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Background We examined how reducing work-related psychosocial stressors affected long-term sickness absence of younger and older employees. Methods We used data from 43 843 public sector employees in Finland who participated in surveys in 2018 and 2020. We assessed psychosocial factors, such as job demands, job control, work effort, job rewards and worktime control. We obtained sickness absence data from registers for spells longer than 10 consecutive working days. We applied age-specific propensity score weighting and generalized linear models to estimate the effects of changes in psychosocial factors between 2018 and 2020 on sickness absence in 2020. Results Among employees under 50 years, increasing job rewards by 1 SD reduced the risk of sickness absence by 17% [risk ratio (RR) 0.83, 95% CI 0.72–0.96]. Among employees aged 50 years or older, decreasing job demands by 1 SD reduced the risk of sickness absence by 13% (RR 0.87, 95% CI 0.78–0.98), and increasing job control by 1 SD reduced the risk by 12% (RR 0.88, 95% CI 0.76–1.01). Changes in efforts and worktime control had no significant associations with sickness absence. Conclusions Reducing psychosocial stressors can lower the occurrence of long-term sickness absence, but the associations differ by age group. Younger workers benefit more from enhancing job rewards, while older workers benefit more from lowering job demands and increasing job control. To establish the causal impact of psychosocial risk reduction on sickness absence across age groups, future research should employ randomized controlled trials as the methodological approach. [ABSTRACT FROM AUTHOR]

Metabolic syndrome (MtS) is associated with increased risk of many health disorders, especially cardiovascular diseases. In Vietnam, study examining MtS is meager and especially lacking for the workforce. We estimated the prevalence of MtS and its associated factors among Vietnamese employees. We analyzed secondary data of annual health check of employees of 300 Vietnamese companies from the Vinmec Healthcare System. We used three definitions for MtS: International Diabetes Federation (IDF), National Cholesterol Education Program Adult Treatment Panel III (NCEP ATP III), and NCEP ATP III-Asia. Of 57,997 participants evaluated, 48.5 % were males and 66.2 % were younger than 40 years old. The unadjusted MtS prevalence was 8.4 % (IDF), 10.2 % (NCEP ATP III), and 16.0 % (NCEP ATP III-Asia). The age-sex adjusted prevalence of MtS (NCEP ATP III-Asia) was 21.8 % (95 % confidence interval (CI): 21.4 %, 22.2 %). MtS prevalence increased with age, reached 49.6 % for age ≥60. The aging related increase was more remarkable in females than males (prevalence ratio (PR) (95 % CI) for age ≥60 comparing to age <30 years old in males vs. females was 4.0 (3.6, 4.3) vs. 20.1 (17.7, 22.9)). High blood triglyceride (83.4 %) and abdominal obesity (74.5 %) were the predominant contributors to MtS. In this relatively young Vietnamese working population, 16 % had MtS with high triglyceride and abdominal obesity being the predominant contributors. These findings emphasize the need for developing effective high triglyceride and abdominal obesity prevention and control programs to curb the emerging epidemic of metabolic disorders in the workforce. • This is the largest study on metabolic syndrome (MtS) on Vietnamese working adults. • Of 57,997 participants evaluated, 48.5 % were males and 66.2 % were ≤40 years old. • MtS prevalence was 16 %, increased with age, and reached 49.6 % at age ≥60 years old. • The major contributors of MtS were high blood triglyceride and abdominal obesity. [ABSTRACT FROM AUTHOR]

Increasingly, employees are recognized as important enactors and contributors to corporate social responsibility (CSR) activities, making their engagement a critical consideration of internal stakeholder management. While the positive outcomes of employees' CSR engagement have been extensively investigated, the present study focuses on an essential yet understudied question: How do employees engage in organizational CSR activities through communication efforts? We proposed and tested an employee-centered CSR engagement model based on the reasoned action approach. Findings from a survey with 406 employees indicated that CSR communication consisting of both instrumental and co-creational aspects could effectively foster employees' cognitive, emotional, and behavioral engagement in CSR. Positive attitudes and perceived supportive workplace norms regarding CSR participation are key mediators. This study answers the call for more research on the individual-level drivers of CSR engagement from an employee perspective and offers practical implications for internal CSR communication design. [ABSTRACT FROM AUTHOR]

Background: Working from home (WFH) may affect health behaviors and mental health. The coronavirus disease‐2019 (COVID‐19) pandemic saw many US employees transition to WFH, which has persisted in various job sectors and significantly impacted employees. However, its effects on health outcomes have remained unclear. We aimed to explore the characteristics and health outcomes of, and health‐related differences between, WFH and not‐WFH groups. Methods: Using the 2021 California Health Interview Survey data, we analyzed health behaviors (smoking, alcohol consumption, and fruit‐related nutrition) and the mental health status of 12,438 individuals using descriptive statistics, Pearson's χ2 test, and regressions. Results: A total of 39% were WFH and 61% were not‐WFH. Overall, the WFH group had worse health behaviors and mental health than the not‐WFH group. Age was associated with smoking in both groups (WFH: b = 0.37; not‐WFH: b = 0.35), but with fruit‐related nutrition only in the WFH group. Household income and occupation were associated with alcohol consumption in both groups. Age (WFH: b = −1.58; not‐WFH: b = −1.39), household income (WFH: b = −0.75; not‐WFH: b = −0.34), and job duration (WFH: b = −0.34; not‐WFH: b = −0.40) were associated with mental health in both groups; those who were younger and had lower household incomes and job durations had worse mental health. Conclusion: Health management is a clear necessity for the WFH group. Irrespective of WFH status, young workers with shorter than 5 years' job duration reported mental distress, highlighting a need for distress assessment and management for the young workforce. [ABSTRACT FROM AUTHOR]

