Epp Kallaste | University of Tartu (original) (raw)

Papers by Epp Kallaste

Research paper thumbnail of Õpingute ebaõnnestumise kulud Eestis

Research paper thumbnail of Men and Women in the Estonian Labour Market: An Assessment of the Gender Wage Gap

as from possible discrimination. Although the explained wage gap arises from differences in produ... more as from possible discrimination. Although the explained wage gap arises from differences in productivity, discrimination may also play a role --for example, access to work-related training affects productivity.

Research paper thumbnail of VANEMAEALINE TÖÖJÕUD TÖÖTURUL JA TÖÖELUS

Research paper thumbnail of Men and Women in the Estonian Labour Market: An Assessment of the Gender Wage Gap

as from possible discrimination. Although the explained wage gap arises from differences in produ... more as from possible discrimination. Although the explained wage gap arises from differences in productivity, discrimination may also play a role --for example, access to work-related training affects productivity.

Research paper thumbnail of Ametiühingute mõju töötingimustele Eestis

Research paper thumbnail of Employee workplace representation: an analysis of selected determinants

Väitekirja elektroonilisest versioonist puuduvad publikatsioonid. Vaatamata asjaolule, et ametiüh... more Väitekirja elektroonilisest versioonist puuduvad publikatsioonid. Vaatamata asjaolule, et ametiühingute liikmelisus on maailmas viimasel ajal pidevalt vähenenud, on töötajate esindamist ning sotsiaaldialoogi Euroopa Liidus järjest enam tähtsustatud. Töötajate esindatus töökohas on aluseks töötajate esindusorganisatsioonide kujunemisele. Üleminekuperioodi algusest on peamise töötajate esindusorganisatsiooni, ametiühingute, liikmelisus endistes Balti riikides pidevalt ning väga kiirelt vähenenud. Uuring on nelja Balti riikides töötajate esindust käsitleva artikli kogumik. Käesoleva töö ülesandeks on analüüsida, miks töötajad soovivad olla esindatud ettevõtte tasandil ning millised töötajate suhtumised ning esinduse struktuurid selgitavad esindatuse taset Balti riikides. Töötajate otsus ametiühinguga liituda sõltub sellest, mida oodatakse, et ametiühing on võimeline saavutama ja ametiühingu võime midagi saavutada sõltub sellest, kui paljud inimesed osalevad. Indiviidi tasandi andmete p...

Research paper thumbnail of How flexible are labour markets in the CEECs? A macro level approach

Transfer: European Review of Labour and Research, 2003

Research paper thumbnail of Who uses employee financial participation in an adverse environment? The case of Estonia

This article focuses on profit-sharing and employee share ownership practices, with the aim of an... more This article focuses on profit-sharing and employee share ownership practices, with the aim of analysing the effect of company size and industry on financial participation, as well as the substitution or complementary effect of other direct and indirect participation methods adopted in Estonian
private companies. The article uses survey data from more than 900 Estonian companies obtained via telephone interviews in 2011. The results indicate that share ownership is more common in micro enterprises, but contrary to expectations the incidence of employee financial participation is no higher in knowledge intensive sectors. The results also show that financial participation has different complementarities depending on the scheme. It seems that profit-sharing is part of the ‘package’ of employee participation, but this does not apply to employee share ownership. The article challenges the common understanding that certain innovative service sectors and bigger companies are more inclined to adopt employee financial participation; and raises doubts about the presumed
development towards a higher degree of financial participation in Eastern European countries.

Research paper thumbnail of Estonian Social Dialogue in the Context of European Employment Strategy

Research paper thumbnail of Migration intentions of health care professionals: the case of Estonia

New patterns of labour migration in …, 2004

... The preference of Finland comes from the geographical, linguistic and cultural closeness to E... more ... The preference of Finland comes from the geographical, linguistic and cultural closeness to Estonia. ... According to this indicator migration potential among nurses is larger than among doctors. When considering also those who do not have plans to go abroad (setting their ...

Research paper thumbnail of Beyond flexibility: reallocation of responsibilities in the case of telework

Based on eight in-depth case studies, this paper argues that telework transfers bigger (and legal... more Based on eight in-depth case studies, this paper argues that
telework transfers bigger (and legally unbinding) responsibility
to employees whereas both employees and employers accept it. This is likely due to the fact that adoption of telework alters
some aspects of psychological contract between employees and employers.

