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This study aims to determine the application of work discipline in U.D. Salt Company. Rahayu Kediri to increase employee work productivity. The type of research used in this study is qualitative descriptive research. Interviews, observation, and documentation carry out the method of data collection. The data used are primary data and second data. The second data used includes employee attendance data, working hours, working days, sales targets, and sales realization in 2021. The results showed that the work discipline of employees at U.D. Salt Company. Rahayu Kediri, with the application of work discipline through working hours and the number of working days to increase employee work productivity, has not been maximized. The number of working hours the company has set for 8 hours per day has not been fulfilled. This was proven in December 2021 that the number of working hours should be 6,336 hours per month with 33 employees, which can only be realized at 4,032 hours per day. Also, in other months, The application of work discipline through the number of days of permission from employees as many as 33, with the number of days that should be achieved by the company as much as 792 days per month is only realized on average. The average per month is 448 days, so there is a deviation of 344 days or 43% per month. It is necessary to increase supervision and communication between superiors and subordinates, coaching, and self-development of employees through training.

AbstractThis theoretical scientific study explores the link between the implementation of a working time recording system in the home office and knowledge management, given that the goal of knowledge management is to create a culture of continuous learning and innovation within the employer, leading to increased efficiency and effectiveness. The main source of knowledge needed for the purposes of processing this study were scientific articles that were searched in the ScienceDirect, Google Scholar, Web of Science, Scopus and JSTOR databases. The material also includes selected legal regulations and court decisions. We thoroughly examined these sources and summarized the information found in the conclusion. Similarly, in the home office context, implementing a working time recording system can help with knowledge management in several ways, including increased visibility, improved organization, enhanced collaboration and enhanced learning. Moreover, the literature suggests that implementing a working time recording system in the office can have several benefits for knowledge management. By providing a more accurate and detailed record of employee work activity, tracking employee learning and development activities, and enabling the tracking of the flow of work within an organization, such systems can support the management of knowledge and help employers to achieve their goals.

The past decades have seen a significant rise in the number of large-scale commercial enterprises entering the healthcare sector, making it difficult for smaller companies and entrepreneurs to remain competitive. This change has meant that an increasing number of healthcare professionals have transitioned from being self-employed entrepreneurs to being company employees. How do healthcare professionals manage this (often reluctant) transition and its resulting tensions? Based on qualitative data (including 40 interviews, 18 ​h of observation, and 314 archival records) with French medical biologists, we employ the economies of worth framework developed by Boltanski and Thévenot (1991, 2006) to understand the strains healthcare professionals experience related to a coerced change of perspective and how their organization, in turn, uses various strategies to address these tensions. We find that medical biologists experience tensions related to their domestic perspective due to the change of their employment status (from self-employed to company employee) and related to their industrial perspective due to the repositioning of their job (from scientific expert to site manager). To address these concerns, their organization first applied a civic perspective, with mixed results. Searching for a more successful approach, the organization pivoted to a domestic perspective, which was largely counterproductive. Tensions were finally stabilized when the organization developed a structure based on both civic and network principles. Our paper contributes to the literature through demonstrating that tensions need to be resolved at an organizational level first without rushing through a compromise in order to achieve clarification at an individual level.

The existence of an association between work-life balance and mental health in employees has not been found. The purpose of the systematic review is to assess the relationship between work-life balance and mental health among employees. This study used the SLR method; a literature search was conducted on the PubMed, Scopus, Google Scholar, and Crossref databases in early January 2023. The results showed n = 79 on Scopus, n = 2 on PubMed, n = 147 on Google Scholar, and n = 4000 on Crossref. After PRISMA analysis, n = 30 studies were included in the review. Number of reviews Positive correlation between work-life balance and positive mental health (n = 19); positive correlation between work-life balance and positive mental health (n = 7); positive correlation between work-life imbalance and positive mental health (n = 4). Countries where research was conducted: Malaysia, South Korea, India, Indonesia, Pakistan, Spanish, Nigeria, Ghana, Australia, New Zealand Maori, China, UK, Chinese, New Zealand European, French, Italian, Brazil, Canada, Taiwan, Egyptian, Saudi, Switzerland, and America. Positive mental health variations that have a positive relationship with work-life balance are psychological well-being, resilience, life satisfaction, well-being, positive mental health, higher job satisfaction, lower turnover intention, psychological well-being, well-being, job performance, and work involvement. There are a variety of workers: priests, public servants, lecturers, campus administrative staff, bankers, high school teachers, academics, media workers, midwives, and professors. Depression, anxiety, mental burden, work stress, the severity of insomnia, burnout, turnover intention, and technostress are all variations of mental health problems that have a positive relationship with work-life balance. Worker variations include bankers, health care professionals, work-from-home moms, working students, bus transportation workers, and full-time insurance tech employees.