Objective To understand the concentration of formaldehyde pollution in indoor air of four types of public places in Shijiazhuang City, and to assess the chronic non 一 carcinogenic and carcinogenic risks of employees in various types of places. Methods Using the monitoring data of health hazards in public places, we analyzed the concentration levels of formaldehyde in the indoor air of swimming pools, barber stores, beauty stores, and hotels in Shijiazhuang City in 2021 - 2022, and evaluated the chronic non 一 cancer and cancer risks of formaldehyde for employees in the above four types of public places by adopting the classic,r four 一 step" health risk assessment model of the U. S. Environmental Protection Agency (US EPA). Results From 2021 to 2022, a total of 169 swimming pools, barber stores, beauty stores and hotels were randomly selected, with a total sample size of 485 formaldehyde tests, and the overall pass rate was 91.34%. The pass rate of formaldehyde concentration in the indoor air of swimming pools in the above four types of public places was 100% (161/161), 93. 10% (27/29) for barber stores, 90. 09% (20/22) for beauty stores and 86. 08% (235/273) for guesthouses(hotels), with statistically significant differences (x² = 24. 931, P < 0. 001); the mean value of the HQ of the chronic non 一 carcinogenic effect of formaldehyde for practitioners in swimming pools was less than 1, and that for practitioners in the other three types of public places was greater than 1, and swimming pools, Hairdressers, beauty stores, and hotels, the cancer risk values of formaldehyde for employees were 1. 90 X 10-5, 8, 19 X 10-5, 1. 13 X 10-4, and 5. 63 X 10-5, respectively, which were higher than the limit value (1 X 10 "6) set by the U.S. Environmental Protection Agency (US EPA). Conclusion Exposure to formaldehyde in the indoor air of swimming pools in Shijiazhuang City doesn't exceed the threshold for adverse reactions, and the chronic non - carcinogenic risk of formaldehyde for practitioners in this type of venue is low. There was a certain amount of chronic non 一 carcinogenic and carcinogenic risk for practitioners in barber stores, beauty stores, and guesthouses, and the risk value of formaldehyde for practitioners in the beauty category of venues is the highest, and it should be analyzed in further studies. [ABSTRACT FROM AUTHOR]

The rapid advancement of technology in Industry 4.0 (I4.0) led to the widespread use of cutting-edge technologies like Virtual Reality (VR) and Augmented Reality (AR). However, with Industry 5.0 (I5.0), comes a paradigm shift that emphasizes the importance of human well-being to establish a stronger sense of connection and purpose for employees. In this endeavour, gamification has emerged as a powerful tool, showing great potential in engaging, motivating, and empowering employees. This research paper aims to investigate the potential of gamification within the workplace and addresses three main research questions. Firstly, the study explores the prevalent equipment or devices used by organizations that implement gamification, and the relationship with the success of gamification strategies. Secondly, it examines how employees' age influences their perceptions of gamification's potential and their willingness to embrace its implementation. Lastly, this research investigates the relationship between employee satisfaction - with the implemented gamification strategy - and their participation in the design process. The study adopts a survey-based methodology, gathering data from 23 participants through a convenient sampling approach. Quantitative data analysis is conducted using Microsoft Excel , while qualitative data analysis is performed using NVivo. The findings explore the interrelationships between gamification, technology usage, age, employee satisfaction, and participation in the design process, highlighting the prevalence of computers, tablets, and mobile devices as the primary tools in gamification experiences. Moreover, the study emphasizes how employees' age influences their perceptions of gamification and reveals a positive relationship between employee satisfaction and participation in the design process. These findings underscore the potential of gamification in enhancing collaboration, learning, and employee well-being, and ultimately driving organizational success in the I5.0 era. [ABSTRACT FROM AUTHOR]

While technology advancements are present in all parts of the agricultural sector, horticulture is particularly effected: horticulture has the highest need for manual labor and tasks are increasingly taken over by technology. The aim of our research is to explore and contrast farm managers' and employees' assessments of automation and digitalization in the horticultural sector. We collect data from 156 horticultural managers and 132 horticultural employees from Germany via an online survey. We focus on both groups, as farm managers are the decision-makers on investments and technology, but these decisions directly affect employees and their daily work. Overall, participating horticultural managers and employees view automation and digitalization mostly positive and both groups share similar views. Both groups view, on average, that automation and digitalization (i) is a solution to the ongoing skill shortage, (ii) can increase the control over production and data, (iii) effect current employees and their work positively (e.g., reduces stress and physical strain), (iv) change the industry image to the better, and (v) can reduce overall costs and increase productivity. However, both groups do also, on average, expect a shift towards large farms due to automation and digitalization and find acquisitions to be costly. Slight disagreements between the groups arise only in terms of one of the two groups expecting even clearer advantages from automation or digitalization. Our survey is the first to identify and contrast both managers and employees perception on the opportunities and risks of automation and digitalization. [ABSTRACT FROM AUTHOR]

Using a bivariate quantitative research approach, this paper aims to specify the effect of work ethics and competence on employee performance at the Turatea District Office, Jeneponto Regency, both singly and together. The population in this study wereall employees of Turatea District Office, Jeneponto Regency—a total of 33 people consisting of permanent employees and contract employees. A total sampling technique was used, where the entire population is sampled. The analytical technique used to test the hypothesis is multiple linear regression analysis. The results of this study indicate that (1) work ethics has a positive and significant effect on employee performance, (2) competence has a positive and significant effect on employee performance, and (3) work ethics and competence simultaneously affect employee performance, at the Turatea District Office, Jeneponto Regency. [ABSTRACT FROM AUTHOR]

