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The author presents a first-hand account of a self-identified problem employee. She focuses on her role as a new manager in a large public library. She identifies problem behaviors and the negative attitudes behind them. She lists a number of causes for becoming a problem employee. She looks at the failures of her supervisor and the library system, including the lack of communication, clear direction, and concrete feedback. She examines the shortcomings of her library school management course in preparing her to lead. She identifies self-doubt as another culprit. She confesses that she did not see herself as management material and lacked role models. She acknowledges that her early academic success made her resistant to seek help or to modify her work behaviors. She explains how her role as a problem employee was allowed to persist for several years. Finally, the author shows how she changed from being a problem employee to a productive member of the library staff. She offers both personal and generic suggestions for solving the problem of having problem employees. [ABSTRACT FROM AUTHOR]

In the era of Industry 4.0, digital human modeling (DHM) may be the key to improving ergonomics related to manual operations in the workplace. Poor workplace ergonomics may lead to reduced work productivity and an increased risk of health problems among employees, resulting in actual losses for enterprises, e.g., sickness absence, employee turnover, and training. DHM technology can help speed up ergonomic analysis and improvement. This paper proposes a methodological framework based on DHM to improve ergonomics in the workplace. Its purpose is to provide practitioners with an easy and detailed approach to ergonomics assessment and improvement procedures. The framework developed two main stages: the workplace Research Stage and the DHM and Simulation Stage, which cover the eight detailed steps of an effective DHM-based ergonomic assessment together. A case study was used to verify and demonstrate the effectiveness of the proposed methodological framework. [ABSTRACT FROM AUTHOR]

Employee attrition and high turnover have become critical challenges faced by various sectors in today's competitive job market. In response to these pressing issues, organizations are increasingly turning to artificial intelligence (AI) to predict employee attrition and implement effective retention strategies. This paper delves into the application of explainable AI (XAI) in identifying potential employee turnover and devising data-driven solutions to address this complex problem. The first part of the paper examines the escalating problem of employee attrition in specific industries, analyzing the detrimental impact on organizational productivity, morale, and financial stability. The second section focuses on the utilization of AI techniques to predict employee attrition. AI can analyze historical data, employee behavior, and various external factors to forecast the likelihood of an employee leaving an organization. By identifying early warning signs, businesses can intervene proactively and implement personalized retention efforts. The third part introduces explainable AI techniques which enhance the transparency and interpretability of AI models. By incorporating these methods into AI-based predictive systems, organizations gain deeper insights into the factors driving employee turnover. This interpretability enables human resources (HR) professionals and decision-makers to understand the model's predictions and facilitates the development of targeted retention and recruitment strategies that align with individual employee needs. [ABSTRACT FROM AUTHOR]

Does government audit affect employee allocation of enterprises? Using the quasi natural experiment and differences-in-differences(DID) model, this paper empirically tests the impact of government audit on employees efficiency and labor cost stickiness of state-owned enterprises (SOEs) in China. The results show that after the implementation of government audit, excess employees and labor cost stickiness of the audited enterprise is significantly reduced, which confirms the supervision and governance function of government audit on employee efficiency of SOEs. However, labor costs of the audited enterprise are not significantly reduced. These indicate from the side that the compensation system of SOEs conforms to market mechanisms, and there is no problem of employee over payment in China. This study enriches the relevant literature on the impact of government audit on employee policy of SOEs, and also provides empirical support for the full coverage of government audit. [ABSTRACT FROM AUTHOR]

Objective: Insufficient and disturbed sleep are associated with significant morbidity among working-age adults. Poor sleep results in negative health outcomes and increases economic costs to employers. The current systematic review surveyed the peer-reviewed scientific literature and aggregated scientific evidence of sleep-related economic burdens borne by employers. Methods: A systematic review was performed to identify peer-reviewed, English language studies evaluating the economic impact of insufficient and disturbed sleep among adult employee populations. An exhaustive literature search was performed using keywords related to sleep, economics, and the workplace. Included were scientific studies (randomized controlled trials, cohort and case control studies, cross-sectional and longitudinal studies) examining specific employee populations with relevant sleep and economic outcomes. Each included study was evaluated for risk of bias and relevant data was extracted and summarized. Results: Sleep problems among employee populations are associated with worsened workplace outcomes, such as presenteeism, absenteeism, and accidents. Sleep problems also increased costs to employers, ranging from US$322 to US$1967 per employee. Interventions to improve sleep, such as the use of blue-light filtering glasses, strategic shift scheduling, and targeted interventions to treat insomnia, may improve workplace outcomes and reduce costs. Conclusions: This review synthesizes the existing data regarding the negative impacts of insufficient and disturbed sleep on the workplace, suggesting that employers have an economic stake in their employees' sleep. Trial Registration: PROSPERO: CRD42021224212. [ABSTRACT FROM AUTHOR]

