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Objectives: Prevalence of work-related musculoskeletal disorders (WRMSDs) among general dental practitioners and orthodontists is approximated to range between 64% and 93%. Etiology of WRMSDs in the mentally and physically demanding occupation remains unclear, for which reason the aim of the study was to clarify the interplay of physical, psychological, and mental factors on WRMSDs. Method and materials: Of 94 orthodontists and 187 general dental practitioners (mean age = 35years) questioned using an online survey, 84% reported persisting tension or pain in the back, neck, or shoulders. While 71% of females were employed (29% self-employed), only 39% of male participants were employed. Cluster analysis was used to characterize dental practitioners according to their movement profile and the moderating effect of stress on certain WRMSDs. Results: Three movement profiles of general dental practitioners and orthodontists were significantly predictive of WRMSD. The minority could be characterized as healthy (n=45), whereas twice as many reported nearly twice as much pain (n = 90). Stress proved to be a strong, significant moderator of WRMSDs in relation to sex, employment status, and body mass index. Conclusion: The prevalence of WRMSDs found was alarming. Given the feminization of dentistry, and that being female, stressed, and an employee (rather than self-employed) is a significant predictor of WRMSDs, this represents a danger to the German health system. [ABSTRACT FROM AUTHOR]

The article explores the urgent aspects of remote employment as one of the forms of non-standard employment in contemporary conditions. At first glance, this type of employment offers more flexibility and independence, but in reality, it is associated with numerous challenges and issues. One of the most important aspects is the need for more detailed regulation and governance of remote employment. Adherence to universally recognized labor rights is essential, as the lack of physical contact can lead to various violations in the labor sphere. The current state of legislation has been analyzed and key aspects of problems that need to be resolved to ensure an adequate level of legal protection for employees have been identified. The article particularly expresses the opinion that the existing regulatory legal acts governing the order of remote employment are outdated. Current statistical data and sociological research emphasizing the importance of developing the legislative framework in this area are taken into account. This indicates the necessity for updating these regulations in line with modern realities and challenges posed by contemporary labor relations. Attention is drawn to the rapid development of the digital economy, which underscores the importance of developing relevant legislation. This will not only ensure the dynamic development of labor relations but also contribute to the preservation of employees' health and safety. Clear regulation of these issues will improve the quality of life for workers and address challenges associated with remote employment. The active participation of Ukrainian companies that implement advanced management practices and experiment with remote employment as one of the alternative for ms of employment was also noted. Additionally, the article examines the advantages and disadvantages of remote employment for both employees and employers, considering their views and interests. In general, the article aims to emphasize the importance of legal regulation of remote employment and its impact on the development of modern labor relations. The authors highlight the need to improve legislation in light of current trends and challenges, which will contribute to the stability and development of the labor market amid ongoing technological transformations. [ABSTRACT FROM AUTHOR]

The article points out that there is a common belief that harassment is sexual harassment, although in reality the term has a much broader meaning. Harassment is a problem of a global nature, which manifests itself in various spheres of social interaction and takes place in the life of every country. It is emphasized that the national legislation of many countries makes it possible to effectively combat harassment at the workplace and prevent this shameful phenomenon. The definition of the concept of harassment and measures to combat it are established in the relevant general anti-discrimination laws, in labor legislation and subordinate legal acts, which contributes to the effective implementation of national state policies on the prevention and counteraction of discrimination in the field of work. Attention is drawn to the fact that currently the term «harassment» is not used in Ukrainian legislation. However, the closest semantic equivalent of this term is the concept of «sexual harassment», the definition of which is contained in the Law of Ukraine «On Ensuring Equal Rights and Opportunities of Women and Men». The legal regulation of anti-harassment, in particular in labor relations, in Ukraine is based on normative legal acts that belong to different branch es of law. It is emphasized that the Code of Labor Laws of Ukraine does not contain direct regulations on the prohibition of sexual harassment (harassment) at the workplace. This Code does not contain special norms that would determine the procedural issues of establishing the fact of sexual harassment, its fixation, proof, investigation and specifics of disciplinary responsibility for committing harassment. Despite the absence of the regulatory concept of «harassment» in Ukrainian legislation, in Ukraine, victims of sexual harassment at the workplace are provided with legal tools to protect their rights and interests. These tools range from filing sexual harassment complaints with authorized entities to criminal prosecution of the perpetrators. The legislation of Ukraine on combating sexual harassment at work is part of the anti-discrimination legislation, which is currently dynamically developing and adapting to modern needs. [ABSTRACT FROM AUTHOR]

The scientific article analyzes in detail the theoretical foundations of social protection of public service workers, which is a key element of ensuring the efficiency and stability of public administration. The author presents a wide range of approaches of scientists regarding the interpretation of the content of social protection and public service, which allows us to identify the main conceptual approaches and their evolution in the scientific literature. A comprehensive study of the constituent elements that determine the specifics of social protection of public service workers was conducted. In particular, such aspects as legal guarantees, material support, ensuring health and safety at the workplace, social insurance, pensions, professional development and other forms of support provided to public service employees to ensure their well-being and effective performance of official duties were considered. The author made a general theoretical characterization of the essence of this legal category, which includes an analysis of its structural elements and their interrelationship. The constituent elements of the essence of social protection of public service workers are disclosed and characterized. An analysis of the legislative acts that guarantee the protection of the rights of public service workers, including their right to fair wages, decent working conditions and social benefits, has been carried out. Mechanisms of material assistance, including wages, bonuses, additional payments and other types of financial support, were studied. An analysis of the social insurance system, which provides medical assistance, insurance in case of illness, accident or disability, was carried out. In addition to theoretical analysis, the article contains practical recommendations for improving the system of social protection of public service employees in the context of modern challenges and reforms taking place in public administration. The importance of creating an effective social protection system for increasing the motivation and productivity of employees, which, in turn, contributes to the general improvement of the functioning of the state apparatus, is highlighted. The scientific article provides a comprehensive analysis of social protection of public service workers, combining theoretical approaches and practical recommendations, which makes it an important contribution to the development of legal scienc e and practice in this area. [ABSTRACT FROM AUTHOR]

This publication is devoted to covering the following issues, namely: what are the inherent features of an employment relationship; what should be understood as self-defense in an employment relationship with an employer; how does the current labor legislation of Ukraine interpret the concept of "reinstatement" and how is an employee reinstated in the presence (absence) o f a court decision. Attention is focused on the fact that in the absence of a clear understanding of what constitutes "labor relations", "self-defense" and "reinstatement" in the current labor legislation of Ukraine, one should be guided by the recommendations of the International Labor Organization and domestic labor scholars, as well as by court practice in resolving labor dispu tes. This leads to the following conclusions: 1) labor relations are the relations between an employee and an employer regarding the performance of certain work for remuneration in accordance with the specialty, qualification or position on the basis of working conditions determined by the employer, provided for by labor legislation, employment contract, collective agreement; 2) self-defense in labor relations is considered to be the refusal of an employee to perform his or her labor duties in order to restore the violated labor right; 3) the right to self-defense is exercised by an employee independently, independently of other employees, and consists of independent active actions to protect their labor rights, life and health without or together with an appeal to the bodies for consideration of individual labor disputes (Commission on Labor Disputes, court) or to the bodies for supervision and control over compliance with labor legislation; 4) reinstatement in the previous job takes place not from the date of the court decision on reinstatement, but from the date of dismissal of the employee, which is declared invalid in accordance with this decision (if the employer reinstates the employee in the previous position without a court decision, the reinstatement also takes place from the date of dismissal); 5) the execution of the court decision is deemed to be completed from the moment the employee is actually allowed to perform his/her previous duties on the basis of the relevant act of the body that made the illegal decision to dismiss the employee; 6) if the reinstated employee is already working in another institution at the time of reinstatement, he/she must terminate the employment contract or enter into a part-time employment contract (unless prohibited by law) with another institution, since the main place of work for him/her is the place of work where the employee was reinstated. [ABSTRACT FROM AUTHOR]

