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ABSTRACT In 2013 the UK government introduced a household benefit cap to restrict the benefit income of its poorest people. Although taking different forms, such restrictions are not new there. Drawing upon files held at the UK's National Archives, this article focuses upon the years 1935 to 1975 during which the main benefit restriction that operated was the wage stop. The wage stop affected claimants categorised as unemployed. As the article demonstrates, those claimants not expected to do wage‐labour, such as lone mothers and sick people, could also have their benefit limited, though not via the wage stop. The article examines these benefit restrictions through notions of discretion. In doing so, it engages with the misconception that the wage stop was wholly discretionary. And through discussion of the main decisions that were embedded in discretion demonstrates how the discretionary potential to mitigate the impact of benefit restrictions, was often constrained by broader state concerns with labour and social discipline. Consequently, the potential positive use of discretion was limited by a desire not to incentivise behaviours and lifestyles deemed problematic. Hence, like the operation of today's benefit cap, wage‐stopped households faced lives marked by poverty, by, for example, poor diets, and inadequate clothing and essential household items. [ABSTRACT FROM AUTHOR]

Environmental, Social, and Governance (ESG) is closely related to commercial banks' promotion of "dual-carbon" goals and the concept of sustainable development. The impact of ESG performance on commercial banks' support for green innovation remains an issue for in-depth study. This paper studies 36 Chinese commercial banks in China from 2010 to 2021 and finds that the ESG performance of commercial banks can promote green innovation, and this promotion is more obvious when bank remuneration incentives are effective. Meanwhile, this paper verifies the mediating role of the non-performing loan ratio and the Lerner index in it, which provides channel support for ESG to effectively promote green innovation development. This study enriches the existing literature on environmental, social, and governance performance and green innovation in commercial banks and provides new perspectives and directions for future research. [ABSTRACT FROM AUTHOR]

In the Javanese village of Kaliloro, share tenancy in rice cultivation, which was widely predicted to disappear with the Green Revolution, has not declined but expanded since the early 1970s. In this article, building on previous debates on share tenancy, we show how sharecropping has survived and expanded in Kaliloro's generally commoditized agrarian economy. Many share tenancy relationships in Kaliloro link wealthier landowners and landless or near‐landless tenants. But many also occur between households of relatively equal status and between parents and their own children. For both landowners and share tenants, their reasons for reliance on sharecropping over hired labour are complex, going beyond simple comparisons of relative labour costs (to landowners) or labour earnings (to share tenants). The landless and near‐landless are well aware of the exploitative nature of share tenancy, but it remains an important component of their pluriactive livelihoods, even in times of rising farm wage rates, mainly to ensure a supply of rice for domestic consumption. For landowners who are too busy, or unable, to manage cultivation themselves, share tenancy remains the most convenient, effective, and risk‐free labour regime, and mechanism of surplus transfer from direct producer to landowner. [ABSTRACT FROM AUTHOR]

Background: Turnover intention (TI) indicates an employee's intention to depart from their current role within a defined timeframe. In China, the Targeted Admission Medical Education (TAME) program, initiated in 2010, offers tuition-free education to cultivate rural doctors. Despite continuous professional development (CPD) being considered a viable retention strategy, TI of alumni doctors from the TAME program remains high in recent years. This study aims to describe the prevalence of "turnover intention" among alumni doctors of the TAME program doctors in rural placements, and associated factors that predict high turnover intention. Methods: A snowball sampling method was adopted to collect survey responses from 1,369 alumni doctors of the TAME program in Jiangxi Province, China. Based on the survey data, a binary variable was constructed to measure the turnover intention, and multivariate binary logistic regression models were used to investigate the relationship between doctors' turnover intention and demographic characteristics, work environment characteristics, and CPD activities. Results were presented using adjusted odds ratios with 95% confidence intervals. Results: Among the 1,369 alumni doctors of the TAME program surveyed in this study, 392 (28.6%) expressed intentions to leave their current positions. Of the respondents, 620 (45.3%) were female, and 930 (67.9%) were married. Additionally, 1,232 respondents (90%) indicated that their fathers were engaged in farm work. Strong associations with turnover intention were notably found among individuals who had undergone training at a higher-level healthcare institution for more than three months (aOR = 6.810, 95% CI: 3.333 to 13.909, p-value < 0.001), particularly those who had participated in CPD through a graduate degree program (aOR = 1.818, 95% CI: 1.272 to 2.597, p-value < 0.001). Conclusion: Rural doctors in China from the tuition-free medical education program exhibit high turnover intention, especially those in graduate degree programs as CPD. To retain these highly qualified rural doctors, it is vital to offer competitive efficiency wages aligned with their skills and provide ample long-term career growth opportunities within the rural healthcare system. Highlights: Retaining rural doctors in China who graduated from the tuition-free medical education program continues to pose a significant challenge. High turnover intention is particularly prevalent among those enrolled in CPD graduate degree programs. Offering competitive efficiency wages and creating abundant long-term career growth opportunities within the rural healthcare system are essential measures. [ABSTRACT FROM AUTHOR]