Because of inhalation of the volatile substances and unintended ingestion, the risk of health problems for fuelling employees exposed to gasoline vapours in gas stations is increased. Therefore, the goal of the study was to compare the oxidative stress state of healthy volunteers, who served as the control group, to Iraqi male fuelling staff, who served as the exposed groups. The levels of total oxidant status (TOS), total antioxidant status (TAS) and oxidative stress index (OSI), malondialdehyde (MDA), Uric acid (UA), and total peroxidase activity were measured. A total of 102 subjects divided into three groups according to the duration of fuel vapours exposure: 25 exposed for 1-10 years (G1), 50 exposed for 11-19 years (G2) and 27 exposed for ≥ 20 years (G3), as well as 50 healthy people as a control group (C). The results exhibited that the levels of TOS, OSI, MDA, and total peroxidase activity were highly significant increased in all exposed groups (G1, G2 & G3) as compared to the C. A highly significant decrease was observed in TAS levels in all exposed groups in comparison with the C, while there was no significant difference in UA levels in all studied groups. The exposure to petrol associated with significant increase of TOS, OSI, MDA and total peroxidase activity with a significant decrease of TAS among workers in fuel stations and they increased oxidative stress, which likely resulted in negative impacts on human health later on as a result of prolonged labour at gas stations. [ABSTRACT FROM AUTHOR]

"The CIA's Greatest Covert Operation: Inside the Daring Mission to Recover a Nuclear-Armed Soviet Sub" by David H. Sharp is a captivating and well-organized book that provides an accurate and comprehensive history of the covert program known as Azorian. The book explores the mission undertaken by the U.S. Central Intelligence Agency (CIA) to recover a Soviet submarine that sank in 1960. It delves into the engineering challenges, the massive amount of money spent, and the secrecy surrounding the operation. While the book does not offer major revelations, it offers a unique insider perspective and is a valuable resource for those interested in the topic. [Extracted from the article]

With outsourcing of work having become ubiquitous, and more importantly, given its potential to become controversial, the need for such outsourcing decisions to be drafted carefully, managed effectively and controlled accurately cannot be underscored. In this context, this paper has constructed a mathematical model of organizations with 'outsource' employees to study the problem of the monitoring and control of the extent of outsourcing, and the number and distribution of outsource manpower. Control policies for maintaining desired blends of internal and outsource manpower have been mathematically derived, thereby obviating the need for further statistical validation. The cost savings that could be expected to accrue due to outsourcing, as also the problem of optimal outsourcing have been investigated and illustrated with numerical examples. This paper thereby studies a problem of contemporary relevance and importance, and organizations could use the suggested models as a decision-making tool, to generate alternative trade-off scenarios between cost savings due to outsourcing on the one hand, and the need to restrict the extent of outsourcing on the other. [ABSTRACT FROM AUTHOR]

Given the stress that we feel in various parts of our lives, it seems important to concentrate on identifying inner resources that assist employees in coping with problems of the modern world and functioning better in it. This study evaluates two types of internal resources -- the manner of approaching successes and failures (growth mindset) and self-efficacy -- and their influence on life and job satisfaction. Both these resources are negatively related to the perceived stress; however, they have not been considered in a single study to date. participants and procedure The aim was to examine the relation between growth mindset and life and job satisfaction with the mediatory role of perceived stress and self-efficacy among white-collar workers. The present study concerned 283 employees who completed self-report questionnaires. results A substantial relationship was found between growth mindset and life and job satisfaction. However, when perceived stress was included in the model, the relation between these two variables became weaker but was still significant, which constitutes evidence of partial mediation. The relationship between focus on development and life and job satisfaction became statistically significant when self-efficacy was considered. conclusions Shaping a growth mindset and strengthening self-efficacy can positively affect life and job satisfaction, especially in stressful situations. [ABSTRACT FROM AUTHOR]

Despite the importance of venue employees in identifying problem gamblers and making interventions, little is known concerning what role venue employees play in responsible gambling practices in Macao. This study examined what venues employees' perceptions of responsible gambling are, how they detect problem gamblers, and what barriers are impeding them from taking action. Semi-structured interviews with 49 venue staff in Macao yielded a wealth of in-depth data that were then thematically analyzed. The results indicated that employees generally understand what responsible gambling entails. While they are all confident in their ability to recognize the signs of problem gambling and provide adequate assistance to problem gamblers when asked, the majority of them rarely approach problem gamblers proactively. The barriers that prevent them from intervening were probed. The findings shed light on how to encourage venue employees to intervene on their own initiative in order to improve responsible gambling practices in Macao. [ABSTRACT FROM AUTHOR]

