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With the rapid development of industrialization and urbanization in China, a large amount of agricultural land has been converted into non-agricultural land, leading to the emergence of a special group of landless farmers. Especially in the current social context, compared with men, landless women not only face the dilemma of social exclusion, but also often encounter problems such as gender discrimination in enterprises. In this paper, landless women in Rencheng District, Jining City, are selected as the research object, and the binary Logistic regression method is used to analyze the key factors affecting their re-employment. The results show that the re-employment of landless women is mainly affected by whether they possess non-agricultural skills, the strength of their interpersonal skills, and their participation in employment training or publicity activities. Therefore, it is necessary to adopt a series of targeted support measures at the social, governmental, family and individual levels to promote the re-employment of landless women and enhance the quality of their employment. [ABSTRACT FROM AUTHOR]

An aging workforce has adversely impacted the economy in Korea, amid growing fiscal challenges associated with providing pension and healthcare for older people. The increasing elderly population has raised concerns about the diminishing quality of life among seniors. This study explores the impact of retirement and re-employment on the life satisfaction of older individuals, utilizing longitudinal data from 2008 to 2020. To address endogeneity concerns, we use statutory eligibility ages for retirement pension benefits and the expected monetary value of these benefits as instrumental variables for retirement and re-employment status. Our findings suggest that retirement leads to a significant reduction in overall life satisfaction among older individuals. Conversely, life satisfaction improves significantly when retired individuals are re-employed. This study examines the dynamic effects of retirement on life satisfaction by employing the event study framework and investigating the reversal of retirement through re-employment. The findings emphasize that the life satisfaction of older individuals can be enhanced through policies that enable them to extend their employment or pursue new opportunities after retirement. [ABSTRACT FROM AUTHOR]

AbstractThe purpose of this research is to design a model for the re-employment of employees during retirement in the Ministry of Education. The research method is a qualitative type of theorizing data-based, and the participants are decision-making and policy-making managers in the field of re-employment of retirees as well as some teachers who have taken re-employment during retirement. The sampling method is purposeful and snowball-type with the number of 12 people as sample, which include working retirees and experts in the field of education, and the research reached theoretical saturation with the targeted people. Data analysis is through open, central and selective coding, and Max Kyuda version 22 software is utilized. The findings of the research consists of 8 dimensions including individual, social, organizational, environmental, economic, political, individual performance, education system performance; and 23 components in the form of causal conditions, central conditions, strategies, consequences, interveners and contexts. The results of the research showed that conditions such as individual, social and organizational factors cause the re-employment of retired education workers. The mentioned factors make strategies such as livelihood-oriented strategy and entrepreneurial strategy to be defined as re-employment strategies. These strategies definitely have consequences, which include improving individual performance and improving the performance of the education system. The background of these strategies, i.e. political and economic factors, must be provided. Meanwhile, interveners such as environmental factors should not be ignored.Extended AbstractIntroductionToday, due to the increase in life expectancy, people still have many years ahead after retirement, and even in a considerable period of time, they have the physical strength and mental desire to work and accept job responsibilities.Research has shown that the world's population was almost constant until the 18th century, and most of the people had a low average life expectancy due to wars and various diseases; but during the following years, it can be seen that more than three decades have been added to the average life of people. The predictions of the United Nations (2017) indicate that by 2050, the population over 60 years old will be more than 4 times compared to the year 2000 (Dehghani et. al. 2019). Considering the country's demographic changes and the effects and consequences of transitioning the age structure of the population, it is expected that the number of retirees in our society will continue to increase in the future decades (Statistical and Socioeconomic Analysis Office, 2019). On the other hand, regarding the financial resources of the education organization, it is stated that the share of the education budget from the public resources of the government in 1401 is 9.6%; while the share of the education budget from the government's public resources in 1400 was 12.7 percent (Fars News Agency, 2022). Therefore, serious attention and scientific planning to meet the needs of society's education workers can have significant effects on society's health from various aspects. But the more important issue after knowing about the increase in the number of retirees is the issue of their employment, which has two aspects and is somewhat contradictory. On one hand, we should pay attention to the fact that a retired person, after a relatively long and continuous period of work and effort, needs to enjoy welfare and rest and benefit from the welfare and support facilities of the society.Theoretical frameworkRegarding the theory of Maslow's hierarchy of needs, Maslow has stated 5 basic needs in humans, including physiological needs, safety, belongingness, affection, respect (dignity), and self-actualization (Naili, 2014). Regarding the re-employment of retirees, according to Maslow's theory, it is stated that in order to meet high-level needs, retirees are first forced to meet their physiological needs, so they turn to re-employment to meet their physiological needs by earning income. According to manifest need theory, needs that are more acquired than inherited are activated by external body stimuli. For example, if a person finds a need for social relations, he communicates with others only if he considers the social situation appropriate, and only then does his need become apparent. According to this theory, needs include the needs of solicitation, affection, autocracy-autonomy, power, aggression, stimulation, tolerance, pretentiousness, convenience-seeking, nurturing, order, unburden, and recognition (Zohori, 2015). According to existence-dependence-growth theory, human needs include existence needs, dependence needs, and growth needs (Naili, 2014). However, he does not agree that every need appears after satisfying the lower order need (Zohori, 2015). According to this theory, the re-employment of retirees is due to the fact that all the needs of retirees can be created at the same time and combined to motivate them. According to disengagement theory, the decline in social interaction during retirement is because, against the will of most retirees, society leaves them. In fact, the society and the retired person mutually limit many of their bilateral relations with each other. According to this theory, the inevitability of death forces a person to leave an important part of their social roles. Also, in activity theory, activity increases health during retirement and a person who remains active will adapt to the situation in a better way. In fact, successful retirement requires new roles to be discovered, or new means to maintain old roles (Afra et al. 2020).MethodologyThe method used in this research is qualitative. The strategy used is data-oriented theorizing with Strauss and Corbin's approach. The participants of this research are decision-making managers and policy makers in a sense in the field of re-employment of retirees and some teachers who have taken re-employment during retirement. They were selected to identify, extract, and explore "concepts" and "categories". The sampling method is non-random or purposeful and snowball. The number of participants is 12.Research findingsThe findings of the research include all the causal conditions, the central category, strategies, consequences, contexts and interveners of the research. Individual factors in causal conditions are subsistence and material needs, emotional and communication needs, and psychological needs. Organizational factors include the educational structure of the education system and the economic structure of the education system. The educational structure of the education system is in such a way that according to the fundamental transformation document and the vision document of the education system, it should benefit from the expertise and experience of human capital. The central category is the main category that appeared in the data multiple times with other categories. The central category of this research is called re-employment, which contains the components of skill diversity, task identity, and the importance of task and independence. The meaning of skill diversity is that a job that requires the use of a large number of personal skills and talents, challenges all the abilities and skills of a person; and people will most likely find such jobs meaningful. The strategy considered in this research is based on livelihood strategy and entrepreneurship strategy. It is stated in the livelihood-oriented strategy that this strategy is written with this name due to the fact that it only solves the livelihood problems of retirees. The consequences of re-employment of education workers during retirement lead to improved performance and sustainable development. Regarding the improvement of individual performance, it is stated that after retirees return to work, according to research data, one of the consequences is the improvement of individual performance. The background conditions in this research are economic and political factors; economic factors means financial resources and equipment that must be provided for the re-employment of retired education workers. As stated in the previous chapters, the Ministry of Education and the inadequacy of its budget with the received expenses should be reviewed. Economic factors include financial resources and equipment, which are explained separately below.DiscussionAs the findings of the research showed, the re-employment model of retired employees includes 8 dimensions including individual, social, organizational, environmental, economic, political, individual performance, education system performance; and 23 components in the form of causal conditions, central, strategies, consequences, interveners and contexts. The causal conditions of re-employment of education workers during retirement in this research include individual, social and organizational factors. The central category, which is the re-employment of retired education staff, includes skill diversity, task identity, and the importance of task and independence. Research findings in the category of strategies include livelihood-oriented strategies and entrepreneurship. The results of the research have led to improved performance and sustainable development. Intervening conditions, which are factors such as environmental factors, have affected livelihood-oriented strategies and entrepreneurship. Environmental factors include beneficiaries and demographic characteristics of retirees. Background conditions also include economic and political factors. In the end, it is concluded that conditions such as individual, social and organizational factors cause the re-employment of retired education workers. The mentioned factors make strategies such as livelihood-oriented strategy and entrepreneurial strategy to be defined as re-employment strategies. These strategies definitely have consequences, which include improving individual performance and improving the performance of the education system. The background of these strategies, i.e. political and economic factors, must be facilitated. In the meantime, interveners such as environmental factors should not be ignored.