The study's aim was to explore the prevalence of precarious employment (PE) in Wales prior to the COVID-19 pandemic and examine associations with PE domains across socio-demographics and self-reported health. A cross-sectional design was used to explore the prevalence of PE in Wales prior to the COVID-19 pandemic, in February 2020. Data were collected from a national household survey carried out in May/June 2020, with a sample of 1032 residents in Wales. PE was determined using the Employment Precariousness Scale. Associations between experiencing PE and socio-demographic/health characteristics were examined using Chi-squared tests and logistic regression models (multinomial and binary). Overall, before the pandemic, one in four respondents (26.5%) was in PE, with the most prevalent domains, wages, and disempowerment being experienced by at least 50% of respondents. Worse perceived treatment at work was twice as likely in those reporting pre-existing conditions (adjusted odds ratio [aOR]: 2.45 95% confidence interval [CI]: [1.33–4.49]), poorer general health (aOR: 2.33 95% CI: [1.22–4.47]), or low mental wellbeing (aOR: 2.81 95% CI: [1.34–5.88]). Those with high wage precariousness were three times more likely to report low mental wellbeing (aOR 3.12 95% CI [1.54–6.32]). The creation and provision of secure, adequately paid job opportunities has the potential to reduce the prevalence of PE in Wales. Targeting such employment opportunities to those people currently unwell would have better population health gains. [ABSTRACT FROM AUTHOR]

French screenwriters' precarity has been highlighted in a number of different ways in recent years, not least by their efforts to organise and publicise professional abuses. This article will consider the situation of writers and how these are often framed in relation to a cinematic culture rooted in what Jonathan Buchsbaum calls 'a certain idea of film [as] the art form of the twentieth century', an idea that engages with debates on quality as well as authorship. As will emerge, this is also an idea of cinema that many of the screenwriters in question contribute to and defend, even if its emphasis on the director-auteur has implications for their own position and visibility. The article will then turn to recent efforts on the part of French screenwriters working in different sectors of audio-visual and cinematic production to stand up against precarious employment conditions, inadequate remuneration, and what they have described as a systematic downplaying of their role and their work, which have successfully attracted attention from the media but also from professional bodies, notably the CNC. [ABSTRACT FROM AUTHOR]

High turnover among social workers is a long-standing concern. This article explores whether pay satisfaction (PS) influences turnover intention (TI) and whether job satisfaction (JS) mediates this relationship. We also examine whether organizational culture match (OCM) moderates this mediation model. Based on multiple regression model of 5525 Chinese social workers, we found that PS was negatively related to TI and JS mediated this relationship. The effects of such a mediation model were significantly larger when OCM was at a higher level. Findings highlight the need to increase material rewards for social workers and to build organizational culture supporting personal psychological needs. [ABSTRACT FROM AUTHOR]

Introduction: The United States is the only high-income country without a comprehensive national maternity leave policy guaranteeing paid, job-projected leave. The current study examined associations between maternity leave characteristics (duration of leave, payment status of leave) and postpartum depressive symptoms. Methods: This study used a sample of 3,515 postpartum women from the New York City and New York State Pregnancy Risk Assessment Monitoring System (PRAMS) from 2016 to 2019. We used logistic regression to examine the association of leave duration and payment status with self-reported postpartum depressive symptoms between 2 and 6 months postpartum. Results: Compared to having at least some paid leave, having unpaid leave was associated with an increased odds of postpartum depressive symptoms, adjusting for leave duration and selected covariates (adjusted odds ratio [aOR] = 1.41, 95% confidence interval [CI]: 1.04–1.93). There was no significant difference in postpartum depressive symptoms between those with partially and those with fully paid leave. In contrast to prior literature, leave duration was not significantly associated with postpartum depressive symptoms (aOR = 0.99, 95% CI: 0.97–1.02 for each additional week of leave). Discussion: This study suggests that unpaid leave is associated with increased risk of postpartum depression, which can have long-term health effects for both mothers and children. Future studies can help to identify which communities could most benefit from paid leave and help to inform paid leave policies. Significance: What is already known on this subject?: Postpartum depression can have long-term consequences for maternal and child health. Longer maternity leave duration and paid maternity leave have been linked with better maternal mental health, though more recent studies in the U.S. context are needed. What this study adds?: This study is one of the few investigations of postpartum mental health to examine leave duration and paid leave individually and in combination. We found that mothers with unpaid leave were 40% more likely to experience depression than those with paid leave and that payment status was more important than leave duration. [ABSTRACT FROM AUTHOR]

Although the number of graduates with disabilities is increasing worldwide, few studies have examined their transition to employment. This study analysed the difficulties they find in their labour insertion compared with their peers without disabilities and offers proposals to improve their employability. We used a representative sample of Spanish graduates, with and without disabilities. Our results showed that the main problem for graduates with disabilities is their access to the labour market. There is, however, no evidence of differences in the quality of employment between graduates with and without disabilities. We found that the difficulties in accessing employment among graduates with disabilities are related to discriminatory institutional factors in the labour market. Therefore, it is important to implement policies focused on the removal of institutional barriers that may prevent employers from hiring graduates with disabilities. Our results provide empirical evidence for policies that can improve their employability. Points of interest: In recent decades, there has been a significant increase in the number of people with disabilities enrolled in higher education programs. This study compares the employability and job quality of Spanish university graduates with and without disabilities. The results showed that Spanish graduates with disabilities struggle to find work. However, once employed, their jobs are of similar quality to those without disabilities. This research proves that differences in employability between graduates with and without disabilities are mainly due to discriminatory factors and not differences in skills. Evidence shows that providing employment support and personalised job search assistance can aid in removing discrimination against graduates with disabilities. Promoting temporary, part-time, or self-employment for graduates with disabilities can also ease their access to the labour market by adapting employment to their special needs. [ABSTRACT FROM AUTHOR]