Research paper thumbnail of Employee ‘voice’ and working environment in post-communist New Member States: an empirical analysis of Estonia, Latvia and Lithuania

Industrial Relations Journal, 2008

This article examines employee 'voice' in workplace health and safety in three Baltic New Member ... more This article examines employee 'voice' in workplace health and safety in three Baltic New Member States by means of a cross-national survey. The data point to unresolved problems of voice in the context of rather poor working environments. These present opportunities for collective renewal by trade unions, but paradoxically are more likely to be addressed by employers in the context of significant labour shortages created by a post-European Union accession labour 'exit'.

Research paper thumbnail of Employee participation: case study of Estonian companies

Research paper thumbnail of Two representatives but no representation: cases from Estonia

Employee Relations, 2008

Purpose-The purpose of this paper is to discover how non-unionised representatives (NERs) are cre... more Purpose-The purpose of this paper is to discover how non-unionised representatives (NERs) are created and what their role is in comparison to unionised representation. The authors aim to analyse why the institution of non-unionised employee representation is created if its functions overlap with those of the unions, including the functions of collective bargaining and information-consultation. Design/methodology/approach-The case study involves interviews with representatives and executive directors, as well as a survey of the employees of two companies. Findings-The results show that when there is a weak union, the employers initiate an NER in order to involve the whole workforce in the collective agreement. The NER is elected by employees even though it was initiated by the employer. The roles of the two representatives do not differ much, the main function for both being collective bargaining with some provision for information and consultation. Originality/value-The unique situation in Estonia, which is about to change with adoption of EU directive 14/2002/EC, enables the analysis of cases involving two different representative institutions with the same functions in the same company. This provides valuable input for researchers describing in practice the behaviour of representatives and employers in this situation. It also provides East-European policy makers some idea about how policies that address collective bargaining and the involvement of workers should be designed. Introduction CEE countries have diversified the industrial relations systems of the members of the European Union. Traditional single and dual channel representation systems have become complemented by systems that are somewhere between these two options. The current paper aims to analyse specific cases in the Estonian system, where both union and non-union employee representatives (NER) exist in the company. Both have similar rights to represent workers in the processes of bargaining and information-consultation. This situation deserves to be analysed as it is rare in the European context that non-union and union employees have separate representatives in the same company for exactly the same purposes[1]. In a situation where an NER has the same rights and very cursory election rules, employers could use this to conclude a collective contract that guarantees industrial peace, and is favourable to the employer, paying no heed to the employees' opinion. To reflect these concerns, our focus is on studying by whom and how the NER institution was created, and what the rationale and effects of this institution are.

Research paper thumbnail of Õpingute ebaõnnestumise kulud Eestis

Research paper thumbnail of Men and Women in the Estonian Labour Market: An Assessment of the Gender Wage Gap

as from possible discrimination. Although the explained wage gap arises from differences in produ... more as from possible discrimination. Although the explained wage gap arises from differences in productivity, discrimination may also play a role --for example, access to work-related training affects productivity.

Research paper thumbnail of VANEMAEALINE TÖÖJÕUD TÖÖTURUL JA TÖÖELUS

Research paper thumbnail of Men and Women in the Estonian Labour Market: An Assessment of the Gender Wage Gap

as from possible discrimination. Although the explained wage gap arises from differences in produ... more as from possible discrimination. Although the explained wage gap arises from differences in productivity, discrimination may also play a role --for example, access to work-related training affects productivity.

Research paper thumbnail of Ametiühingute mõju töötingimustele Eestis

Research paper thumbnail of Employee workplace representation: an analysis of selected determinants

Väitekirja elektroonilisest versioonist puuduvad publikatsioonid. Vaatamata asjaolule, et ametiüh... more Väitekirja elektroonilisest versioonist puuduvad publikatsioonid. Vaatamata asjaolule, et ametiühingute liikmelisus on maailmas viimasel ajal pidevalt vähenenud, on töötajate esindamist ning sotsiaaldialoogi Euroopa Liidus järjest enam tähtsustatud. Töötajate esindatus töökohas on aluseks töötajate esindusorganisatsioonide kujunemisele. Üleminekuperioodi algusest on peamise töötajate esindusorganisatsiooni, ametiühingute, liikmelisus endistes Balti riikides pidevalt ning väga kiirelt vähenenud. Uuring on nelja Balti riikides töötajate esindust käsitleva artikli kogumik. Käesoleva töö ülesandeks on analüüsida, miks töötajad soovivad olla esindatud ettevõtte tasandil ning millised töötajate suhtumised ning esinduse struktuurid selgitavad esindatuse taset Balti riikides. Töötajate otsus ametiühinguga liituda sõltub sellest, mida oodatakse, et ametiühing on võimeline saavutama ja ametiühingu võime midagi saavutada sõltub sellest, kui paljud inimesed osalevad. Indiviidi tasandi andmete p...