Abstract Background Employment provides economic security, a social network, and is important for self-identity. A review published by van der Noordt and colleagues in 2014 showed that employment was beneficial for depression and general mental health. However, an updated synthesis including research published in the last decade is lacking. In the planned review, we aim to update, critically assess, and synthesise the current evidence of the association between paid employment (excluding precarious employment) and common mental health outcomes (depression, anxiety, and psychological distress) among the working age population in the labour force. Methods We will follow recommended guidelines for conducting and reporting systematic reviews. Four electronic databases (MEDLINE, Embase, APA PsycINFO, and Web of Science) will be searched from 2012, using appropriate MeSH terms and text words related to our inclusion criteria. We will screen the records against predefined eligibility criteria, first by title and abstract using the priority screening function in EPPI-Reviewer, before proceeding to full-text screening. Only studies investigating the longitudinal relationship between employment and common mental health outcomes will be included. We will search for grey literature in OpenAlex and conduct backward and forward citation searches of included studies. The methodological quality of the included studies will be assessed using the Cochrane risk-of-bias tool (RoB 2), Risk Of Bias In Non-randomised Studies of Interventions (ROBINS-I), or the Newcastle–Ottawa scale (NOS). We will conduct a narrative review and, if possible following pre-set criteria, conduct random-effects meta-analyses to estimate the pooled effect of employment on depression, anxiety, and psychological distress, across the included studies. Discussion An updated review of the association between non-precarious employment and mental health outcomes is needed. In the planned review, we will assess the quality of the included studies and synthesise the results across studies to make them easily accessible to policy makers and researchers. The results from the review can be used to aid in policy decisions and guide future research priorities. Systematic review registration PROSPERO CRD42023405919.

Background: Employment provides economic security, a social network, and is important for self-identity. A review published by van der Noordt and colleagues in 2014 showed that employment was beneficial for depression and general mental health. However, an updated synthesis including research published in the last decade is lacking. In the planned review, we aim to update, critically assess, and synthesise the current evidence of the association between paid employment (excluding precarious employment) and common mental health outcomes (depression, anxiety, and psychological distress) among the working age population in the labour force. Methods: We will follow recommended guidelines for conducting and reporting systematic reviews. Four electronic databases (MEDLINE, Embase, APA PsycINFO, and Web of Science) will be searched from 2012, using appropriate MeSH terms and text words related to our inclusion criteria. We will screen the records against predefined eligibility criteria, first by title and abstract using the priority screening function in EPPI-Reviewer, before proceeding to full-text screening. Only studies investigating the longitudinal relationship between employment and common mental health outcomes will be included. We will search for grey literature in OpenAlex and conduct backward and forward citation searches of included studies. The methodological quality of the included studies will be assessed using the Cochrane risk-of-bias tool (RoB 2), Risk Of Bias In Non-randomised Studies of Interventions (ROBINS-I), or the Newcastle–Ottawa scale (NOS). We will conduct a narrative review and, if possible following pre-set criteria, conduct random-effects meta-analyses to estimate the pooled effect of employment on depression, anxiety, and psychological distress, across the included studies. Discussion: An updated review of the association between non-precarious employment and mental health outcomes is needed. In the planned review, we will assess the quality of the included studies and synthesise the results across studies to make them easily accessible to policy makers and researchers. The results from the review can be used to aid in policy decisions and guide future research priorities. Systematic review registration: PROSPERO CRD42023405919. [ABSTRACT FROM AUTHOR]