This research is aimed at developing a new instrument to assess the healthy workplace qualities based on the environmental theory of stress, and ideas of salutogenic and biophilic design. A total of 319 respondents participated in the study (19–72 years; Mage = 40.86, SDage = 12.70; 69% women). Additionally, nine judges were invited to evaluate the items of the scale for content validity. Using a mixed inductive/deductive method, which included literature analysis and in-depth interviews, an initial pool of 56 items was collected. From the initial pool of 56 items, the more relevant ones were selected. This list named the People in the Office Scale (POS) was subjected to a full psychometric examination. Results of the Exploratory and Confirmatory Factor Analyses show that POS has satisfactory structural and content validity, reliability, and measurement invariance across sex and age. In its final form, POS includes 27 items and five subscales: Ergonomics; Internal Communications; External Infrastructure; Freedom of Action; and Workplace as a Life Narrative. Convergent validity measured by correlating POS scores with the variables of restorative environment, workplace attachment, and organizational cynicism was satisfactory. Divergent validity measured by correlating with mental health, was also satisfactory. This new instrument can be recommended for use in both practice and research to provide evidence-based design guidance.

Objective: This study was identified seeking treatment for hypertension and diabetes among male shift workers. Method: This retrospective cohort study included nine large companies in Japan. Data were collected from health checkup, health insurance records, and self-administered questionnaires in 2017 and 2020. Data were analyzed using Kaplan-Meier curves and Cox regression. Result: Person-days shift workers and day workers seeking treatment for hypertension were 41,604 and 327,301, respectively and, for diabetes, were 7326 and 60,735, respectively. The log ranks were statistically significant. Shift workers were 46% and 56% less likely to seek treatment for hypertension and diabetes, respectively, than day workers were after adjustment for age, marital status, education level, and intention to modify lifestyle (model 2) ( P < 0.01). Conclusions: Male shift workers are less likely to seek treatment for hypertension and diabetes compared with day workers. [ABSTRACT FROM AUTHOR]

Objective: There is a need for tailored interventions aimed at promoting the sustainable return to work (RTW) of cancer survivors. As managers have a primary role in supporting cancer survivors to return to work, a better understanding of the "cancer survivor‐manager" dyadic process is much needed. The aim of this paper is to introduce the cancer survivor‐manager dyad in the context of RTW of cancer survivors, and to inform future studies by presenting theoretical, conceptual, and methodological considerations. Conclusions: Different theoretical, conceptual, and methodological aspects are addressed that open new perspectives concerning the cancer survivor‐manager dyad. Among the theoretical and conceptual aspects, we highlight the interest of developing dyadic coping models specific to the cancer survivor‐manager dyad. This would allow the conceptualization of their interpersonal dynamics and to frame interventions aimed at supporting cancer survivors and managers. In addition, we encourage to study in more detail the quality of the relationship between the cancer survivor and manager, including its impact on work‐related outcomes of the cancer survivor. Methodologically, the actor‐partner interdependence model could be relevant to identify any interdependence in the cancer survivor‐manager dyad. We also recommend using longitudinal and prospective studies to investigate the cancer survivor‐manager dyad, as these studies are well suited to identify evolutive and dynamic aspects of the cancer survivor‐manager dyad. Lastly, we propose a recruitment strategy of the dyad by involving a trustworthy third party, to respect the ethical framework, and the privacy and voluntary choice of cancer survivors. Key points: The success of the implementation of managerial actions supporting the cancer survivor's return to work depends on the manager's and cancer survivor's willingness and ability to act as a unit.Studies focusing on the cancer survivor‐manager dyad are needed and a specific conceptual model would be useful to conceptualize the interpersonal dynamics.It is important to identify determinants of the quality of the cancer survivor‐manager relationship, and their effect on the return‐to‐work process.To study the cancer survivor‐manager dyad, the use of the actor‐partner interdependence model and prospective longitudinal studies are recommended.For the recruitment of cancer survivor‐manager dyads, it is recommended to employ a cancer survivor‐focused approach involving a trustworthy third party. [ABSTRACT FROM AUTHOR]

Employees are the bloodline and a significant asset of any organisation, whose job performance is rarely examined. For the bank profession, new entrants or employees are usually drawn from fresh university graduates, who hardly possess the requisite skills for the job. Yet, little attention has been paid to what training and development can do to enhance the job performance of these graduates in the banking industry; hence, this study. The active role they play in a company's success cannot be underestimated, as the quality of work the company produces depends on the quality of its human resources. As a result, it is imperative to equip these unique assets through effective training and development to maximise job performance due to the lack of industry-related skills that graduates lack when entering the working industry. Training and development must thus be relevant and directly linked to desired outcomes. The study's objectives were to explore the relationship between employee training and development and employee performance and establish whether organisational issues are constraints to employee performance. The study employed a descriptive research design utilising a quantitative research strategy with a positivist philosophy. Data was obtained through a structured questionnaire with a 5-point Likert scale. The results showed that training allows employees to sell better, acquire information, and manage change when needed. The findings also showed developmental issues that the bank faced, as a large portion of the respondents felt unaware of development opportunities within the bank. The bank should implement a development framework that will showcase the different career opportunities available within the establishment and take steps to promote employees to these positions. [ABSTRACT FROM AUTHOR]

