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Background: Employees' decision to speak up or to stay silent can have implications for health care providers, employees and people who need care. As a result, a shift is needed from blindly following guidelines to implementing a sustainable proactive organizational culture in which employees, especially nurses, can evaluate their work environment and take advantage of growth opportunities. The aim of this review is to analyse the characteristics of employee voice opportunities in the health care context, particularly for nurses. Methods: The search was conducted in April 2023 in the following databases: MEDLINE via PubMed, CINHAL via EBSCO, Scopus via Elsevier, Wiley/Web of Science and Cochrane Library. The search results were imported into the COVIDENCE program and screened by two researchers separately. We used the following search components: health care organization, opportunities, and employee voice. The review followed the PRISMA-ScR guidelines. We identified 951 studies in five databases and via citation tracking. After we removed 102 duplicates and screening 839 titles and abstracts, 23 full texts were assessed. According to our inclusion and exclusion criteria, we included 9 studies. Results: Three main characteristics of employee voice opportunities that need to be considered to enable nurses to have a voice in the organization were identified. These main categories are individual factors, organizational culture, and available voice channels. It is not possible to rank them in order of importance; they are interrelated. Conclusions: To conclude, employee voice is a process. In order for utilize employee voice opportunities, individual employee factors, organizational culture and its embedded context must be considered. Individual internal and external motivation, which is influenced by socio-cultural aspects and work hierarchies, must also be considered for successful use of opportunities. [ABSTRACT FROM AUTHOR]

Inspired by the positive impact of service outsourcing in Chery and other enterprises on human resources, this paper explores the impact of service outsourcing on labor income share. This paper introduces a framework to analyze how value added is distributed between capital and labor along the mix of inputs from different countries and sectors participating in global value chains and examines the effect of service outsourcing on the labor share income. Using the World Input-Output Database (WIOD) and OECD Inter-Country Input-Output (OECD- ICIO) table, this paper utilizes the WWZ decomposition method of global value chains (GVCs) to quantify labor share income. The results show that: (1) service outsourcing significantly contributes to the increase in labor share income; (2) Offshore outsourcing had a statistically stronger effect on labor share income after the financial crisis, both compared to the past and to onshore outsourcing; (3) Offshore outsourcing has a higher coefficient in countries with low technology. For ease of comparison, only onshore outsourcing shows a statistically significant difference among various service types; (4) The analysis using Chinese data reveals that the coefficient of offshore outsourcing is negative and statistically significant, indicating that industries with higher levels of service outsourcing have a lower labor share income. [ABSTRACT FROM AUTHOR]

This article examines the geopolitical dimensions of the academic study of industrial relations and sketches a conceptual framework based on an analysis of this intellectual history. After a discussion of the social relations of knowledge production and geopolitics, a broad historical study is made of Anglo-American IR theory in the twentieth century within a geopolitical realist lens. Historical periods are identified and within these periods the geopolitical dimensions of industrial relations theories are examined. The article then discusses future reconfigurations of labour relations theory with a geopolitical analysis that better responds to contemporary crises, neo-imperialisms, and cascading socio-ecologic uncertainties. [ABSTRACT FROM AUTHOR]

Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for‐profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for‐profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for‐profit organizations. [ABSTRACT FROM AUTHOR]

Objective: The rise in remote work and increased access to technology allow opportunity for virtual onboarding. The aim of this project was to assess the quality of virtual onboarding versus the traditional in-person onboarding. Methods:A multidisciplinary team utilized a survey to evaluate staff and new hire candidate satisfaction with the in-person versus virtual post offer placement assessment (POPA). Results: The virtual POPA process maintained a high-level of quality and satisfaction among new hire healthcare candidates compared to in-person onboarding, with shorter appointment times. Employee Occupational Health Services staff and new hire candidates reported a preference for the virtual POPA process over traditional in-person onboarding. Conclusions: The virtual POPA option reduced the length of appointments and maintained satisfaction and quality of service. [ABSTRACT FROM AUTHOR]

Objective: Health care workers (HCW) experienced significant stress during the COVID-19 pandemic. This qualitative study describes how they contextualized the experience several years later. Methods: In August 2023, 1832 HCWat an academic medical center completed a confidential electronic survey; 443 of them responded to an open-ended question about their experiences during the pandemic. The statements were analyzed qualitatively, using a grounded theory approach to allow themes to emerge from the data. Results: Common themes included fear/anxiety (22%), burnout (15%), protecting family from risk (11%), lack of employer support (11%), fear of illness (8%), increased appreciation for life (8%), and exposure to death/illness (5%). Conclusion: HCWexperienced substantial stress during the pandemic. Mental health services and structural changes in the health care system are needed to protect HCW during future public health emergencies. [ABSTRACT FROM AUTHOR]

Workplace investigations are increasingly being used in Norwegian workplaces in both public and private sectors to investigate allegations of misconduct, harassment, blameworthy conditions, and other breaches of the Norwegian Working Environment Act. Workplace investigations are often triggered by complaints submitted through internal organizational whistleblowing and 'speak up' systems. With the EU Whistleblower Directive, ISO 37002:2021 Whistleblowing Management Systems – Guidelines and the ISO/AWI TS 37008 Internal Investigations in Organizations under development, we witness further standardization of whistleblowing systems and investigative procedures within organizations. And yet, these systems have so far received little critical attention. Our in-depth qualitative analysis of 22 such cases within standard employment relationships, informed by extensive literature review, secondary data and case files, has revealed that workplace investigations escalated conflicts, negatively affecting whistleblowers, trade union representatives, safety representatives, and other critical and dissenting voices, and that these systems leave little room for trade union representatives, co-determination or collective approaches to conflict resolution. We argue that this cannot be merely attributed to botched or biased investigations that have failed to follow 'best practice' guidelines. Instead, these are by default inquisitorial processes: the employer funds the investigation, creates the mandate and acts as prosecutor, police and judge in one. We analyse these methods and their epistemic power in light of the increasing privatization and pluralization of policing within the context of regulatory capitalism and the 'criminalization' of compliance, arguing that such methods are an expression of larger phenomena that lead to the progressive hollowing out of co-determination and workplace democracy and justice, in Norway and likely elsewhere. [ABSTRACT FROM AUTHOR]