Introduction/Objective: The purposes of this study were to determine the presence of burnout in physical therapists and physical therapist assistants, examine differences in burnout between demographic groups, and explore circumstances that contribute to and alleviate burnout. Methods: A cross-sectional survey consisting of demographic questions, the Maslach Burnout Inventory, and open-ended questions was conducted within two health systems. Descriptive statistics and nonparametric tests were used to analyze responses to close-ended questions and to examine differences between groups. Thematic analysis was used to analyze open-ended questions. Results: In total, 202 individuals participated in the study; 146 participants responded to at least one open-ended question (72.3%). Participants, regardless of demographic characteristic, demonstrated at least some degree of burnout on each subscale. Ten major themes emerged from analysis of circumstances that contribute to and alleviate burnout: 1) workload; 2) schedule; 3) work-life balance; 4) care continuum; 5) coping/morale; 6) team dynamics and resources; 7) psychological or emotional burden; 8) compensation and recognition; 9) physical therapy as a profession; and 10) COVID-19. Conclusion: Burnout is present within physical therapists regardless of demographic group. Understanding circumstances that contribute to and alleviate burnout is an important first step to develop and research strategies to address these circumstances to positively impact the provider, patient, and the healthcare system. [ABSTRACT FROM AUTHOR]

The healthcare sector is ubiquitously plagued by workforce shortages in economies around the globe. The fragility of this structural shortage becomes apparent when external shocks, such as the COVID-19 pandemic, exacerbate the lack of workers in clinical practice. In this article, we summarize current trends in healthcare workforce development across the globe, review theoretical concepts of workforce shortages, and discuss policies to address them. In practice, developed countries often address workforce shortages with targeted migration policies. However, targeted workforce migration policies only intensify workforce shortages in low-and middle-income countries. Theoretical macroeconomic models suggest that supply shortages may result from too low wages, supply lagging behind demand, and social perception. Changes in the wage rate cannot sufficiently increase the supply of health professionals as scholars find inelastic wages for physicians and nurses. Nonpecuniary factors such as working conditions, job satisfaction, and intrinsic motivation are at least equally important as financial incentives. In conclusion, increased wages can only be part of a heterogeneous policy plan to address shortages. Migration and retirement levels of health professionals can temporarily mitigate workforce shortages but rarely change the underlying systemic issues. Increasing the number of places available in medical and nursing schools while also improving, both, financial and nonfinancial incentives for employees are long-term structural policy options. [ABSTRACT FROM AUTHOR]

This article connects to broader discussions on governance and neoliberal individualisation and advances how activation policies push a focus on labour market participation no matter what the cost – leaving non-citizens vulnerable to exploitative working conditions and termination of their stay permits if they do not participate. This goes along with a responsibilisation of the 'poor migrant', individualising their failure to secure their living that provides crucial momentum to drive them out of the national territory. Pointing to the broader context of intersectional (especially gendered and racialised) inequalities, this contribution concludes that precarity (both material and status-wise) is one of the key results characterising the current welfare governance of non-citizens. [ABSTRACT FROM AUTHOR]

This paper examines geographic differences in the effect of immigration on the wage distribution of native Italian workers. The results suggest an insignificant effect across the wage distribution in northern provinces, but large and significant effects in the lower and middle parts of the distribution in the south. This is entirely because immigration pushed up wages at the lower end of the female wage distribution in southern local areas. This result is consistent with increases in labor market participation of native women that went hand in hand with improvements of women's skills at the bottom of the wage distribution. [ABSTRACT FROM AUTHOR]

Background: With the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity. Method: A cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. Results: The mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01). Conclusions: The study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital. [ABSTRACT FROM AUTHOR]

The labor market’s response to the signaling value of multiple qualifications (bachelor’s and master’s degrees) held by master’s graduates influences labor market efficiency and individual decisions to invest in education. Using data from the ‘Sample Survey of Chinese Higher Education Institutions’ conducted in 2017 and 2019, this study analyzes whether master’s graduates with bachelor’s degrees from elite universities earn salary premiums. The findings indicate that bachelor’s degrees from elite universities provide approximately a 12% salary premium for master’s graduates, attributable to both human capital and labor market signaling mechanisms. When accounting for individual human capital differences, the salary premium is approximately 9.1%. Furthermore, the empirical results show that these premiums are statistically significant only for master’s graduates from elite universities. The distribution of salary premiums exhibits a U-shaped trend, increasing from low to high salary quantiles. The signaling/screening mechanism’s salary premiums rise with starting salaries, while negative signaling effects are observed at lower quantiles. [ABSTRACT FROM AUTHOR]

The aim of this paper is to analyse how the factors remuneration, supervision and board structure influence the good corporate governance of companies in the Spanish Continuous Market. This paper develops, for the first time, an index based on the recommendations defined in the Good Governance Code of Listed Companies. This paper measures remuneration, monitoring and governance structure and employs a multiple linear regression model modelling corporate governance as a latent factor. Based on this model, this research presents empirical evidence of the relationship between corporate governance and the defined variables, considering Spanish Continuous Market firms disaggregated by sector. To date, there are no studies that have taken into account the analysis for all sectors in the same country. Among the conclusions, the research finds that the larger a company is, the better the mechanisms for providing an optimal degree of governance, as is the case in the oil, energy and technology sectors. In another sense, the higher the number of proprietary directors the lower the levels of good governance, mainly in basic materials, industrial, construction and consumer goods and services companies. The empirical results also justify the inclusion of Corporate Governance-related factors in governance regulation. [ABSTRACT FROM AUTHOR]