Aim: Extending working life is considered as an important initiative to respond to the population aging and pension payment dilemma. This study aimed to investigate whether work after retirement is related to improved health‐related quality of life. Methods: We used two waves of data from the China Health and Retirement Longitudinal Study in 2011 and 2018. Work after retirement was ascertained based on self‐reported retirement and work status, and health‐related quality of life (HRQOL) was measured with the three‐level EuroQol five‐dimensions. The impact of work after retirement on HRQOL was analyzed using the propensity score matching with difference‐in‐difference approach. Results: A total of 1043 retirees were included. The results showed that work after retirement was associated with significant improvement in HRQOL among retirees (β = 0.072, P < 0.001). Heterogeneity analyses did not show specificity on sex (P for sex interaction >0.05), but older‐aged retirees seemed more sensitive to the benefits of work after retirement on HRQOL than their younger‐aged counterparts (≥65 years: β = 0.167, P < 0.001 vs <65 years: β = −0.047, P > 0.05; P for age interaction = 0.010). Conclusions: Work after retirement shows a positive impact on HRQOL among community‐dwelling adults in China. Policy‐makers should take the health of retirees into account when implementing policies related to delayed retirement, and reduce health inequity. Geriatr Gerontol Int 2024; 24: 722–729. [ABSTRACT FROM AUTHOR]

Recent research on entrepreneurial failure has started to investigate the impact of failure on entrepreneurs and how this influences their motivation and willingness to engage in subsequent entrepreneurial ventures. We approach this topic from an alternative perspective, focusing on former entrepreneurs seeking to return to paid work and exploring how their experience of venture failure is perceived and appraised by employers in the recruitment process. Such perceptions matter because employers are gatekeepers to the employment market and thus their appraisals influence how easily former entrepreneurs can re-integrate themselves in the paid workforce. We conducted 30 interviews with employers in growing human-capital intensive companies in Sweden, asking these recruiters about their perceptions of former entrepreneurs and how their evaluations affected their hiring decisions. Conceptually, we frame our study using a process model of stigmatization by nuancing this model with fine-grained analyses of employers' perceptions and appraisals of applicants' entrepreneurial failure experiences in the recruitment process. This analysis identifies some of the key conditions that lead employers either to value or devalue an applicant's experience of entrepreneurial failure, further indicating the implications of this finding for entrepreneurs' careers and prospects of gaining paid employment. [ABSTRACT FROM AUTHOR]

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Facing the shackles of depleted fishery resources and over-density of fishery labor force, the Chinese government has adopted the policy of vessel reduction and conversion for planning and regulation of fishermen groups in order to break the plight of declining aquatic biological resources. The large number of fishermen, age structure, and low education level make the retired fishermen face the real problems of losing basic economic resources, lacking competitiveness in job search, and encountering barriers in independent job search in the process of switching to other industries. At present, the problems of rehabilitating fishermen after retiring from fishing in China are focused on resettlement security and sustainable livelihood, and less on improving their own employability after retiring from fishing. This paper analyzes the current situation and factors influencing the re-employment of retired fishermen in China from the perspective of human capital, and proposes countermeasures in terms of stimulating the willingness of retired fishermen to improve their re-employment skills, accelerating the process of education and training and development, establishing an integrated platform of “training-employment-monitoring”, and improving the policy of skills improvement, so as to prevent retired fishermen from returning to fishing and causing poverty, we will continue to struggle for the road to common prosperity. [ABSTRACT FROM AUTHOR]

Abstract Aims This study aims to examine the factors related to career interruption and re‐employment of women who had worked or were working in the human health sector and to compare them with those in other industrial sectors. Design Secondary data analysis study. Methods Data from the 2019 economic activities survey of career‐interrupted women of South Korea was used, and 2570 participants were included in the analysis. Results Women who had majored in health care and had worked, or were working, in the human health and social work activities sector showed a higher tendency to work more than 40 h per week, compared to the mean of all participants. Moreover, parental leave and flexible working time were related to career interruption and re‐employment. Patient or Public Contribution Policies that encourage the use of parental leave and flexible shift work systems should be developed and implemented to prevent career interruption of women in the health sector.

Aims: This study aims to examine the factors related to career interruption and re‐employment of women who had worked or were working in the human health sector and to compare them with those in other industrial sectors. Design: Secondary data analysis study. Methods: Data from the 2019 economic activities survey of career‐interrupted women of South Korea was used, and 2570 participants were included in the analysis. Results: Women who had majored in health care and had worked, or were working, in the human health and social work activities sector showed a higher tendency to work more than 40 h per week, compared to the mean of all participants. Moreover, parental leave and flexible working time were related to career interruption and re‐employment. Patient or Public Contribution: Policies that encourage the use of parental leave and flexible shift work systems should be developed and implemented to prevent career interruption of women in the health sector. [ABSTRACT FROM AUTHOR]

The Singapore government promulgated the Retirement and Re-employment Act in 2012 to promote extending working life. This article offers insight into the utility of Bourdieu's conceptual framework of habitus, field and capital in exploring how older employees in Singapore adjust to re-employment. Semi-structured in-depth interviews were conducted with 10 re-employed older persons consisting of four women and six men. The thematic analysis of the data indicated that a series of adjustment strategies underpinned by the realism-, positivity-, productivity- and proactivity-oriented habitus synergized to empower research participants to navigate through the field of re-employment. The article proposes that in the Singapore context policy makers and employers need to take a habitus-sensitive approach to re-employed older persons, developing a habitus-friendly field of re-employment. [ABSTRACT FROM AUTHOR]