Career well-being is essential for activating adaptive readiness when facing challenges. It serves as a valuable tool in career development interventions, particularly in assisting workers in overcoming work-related difficulties, especially for those with disabilities. Therefore, the objective of this study was to explore the career well-being of disabled workers. This study employs a phenomenological qualitative approach. The sampling technique used was purposive, targeting workers with physical disabilities who have been employed by a company for at least 1 year and have completed at least junior high school education. Data collection involved semi-structured interviews conducted with 6 employees with physical disabilities. The findings reveal the following: (1) The career well-being of workers with physical disabilities can be categorized into three themes. Firstly, there's a positive emotional impact on their career situations, as they express gratitude and happiness for being accepted at work, fulfilling their aspirations. Secondly, these individuals find meaning in their career situations, deriving significance for themselves, their families, and their companies due to the trust and responsibility vested in them. Thirdly, the status of career networks and social support plays a pivotal role, as evident through their involvement with the FKDK community and within the company. (2) Additionally, the factors influencing the career well-being of workers with physical disabilities stem from both internal and external sources. Internally, self-motivation plays a vital role, whereas externally, support from parents, spouses, and the company contributes significantly. This study's findings provide a substantial contribution to the comprehension of career well-being among workers with physical disabilities. [ABSTRACT FROM AUTHOR]

The study aims to analyze the art of managing Human Resources (HR) as an HR development strategy that can increase employee creativity at PT Bhinneka Tekno Sejati. In the face of the digital era and rapid change, effective and efficient HR management is the key to the company's success. The method used in this study is a qualitative study with data collection techniques through interviews, observations, and documentation studies. The results showed Management by Objective (MBO) improved work performance by directing behavior. These models tend to be fair because standards are expressed in relatively objective terms. This model is also fast, practical, inexpensive, and motivates workers by giving them the opportunity to cooperatively set their own goalsIn the context of PT Bhinneka Tekno Sejati, the art of managing HR has succeeded in increasing employee creativity. This can be seen from the improvement in the quality of products and services, as well as increased customer satisfaction. Therefore, companies need to continue to develop effective and efficient HR management strategies to face future challenges and opportunities. [ABSTRACT FROM AUTHOR]

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It is indicated that one of the key rights of every individual in a democratic and independent state is the right to work, which, according to the Constitution of Ukraine, includes the opportunity to earn a living by work that a person freely chooses or freely agrees to. It is emphasized that the labor activity of a person should be stimulated in a certain way, not only in the form of separate material payments, but also by providing guarantees, benefits, advantages and privileges for certain categories of workers in accordance with their professional duties. The article provides the author's understanding of the concept of «differentiation of legal labor regulation» and based on it, the main features of the differentiation of legal labor regulation of transport workers are highlighted and considered. It is emphasized that there is no normative-legal consolidation of the concept of «differentiation of labor», which makes it difficult to understand the specified concept, as well as to define the criteria that are used to characterize the specified concept. Particular attention was paid to such features as determining the purpose of applying the differentiation of legal regulation of labor relations of employees; the internal structure of differentiation; implementation methods; forms of expression and methods of fixation. The author comes to the conclusion that the differentiation of the work of transport workers is characterized by a number of essential features that deepen the understanding of this legal phenomenon and its further research. In our opinion, the signs of labor differentiation of workers in the transport sector offered by us better ensure the individualization of legal regulation of their labor relations, and also reveal in more detail the purpose of applying such differentiation. Thus, this conditions not only the effective development of labor law in general, but also, undoubtedly, is the basis for effective and unprecedented guarantee of labor rights of employees of transport enterprises, their employers, trade union associations, etc. [ABSTRACT FROM AUTHOR]

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Purpose: Many low-income students are unable to participate in internship programs because they lack financial resources to pay for the cost of housing and relocating to the internship site. This paper examines the types of benefits or supports related to housing and relocation that employers are providing to paid interns. Design/methodology/approach: This paper uses content analysis to examine the types of supports included in job advertisements posted on Handshake, the largest early career networking platform in the US. Findings: During the period studied, less than 11% of internships advertised indicated that the employer was willing to provide housing or relocation support, only 107 employers across the US. Only 53 employers were willing to provide free company-sponsored housing. Internships offering support are clustered in the fields of business, engineering and research, providing almost no internships for students in other fields. Practical implications: Given the high cost of housing, if a student does not have access to considerable financial resources, they are unlikely to participate in an internship or will be limited to a position in their commutable area. To level the playing field among all students, employers need to offer free or subsidized company-sponsored housing to student interns. While some employers do offer support, the number of students needing support far exceeds the number of internships available. Originality/value: While there is information on what students identify as barriers, there is no accurate picture of employer supports available to mitigate these barriers. This exploratory analysis is the first to examine the benefits and supports employers are providing to paid interns. [ABSTRACT FROM AUTHOR]

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BACKGROUND: Universities could positively impact the health and well-being of employees through workplace wellness programs (WWP). OBJECTIVE: To assess the prevalence of WWP among Asia-Pacific universities, identify gaps and challenges, and solutions to challenges. METHODS: An online survey was sent to members of the Association of Pacific Rim Universities to assess programs on physical fitness, nutrition/weight, mental health/stress, family support, chronic disease prevention, and safety. RESULTS: Employees at 28 universities in 13 economies completed the survey on behalf of their university. Most common WWP were paid maternity/paternity leave (89.3% /85.7%), disaster preparedness training (85.7%), fitness challenges (78.6%), written policies regarding discrimination/hate speech (75.0%), and quiet rest areas (71.4%). However, few addressed childcare, breastfeeding support, workplace sexual harassment, tobacco use, or mental health. Programs rarely aligned with the reported goal of increasing employee morale, but instead resulted from government mandates. Many universities offered sporadic, one-off programs but lacked comprehensive, coordinated programming and adequate evaluation procedures. Key challenges were low employee participation, limited budget, and lack of leadership support. This study highlights the need for improved program administration, information dissemination, data collection to evaluate impact, and leadership support. CONCLUSION: WWP could benefit universities and employees but should be implemented and evaluated as part of a comprehensive campus wellness culture. [ABSTRACT FROM AUTHOR]

