondly, how migration regulation can work to amplify employment protection gaps for certain groups of migrant workers. We find that while historically there have been better employment protections in Australia and the Netherlands, the reshaping of work in all three LTC systems creates a context within which migration regulation can exacerbate the risks of precarious work for migrant workers and for those on temporary visas in particular.

In light of a large proportion of older workers leaving the German labour market in the near future, policy makers aim to extend working lives to ensure sustainability of the social security system. In this context, safe and healthy working conditions are considered a precondition for encouraging employment participation. To understand better the role of the work environment in pre-retirement years, we draw upon an established model of five job quality profiles for the German ageing workforce. We explored seven-year profile development and linked selected manual and non-manual job quality trajectories to the motivation to work (MTW) using data from the 2011, 2014 and 2018 assessments of the lidA cohort study (valid N = 2,863). We found that older workers shifted to physically less-demanding profiles. Individual profile stability was prevalent among one-third of the workers. In 2018, there was a higher MTW when job quality remained favourable or improved early, while later improvements were associated with lower MTW. Early deterioration of job quality was associated with lower MTW levels among workers with non-manual trajectories only. The results highlight the dynamic job quality situation of the older German workforce and the importance of adopting a person-centred perspective when investigating working conditions and its effects. They further underline the need to consider quality of work when designing and implementing strategies to extend working lives.

Subcontracting long-term care (LTC), whereby facilities contracted with third party agencies to provide care to residents, became widespread in British Columbia after 2002. This qualitative study aimed to understand the impact of subcontracting from the perspective of care workers. We interviewed 11 care workers employed in subcontracted facilities to explore their perceptions of caring and working under these conditions. Our overarching finding was one of loss. Care workers lost wages, benefits, security, and voice. Their working conditions worsened, with workload and turnover increasing, resulting in a loss of experienced staff and a loss of time to provide care. These findings call into question the promises of quality and flexibility that legitimated policies permitting subcontracting, while adding to the mounting evidence that subcontracting LTC harms both workers and residents.

The availability of informal care will remain a key factor influencing future demand for formal services and the analysis cannot be dissociated from formal care. Based on the ‘unpaid care work–paid work–paid care work circle’, proposed by the International Labour Office, this paper focuses on the individual, interpersonal and organisational determinants that most influence quality care. This paper is based on 40 semi-structured interviews with care workers, in 16 Portuguese care homes, in one council in the metropolitan area of Lisbon. In spite of social change processes in the care worker profession in Portuguese nursing homes, in the last decade, in terms of numbers, age and education, the interviews allowed me to unveil qualitatively what the numbers hid: precarious working conditions, insufficient staffing, excessive workloads and long working hours, high rotation and insufficient skills. All these determinants have consequences not only on the quality of the care that these care workers can offer, but also on their physical and mental health, job satisfaction and work environment. The high demand of care needs due to the ageing of the population, calls for continued efforts in improving working conditions, and a national strategy to promote recruitment of a diverse, younger and more-qualified workforce. The professionalisation of care work must be integrated with migration and employment policies (improvement of job quality and working conditions).

Understanding how catalysts work during chemical reactions is crucial when developing efficient catalytic materials. The dynamic processes involved are extremely sensitive to changes in pressure, gas environment and temperature. Hence, there is a need for spatially resolved operando techniques to investigate catalysts under working conditions and over time. The use of dedicated operando techniques with added detection of catalytic conversion presents a unique opportunity to study the mechanisms underlying the catalytic reactions systematically. Herein, we report on the detailed setup and technical capabilities of a modular, homebuilt gas feed system directly coupled to a quadrupole mass spectrometer, which allows for operando transmission electron microscopy (TEM) studies of heterogeneous catalysts. The setup is compatible with conventional, commercially available gas cell TEM holders, making it widely accessible and reproducible by the community. In addition, the operando functionality of the setup was tested using CO oxidation over Pt nanoparticles.