Abstract Background Successful transitions from unemployment to employment are an important concern, yet little is known about health-related selection into employment. We assessed the association of various physical and psychiatric conditions with finding employment, and employment stability. Methods Using total population register data, we followed Finnish residents aged 30–60 with an unemployment spell during 2009–2018 (n = 814,085) for two years from the onset of unemployment. We predicted any, stable, and unstable employment by health status using Cox proportional hazards models. The data on specialized health care and prescription reimbursement were used to identify any alcohol-related conditions and poisonings, psychiatric conditions and self-harm, injuries, and physical conditions. We further separated physical conditions into cancer, diabetes, heart disease, and neurological conditions, and psychiatric conditions into depression, anxiety disorders and substance use disorders. Results The likelihood of any employment was lower among those who had any of the assessed health conditions. It was lowest among those with alcohol-related or psychiatric conditions with an age-adjusted hazard ratio of 0.45 (95% confidence interval 0.44, 0.46) among men and 0.39 (0.38, 0.41) among women for alcohol-related and 0.64 (0.63, 0.65) and 0.66 (0.65, 0.67) for psychiatric conditions, respectively. These results were not driven by differences in socioeconomic characteristics or comorbidities. All the included conditions were detrimental to both stable and unstable employment, however alcohol-related and psychiatric conditions were more harmful for stable than for unstable employment. Conclusions The prospects of the unemployed finding employment are reduced by poor health, particularly alcohol-related and psychiatric conditions. These two conditions may also lead to unstable career trajectories. The selection process contributes to the health differentials between employed and unemployed people. Unemployed people with health problems may therefore need additional support to improve their chances of employment.

Bei Lyu,1,2 Wenwen Li,1 Mingyu Xu,1 Hui Chen,2,3 Yanchao Yang4 1School of Economics and Management, Huaibei Normal University, Huaibei, 235000, People’s Republic of China; 2Chinese Graduate School, Panyapiwat Institute of Management, Nonthaburi, 11120, Thailand; 3School of Management, Suzhou University, Suzhou, 234000, People’s Republic of China; 4Faculty of Education, University of Macau, Macau, 999078, People’s Republic of ChinaCorrespondence: Bei Lyu; Wenwen LiSchool of Economics and Management, Huaibei Normal University, Huaibei, 235000, People’s Republic of ChinaTel +86 13770838193Email peter1983123@hotmail.comBackground: As the modern social division of labour is becoming increasingly specified, various occupations have emerged. Ladyboy, as a special occupation, is receiving a surging amount of attention from society and academia. Ladyboy is an individual who is engaged in performing with female psychology but still retains male sexual characteristics, and this special characteristic has an impact on their occupational identity and occupational satisfaction.Methods: This study investigated the current situation of ladyboys’ occupational wellbeing through interviews, and analyzed and coded the interview texts via Nvivo 11.0 guided by Grounded Theory.Results: Through open coding, axial coding, and selective coding, the study found that ladyboys’ occupational wellbeing was generally high, and they were still full of love and confidence in their occupation even in the context of the COVID-19 epidemic.Conclusion: Concurrently, the study also found that for the profession of ladyboy, there are still many areas for improvement in society, such as the lack of supporting facilities, absence of supportive and protective policies, and unemployment livelihood security, etc. Feasible measures were then proposed for these specific problems.Keywords: gender identity, ladyboy, occupational wellbeing, re-employment

Abstract This paper measures the effect of a long-term career interruption on wages after re-employment. Using data from the Swiss Household Panel (SHP) and a fixed effects estimation method allows us to account for time-constant unobserved heterogeneity. We find a significant wage penalty of about 7% in the first year after re-employment if a worker takes up a job with the same characteristics as the job previously held. This wage penalty finally vanishes after 5 to 6 years. Conducting subsample analyses for men and women, we uncover underlying heterogeneity of the effect. Compared to women, men tend to suffer more from a long-term career interruption, both in terms of a higher wage penalty during the first year of re-employment and a larger subsequent recovery time. Our findings support the assumption that human capital depreciation is not the only reason for wage penalties after re-employment.

Exploiting the variation in education induced by a reform that compelled individuals to obtain additional schooling in Turkey, and using administrative unemployment insurance (UI) records, we show that high‐educated unemployed workers, compared to their low‐educated counterparts, use unemployment benefits longer, and they are less likely to find employment before their benefit periods expire. This suggests education increases one's selectiveness over jobs. We also show benefit generosity impacts the high‐ versus low‐educated differentially. Extended benefits increase low‐educated workers' probability of finding employment more than the high‐educated. Our findings highlight the importance of considering worker attributes when designing the UI system. [ABSTRACT FROM AUTHOR]

There is little empirical research on the effect of working after retirement on the mental health of the older adults in China. To fill this gap in the literature, this study examines the effects of working after retirement on the mental health of the older adults using data from the China Family Panel Studies. We employed the methods of ordinary least squares, ordered logit, and propensity score matching–difference in differences (PSM–DID). Results show that working after retirement is negatively related to mental health of the older adults in China. The deterioration effect of post-retirement work mainly impacts those aged over 60 years, women, and those with lower education background, urban household registration, higher pension, and higher social status. Working after retirement is negatively related to mental health through the mediating effects of deteriorating interpersonal relationships and lower positive attitude. It is necessary to consider mental health effects and their population differences to evaluate the impact and improve the quality of policies of active aging.