Seven of the top ten leading causes of death in the United States are due to chronic diseases and treating these accounts for 86 percent of our nation's health care costs. The workplace offers an environment to implement chronic disease prevention strategies, such as worksite wellness programs, due to the large amount of time spent at the worksite daily by employees. As a result of COVID-19, many organizations began to change their workdays (i.e., working from home). This research sought to understand what, if any, implications the COVID-19 epidemic had on worksite wellness programming. Semistructured interviews were employed and recorded via Zoom conferencing to gather qualitative data. Four themes were identified: (a) relationship building among remote employees, (b) creativity in how to carry out program components, (c) increased physical activity and work-life balance, and (d) increased knowledge of health issues and mental health resources. Both challenges and successes were reported within themes. The main finding from this research indicates a mostly positive experience for worksite wellness programs during the COVID-19 epidemic. Many organizations have continued nontraditional work environments and the lessons learned from this study can both encourage and provide ideas for how to create and continue a worksite wellness program outside of the normal face-to-face working environment. [ABSTRACT FROM AUTHOR]

Although researchers have devoted great effort to explore the antecedents of altruistic behaviours (a type of organisational citizenship behaviours), the important role of technical factors (social media) remains unclear. Drawing on social comparison and organisational support theory, this study explored how social media affordances influence employees' altruistic behaviours from both positive and negative perspectives. In this study, 302 employees from organisations in China were surveyed. We found that social media affordances could facilitate employees' perceived organisational support and social comparison of ability. Perceived organisational support positively mediated the relationship between social media affordances and altruistic behaviours. Although the evidence did not support the notion that social comparison of ability could directly dampen altruistic behaviours, a post-hoc analysis found that it could dampen the positive impact of perceived organisational support on developing altruistic behaviours. This study expanded previous research focusing on only positive or negative effects of social media use in the workplace by investigating the dual effects and the interaction effect in between. Here, we discuss the results and provide practical guidance for managers and organisations. [ABSTRACT FROM AUTHOR]

We examined how potential job candidates react to a hiring organization that requests diversity, equity and inclusion (DEI) statements, which conservatives in the United States and elsewhere have criticized as being unrelated to job function and inappropriately political or ideological. Across three studies (two of which were pre‐registered), we compared reactions to requests for DEI (vs. teamwork or conservative values) statements as a function of race (Black vs. White), political conservatism and symbolic racism (Total N = 1108). When a DEI (vs. teamwork or politically conservative values) statement was requested, participants who were more (vs. less) conservative perceived the organization as less just, expressed less interest in the job, and expected poorer person‐organization fit, even when a job‐related rationale was provided. Further, participants who were more (vs. less) conservative evaluated a request for a statement consistent with conservative values more favourably. Thus, criticisms that DEI statements are overly political are not applied to other statements that might elicit similar concerns. Moreover, an internal meta‐analysis suggested that the relationships of conservatism to justice and interest (but not person‐organization fit) in response to requests for DEI (vs. teamwork) statements were not independent of racism. Findings were consistent with social dominance theory; racism may underlie seemingly race‐neutral backlash to DEI statements. [ABSTRACT FROM AUTHOR]

Recent research shows that firms and jobs are more important for understanding gender wage inequalities than individual-level and occupational-level attributes. I investigate how two mechanisms derived from relational inequality theory, opportunity hoarding and exploitation, affect within-firm gender wage gaps. First, men might exclude women from high-paying firms or jobs (i.e. opportunity hoarding), resulting in gender wage inequalities. Second, male managers might use their relational power to redistribute wages from females to males (exploitation). Increasing the number of female managers might stop this exploitation. While previous literature focused on the effect of female managers on the gender wage gap, I contribute to the literature by also considering the impact of female managers on males' wages theoretically and empirically. Using German linked employer-employee data and fixed-effect regressions at the firm and job levels, I find evidence for opportunity hoarding at both the firm and the job levels. For the exploitation mechanism, female managers increase females' wages and lower males' wages, suggesting the existence of the exploitation mechanism. Further analyses show that the increases in females' wages are proportional to the decreases in males' wages. Thus, I find evidence for female managers redistributing males' wages to females. [ABSTRACT FROM AUTHOR]

The article examines the viability of employer claims against at-will employees amid changing labor and employment law. Topics discussed include history of at-will employment, limits to the doctrine of at-will employment such as termination, breach of employment contract claims, claims against at-will employees, breach of contract action against an employee and employee compensation under the Fair Labor Standards Act (FLSA), and unequal balance of power in employment relations.

Employers significantly influence employee travel habits through their policies and benefits, impacting workforce selection, equality of opportunities, and the environment. This study analyses what the fast-growing body of business sustainability standards and reporting frameworks (also known as Corporate Social Responsibility or Environment-Social-Governance (ESG) reporting) require from employers with respect to employee mobility. Analysing 29 leading frameworks using document analysis methods, our findings reveal that the majority (n = 19) do not address employee mobility in their reporting requirements. Among those that do (n = 10), their focus is notably limited, primarily centred on greenhouse gas emissions calculations. Only two frameworks emphasise employer responsibility for preventing transport injuries as part of workforce health and safety management. None of the frameworks mandate reporting on efforts to create an accessible workplace for all potential employees, regardless of abilities or car ownership. These results highlight a significant disparity between the limited expectations expressed in reporting frameworks and the far-reaching impacts of workplace mobility policies. We critique the GHG protocol's methodology concerning business travel and employee commuting on practical and normative grounds. We recommend that future reporting frameworks adopt broader requirements for employer transport policies, in the expectation that higher standards will trigger greener and more inclusive employer policies. [ABSTRACT FROM AUTHOR]