Purpose: Despite the importance of knowledge sharing (KS), organizations find it difficult to motivate their employees to share their knowledge with co-workers. Based on a combination of the group value model and the socialization resources theory (SRT), this study is, therefore, an endeavor to contribute to the understanding of how organizations can develop efficacious tacit knowledge sharing (TKS)-strategies by harnessing insights from the impact of respectful engagement (RE) and workplace friendship (i.e. friendship opportunity and friendship prevalence). Design/methodology/approach: Group value model and SRT are used to develop a new pathway to TKS which focuses on how RE among employees contributes to the development of workplace friendship which in turn facilitates TKS. Self-reported data were collected online from 593 employees working in various organizational sectors. Hypotheses were tested with structural equation modeling (SEM). Findings: The results suggest that RE is an essential precursor of TKS, having both direct positive relationship with TKS and partial indirect positive relationship through friendship opportunity and friendship prevalence. RE was also positively related to the two facets of workplace friendship (i.e. friendship opportunity and friendship prevalence). Both friendship opportunity and friendship prevalence were positively related to TKS. Practical implications: These findings underscore the importance of implementing initiatives that support positive interrelations characterized by respect at work in order to promote TKS. Originality/value: By linking RE to TKS, this study adds new insight to the relational basis of sharing personal asset/resource as tacit knowledge. The inclusion of mediation path helps in shedding light and opening up a black box of RE-TKS interface. [ABSTRACT FROM AUTHOR]

Nepotism is considered an ugly feature of corruption and is currently one of the most common plagues in the Syrian economy. The infestation of nepotism in public sector organizations is causing a major setback to the much-needed growth. This study examines the effect of nepotism on employee performance in the Syrian public sector and how the training and development of employees can curb this issue. Data were collected from the General Organization of Tobacco in Latakia, Syria. A total of 280 questionnaires were distributed among the organization's staff, and Regression Analysis was applied to test the hypotheses. The findings showed that the Syrian public sector employees were conscious of the undesirable effects of nepotism on job performance. In addition, employees who have the chance to participate in training and development programs tend to increase their job performance. Finally, the result indicates that nepotism has a noteworthy harmful impact on employee training and development in the Syrian public sector. The current results contribute valuable information to the existing literature on human resources. [ABSTRACT FROM AUTHOR]

Although social policies are aimed at all segments of the society, social policy in the narrow sense covers the business relations of workers and employees and the problems arising from this relationship. In this study, a bibliometric analysis of the publications made in academic publications about social policy and related employees, which is the main element of working life, was made. Articles and literature articles published in the Web of Science Core Collection database are selected. The concepts of "social policy" and "employee/worker" were searched and a total of 777 articles and literature articles were reached. The obtained data were analyzed in the R programming language based bibliometrix package program. In line with the findings, the general view of social policy and employee-related publications, the most productive and influential authors, studies, journals, countries and institutions in the field were specified, the change in the trend topics and the change in the field, the relationship networks between the cited authors, studies and journals were revealed with co-citation analysis. For this, performance analysis, citation analysis and co-citation analysis were performed. [ABSTRACT FROM AUTHOR]

The aim of this study is to reveal the relationship between the problems of blue-collar female employees and the workfamily life balance from an industrial social work perspective. Relational screening method was used in this study. In the study, 160 blue-collar female employees working in Turkish Sugar Factories were reached. Work-Family Life Balance Scale and Working Problems Questionnaire were used in the study. According to the findings obtained as a result of the parametric tests in the study, it was observed that blue-collar female employees who have someone who is interested in their problems in the institution they work for have less working problems than those who do not. In addition, blue-collar female employees who are interested in their problems in their institutions have less negative effects on the family than on the blue-collar female employees who do not deal with their problems, and the work on the family. There is a negative significant relationship between work-family life balance and working problems of blue-collar female employees. As the work-family life balance of the employees increases, working problems decrease. As the working problems of the employees increase, the negative effect of the work on the family and the work on the family increases. In line with these results, it is necessary to develop professional social work interventions to solve the working problems of blue-collar female employees and to provide work-family life balance, from an industrial social work perspective, and to give in-service seminars on work-life balance in order to reduce the impact of female employees' work on the family and the family on the work. has been suggested. [ABSTRACT FROM AUTHOR]

Since loneliness in the workplace was perceived as a special problem attributed to the employee's character, studies on loneliness generally tended to focus on personal factors. This is why; It has become a subject that is neglected or even ignored by organizations and receives relatively little attention in the literature. Workplace loneliness, which is not limited to a single geography and can manifest itself as a phenomenon that affects people and economies all over the world, brings many negative consequences for both organizations and employees. The first of these negative results is undoubtedly low performance. Loneliness in the workplace affects not only all employees, but also academics, who are called "scientists", and therefore their performance. The aim of this study is to investigate the effect of academicians' workplace loneliness levels on their performance. For this purpose, data were collected from 425 academicians working at 23 foundation universities in Istanbul. According to the findings obtained from the research; It has been determined that there is a significant relationship between the workplace loneliness levels of academicians and their performance, and it has been determined that academic performance levels decrease significantly when the feeling of loneliness in the workplace increases. [ABSTRACT FROM AUTHOR]