There is little empirical research on the effect of working after retirement on the mental health of the older adults in China. To fill this gap in the literature, this study examines the effects of working after retirement on the mental health of the older adults using data from the China Family Panel Studies. We employed the methods of ordinary least squares, ordered logit, and propensity score matching–difference in differences (PSM–DID). Results show that working after retirement is negatively related to mental health of the older adults in China. The deterioration effect of post-retirement work mainly impacts those aged over 60 years, women, and those with lower education background, urban household registration, higher pension, and higher social status. Working after retirement is negatively related to mental health through the mediating effects of deteriorating interpersonal relationships and lower positive attitude. It is necessary to consider mental health effects and their population differences to evaluate the impact and improve the quality of policies of active aging. [ABSTRACT FROM AUTHOR]

Abstract In the absence of a sufficient number of state-run institutional interventions, any action stemming from autonomous, voluntary private sector initiatives providing counseling and up-skilling to unemployed women is de facto important, especially when referring to confirmed successful and recurring efforts. This contribution provides a detailed discussion and analysis of the methodological approach and extraordinary results of the “Mellon Skills Accelerator” initiative, designed and delivered by knowl Social Enterprise to increase employability. It provides a preliminary evaluation of the initiative’s impact and suitability to be adopted as a standard course of action, across the Greek nation and possibly across Europe and beyond. The author has had first-hand experience of Mellon Skills Accelerator working as a volunteer counsel and coach with the organization.

Mini: Primary Brain Tumour survivors usually have significant morbidity, especially cognitive and neurological dysfunction. Return to pre-diagnosis work can be an important QoL indicator and outcomes measure in these patients. We did a retrospective study to assess return to work amongst the patients who underwent radiotherapy at our centre. Background: Primary brain tumour (PBT) survivors have a high burden of morbidity. Return to work (RTW) is an important survivorship parameter and outcomes measure in these patients, especially in developing countries. This study was done to assess RTW after radiotherapy, reasons for no RTW, and relationship of RTW with treatment and patient factors. Patients and Methods: A single centre study was done amongst PBT patients. Baseline and treatment details, education, employment was assessed. RTW assessed as: time to RTW, full/ part-time, reasons for no RTW and RTW at 6 months post-therapy, and last follow up. Results: 67 PBT patients with a median age of 42 years were assessed. Most common diagnosis was low grade glioma. Over 66% patients were illiterate, and 62% had semi-skilled and unskilled jobs, mostly agriculture. About 64.4% patients returned to employment in a median time of 3 months. At 6 months post-treatment 58.2% had a job, with only 42% working full-time. ‘Limb weakness’ (21.4%), followed by ‘loss of job/ no job’ (16.7%), ‘fatigue’/ ‘tiredness’ (14.3%), ‘poor vision/ diminished vision’ (11.9%) were the common reasons for no RTW. The factors found to be significantly associated with return to work were younger age (p = 0.042), male sex (0.013), the absence of complications during radiotherapy (p = 0.049), part time job prior to diagnosis (p = 0.047), and early return to work after RT (p < 0.001). Conclusion: Studies are needed to identify the barriers in re- employment and steps to overcome them in cancer patients.

The amendments of labour and social law provisions adopted due to Covid-19 in Finland reflect balancing the interests of the employers and the employees. The measures adopted have been agreed with labour market organisations. On one hand, the Government has aimed to maintain jobs by broadening the possibilities for temporary lay-off, on the other hand, the livelihood of employees has been guaranteed by unemployment benefits. Also, the flexibilization of the employment contract during probationary period has been accompanied with the stricter rules concerning the re-employment of the dismissed employee. Finally, the Government has broadened the unemployment security to entrepreneurs, that has especially contributed to the livelihood of self-employed entrepreneurs.

OBJECTIVES: We examined whether sickness absence during participation in a state subsidized re-employment program among long-term unemployed people was associated with subsequent labor market attachment. METHODS: We linked 18 944 long-term unemployed participants (aged 18–60 years) of a six-month subsidized re-employment program in Finland to their records of sickness absence during the program and labor market status after the program. We used the latent class growth model to identify labor market attachment trajectories over a six-year follow-up period and multinomial logistic regression to investigate the association between sickness absence and labor market attachment trajectories. RESULTS: We identified four labor market attachment trajectories: "strengthening", (77%), "delayed" (6%), "leavers" (10%), and "non-attached" (7%). Sickness absence was associated with an increased risk of belonging to the leavers and non-attached trajectories. Having >30 days of sickness absence during the six-month re-employment program increased the risk for belonging to the future non-attached trajectory in all age groups, but in particular for those aged 30–44 [odds ratio (OR) 7.35, 95% confidence interval (CI) 4.85–11.14] and 18–29 years (OR 5.38, 95%CI 3.76–7.69). At these ages, having fewer than 30 days sickness absences was also associated with an elevated risk of belonging to the non-attached trajectory, while this risk was lower for those aged 45–60. CONCLUSIONS: Sickness absence during participation in a subsidized re-employment program increased the risk for poor labor market attachment during the subsequent six years. The risk was particularly high among younger participants with >30 days of sickness absence.

This paper measures the effect of a long-term career interruption on wages after re-employment. Using data from the Swiss Household Panel (SHP) and a fixed effects estimation method allows us to account for time-constant unobserved heterogeneity. We find a significant wage penalty of about 7% in the first year after re-employment if a worker takes up a job with the same characteristics as the job previously held. This wage penalty finally vanishes after 5 to 6 years. Conducting subsample analyses for men and women, we uncover underlying heterogeneity of the effect. Compared to women, men tend to suffer more from a long-term career interruption, both in terms of a higher wage penalty during the first year of re-employment and a larger subsequent recovery time. Our findings support the assumption that human capital depreciation is not the only reason for wage penalties after re-employment. [ABSTRACT FROM AUTHOR]

Modeled on the "New Beats: A study of Australian Journalism Redundancies" project (2014–17), the purpose of this study was to gather data to examine how forced career change among U.S. newspaper journalists has affected their employment, professional identities, financial situations and perceptions of newspaper journalism. Drawing from a sample of about 350 former and current U.S. newspaper journalists who had lost their jobs, 47% said the career change did not affect their professional identity. Meanwhile, 36% still identify themselves as journalists, although many have not worked in their traditional newspaper job for several years. Similarities between this study and those conducted by the New Beats team include: About 30% of those who left newspapers returned to journalism jobs; the most common new career for the departed was in media communications or marketing; and Australian journalists and American journalists demonstrated a breadth of positive and negative emotions after leaving their media jobs. A common finding between this study and the Australian parent study is that journalists are actively negotiating their professional identity at a profoundly challenging moment, and that despite the role of structural forces, journalists are retaining at least some agency in how they define themselves. [ABSTRACT FROM AUTHOR]

