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The economic crisis of recent years has had a significant impact on the well-being of employees at work. The coronavirus that appeared in 2019 and the economic crisis have become one of the most powerful influencing factors in terms of workplace well-being. The actuality of the topic is given by the fact that the effects caused by the coronavirus crisis have still left a noticeable impact in many areas of working life. The primary goal of the study was to analyse the workplace well-being in Slovakian small and medium-sized enterprises. The methodology of the research was a questionnaire survey, interviewing a total of 772 employees in 2023. According to the research hypothesis, a significant correlation can be shown between workplace anxiety, nervousness, and sadness (negative emotions) and the achievement of workplace well-being. The obtained results support the correctness of the hypothesis that there is a significant correlation between the prevalence of negative emotions and the achievement of well-being at work. The results also showed how the order of the elements of the negative emotional factor affects the achievement of well-being at work: first of all, sadness at work, then anxiety at work, and finally nervousness at work, had an impact on the development of job satisfaction. [ABSTRACT FROM AUTHOR]

This article explains what internal branding is and how to implement it based on inter-functional efforts between marketing and human resources departments. This article reviews academic literature and business articles to consolidate definitions, processes, and practices of internal branding. Internal branding implies an articulation between marketing and human resources departments to design, implement, and evaluate processes focused on promoting the brand among employees and increasing brand equity internally and externally. The human resources area has a superior domain in brand-centered human resource management. The marketing area leads the internal brand communications. Both areas participate proportionally in managing brand leadership. The three main processes of internal branding show an upward and downward relationship. This review summarizes the definition of internal branding based on advances in the literature and practice. This conceptualization helps professionals and researchers to understand what internal branding is. In addition, this article provides a detailed guide about how to implement internal branding explaining the roles that marketing and human resources departments play in the implementation process. [ABSTRACT FROM AUTHOR]

The objective of this study was to examine the relationship between perceived job insecurity and employee task performance. In addition, the moderating influence of emotional intelligence and mediating influence of self-efficacy was examined in this relationship. Through the multi-stage sampling technique, a total of 385 employees were proportionately selected from a cluster that represents three selected Nigerian deposit money banks. Furthermore, a close-ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. A hierarchical moderated regression analysis conducted revealed that perceived job insecurity exercises a significant and negative effect on task performance. In addition, this relationship was found to be moderated by emotional intelligence in such a way that the negative relationship between job insecurity and task performance was weaker among respondents who reported a higher level of emotional intelligence. Similarly, self-efficacy was also found to mediate this moderated relationship in such a way that it acts as the underlying mechanism through which emotional intelligence exercises its moderating influence. To conclude, recommendations were made on the need for organizations to recognize the importance of emotional intelligence whenever there is need to maintain a superior level of employee performance, especially in a working environment characterized by a high level of job uncertainty. In addition, it was recommended that while making use of emotional intelligence in attenuating the negative effect of perceived job insecurity on task performance, organizations may derive optimal benefit by focusing on the indirect relationship that highlights self-efficacy as a mediator as opposed to focusing on the direct relationship between these two variables. [ABSTRACT FROM AUTHOR]