ABSTRACT Background Methods Results Discussion Community doulas are perinatal health workers who provide peer education, resource navigation, and support during pregnancy, childbirth, and the postpartum period. Evidence suggests that doulas improve the experience of care, reduce cesarean birth, and improve breastfeeding outcomes. However, people with low incomes cannot access affordable community doula support in most states due to lack of insurance reimbursement. To determine the affordability of Medicaid reimbursement for doula services, there is a need to fill a gap in research that employs real‐world data and a return‐on‐investment (ROI) analysis approach.We conducted a ROI analysis from the healthcare perspective of an enhanced community doula intervention, Best Beginnings for Babies (BBB). Healthcare and program cost data were collected alongside clinical outcomes from a randomized controlled trial of routine maternity care at Boston Medical Center with and without BBB. ROI was calculated as the net healthcare savings divided by the investment costs. Post‐COVID‐19 program costing estimates were also performed.Average healthcare costs per patient were $18,969 for the BBB group compared with $20,121 for routine care, a savings of $1,152. BBB program costs were an average of $971 per person. There was an 18% ROI. Lower costs for the birth hospitalization and NICU stays accounted for the largest areas of savings. Per‐person program costs using proposed MassHealth fees produced a positive return on investment, although 2023 hospital doula program wages and salaries did not.The BBB‐enhanced community doula program was cost‐saving to payers and increased access to doula support for low‐income people. Even with post‐COVID‐19 increases in program costs, analysis demonstrated doula support was still financially feasible. This study should reassure budget‐conscious Medicaid payers that doula services are affordable. [ABSTRACT FROM AUTHOR]

AbstractThis study explored the relationship between fear of missing out (FOMO) and student engagement, examined the mediating role of social media engagement, and determined whether action control strategies moderated this relationship. We recruited 400 Taiwanese college students, collecting data on FOMO, student engagement, social media engagement, and action control strategies use. The results revealed that FOMO was negatively related to student engagement, mediated by social media engagement. Students with higher FOMO levels paid more attention to others’ information on social media, which was negatively related to student engagement. Additionally, action control strategies moderated the relationship between FOMO and student engagement. Among students using fewer action control strategies, the relationship between FOMO and student engagement was negative. However, among students using more action control strategies, FOMO was not related to student engagement. Hence, integrating action control strategies into learning may potentially protect against the tendency of FOMO inducing low student engagement. [ABSTRACT FROM AUTHOR]

\nPRACTICE POINTSThere is limited information about how the career choices of social workers, including attaining a license or advanced degree, influence earnings in the profession. This study explored predictors of earnings among recent social work graduates in Alabama. A block regression analysis explored the relationship among degree level, employer practice setting, licensure status, and earnings among 1,863 recent graduates attaining a bachelor’s or master’s degree in social work. Our findings confirmed that having an advanced degree is associated with increased earnings. Employer practice setting was the strongest predictor of earnings. Results provide valuable information about career choices and compensation structures for a growing profession. Though advocating for higher salaries may feel counter to the concept of altruism so deeply and historically embedded in the profession, social workers must, in alignment with the aims of the profession, advocate for higher pay and support public policy related to pay equity, for example, pay transparency.In order to meet the current unmet and future growth needs of the social work workforce, pay differences must be further explored to gain knowledge as to how earnings and personal career choices are connected.Though advocating for higher salaries may feel counter to the concept of altruism so deeply and historically embedded in the profession, social workers must, in alignment with the aims of the profession, advocate for higher pay and support public policy related to pay equity, for example, pay transparency.In order to meet the current unmet and future growth needs of the social work workforce, pay differences must be further explored to gain knowledge as to how earnings and personal career choices are connected. [ABSTRACT FROM AUTHOR]

Introduction: Mental health care is often managed in primary care with limited specialist support, particularly in rural and remote communities. Continuing professional development programs (CPD) can offer a potential solution to further mental health training; however, engaging primary care organizations (PCOs) can be challenging. The use of "big data" to identify factors influencing engagement in CPD programs has not been well studied. Therefore, the aim of this project was to use administrative health data from Ontario, Canada to identify characteristics of PCOs associated with early engagement in a virtual CPD program, Project Extension for Community Healthcare Outcomes (ECHO) Ontario Mental Health (ECHO ONMH). Methods: Ontario health administrative data for fiscal year 2014 was used to compare the characteristics of ECHO ONMH-adopting PCOs, and their patients, to nonadopter organizations (N = 280 vs. N = 273 physicians). Results: ECHO-adopting PCOs did not differ with respect to physician age or years of practice, although PCOs with more female physicians were somewhat more likely to participate. ECHO ONMH adoption was more likely in regions with lower psychiatrist supply, among PCOs using partial salary payment models, and those with a greater interprofessional complement. Patients of ECHO-adopters did not differ on the basis of gender or health care utilization (physical or mental health); however, ECHO-adopting PCOs tended to have patients with less psychiatric comorbidity. Discussion: Models such as Project ECHO, which deliver CPD to primary care, are advanced to address lack of access to specialist health care. These findings support the use of administrative health data to assess the implementation, spread, and impact of CPD. [ABSTRACT FROM AUTHOR]

In 1961, the City of New York, using its eminent domain power, took title to the famed Polo Grounds. In 1967, in the Polo Grounds Area Project II case, the New York Court of Appeals ordered the City to pay millions of dollars in compensation to the site's owners. This Article recalls the much more obscure Polo Grounds Area Project I case. Decided in 1964, it represents the opening act in the legal drama set off by the New York Giants' move to San Francisco. It also provides guidance on three subjects important for practicing lawyers: 1) the correct method of forming a multi-client relationship; 2) the propriety of using market rates to set their fees; and 3) the importance of keeping time sheets. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore the experience of certified registered nurse anesthetists (CRNAs) choosing to quit their primary place of employment. Interpretative phenomenological analysis is the qualitative framework for this study. Ten CRNAs were interviewed about their experience of quitting their job. Interview transcripts were analyzed for common themes. Common themes were the desire for better work-life fit, the impact of stressful work intensity, and exposure to poor leadership. This study suggests that a focus on ensuring job fit for personal goals outside of work may improve CRNA retention. This study also provides practice implications for hospital leadership, as well as direction for future qualitative and quantitative research. [ABSTRACT FROM AUTHOR]

The article focuses on the declined interest in doing a pediatric residency. Topics discussed include residency characteristics that are important to pediatric residency applicants, factors that could explain why gender diversity and research emphasis are less valued during the pediatric residency application process, and reasons for the decreased interest in pediatric subspecialties in the length of training.