Purpose: To investigate frequencies of managers' reported use of work accommodations (WAs) for employees with common mental disorders (CMD), and to examine associations between manager-related characteristics and the use of diverse WAs. Material and methods: 3358 managers took part in a web-survey, of these, 1779 were included in this study. The survey listed 15 WAs grouped into seven types using principal component analysis. The relationships between managers' person-related, knowledge-related, and work-related characteristics with the seven WAs were tested with multivariate logistic regression analyses. Results: Reported use of WAs was high. Compared to work-related characteristics, person-related and knowledge-related characteristics were stronger associated with WAs. The two characteristics associated with most WAs types were (1) confidence in supporting employees with CMD (5 WA types) and (2) managerial training on CMD (4 WA types). Conclusion: Managers report an extensive use of different types of WAs. WAs were related to a variety of determinants, depending on the WA type, but using WAs depends on the manager as an individual rather than on their work environment. To increase equal access to WAs, organizations should encourage managers to use WAs in order to support and improve the work capacity for employees with CMD. IMPLICATIONS FOR REHABILITATION: Managers' use of work accommodations (WAs) for employees with common mental disorders (CMDs) is highly dependent on their confidence in and knowledge about how to support these employees. Organizations should encourage the universal use of WAs, regardless of individual managers' preference. Organizations should provide training for managers to increase their knowledge on CMDs and how to find WAs for these employees. While cooperating with managers, rehabilitation professionals should pay attention to managers' potential lack of confidence regarding dealing with employees with CMDs and with WAs, and their lack of knowledge on these issues. Rehabilitation professionals should strive for an encouraging and informative approach to managers to increase their confidence and knowledge in matters of employees with CMDs and the supportive role of WAs. [ABSTRACT FROM AUTHOR]

This study investigates the impact of urban low-carbon governance on firms' capital-labor ratio. By treating China's low-carbon city pilot (LCCP) policy as an urban low-carbon governance instrument, we apply a difference-in-differences method (DID) and find that the LCCP program significantly reduces firms' capital-labor ratio, but the effect only manifests in state-owned enterprises (SOEs). The mechanism result demonstrates that to intensify urban low-carbon governance, local governments adjusted fiscal expenditure structure, resulting in SOEs employing less capital and more labor. This may be a business strategy adopted by SOEs to avoid environmental regulations, as we find that urban low-carbon governance significantly improves green technology innovation in non-SOEs, but not in SOEs. [ABSTRACT FROM AUTHOR]

The automotive industry’s transition toward electric vehicles is a key challenge for organised labour in the sector. In this context, shifting production towards socially and ecologically useful products through democratic decision-making, democratic conversion, can be a proactive just transition strategy for workers and contribute to the ecological reorganisation of production. This paper investigates the limits and potentials for this endeavour in the context of the German automotive industry by conducting a multi-level analysis of (1) the sectoral union IG Metall’s (IGM) strategies and its interrelation with (2) works council strategies at a major supplier utilising a Gramscian theoretical framework. I identify the main limitations and potentials for both realms, which interact with (3) the dominant understanding of the transition and (4) internal conditions for labour organising. I show that democratic conversion is a challenging proposal questioning key tenets of German industrial relations yet can provide innovative solutions addressing labour’s contemporary challenges. [ABSTRACT FROM AUTHOR]

This article provides an overview of the status and future of continuous professional development (CPD) for anesthesiologists in Scandinavian countries. It discusses the variations in CPD requirements and evaluation methods across different countries and emphasizes the importance of lifelong learning for healthcare professionals. The article explores the potential benefits of a shared approach to CPD in the region and presents the outcomes of a workshop where participants discussed goals, objectives, and educational strategies for CPD. The text also includes a reference list of articles and a table of suggestions for the future of CPD in anesthesiology, covering topics such as post-pandemic education, competency-based medical education, and workplace-based learning. [Extracted from the article]

Global production network (GPN) scholars increasingly focus on examining exclusionary processes in strategic coupling. However, attention has been given to structural coupling, where uneven outcomes often evolve through lead firms exploiting power asymmetries to foster their interests over regions. Functional and indigenous coupling, although acknowledged to have exclusions, are considered to be less likely for such outcomes due to assumed symmetrical power. This assumption has led to a lack of studies exploring not only how uneven outcomes evolve in indigenous coupling but also what territorial mechanisms are involved. This article addresses this gap by conceptualizing the notion of a statist transnational community (STC) as a crucial mechanism in indigenous coupling, and with potential to explain how asymmetrical relations can emerge and foster exclusionary processes. Based on qualitative methods, this article analyzes Brazil's integration into the aerospace GPN through indigenous coupling. First, it examines how the Brazilian developmental state, under a national developmental ideology, fostered coupling in São José dos Campos (SJC) by establishing institutions, regional assets, Embraer, and an aerospace industrial cluster. Second, it elucidates how the Brazilian state facilitated the formation of an STC crucial in establishing firms and creating and harnessing regional assets. Additionally, it reveals how and why the SJC STC is marked by relative symmetrical and cooperative relations, and encourages collaboration. Lastly, this article investigates a training partnership between Embraer and the Aeronautics Institute of Technology in SJC, disclosing how asymmetrical power relations can also be present in indigenous coupling, fostering social downgrading, especially in relation to labor. [ABSTRACT FROM AUTHOR]

State socialist Vietnam formally embraced market reforms in the mid-1980s, and since then advancing marketization under the undisrupted rule of the Communist party. As marketization deepens, the party state's legitimacy continues to rest on socialist practices of governance, structures of feeling and visions of a class-free society. This political-economic context gives rise to struggles between market and socialist logics over the social question in an economy that now powers global production with raw material and cheap labour, much of which is migrant labour. This article highlights these struggles through an analysis of the public debates around the regulation of overtime work during the revision of the 1994 Labour Code by Vietnam's National Assembly in 2019, which foresees limiting it to ensure workers' well-being. While parties to the debate position themselves as pro-business or pro-workers, they all evoke socialist narratives of nation-building, solidarity and care while emphasizing the market ethos of competitiveness and productivity. In arguing for removing the limit, the pro-business camp highlights the workers' responsibility to contribute to the competitiveness of the country and their employers by working overtime to make up for their low productivity. In contrast, the pro-worker camp pleads for limiting overtime work on the grounds of workers' poor health and difficult family lives, portraying their sufferings as deserving compassion. Despite these contrasting justifications, both arguments are characterized by the assumption of self-responsibility as the mainstay of well-being and failure to acknowledge the deeper societal problems posed by the commodification of labour. [ABSTRACT FROM AUTHOR]