Metabolic syndrome (MtS) is associated with increased risk of many health disorders, especially cardiovascular diseases. In Vietnam, study examining MtS is meager and especially lacking for the workforce. We estimated the prevalence of MtS and its associated factors among Vietnamese employees. We analyzed secondary data of annual health check of employees of 300 Vietnamese companies from the Vinmec Healthcare System. We used three definitions for MtS: International Diabetes Federation (IDF), National Cholesterol Education Program Adult Treatment Panel III (NCEP ATP III), and NCEP ATP III-Asia. Of 57,997 participants evaluated, 48.5 % were males and 66.2 % were younger than 40 years old. The unadjusted MtS prevalence was 8.4 % (IDF), 10.2 % (NCEP ATP III), and 16.0 % (NCEP ATP III-Asia). The age-sex adjusted prevalence of MtS (NCEP ATP III-Asia) was 21.8 % (95 % confidence interval (CI): 21.4 %, 22.2 %). MtS prevalence increased with age, reached 49.6 % for age ≥60. The aging related increase was more remarkable in females than males (prevalence ratio (PR) (95 % CI) for age ≥60 comparing to age <30 years old in males vs. females was 4.0 (3.6, 4.3) vs. 20.1 (17.7, 22.9)). High blood triglyceride (83.4 %) and abdominal obesity (74.5 %) were the predominant contributors to MtS. In this relatively young Vietnamese working population, 16 % had MtS with high triglyceride and abdominal obesity being the predominant contributors. These findings emphasize the need for developing effective high triglyceride and abdominal obesity prevention and control programs to curb the emerging epidemic of metabolic disorders in the workforce. • This is the largest study on metabolic syndrome (MtS) on Vietnamese working adults. • Of 57,997 participants evaluated, 48.5 % were males and 66.2 % were ≤40 years old. • MtS prevalence was 16 %, increased with age, and reached 49.6 % at age ≥60 years old. • The major contributors of MtS were high blood triglyceride and abdominal obesity. [ABSTRACT FROM AUTHOR]

The rapid advancement of technology in Industry 4.0 (I4.0) led to the widespread use of cutting-edge technologies like Virtual Reality (VR) and Augmented Reality (AR). However, with Industry 5.0 (I5.0), comes a paradigm shift that emphasizes the importance of human well-being to establish a stronger sense of connection and purpose for employees. In this endeavour, gamification has emerged as a powerful tool, showing great potential in engaging, motivating, and empowering employees. This research paper aims to investigate the potential of gamification within the workplace and addresses three main research questions. Firstly, the study explores the prevalent equipment or devices used by organizations that implement gamification, and the relationship with the success of gamification strategies. Secondly, it examines how employees' age influences their perceptions of gamification's potential and their willingness to embrace its implementation. Lastly, this research investigates the relationship between employee satisfaction - with the implemented gamification strategy - and their participation in the design process. The study adopts a survey-based methodology, gathering data from 23 participants through a convenient sampling approach. Quantitative data analysis is conducted using Microsoft Excel , while qualitative data analysis is performed using NVivo. The findings explore the interrelationships between gamification, technology usage, age, employee satisfaction, and participation in the design process, highlighting the prevalence of computers, tablets, and mobile devices as the primary tools in gamification experiences. Moreover, the study emphasizes how employees' age influences their perceptions of gamification and reveals a positive relationship between employee satisfaction and participation in the design process. These findings underscore the potential of gamification in enhancing collaboration, learning, and employee well-being, and ultimately driving organizational success in the I5.0 era. [ABSTRACT FROM AUTHOR]

While technology advancements are present in all parts of the agricultural sector, horticulture is particularly effected: horticulture has the highest need for manual labor and tasks are increasingly taken over by technology. The aim of our research is to explore and contrast farm managers' and employees' assessments of automation and digitalization in the horticultural sector. We collect data from 156 horticultural managers and 132 horticultural employees from Germany via an online survey. We focus on both groups, as farm managers are the decision-makers on investments and technology, but these decisions directly affect employees and their daily work. Overall, participating horticultural managers and employees view automation and digitalization mostly positive and both groups share similar views. Both groups view, on average, that automation and digitalization (i) is a solution to the ongoing skill shortage, (ii) can increase the control over production and data, (iii) effect current employees and their work positively (e.g., reduces stress and physical strain), (iv) change the industry image to the better, and (v) can reduce overall costs and increase productivity. However, both groups do also, on average, expect a shift towards large farms due to automation and digitalization and find acquisitions to be costly. Slight disagreements between the groups arise only in terms of one of the two groups expecting even clearer advantages from automation or digitalization. Our survey is the first to identify and contrast both managers and employees perception on the opportunities and risks of automation and digitalization. [ABSTRACT FROM AUTHOR]

Copyright of Selcuk University Social Sciences Institute Journal is the property of Selcuk University Social Sciences Institute Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Human resource management is a very complex activity that involves several fundamental objectives. Thus, human resource management policies must stimulate employee loyalty to the organization and this is possible through a flexible organizational structure that can easily adapt to changes. On the other hand, human resources management must be integrated into the organization's strategic management, its policies being in line with the organization's policies. [ABSTRACT FROM AUTHOR]