Research paper thumbnail of How flexible are labour markets in the CEECs? A macro level approach

Transfer: European Review of Labour and Research, 2003

Research paper thumbnail of Who uses employee financial participation in an adverse environment? The case of Estonia

This article focuses on profit-sharing and employee share ownership practices, with the aim of an... more This article focuses on profit-sharing and employee share ownership practices, with the aim of analysing the effect of company size and industry on financial participation, as well as the substitution or complementary effect of other direct and indirect participation methods adopted in Estonian
private companies. The article uses survey data from more than 900 Estonian companies obtained via telephone interviews in 2011. The results indicate that share ownership is more common in micro enterprises, but contrary to expectations the incidence of employee financial participation is no higher in knowledge intensive sectors. The results also show that financial participation has different complementarities depending on the scheme. It seems that profit-sharing is part of the ‘package’ of employee participation, but this does not apply to employee share ownership. The article challenges the common understanding that certain innovative service sectors and bigger companies are more inclined to adopt employee financial participation; and raises doubts about the presumed
development towards a higher degree of financial participation in Eastern European countries.

Research paper thumbnail of Estonian Social Dialogue in the Context of European Employment Strategy

Research paper thumbnail of Migration intentions of health care professionals: the case of Estonia

New patterns of labour migration in …, 2004

... The preference of Finland comes from the geographical, linguistic and cultural closeness to E... more ... The preference of Finland comes from the geographical, linguistic and cultural closeness to Estonia. ... According to this indicator migration potential among nurses is larger than among doctors. When considering also those who do not have plans to go abroad (setting their ...

Research paper thumbnail of Beyond flexibility: reallocation of responsibilities in the case of telework

Based on eight in-depth case studies, this paper argues that telework transfers bigger (and legal... more Based on eight in-depth case studies, this paper argues that
telework transfers bigger (and legally unbinding) responsibility
to employees whereas both employees and employers accept it. This is likely due to the fact that adoption of telework alters
some aspects of psychological contract between employees and employers.

Research paper thumbnail of Employee ‘voice’ and working environment in post-communist New Member States: an empirical analysis of Estonia, Latvia and Lithuania

Industrial Relations Journal, 2008

This article examines employee 'voice' in workplace health and safety in three Baltic New Member ... more This article examines employee 'voice' in workplace health and safety in three Baltic New Member States by means of a cross-national survey. The data point to unresolved problems of voice in the context of rather poor working environments. These present opportunities for collective renewal by trade unions, but paradoxically are more likely to be addressed by employers in the context of significant labour shortages created by a post-European Union accession labour 'exit'.

Research paper thumbnail of Employee participation: case study of Estonian companies

Research paper thumbnail of Two representatives but no representation: cases from Estonia

Employee Relations, 2008

Purpose-The purpose of this paper is to discover how non-unionised representatives (NERs) are cre... more Purpose-The purpose of this paper is to discover how non-unionised representatives (NERs) are created and what their role is in comparison to unionised representation. The authors aim to analyse why the institution of non-unionised employee representation is created if its functions overlap with those of the unions, including the functions of collective bargaining and information-consultation. Design/methodology/approach-The case study involves interviews with representatives and executive directors, as well as a survey of the employees of two companies. Findings-The results show that when there is a weak union, the employers initiate an NER in order to involve the whole workforce in the collective agreement. The NER is elected by employees even though it was initiated by the employer. The roles of the two representatives do not differ much, the main function for both being collective bargaining with some provision for information and consultation. Originality/value-The unique situation in Estonia, which is about to change with adoption of EU directive 14/2002/EC, enables the analysis of cases involving two different representative institutions with the same functions in the same company. This provides valuable input for researchers describing in practice the behaviour of representatives and employers in this situation. It also provides East-European policy makers some idea about how policies that address collective bargaining and the involvement of workers should be designed. Introduction CEE countries have diversified the industrial relations systems of the members of the European Union. Traditional single and dual channel representation systems have become complemented by systems that are somewhere between these two options. The current paper aims to analyse specific cases in the Estonian system, where both union and non-union employee representatives (NER) exist in the company. Both have similar rights to represent workers in the processes of bargaining and information-consultation. This situation deserves to be analysed as it is rare in the European context that non-union and union employees have separate representatives in the same company for exactly the same purposes[1]. In a situation where an NER has the same rights and very cursory election rules, employers could use this to conclude a collective contract that guarantees industrial peace, and is favourable to the employer, paying no heed to the employees' opinion. To reflect these concerns, our focus is on studying by whom and how the NER institution was created, and what the rationale and effects of this institution are.