In this paper a hybrid genetic algorithmis used to study the employee scheduling problem in pharmaceutical industries. Scheduling is done based on the aspects of both management and employees. The management aspect is to reduce the total cost of the employee by minimizing the makes span. The employee aspects are a preferred number of shifts, shift types, days off, etc. In this scheduling an extra care is taken in not to assign a night shift on the day beforethe day off, because once a night shift assigned to the employee almost present in the next morning. A mathematical model is formed based on flexible working of the employees. In this model, 6 hour shifts isallotted to the employees, which reduces the total cost by 10.135% and the makes span by 4.145% compared to the other models. [ABSTRACT FROM AUTHOR]

The Performance Diagnostic Checklist – Human Services (PDC-HS) is a functional assessment tool used in the field of Organizational Behavior Management (OBM) to assess reasons for employee performance problems and inform intervention development. There are two aspects of the intervention-selection process that could inhibit the objectivity and utility of the tool, particularly for practitioners with limited experience conducting the assessment. Proposed refinements to address these drawbacks include (a) identifying a cutoff threshold to objectively identify the categories requiring intervention based on the PDC-HS outcome, and (b) developing decision-making models to identify a single category that should be the focus of intervention. A between-groups design was used to evaluate the degree to which access to components of these proposed refinements resulted in appropriate intervention selections when practitioners in the field were presented with scenarios derived from published case studies. Binary logistic regressions indicated that practitioners with refinement access were 4.97 times more likely to select the most appropriate category for intervention, relative to those who did not have access to the refinements (p <.001, 95% OR CI [2.38,10.41]). Secondary analyses indicated variables such as certification level and experience in organizational behavior management did not significantly influence the selection of an appropriate category for intervention. Preliminary findings suggest that future applications of the PDC-HS, particularly as it relates to the intervention-selection process, may benefit from the supplemented refinements. [ABSTRACT FROM AUTHOR]

Poor worker health is estimated to cost employers more than half a trillion dollars per year in lost productivity [Japsen, B. (2018, November 15). Poor worker health costs U.S. employer's half trillion dollars a year. Retrieved March 8, 2019, from ]. Stress, especially as it pertains to work-family conflicts, has been shown to be a primary contributor to employee health problems [Gisler, S., Omansky, R., Alenick, P., Tumminia, A., Eatough, E., & Johnson, R. (2018). Work-life conflict and employee health: A review. Journal of Applied Biobehavioral Research, 23(4), 1–46. ]. This paper investigates how physical health symptoms resulting from increased work-family conflict may be mediated through increased alcohol and cigarette use, and how that relationship is moderated by factors such as family-friendly policies implemented by the organizations, time management, sex of the individual, and norms around the use of these substances among employees. The study examined 1275 blue collar/front-line workers from 60 different small businesses. Alcohol and cigarette use were found to partially mediate the relationship between high levels of work-family conflict and negative physical health symptoms. The availability and ease of use of family-friendly policies moderated the effects of the relationship as well. Results and implications are further discussed. [ABSTRACT FROM AUTHOR]

Turkey has 40% of the world's marble potential with its marble reserves in more than 120 different colors and designs. In addition, it is a country with a high potential with nearly 20 granite reserves. The classification of stones such as marble and granite is quite difficult due to the similar color and pattern. This situation poses a major problem for sector employees and customers. In order to solve this problem, a method has been proposed to classify marble and granite types in Turkey. Data sets with four mobile phones and two cameras have been created in quarries and retail stores in ten cities. Lens and imaging technology diversity was provided with 6 cameras used. In addition to stone images with ideal and non-ideal pattern-color tones, images of stones exposed to improper storage conditions and photographic errors such as light and shadow were also included in the data set. As a result of the study, a new data set containing 24480 images of 102 stones in total, 88 of which are marble and 14 of which are granite, was created. The number of images was increased to 171360 with three different data augmentation methods. Stratified Shuffle Split, K fold cross validation methods were used to prevent memorization in training and to increase the performance and reliability of networks. With the data set, 7 pre-trained convolutional neural networks were trained using transfer learning method. The most successful network is ResNet-50, with a classification success rate of 97.4%. [ABSTRACT FROM AUTHOR]

Grounded in the relationship management theory and the situational theory of publics, this study examines the effects of employees' perceived relationships with their organization on their situational perceptions and how these perceptions influence their communication behaviors on social media. An integrated model of situational organization–employee relationship is proposed and tested. The study was based on a national survey of 449 employees working at large organizations in the United States. Organization–employee relationships were found to facilitate employees' problem recognition and level of involvement and to weaken their constraint recognition. Employees with low constraint recognition and high levels of involvement were more likely to seek, process, and share information on social media, whereas those with high problem recognition tended only to process information. This study is one of the first to integrate the relational perspective with the situational perspective. It also offers practical suggestions for large organizations on how to build and maintain quality relationships with employees and improve their communication behaviors on social media. [ABSTRACT FROM AUTHOR]