At common law, the employer is entitled to terminate the employment of an employee, for any reason or no reason at all. At present, the level of unemployment in Nigeria is gargantuan, coupled with a high rate of employment insecurity. In 2010 the status and stature of the National Industrial Court of Nigeria (NICN) were enhanced by the 1999 Constitution of the Federal Republic of Nigeria (Third Alteration) Act, 2010, which vests the NICN with exclusive original civil jurisdiction over labour and employment matters, powers it to apply international best practices (IBP) and international labour standards (ILS) as contained in section 254C(1)(f) and (h) thereof. In 2015 the NICN, according to this section, held that an employer, in master–servant employment, following IBPs and ILSs, cannot terminate the employment of an employee save for good and justifiable reasons. This judgment has attracted various criticisms owing to its iconoclastic nature. This article, through the doctrinal method, examines the validity of this judgment vis-à-vis section 12 of the 1999 CFRN and subsisting appellate courts judgments. It argues that the judgment is not only valid but a welcome development and has opened a new vista on security of employment in Nigeria and has brought the law into conformity with international best practices and standards. Going forward, the article argues for the affirming of the decision by the Court of Appeal as the apex court on appeals from the NICN and for wide publicity by trade unions and workers groups for its exploitation by their members. [ABSTRACT FROM AUTHOR]

Using longitudinal data from the China Family Panel Studies, we investigate the impact of Internet usage on the income gap between self‐employed individuals and employees in China, considering the sample selection bias and individual heterogeneity issues. We divided employment statuses into three types―small entrepreneur, own‐account worker, and employee. The findings reveal the following: First, the returns from Internet usage differ by employment type, which is lower for self‐employed individuals than that for employees. Second, the difference in Internet usage contributes to widening the income gap, whereas the difference in the returns from Internet usage to income contributes to narrowing it. Finally, Internet usage exerts a greater impact on the income gap between employees and small entrepreneurs than that between employees and own‐account workers. These empirical results suggest that the division of Internet access may exacerbate the segmentation of the formal and informal sectors in China. [ABSTRACT FROM AUTHOR]

Introduction Methods Results Discussion and Conclusions Workplace absenteeism is a burden in Australia. The estimated productivity losses due to alcohol were around $4.0 billion in 2017, with absenteeism driving 90% of these costs. We aim to determine the dose–response relationship between average daily alcohol consumption and heavy episodic drinking (HED) frequency and workplace absenteeism amongst Australian workers.We used the 2019 National Drug Strategy Household Survey of Australian employed workers aged ≥20 years to 69 years old. Respondents' average daily alcohol consumption was categorised into four: abstainers, light to moderate (1–20 g of alcohol/day), risky (>20–40 g of alcohol/day) and high‐risk (>40 g of alcohol/day). HED was classified into four frequency measures (never, less than monthly, monthly, weekly). The outcome variables came from dichotomised measures of: (i) absence due to alcohol consumption; and (ii) broader sickness absence–absence due to illness or injury in the previous 3 months.Risky (adjusted odds ratio 4.74 [95% CI 2.93–7.64]) and high‐risk drinking (adjusted odds ratio 6.61 [95% CI 4.10–10.68]) were linked to increased odds of alcohol‐related absence. Higher HED frequency was significantly associated with alcohol‐related and broader sickness absenteeism. No significant associations exist between regular alcohol consumption and broader sickness absence in fully adjusted models.Findings suggest that only HED is linked to broader sickness absence. However, there is a strong dose–response association between alcohol consumption and alcohol‐related absences for both consumption measures amongst Australian workers. Population‐level policies that reduce alcohol consumption to moderate level and less frequent HED might address workplace absenteeism. [ABSTRACT FROM AUTHOR]

This study aims to analyze and explain leadership styles and their effects on employee welfare and productivity. Through his leadership style, a leader can influence well-being and job satisfaction by paying attention to and meeting the needs of his employees. If employee needs have been met, employees will work as much as possible towards increasing work productivity. Therefore, a leadership style is needed that can affect the welfare and productivity of employees with an Industrial Psychology approach. The method used in this study can be classified as descriptive research, meaning by researching and holding discussions and describing systematically, then looking for relationships from these source data to get a desired conclusion for the solution faced. The results of this study show that a good leadership style and organizational culture can foster commitment in employees. Commitment in the organization is a trigger for organizational success. The role of psychology in psychology is to answer psychological problems by integrating industry and organizations as a practical way to solve problems that arise. [ABSTRACT FROM AUTHOR]