In most countries throughout the world, the negative attitude of employees toward their workplace is a major concern through government as well as non-government institutions. The main objective of this study is to construct and analyze a novel employee negative attitude towards their workplace dissemination fractional order model and investigate the impacts of protection and improvement (rehabilitation) strategies. The qualitative analyses of the proposed model proved the model solutions non-negativity as well as boundedness, computed the model negative attitude-free, as well as negative attitude persistence equilibrium points, proved the local stability of equilibrium points, it also proved that the existence of backward bifurcation whenever the associated effective reproduction number is less unity. Numerical simulations have been carried out to verify the qualitative results and investigate the parameter effects and solutions behavior. Eventually, from the qualitative and numerical results, we observed and recommended that an optimal effort to implement the protection and improvement (rehabilitation) strategies simultaneously is the best possible strategy to reduce employees' negative attitudes towards their workplace from the employees in the population under consideration. [ABSTRACT FROM AUTHOR]

Objective: Work-related musculoskeletal problems are common in many occupations and these musculoskeletal problems can decrease an individual's quality of life by affecting their daily living activities. The objective of this research was to evaluate the level of exposure to musculoskeletal symptoms risk among employees working in banks. Materials and Methods: This cross-sectional study was conducted in Rawalpindi and Islamabad, Pakistan from January 2018 to June 2018. 620 bank employees of both genders, with the age of 25-45 years were included in this study, and employees with musculoskeletal and neurological disorders, amputee or prosthetic limb, and any trauma were excluded from this study. Rapid office strain assessment (ROSA) and quick exposure check (QEC) scales were used to assess the risk and prevalence of musculoskeletal symptoms. Data were analyzed by using SPSS 21. Results: According to the scoring of QEC scales 92.2% of participants fall in the acceptable ergonomics category, 6% fall into investigate further and 1.1% fall into investigate and change soon, with the highest symptoms among low back (17.7%). And the mean ROSA final score (5.51) indicates that most of the participants have a high risk of musculoskeletal symptoms. Conclusion: Regarding the scoring of ROSA and QEC scale musculoskeletal symptoms has a high prevalence among bank employees. [ABSTRACT FROM AUTHOR]

The platform economy has generated new business models and employment types, posing new challenges to China's labour law and social security law. This article collects 324 cases between 2017 and 2020 in which Chinese courts need to determine the employment status of food delivery riders as platform workers. This paper focuses on whether 'special delivery riders' under the agent model and 'crowdsourced riders' under the crowdsourcing model are identified as employees in these cases and analyse relevant factors considered by judges when they make decisions. More than half of the Chinese judges hold that special delivery riders are employees of agents, while crowdsourced riders are barely found as employees; most judges are reluctant to deem platforms as the liable employers. In general, the algorithm-based management, business organization, and relevant agreements etc. deployed by food delivery platforms may make them free from employer obligations and liabilities, and policymakers often have a tolerant and positive attitude towards the platform employment. Relevant latest policies show the government's willingness to give platform workers more protection, and the SPC Stable Employment Opinions has specified the criteria for identifying employment relationship in the platform employment. Nevertheless, it takes time to see how they will be implemented. [ABSTRACT FROM AUTHOR]

Background Prior to any infectious disease emergence as a public health concern, early occupational preparedness is crucial for protecting employees from novel pathogens— coronavirus disease 2019 (COVID-19) is no different. Aims This study ascertains how occupational safety and health (OSH)/Human Resource (HR) professionals in the Republic of Ireland had managed to prepare their workplaces prior to the advent of COVID-19. METHODS As part of a larger COVID-19 workplace study, online focus groups were conducted with OSH/HR professionals. Collected data were transcribed verbatim and entered into NVivo for thematic analysis incorporating intercoder reliability testing. RESULTS Fifteen focus groups were conducted with OSH/HR professionals (n  = 60) from various occupational settings. Three levels of organizational preparedness were identified: 'early awareness and preparation'; 'unaware and not ready' and 'aware, but not ready'. Most organizations were aware of the COVID-19 severity, but not fully prepared for the pandemic, especially stand-alone enterprises that may not have sufficient resources to cope with an unanticipated crisis. The experiences shared by OSH professionals illustrate their agility in applying risk management and control skills to unanticipated public/occupational health crises that arise. Conclusions General pandemic preparedness such as the availability of work-from-home policies, emergency scenario planning and prior experience in workplace outbreaks of infectious diseases were helpful for workplace-associated COVID-19 prevention. This is the first study conducted with OSH/HR professionals in Ireland regarding COVID-19 preparedness in workplaces, which provides valuable insights into research literature, as well as empirical experience for the preparation of future public health emergencies. [ABSTRACT FROM AUTHOR]

Background Foreign-born workers in high-income countries experience higher rates of COVID-19 but the causes are only partially known. Aims To examine if the occupational risk of COVID-19 in foreign-born workers deviates from the risk in native-born employees in Denmark. Methods Within a registry-based cohort of all residents employed in Denmark (n = 2 451 542), we identified four-digit DISCO-08 occupations associated with an increased incidence of COVID-19-related hospital admission during 2020–21 (at-risk occupations). The sex-specific prevalence of at-risk employment in foreign born was compared with the prevalence in native born. Moreover, we examined if the country of birth modified the risk of a positive SARS-CoV-2 polymerase chain reaction (PCR) test and COVID-19-related hospital admission in at-risk occupations. Results Workers born in low-income countries and male workers from Eastern Europe more often worked in at-risk occupations (relative risks between 1.16 [95% confidence interval {CI} 1.14–1.17] and 1.87 [95% CI 1.82–1.90]). Being foreign-born modified the adjusted risk of PCR test positivity (test for interaction P < 0.0001), primarily because of higher risk in at-risk occupations among men born in Eastern European countries (incidence rate ratio [IRR] 2.39 [95% CI 2.09–2.72] versus IRR 1.19 [95% CI 1.14–1.23] in native-born men). For COVID-19-related hospital admission, no overall interaction was seen, and in women, country of birth did not consistently modify the occupational risk. Conclusions Workplace viral transmission may contribute to an excess risk of COVID-19 in male workers born in Eastern Europe, but most foreign-born employees in at-risk occupations seem not to be at higher occupational risk than native born. [ABSTRACT FROM AUTHOR]