The most important challenge facing modern organizations is to keep their employees as valuable assists. Employee turnover is one of these challenges. This paper aims to develop a novel model that can help decision-makers to classify the problem of Employee Turnover. The proposed model is based on machine learning algorithms. The model was trained and tested by using a dataset that consists of 1470 records and 25 features. To develop the research model, many experiments had been conducted to find the best one. Based on implementation results, the Neural Network algorithm is selected as the best one with an Accuracy of 84% and AUC (ROC) of 74%. By validation mechanism, the model is acceptable and reliable to help origination decision-makers to manage their employees in a good manner and setting proactive plans to keep them. Besides the model, three important features should be dealt with carefully as Over Time, Job Level, Monthly Income. [ABSTRACT FROM AUTHOR]

Burnout syndrome is among the most common problems faced by employees. In this study, the burnout perceptions of the employees were examined using the metaphor analysis method. With this study, it is aimed to determine how employees perceive burnout syndrome and to develop suggestions for coping with burnout syndrome. This research is a qualitative study designed with a phenomenology design. The sample of the study consists of 119 administrative staff working in private hospitals operating in Isparta. The employees who participated in the study were asked to complete the statement “Burnout is like ........... because .............” and the data obtained were analyzed using the content analysis technique. From the data, 28 metaphors and four categories which were formed according to the common features of these metaphors were obtained. As a result, it has been revealed that employees see burnout as “the end” and that therefore, they surrender instead of coping with it. Additionally, when metaphors are examined within the categories of the Maslach Burnout Model, it is noteworthy that emotional exhaustion is seen intensely and that employees lack energy and motivation. At the same time, when the metaphors were analyzed according to the burnout periods, it was seen that the employees were mostly in the frustration period. This situation, which confirms other findings, reflects the perception that employees have come to an end. In the light of all findings, it can be concluded that in order for employees to cope with the burnout syndrome that they experience for any reason, they must first move away from their perception of the ‘end’ and know that there is a way out of this syndrome and they are not alone. At this point, various duties fall on both employees and organizations. [ABSTRACT FROM AUTHOR]

The article presents reflections on leadership within the context of library administration, focusing on the interpersonal skills involved in working with difficult employees and coworkers. Topics addressed include the organizational responsibility of leaders to examine and address cases of dislike among employees and colleagues, advice on identifying the cause of the discord, and strategies for working with difficult individuals.

The present study explores the underlying mechanism of problems at home and proactive customer service performance (PCSP) in the hospitality industry. Integrating conservation of resources theory and boundary theory, it investigates the impact of hotel service employees' problems at home on PCSP as well as the mediating role of thriving at work and the moderating role of home–work segmentation preferences. We employed a three-wave survey and achieved 316 valid employee–supervisor dyads from five hotels in Guangdong Province in southern China. The results demonstrate that problems at home have a negative effect on PCSP and that thriving at work mediates this association. Furthermore, home–work segmentation preferences could weaken the effect of problems at home on thriving at work and the indirect effect of problems at home on PCSP via thriving at work. [ABSTRACT FROM AUTHOR]

Observational monitoring of employees is becoming increasingly common in startup ventures in China, creating new problems regarding employee psychology—in particular, the diminishing of employee entrepreneurial passion. We conducted a survey with 303 employees of startups in China and found that observational monitoring was negatively associated with the employees' entrepreneurial passion for inventing because it eroded employee trust in management. However, when the employees perceived a high level of psychological safety, the negative effects of observational monitoring were mitigated. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Escalation process actually refers to step-by-step measures to address problems at an organization, especially problems of nonconforming product control, as you can use this process to easily predict and eliminate such problems arising from your system or organization. This process helps address common problems pertaining to official role planning and specify responsibilities for members to actively engage in the process. On the other hand, the benefits of it include the following: - Addressing the problems at the organization rapidly - Improving the communication - Minimizing the problems (failures) Escalation actually increases emotional pressures and stresses for people involved. AIM: The purpose of this article was to provide an assessment of the current state of the escalation processes and the gap between theory and executive affairs. This article analyzes cases of appropriate engineering performance taken from real experiences and lessons learned. Method: This method analyzes executive affairs such as the auto development process, lessons learned, hidden surveys, conducted by auto engineers, and classifies these experiences. Results: The findings of this survey suggested that the controlled escalation process is required to increase the knowledge of an environment where the team can introduce new and sometimes unconventional ideas to deal with the problems. Conclusion: These proposals at the organizational level enable organizations and managers to employ the expertise and experience of employees to solve problems arising from the escalation process. In the end, this article provides frequent and easy-to-use methods which model real life activities to provide an appropriate solution for implementing escalation process to develop auto business. [ABSTRACT FROM AUTHOR]