The establishment of a legal, democratic, and social state in Ukraine necessitates updating the doctrinal foundations of labor law in the context of Eurointegration requirements. This article analyzes the specifics of organizing labor relations under martial law based on the review of regulatory acts, scientific sources, and results from legal practice. It has been found that labor freedom implies providing everyone with the opportunity, without discrimination, to enter into labor relations to realize their abilities. The right to work is one of those rights that can be limited for a certain period during martial or emergency situations. It has been established that the introduction of martial law in Ukraine has necessitated amendments to national labor legislation. Provisions of the newly adopted special Law of Ukraine, which defines the organization of labor relations under martial law, take precedence over the codified labor code during the period of martial law. It has been clarified that during the labor activities of individuals subject to compulsory labor, compliance with standards such as minimum wage, minimum vacation time, rest time between shifts, maximum working hours, and consideration of an individual's health condition is ensured. It is noted that the regulation of labor relations under new conditions has revealed problems that hinder the establishment and functioning of an effective system of employer-employee relations. It is important that labor legislation in Ukraine has already undergone changes regarding the organization of labor relations during martial law. The domestic labor market has experienced many changes during the period of martial law, with employers developing new strategies for utilizing hired labor based on flexibility and rapid response to the situation. The practice of applying legal innovations has indicated the need to address issues at the legislative level, which will improve the mechanism for implementing corresponding guarantees for workers and employers. The relevance of this issue also lies in the fact that clarity and definiteness in domestic legislation provide the possibility, in the future, to place relevant compensation payments on the state conducting armed aggression against Ukraine during reparations. [ABSTRACT FROM AUTHOR]

The article explores the modern phenomenon of telecommuting and focuses on the rights of employees who perform their work duties outside the traditional workplace. In today's conditions of globalization and digitization of the economy, more and more employees are interested in remote work mode. This trend is due to both the need to adapt to new working conditions and the desire to ensure flexibility in the performance of work duties. However, despite the growing popularity of remote work, the issue of the rights of remote workers in Ukraine remains insufficiently researched. This article is devoted to the overview and characteristics of the main rights of teleworkers as a guarantee of the unhindered performance of the labor function. The author analyzes the main legislative acts that secure the rights of remote workers, in particular in the context of Ukrainian labor legislation, as well as the Model Labor Contract on remote work, and highlights the key rights that ensure the unhindered performance of the labor function. Special attention is paid to the issue of choosing a workplace together with by comparison with another type of atypical employment -- homework; organization of working hours, material and technical support, as well as general employee rights, such as the employee's right to paid annual leave, wages, the right to provide social guarantees and mandatory social insurance, to be a party to social dialogue, etc. The author also considered the set of rights of a teleworker, which is provided for in a standard telework contract. The article emphasizes the importance of ensuring the rights of teleworkers in order to create an effective, fair working environment and integrate into it an employee who works under an employment contract for telework. The article will be useful for remote workers who want to familiarize themselves with their rights and obligations; employers who seek to organize the effective work of remote teams; lawyers specializing in labor law; civil servants who are engaged in the development of legislation in the field of legal regulation of remote work in Ukraine. [ABSTRACT FROM AUTHOR]

The article analyzes the links between the basic principles of criminal law of Ukraine and the principles governing criminal law protection of professional activities of law enforcement agencies. Special attention is paid to the study of interaction and impact of these principles on law enforcement. The author refers to the contributions of national scholars who have studied the nature of certain principles of criminal law and offers a systematic analysis for further improvement of the regulatory framework. The author emphasizes that modern changes in criminal law should reflect not only historical experience, but also modern challenges that require a deeper understanding and application of the principles of justice, legality, humanism and democracy. The author also emphasizes the need to enshrine the principles in the new edition of the Criminal Code of Ukraine in order to comply with international standards and ensure legal certainty and objectivity of law enforcement. According to the author, there is a need for greater clarity and systematization of the principles of criminal law, and their inclusion in the Criminal Code will help ensure greater transparency and effic iency in their application. The author of the article emphasizes the importance of the principles of criminal law proposed by P.L. Fries, which form the basis for criminal law protection of professional activities of law enforcement agencies, but also emphasizes the possibility of their expansion. In particular, the author proposes new articles for the Criminal Code of Ukraine which include the principles of legality, equality before the law, guilt, justice, individualization of punishment, personal nature of responsibility, humanism, and inevitability of responsibility. The author comes to the conclusion that the principles of criminal law protection of the professional activities of law enforcement agencies are based on constitutional and criminal law principles. The basic principles such as the rule of law, justice, equality before the law, individualization of punishment, and inevitability of liability form the structure of protection of law enforcement officers' rights. An analysis of the principles which are repeated in constitutional and special criminal provisions shows that it is inappropriate to allocate separate principles for law enforcement officers. The author proposes a two-tier system of principles for effective criminal law protection which avoids duplication of categories and ensures systematic and rational law application. [ABSTRACT FROM AUTHOR]

Today, the problem of improving working conditions and improving their organization is quite urgent, in particular, the issue of working conditions for workers with non-standard forms of employment, in particular remote employment, which is gaining importance today, needs to be resolved. The purpose of the article is to study the peculiarities of working conditions for employees with remote employment, to identify problems and to propose ways to eliminate them. It is noted that with the appearance of non-typical (non-traditional) forms of employment on the domestic labor market, both practitioners and scientists are increasingly questioning the employer’s ability to fulfill the duty assigned to him to guarantee employees whose work does not fit into the traditional framework of labor relations, safe and healthy working conditions. Therefore, the employer using this type of employment should also take care of additional protection of employees, in particular, in matters of occupational health and safety, especially today, when the danger is different, external, military. At the same time, analyzing the current labor legislation, it was established that the employer is responsible only for “the safety and proper technical condition of the equipment and means of production, which are transferred to the employee to perform remote work”, and he does not have the obligation to ensure safe and harmless working conditions for the employee. Therefore, supporting other researchers of this issue, it is suggested that among the special conditions of the labor contract on remote work, there should also be a condition on ensuring labor safety, in order to oblige the employer to ensure the safety of the work of employees of the remote form of employment, in particular, to make sure that the assigned work can be performed safely at home by such an employee, has appropriate equipment and tools for safe work at home, received appropriate information, instructions and training (including in the event of an emergency), and also took measures to ensure the physical and psychological well-being of employees. Since remote work should not entail any restrictions on the scope of labor rights of employees, that is, a remote worker should have the same rights and obligations as other employees. [ABSTRACT FROM AUTHOR]