Supported employment initiatives have been shown to increase employment rates for autistic people who want to enter the workforce. Despite the success of supported employment initiatives in increasing employment rates, little is known about the first-hand experiences and views of those involved. In the current study, we examined the experiences and views of autistic young adults without intellectual disability ('interns'), employers and parents regarding a previously unevaluated paid internship scheme that offers tailored support for interns and employers before, during and after the internship, the Employ Autism network. In total, 51 participants (19 interns, 22 employers, 10 parents), across eight internships, engaged in semi-structured interviews. Reflexive thematic analysis was used to identify three themes, shared across participant groups: (1) the internship was 'an invaluable experience', (2) the internship helped break down autism-specific barriers to employment and (3) stakeholder groups had some unmet expectations. Drawing on this multi-informant qualitative evaluation of a novel supported employment scheme, we derive recommendations of best practice for supported employment initiatives for autistic young adults without intellectual disability. Internships designed for autistic people can help them to find employment, but there is little research about the experiences of those involved with internship schemes. To learn more about a new paid internship scheme in the United Kingdom, the Employ Autism network, we interviewed 19 interns, who were autistic young adults without intellectual disability taking part in one of eight different internships. We also interviewed 22 employers (who worked with the interns), and 10 parents (who supported their children in the internship). The interns, employers and parents told us that the Employ Autism network was a valuable experience that helped the interns become more confident. Also, the parents said it helped the interns become more independent. All the groups said the Employ Autism network removed common barriers to employment, and interns and parents said it would help interns get a job in future. Employers and interns said they understood each other better during the internship, and employers said the internship made them think about how their organisations might have accidentally had barriers in place that could stop autistic people getting employed (barriers that they wanted to address in future). However, all groups said some expectations of the internship were not met. These findings suggest the Employ Autism network is helpful for autistic young adults without intellectual disability and employers, but that there are ways that the internships could be improved in future. We discuss the lessons we can learn from the Employ Autism network that might help others who are thinking about setting up, or getting involved in, similar internship schemes. [ABSTRACT FROM AUTHOR]

Objective: We sought to identify worker groups with high prevalence of unmet mental health needs to inform employer benefits programs and outreach to increase access to care. Methods: We conducted a repeated cross-sectional study to understand unmet mental health needs among workers since the start of the COVID-19 pandemic using the California Health Interview Survey data from 2013 to 2021. Results: In 2021, 23.4% (confidence interval: 22.4 to 24.4) reported unmet mental health needs, an absolute increase of 3.9% from 2019. Relative increases were highest among workers in the information industries (prevalence ratio: 1.89, confidence interval: 1.4 to 2.5) and older workers (prevalence ratio: 1.27, CI: 0.9 to 1.8). Increases in needing help were not met with comparable increases in seeking care. Conclusions: Unmet mental health needs increased for California workers during the pandemic. Employers should dedicate resources and implement strategies to increase access to care and promote worker well-being. [ABSTRACT FROM AUTHOR]

Appropriate salaries for athletic trainers (ATs) have been a contentious topic for decades. Although professional advocacy efforts to increase ATs' salaries have gained traction, little is known about ATs' experiences with negotiation during the hiring process. To explore the reasons, influences, and factors influencing ATs' negotiation decisions. Qualitative study. Individual video interviews. Twenty-eight ATs who participated in a previous study and indicated a willingness to participate in the qualitative follow-up were interviewed (17 women, 10 men, 1 nonbinary individual; age = 37.8 ± 8.9 years, athletic training experience = 15.1 ± 8.3 years). Of the 28 participants, 18 did negotiate, whereas 10 did not. An individual video conference interview was conducted with each participant. After transcription, data were analyzed into themes and categories following the consensual qualitative research tradition. To ensure trustworthiness of the findings, we confirmed accuracy through member checks, triangulated the data using multianalyst research teams, and confirmed representativeness by including an external auditor. Four parallel themes emerged during data analysis: factors for determining salary negotiation, reasons for negotiating/not negotiating, negotiation influencers/deterrents, and experiences with negotiation/impact of not negotiating. Negotiators used a variety of data sources to support their requests, and their decisions were motivated by their own known value, the area's cost of living, and their current financial or employment situations. Negotiators relied on previous experiences to guide negotiations and provided successes and regrets from their negotiation experience. Nonnegotiators also used a variety of data types but were deterred by fear of not knowing how to negotiate, of losing the offer, or of offending those involved. Nonnegotiators highlighted a lack of confidence in their ability to negotiate and provided the financial consequences and personal regrets from not negotiating. More training, education, and publicly available data are needed to assist ATs in future negotiation attempts. [ABSTRACT FROM AUTHOR]

In the early years following Israel's establishment, the country's stone industry was set to advance key Zionist objectives: supplying construction materials to house Jewish immigrants and creating employment opportunities for them. However, this policy faced a significant challenge when quarry owners preferred to hire cheaper, unorganized Palestinian workers. This was particularly pronounced in the Southern Triangle region, where Palestinians lived in close proximity to Israeli Jewish urban centers. These Palestinian quarry workers, who were compelled to endure harsh working conditions, discrimination, and exploitation, are the focus of this article. By focusing on Palestinian quarry workers in the Southern Triangle between 1949–1952, the article aims to explore the origins of the political and economic inferiority of Palestinians in Israel. It delves into how this inferiority was constructed and the underlying motivations. Furthermore, the article uncovers previously overlooked Palestinian labor mobilization in the face of rigid oppression by employers and the state. This mobilization, it is argued, led to a shift in government and labor union policies towards Palestinians – from establishing and justifying a racial wage gap between Jewish and Palestinian workers to striving for wage standardization. [ABSTRACT FROM AUTHOR]