The support perceived by the employees towards their organizations is one of the important factors affecting the attitudes in the workplace and the productivity of the organization in general. Employees’ perceptions of support for their organizations may differ according to their managerial support, perceptions of support for their colleagues and their interactions with them. On the other hand, the term absence at work, which expresses the desire of the employees to come to work even when they are ill, is also an element associated with organizational support. Existence is an important managerial issue that should be considered both in terms of employee health and productivity and organizational efficiency. In this context, the research part of the study was carried out in Bursa province in the sample of accommodation enterprises. According to the results of the study, there is a statistically significant and positive relationship between executive support, organizational support and completion and avoiding distraction, which are the dimensions of absence at work. In addition, it shows that the organizational and managerial support perceived by the employees of the accommodation companies positively affects the completion of the job and the distraction, which are the dimensions of the absence at work. Considering the results of this study, it can be said that the organizational support perceived by the employees will contribute to the solution of the problem of the employees' absence at work. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this study is to evaluate the calls made to 112 Emergency Call Center in Edirne and to identify the problems experienced by the employees. Method: The universe of this study consisted of Edirne 112 Emergency Call Center employees (N = 233). The research was carried out as cross-sectional and descriptive. The surveys were distributed to all employees on a voluntary basis, but 160 people completed the survey. A survey was conducted to identify the problems faced by 112 employees. Also, document scanning method was used to evaluate the calls made to 112 emergency center. Data was performed with frequency percentage and descriptive statistics in SPSS 21 program. Results: The number of cases for the first 9 months of 2019 is 31.365. It was found that 78% of the cases in Edirne 112 Emergency Health Services were medical, 83.5% were intraprovincial referrals and 51.8% were prediagnosed of the cardiovascular system. 53.1% of 112 Emergency Healthcare employees are women, 41.9% are Emergency Medical Technicians, 43.8% are associate degree graduates, 73.8% of them are working as civil servants, and 31.3% have been professionally working for 10 years or more. 18.2% of the employees stated that they had commination's problems with patient relatives, 11.2% have felt time pressure and 10.6% stated that they were uncomfortable with ambulance failures. 61.2% of the participants stated that they were being violated in their working environments. In addition, 46.7% of the participants stated that they were exposed to verbal violence and called code white. Conclusions: It was found that the majority of 112 cases were due to medical reasons and with a prediagnosis related to the cardiovascular system. It was also determined that 112 employees generally have problems with patient relatives, feel time pressure and are exposed to violence. 61.2% of the participants were exposed to violence and 46.7% stated that they were subjected to verbal violence and gave white code, because the employees were generally in trouble with their relatives, because they felt time pressure and were exposed to false reports. [ABSTRACT FROM AUTHOR]

The article offers information on incident mirror technique. Topics include sort of checklist for categories or identify a tool such as the popular systematic cause analysis technique (SCAT) chart based on Bird's loss causation model; and method for making and tracking recommendations; and helps quickly validate any investigation.

Objective: This study aimed to examine the longitudinal association between 9 job-related characteristics and obesity among Australian employees using a nationally representative sample.Design: Longitudinal research design.Setting: Workplace.Participants: This study was conducted by pooling 2 cross-sectional surveys of nationally representative longitudinal data collected across 2-time points in 2013 and 2017. This study limited the sample to current employees aged 15 to 64 years. The total number of observation included in the analysis is 16 980 of 11 521 employees.Measures: The outcome variable is weight status and the main exposure variables are 9 job-related characteristics (work hours per week, work schedule, job type, employment contract type, firm size, supervisory responsibility, paid sick leave, self-perceived job stress, and self-perceived job insecurity). Generalized estimating equation logistic regression was employed to explore the association between job-related characteristics and obesity.Results: This study found that 59% of Australian employees were either overweight or obese. Employees working more than 40 hours per week were 1.11 times (odds ratio [OR]: 1.11, 95% confidence interval [CI]: 1.03-1.21) and 1.07 times (OR: 1.07, 95% CI: 1.01-1.13) more prone to become overweight and obese, respectively, compared to their counterparts who work 31 to 40 hours per week. The study also revealed that self-perceived job insecurity was positively associated with obesity (OR: 1.03, 95% CI: 1.02-1.04). However, this study did not find evidence that work schedule, job type, employment contract, firm size, supervisory role, paid sick leave, and self-perceived job stress were associated with obesity.Conclusions: Working more than 40 hours per week and self-perceived job insecurity were significantly associated with obesity among Australian employees. A better understanding of why prolonged work hours and self-perceived job insecurity are associated with obesity may help policy makers to implement workplace wellness policies and for employers to take measures to tackle the obesity problem of their employees. [ABSTRACT FROM AUTHOR]