This study examines the effects of compensation and work-related stress on employee retention, with job satisfaction acting as a mediating factor within Indonesia's guarantee company sector. A quantitative approach was used, involving 216 permanent employees from guarantee companies who had been employed for at least one year. Data was gathered through an online survey using a 5-point Likert scale, and analysis was conducted with SMART PLS. The findings reveal that compensation has a positive impact on job satisfaction, while work stress negatively affects it. Additionally, job satisfaction significantly boosts employee retention. Interestingly, the direct influence of compensation and work stress on employee retention was not statistically significant. However, job satisfaction strongly mediates the relationship between compensation and employee retention (suggesting a positive mediation) as well as the relationship between work stress and employee retention (indicating a negative mediation). These results provide valuable insights into the factors affecting employee retention in the guarantee industry and offer practical suggestions for organizations aiming to improve their retention strategies. This research uniquely integrates compensation, work stress, job satisfaction, and employee retention into one framework, particularly within the less-explored context of the guarantee sector. [ABSTRACT FROM AUTHOR]

This research investigates the relationship between compensation, physical work environment, and organizational climate with the work motivation and performance of labor employees in DKI Jakarta. Using quantitative methods and a cross-sectional descriptive approach, data was collected from 340 respondents via an online questionnaire. The results of analysis using Structural Equation Modeling (SEM) show that the physical work environment and organizational climate have a significant positive influence on employee performance, while compensation does not have a significant influence. However, work motivation is proven to have a significant positive influence on employee performance. These results imply that it is important for companies to pay attention to the physical work environment, organizational climate, and work motivation to improve employee performance. Suggestions for further research include increasing exploration and adding mediating variables [ABSTRACT FROM AUTHOR]

Introduction: Employment rates for people aged 65 and over have been changing rapidly in many countries, but little is known about associations of employment status with mental health status and their stability over time. We therefore investigated mental health associations with employment status in 65–74‐year‐olds in three national samples. Methods: The data for these analyses were drawn from three national surveys of psychiatric morbidity among adults in England living in private households carried out in 2000, 2007, and 2014. Employment status was the primary exposure of interest. Common mental disorder (CMD) and constituent symptoms were ascertained identically in the three surveys from the revised Clinical Interview Schedule. Covariates included identical demographic, social and physical health measures. Results: A significant association between non‐employment and CMD was present in 2007 (odds ratio 2.66 [95% CI: 1.02–7.83]) but there was no significant association between non‐employment and CMD in 2000 or 2014. The largest attenuation in the association between non‐employment and CMD was seen when adjusted for physical health related factors. In combined samples, non‐employment was most strongly associated with self‐reported cognitive difficulties (OR 1.25, 1.01–1.61), depressive ideas (1.30, 1.01–1.67), worry (1.30, 1.01–1.68), and anxiety (1.27, 1.00–1.64) as constituent CMD symptoms. Conclusion: Evidence is still unclear whether employment after statutory retirement ages is associated with better mental health, and associations may be symptom‐specific. In the light of policies to encourage older workers to remain active in the labour market, more research is needed into the interrelationships between paid work and mental health, as well as other outcomes. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the study is to explore how socioenvironmental factors may potentially impact health outcomes across different groups of health workers (HWs). Method: Data from the California Healthy Places Index (HPI) and administrative dataset including 12,715 HWs were analyzed using analysis of variance and two-step cluster analysis to evaluate variations in socioenvironmental factors across 11 HW job categories. Results: While physicians had the highest average HPI percentiles (69th percentile) across almost all HPI components, the lower-wage HWs consistently ranked below the state average (50th percentile). Overall, the HPI percentile was lowest for environmental living conditions and pollution for all HCWs (30th percentile). The education (52nd percentile) and economic components (59th percentile) were higher than the state average. Conclusions: The findings from this highlight the importance of socioenvironmental determinants of health-informed employee wellness programs and research studies. [ABSTRACT FROM AUTHOR]

The article deals with the billing of an initial examination in the hospital when a stationary treatment is rejected against medical advice. It discusses whether billing for pre-stationary treatment without admission is legally permissible. It also addresses the legal regulations and contracts related to the remuneration of hospital services. It is determined that the claim for remuneration of a stationary treatment is dismissed because there is no effective legal basis. [Extracted from the article]

The article deals with the differential cost regulation according to § 106 para. 2a sentence 1 SGB V and an arbitration decision of the Federal Arbitration Board, which was challenged by the National Association of Statutory Health Insurance Physicians. The appeal of the clinic is unsuccessful, as the arbitration decision is lawful and the clinic's rights are not violated. It is discussed whether billing without a prescription from a contracted physician is permissible if the patient autonomously rejects inpatient treatment. It is determined that such a regulation violates the law and no separate remuneration is provided for an admission examination. [Extracted from the article]