In the article, based on the analysis of national legislation, international documents, national and international judicial practice, the views of scientists, the issue of ensuring the employee’s right to privacy at the workplace is considered. It is noted that today domestic labor legislation does not yet enshrine this right (the employee’s right to privacy at the workplace), which, in turn, contributes to abuse by the employer, and leads not only to an unsatisfactory level of protection of the constitutional right to respect for private life, and in the future may lead to the international recognition of Ukraine as a state that does not provide an adequate level of such protection, particularly in the field of labor. It is emphasized that in the conditions of martial law, the right to privacy may be limited by law in the interests of national security, territorial integrity or public order in order to prevent riots or crimes, to protect public health, to protect the reputation or rights of other people, to prevent the disclosure of information, received confidentially, or to maintain the authority and impartiality of justice. As a result, it was concluded that the right to privacy at the workplace, which should be guaranteed to all employees regardless of the type of employment relationship, industry affiliation or form of ownership of the enterprise, should be established at the legislative level, taking into account international experience and judicial practice. Since the regulation of all aspects of the employee’s right to privacy in the workplace in the Ukrainian legislation will prevent abuse by the employer of employee control measures. In particular, supporting the proposals of other researchers, it is proposed to supplement the Code of Labor Laws of Ukraine with a rule that when concluding, changing and terminating an employment contract, persons entering work and employees are guaranteed the right to privacy regarding their personal and family life. At the same time, the limits, grounds and conditions of the employer’s interference with the employee’s right to privacy must meet three criteria: the legal grounds for the interference, the legitimate purpose of the interference, and the proportionality of such interference to the stated goal. [ABSTRACT FROM AUTHOR]

The article considers some issues related to the bankruptcy of the employer, which arises as a result of his insolvency, in particular, the issue of employee protection. It is noted that bankruptcy affects both employers and employees differently. Thus, the employer may be liable both to third-party creditors (financial institutions, suppliers, landlords) and to be in debt to the employees, if the salary or its part has not been paid, as well as the remuneration due to the employees. At the same time, it can have negative consequences for the workers, since their livelihood and their families can be completely dependent on such salary or remuneration. It was concluded that the issues of employee protection in case of employer’s insolvency have always been important and needed to be resolved, since employees are the least protected subjects of labor relations, who need guarantees of protection of their rights from both the employer and the state. Since the bankruptcy of the employer negatively affects both the social and financial situation of the employees, it leads to the termination of the employment contract concluded with them both for an indefinite period and a fixed-term employment contract before the expiration of its validity period. It was concluded that the adoption by the Verkhovna Rada of Ukraine of new legislative acts on the protection of the rights of employees in case of bankruptcy of the enterprise is a positive step, especially today, when the country is in a state of war against the Russian aggressor. It is noted that the implementation of the proposed norms will contribute to the approximation of Ukrainian legislation to European labor standards and will make it economically unprofitable for the employer to withhold salary, will create conditions for reducing the amount of existing debt for its payment, will increase the level of economic protection of the employee in case of late payment of work, and will also ensure the creation of a mechanism wage compensation in case of insolvency of the employer. [ABSTRACT FROM AUTHOR]

The article is devoted to the study of the institution of compensation for moral damage in the field of labor, i.e. in cases where the employee’s labor rights are violated by the employer, and as a result, moral damage is caused, which is subject to compensation. Since the issue of compensation for moral damage in labor law remains debatable to this day, as there is no unambiguous scientific or legislative solution to it. Although the institution of compensation for moral damage in the field of labor is an important guarantee of the protection of workers’ rights. During the research, the current domestic legislation and the views of scientists on the raised issue were analyzed. In particular, it is stated that compensation for non-pecuniary damage in labor law has its own characteristics compared to compensation for nonpecuniary damage in civil law. Thus, the specifics of compensation for non-pecuniary damage in the field of labor lies in the subject structure of this legal relationship - the employee and the employer, where the employer has the obligation to compensate non-pecuniary damage, and the employee has the right to receive it in the presence of negative consequences of the violation of labor rights. Attention has been drawn to the fact that compensation for moral damage in labor law is proposed to be considered in three aspects: as compensation for moral damage caused to the employee; as an independent, special and universal type of employer’s responsibility; and as a way of protecting the rights of the employee in labor relations. It was concluded that the labor legislation regarding the legal regulation of issues of compensation for moral damage to the employee needs improvement, since it lacks a definition not only of compensation of moral damage in labor law, but also of moral damage in labor law, which, in turn, leads to the fact that the inflicted moral damage is not actually perceived as damage, it is simply ignored. At the same time, although the introduction of the institution of compensation for moral damages in labor law did not solve all the problems regarding the protection of human labor rights, it is evidenced by the fact that the constitutional provisions on the recognition of a person as the highest social value and the guarantee of his physical and moral safety by every state are gradually being implemented in the labor legislation. [ABSTRACT FROM AUTHOR]

The problem of corruption in all its manifestations, its causes and methods of overcoming it attracts the attention of a considerable number of scientists. Today, the sphere of labor and employment is not only an important institutional basis for the implementation of corruption and related offenses in the state in general, but also one of the goals of the spread of corruption in the state. The purpose of the article is to study the manifestations of corruption in Ukraine in the field of labor and employment, to identify existing problems in this field and to make proposals for their solution. Currently, the fight against corruption has become a priority of Ukraine’s state policy and part of its international obligations. During the period of the anti-corruption reform, certain results were achieved in this area of state and society activity, in particular, new legislation was adopted, anti-corruption bodies and courts were created, innovative tools for the prevention of corruption were introduced, and the development of public control is ongoing. At the same time, the current labor legislation, although it is quite progressive in terms of protecting the rights of employees, however, in order to more effectively use the opportunities to expose corruption, it needs changes aimed at forming an even greater protective role of labor law. Corruption in the sphere of labor and employment is considered as a special socio-legal phenomenon, which naturally has an extremely negative impact on the sphere of labor and employment, but it is also a phenomenon that can be minimized by labor-legal means (first of all, the normative basis of labor law, labor rights and obligations of subjects of labor law, acts of implementation of labor law, etc.), as well as a number of institutional mechanisms in the relevant field (first of all, the mechanism for preventing and countering nepotism, the mechanism for ensuring the exposure of corruption by employees, the mechanism for ensuring decent work, the mechanism for control and supervision according to the state of compliance with law and order in the sphere of labor and employment, the mechanism for ensuring the protection of information restricted in circulation). [ABSTRACT FROM AUTHOR]