Aim: We aimed to highlight some salient thoughts regarding the importance of addressing the challenges nurses face when speaking up, particularly in situations involving power, hierarchy, fear and threat, and boost scientific and professional debates around this timely topic, starting from the qualitative article published by Abrams et al. (Journal of Advanced Nursing; 2023). Background: Although acknowledging the contribution of nurses to patient care and their ability to detect and manage potential safety hazards through observations and insights, nurses may encounter challenges in expressing their concerns, particularly in situations that involve power dynamics and hierarchical structures. In this regard, Abrams et al. (Journal of Advanced Nursing; 2023) studied nurse challenges in speaking up during COVID‐19, identifying key elements related to speaking up, consequences and responses. Discussing this topic may aid scientific and professional debate. Design: Commentary on a qualitative design performed with a social constructionist approach to critically evaluate how nurses spoke up during the COVID‐19 pandemic and the resulting outcomes. Method: Searching for relevant literature to support acknowledging and addressing obstacles nurses face when expressing concerns by speaking up and promoting scholarly and professional discussions on this topic. Findings: The challenges faced by nurses when speaking up during the COVID‐19 pandemic might reflect broader social, cultural and academic trends: power dynamics, hierarchical structures, deference to authority in healthcare organizations and a lack of attention to nurses' experiences in the literature can make it difficult for nurses to raise their concerns. Conclusion: Creating a supportive environment that values nurses' perspectives can help healthcare organizations tap into their knowledge and make data‐driven decisions leading to better patient outcomes, job satisfaction and organizational performance. Effective policies, best practices and research are necessary to understand nurses' experiences in speaking up and designing strategies to create healthy work environments. [ABSTRACT FROM AUTHOR]

This research was a mixed method research. The purposes of this research were 1) to study of organization culture literacy of employee in the large private multinational water solution company sector, 2) to develop innovative mindset for enhancing organization culture literacy, and 3) to study the effect of innovative mindset for enhancing organization culture literacy of employees. The population of this study was 101 employees of the large private multinational water solution company sector. The sample included two groups; the first group of organization culture literacy study consisted of 81 employees stratified selected from the population. The second group was purposely selected from the first group. This group consisted of 40 employees whose organization culture literacy scores were lower than fifty percentiles. They were then randomly assigned into 2 groups, classified as an experimental group and a control group, 20 persons in each group. The experimental group participated in the innovative mindset while the control group did not receive the innovative mindset and engaged in ordinary work. The research instrument were 1) the scale of organization culture literacy and 2) the innovation mindset for enhancing organization culture literacy. The quantitative data analyses were mean, standard deviation, Normality test, One-Way ANOVA with Repeated measure, Two-Way ANOVA with Repeated measure, and the qualitative data analysis was focus-group discussion. The results of the study were 1) the organization culture literacy of 81 employees revealed high with average score of 39.97 (39.97±8.24), 2) the innovative mindset was developed by applying psychological concepts: future orientation, holistic reflection, and design thinking and 3) post-test and follow-up of the organization culture literacy of the experimental group were significantly higher than pretest at the .01 level (F = 54.226, p < .01) and significantly higher than that of the control group at .01 level (F = 194.761, p < .01). [ABSTRACT FROM AUTHOR]

This research study is about improving the performance of employees of the Bandar Lampung City Housing and Settlement Office through the influence of the implementation of Leadership 4.0 and performance allowances. The approach used in research is a quantitative approach based on numerical data obtained through efforts to provide questionnaires and literature studies, and data analysis efforts are carried out using measurement methods and structural methods. The results showed that leadership 4.0 had a significant positive effect on employee motivation at the Bandar Lampung City Government Housing and Settlement Office as seen from the leadership 4.0 value of 2,608 while the value was 1.96, and the signification value (sig.) of 0.009 < 0.05, meaning that leadership by current conditions can provide positive motivation for employees in maximizing their performance to realize organizational goals, while performance allowances show that performance allowances do not have a significant positive effect on employee motivation at the Bandar Lampung City Government Housing and Settlement Office, as seen from the value of performance allowances of 1,677 While the value is 1.96, and the signification value (SIG.) is 0.094 > 0.05. The absence of the effect of performance allowances shows that so far the benefits provided do not affect the work motivation of employees because it is caused by the inconsistency of distribution of performance allowances to employees in other words, benefits often experience delays even more than 6 months, performance allowances have only been paid to employees. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of examining more deeply the career adaptability of employees and human resource development at BKPP Bengkulu City. Where there are still employees of the BKKP of Bengkulu City who do not have awareness in carrying out their duties and there are still employees of the BKPP of Bengkulu City whose level of education and position is not appropriate. This study uses qualitative research methods and is analyzed using Sarvickas Theory, Mark L. which explains four dimensions in aspects of employee career adaptability including attention, control, curiosity and confidence. In addition, researchers also look at the development of human resources through training, promotion and employee mutation. Determination of informants in this study using purposive sampling techniques. Data collection techniques in this study were carried out by observation, interviews, literature studies and documentation. The results obtained from this study show that there are still employees of the BKPP of Bengkulu City whose level of education and position are not appropriate, in addition to the four aspects of career adaptability it can also be concluded that BKPP employees of Bengkulu City still do not have full awareness of career development as employees. [ABSTRACT FROM AUTHOR]

This research investigated how cultural diversity affects human resources management in Nigeria's public sector. Statistical analyses of survey data from 286 HR professionals examined relationships between diversity capabilities, unconscious bias, policies, and organizational outcomes. Results showed positive correlations between higher diversity management competencies and more effective, equitable talent management. Unconscious biases moderately hindered the fair treatment of minority groups. Comprehensive diversity policies and inclusion metrics are also strongly linked to desired outcomes like cohesion, innovation, and performance. The study indicates that investing in diversity policies, metric tracking, bias audits, capability-building, and diversity champions can help public sector organizations fully leverage Nigeria's cultural diversity. The research provides compelling evidence that prioritizing diversity and inclusion initiatives and developing management competencies in this area leads to more merit-based and equitable HR practices and enhanced organizational excellence. [ABSTRACT FROM AUTHOR]