Purpose: The article aims to describe the role of training and examines the impact on the wages of university and college graduates. Design/methodology/approach: We use nationwide administrative data on university and college graduates in 2019. The population includes 1.3 million observations, of which 222,000 (∼16%) received training after graduation from an educational institution (from July 2019 to 2022). We used OLS and the "difference-in-differences" methods to estimate the returns to training. Estimates obtained using the DID method turned out to be several times smaller because they consider unobserved characteristics (abilities). Findings: We obtained several key findings. First, the participation of graduates in training is high, despite their recent education. Second, undergoing training is conditional on the existence of wage returns. The results show a wage premium of 17.8% (OLS method) and 2.0% (DID method). Third, graduates from nonselective universities (with low state exam score) try to participate more actively in training to acquire missing knowledge and skills. The wage premium for graduates from nonselective universities is 19.1% (OLS method) and 5.1% (DID method). Fourth, there is a high return to training for graduates from socially relevant fields (education and healthcare), where training is regular and mandatory. Originality/value: This paper is one of the first to estimate the involvement and returns to training for graduates using nationwide administrative data in Russia. [ABSTRACT FROM AUTHOR]

Objective: This study assesses the prevalence, usage, and impact of remote/hybrid work in academic health science libraries in 2022 and 2023. Due to differences in survey distribution, we focus primarily on the results of the second survey. Methods: Researchers surveyed administrators at Association of Academic Health Sciences Libraries (AAHSL) member libraries in the United States in March 2022 and library staff at academic health sciences libraries in March 2023. Results: The first survey received 71 responses that met inclusion criteria. Ninety-five percent of respondents indicated that remote/hybrid work was allowed in their libraries. Majorities indicated that remote/hybrid work had a positive impact on morale (86%), recruitment (53%) and retention (67%). The second survey received 383 responses that met inclusion criteria. 78% of respondents indicated they were allowed to work remotely, and majorities indicated remote/hybrid work positively impacted work/life balance (75%), morale/job satisfaction (69%), likelihood of staying at their current institution (64%), and productivity/overall effectiveness (58%). Respondents were less likely to accept a fully onsite (45% unlikely) or fully remote (20% unlikely) position than a hybrid one (1% unlikely). In a list of 9 factors associated with recruitment, retention, and job satisfaction, only salary and benefits ranked higher than remote/hybrid work. Conclusions: Remote/hybrid work is common in academic health science libraries and highly valued by employees. While not without challenges, remote/hybrid work appears to be a valuable tool to support recruitment, retention, and job satisfaction of workers in academic health sciences libraries. The findings of this study can inform library decision makers about future use of remote/hybrid work. [ABSTRACT FROM AUTHOR]

Despite significant historical progress toward sex/gender parity in employment status in the United States, women remain more likely to provide domestic labor, creating role competition which may increase depression symptoms. Pro-family employee benefits may minimize the stress of competing roles. We tested whether depressive symptoms were higher among women with competing roles versus without competing roles and whether this effect was greater among women without (vs with) pro-family benefits. Data included employed women (n  = 9884 person-years) surveyed across 4 waves (2010, 2015, 2017, and 2019) of the National Longitudinal Survey 1997. Depression symptoms were measured with the 5-item short version of the Mental Health Inventory (MHI-5). The effect of interaction between competing roles and pro-family employee benefits on depressive symptoms was also compared with that of non–family-related benefits, using marginal structural models to estimate longitudinal effects in the presence of time-varying confounding. MHI-5 scores were 0.56 points higher (95% CI, 0.15-0.97) among women in competing roles (vs not). Among women without pro-family benefits, competing roles increased MHI-5 scores by 6.10 points (95% CI, 1.14-11.1). In contrast, there was no association between competing roles and MHI-5 scores among women with access to these benefits (MHI-5 difference = 0.44; 95% CI, −0.2 to 1.0). Results were similar for non–family-related benefits. Dual workplace and domestic labor role competition increases women's depression symptoms, though broad availability of workplace benefits may attenuate that risk. This article is part of a Special Collection on Mental Health. [ABSTRACT FROM AUTHOR]

The article discusses research aimed at examining the efficiency and cost-effectiveness of a patient-care model called Partners in Care (PIC). Cited are the description of the PIC quality improvement (IC QI) model used in the study, the length of model implementation, unique contextual elements, and organizational activities that influenced outcomes, and the implications of designing and implementing new patient-care delivery models.

In racial capitalism, employers increase their profit by recruiting “cheap labor,” who are typically racialized minorities. States and employers govern these workers by carceral means, variously confining them, extracting their labor, and ensuring that they remain docile enough not to protest and demand better wages and rights. But how are workers—who draw high wages yet experience labor devaluation or “cheapening”—governed? Based on interviews and participant observation, I study Indian immigrant tech workers in the United States. To distinguish their class position, I characterize them as “high‐income cheap labor” and contend that these workers are governed by “covert carcerality”—where the material privilege of high income and documented migration make their labor devaluation by carceral means insidious. I identify three mechanisms of covert carcerality—neutral enclosures, informalization, and restricted family formation. The covert carcerality of high‐income cheap labor reveals the class‐based variations of carceral labor governance in neoliberal capitalism. [ABSTRACT FROM AUTHOR]

In 2017 the Scottish Government passed the Child Poverty (Scotland) Act with the commitment to significantly reduce the relative child poverty rate from the current prevailing level of around 25% to 10% by 2030/31. In response, the government introduced the Scottish Child Payment (SCP) that provides a direct transfer to households at a fixed rate per eligible child – currently £25 per week. In this paper we explore, using a micro to macro modelling approach, the effectiveness of using the SCP to achieve the Scottish child poverty targets. While we find that the ambitious child poverty targets can technically be met solely using the SCP, the necessary payment of £165 per week amounting to a total government cost of £3 billion per year, makes the political and economy-wide barriers significant. A key issue with only using the SCP is the non-linearity in the response to the payment; as the payment increases, the marginal gain in the reduction of child poverty decreases – this is particularly evident after payments of £80 per week. A 'policy-mix' option combining the SCP, targeted cash transfers and other policy levels (such as childcare provision) seems the most promising approach to reaching the child poverty targets. [ABSTRACT FROM AUTHOR]

