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Based on the monitoring of the Ukrainian Parliament Commissioner for Human Rights, the article reveals the state of observance of labour rights of civilian hostages. The article identifies problematic issues that obstruct the realisation of these rights of persons who have been deprived of their personal liberty as a result of armed aggression. It is noted that the Geneva Convention relative to the Protection of Civilian Persons in Time of War prohibits the taking of hostages. Failure to comply with the principles of international humanitarian law by representatives of the Russian Federation leads to the inability to ensure the protection of civilian hostages in accordance with international norms due to the unresolved nature of this issue. The Russian Federation, despite international norms, keeps such persons in captivity, does not notify them of their detention, does not provide them with the appropriate status, as a result of which the detained person cannot appeal against his or her detention, has no opportunity to report it. According to international standards, victims of enforced disappearances have the right to compensation from the state, which provides them with the maximum possible rehabilitation. It is noted that the protection of the constitutional rights of civilian hostages is provided for by the Law of Ukraine “On Social and Legal Protection of Persons in respect of whom the deprivation of personal liberty as a result of armed aggression against Ukraine and members of their families has been established”. In addition, it is noted that civilian hostages have the right to keep their jobs, but the law does not provide for the payment of wages. The article establishes that it is impossible to properly exercise the labour rights of employees who have become civilian hostages guaranteed by the Constitution of Ukraine. The emphasis is placed on the legislative gaps that do not allow civilian hostages to exercise the guaranteed right to credit their insurance period. The article provides for the crediting of insurance periods to civilian hostages, which affects social guarantees and, subsequently, the level of pension provision. Due to the uncertainty of the payer of the unified social contribution, such credit is not given for persons in respect of whom the deprivation of personal liberty as a result of armed aggression against Ukraine has been established. Deprivation of personal liberty is the basis for postponement or extension of annual leave and is also included in the length of service that gives the right to annual basic leave. Civilian hostages are additionally entitled to a one-time voucher to maintain their competitiveness in the labour market through retraining, specialisation, advanced training, and education in professions and specialities for priority economic activities. It is found that the problem of civilian hostages is closely related to the problem of missing persons. It is proved that there is a need to expand the labour rights of civilian hostages by guaranteeing the payment of wages.

Athraa Ali Mahmood,1 Hussain Owaid Muhammed Al-Obadi,1 Hashim Mueen Hussein2 1Department of Oral Surgery and Periodontics, College of Dentistry, Mustansiriyah University, Baghdad, Iraq; 2Department of Conservative Dentistry, College of Dentistry, Mustansiriyah University, Baghdad, IraqCorrespondence: Athraa Ali Mahmood, Department of Oral Surgery and Periodontics, College of Dentistry, Mustansiriyah University, Baghdad, Iraq, Email athraa.a.mahmood@uomustansiriyah.edu.iq; athrauali@gmail.comBackground: Findings show that periodontitis does not affect all populations; similarly, some individuals present risk conditions such as occupational stress, making them more susceptible to developing periodontitis through unhealthy habits like poor oral hygiene and immune suppression. Periodontitis triggers an inflammatory host immune response; “Receptor Activator Nuclear Factor KB ligand (RANKL)” is the primary regulator of osteoclast differentiation and activity. It was found that osteoclastic bone damage caused by periodontitis depends on the RANKL produced by osteoblastic and periodontal ligament cells.Objective: This study aimed to assess the effect of occupational stress on employees with periodontitis using salivary RANKL marker.Material and Methods: A case–control analysis was done at my clinic with 90 male employees aged 30– 50. The participants completed self-administered questionnaires and had periodontal exams. Employee occupational stress was estimated using a life events scale questionnaire. Calibrated dentists performed the parameters used in the periodontal assessment after collecting whole unstimulated salivary samples from each employee to measure salivary RANKL using ELISA technique.Results: The present finding revealed a statistically significant difference among groups in “probing pocket depth, plaque index, bleeding on probing, clinical attachment level, and salivary RANKL level”. They were higher in the stressed employees’ group, which is not statistically significant.Conclusion: The findings of this investigation observed that occupational stress increased clinical periodontal parameters and salivary RANKL of periodontitis in employees.Keywords: periodontitis, occupational stress, salivary RANKL, employees

Safety culture is a crucial component of ensuring workplace safety and preventing accidents. This study aimed to assess the safety leadership and safety culture of a polyester company in Thailand. Data gathering was conducted utilizing survey forms developed by the study team, including the 360-degree safety leadership survey and the 36-question safety culture survey. The sample group, comprising 1,286 individuals, consisted of management, employees, and independent contractors from a polyester company with four business units. Both the safety leadership and the safety culture perception surveys were provided with average values, thorough descriptions, graphical representations, and visuals. The study revealed that the perceptions of safety leadership and safety culture among the employees aligned with the standard level. However, certain issues, including off-the-job safety, communicating about safety, empowering other employees, setting safety standards and expectations, and promoting safety improvements and sharing, placed the organization’s safety culture at the foundational level, requiring management commitment and awareness development. For further actions, the company should emphasize the value of strategic workers' involvement in programs that empower employees, such as visible safety leadership for all management levels, notification and reporting programs, and safety sharing among business partners, to establish a world-class safety culture as the company's goal. Doi: 10.28991/ESJ-2024-08-01-017 Full Text: PDF