The article analyzes the development of legislation in the field of collective agreement regulation, focuses on the problems of reforming the current legislation that regulates the conclusion of collective agreements and agreements, and draws relevant conclusions. It is noted that the collective agreement regulation, which provides for the direct participation of the subjects of labor relations in establishing working conditions through the conclusion of social partnership acts, is gaining special relevance today. And that is why it is urgent to reform the current legislation in the field of concluding collective agreements, since this agreement is an important component of the legal technique of creation in the legal science of Ukraine. It was concluded that despite the significant number of normative legal acts, there remains a sufficient number of undefined and problematic issues that serve as an obstacle to the establishment of effective collective and contractual labor regulation. One of these problems was the uncertainty of the legal content of the concepts of "collective contract" and "collective agreement" in the current labor legislation of Ukraine, although this issue has been repeatedly covered in scientific literature. And if the current Code of Labor Laws of Ukraine contains a chapter dedicated to the collective agreement, then there are no regulations regarding collective agreements at all, which is one of the significant shortcomings. It was established that with the adoption of the new version of the Law "On Collective Agreements and Contracts" dated February 23, 2023, such categories were defined as "branch agreement of limited effect"; "collective agreement (general, sectoral (inter-sectoral), limited sectoral, territorial, territorial in a separate industry)"; "collective agreement" "employee"; "employer", and a number of issues regarding which there were legislative gaps were settled at the legislative level. The activation of collective bargaining in the conditions of martial law is noted, which is an indispensable tool for regulating social and labor relations, which provides an opportunity to mitigate negative social consequences for employees. Because since the fullscale invasion of Russia into Ukraine, devastating blows have also been inflicted on the development of the existing system of collective and contractual work. [ABSTRACT FROM AUTHOR]

It has been emphasized in the article that many employees and employers increasingly choose alternative methods of labour dispute resolution (alternative dispute resolution - ADR) - conciliation procedures, such as mediation. ADR offers a means of ensuring justice in the workplace for more workers at a lower cost and helps to "clean up" the backlog of statutory dispute resolution institutions, and thus helps public institutions to meet society's need for labour dispute resolution more effectively. The author has drawn attention to the fact that historically, organizations responded to conflict only when it arose; they did not develop planning by conflict. However, today the situation has changed dramatically and organizations are increasingly implementing dispute resolution planning systems, which represent a systematic approach to conflict prevention, management and resolution that focuses on the cause of conflict within the organization. The author has concluded that the important features of project systems for resolving labour disputes - ADR are: 1) to help resolve labour disputes/conflicts, bringing common sense, goodwill and professionalism to the fore; 2) to provide a safe environment for expressing one's positions, because disagreements and problems must be freely highlighted; 3) stimulate a clear and balanced decision, which should be the product of a free and constructive discussion, in which everyone has the opportunity to express their position freely and without hesitation. The author has summarized that the introduction of ADR in the organization, the resolution of internal complaints, disciplinary procedures and the implementation of the conflict management system has a number of advantages. These include: greater transparency of workplace procedures, procedural flexibility, efficiency and confidentiality that ensures party confidentiality and protects the organization's reputation. ADR can also offer greater "sensitivity" to the needs of a particular workplace and especially its employees in highly sensitive and personal disputes, such as claims of sexual harassment, harassment, mobbing, etc. In addition, in facilitating consultative ADR processes, an agreement reached in a workplace dispute may contain a wide range of new outcomes that are not normally part of a court decision, and which may provide conflict resolution options that better suit the needs of each party. [ABSTRACT FROM AUTHOR]

Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum 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.)

Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania 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.)

This paper explores, through a quasi-experimental design, different ways of building employee assessment reports to determine which elements would lead to more efficient selection decisions. Two types of reports were built: (a) reports containing descriptions of the minimum and maximum scores (i.e., 1 vs. 10), and (b) reports containing the description of the exact score recorded by the participant (i.e., any score on a scale of 1 to 10). The efficiency of these report was evaluated in two scenarios: a difficult-decision scenario and an easy-decision scenario. A total of 269 hiring managers participated in a simulated selection decision setting. They were asked to choose the best candidate for a specific position, based on a job description and two personality profiles for two fictitious candidates. They were also asked about their perceived levels of comprehension and satisfaction with the report. The model was statistically significant, χ2(3) = 110, p < .001, R2N = .461. In both the difficult and the easy scenarios, reports containing descriptions of the minimum and maximum scores were more efficient than reports containing descriptions of the exact scores recorded by the participants, and they also led to higher levels of perceived comprehension and satisfaction with the report. The results were influenced by the participants’ familiarity with the used personality questionnaire (the NEO PI-R). This study has both theoretical and practical implications, extending the existing organizational literature by drawing from cognitive psychology, and highlighting the critical role that assessment reports have in the process of organizational selection decisions. [ABSTRACT FROM AUTHOR]

This theoretical scientific study explores the link between the implementation of a working time recording system in the home office and knowledge management, given that the goal of knowledge management is to create a culture of continuous learning and innovation within the employer, leading to increased efficiency and effectiveness. The main source of knowledge needed for the purposes of processing this study were scientific articles that were searched in the ScienceDirect, Google Scholar, Web of Science, Scopus and JSTOR databases. The material also includes selected legal regulations and court decisions. We thoroughly examined these sources and summarized the information found in the conclusion. Similarly, in the home office context, implementing a working time recording system can help with knowledge management in several ways, including increased visibility, improved organization, enhanced collaboration and enhanced learning. Moreover, the literature suggests that implementing a working time recording system in the office can have several benefits for knowledge management. By providing a more accurate and detailed record of employee work activity, tracking employee learning and development activities, and enabling the tracking of the flow of work within an organization, such systems can support the management of knowledge and help employers to achieve their goals. [ABSTRACT FROM AUTHOR]

Copyright of Critique of Law: Independent Legal Studies / Krytyka Prawa: Niezalezne Studia nad Prawem is the property of Akademia Leona Kozminskiego 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.)