Background The apparent functional impact of post-COVID-19 syndrome has workability implications for large segments of the working-age population. Aims To understand obstacles and enablers around self-reported workability of workers following COVID-19, to better guide sustainable workplace accommodations. Methods An exploratory online survey comprising quantitative and qualitative questions was disseminated via social media and industry networks between December 2020 and February 2021, yielding usable responses from 145 workers. Qualitative data were subjected to content analysis. Results Over half of the sample (64%) were from the health, social care, and education sectors. Just under 15% had returned to work, and 53% and 50% reported their physical and psychological workability respectively as moderate at best. Leading workability obstacles were multi-level, comprising fatigue, the interaction between symptoms and job, lack of control over job pressures, inappropriate sickness absence management policies, and lack of COVID-aware organizational cultures. Self-management support, modified work, flexible co-developed graded return-to-work planning, and improved line management competency were advocated as key enablers. Conclusions Assuming appropriate medical management of any pathophysiological complications of COVID-19, maintaining or regaining post-COVID workability might reasonably follow a typical biopsychosocial framework enhanced to cater to the fluctuating nature of the symptoms. This should entail flexible, regularly reviewed and longer-term return-to-work planning addressing multi-level workability obstacles, co-developed between workers and line managers, with support from human resources, occupational health professionals (OHP's), and a COVID-aware organizational culture. [ABSTRACT FROM AUTHOR]

Employee theft is a common form of behavior in small and medium-sized businesses (SMEs). This situation inflicts serious financial losses on businesses and hinders their development. SMEs that cannot achieve the required growth level indirectly hinder the country's development. In this respect, describing employee thefts in SMEs will make serious contributions to both the relevant literature and practitioners. Therefore, the research aims to reflect a general portrait of the causes, processes, and consequences of employee theft in SMEs. In line with the purpose of the research, answers were sought to two basic questions. The first of these is the discovery of the factors that affect the tendency of individuals working in SMEs to theft behavior. The second is to determine what measures should be taken to prevent employee theft from happening again in these businesses. To answer the research questions, individuals working in 10 SMEs were contacted and interviews were held. These employees operate in the textile, tourism, white goods, furniture, accounting-finance and food sectors in Turkey's Denizli province. The data evaluated by the descriptive analysis method pointed to 3 main themes and 23 sub-themes, namely cash, goods or products and time, which pushed the employees to theft. The data evaluated by the descriptive analysis method pointed to 3 main themes and 23 sub-themes, namely cash, goods or products and time, which pushed the employees to theft. In addition, theoretical and practical implications are presented by interpreting sub-themes such as timely stocktaking, security measures and surveillance to prevent theft behaviors experienced in SMEs. [ABSTRACT FROM AUTHOR]

Human resource management is a very complex activity that involves several fundamental objectives. Thus, human resource management policies must stimulate employee loyalty to the organization and this is possible through a flexible organizational structure that can easily adapt to changes. On the other hand, human resources management must be integrated into the organization's strategic management, its policies being in line with the organization's policies. [ABSTRACT FROM AUTHOR]

The article examines the legislative regulation of the concept and forms of mobbing, responsibility for committing such acts. Attention is drawn to the fact that the problem of mobbing is relevant not only for our country, where it is increasingly possible to observe cases of this phenomenon at work (harassment of an employee by both colleagues, subordinates, and management), but also for European countries, where they know what is mobbing and have long since legally regulated the issue of preventing and countering this phenomenon. It is noted that Ukraine has also joined European countries in this matter by adopting the Law “On Amendments to Certain Legislative Acts of Ukraine on Prevention and Counteraction to Mobbing (bullying)” dated 11.16.2022 No. 2759-IX, which brought the norms of Ukrainian legislation in accordance with European and provided protection against discrimination and psychological pressure in the workforce. It is noted that the legislative regulation of the concept and forms of mobbing, responsibility for committing such acts will contribute to the protection and protection of the rights of employees, as well as overcoming mobbing as a negative phenomenon in labor relations. At the same time, it was concluded that despite the fact that the concept of “mobbing” is legally defined, the responsibility for it, many issues still remain today, which need to be resolved. Since the amendments to the legislation gave birth to many aspects that were not familiar either to the practice or to the science of domestic labor law. Yes, now the psychological and economic pressure of employees has become an additional reason for terminating the employment contract; the regulation of mobbing established new areas of employer responsibility, and also gave rise to many unanswered questions - how to distinguish bullying from a joke; whether to consider the use of obscene language as mobbing; is it considered mobbing when an employee compares his work with the work of another employee and complains about being overworked compared to a colleague; where the line will be drawn between the employer’s legal requirement for the employee to perform the job well and mobbing the employee and many others. There is also an objective need to develop a legal mechanism to protect employees from mobbing, which would provide legal certainty regarding this phenomenon in labor relations. [ABSTRACT FROM AUTHOR]