Background Mental-health-based consultations in occupational health (OH) are increasing due to ongoing changes in working life. Aims We studied the self-assessed mental health competence of trainees and trainers in OH specialist physician training. Methods We conducted an online survey from June to August 2022. We analysed how trainees and trainers in OH assessed their own competence in mental health practice with N (%) and means (standard deviation [SD]). We analysed the underlying assumptions about competences specific to OH using an explanatory factor analysis. We applied the Kruskal–Wallis test to determine differences between trainees and trainers using the variables in the factor analysis. Results Respondents' perceptions of mental health competence were more positive among trainers (mean 3.97, SD 0.72) than trainees (mean 3.66, SD 1.08, P  = 0.2123). Based on trainee physicians' own assessments, more experience increases competence, until after 7 years, when the perceived competence seems to decrease. The trainer physicians' self-assessed mental health competence decreased over time. With factor analyses, we identified five competence factors: general mental health, workplace risks and resources, rehabilitation, promotion and prevention, and special skills. In our results, individual-level mental health competences such as work ability evaluation and to manage return-to-work processes were evaluated better than community-based proactive processes. Conclusions Physicians in OH specialist physician training self-assessed their mental health competence better at the employee level than at the workplace level. Based on our results, we need to develop the curriculum of OH specialist physician training to meet the needs of working life in support of mental health. [ABSTRACT FROM AUTHOR]

Background In many workplaces, the coronavirus disease 2019 pandemic changed work arrangements, but there is scarce longitudinal evidence on whether psychosocial work environment and employee well-being were affected. Aims To examine the psychosocial work environment and employee well-being before, during and after the pandemic in relation to pandemic-induced changes (working from home, change to other tasks and team reorganization). Methods Survey data from a cohort of 20 944 public sector employees in Finland were collected before (2016–2018), during (2020) and after the pandemic (2022). Multilevel linear and logistic regression was used to examine group differences between the before–during and during–after periods of the pandemic. Results Working from home was associated with a small but favourable change in worktime control, organizational justice and social capital (scale 1–5) during the pandemic and after the pandemic (marginal mean difference ranging from 0.02 to 0.09 with 95% confidence intervals [CIs] from 0.01 to 0.10). There was a post-pandemic increase in work time control, even among participants with a transfer into other tasks (0.11, 95% CI 0.07, 0.14) or team reorganization (0.06, 95% CI 0.02, 0.10). The decline in self-rated work ability (scale 0–10) before and during the pandemic was greater in those transferred into other tasks (−0.10, 95% CI −0.13, −0.06) than in those not (−0.05, 95% CI −0.06, −0.04). Conclusions Working from home during the pandemic was accompanied by small favourable changes in the psychosocial work environment during the pandemic, whereas transition to different tasks was associated with a decline in self-rated work ability. [ABSTRACT FROM AUTHOR]

During the First World War, the territories that constituted the front line in North East Italy were the theaters of intense shelling. The military tactics of the time involved the use not only of conventional ammunition but also of special ammunition containing asphyxiating and blistering compounds. However, the technology of the time did not guarantee a high explosion rate, leaving a considerable quantity of unexploded material on the ground. Although more than 100 years have passed since the end of the Great War, it is still common to find unexploded ordnance in the areas that were the site of combat. The demining campaign is still underway by the bomb squad of the Italian army with the medical support of the Military Corps of the Italian Red Cross. This case report reports the case of a young patient who came into contact with a vesicant chemical bomb along the Piave River and was subsequently admitted to the Major Burns Center of the Padua Hospital, where he was treated until full recovery. Although it is a rather rare eventuality, experiences like this provide the opportunity for the admitting surgeon to promptly and competently manage patients exposed to chemical warfare [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to understand the lived experiences of ten (10) product innovation employees in medical device firms' sustainability initiatives, considering leadership, organizational and employee factors within the healthcare industry. Design/methodology/approach: Phenomenology was chosen as it supports an in-depth analysis of the lived experience of several individuals, who are experiencing a similar phenomenon. This methodology permitted the researcher to "view experience and behavior as an integrated and inseparable relationship of the subject and object and of parts and whole." Findings: The intersection of employee, leader and organizational factors should be considered to further organizational citizenship behavior to the environment. Within each theme, cognitive dissonance is present. Understanding and acknowledging the choice required by the individual, leader and/or organization may impact overall environmental organizational citizenship behavior. Practical implications: When implementing sustainable activities, three key areas should be evaluated: leaders, organizations and employees. Social implications: This study provides insight into employee experiences and sustainable activities. Originality/value: This research adds to the literature on organizational citizenship behavior to the environment within medical device firms as it provides insight into how sustainability programs within firms could be approached. Healthcare's climate impact contributes to emissions which are equivalent to having 75 million vehicles on the road, annually. In addition, this study provided an initial understanding of the lived experiences of employees within the medical device industry when themes are analyzed. The results may help organizations understand the experiences of employees to further advance their vision and mission, by understanding the phenomenon of how sustainability initiatives are perceived. [ABSTRACT FROM AUTHOR]

Similar to many other countries, the recent COVID-19 pandemic raised the incidence of poverty in Malaysia. Many were affected, especially those in the private and tourism sectors. To help those affected by the pandemic, state and federal governments introduced many mitigation measures. In Kedah, the Zakat Kedah Board launched a special aid programme called "Zakat Khas COVID-19" or Special Zakat Fund for COVID-19. In light of the various movement restrictions in place, only online applications were allowed. Despite the large number of people affected financially, the Langkawi District Zakat Office only received a few applications. As such, this study investigated the effectiveness of online zakat distribution to poor hotel employees in Langkawi. Semi-structured interviews were conducted to obtain data from 11 hotel workers in Langkawi. The findings reveal that four of the hotel workers have never applied for zakat aid online due to lack of awareness, two of the hotel workers' applications failed to go through, while others managed to get the special aid. The study also offers some suggestions to improve the effectiveness of online zakat distribution. [ABSTRACT FROM AUTHOR]

In order to understand the influence of supportive human resources practice (HRP) on work engagement and the role of psychological capital in it, the authors take employees of an enterprise as the research object, make assumptions on the basis of analyzing the influence mechanism, and conduct research through correlation analysis, regression analysis and other methods. The results show that there is a significant positive correlation between supportive HRP, psychological capital and work engagement. This research method can effectively analyze the relationship between supportive HRP and work engagement. By exploring the coupling effect between supportive HRP and employees' work engagement, it can provide more specific and effective guidance for organizational management practice. In the process of human resource management, organizational managers can effectively identify important HRP and put it into practice, so that employees' work enthusiasm can be improved, so as to improve the level of employees' work engagement and promote the effectiveness of the whole team or organization. [ABSTRACT FROM AUTHOR]