Conceptualisation of voice in the majority world (developing and emerging economies) should avoid simply using the lens of the minority world (advanced economies). Yet, both can benefit from taking a multidisciplinary approach. Marchington was one of the early pioneers of multidisciplinary work on voice in advanced economies. While being fundamentally an industrial relations (IR) scholar who was alert to the influence of power and context, he took a pluralist approach in applying IR ideas to Human Resource Management, exploring empirically why and how workers use voice. This paper is inspired by Marchington's multidisciplinary approach but considers voice within different institutional contexts. Our key research question is, 'How can majority world conceptions of employee voice enrich our understanding of what voice is for, its outcomes and whom it serves?' Through interrogating how different intellectual traditions have underpinned work in the majority world (exemplified by South Africa and China) we highlight the need for further theoretical development of the concept of lateral voice and argue that voice should be more closely linked to forms of resistance. Our concluding section uses this analysis to start the re‐imagining of voice in minority and majority world contexts. [ABSTRACT FROM AUTHOR]

A fierce "war for talent" has emerged, particularly in the tourism industry, with labour shortages and high turnover rates. This situation challenges employers to secure strategic competitive advantage through their most vital asset, people. Simultaneously, firms must invest in their human capital to increase their value, heightening the significance of employer branding. This paper hence investigates employer branding and does so in the unique context of family businesses, the dominant form of tourism firms, where employer branding takes on a distinct dimension as the family's influence fuses corporate and familial identities. Extending prior research findings that indicate that labour issues often stem from leadership inadequacies and human resource management shortcomings, this paper aims to comprehensively examine these multifaceted challenges and their relevance in the tourism industry. This study employs a qualitative approach utilizing 28 semi-structured interviews with managers, successors, and HR managers in Tyrol, an established tourism region in Austria and Europe. The results reveal that the integration of family values and qualities, as well as the identity and value-based self-image and brand strategies of a business, are important factors in recruiting and retaining employees. This study contributes to deeper insight into the importance, opportunities, and challenges of employer branding in family-run tourism businesses. [ABSTRACT FROM AUTHOR]

Copyright of Materiales para la Historia del Deporte is the property of Polytechnic University of Madrid 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.)

By bringing together literature on the phenomena of hybrid entrepreneurship and staged entry into self-employment, this systematic literature review contributes to entrepreneurship scholarship in multiple ways. The paper describes how individuals' entry into business ownership evolves around salaried employees' calculative behaviour, which guides them towards multiple-jobholding as a source for maximisation of benefits and affects their subsequent entry into selfemployment. Furthermore, this review indicates that the lack of consensus regarding criteria to identify hybrid entrepreneurship affects the criteria regarding staged entry into self-employment. Consequently, this study suggests clear criteria to differentiate hybrid entrepreneurs from selfemployed individuals. Importantly, this review extends the existing typology of hybrid entrepreneurs and highlights topics for the future research agenda built on greater definitional acuity. In addition, this study is relevant for practitioners interested in facilitating programmes that foster entrepreneurship attempts by a highly educated and opportunity-driven working population. [ABSTRACT FROM AUTHOR]

In a knowledge-based global economy, where technological progress has become the crucial link for achieving economic development, many Algerian institutions inevitability faced of the developing of their managing methods of work based on the integration of information and communication technologies (ICT). The telework is one of the growing patterns in this context it has been widely used in recent years as a new conception of work and jobs, especially during the pandemic that afflicted many countries, including Algeria. However, adopting this method of organizing work raises many problems related to its effects, especially on the individual level, namely on the employee's quality of life, which is what the current study tries to answer. In order to do so, the writings and the basics related to telework were reviewed and discussed in the first part. While the second part was devoted to presenting the methodological framework used at field level. Based on a quantitative approach that included 142 employees from various sectors of activity, the results of the research included in the third part revealed that telework gives employees flexibility and independence in organizing their work schedule. It also contributes to reducing expenses related to the budget for transportation, meals, and childcare. In addition, telework enables employees to reorganize their social time (work time, family time) and thus, better match work and private activities, as well as reduce exhaustion resulting from various movements. It constitutes an opportunity to rest and reorganize, which in turn helps to raise productivity, according to most of the employees questioned. However, this does not negate the fact that this working method produces some undesirable effects, which are often perceived as negative consequences, as the results revealed the telework may be a source of social isolation and extension of working hours. Furthermore, the flexibility that telework gives to employees in organizing and managing working hours may lead to irregular schedules, which would blur the boundaries between family and professional lifestyle. [ABSTRACT FROM AUTHOR]