Guaranteeing rights and freedoms for citizens and forming new, equal relations in society are currently one of the main directions of our state’s activity. Because equality is one of those fundamental values that must be enshrined in legislation and implemented in practice in a state that is declared legal, social, and democratic. The purpose of the article is to consider the issue of ensuring equality of rights and opportunities and their impact on a person’s ability to work in today’s realities. After all, in practice in the field of labor there are many cases of violation of the principle of equality, when employees are actually deprived of the opportunity to protect their rights in case of illegal refusal to accept employment and in case of dismissal due to the fact that employers do not provide an official refusal indicating the valid reasons for refusal work or try to formulate the reasons for dismissal at the employee’s own will or with the consent of the parties, which causes concern in view of their massiveness, especially today, when the country is in a state of war against the Russian aggressor. Summarizing the conducted research, it is stated that today Ukraine is already on the way to ensure equal rights of workers and implementation of norms, principles and provisions enshrined in international legal acts in the field under consideration. This is evidenced by the adoption of legislative acts, which will contribute to bringing domestic legislation into compliance with the legislation of the European Union, the practice of the International Labor Organization and will have a positive impact on the market environment. At the same time, it was noted that during the reform of domestic labor legislation, in particular, it is necessary to prevent the narrowing of the existing rights and guarantees of employees, to provide legal instruments that will contribute to the implementation of the principle of equality in the field of labor, in particular, the equality of regulation of the status of subjects of labor law, equal protection labor rights and interests of employees and employers, equality of subjects of labor law when labor relations arise. [ABSTRACT FROM AUTHOR]

The article is devoted to the theoretical and legal study of the right to work, its enshrining in the legislation of Ukraine and in international legal documents, ensuring the employment of young people by the state, the peculiarities of the employment of young scientists, as a category of subjects of labor relations with a special legal status. The state of employment of this category of workers has been analyzed and the main problems faced by young people when finding work have been identified, in particular: a) imperfection of the regulatory and legal framework that regulates labor relations with scientists; b) the possibility of forecasting supply and demand in the labor market; c) lack of professional experience among young people; d) state of development of research infrastructures; e) low level of salaries of scientific employees. The theoretical and practical problems in the field of professional development of young workers aimed at forming high professionalism in them, the ability to work in new economic conditions, as well as ensuring high productive work and effective employment on this basis are analyzed. The author concluded that the current state of the youth labor market is the most problematic part of the general labor market, since the level of youth unemployment in Ukraine has only been increasing in recent years, which contributes to the outflow of young specialists abroad, where they see better earnings, professional growth or opportunities in ge neral. [ABSTRACT FROM AUTHOR]

The article is devoted to the study of the peculiarities of the legal regulation of the management of the labor process and the possibilities of its improvement in the process of reforming the domestic labor legislation. Since today the issue of managing the labor process is of particular importance, taking into account the existing shortcomings in this area, the protracted process of reforming the labor legislation and adopting the Labor Code of Ukraine. In particular, the modern conditions of strengthening integration processes lead to the need to develop fundamentally new approaches to the management of the labor process with the awareness that the main reserve of the enterprise are employees who ensure the quality and competitiveness of production results. Especially today, when employers in the conditions of martial law have a lot of questions about reformatting relations with employees. And in order to maintain a high quality of management, they need to respond quickly and effectively to such situations. It is noted that the management of the labor process is a planned activity of the company's management aimed at organizing, regulating, motivating and controlling the work of employees, the purpose of which is to coordinate the collective efforts of the team and ensure the agreed actions of its members aimed at achieving specific planned results. Attention is drawn to the fact that at each enterprise, institution, organization, the management of the labor process has its own specificity and depends on objective and subjective factors. A conclusion was made regarding the expediency of implementing remote management of the labor process. Because the use of effective remote management tools can become effective in the process of labor management, especially with the war in the country. And therefore, in today's conditions, managers of enterprises need to master the skills of remote management of their enterprises, and in the future actively use them to achieve the tasks set before the management. Since taking into account the frequent change of the environment and the constant acceleration of the pace of life, which directly affect the enterprise, the organization of the process of remote management of the work process at the enterprise will become one of the key facto rs of successful activity in the market. [ABSTRACT FROM AUTHOR]

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The purpose of this article is to present one of the grounds for initiating mediation in individual labor law cases and the subject of consideration will be the issue of indicating the form and elements of the mediation agreement and the rules of mediation that affect the concluded mediation agreement, and, above all, indicating its legal nature. In addition, the subject of consideration will be the issue of indicating the rules of mediation that affect the concluded mediation agreement. [ABSTRACT FROM AUTHOR]

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Job satisfaction is an extremely useful measurement for management and an employee's level of job satisfaction is one of the most important indicators that may help a manager solve specific employment issues. Recognizing the employee's level or extent of job satisfaction gives employers a chance to predict and eliminate such difficulties as low productivity, work inefficiency, an employee's high rate of absenteeism, decision to resign or to retire early, or employee's mental and physical exhaustion (burnout syndrome). The aim of the study is to highlight the significance of job satisfaction in general, and subsequently to focus on university teachers and researchers taking into account the fact that identifying job satisfaction in an academic environment is supposed to consider the unique aspects of academic work. The findings are expected to help higher education institutions to foster more positive and productive academic environment. [ABSTRACT FROM AUTHOR]

Employee psychological well-being is crucial in today's complex and ever-changing corporate environment. This is because technological advances, international competition, and changing consumer expectations have changed the labour market. This study aims to examine the role of transformational leadership in improving employees' psychological well-being. This research is a descriptive qualitative study that explores previous studies related to transformational leadership and employee psychological well-being. First, relevant studies were collected related to transformational leadership and employee psychological well-being and the possible impact of both constructs. After that, the author summarises the relevant studies and discusses the concepts of transformational leadership and employee psychological well-being and how they can be used in organisations. The next step is to express the author's views on the potential of transformational leadership and employee psychological well-being in organisations. Study results show that transformational leadership improves employee psychological well-being. Transformational leaders inspire and motivate their people, making them feel valued and invested in the company's objective. This boosts workplace motivation, self-esteem, and growth. [ABSTRACT FROM AUTHOR]