How does work come to be constructed as a service to the worker? In the United States, the payment of subminimum wages to disabled workers has been legal since 1938 and was entrenched by 1986 legislation eliminating the previously mandated floor of 50 percent of the minimum wage. This article draws on primary historical materials to explain the passage of these amendments, which I analyze as a case of delaborization, a process through which work is mystified as such and reclassified as something else (e.g., service). I find that the managers of segregated workshops for disabled manual laborers rose to control disability employment policy in the aftermath of deinstitutionalization. Professionals mobilized disability stigma to frame the subminimum wage as a social welfare issue subject to their expertise and to lobby successfully for its entrenchment. Weaknesses in the disability–labor coalition enabled this seizure of jurisdiction. This research illuminates professional expertise, the withdrawal of labor unions, and identity-based stigma as major mechanisms driving delaborization, an important contemporary influence on the organization of work. The case of the subminimum wage thus develops sociological literatures on labor, disability, and politics. [ABSTRACT FROM AUTHOR]

Grounded in the psychology of working theory, the link between economic constraints and decent work is well established. However, previous studies did not incorporate a developmental framework when examining this relationship. Drawing on a life history perspective, this study explored how childhood socioeconomic status (SES) is associated with well-being through decent work. We adopted a dual-contextual approach, examining the interaction between childhood SES and current job insecurity as a predictor of decent work and well-being. Using data collected from 417 workers in South Korea, we tested a moderated mediation model. The results revealed significant indirect relationships between childhood SES and job and life satisfaction through decent work, particularly among individuals with higher job insecurity. Notably, these findings remained significant even after controlling for participants' current SES. Overall, our findings suggest that in contexts where job insecurity is prevalent, an individual's childhood SES is distinctly associated with decent work and well-being, independent of their current SES. Public Significance Statement: This study suggests that lower childhood socioeconomic status is linked to difficulties in accessing decent work and decreased job and life satisfaction, especially when job insecurity is high. This highlights the importance of implementing interventions to reduce job insecurity and alleviate the adverse effects of childhood economic constraints. [ABSTRACT FROM AUTHOR]

The article summarizes the book "El camino obrero. Historia del sindicalismo mexicano, 1907-2017" by Saúl Escobar Toledo, highlighting the importance of unionism in Mexico and the need to understand its history in order to understand the present. It mentions the absence of the labor movement in national recovery projects and how improvements in wages and labor legislation have not been the result of pressure from organized workers. The book covers different periods in the history of the labor movement in Mexico, from 1915 to 1982, and analyzes corporatism, repression, and violence imposed on workers. It also addresses the arrival of neoliberalism, labor reforms, and union resistance. The author emphasizes the importance of building a unionism that responds to the country's needs. [Extracted from the article]

This paper takes up the classical scheme regarding the problems of distribution, accumulation, and growth, first in a closed economy, and then in an open one. It seeks to update such a theory in the light of modern knowledge and to see to what extent it can help to understand contemporary problems in different geographical territories of the world, in particular concerning subsistence wage levels in a scenario of unlimited labour supply. [ABSTRACT FROM AUTHOR]

This paper discusses a reinterpretation of the role played by micro-units (i.e., the set of own-account workers, unpaid family workers, and wage workers in units of less than five workers) in contemporary capitalism, through the combined use of the notions of the reserve army of labor and the petty commodity production. Statistics from Mexico show that there are flows between this sector, medium and large units, unemployment, and inactivity so that their intersection with the reserve army of labor is verified. [ABSTRACT FROM AUTHOR]

Financial relationships between physicians and the health care industry sometimes lead to conflicts of interest and need to be properly managed. Using the Open Payments Database between 2013 and 2021, this cross-sectional analysis examined the industry payments made to physicians whose primary specialty was pediatrics. Descriptive analyses were performed for the payment data overall and other pediatrician demographics. Of 99 764 eligible pediatricians, 59 984 (60.1%) received a total of $297 million (12.8%) in general and $2 billion in research payments over the 9 years. Median 9-year per-physician payments were $288 (interquartile range [IQR]: $88-$958) in general and $65 343 (IQR: $16 763-$255 208) in research payments. Male pediatricians were 1.06 (95% CI: 1.05-1.09, P <.001) and 1.56 (95% CI: 1.49-1.65, P <.001) times more likely to receive general and associated research payments than female pediatricians, respectively. The number of pediatricians receiving general payments annually decreased by 1.5% (95% CI: −1.7% to −1.4%, P <.001). [ABSTRACT FROM AUTHOR]

Most education systems have set a minimum age until which students must stay at school. In the case of Spain, students can drop out the same day they reach that age, even without finishing that academic year. In the present research work, we intend to analyse the influence of early dropout on later life outcomes for the Spanish population, i.e. literacy and numerical skills and earnings. In order to do this, we employ PIAAC 2012 data and a fuzzy regression discontinuity design, focusing on a transition period between education laws: a first period without minimum dropout age and a second period (law approved in 1970) which obligated students to be at least 14 years-old to dropout. Our results show, for this particular cohort of the Spanish population, that dropping out is substantially negatively associated with literacy and numerical skills in around 1.5 standard deviations, while it did not influence future earnings. [ABSTRACT FROM AUTHOR]