The article analyzes the activities of the Greek Catholic priest Fr. Vasyl Kuzma, the famous chaplain of the Austro-Hungarian army during the First World War, the first "incumbent" of Ternopil in the Western Ukrainian People's Republic and chaplain of the Ukrainian Galician Army, later chaplain for Greek-Catholic Ukrainians in the Polish Army, pastor in Lemkiv region. His life path and pastoral work can become a good example of a priest who contributed to the formation of national self-awareness of Ukrainians in various state and political conditions. Biography of Fr. Vasyl Kuzma can be a good illustrative didactic material for the subject "History of Ukraine" and the historical and local history circle in a general secondary education institution. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR) provides companies with an opportunity to contribute to addressing global challenges such as climate change, resource scarcity, wealth inequality, and fragile economic and political systems. Previous research has primarily focused on examining firm strategies and policies in response to these issues, but has paid limited attention to the involvement and role of employees in implementing CSR within organizations. By adopting a stakeholder theory perspective, this article aims to explore the perceptions and experiences of internal stakeholders regarding CSR initiatives. It also seeks to identify themes emerging from narrative interviews that are relevant to employees engaged in a transformative change process toward sustainability. The findings underscore the crucial role of employees as facilitators of CSR, highlight potential divergent perspectives on sustainability efforts, and recommend the inclusion and empowerment of employees in CSR initiatives. By doing so, organizations can effectively implement ecological sustainability and increasingly address social sustainability both within the firm and in the broader context. [ABSTRACT FROM AUTHOR]

Purpose: Issues related to the non-competition clause are the subject of numerous publications. The stimulus for creating this article was the coming into force on 26 April 2023 of the amendment to the Labour Code, aimed at implementing into the Polish legal order two European directives: Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work–life balance for parents and carers and repealing Council Directive 2010/18/EU, known as the Work–Life Balance Directive; and Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. The Act brought a range of changes to the Labour Code, among others, with respect to the non-competition clause. The new regulations will undoubtedly be challenging for employers and bring the non-competition clause in the labour law once more to the forefront of discussion. Design/methodology/approach: The deliberations are based on the related subject literature and an analysis of the legal provisions applicable in the area under discussion. Findings: As a result of the implementation of Directive 2019/1152 to the Labour Code, Art. 261, under which an employer cannot prohibit an employee from having a concurrent employment relationship with another employer or a concurrent legal relationship that is a basis for providing work other than the employment relationship, nor can they subject an employee to unfavourable treatment because of this. This provision strengthens the freedom of employees in terms of accepting employment. Since the legislator did not introduce transitional measures regarding the application of said provision, it should be assumed that the ban on prohibiting of additional employment is applicable to employment relationships initiated after the changes came into force as well as those relationships initiated before 26 April 2023. If an agreement with a new employee is concluded after the date of this amendment, the employer will be obligated to conclude such an agreement in a different form to other agreements. Violation of Art. 261 of the Labour Code by the employer results in employer’s liability. If the employee is not bound by the employer to a non-competition agreement, provision of work by the employee for another employer does not have any negative consequences, and the employer cannot terminate the employment agreement for this reason. Practical implications: Entrepreneurs will need to implement far-reaching organisational changes in adjusting their businesses to the new legal requirements, and hence it is increasingly important that employers are knowledgeable about the non-competition clause. Originality/value: This article raises the issue of the non-competition clause, which is important from the prospective not only of the employee but also from that of the entrepreneur employer. [ABSTRACT FROM AUTHOR]

The issue of sexual harassment in the workplace has long been a concern in the Vietnamese society. However, it is only in recent years that this issue has been acknowledged and addressed through Vietnamese laws and regulations. This article critically examines Vietnamese legislative approaches to the problem of sexual harassment in the workplace. It first analyzes existing domestic laws and regulations pertaining to sexual harassment in the workplace in Vietnam, taking into account their characteristics, advantages, and limitations. It then proposes potential changes that could strengthen the prevention of and combat against sexual harassment in the Vietnamese workplace. The paper employs doctrinal legal research methodology to analyze the content of law while utilizing a law-in-context approach to explore the social and cultural aspects at play. In Vietnam, legislation regarding sexual harassment in the workplace has developed gradually, with increasing complexity and coverage. This development encompasses various aspects, including definitions, procedures, liability, remedies, and sanctions. The government and relevant authorities are committed to revising and strengthening these laws to address the evolving nature and magnitude of sexual harassment. Key changes include the introduction of new provisions in the Labour Code 2019 to rectify previous shortcomings, as well as the issuance of Decree No. 145/2020/ND-CP and Decree No. 12/2022/ND-CP to clarify responsibilities, prevent harassment, and impose sanctions. Despite these improvements, there remain challenges in achieving a safe and harassment-free workplace. [ABSTRACT FROM AUTHOR]

The availability of internships is determined by the interest in accepting interns if the conditions are agreed upon. Georgia is a legal and social state, which means that the primary function of the legislator is to establish new norms in the relations of the parties or to stop actions from regulation. The state and universities have special functions. There are numerous relations between the economic and legal meanings. The role of the state is considered ambitious. Regulation and abstention may play a defining role so that the legal context does not constrain economic significance. It is necessary to determine which should be implemented in the relations between the parties. Various reasons may determine the basis of the legislative change, but the purpose of this change should be correctly seen. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management 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.)