This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce. [ABSTRACT FROM AUTHOR]

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Theoretical background: Job-related attitudes are crucial to employee performance and overall effectiveness in any organisation. Pay satisfaction and mentoring are key determinants of employees’ job-related attitudes. Purpose of the article: This study explored the impact of pay satisfaction and mentoring on job-related attitudes among local government employees in Osun State. The article aimed to evaluate the independent relationships between these factors and their combined effect on job-related attitudes which include cooperation, self-confidence, maturity, job security, and perceived fairness. Research methods: A multi-stage sampling procedure was employed to ensure a diverse and representative sample of local government employees across various departments and hierarchical levels within the organisation. Questionnaires were distributed to the selected sample, capturing information on pay satisfaction, mentoring experiences, and job-related attitudes such as job satisfaction. Collected data were processed and analysed using descriptive statistics and inferential statistical techniques, and multiple regression analysis was used to analyse the formulated hypothesis. Main findings: Pay satisfaction was found to have a significant influence on job-related attitudes. Employees who reported higher levels of pay satisfaction demonstrated more positive job-related attitudes. Mentoring significantly impacted employees’ cooperation with colleagues and superiors at work. Effective mentoring programs were associated with better cooperation and teamwork among employees. The combined effect of pay satisfaction and mentoring on job-related attitudes was also observed. Employees who experienced high pay satisfaction and effective mentoring demonstrated more positive job-related attitudes than those without. Implications of the findings: These findings highlight the importance of prioritising and improving pay satisfaction and mentoring programs in local government agencies, as they significantly contribute to fostering positive job-related attitudes and, ultimately, enhancing overall employee performance. [ABSTRACT FROM AUTHOR]

Employees have an important role in a business. Employees are human resources employed by companies who play the role of planners, executors, and drivers in determining the performance and sustainability of the company. Organizational support for employees can be an important factor in retaining employees in the company. The main objective of this study was to determine the perceptions of employee organizational support, employee engagement, and the level of job satisfaction on the employee's intention to stay with the organization. The dataset was generated through a quantitative survey of 233 respondents at PT. Yodya Karya (Persero) from March to April 2023, and analyzed using Structural Equation Modelling (SEM). The findings of this research are that there is no significant and positive direct influence between perceived organizational support on employees' intentions to stay at the company, but rather that perceived organizational support has an impact when there are other things that influence employees' intentions to stay at the company through job satisfaction. Job satisfaction also has a big influence on employees' intentions to stay at the company and employee involvement in the company. Thus, Job Satisfaction at the company needs to be increased to increase employee intentions to stay at the company and also Employee Engagement. Therefore, from the results of this research can be seen that Job Satisfaction becomes an important variable in mediating the influence of Perceived Organizational Support and Intention to Stay.

This study examined the effect of moonlighting on organizational performance in the Nigerian banking sector. It adopted a survey design that allowed the researcher to collect only cross-sectional data from the respondents. The questionnaire was administered to the staff of five (5) different banks in Lagos and Ogun states to seek their opinions. The responses were analyzed using regression analysis. The results revealed that, most of the respondents had heard and experienced moonlighting at various points of their career in the banking sector and that moonlighting negatively impacts firm performance in terms of employees’ productivity, profitability, and dividend payment. The study recommends the need for policies to be put in place. Terms of policies must be incorporated in the employment contract for employees to know the consequences of breaching the contract. Finally, disciplinary action should be taken on the affected staff to serve as deterrent to others.

Employee wellbeing is a crucial challenge in many organisations in South Africa and abroad. Interventions at a management level are vital to ensure that organisations do not lose quality employees due to poor employee well-being. Therefore, the paper assessed the strategies that can be used to enhance the well-being of academics in an institution of higher learning in South Africa. The paper employed a qualitative approach to collect data from the Management Committee (MANCO) at the Durban University of Technology in Durban, South Africa. Purposive sampling was be used to collect data directly from the MANCO. All data are analyzed using Nvivo. Findings from the study revealed that leadership plays a pivotal role in the well-being of employees. The findings of the paper can assist the management of the university with solutions related to the turnover of academics and will also be a wake-up call to other universities on the subject matter.

Recent developments in legal decisions have highlighted the directive power exerted by platforms, leading to a preference for an employee scheme for qualification purposes. However, work platform control mechanisms are part of larger, more complex systems of algorithmic power that threaten the identities of individuals. Workers become subject to manipulation even before they begin work, rendering the protections associated with employee recognition inadequate. One possible solution to safeguard the dignity of workers and right to self-determination is to align labor law with the right to personal data protection. La evolución reciente de las decisiones judiciales ha puesto de relieve el poder directivo que ejercen las plataformas, lo que ha llevado a preferir un régimen de empleados a efectos de cualificación. Sin embargo, los mecanismos de control de las plataformas de trabajo forman parte de sistemas más amplios y complejos de poder algorítmico que amenazan la identidad de las personas. Los trabajadores se convierten en objeto de manipulación incluso antes de empezar a trabajar, lo que hace que las protecciones asociadas al reconocimiento de empleado resulten inadecuadas. Una posible solución para salvaguardar la dignidad de los trabajadores y el derecho a la autodeterminación es alinear la legislación laboral con el derecho a la protección de datos personales.