Objective: Hospital chief executive officers (CEOs) in Australia encounter various challenges such as financial constraints, changing regulations, and the necessity to uphold patient care standards. These challenges can contribute to rates of CEO turnover, which can disrupt healthcare organisations and affect the quality of services provided. This research aims to pinpoint the factors influencing hospital CEO turnover and explore effective strategies for retaining these vital leaders Methods: A survey was carried out among hospital CEOs throughout Australia. The survey, distributed through email and online platforms, gathered information on reasons behind turnover and methods for retaining CEOs. Data from 51 CEOs were analysed using statistical regression techniques and thematic analysis. Results: The findings from the survey indicated that 82.35% of CEOs identified stress and work-related pressure as the causes of turnover. Other significant factors included managing under-resourced organisations (68.62%), lack of support from the board (66.66%), and facing internal/external criticisms (58.82%). On average, respondents reported 5.16 reasons for leaving their positions with no significant differences found based on sociodemographic characteristics. It was pointed out that key ways to retain CEOs include building respect and trust between CEOs and board chairs, meeting the training and development needs of CEOs, and defining roles within the organisation. The importance of succession planning was also emphasised, with 94.12% of respondents acknowledging its significance for maintaining stability. Conclusion: The study underscores the multifaceted nature of CEO turnover in Australian hospitals influenced by organisational dynamics, performance factors, and personal elements. Effective retention strategies necessitate a culture within the organisation, defined roles, sufficient resources, and robust succession planning. Addressing these aspects can bolster leadership continuity and enhance the performance of healthcare organisations. What is known about the topic? High turnover rates among hospital chief executive officers (CEOs) negatively impact organisational stability and healthcare quality, causing disruptions in strategic decision-making, decreased employee morale, and potential declines in patient care standards. What does this paper add? This study identifies stress, lack of board support, and resource constraints as key factors driving CEO turnover in Australian hospitals. It also offers effective retention strategies, including fostering mutual respect between CEOs and boards, fulfilling training needs, and ensuring clear role definitions. What are the implications for practitioners? Implementing supportive organisational cultures, clear role definitions, and robust succession planning can enhance CEO retention. These measures will improve stability, strategic planning, and healthcare management, ultimately benefiting staff and patient care. [ABSTRACT FROM AUTHOR]

Increasingly many individuals are expected to combine informal caregiving with paid jobs. We assume that individuals may aim for reconciliation of both by engaging in job crafting, which concerns making adjustments to tasks, relations and cognitions regarding their jobs. This research note presents a qualitative study that aims to explore the experiences of individuals who combine informal caregiving with paid work, with respect to how they craft their jobs because of caregiving. Informal caregivers (19 individuals) were interviewed. After reading the interview transcripts, a preliminary coding tree was entered into NVivo 12. Iterations of examining its fit with the data, adapting and re-examining resulted in the final coding tree. Informal caregivers reported: seeking recognition and understanding by workplace stakeholders (relational crafting), adjusting work schedules, environments and tasks on a day-to-day basis (which includes task and cognitive crafting), preventing a work overload (this covers task and relational crafting) and focusing on how paid work and informal care can reinforce each other (this includes cognitive crafting). The results suggest that individuals use job crafting to combine caregiving and work. As such, job crafting by informal caregivers needs attention of researchers to investigate its preconditions and outcomes. [ABSTRACT FROM AUTHOR]

The purpose of this research is to investigate the impact of authoritarian leadership on the organizational indifference of employees with the mediating role of bureaucratic culture in Lorestan University. The current research is applied in terms of its purpose, which is included in descriptive survey research. The statistical population of the study was 360 employees of Lorestan Universit, based on Krejcie & Morgan's table, a sample of 186 people was selected by stratified random sampling. In order to measure the variables of the research, Standard questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results of the research showed that authoritarian leadership through bureaucratic culture has a positive and significant effect on the organizational indifference of employees in Lorestan University. [ABSTRACT FROM AUTHOR]

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The modern work environment is constantly evolving, and with it, the emphasis on employee health and well-being is increasing. Background: Nutritional education has become a key component of health promotion strategies in many companies that recognize the benefits of healthy eating habits for enhancing efficiency and job satisfaction. Objectives: The aim of this study was to understand employees' nutritional needs at work, and to assess the support provided by employers. The analysis focused on employees' eating habits and their attitudes towards eating at work, motives and barriers to healthy eating. Methods: The study was conducted using an anonymous survey completed by 1.056 individuals from across Poland. A discriminant function was selected for data analysis, which examined the differences between groups. Results/Conclusions: The larger enterprises are more inclined to establish meal consumption spaces, which contributes to a more organised work culture. The larger the business, the more time employees spend eating meals, it being influenced by better-developed eating facilities, which undoubtedly encourages the workers to take longer breaks. The people with obesity were found to place the highest value on healthy food options and the people with a normal BMI are more responsive to healthy food subsidies, nutritional advice provided by a dietitian, and access to fitness facilities. [ABSTRACT FROM AUTHOR]

The purpose of this study aims to explain and analyse the effect of diversity on employee performance at PT Tanjung Migas Tanjung Morawa. The data sources in this study are primary data, namely employees of PT Tanjung Migas Tanjung Morawa and secondary data sources as a reference tool, namely journals and some literature and other documents. The population of this research data is all employees of PT Tanjung Migas Tanjung Morawa, totalling 33 people and sampling using a census. then the data collection method uses a questionnaire with SEM Smart PLS software as a data analysis tool. The results showed that there is a positive and significant relationship between diversity and employee performance. Hopefully PT Tanjung Migas can continue to evaluate in improving the application of Diversity to employees through aspects of ethnicity, gender, age, and religion so as to make employees feel comfortable at work in order to provide satisfactory performance for the company. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This study systematically reviewed and meta-analyzed the differential attrition and utilization of occupational mental health interventions, specifically examining delivery methods (internet-based versus in-person). METHODS: The research, with papers spanning 2010–2024, involved filtering criteria and comprehensive searches across PubMed, Scopus, and Web of Science Core (PROSPERO registration n. CRD42022322394). Of 28 683 titles, 84 records were included in the systematic review, with 75 in meta-analyses. Risk of bias was assessed through the revised Cochrane risk of bias tool for randomized control trials and funnel plots. Differential attrition across studies was meta-analysed through a random-effects model with limited maximum-likelihood estimation for the degree of heterogeneity. RESULTS: Findings reveal higher mean differential attrition in the intervention group, indicating a potential challenge in maintaining participant engagement. The attrition rates were not significantly influenced by the mode of intervention delivery (internet versus in-person). Compensation for participation and year of publication could potentially influence differential attrition from baseline to follow-up measurements. CONCLUSIONS: These results suggest a need for cautious consideration of attrition in occupational mental health intervention study designs and emphasize the importance of adapting statistical analyses to mitigate potential bias arising from differential attrition.

The economic crisis of recent years has had a significant impact on the well-being of employees at work. The coronavirus that appeared in 2019 and the economic crisis have become one of the most powerful influencing factors in terms of workplace well-being. The actuality of the topic is given by the fact that the effects caused by the coronavirus crisis have still left a noticeable impact in many areas of working life. The primary goal of the study was to analyse the workplace well-being in Slovakian small and medium-sized enterprises. The methodology of the research was a questionnaire survey, interviewing a total of 772 employees in 2023. According to the research hypothesis, a significant correlation can be shown between workplace anxiety, nervousness, and sadness (negative emotions) and the achievement of workplace well-being. The obtained results support the correctness of the hypothesis that there is a significant correlation between the prevalence of negative emotions and the achievement of well-being at work. The results also showed how the order of the elements of the negative emotional factor affects the achievement of well-being at work: first of all, sadness at work, then anxiety at work, and finally nervousness at work, had an impact on the development of job satisfaction.

A methodology for assessing customer and employee satisfaction with digital technologies and bank services is proposed. The methodology includes indicators and evaluation criteria, questionnaires for surveying clients and bank employees. Formulas for calculating key indicators based on data obtained in survey questionnaires are provided. Approaches to verbal assessment of the level of satisfaction of clients and employees with digital technologies and bank services are considered.

