The transformation of work and employment relations: COVID-19 and beyond

Impact of COVID-19 on labour force and recovery peculiarities in selected countries of Europe

“…The world is currently experiencing a period of post-COVID-19 syndrome, affecting the livelihoods and sense of security of European culture (Tóth & Kajanová, 2022). In addition to ensuring safety at work, workers' mental health and well-being must also be considered (Gavin et al, 2022). The rapid increase in the number of infected people during the coronavirus epidemic has impacted labour market mechanisms.…”

“…In addition to ensuring safety at work, workers' mental health and well-being must also be taken into account. The issue of flexibility in the workplace calls for a four-day working week and hybrid employment (Gavin et al, 2022). The epidemic's impact on the labour market manifests in sectoral, occupational, and organizational approaches.…”

Comparative impacts of the COVID‐19 pandemic on work and employment—Why industrial relations institutions matter

“…For example, Hodder and Martinez Lucio's (2021) paper: “Pandemics, politics, and the resilience of employment relations research” suggests that the COVID‐19 pandemic has appeared to change the public narrative on work and employment, and highlighted the continued relevance and value of employment relations as a field of study and research, and in informing public policy. Other researchers from different countries have also provided important contributions analyzing how the pandemic has affected the world of work (Gavin et al, 2022; Holubová & Kahancová, 2022). Industrial relation institutions will continue to matter, and the theoretical and empirical contributions in this special issue are important for informing future research on why and how institutions matter.…”

Human capital management in the wandering context of events – challenges for the managerial staff

“…However, the most wandering context of events seems to be the pandemic context, which for legislative reasons and protection and safety of work often requires adaptation to new requirements in just one day. This affects changes in employees' affective commitment to the organization and their job-related wellbeing (Mihalache and Mihalache, 2022), employee work engagement (Pass and Ridgway, 2022), work and employment relations (Gavin, Poorhosseinzadeh, and Arrowsmith, 2022) and the HRM activities that the organizations need to implement in response (Cooke, Dickmann, and Parry, 2022). These are only selected examples of wandering contexts of events that both international and domestic organizations are dealing with, and which significantly determine the practices of human capital management.…”