The Law No. 296/2023 regarding certain fiscal-budgetary measures for ensuring Romania’s financial sustainability on the long term brings a series of important modifications with regard to the taxation of activities in the IT field, which are applied partially from November 2023 and partially from January 2024. The article discusses a series of conceptual and practical issues regarding the taxation of these activities according to the provider’s status: employee within a company, certified natural person or micro-enterprise. Thus, starting with the 1st of November 2023, in accordance with the provisions of Law No. 296/2023, the employees carrying out this type of activities based on an employment contract within a company, at the place where there is the main employment, are tax-exempt for the gross monthly incomes from salaries and assimilated to salaries of up to 10,000 Lei included, and the part exceeding this amount does not benefit from facilities. From the 1st of January 2024 we witness the modification of the taxation method both for the certified natural persons providing services in the IT sector and for the persons who own a micro-enterprise with an object of activity specific to the information technology field. Likewise, the certified natural persons providing services in the IT field can use only the real taxation system, based on the accounting data, starting with the income for 2024. The practical examples highlight the taxation methods of these activities according to the status of the provider.

The article examines the current state of legal regulation of service relations in the Security Service of Ukraine. Scientific positions of scholars on the social nature of service in law enforcement agencies and the degree of influence of labour and administrative law on service relations in them have been studied. The article defines the branch of law to which the relations of service in the Security Service of Ukraine belong. It has been substantiated that the labour law includes labour relations of servicemen and employees who have entered into an employment contract with the Security Service of Ukraine. The scope of administrative law includes relations related to the service of conscripts in the Security Service of Ukraine. Proposals for improving the legal regulation of labour and service relations in the Security Service of Ukraine have been developed. The author proves the expediency of establishing a clear procedure for legal regulation of labour and service relations of different categories of SSU personnel. It is proposed in the Law of Ukraine “On the Security Service of Ukraine”: 1) to supplement Chapter III with an article entitled: “Legal regulation of relations related to service by conscripts” and the following content: “Service by conscripts in the Security Service of Ukraine is carried out under the conditions and in procedures established by legislation for conscript servicemen of the Armed Forces of Ukraine, with features provided for by legislation for the Security Service of Ukraine”; 2) to state the name of the article 21 as follows: “Legal regulation of labour relations of employees who have concluded an employment contract with the Security Service of Ukraine” and the content in the following wording: “Labor relations of employees who have concluded a labor contract with the Security Service of Ukraine are regulated by the legislation of Ukraine on labour with the features provided by the legislation for the Security Service of Ukraine”; 3) to supplement with a section entitled: “Service by military service employees”, which provides for regulations regarding the regulation of all the main aspects of their service.

Objectives: A mobile health intervention program was provided for employees with overweight and obesity for 12 weeks, and a process evaluation was completed at the end of the program. We investigated participant engagement based on app usage data, and whether engagement was associated with the degree of satisfaction with the program. Methods: The program involved the use of a dietary coaching app and a wearable device for monitoring physical activity and body composition. A total of 235 employees participated in the program. App usage data were collected from a mobile platform, and a questionnaire survey on process evaluation and needs assessment was conducted during the post-test. Results: The engagement level of the participants decreased over time. Participants in their 40s, high school graduates or lower education, and manufacturing workers showed higher engagement than other age groups, college graduates, and office workers, respectively. The overall satisfaction score was 3.6 out of 5. When participants were categorized into three groups according to their engagement level, the upper group was more satisfied than the lower group. A total of 71.5% of participants answered that they wanted to rejoin or recommend the program, and 71.9% answered that the program was helpful in improving their dietary habits. The most helpful components in the program were diet records and a 1:1 chat with the dietary coach from the dietary coaching app. The barriers to improving dietary habits included company dinners, special occasions, lack of time, and eating out. The workplace dietary management programs were recognized as necessary with a need score of 3.9 out of 5. Conclusions: Participants were generally satisfied with the mobile health intervention program, particularly highly engaged participants. Feedback from a dietary coach was an important factor in increasing satisfaction.

The paper examines the existing legal regulation and case law regarding the imposition of monetary and other sanctions, particularly contractual penalties, in labour law relations in the Czech Republic. The text analyses the initial state as well as the development and raises concerns about the compatibility of the current stringent regulation with the ever-changing work environment. The paper also discusses in detail the imposition of contractual penalties on the employees, the employers and their nature in the non-compete clause.

Due to the unstable, turbulent socioeconomic and political environment in which organizations now operate, stress has become an inseparable companion of human beings in the work process. Psychosocial risks are among the most important challenges currently facing employers regarding human resources management and maintaining satisfactory organizational performance. In this context, this study aims to identify contemporarily relevant employee stress management competencies and the actions employers should take to support their development. To do so, it employs desk research and descriptive analysis, undertaking an analysis of the literature on the subject and available secondary data. It identifies three fundamental stress management challenges facing managers and employee teams. For each of these challenges, the article identifies employees’ competencies that need to be improved and highlights related possible actions by employers.

Organizational citizenship behavior is vital to the company’s internal control system. This is because individual contributions that exceed role demands in the workplace increase company productivity and efficiency. This study aims to determine the role of resistance to change in moderating the influence of psychological capital and leader-member exchange on organizational citizenship behavior in micro, small, and medium enterprises in Indonesia. This paper uses a quantitative approach, and data collection is carried out through online surveys. The sample comprises 263 managers or owners of micro, small, and medium enterprises in Indonesia. This paper uses panel data; to test the interaction regression of resistance to change as a moderator, it uses the ordinary least squares method. The research results found empirical evidence that psychological capital and leader-member exchange impact increasing organizational citizenship behavior. Other findings show that resistance to change negatively moderates the influence of psychological capital and leader-member exchange on organizational citizenship behavior of Indonesia’s micro, small, and medium enterprises. AcknowledgmentThis study is supported by DPPMP Stikubank University; thanks to DPPMP and all team NGEJUS members.