Purpose This study aimed to determine the effectiveness of psychological workplace counseling for South Korean employees. Methods Psychological counseling sessions were conducted for 93 employees from 11 companies that signed a contract for psychological counseling services with the Workplace Mental Health Institute, Kangbuk Samsung Hospital. Each 50-minute session was tailored to the individual needs of the clients. The Clinical Outcomes in Routine Evaluation-Outcome Measure (CORE-OM) counseling effectiveness assessment scale was administered before and after the counseling. A paired t-test was used to compare the mean scores before and after the sessions, and an analysis of variance (ANOVA) was performed, followed by a Scheffe post hoc analysis. Results In the overall sample, the mean CORE-OM scores before and after counseling showed a significant decrease from 1.343 to 0.883, with improvements observed in all four sub-domains. ANOVA showed that the group with more than 11 sessions showed greater change in scores than the group with four sessions or fewer. The reliable change index scores showed that 38% of the employees demonstrated a reliable change, and the groups with eight or more sessions exhibited greater change than the group with fewer than eight sessions. Conclusion Among South Korean employees who received workplace counseling services, both the mean total score of the CORE-OM and the mean scores of the four sub-domains decreased after counseling. In addition, the effectiveness of counseling significantly increased as the total number of sessions increased.

The article deals with the comparison of refunds of non-material damage in public and private area. In the public area is analyzed legal regulation on health injuries in service relations, in private area is discussed legal regulation on health injuries in civil law and labour law. Particular attention will be focused on the transfer of compensation in the event of injury to the heirs – while in service relationships, such claims are extinguished by death (not transferred on the heirs), which was taken over from the 1960s legislation, in current private law, do not cease if they have been recognized or at least brought in court. The aim of the paper is a critical analysis for the current state of legal regulation and the proposals de lege ferenda (approximation to labour law regulation). The issue has increased importance for public finances and functioning of public sector and enforcement of the rule of law.

Travel allowances, such as delegation, secondment (including cross-border secondment), and benefits under the mobility clause have specific legal features and are regulated by different provisions and sometimes even by special laws. As professional accountants, we must know the legal provisions for each type of travel to correctly classify income and apply the appropriate tax treatment.

Objective: to form a holistic view of the unconditional basic income as a tool of social protection, taking into account the changes in the labor sphere and allowing to solve a number of growing problems associated with the consequences of the economy digitalization, as well as to assess the prospects of creating legal regulation on this issue. Methods: the study was conducted using both general and specific scientific methods, including analysis and synthesis, formal-legal method, systemic and comparative approaches, methods of legal forecasting and legal modeling. Results: unconditional basic income can become one of the elements of a new model of social security based on the unstable nature of labor relations, which begins to prevail over the model of sustainable employment traditional for industrial society. If established, this institution will be cross-sectoral within the labor law and social security law, providing social protection simultaneously to all members of society, most of whom in the near future will face an increased risk of being absorbed by technological unemployment. Unconditional basic income as an element of the social protection system will have to comply with the principle of the universal nature of protection based on social solidarity, on the one hand, and to take into account the need to balance the interests of the parties, on the other hand. As experimental models of basic income, which can be put into practice in the coming years, we can name the model of basic income as a measure of social support for persons involved in atypical forms of employment. This model will affect a number of existing provisions of labor legislation and will allow over time, in case of technological unemployment, to expand the circle of unconditional basic income recipients to all people. Scientific novelty: it consists in the fact that the unconditional basic income is analyzed from the viewpoint of its compliance with the fundamental principles of labor, employment, and social security. Practical significance: it consists in revealing the significance of basic income for the implementation of social policy and in forming recommendations for modeling experiments to introduce the unconditional basic income in the Russian Federation.

Objectives: This study aimed to assess the predictors of Metabolic Syndrome (MetS) among administrative employees of Rafsanjan University of Medical Sciences in Rafsanjan, Iran.Methods: A cross-sectional (descriptive-analytical) study was conducted from July to September 2022, involving 171 employees from the administrative departments of Rafsanjan University of Medical Sciences. Participants did not possess academic qualifications in biomedical fields but met other inclusion criteria. Data were collected on demographic information, Body Mass Index (BMI), waist circumference, blood pressure (BP), fasting blood sugar (FBS), total cholesterol (TC), triglycerides (TG), low-density lipoprotein cholesterol (LDL-C), and high-density lipoprotein cholesterol (HDL-C).Results: The mean age of the 171 employees (88 men, 51.46%) was 42.7 ± 8.2 years, with ages ranging from 25 to 64 years. MetS was identified in 12.9% (n=22) of the employees. Participants with MetS exhibited significantly higher mean values for age (p=0.005), FBS (p

Abstract Background Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Stress has a negative impact on the efficiency and productivity of employees and, accordingly, brings additional costs or losses to companies. A company’s proactive role in ensuring its employees’ resilience to stress in the workplace is crucial in creating an effective working environment and reducing staff turnover. The article analyses the scientific environment (using Descriptive bibliometric analysis and Science Mapping) and public interest (using Google Trends) in resilience and stress at professional work and in management in this area. The bibliometric analysis was conducted using VOSviewer based on publications from the Scopus database (Elsevier) without restrictions on the year of publication, country, author, language and category; the trend analysis was conducted for the period 2004‒2024 for all categories and countries, all Internet traffic was restricted to “Web searches”. The study showed a steady increase in Internet searches for the concept of “resilience training”, with peaks in 2004 and 2005 (coinciding with known terrorist attacks); interest in the query “resilience at professional work” is highest in the United States and the United Kingdom, and 12 leading countries were identified for the query “stress at professional work”. The dynamics of scientific papers in this area are described in the article by a 3rd-degree polynomial dependence equation with a determination coefficient of R² = 0.9676; a significant surge in publication activity occurred in 2014, with the number of papers increasing by 472% and an annual growth rate of 20% in 2014‒2024. The dominant subject areas of these publications are medicine (34.50%), social sciences (15.08%) and psychology (14.47%); countries are the USA, the UK, Australia, Canada, and China. The article identifies scientists who are leaders of scientific thought in this area, the most developed research networks, authoritative publications and journals (based on citation analysis), the most powerful international and national institutions that have funded research in this area (among the world leaders are the US National Institutes of Health and the US Department of Defence). The article structures the scientific work in this area: 1) based on the content and contextual feature, nine thematic clusters are identified, the most significant of which is the one that studies stress at work and professional burnout from a medical point of view; 2) based on the content and chronological feature, the most significant number of works were those on the human factor and gender issues of stress and resilience published in 2017‒2018.