Objective: The nutritional status of seasonal migrant agricultural workers is negatively affected by problems with working conditions, wages, accommodations, and living conditions. This study aimed to investigate the living conditions, dietary habits, and food consumption frequency of seasonal migrant agricultural workers in Turkey. Methods: This descriptive, cross-sectional study was conducted in July and August 2022 in the neighborhoods of Akçadağ district in Malatya Province, Turkey. The sample of the study consisted of 262 seasonal migrant agricultural workers aged 15 and over who came to the region for the apricot harvest. The data were obtained using the face-to-face interview technique via a two-part questionnaire including questions on socio-demographic characteristics, living conditions, dietary behaviors and food consumption frequency. Results: The mean age of the seasonal migrant agricultural workers was 24.16 ± 0.75, and they worked 12.01 ± 0.10 hours per day on average. It was determined 74.8% of the workers had access to clean water, and 50.4% did not think they had an adequate and balanced diet. It was found only 57.3% of the workers had a normal body mass index, 80.2% never ate fish, 53.8% never ate red meat, and 67.2% never drank milk, while only 34.4% were able to eat seasonal vegetables. Conclusion: The findings of the study show that seasonal migrant agricultural workers in Turkey do not have suitable conditions in terms of food and accommodations, and their working conditions, wages, and health conditions are inadequate. These deficiencies have a negative effect on workers' quality of life and health status. [ABSTRACT FROM AUTHOR]

The article is focused on what it terms a conflictual distributional approach to inflation and economic activity. It presents a brief discussion of the relationships between conflictual approaches and the mainstream approaches. It then makes some remarks on the macro-economic and micro-economic aspects of the analysis of inflation and the role of money. Analyses of price setting and wage determination are brought together to provide employment and real wage levels whereby claims on income are mutually consistent. The framework is utilised to discuss sources of inflationary pressure and the roles of capacity and demand. [ABSTRACT FROM AUTHOR]

This paper conducts a systematic comparison of two main textbook variants within the Kaleckian tradition of post-Keynesian conflict inflation and distribution theory: the Blecker and Setterfield (2019) and Lavoie (1992; 2022) (BSL) model based on Dutt (1987), and the Hein (2023a) and Hein and Stockhammer (2011) (HS) model founded on Rowthorn (1977). Focusing on a basic closed economy framework sans government, we explore various iterations of each approach. Our analysis reveals that disparities chiefly centre around the treatment of price inflation expectations ('indexation') and the incorporation of bargaining power in wage- and price-inflation equations. BSL variants generally yield stable price Phillips curves, stable distribution and employment curves, and hence stable equilibria. Only the BSL-3 variant with complete indexation and complete pass-through generates shifting Phillips and employment curves, implying instability. It is thus similar to the HS-0 approach, which has bargaining power and complete indexation representing adaptive expectations in wage inflation and incomplete pass-through in price inflation. Introducing a workers' wage share target directly into the wage-inflation equation, but keeping full indexation/adaptive expectations in wage inflation and incomplete pass-through in price inflation, allows for stable and even flat Phillips curves, stable distribution and employment curves, and hence stable equilibria in the HS approach. [ABSTRACT FROM AUTHOR]

This article develops ideas contained in a previous paper on conflict inflation (Rowthorn [1977]. 'Conflict, Inflation and Money.' Cambridge Journal of Economics 1 (3): 215–239). It begins with a summary of that paper, stressing the importance of staggered markets, conflicting aspirations and unanticipated inflation. It then examines three recent articles that share a similar perspective. In the light of this discussion, it makes some general observations about the nature of conflict inflation. Finally It concludes with an application of conflict theory to the recent cost of living crisis in the UK. It argues that private companies have used their market power to defend their profit margins and ensure that the entire burden of higher world prices is borne by consumers, in particular wage and salary earners. [ABSTRACT FROM AUTHOR]

The employment of migrant care workers provides a remedy to face the challenges of increased demand for care of older adults. A scoping review aimed to identify, categorize, and summarize the existing knowledge about migrant care workers' working experiences in long-term care facilities. Identifying gaps in the literature can inform future research. Five electronic databases were searched in April 2024 in addition to a manual search for articles published in English. Forty-five articles were reviewed. A few studies described migrant care assistants' main tasks as assisting physical care and care assistants' characteristics grouped into personal and acquired qualities to provide good quality care. Migrant care workers experienced work satisfaction, achievement, adaptability and adjustment, organizational support, work burden, sense of loneliness, low wages, low social status, and loss of profession. They faced challenges involving inadequate knowledge of palliative care, communication and language barriers, cultural and religious differences, and health concerns. Friendly and discriminatory relationships were found between migrant care workers and stakeholders. Existing evidence regarding the experiences of migrant care workers in delivering palliative care to dying residents or facilitating death preparation is limited. Additionally, there is a notable absence of data from the perspectives of employers and residents on discrimination issues. Further research is necessary to investigate these areas. [ABSTRACT FROM AUTHOR]

In the past two decades, model averaging has attracted more and more attention and is regarded as a much better tool to solve model uncertainty than model selection. Compared with the conditional mean regression, the quantile regression serves as a robust alternative and shows a lot more information about the conditional distribution of a response variable. In this paper, we propose a jackknife model averaging procedure that chooses the weights by minimizing a leave-one-out cross-validation criterion function for mixed-data kernel-weighted spline quantile regressions that contain both continuous and categorical regressors when all candidate models are potentially misspecified. We demonstrate the JMA estimator is asymptotically optimal in terms of minimizing the out-of-sample final prediction error. Simulation experiments are conducted to assess the relative finite-sample performance of the proposed JMA method with respect to other model selection and averaging methods. Our JMA method is applied to the wage and house datasets. [ABSTRACT FROM AUTHOR]