Previous studies on mindfulness and creativity have focused on the beneficial effects of mindfulness on concentration. However, few have explored this from the perspective of psychological resources. Based on resource conservation theory, this study focuses on the positive psychological functions of mindfulness and how they complement the psychological resources depleted in the performance of creativity. Thus, guaranteeing the completion of creativity‐related activities. We used a three‐time lag design and analyzed reports from 404 employees and 85 supervisors to explore the impact of employees' mindfulness on their creativity and the chain‐mediating role of psychological capital and creative process engagement in the relationship between the two. The results indicated that employees' mindfulness can influence their creativity not only directly but also through the mediation of just creative process engagement as well as through the chain mediation of psychological capital and creative process. The findings revealed the psychological mechanisms through which employees' mindfulness impacts their creativity, providing a scientific basis for exploring how to effectively enhance employees' creativity and dissipating the doubts raised about the current widespread use of mindfulness in organizations. [ABSTRACT FROM AUTHOR]

Corporate social responsibility affects the interests of a wide range of stakeholders, but among the most important for it are the employees themselves in the organizations. This material is aimed at increasing the efficiency of employees by reducing their personal stress levels in the work environment. For this purpose, a methodology for personal effectiveness of employees (PEE) is proposed here. PEE is a conceptual view on the collaboration of different intelligent tools to monitor the stress levels in employees and offer different individual mechanisms to deal with it, according to the specific tasks, capabilities, and psycho-physical state. The proposed methodology is considered an alternative to an accurate and impartial mechanism through which CSR can be increased, it is applicable in a wide range of businesses and has a beneficial effect on employees. [ABSTRACT FROM AUTHOR]

Copyright of Romanian Journal of Intellectual Property Law / Revista Română de Dreptul Proprietăţii Intelectuale is the property of Universul Juridic Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Employer-provided childcare accommodations by either in-house facilities or subsidies paid to third-party providers can be an expensive employee benefit and may not be considered the most desired accommodation an employer can offer. Changes in employee attitudes toward family and work balance may be a factor. Providing the benefit can cause related financial exposure and lead to resentment from employees who don't need or want it. Alternative family accommodation of paid leave and flexible scheduling appear more popular. Employers should carefully survey employee attitudes toward the benefit, assess employee composition to determine need and consider alternative accommodations that may be a better fit. [ABSTRACT FROM AUTHOR]

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Pregled is the property of University of Sarajevo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches Sociographiques is the property of Recherches Sociographiques and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The oil palm plantation industry has been competitive in the face of the global economy. Competitive advantage can be created through employees and organizations. Work engagement is the primary antecedent of a successful organization. This study is to investigate work-family conflict, and personality traits that determine work engagement among oil palm plantation officers. Participants were 782 executive officers from 36 oil palm plantation estates. The Hierarchical regression analysis showed that work-family conflict and personality traits are predictors of work engagement. Work-family conflict and neuroticism traits are associated with a low level of work engagement. Meanwhile, extraversion trait, agreeableness trait, openness to experience trait, and conscientiousness trait are associated with a high level of work engagement. The demands of work, job resources, and personal resources contribute to work engagement. These findings could be a policy in balancing work-family and training programs to develop employment opportunities. [ABSTRACT FROM AUTHOR]

The objective of the present study was to investigate the effects of role conflict and role ambiguity on employee's creativity. Exactly how role stress and various performances of individuals are related has received considerable attention, in which stress has been found to affect individual creativity. However, exactly how role stress (role conflict and role ambiguity) and employee creativity are related has seldom been examined empirically. A sample size of 100 was selected and standard questionnaires were distributes among the employees of three public sector universities in Peshawar KPK Pakistan. The conclusions drawn from the study were that role conflict and role ambiguity have negative relationship with employees creativity. Implications of the findings of this study and possible directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