Copyright of International & Comparative Education is the property of International & Comparative Education Editorial, Beijing Normal University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: In 2016, a voluntary National Healthy Food and Drink Policy was released to improve the healthiness of food and drinks for sale in New Zealand health sector organisations. The Policy aims to role model healthy eating and demonstrate commitment to health and well-being of hospital staff and visitors and the general public. This study aimed to understand the experiences of hospital food providers and public health dietitians/staff in implementing the Policy, and identify tools and resources needed to assist with the implementation. Methods: A maximum variation purposive sampling strategy (based on a health district's population size and food outlet type) was used to recruit participants by email. Video conference or email semi-structured interviews included 15 open-ended questions that focused on awareness, understanding of, and attitudes towards the Policy; level of support received; perceived customer response; tools and resources needed to support implementation; and unintended or unforeseen consequences. Data was analysed using a reflexive thematic analysis approach. Results: Twelve participants (eight food providers and four public health dietitians/staff) were interviewed; three from small (< 100,000 people), four from medium (100,000-300,000 people) and five from large (> 300,000 people) health districts. There was agreement that hospitals should role model healthy eating for the wider community. Three themes were identified relating to the implementation of the Policy: (1) Complexities of operating food outlets under a healthy food and drink policy in public health sector settings; (2) Adoption, implementation, and monitoring of the Policy as a series of incoherent ad-hoc actions; and (3) Policy is (currently) not achieving the desired impact. Concerns about increased food waste, loss of profits and an uneven playing field between food providers were related to the voluntary nature of the unsupported Policy. Three tools could enable implementation: a digital monitoring tool, a web-based database of compliant products, and customer communication materials. Conclusions: Adopting a single, mandatory Policy, provision of funding for implementation actions and supportive tools, and good communication with customers could facilitate implementation. Despite the relatively small sample size and views from only two stakeholder groups, strategies identified are relevant to policy makers, healthcare providers and public health professionals. [ABSTRACT FROM AUTHOR]

Dissatisfaction often arises from factors related to workload, with heavy workloads driving employees to consider leaving for other companies. However, highly engaged employees are more likely to contribute positively through ideas and actions, and are more likely to stay with the organization longer. This study investigates the impact of job satisfaction on turnover intention, with employee engagement serving as a mediating variable. A quantitative approach was employed, surveying 315 employees at Company X in Tanjung Morawa, all with 2 to 5 years of service. The results of the mediation analysis using SEM-PLS reveal that employee engagement significantly mediates the relationship between job satisfaction and turnover intention. To reduce turnover intention, organizations should prioritize enhancing employee engagement by improving factors that contribute to job satisfaction. [ABSTRACT FROM AUTHOR]

Despite the recent and sharp rise in psychedelic research, few studies have investigated how classic psychedelic use relates to employees' work-related outcomes. This is surprising given that the increased use, decriminalization, and legalization of classic psychedelics in the United States (U.S.) has the potential to impact both employees and their organizations. Addressing this gap, the current study explores how employees' lifetime psilocybin use relates to the amount of overtime they work, thereby offering insight into what current trends in psilocybin use could mean for businesses. Using pooled, cross-sectional data from the National Survey on Drug Use and Health (2002–2014) on 217,963 adults employed in the U.S. full-time, this study tests whether lifetime psilocybin use is associated with employees' number of overtime hours worked in the past week. After adjusting for sociodemographics and other substance use, a significant negative association is found between employees' lifetime psilocybin use and the amount of overtime they reported working. Specifically, the findings suggest that lifetime psilocybin use in the U.S. full-time working population is associated with an estimated 44,348,400 fewer overtime hours worked per year and may help explain recent findings linking employees' lifetime psilocybin use to a reduction in sick leave taken. [ABSTRACT FROM AUTHOR]

Introduction Destructive interpersonal relationships at work may result in negative feelings among employees that hinder personal and organizational productivity, which may also result in high levels of job disengagement and subsequent career turnover intentions. Leaders play a key role in creating work environments conducive to optimizing employee performance, organizational culture, and workplace well-being. Social support, which may include support from one's supervisor, colleagues, and loved ones, has been shown to reduce strains and perceived stressors at work. In the Army, the Judge Advocate General's Corps (JAGC) personnel have a unique position as lawyers and legal staff and have been shown to have high rates of burnout. To promote soldier health, well-being, and career longevity, it is important to understand the impact interpersonal relationships have on career intentions. The current study assesses the relationship between perceived leadership effectiveness and career intentions as moderated by burnout measured by job disengagement and team care activities in JAGC personnel. Materials and Methods The Walter Reed Army Institute of Research conducted a survey to understand factors affecting the well-being of the JAGC's soldier and civilian personnel as requested by the JAGC. JAGC personnel were administered several questionnaires covering a range of work and mental health topics. Job disengagement, career intentions, team care activities, and general leadership were assessed. A total of 831 JAGC personnel completed the survey, the majority (92%) of which were soldiers. Among soldiers, first lieutenants and captains (∼49%) were the majority. The sample largely consisted of men (∼63%), White individuals (∼76%), married individuals, (70%), and individuals with graduate degrees (∼81%). Results One in four participants (∼29%) experienced high levels of disengagement, with their work. Over two-thirds of participants agreed that their immediate supervisor is an effective leader. When asked about career intentions, the majority of JAGC participants (54%) indicated that they would probably or definitely stay in the JAGC until retirement. Ordinal logistic regressions were conducted to assess the relationship between perceived leader effectiveness and career intentions, assessing the main effects of job disengagement and team care activities, and the interactions between those variables. No interaction effects were found to be significant, but main effects for perceived leader effectiveness were significant. Conclusions JAGC personnel reported higher levels of job disengagement for those with career intentions that were undecided or definitely leaving the JAGC after their current obligation. Those who were engaged in more team care activities had lower levels of disengagement. While the majority of the JAGC participants indicated career intentions to stay in the JAGC until retirement, increasing perceived effectiveness of leaders could help increase attrition and career intentions to stay in the JAGC beyond one's current obligation. [ABSTRACT FROM AUTHOR]

Introduction The ongoing conflict in Ukraine from Russian invasion presents a critical challenge to medical planning in the context of multi-domain battle against a peer adversary deploying conventional weapon systems. The potential escalation of preventable morbidity and mortality, reaching a scale unprecedented since World War II, underscores the paramount importance of effective phases of care from Point of Injury (PoI)/Point of Wounding (PoW) or Point of Exposure (PoE) to Role 1 (R1) and Role 2 (R2) echelons of care. The NATO Vigorous Warrior (VW) Live Exercise (LIVEX) serves as a strategic platform for NATO and its partners, providing an opportunity to challenge operational concepts, experiment, innovate life-saving systems, and foster best practices across the Alliance. Materials and Methods This study delineates the strategic application of the VW LIVEX platform for the adaptation of the computational simulation software Simulation for the Assessment and Optimization of Medical Disaster Management (SIMEDIS) within the context of Large-Scale Combat Operations (LSCO). The SIMEDIS computer simulator plays a pivotal role by furnishing real-time insights into the evolving injury patterns of patients, employing an all-hazards approach. This simulator facilitates the examination of temporal shifts in medical timelines and the ramifications of resource scarcity against both morbidity and mortality outcomes. The VW LIVEX provides a unique opportunity for systematic validation to evaluate the results of the computer simulator in a realistic setting and identify gaps for future concepts of operations. Results We report the process and methodologies to be evaluated at the VW LIVEX in far forward and retrospective medical support operations. Using the SIMEDIS simulator, we can define battlefield scenarios for varied situations including artillery, drone strikes, and Chemical, Biological, Radiological, Nuclear, and explosive (CBRNe) attacks. Casualty health progressions versus time are dependent on each threat. Mortality is computed based on the concepts found in Tactical Combat Casualty Care (TCCC) of "self-aid"/"buddy-aid" factoring in the application or absence of definitive traumatic hemorrhage control and on the distribution policy of victims to medical treatment facilities through appropriate Command and Control (C2) ("Scoop and Run" versus "Stay and Play"). The number of medical supplies available along with the number of transport resources and personnel are set and are scalable, with their effect on both morbidity and mortality quantified. Concept of Medical Operations can be optimized and interoperability enhanced when shared data are provided to C2 for prospective medical planning with retrospective data. The SIMEDIS simulator determines best practices of medical management for a myriad of injury types and tactical/operational situations relevant to policy making and battlefield medical planning for LSCO. Conclusions The VW LIVEX provides a Concept Development and Experimentation platform for SIMEDIS refinement and conclusive insights into medical planning to reduce preventable morbidity and mortality. Recommending further iterations of similar methodologies at other NATO LIVEXs for validation is crucial, as is information sharing across the Alliance and partners to ensure best practice standards are met. [ABSTRACT FROM AUTHOR]