Purpose: This research paper introduces an integrated employee scheduling problem that considers various real-life problems such as varying employee demand, different employee working conditions, and individual preferences, regarding schedules. Design/methodology/approach: The proposed model, which is a combination of Analytic Hierarchy Process and Mixed Integer Linear Programming, is used to solve the problem with multi-dimensional objectives period. Findings: Results show that the proposed model generates optimal and feasible solutions for weekly employee schedules. Originality/value: Many employee scheduling problems in literature are able to solve the employee scheduling problem to a large extent. However, these studies still do not fully reflect current realistic organizational problems such as varying employee demand per hour interval, different employee working conditions on disjoint shifts and breaks, and individual preferences regarding schedules all at the same time. [ABSTRACT FROM AUTHOR]

Although occupational identification and employees have positive perceptions of their profession, burnout and workload perceptions can cause significant employee problems. In this context, the study's main purpose is to determine whether "workload perception" plays a mediating role in the effect of occupational identification perceptions of employees who work intensively and based on labor. In the study, "does the perception of workload play a role as a mediating variable in the effect of occupational identification on burnout," an answer to the question has been sought. According to the relational screening model, the research has been designed, one of the general scanning models, in the light of the literatüre. It has also been constructed according to the quantitative research method. According to the convenience sampling technique, the research data have been collected from nurses working in Ankara's public hospital. Descriptive analysis and difference and relationship tests have been applied in data analysis using IBM SPSS and AMOS programs. In the findings obtained from the data analysis, there is a negative relationship between the nurses' professional identity and their perceptions of burnout and workload, and workload perception plays a mediating role in the effect of occupational identification on burnout. According to the findings, the high occupational identification level reduces the employees' burnout perceptions and workload perceptions. However, while the perception of workload that increases with intense work pace in employees increases burnout, it decreases the perception of occupational identity and can lead to an increase in burnout perception. [ABSTRACT FROM AUTHOR]

The World Health Organization's (WHO) move to include burnout in the I International Classification of Diseases i in 2019 and defined burnout as a "workplace phenomena"[1] kick-started a narrative shift. As defined by both Dr Maslach and her coauthor, Dr Michael Leiter, "burnout is a cumulative negative reaction to constant occupational stressors relating to the misfit between workers and their designated jobs. Overwhelming employees with too much communication and/or limiting the amount of communication they receive can impact employee burnout. [Extracted from the article]

The objective of this paper is to determine the changes on some performance of the Mohair (Ankara) goats farming system during 2017-2018. In this study, we examine production of the goats farms of Ankara province. Economic analysis is implemented by using data from 45 Turkish mohair goat farmers. The gross production value of the establishments is increased for the business groups according to the business groups, ranging from 495,148.74 Turkish Liras (TL) to 731,154.09 TL. According to the average of the establishments, the goat breeding activity is 58.28%, the vegetable production is 40.64% and the sheep breeding activity is 1.08%. In group 1, the share of the mohair in the value of animal production was 13.03%, while it was 14.37% in group 2. According to the establishment groups, the variable costs for vegetable production varying between 15,346.91 TL and 46,411.88 TL, while this value is 38,818.22 TL for the average of the establishments. According to the establishment groups, the variable costs in animal production vary between 91,127.86 TL and 263,160.36 TL. While the total gross profit per establishment in the examined establishments is between 398,915.15 TL and 560,170.95 TL. There was an employee problem with 30.00%, with feed prices with 26.67% and mohair prices with 25.00%, respectively, in the first group. 18.18% of the establishments in the first group and 12.50% of the establishments in the second group have been educated on herd management. Within the scope of the research, it was determined which supports were used by the establishments and it was determined that earrings and mohair support were used the most according to the results of the research. Within the scope of the research, 61.76% of the establishments in the 1st groups use agricultural loans and this rate is 81.82% in the 2nd group establishments. [ABSTRACT FROM AUTHOR]

We used a representative sample of the working population of Korea to compare the occupational health problems of employees and self-employed individuals who performed different types of work. The Korean Working Conditions Survey (KWCS) of 2014 was used to compare the working conditions and occupational safety and health (OSH) issues of employees and self-employed individuals performing different types of work. Relative to paid employees, self-employed individuals were older, more likely to perceive their health as bad, and had less education, longer working hours, more exposure to workplace ergonomic hazards, more musculoskeletal problems, and poorer mental well-being. Relative to those performing "mental work" or "emotional work", individuals performing "physical work" were more vulnerable to OSH problems. In conclusion, self-employed individuals in the sample were more vulnerable to OSH problems. [ABSTRACT FROM AUTHOR]

The ability of individuals to be sensitive to and to understand people in different cultures is defined as cultural intelligence. The local cultural difference in the organizations formed by the employees in public institutions constitutes an important area of work for cultural intelligence. The problems experienced by the employees in business life can be solved by the styles of handling organizational conflict. This study was conducted on 392 white-collar public employees in public institutions in Antalya. The purpose of the research is to examine the influence of cultural intelligence of public employees on the methods of resolving organizational conflicts. The questionnaire was used as the study quantitative data collection tool. According to the research results, it was found that metacognition, cognition, motivation and behavior sub-dimensions of cultural intelligence have a significant effect on sub-dimensions of methods of styles of handling organizational conflict. [ABSTRACT FROM AUTHOR]