Showing pride at work clearly communicates personal success (i.e., high competence) and boosts status; yet some evidence suggests it can also signal self‐focus and insensitivity to others (i.e., low warmth). Prior scholars have proposed gender differences explain mixed findings, but with limited support. We propose that the benefit‐cost tradeoff depends on the displayer's gender in conjunction with the social context of the display. We test the contextualized dual‐signaling model of employee pride displays, uniquely assessing how the signaler's gender and receiver's social motives (between‐person comparisons) change first‐impressions of competence and warmth after one or repeated exposures (i.e., within‐person comparisons). Study 1 was a 2 (signaler gender) by 2 (signal context) design obtaining judgments before and after seeing a dynamic pride display. Pride displays increased competence similarly across employee gender, but women saw significantly greater costs to warmth when displays were public (i.e., coworkers present), a violation of gender norms. In Study 2, we replicate this finding regardless of whether coworkers were collaborators or competitors (between‐person), and found repeated displays increase the warmth cost for women and the competence gains for men. In Study 3, we compare the costs for women of confirming gender norms for warmth (i.e., happiness display) or violating gender norms for warmth but conforming to leader norms for competence (i.e., pride display). Results suggest "happy" women are preferred as leaders over "proud" women despite higher competence. We clarify mixed findings and confirm the need for contextualized theory to understand gender differences in pride displays and career trajectories. [ABSTRACT FROM AUTHOR]

Working conditions in a global context reveal a dramatic reality for workers in the Global South. In conjunction with the prevailing process of capital accumulation and economic growth and the new forms of poverty that accompany it, some contributions generate the image of an unregulated world of labor relations and a powerless workforce. Either the weaknesses and gaps in cross-border labor regulation are used to outline an almost insoluble problem, or a return to the salvation of the nation state is called for. The reaction to this view often leads to an exchange of blows and results in a dichotomous debate. Instead, this article sheds light on the historical complexities of national to transnational labor regulation, from the establishment of the first international trade union secretariats to modern multi-stakeholder agreements. Based on a historical analysis, this article argues that a gradual institutionalization can be observed over 130  years, while revealing a complex transnational regime-like governance architecture. Drawing on the Ecology approach, a framework is developed to capture this complex structure. It is shown that, despite the expansion of governance structures, there is a lack of legitimized control, sanction and enforcement mechanisms to comprehensively counteract labor rights violations. [ABSTRACT FROM AUTHOR]

This article proposes a historical-sociological lens to approach coercive and violent relations within remunerated household labor. Drawing from Orlando Patterson, these relations are understood as interpersonal relations of domination with the concept of domestic servitude. They are analyzed in a qualitative empirical case study on socioculturally isolated domestic workers in Lima, Peru. While the paper attends to scholars concerning migration and domestic work, its main sociological contribution is to empirically and theoretically enrich debates on "unfreedom" beyond economic exploitation. It argues for a reflective and differentiated elaboration on sociocultural dimensions of coercion and violence that are embedded in colonial and patriarchal power structures. [ABSTRACT FROM AUTHOR]

In this article, we provide a philosophical and ethical reflection about quiet quitting as a tool of political resistance for nurses. Quiet quitting is a trend that gained traction on TikTok in July 2022 and emerged as a method of resistance among employees facing increasing demands from their workplaces at the detriment of their personal lives. It is characterised by employees refraining from exceeding the basic requirements outlined in their job descriptions. To understand why quiet quitting can be a tool of resistance useful for nurses, we first draw on Frédéric Gros' concept of 'surplus obedience' and Michael Lipsky's notion of 'routines and simplification strategies' to highlight the ethical implications associated with nurses engaging in and sustaining harmful systems, such as the neoliberal healthcare system. Leaning again on Gros, we then propose that 'obedience a minima', a concept akin to quiet quitting, can serve as a method of ethical nursing resistance. After describing what the concept entails, we provide a discussion emphasising the potential of obedience a minima as a one method, among many, that can be leveraged by nurses to challenge and resist a system that prioritises financial considerations over patient wellbeing. The article concludes by reflecting on the ethical nature of resistance in the context of nursing, that is the act of obeying oneself and refraining from participating in systems that are detrimental to the lives of Others. [ABSTRACT FROM AUTHOR]

Flourishing is the highest good of all persons, but hard to achieve in complex societal systems. This challenge is borne out through the lens of the global nursing shortages with its focus on the supply of nurses to meet health system demands. However, nurses and midwives spend a significant part of their lives at work and so the need to pay attention to the conditions that facilitate flourishing at work is important. Drawing on ancient and contemporary philosophies, as well as critical, creative and embodied ways of knowing, enabling a flourishing practice ecosystem will be explored in this paper. [ABSTRACT FROM AUTHOR]

In recent years, the adverse implications of organizational identification (OID) have received significant attention in the field of organizational behavior research, particularly as it is considered a critical factor in unethical pro-organizational behavior (UPB). Nevertheless, the findings of previous studies are inconsistent. To explain these discrepancies, we performed a meta-analysis of 54 independent studies from January 2010 to April 2023, comprising a total of 14,836 samples, to investigate the impact of OID on UPB and the moderating effects of cultural context. The results of our study demonstrated that individualism, power distance, masculinity, uncertainty avoidance, and indulgence play moderating roles in the OID – UPB relationship. This study makes noteworthy theoretical and practical contributions and lays the foundation for future research. [ABSTRACT FROM AUTHOR]