This article is to present the principle of open and competitive recruitment for official positions, applicable under the Polish Act on local government employees. The point of departure for the discussion on the provisions of the Act is the Constitution of the Republic of Poland. Not only has the analysis covered the regulation contained in the Act on employees of local government, but also addressed the relationship between the employer's specific obligation to re-employ the employee on the basis of the provisions of the Polish Labour Code and the rule of general recruitment for official positions applicable under the Law on local government employees. These considerations are largely of a practical nature, based in particular on the relevant case-law and on the professional experience of the author herself, who is a local government staff member employed as an attorney-at-law in a local government unit of the regional level. [ABSTRACT FROM AUTHOR]

OBJECTIVES: The aims of this study were to (i) investigate the impact of paid employment on self-rated health, self-esteem, mastery, and happiness among previously unemployed persons with common mental health problems, and (ii) determine whether there are educational inequalities in these effects. METHODS: A quasi-experimental study was performed with a two-year follow-up period among unemployed persons with mental health problems. Eligible participants were identified at the social services departments of five cities in The Netherlands when being diagnosed with a common mental disorder, primarily depression and anxiety disorders, in the past 12 months by a physician (N=749). Employment status (defined as paid employment for ≥12 hours/week), mental health [Short Form 12 (SF-12)], physical health (SF-12), self-esteem, mastery, and happiness were measured at baseline, after 12 months and 24 months. The repeated-measurement longitudinal data were analyzed using a hybrid method, combining fixed and random effects. The regression coefficient was decomposed into between- and within-individual associations, respectively. RESULTS: The between-individuals associations showed that persons working ≥12 hours per week reported better mental health (b=26.7, SE 5.1), mastery (b=2.7, SE 0.6), self-esteem (b=5.7, SE 1.1), physical health (b=14.6, SE 5.6) and happiness (OR 7.7, 95% CI 2.3–26.4). The within-individual associations showed that entering paid employment for ≥12 hours per week resulted in better mental health (b=16.3, SE 3.4), mastery (b=1.7, SE 0.4), self-esteem (b=3.4, SE 0.7), physical health (b=9.8, SE 2.9), and happiness (OR 3.1, 95% CI 1.4–6.9). Among intermediate- and high-educated persons, entering paid employment had significantly larger effect on mental health than among low-educated persons. CONCLUSIONS: This study provides evidence that entering paid employment has a positive impact on self-reported health; thus work should be considered as an important part of health promotion programs among unemployed persons.

In the absence of a sufficient number of state-run institutional interventions, any action stemming from autonomous, voluntary private sector initiatives providing counseling and up-skilling to unemployed women is de facto important, especially when referring to confirmed successful and recurring efforts. This contribution provides a detailed discussion and analysis of the methodological approach and extraordinary results of the "Mellon Skills Accelerator" initiative, designed and delivered by knowl Social Enterprise to increase employability. It provides a preliminary evaluation of the initiative's impact and suitability to be adopted as a standard course of action, across the Greek nation and possibly across Europe and beyond. The author has had first-hand experience of Mellon Skills Accelerator working as a volunteer counsel and coach with the organization. [ABSTRACT FROM AUTHOR]

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This study discusses about the condition of the re-employed senior workers after retirement in Japan’s manufacturing companies. Since experiencing demographics problems, Japan faces many obstacles, one of them in the employment sector. Meanwhile, the government more incentive to make efforts to make Japan's rise from the stagnant economic situation after the economic recession since the 1990s. One of them by employing returning senior workers who have retired. The age of workers in Japan's pensions set by the government at the age of 60 years and the government is trying to raise the limit. Policies readmission of senior workers in the manufacturing companies of Japan after retirement is the type of work contract system. With a logical consequence of the creation of a number of different conditions with the conditions of the workers before retirement. The most prominent difference is the condition of the status of work and reduced the salary given up to 50% as a result of the worker's status has changed. However, there are still some conditions such as the number of hours worked, the same job. And on the part of senior workers have a good respon to their readmission policies in the company to support the employment sector in Japan. To obtain primary data, the authors distributed questionnaires to employees of manufacturing companies who are above the age of 60. In addition, the authors also conducted interviews to a number of parties for additional data.

Abstract Background Poor health is a potential risk factor for not finding employment among unemployed individuals. We investigated the associations between localized and multiple-site musculoskeletal pain and re-employment in a three-year follow-up of unemployed job seekers. Methods Unemployed people (n = 539) from six localities in southern Finland who participated in various active labour market policy measures at baseline in 2002/2003 were recruited into a three-year health service intervention trial. A questionnaire was used to collect data on musculoskeletal health and background characteristics at baseline and on employment status at the end of the follow-up. We conducted a complete case (n = 284) and multiple imputation analyses using logistic regression to investigate the association between baseline musculoskeletal pain and re-employment after three years. Results Participants with severe pain in the lower back were less likely to become re-employed. This was independent of potential confounding variables. Pain in the hands/upper extremities, neck/shoulders, lower extremities, as well as multiple site were not determinants of re-employment. Conclusions Our findings lend some support to the hypothesis that poor health can potentially cause health selection into employment. There is the need to disentangle health problems in order to clearly appreciate their putative impact on employment. This will allow for more targeted interventions for the unemployed.

The SBV Services (Pty) Ltd case brought a novel concept into the labour dispute resolution arena: arbitrators must inform employees who succeed in proving that they were dismissed for an unfair reason of the implications of a reinstatement or compensation order in terms of the Labour Relations Act 66 of 1995 before making an award. This case discussion highlights how the court, under the pennant of the interests of justice, made injudicious errors in the interpretation and application of accepted legal principles, and the potential negative effects that enforcement of this principle could have.