Çalışanlarda farklılıkların yönetimi ve örgütsel özdeşleşme ilişkisi bağlamında gerçekleştirilen bu çalışmada bir kamu üniversitesinde görev yapan akademik ve idari personelin farklılıkların yönetimine ilişkin algılarının örgütsel özdeşleşmelerine etkisinin belirlenmesi amaçlanmıştır. Ayrıca çalışanların sosyo-demografik özelliklerinin bu iki değişken üzerindeki rolü incelenmiştir. Çevrimiçi anket yöntemi kullanılarak yapılan bu araştırmada elde edilen 387 veri SPSS programı kullanılarak analiz edilmiş ve veriler yorumlanmıştır. Edilen sonuçlara göre çalışanların farklılıklarının yönetiminin tüm boyutlarına ilişkin algılamaları ile örgütsel özdeşleşmeleri arasında orta düzeyde pozitif yönlü bir ilişki olduğu tespit edilmiştir. Ayrıca katılımcıların bazı sosyo-demografik özellikleri (yaş, eğitim düzeyi, kadro unvanı ve görev pozisyonu) ile bu iki değişken arasında anlamlı farklılıklar olduğu belirlenmiştir.

Background: Manpower is one of the most important assets of organizations that their motivation and job satisfaction can help organizations achieve their goals. Many studies have been done to improve the level of these variables in human resources, but in the meantime, less attention has been paid to the role of organizational intelligence as a factor affecting these variables. Aims: The purpose of this study was to evaluate the effectiveness of organizational intelligence training program on job satisfaction and job motivation in one of the headquarters of industries of the Ministry of Defense employees. Method: The present study was a Quasi -experimental study with pre-test, post-test with control group. For this purpose, 32 staff were selected by available sampling method from the staff of one of the Ministry of Defense industries and were randomly divided into experimental (n=16) and control (n=16) groups. The researcher-made package of organizational intelligence training was administered to the experimental group during 11 two-hour sessions. During this time the control group also received no training. Both groups completed the Spector Job Satisfaction Scale (1985) and Tremblay and et al. Internal and External Job Motivation Scale (2009) in the pre-test and post-test stages. data were analyzed by Spss-19 software. Results: The results of multivariate covariance analysis showed that there are significant differences between two experimental and control groups in the interjected regulation component (one of the job motivation components) and the job promotion components and the task identity (from job satisfaction components) and the mean scores of the experimental group in these components in the post-test stage were higher than the control group (p< 0/001). Conclusions: Job satisfaction and motivation are some of the factors that influence the increase of organizational productivity and optimal performance of employees, Therefore, it is necessary to take measures to increase the levels of these variables in the staff.

The research was to analyze representations of burnout syndrome in four groups of professionals, including sex, age and susceptibility to stressful factors. The research was conducted out among: teachers, banks’ employees, building administration employees, employees of renovation and construction companies. The highest rate of stress was observed among teachers and bank employees, but connected to the national sector, because of increased contact with multitudinous people. The stressful factors that were encountered: burden of work, conflicts with co-workers and superiors. Low income, fear from being judged were predominant causes in cases of teachers and bank employees; family issues were a stressful factor in a teacher’s profession. The main components of burnout syndrome were distinguished among teachers and employees of renovation and construction companies between the age of 31-40 and bank employees and building administration employees between the age of 41-50.

The development of tourism and hotel management depends on the ability of managers to recruit qualified employees, create an appropriate working environment and retainemployees. The main issue for managers is to determine how to stabilise personnelnumbers andreduce employeeturnover. The main aim of this paper is therefore to identify the key factors that affect employeeturnover and personnel stability in Slovakhotels. The research was conducted in selected hotels operating in Slovakia.The results revealed that poor career prospectsand non-transparent and unfair remunerationhave the greatest impact on employee turnover and personnel stability. It was also shown that personnel stability is mostly influenced byan appropriatecorporate culture and personal recognition.