The article deals with the liquidation right of the hospital operator for elective medical services. It is stated that the hospital operator is entitled to bill these services as elective services to the patient, even if the doctor providing the service in the hospital does not have the right to liquidate the patient. A specific judgment of the Cologne Regional Court is cited as an example, in which the defendant was ordered to pay a certain amount. It is argued that the presence of a dental director is constitutive for a medical care center (MVZ) and serves to protect the insured. According to § 17 para. 3 sentence 1 KHEntgG, an agreement on elective medical services extends to all employed or civil servant doctors involved in the patient's treatment in the hospital. These services can also be provided by doctors outside the hospital. The regulation allows the hospital to exercise the liquidation right and bill the treatment by elective doctors. It is not necessary for the doctors in the hospital to have the right to liquidate the patient. The billing of elective medical services can be done by both the elective doctor and the hospital. The purpose of elective doctor agreements is to enable the patient to receive personal attention and treatment from certain leading or particularly qualified doctors. The question of whether an elective doctor appointed by the hospital is entitled to liquidate and whether and to what extent he is involved in the proceeds of elective medical services concerns solely the employment relationship between the doctor and the hospital and is irrelevant to the patient. The obligation to provide personal services by the elective doctors arises from the elective service agreements with the hospital. The Federal Court of Justice (BGH) has stated that a hospital operator can have a liquidation right even without the assignment of claims by the elective doctor if he undertakes to provide all necessary services, including medical care, within the framework of a total hospital admission contract. There are disputes as to whether elective medical services may only be billed by doctors entitled to liquidate. However, the Cologne Regional Court has confirmed that the hospital operator is entitled to bill elective medical services itself. The article deals with the interpretation of § 17 para. 1 sentence 1 KHEntgG, which states that besides the fees for inpatient treatment, other services may be billed separately as elective services as long as the general hospital services are not affected and this is agreed with the hospital. It is argued that this wording does not indicate that the billing of services should be in favor of a third party. It is also pointed out that the elective service agreement is not an independent agreement, but merely a supplement to the total hospital admission contract. It is stated that the hospital operator can be considered the sole creditor, especially when a total hospital admission contract is concluded. It is argued that there is no need to interpret a third party as the holder of the claim in § 17 para. 1 sentence 1 KHEntgG. The Social Court dismissed the claim of the plaintiff for damages for the years 2004 to 2007 and instead granted the counterclaim of the defendant for payment of 374,275. [Extracted from the article]

As policymakers globally recognize aging in place as the preferred option for most adults, there is a growing need to supplement family or informal caregiving for frail older adults with formal homecare services, particularly for those who require 24/7 care due to significant physical and/or cognitive impairment. The core objective of this qualitative study was to explore family members' experiences in employing live-in care workers, particularly the nature of their engagement and the quality of their relationships with these care workers. Our analysis of semi-structured interviews with 35 family caregivers revealed four themes: 1) challenges in acquiring support and developing dependency; 2) negotiation of roles, responsibilities, and moral dilemmas; 3) shifting emotions between trust and suspicion; and 4) role confusion, expectations, and disappointments. The study suggests that families might benefit from formal guidance regarding fostering and maintaining positive relationships in the homecare environment. This paper provides nuanced knowledge that may inform the development of such interventions. [ABSTRACT FROM AUTHOR]

Family caregivers to persons living with a chronic or disabling condition often report disruption to their employment. Employment disruption can cause long-term financial difficulty and psychological distress for caregivers, high costs for employers, and exacerbates social inequities. In this commentary, we describe a community initiative to better support employees who are caregivers conducted with nonprofit employers in San Antonio, located in the central Texas region of the United States. This initiative aimed to raise awareness among local employers about the challenges employees face in balancing employment and caregiving. This led to the co-development of a pledge to guide employer efforts to support employees who are caregivers. This initiative represents a first step to mobilize employers as stakeholder allies to improve workplace support for family caregivers. The authors draw on the Shilton Model of Policy Advocacy to make the case that the mobilization of employers as advocacy stakeholders can hasten the advancement of policies that enable family caregivers to balance both roles. Further, the implementation of organization-level changes, in addition to state and federal policy changes, to support employed caregivers by employers is consistent with recommendations of the recently published National Strategy to Support Family Caregivers. [ABSTRACT FROM AUTHOR]

Positive behavior support (PBS) is an evidence-based framework for improving quality of life and preventing challenging behavior that is often implemented in combination with person-centered practices in the intellectual and developmental disability (IDD) field. Recently, state agencies and organizations supporting people with IDD have adopted a system-wide approach to PBS, much like multi-tiered school-wide PBS for youth in educational settings (e.g., SW-PBIS). Fidelity tools for guiding team implementation and action planning are essential throughout every phase of implementation in any innovation. Although such tools exist for SW-PBIS, no widely used measure currently exists for assessing the implementation of organization-wide PBS in the adult IDD field. This article describes the initial development of a fidelity of implementation tool used to evaluate organization-wide implementation of PBS and person-centered practices in community settings. A Midwestern state Department of Human Services and a university Center on Developmental Disabilities (UCEDD) in the United States partnered to complete this project. The authors discuss the exploratory and descriptive evaluation process involved in the initial development of the tool and share data for 10 provider organizations over a 6-year period of implementation. A descriptive case study using mixed measures is used to provide more details about the implementation of PBS in one agency to show the types of changes captured by the fidelity tool. [ABSTRACT FROM AUTHOR]

Informality is a reality for three-quarters of domestic workers in Brazil who, without a formal employment relationship, are not protected by the legal guarantees established since 2013. This lack of legal protection is exacerbated by the emphasis on entrepreneurship promoted by a growing number of digital platforms offering domestic work intermediation. In this article, we examine the structural standards of digital intermediation companies for domestic work in Brazil. Four representative platforms (GetNinjas, Parafuzo, Helpty, and Crafty) were analyzed. Our research corpus consists of their websites and applications, their terms of use, as well as journalistic articles and complaints from workers and clients on the website Reclame Aqui. The results are presented in three parts: (i) the history and general characteristics of each platform; (ii) their content organized into four categories of analysis (marketing, hiring, remuneration, and reputation systems); and (iii) the accounts of clients and workers on the Reclame Aqui website. The study found that digital intermediaries for domestic work present complex challenges for workers, as they amplify existing risks in the dominant labor model, such as intense subordination, economic dependence, lack of transparency about the value of their work, and exclusion from legal labor protection, whose recent expansion has not resulted in effective change. The study also suggests that this intensification of risks increases directly with the degree of intervention by the digital intermediary in the client-worker relationship. [ABSTRACT FROM AUTHOR]