This study discusses about the phenomenon of the re-employed senior workers after retirement in Japan’s manufacturing companies. Japan is a country with the fastest aging population in the world that has many problems in itspopulation demographic.Meanwhile, the government launched intensifying efforts to make Japan rises from its economic recession since the 1990s.One of the efforts is call on each of the people who is still able to work to contribute to the employment sector in order to achieve economic growth strategy.One of the encouraged groups isthe post-retirementsenior workers in Japan’s manufacturing companies.The call on was well received while a number of companies were adopting this system with several different reasonsnamely life expectancy increases, the government calls to the people, the needs of the company's senior workers for productivity and skill transfering, the salary and the company's view of the young workers. This research will be interpreted by sosial changes perspective in society from Anthony Giidens. This study concludes that the phenomenon of the re-employed senior workers after retirement is the result of social changes that has occurred in Japanese society today.

Ecological or environmental compensation policies are usually designed with multiple policy objectives such as protecting the ecological environment and promoting farmers’ livelihoods, but in the enforcement process, there are often inconsistencies between realistic choices and policy objectives. Based on pooled cross-section data from the 2017–2019 public announcement of the selection of ecological forest rangers (EFRs, who mainly refers to manage and protect forests, grasslands, deserts and rivers, and report or prevent the situation or behavior of the forest area disasters, animal and plant resources, and infrastructure damage in time) among the poor in Sichuan Province in China, we used the Probit model to analyze the influencing factors of the re-employment behavior of EFRs among the poor, with the aim of assessing the differences between central government goal positioning and local government enforcement options. We find that (1) EFRs from poor households who have not yet escaped poverty and have a high per capita income level are given priority to be re-employed. This finding shows that the policy of ecological forest rangers for the poor (PEFRP, it mainly refers to an environmental protection policy that only hires the poor) pays close attention to poverty reduction goals, but it does not consider the poorest people because the EFRs with a higher income obtain higher re-employment opportunities. (2) Age, health, and education, which represent the human capital level, have no significant impact on renewal. This finding shows that the local government has not jointly achieved the goal of “poverty reduction and environmental protection” in the enforcement of the PEFRP and has deviated from the initial goal positioning of the central government. Therefore, in order to achieve the multiple policy objectives such as poverty reduction and environmental protection together, future policy enforcement needs to be adjusted in terms of local administrative assessment and the selection and recruitment of EFRs.

OBJECTIVES: This study aimed to investigate (i) the influence of entering or leaving paid employment on self-rated health trajectories before, during, and after this transition and (ii) educational differences in these health trajectories. METHODS: In this prospective study, we used yearly measurements of self-rated health from the European Community Household Panel (ECHP) to establish how health is affected by employment transitions in or out of the workforce due to early retirement, unemployment or economic inactivity. Trajectories of self-rated health were analyzed among 136 556 persons with low, intermediate, or high educational level by repeated-measures logistic regression with generalized estimating equations. RESULTS: Among low-educated workers, ill-health partly prompted their voluntary labor force exit through early retirement and becoming economically inactive, but thereafter these exit routes seemed to prevent further deterioration of their health. In contrast, among higher educated workers, early retirement had an adverse effect on their self-rated health. Becoming unemployed had adverse effects on self-rated health among all educational levels. Entering paid employment was predetermined by self-rated health improvement in the preceding years among intermediate and high educated workers, whereas, among low-educated workers, self-rated health improved in the year of entering paid employed and continued to improve in the following years. CONCLUSIONS: Prolonging working life may have both adverse and beneficial effects on self-rated health. Health inequalities may increase when every person, independent of educational level, must perform paid employment until the same age before being able to retire.

