The research rationale is justified by the current changes in the labor market, such as high labor mobility and implementation of new human resources strategies by the majority of companies. Non-standard employment contracts change the nature of the employment relationships between the employee and the employer. These tendencies are also embodied in the event industry, where the function of human resources management is particularly crucial due to the specifics of the industry. The organizational structure of the event company should have an ability to change rapidly in accordance with the short-term fluctuations in the labor demand. Temporary employment is of great interest for both practitioners and academics: experts believe that flexible labor relations can be associated with a number of management problems. The aim of the article is to study the flexible forms of employment in the event industry. Various theories, including Ch. Handy and D. Atkinson theoretical frameworks, are used in the article to describe principles of work of flexible organizational forms. Empirical data was collected in 2017 from 38 institutions that are involved in the organization of cultural events in St. Petersburg.
Taking the individual data from the European Social Survey of 2004 and 2010, the authors of this paper investigate how employment type (permanent, temporary or informal employment) affects subjective well-being in respect to employment protection legislation across European countries. Our study outcomes are in line with previous research disclosing the negative impact of being temporally or informally employed on subjective well-being. The additional contribution of this study is the rigorous analysis of how employment protection legislation (EPL) moderates this effect by applying the multilevel modeling approach for 27 countries. In countries with strict EPL temporary and informal workers are significantly less satisfied with their lives than permanent employees. In countries with liberal EPL no significant decreasing effect from temporary or informal employment on people’s subjective well-being was found.
The paper deals with temporary employment in the Russian labour market. The main focus is the gender difference regarding determinants of temporary employment. Unlike most European countries, where women are more likely to have temporary work, in Russia men predominantly have this status, comparable to the situation in many developing countries. This paper seeks to understand why this is the case. The household survey of NOBUS (held in 2003 by State Statistical Centre with World Bank participation) is used to answer this question: the results suggest that gender differences in temporary employment do exist, and that the main factors that explain these differences are education, and marital status.