Within the field of studies on digital intermediaries in the domestic and care work sector, some research suggests that these intermediaries exacerbate and perpetuate the inherent labor precariousness of the sector and the social inequalities that sustain it, while others highlight the ambivalence of their effects. Focusing on the organizational structures assumed by digital platforms, the purpose of this article is to shed lights on the differential effects of the various modes of intervention that develop in each context according to their specificity. Through the study of the digital platform Zolvers in Argentina, we analyze its adaptation to a sector characterized by two opposing trends: the formalization of labor relations and the increase in hourly work. This gives rise to three hiring modalities: regular hires managed by the digital platform, regular hires managed by household employers, and occasional hires. Although workers use these hiring modalities interchangeably and even accumulate jobs that correspond to all of them, the effects on working conditions vary significantly. In the first modality, the platform's intervention automates certain rights; in the second, working conditions are more heterogeneous as the legal framework is challenged by employers; in the third, working conditions are extremely precarious due to the sporadic and short-term nature of the work. This study highlights that the effects of digital platforms on working conditions depend on the type of intermediation. The research used a quantitative-qualitative methodology, including a survey of 300 workers, 20 semi-structured interviews with workers, two focus groups with workers, and four with employers who use Zolvers. [ABSTRACT FROM AUTHOR]

This article explores how digital platforms have changed working conditions and labor relations in domestic and care work in recent years. The study focuses on Hogarú, a digital platform in Colombia. Through a qualitative study involving interviews and focus groups, we analyze Hogarú's business model, along with the changes in working conditions for domestic workers compared to traditional employment methods. The study highlights two main findings. First, digital platforms can enhance domestic workers' bargaining power by raising awareness of their rights, professionalizing their work, promoting physical meeting spaces with other workers, providing ongoing training, and ensuring fundamental rights. Second, while digital platforms can shift the traditional labor relationship from one where the domestic worker directly offers care services to one managed by the company, power imbalances and low recognition of this work persist. This article offers insights into digital labor platforms from the perspective of the workers involved. [ABSTRACT FROM AUTHOR]

While digital platforms that connect domestic workers with employers have proliferated over the past two decades, academic research on this phenomenon remains limited. These platforms have the potential to improve working conditions in the sector, however, they often seem to perpetuate the job insecurity that has historically characterized domestic work. This article explores whether the working conditions of domestic workers on digital platforms differ significantly from traditional ones. Based on 24 interviews with workers in Mexico, it examines four key aspects of their conditions: (i) hours and schedule flexibility; (ii) workload; (iii) income and benefits; and (iv) discrimination, violence, and harassment. The findings reveal incremental improvements in the conditions of digital workers but no significant break from the historical precariousness. The article is intended to enrich the emerging literature on platforms dedicated to domestic work, especially in the context of the global south and Latin America, where they have received little attention so far. It focuses on the in-person employment relationship between workers and their employers, which has been little explored in previous research. The study contributes to a more comprehensive understanding of labor dynamics in this emerging work modality and highlights the need for labor regulations that include domestic workers connected through digital platforms. [ABSTRACT FROM AUTHOR]

Domestic and care work is a largely feminized sector marked by high levels of informality, low wages, and precarious working conditions worldwide. Over the past decade, particularly in the United States and Europe, new intermediaries have emerged, organizing search and hiring services through digital platforms. More recently, significantly driven by the Covid-19 pandemic, these platforms have proliferated in Latin America, raising questions about the effects of this new form of intermediation in the region. While the dominant global view on digital labor platforms is that they lead to the precarization of working conditions, emerging international literature questions whether they might contribute to the formalization of the sector. This hypothesis is based on recognizing certain characteristics of digital intermediaries that can institutionalize the employment relationship in an activity that largely operates outside of regulation, where direct hiring and personalized negotiation of working conditions prevail. At the same time, the literature warns that certain business models ofthese platforms contribute to non-formalization and promote hiring practices that deepen precariousness. Within this debate, this article aims to contribute to understanding the intermediation methods of these new actors in Latin America, considering that the employment classification of workers is crucial for their access to rights. To this end, the article presents a regional mapping of digital platforms operating in the sector and proposes a typology based on the business models and types of hiring promoted by the studied platforms. [ABSTRACT FROM AUTHOR]

Digital labour platforms transform work and employment relations in many ways. Crucially, they renounce the role of the employer, leading to a redefinition of traditional categories of actors and their roles in social policy and dialogue. Using the example of the EU proposal for a directive on improving working conditions in platform work, this article examines how this redefinition is materialising in practice among social partners in order to understand its implications for the future of social dialogue and legislation. While previous research focused on the status of workers, this study takes a complementary view by considering the employer side as a key counterpart in a functioning employment relationship. The actor‐approach is used to analyse the views and positions of EU social partners and how their prerogatives are affected by the blurring of the role of the employer and the redefinition of traditional categories of actors in social policy. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to develop a model to explain why and how some expatriate managers engage in misbehavior in host countries, a notoriously elusive phenomenon in the academe. Integrating social cognitive and fraud triangle theories, we conceptualize this phenomenon as an externally driven, cognitive decision‐making process. Specifically, we theorize that discrepancies between both home and host country environments and expatriate managerial and parent‐company performance expectations and on the ground realities that expatriates face trigger expatriate managerial cognitive self‐regulatory dynamics. Consequently, extrinsic reputation and intrinsic self‐esteem threats provide motivation for managers to learn vicariously from the host social environment about the effectiveness of misbehavior for achieving their goals. Expatriate self‐efficacy and the propensity to morally disengage moderate this process. Parent company controls also impact the influence of vicarious learning on expatriate managers' development of motivation, justification, and opportunities for misbehavior. Our model contributes to the misbehavior and expatriate literatures and extends social cognitive and fraud triangle theories. [ABSTRACT FROM AUTHOR]