On 24 May 2018, the Parliament of the Republic of Moldova adopted the Law of RM No 85/2018 „For amending and supplementing the Labour Code of the Republic of Moldova No 154/2003", aimed at adjusting the national legislation to Council Directive 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies. Thanks to these additions, operated in the Labour Code of the Republic of Moldova (hereinafter - the CM of RM), the Moldavian legislator has expressly enshrined the institution of collective redundancy. The present study aims at the multi-faceted elucidation of the legal regime of collective redundancy in the light of national legislation, of the European standards, as well as of doctrinal opinions. The identification and configuration of the circumstances and of the data underlying this research helped the authors of the study to scientifically elucidate the concept of collective redundancy and to determine the general procedure for its accomplishment. In order to achieve the goal the following objectives were set: - analysis of the notion of „collective redundancy" in the light of the doctrine and of the Moldavian legislation; - emphasizing and elucidating the cumulative conditions of collective redundancy; - outlining the procedure for collective redundancy, a procedure that is complex and involves going through several stages; - revealing the role of the employer, of the legal representatives and of the employment agency in the process of operating the collective redundancy; - emphasizing the conceptual shortcomings, as well as the practical ones, in the application of the national regulations on the procedure for the implementation of the collective redundancy; - assessing the degree of harmonization of the Moldavian legislation in the field of collective redundancies with Directive 98/59/EC and with the interpretations given by the Court of Justice of the European Union to its provisions. As a result of the researches carried out, the objectives set out above were achieved, in particular: - the authors have analyzed the legal definition of the notion of „collective redundancy", provided in Article 1851 (1) of the CM of RM, and have concluded that it is not comprehensive, as the Moldavian legislator did not emphasize the finality of such a measure ordered by the employer. Therefore, the authors have mentioned that the notion of collective redundancy means that measure ordered by the employer (most often in crisis or economic recession) that resides in dismissal, within a period of 30 days, of a certain number of employees, in relation to the total number of employees of that employer, for one or more reasons not imputable to the employees, and which establishes for the employer, in addition to the obligations incumbent upon him in the case of individual redundancy, additional obligations concerning the notification and consultation of the employees' representatives and of the employment agency in order to avoid or mitigate the negative impact of such a measure; - a systematization of the opinions of the Romanian authors on the cumulative conditions of the collective redundancy and of the procedure applicable to such redundancy was made; - there were emphasized the shortcomings in the legal framework of regulation of collective redundancies and, at the same time, proposals and recommendations have been formulated in order to bring the legislation in line with the theoretical and practical solutions, elaborated by doctrine and case law. Thus, the inappropriate place of the institution of collective redundancy has been revealed, being placed inappropriately in Chapter IV „Guarantees and compensations granted to employees in connection with the cessation of the individual labour contract" in Title VI „Guarantees and compensations" of the CM of RM. From the conceptual point of view and from the point of view of legal technique, the legal regulations on collective redundancy should be placed in Title III „Individual labour contract", Chapter V „Cessation of the individual labour contract", according to Article 88 of the CM of the RM, reserved for the redundancy procedure in the case of liquidation of the unit, reduction of the staff number or of the staff records. In addition, the authors have put forward several de lege ferenda proposals in order to amend the Moldavian legislation on collective redundancies, namely: a) so that the labour law be better adjusted to the rules of Directive 98/59/EC, the phrase „provided in Article 86 (1) z)" in the text of Article 1851 (2) of the CM of RM is going to be excluded, since the current drafting of Article 1851 (2) of the CM of the RM restricts the possibility to assimilate the cessation of the individual labour contract with the redundancy; b) the need to confer the extensive meaning to notions of „unity" and „redundancy" in the matter of operating the collective redundancies; c) the reference period for the minimum number of redundancies must be fixed in calendar days; d) in the CM of the RM it is to be expressly stated the right of employees' representatives to use the services of some experts to identify some measures to avoid collective redundancy or to diminish their negative impact; e) in the text of the CM of the RM it must be enshrined the right of the employees' representatives to send (after receiving the employer's notification) any objections to the employment agency; the legal recognition of the right of the collectively dismissed persons to re-employment. Regarding the theoretical and practical implications of the study, the most relevant opinions and conceptions presented in the doctrine in matters of collective redundancies were synthesized. It is the first study in which a scientific research is conducted on the main legal issues related to the mode of operation of collective redundancy through the CM of RM. Therefore, this article can certainly serve as a starting point for research also for other labour law specialists and not only. [ABSTRACT FROM AUTHOR]

Objectives We examined whether sickness absence during participation in a state subsidized re-employment program among long-term unemployed people was associated with subsequent labor market attachment. Methods We linked 18 944 long-term unemployed participants (aged 18-60 years) of a six-month subsidized re-employment program in Finland to their records of sickness absence during the program and labor market status after the program. We used the latent class growth model to identify labor market attachment trajectories over a six-year follow-up period and multinomial logistic regression to investigate the association between sick- ness absence and labor market attachment trajectories. Results We identified four labor market attachment trajectories: "strengthening", (77%), "delayed" (6%), "leavers" (10%), and "non-attached" (7%). Sickness absence was associated with an increased risk of belonging to the leavers and non-attached trajectories. Having >30 days of sickness absence during the six-month re-employment program increased the risk for belonging to the future non-attached trajectory in all age groups, but in particular for those aged 30-44 [odds ratio (OR) 7.35, 95% confidence interval (CI) 4.85-11.14] and 18-29 years (OR 5.38, 95% CI 3.76-7.69). At these ages, having fewer than 30 days sickness absences was also associated with an elevated risk of belonging to the non-attached trajectory, while this risk was lower for those aged 45-60. Conclusions Sickness absence during participation in a subsidized re-employment program increased the risk for poor labor market attachment during the subsequent six years. The risk was particularly high among younger participants with >30 days of sickness absence. [ABSTRACT FROM AUTHOR]

This paper studies redundant workers’ industrial and geographical mobility, and the consequences of post-redundancy mobility for regional policy strategies. This is accomplished by means of a database covering all workers who became redundant in major shutdowns or cutbacks in Sweden between 1990 and 2005. Frequencies of industrial and geographical mobility are described over time, and the influence of some important characteristics that make workers more likely to be subject to particular forms of mobilities are assessed. We find that re-employment rates vary extensively across industries and time. Whereas going back to the same or related industries is the most common re-employment strategy among workers who find a new job in the first year, workers who do not benefit from quick re-employment are increasingly squeezed out to new job fields and regions. Older workers and workers with high vested interest in their original industries usually employ a ‘same-industry/same-region’ strategy. This most frequent, and perhaps often most attractive, same-industry strategy comes at a cost, however. Individuals who instead pursue other mobility strategies have a lower risk of suffering from another major redundancy in the future. Thus, in terms of regional policy, strategies promoting diversification to related industries after major redundancies seem to be much more important than trying to retain workers in their old industry. In this case the route via education (university or vocational training) is important, as it increases the likelihood of successfully changing industry at time of re-employment. [ABSTRACT FROM AUTHOR]

The traditional model of journalism in western societies, dominated by legacy media outlets such as newspapers and television, has undergone fundamental change in the twenty-first century. One consequence has been significant job losses within these newsrooms. As journalists negotiate new employment post-job loss in Australia, this paper asks, how has this impacted on their professional identity? Drawing on varying conceptualisations of professional identity as a set of values and as a set of work practices, this paper presents data from a survey of 225 journalists who had been laid off between 2012 and 2014 in Australia, to explore whether and how journalists' professional identity changed after redundancy. The results indicated that professional identity was likely to fade post-job loss, which indicates that identity may be more closely linked to a journalism work context. In addition, the paper found that the loss of institutional legitimacy may also be affecting the respondents' current journalism practice. Conversely, not all participants who noted their identity was intact still worked as journalists or in journalism. This research has implications for the changing media workforce, as it indicates that notions of journalistic professional identity are still contested and complicated. [ABSTRACT FROM AUTHOR]