The aim of the paper is to examine the commuting behaviour of self‐employed workers in Spain as well as its relationship with satisfaction with jobs and housing. According to our results although conventional estimations indicate that commuting trips are shorter among the self‐employed, the differences with employees vanish when the potential endogeneity of self‐employment is controlled for. We also show that the job and housing satisfaction levels of the self‐employed are less sensitive to commuting than those of employees, and that in fact no significant effect is observed for relevant segments of the former group, what gives partial support to the theoretical model that we propose where imperfect information problems affect the employees but not the self‐employed. [ABSTRACT FROM AUTHOR]

The aim of this study is to understand the way in which gastronomy students perceive internship. It also explores the relationship between the internship experience and future career perception. The research participants included 25 students of gastronomy and the culinary arts studying in the faculty of tourism in a Turkish university. The data for the research was gathered through a semi-structured questionnaire. Overall, research findings revealed that the internship experience of gastronomy students consists of three major dimensions: benefits (learning about the hospitality industry and the kitchen environment, vocational contribution, and personal development), challenges (the problems related to employees, working conditions, and salary, and other issues such as adaptation problems, difficult customers, work accidents and mistakes, and the incompatibility of theoretical knowledge with the sector), and career perception (negative and pessimistic, negative but optimistic, and positive). Moreover, according to the findings of the study, it can be concluded that the level of benefits and challenges encountered is the key indicator regarding gastronomy students' career choices. Since no previous studies on the internship experience of gastronomy students exist, it is believed that this study fills a gap in the literature. [ABSTRACT FROM AUTHOR]

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool used to identify the environmental variables contributing to employee performance problems in human service settings. Although previous research has suggested that the tool is useful to identify an intervention which can be used to improve performance, no studies have formally examined the validity and reliability of the tool. In this study, we used video vignettes to assess the validity and reliability of the PDC-HS. We created three videos; each described a performance problem in one or more of the four PDC-HS domains. Twenty-one participants then watched the videos and evaluated the performance problem depicted using the PDC-HS. We measured the validity of the tool by calculating the percentage of participants who correctly identified the PDC-HS domain responsible for the performance problem. Two to four weeks later, we had participants re-watch the videos and complete the PDC-HS to obtain a measure of test re-test reliability. We also compared PDC-HS item responses across participants to evaluate inter-rater reliability. Results show that all participants correctly identified the problematic PDC-HS domain(s) in each video. PDC-HS validity values were above 93% across all three videos and domains; mean test re-test and interrater reliability values were above 95%. The results are discussed in terms of the preliminary nature of this analysis; although these data are limited by the amount and clarity of the information provided in the videos, this study represents a necessary first step in the assessment of the reliability and validity of the PDC-HS tool. [ABSTRACT FROM AUTHOR]

By analyzing and comparing the regulations, domestic jurisprudence and practice of the European Court of Human Rights this paper aims to identify the problems faced by employees when they seek the protection of their rights in labor disputes, and to propose possible solutions. In the Republic of Croatia, the Labor Act stipulates the obligation to strive to achieve a negotiated settlement before seeking protection of the court. The employee may, within a limited period of time, turn to the employer requesting protection. If the dispute is not resolved by agreement within the set deadline, the employee may, again, within the preclusive deadline, demand the protection of the violated right before the court. Therefore, apart from exceptional cases, the employee cannot claim protection of violated rights before the court until these procedural prerequisites are fulfilled. Because a satisfactory and rapid solution for both parties to the dispute is important for the economic development of the entire environment from which such a dispute arises, a settlement out of court is much preferable. The problem is that the process of pre-addressing an employer with the application for protection of the right in practice is often only a mere formality that needs to be fulfilled before submitting a lawsuit to the court, so it is often not very useful. In addition, it could be argued that this procedure limits the employee's right to access to a court and a fair trial because an employee, as a procedural party, is, in relation to an employer, in an unequal procedural position. [ABSTRACT FROM AUTHOR]

The aim of this study is to determine the problems faced by women employees in career development process and offer solutions to these problems. A literature review is made about the concept of career development and problems faced by women in career development process. A case study is made about problems in career development process of women employees in public sector in Trabzon. A mixed method (quantitative and qualitative methods) is used in the case study. In the quantitative analysis part, Factor Analysis and Kruskall Wallis tests are used in order to test the hypotheses. In the qualitative analysis part, descriptive and content analysis are made. As a result; it is revealed that the women employees faced problems about multiple responsibilities, gender stereotypes, organizational culture, occupational discrimination in human resource practices, barriers that put by themselves, lack of mentors and perceptions of women managers in career developlment process. At the end of the study, solutions are offered for these problems. [ABSTRACT FROM AUTHOR]