Aim: To measure the association of leader–member exchange and team–member exchange with nurses' innovative behaviours through social exchange theory. Background: The field of nursing is actively advocating innovation. Other fields have proven that leader–member exchange and team–member exchange can promote innovative behaviour, but such an association is not clear in nursing. Design: A cross‐sectional study. Methods: A total of 560 nurses were selected from five tertiary hospitals in Henan Province (China) by multistage sampling. Data were collected from a self‐report questionnaire. Thirty nurses in the pre‐survey were used to verify the validity of the questionnaire. SPSS PROCESS macro was used to verify the association of leader–member exchange and team–member exchange with nurses' innovative behaviours. Results: Leader–member exchange and team–member exchange were significantly associated with nurses' innovative behaviours, and team–member exchange had a mediating effect on the relationship between leader–member exchange and innovative behaviour. Conclusions: Leader–member exchange and team–member exchange positively affect nurses' innovative behaviours. Leader–member exchange can promote nurses' innovative behaviours through the mediating role of team–member exchange. Impact: This study indicated that leader–member exchange and team–member exchange should be given more attention in promoting nurses' innovative behaviours. This finding has implications for the promotion of innovative behaviours in nurses. Leaders need to focus on the innovative needs of nurses and offer support. Meanwhile, leadership training programs are necessary for managers to create positive team relationships. Patient or Public Contribution: No patient or public involvement. [ABSTRACT FROM AUTHOR]

Despite the fundamental role of unions in reducing economic inequality, social psychology still needs to incorporate the systematic study of unions concerning the contemporary theories of intergroup inequality. In this study, we do so by testing the reciprocal relationship between trust in unions and social‐dominance orientation egalitarianism (SDO‐E) over time. Using data from the Longitudinal Social Survey of Chile, which is a panel study with a representative sample of urban areas, we carried out a Random Intercept Cross‐Lagged Panel Model with four waves (2016–2019, N = 2972–2153). We controlled the main effect by sex, age, political ideology and educational level. The results show a positive relationship between SDO‐E and trust in unions within and between levels. This means that people who trust in unions also tend to have higher SDO‐E (between effect), and an intraindividual increase in trust in labour unions tends to be followed by an increase in SDO‐E (within effect). Trusting unions as an institution that promotes the hierarchy reduction between workers and employers helps increase people's SDO‐E over time. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement. [ABSTRACT FROM AUTHOR]

In the current study, we aimed to investigate whether moral foundations and consideration of future consequences are related to prosocial intentions at work (corporate volunteering intention and pro‐environmental behaviours and practices). Four hundred forty participants, employees from medium‐ and large‐sized organisations, participated in the study. The results showed that most of the assumptions were confirmed. Individualising moral foundations were positively linked to corporate volunteering intentions and pro‐environmental behaviours and practices. Binding moral foundations were positively related to corporate volunteering intentions and general pro‐environmental behaviours at work but negatively to pro‐environmental individual practices. Consideration of future consequences related positively to corporate volunteering intentions and pro‐environmental behaviours at work only when individualising moral foundations were high. This relationship was also observed when binding moral foundations were low or average. The present findings are of interest to employers, corporate psychologists, business executives, and educators raising awareness about social and environmental responsibility. [ABSTRACT FROM AUTHOR]

Evidence reveals that disabled people face discrimination during the hiring process. Nonetheless, knowledge is scarce about how employers and disabled applicants relate to the phenomenon of disability in job interviews. This article explores the understandings of disability emerging from actual job interviews for a company with an expressed diversity policy. By combining the analytical concepts of 'dialogism' and 'staring', the article illustrates the tendency to use an individualised understanding of disability, thus blocking affirmative understanding and the candidates' limited agency to perform the role of 'staree' in the job interview setting (i.e. advocating for disability as an asset). To facilitate more inclusive hiring practices, employers could explicitly link the diversity statements in their job listings to their inclusion policies in practice to show their concern about staff diversity and work-life inclusion to their candidates. Disabled people are known to face discrimination during the job hiring process. This article shows that even inclusive employers may use a person-deficit approach when talking to disabled applicants in a job interview. Educators and employment service providers should educate employers on the different understandings that exist about disability to foster inclusive dialogues and work environments. Educators and social workers should support disabled job seekers, as they strive to achieve self-awareness and build self-advocacy skills, which would enable them to inform potential employers about the assets of disability. [ABSTRACT FROM AUTHOR]

A rich literature examines the determinants of income inequality. Less is known about the distribution of income composition, or the extent to which different socio-economic groups hold different sources of income. This article explores the drivers of income composition inequality (ICI). Contrary to recent studies, which show that the composition of government has ceased to shape redistribution and income inequality dynamics, this article posits that left-wing parties are associated with lower income composition inequality. We test this expectation with data from thirty European countries between 2003 and 2017. Our results suggest that the polarization between capital and labor income holders declines under left-wing governments. We establish that this is mainly because left-wing parties seek to broaden access to capital income. [ABSTRACT FROM AUTHOR]

BACKGROUND: The employment experiences of individuals with physical disabilities in previous studies shed light on the challenges they face and the assistance they receive in the workplace. OBJECTIVE: This study aimed to examine the practical and emotional social support received by individuals with physical disabilities in their workplaces from colleagues, employers, or supervisors. The study explored different forms of social support, considering both positive and negative outcomes. METHODS: Twenty participants completed a questionnaire consisting of open and closed-type questions to gather demographic and personal data. In-depth interviews were conducted as free discussions. Employing content analysis, the researchers categorized the reported forms of workplace social support into four primary categories and calculated their frequency of occurrence. RESULTS: Participants reported 175 cases of practical support and 358 cases of emotional support, both with positive and negative outcomes. Among these cases, 376 referred to social support, practical and emotional, with positive outcomes, and 157 to social support, practical and emotional, with negative outcomes. CONCLUSION: The participants received more cases of social support, practical and emotional, with positive outcomes than corresponding cases of social support with negative outcomes. At the same time, the reported cases of emotional support with positive and negative outcomes outnumbered the corresponding cases of practical support. These findings could be the starting point for future studies in workplace social support for people with physical disabilities. [ABSTRACT FROM AUTHOR]