Organizational citizenship behaviour is defined as “individual behaviour that is discretionary and not directly or explicitly recognized by the formal reward system and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, Podsakoff, & MacKenzie, 2006). Nowadays it is one of the most widely studied phenomena in the field of organizational science (Podsakoff, Podsakoff, MacKenzie, Maynes, & Spoelma, 2014). Employee citizenship behaviour generates additional value for the organization by creating a positive social environment, improving the use of resources, coordinating activities within and between working groups, enhancing the organization’s ability to attract and retain the best employees, maintaining organizational stability and adaptability to environmental changes. Meanwhile, citizenship behaviour is not widely studied in Lithuania and one of the reasons may be a lack of reliable and valid instruments that would correspond to the country’s cultural context. The first version of the Lithuanian twenty-nine items Organizational Citizenship Behaviour (OCB) questionnaire included dimensions of altruism, courtesy, civic virtue, conscientiousness, and was developed in 2013 (Bagdžiūnienė, Lazauskaitė-Zabielskė ir Urbanavičiūtė, 2013). Later, in 2014-2016, two studies were carried out with the aim to revise and confirm the structure of the OCB questionnaire and to re-evaluate its psychometric properties. In the first study, a total of 1985 employees from one Lithuanian public sector organization were surveyed online. Ninety-two percent of the respondents were female, the average age of respondents was 45.13 (SD = 10.3) years, with an average of 12.34 (SD = 7.74) years of working experience in the organization. Thirteen percent of the respondents were first-level managers. Confirmatory Factor Analysis (CFA) confirmed the five factor structure of the questionnaire; however, nine items with the lowest loadings were removed. The shortened version of the OCB questionnaire consists of five dimensions with four items in each scale. Cronbach’s alphas confirmed the reliability of each scale, the discriminant validity was confirmed by positive correlations between OCB dimensions and inrole behaviour, affective organizational commitment, job satisfaction and negative correlations with the intention to quit. In the second study, 647 employees from different organizations were surveyed online. Seventy-four percent of them were female, the average age of respondents was 30.64 (SD = 10.08) years, with an average of 4.45 (SD = 6.19) years of working experience in the organization. Sixteen percent of the respondents were first-level managers. Thirty-two percent of the respondents were from public and sixty-eight percent from private sector organizations. The five-factor structure was additionally approved by applying CFA in this sample, the invariance of the structure regarding gender, age, and status was also confirmed. Conclusion: The revised OCB questionnaire is a reliable and valid twenty-items multidimensional instrument and is congruent with the classical concept of OCB. It includes five dimensions of employee citizenship behaviour, namely altruism, courtesy, civic virtue, conscientiousness, and initiative. Limitations and practical applications are discussed. [ABSTRACT FROM AUTHOR]

Leaders must have the innovation to lead the company so that employees can memunmbuhkan organizational commitment. The purpose of this study was to determine the relationship trasformasional leadership and organizational commitment of employees. This quantitative-correlational study employed total sampling technique in choosing the subjects: 38 employees of Financial Cooperative. The data were collected using transformational leadership and organizational commitment scales. The findings revealed a significant positive correlation between transformational leadership and organizational commitment with product-moment correlation coefficient r = 0.550 and p = 0.000; p < 0.01. It means that the higher the value of transformational leadership is, the higher the organizational commitment is, and vice versa, with effective contribution as much as 30.3%.

Background and aims: The most effective way to overcome bottlenecks and crises caused by economic and social development process is proper utilization of human capital and benefiting from its intellectual and practical capacities. On the other hand in today’s competitive world, many companies have realized that HSE management should be an integral and essential part of their organizations and should be valued and focused on as much as other on management activities of their organizations. Simultaneous consideration of health, safety and environmental issues, in addition to elimination of parallel activities, will also, due to the technical and economic balance, facilitate increased productivity and sustainable development. The objective of this study was to determine the relationship between job satisfaction and HSE performance of employees in Iran Khodro Advanced Dies Company in the year 2011. Methods: The objective of this descriptive-survey research was to investigate the relationship between job satisfaction and HSE performance of the employees. The statistical population of this descriptive-survey research consisted of 275 employees of Iran Khodro advanced Dies Company out of which 70 people were selected as sample using Cochran formula and simple sampling technique. A questionnaire was the main tool of study and the validity of the questionnaire was approved by some of the faculty members and the reliability of the main scales of the questionnaire was approved by Cronbach alpha Coefficients (0.84 for HSE performance and 0.94 for job satisfaction). The questionnaire was in a Likert format, to convert the qualitative Likert options to quantitative options for entry into software, the triangular fuzzy numbers method was applied. The data were analyzed by SPSSver:18 software. Results: Result of prioritizing job satisfaction indicated that, responsibility was in the highest rank and result of prioritizing HSE performance of employees indicated that, performance and implementation was in the highest rank. Further, findings revealed that, there were positive significant relationships between HSE performance of employees and job satisfaction at 0.05 percent level. The step-wise regression analysis indicated that seven variables (job satisfaction) explained 66.7 percent of variations of the HSE performance. Conclusion: According to the significant relationship between job satisfaction and HSE performance of the employees, it can be concluded that, paying more attention to job satisfaction indicators can lead to a better HSE performance of Employees.

This research examines work culture and social factors influencing it among employees of Islamic Azad University, the largest private organization in Iran. First, it has been tried to determine a rate for work culture and then relationships between work culture and participatory management, organizational justice, job satisfaction, and demographic variables have been examined. Research method is cross-sectional survey; research population is all personnel of the Islamic Azad Universities in three provinces: Fars, Boushehr and Kohkiloye-Boyerahmad. Overall, 481 subjects were selected by means of simple random sampling. Measurement tool is questionnaire, which includes four scales. Construct validity was obtained through factor analysis; Reliability test was also performed by means of Cronbach’s alpha coefficient. Research findings indicate that work culture is on average among subjects. Also, there are significant relationships between work culture and participatory management, organizational justice, job satisfaction, age and years of employment. Using regression analysis, it appears that of all independent variables, job satisfaction and years of employment are strongest predictors of work culture. Taken together, they explain 18% of the variance of work culture.