Introduction Information from published studies describing dental treatment of nonmilitary personnel in a military theater of operations is sparse. The primary objective of this study is to determine the number of dental emergencies (DEs) and the types of dental treatment rendered on non-U.S. military (civilian) personnel treated by Navy dentists in 2007-2008 in Iraq and 2009 in Afghanistan. The second objective is to compare the type of DE treatment procedures provided to civilian personnel to the type of DE treatment procedures performed on U.S. military personnel. Materials and Methods Navy Dental Officers documented the diagnoses of unscheduled DEs. All treatment provided was described at the time of treatment using the Current Dental Terminology codes of the American Dental Association. Current Dental Terminology Code A0145 (2007 and earlier) and A0199 (2008 onward) in the patient encounter indicated a DE. This study is limited to DE occurring in (1) patient categories: U.S. civilian employees, other beneficiaries of the U.S. Government, foreign national civilian/dependents, and civilian, no government connection and (2) U.S. military service members. Chi-square analysis was performed to compare the proportion of dental treatment category procedures on civilian patients compared to those on U.S. military patients. Results During the reporting period, 308 patients were treated for DE in Afghanistan. Civilians treated accounted for 18.5% (n  = 57) of all DEs. Nearly 93.0% of civilians who were treated were U.S. (DoD) civilian employees. Of the 57 civilian patients treated for DE, 61.4% of patients (n  = 35) received oral surgery. There were 251 U.S. military patient encounters (81.5% of all DEs). Restorative dentistry was the most common dental procedure for military personnel DE. When comparing civilian and military patients, civilian patients are statistically more likely than military patients to receive oral surgery treatment for DE (P  < .00001). In Iraq, 3,198 patients were treated for DE during the reporting period. Civilians treated accounted for 18.8% (n  = 601) of all DEs. About 56.9% (n  = 342) of civilians who were treated were U.S. contract employees. Of the 601 civilian patients treated for DE, 37.1% (n  = 223) received oral surgery. There were 2,597 U.S. military patient DE encounters, and restorative dentistry was the most common dental procedure. When comparing civilian and U.S. military patients in Iraq, civilians are statistically less likely to have their DE treated by restorative dentistry (P  < .00001) and are more likely have it treated by oral surgery/extractions (P  < .00001). It is significantly more likely for civilians to have multiple categories of DE that must be treated (P < .00001). Conclusions The primary group of civilians treated for DE in Afghanistan was U.S. civilian employees. The primary group of civilians treated for DE in Iraq were contract employees of the U.S. Government. The primary dental treatment of civilian beneficiaries in both the theaters of operation was oral surgery. This brings into question what dental fitness standards are there for primarily U.S. civilian and contract employees. [ABSTRACT FROM AUTHOR]

The economic crisis of recent years has had a significant impact on the well-being of employees at work. The coronavirus that appeared in 2019 and the economic crisis have become one of the most powerful influencing factors in terms of workplace well-being. The actuality of the topic is given by the fact that the effects caused by the coronavirus crisis have still left a noticeable impact in many areas of working life. The primary goal of the study was to analyse the workplace well-being in Slovakian small and medium-sized enterprises. The methodology of the research was a questionnaire survey, interviewing a total of 772 employees in 2023. According to the research hypothesis, a significant correlation can be shown between workplace anxiety, nervousness, and sadness (negative emotions) and the achievement of workplace well-being. The obtained results support the correctness of the hypothesis that there is a significant correlation between the prevalence of negative emotions and the achievement of well-being at work. The results also showed how the order of the elements of the negative emotional factor affects the achievement of well-being at work: first of all, sadness at work, then anxiety at work, and finally nervousness at work, had an impact on the development of job satisfaction. [ABSTRACT FROM AUTHOR]

Many corporations publicly announced plans to share windfalls from the Tax Cuts and Jobs Act (TCJA) with rank-and-file employees. We examine the association between these bonus announcements and workers' pay satisfaction. Although employees are better off upon receiving the bonuses, prior literature suggests employees can be dissatisfied with awards they perceive as small or inequitable. By linking the bonuses to a corporate tax windfall, firms provided a reference point for employees to assess fairness. Using a difference-in-differences design, we find a greater decline in pay satisfaction at firms announcing a TCJA bonus relative to firms that do not. We also provide evidence of greater dissatisfaction among employees who perceive their share of the windfall as unfairly small. Considering increasing income disparity in the U.S. and a heightened focus on corporate taxes, we provide new and timely insights into how workers respond to changes in compensation linked to corporate tax savings. [ABSTRACT FROM AUTHOR]

It is indicated that the proper functioning of local executive power, the creation of an optimal system of local executive power bodies should ensure effective influence on the development of each region, especially the cross-border region. It is generally accepted that local bodies of executive power implement the functions of the state, which are close to the population. In Ukraine, a new people-centered model of activity of public administration subjects is being formed. The article examines the process of formation of administrative authorities and management in Subcarpathian Rus (Transcarpathia) during the first half of the 20s of the 20th century. It was established that the process of forming the structure of state administration in Subcarpathia began already at the beginning of 1919, and in the summer of the same year, several projects of the organization of government in the region were already developed in Prague. On the basis of the General Statute, the model of relations within the local government between the Directory, the administrator and the military leadership during 1919-1920 was analyzed. The formation of abstract departments at the Civil Administration, which was headed by an administrator, is briefly described. The importance of the changes introduced by the government decree No. 356/1920 «On amending the General Statute of Subcarpathian Rus» was revealed, according to which the functions and powers were radically redistributed in favor of the bodies that represented the central government in the region. The theory of the creation of two branches of administrative management in relation to the competence of the Civil Administration of Subcarpathian Rus is presented: autonomous institutions and institutions of the state. The description of the gubernatorial council as an advisory body under the governor is provided. It was noted that the new General Statute, in terms of the norms governing the activities of the vice-governor and the gubernatorial council, went beyond the Constitution of the Czechoslovak Republic. It is proved that the administrative reorganization in Czechoslovakia in 1925 and especially in 1927 only distanced Subcarpathian Rus from real autonomy, since the process of further centralization and unification of power and administration took place throughout the territory of the republic. Appropriate conclusions have been drawn regarding the retention and gradual incorporation (integration) of the region into the all-Czechoslovak legal system. [ABSTRACT FROM AUTHOR]