Background: Although working postpartum women in poverty still have unmet medical needs, relevant research is lacking. Thus, we aimed to determine the five most frequent occupations of U.S. postpartum women in poverty and further examine whether the most frequent occupations are associated with poverty/being uninsured by an employer. Methods: This is a cross-sectional study. We included women who had a job and gave birth within the last 12 months from a 2019 American Community Survey Public Use Microdata Sample. To examine the associations between the most frequent occupations and being in poverty/uninsured through an employer/union, we used age- and race-adjusted and multivariable-adjusted logistic regression models. Results: A total of 14.3% of working postpartum women lived in poverty, and their most frequent major occupations were sales and related work, followed by food preparation and serving-related work, office and administrative support work, health care support work, and cleaning and ground maintenance. A total of 51.2% of women in the most frequent major occupations were uninsured through an employer/union. Compared with women in other occupations, women in the most frequent major occupations had fewer working hours and weeks that included paid leave. In particular, cleaners and ground maintenance workers and food preparation and serving-related workers were most likely to be in poverty and uninsured through an employer/union. Conclusions: Compared with other occupations, the most frequent occupations were more likely to be insecure and less likely to provide health insurance. Our U.S.-based study suggested that current policies regarding employee benefits needed to be improved especially for the most frequent major occupations.

Research aims: The role of human resources in Baitul Maal wat Tamwil (BMT) is vital as it is the main driver of all company activities in achieving its goals. This study, therefore, aims to examine the influence of corporate governance (CG) principles on employee performance in BMT. Design/Methodology/Approach: The object of this study was BMTs in Yogyakarta Province, with the respondents being BMT employees. The data collection technique employed a questionnaire measured by five Likert scales. The data in this study were then processed using the multiple linear regression method. Research findings: The study uncovered that all CG principles, i.e., transparency, accountability, responsibility, independence, and fairness, positively influenced employee performance. Theoretical contribution/Originality: This study contributes to the development of BMT management in Indonesia to start or improve the implementation of corporate governance since it positively impacts employee performance. Practitioner/Policy implication: BMT has challenges related to human resource competence. The organization (BMT) can evaluate the implementation of GCG in its operational activities because it can affect employee performance. Research limitation/Implication: The study only took samples from Yogyakarta Province. The physical distribution of questionnaires also limited the number of samples that could be collected.

The article considers the problem of defining the system of personal non-property rights of an employee, as a set of its individual structural basic elements in the system of personal non-property benefits of an individual, and in the general system of human rights. The essence and content of any social, legal phenomena, which are the personal non-property rights of employees, as relevant legal values, can be fully revealed only thanks to the study of objective signs characteristic of these rights. When studying the current issues of employees’ personal rights, it is extremely important to determine their structure as a certain systemic formation and a separate group in the general system of labour rights which would reflect and ensure their internal differentiation and external unity. Due to the fact that the personal rights of a person are a separate type of subjective rights (they belong to the category of intangible goods), their features are the absence of direct property content and an inseparable connection with the personality of their bearer. At the same time, in an objective sense, personal non-property rights are undeniably a complex legal institution that forms the norms of various branches of public and private law (constitutional, criminal, administrative, environmental, civil, family, housing, labor, etc.). Based on the analysis of the provisions of national and prospective legislation, as well as the achievements of scientific thought, the article provides a legal description of the concept of the system, structure and elements of the system of personal non-property rights of an employee in connection with the performance of his/her employment duties. The issue of the possibility of regulatory definition and consolidation of the system and classification of personal non-property rights of employees in the course of their employment functions has been investigated. The scientific novelty of the publication is that the issue of systematization and/or classification of the employee's personal non-property rights has been comprehensively researched, taking into account the classes (types) of their types, in accordance with the requirements of national civil and labor legislation and according to scientific research.

Given the mandatory nature of the preliminary disciplinary investigation procedure, this disciplinary process to which employees are submitted can be divided into three main phases, namely the phase prior to the employee's summoning, the moment of the employee's hearing and the phase following employee's investigation. Clarity on these stages and the proceedings corresponding to each of them, is essential for the validity of the disciplinary sanction. As the disciplinary process is complex both in terms of the current regulatory framework and judicial practice, the present article addresses some aspects of the preliminary disciplinary investigation procedure, with special focus on the problems identified in the phase prior to the employee's summoning to the disciplinary investigation. We will consider both descriptive technical elements and elements that generate significant divergences or controversy over practical matters. The comparative law elements presented will also highlight how other legal systems regulate issues relating to the procedure for imposing disciplinary sanctions. The legal regulations of Bulgaria, the United Kingdom, Cyprus, New Zealand are presented.

The subject of stimulating employees toward digital transformation has always been one of the most significant topics, attracting the interests of scientists and decision-makers. This study analyzes the impact of critical factors, including self-efficacy, attitude, leadership, and employee characteristics on employee readiness for digital transformation and job performance. The variables were selected based on the extended theory of planned behavior and personal resource adaption models. To achieve the research objective, partial least squares structural equation modeling was employed. Data were collected from a survey of 302 employees of SMEs in Vietnam. Research findings showed that employees attitude (β = 0.1148; p < 0.05), self-efficacy (β = 0.3737; p < 0.05), and characteristics (β = 0.3328; p < 0.05) affected their readiness for digital transformation. Employees self-efficacy and characteristics also demonstrated direct impacts on job performance. Meanwhile, leadership showed no direct impact (p = 0.6430) but an indirect impact on job performance through readiness (β = 0.1360, p < 0.05). Additionally, among the factors, employee readiness is the most substantial predictor of job performance (β = 0.5152). The findings can benefit Vietnamese SME managers and policymakers, as they can better understand employees and develop effective strategies and measures to promote employee readiness and job performance in a digital transformation context. AcknowledgmentThis article is a scientific product of the ministry-level project “Research on factors affecting digital transformation of small and medium-sized enterprises in Vietnam”, code B2022-BKA-22, funded by the Ministry of Education and Training of Vietnam.