EVERY YEAR, A MAJOR PART OF THE COUNTRY'S NATIONAL INCOME IS SPENT ON INVESTMENT IN CONSTRUCTION PROJECTS IN WHICH CONSTRUCTION HAS A SIGNIFICANT SHARE. THE PERFORMANCE OF THE CONSTRUCTION PROJECT RELIES ON VARIOUS ASPECTS OF PROJECT MANAGEMENT. SINCE EFFECTIVE PROJECT MANAGEMENT BEGINS WITH THE INTEGRATION OF PROCESSES AND PERFORMANCE MANAGEMENT PERFORMANCE IN THE CONSTRUCTION ORGANIZATION, INTEGRATED MANAGEMENT IS OF GREAT IMPORTANCE. THE PURPOSE OF THIS STUDY IS TO INVESTIGATE THE EFFECT OF DIFFERENT COMPONENTS OF INTEGRATION MANAGEMENT ON THE PERFORMANCE OF CONSTRUCTION PROJECT MANAGEMENT AND TO EXAMINE THE RELATIONSHIP BETWEEN THOSE COMPONENTS AND THE INTEGRATION OF MANAGEMENT INTEGRATION ON THE EMPOWERMENT OF MANAGERS. PROPOSED COMPONENTS OF INTEGRATION MANAGEMENT ARE THE DEVELOPMENT OF A KNOWLEDGE INTEGRATION, STAFF INTEGRATION, SUPPLY CHAIN INTEGRATION ON THE DIMENSIONS OF PROJECT MANAGEMENT PERFORMANCE MANAGEMENT, WHICH ARE QUALITY, SAFETY, AND CUSTOMER SATISFACTION ARE EFFECTIVE. AMONG THESE PEOPLE, 203 PROJECT EXPERTS WERE SELECTED BASED ON MORGAN TABLE METHOD IN PROPORTION TO THE VOLUME. THROUGH THE RESEARCH TOOL, THE QUESTIONNAIRE WAS STUDIED TO MEASURE THE VALIDITY AND RELIABILITY OF THE VARIABLES, THE CONTENT OF THE STRUCTURE WAS EXAMINED AND APPROVED, AND LISREL-SPSS SOFTWARE WAS USED TO ANALYZE THE CONFIRMATORY AND INFERENTIAL FACTOR ANALYSIS INFORMATION. INDICATES THAT EMPLOYEE INTEGRATION MANAGEMENT HAS AN EFFECT ON THE EMPOWERMENT OF MANAGERS WITH A COEFFICIENT OF 0.560, EVALUATION MANAGEMENT 0.891 AND EXECUTIVE 0.614 AND ALSO INTEGRATION MANAGEMENT HAS A POSITIVE EFFECT ON ORGANIZATIONAL PERFORMANCE MANAGEMENT OF 0.756. THIS MEANS CHANGING THE PROCESS OF PROJECT PERFORMANCE MANAGEMENT IN CONSTRUCTION COMPANIES. [ABSTRACT FROM AUTHOR]

Copyright of Annals of 'Constantin Brancusi' University of Targu-Jiu. Juridical Science Series is the property of Universitatea Constantin Brancusi din Targu-Jiu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Analyzing human-robot collaboration, this study draws on insights from cognitive science and psychology, with a particular focus on developing strategies for instructing robots and addressing the dynamics of robophobia and robophilia. Robophilia signifies the evolving, positive human-robot relationship, emphasizing the attribution of personhood to robots, while robophobia represents fear of robots. Although hospitality studies have explored anthropomorphism in robots, there is a gap in understanding robophobia impact in this context. This research investigates the transition from robophilia to robophobia and its implications for human-robot interactions in hospitality. Past studies primarily emphasized positive aspects, like anthropomorphism and robot personhood neglecting potential negatives such as robophobia. Guided by analogical transfer theory, fear acquisition theory, and uncanny valley theory using three experimental studies, this research explore factors driving this transition, its impact on embarrassment, customer outrage, and employee sabotage intentions during joint robot interactions. This research enriches our understanding of complex human-robot dynamics, shedding light on robophobia's mediating role within the context of service disruptions. • Affection for human-like robots can increase customer embarrassment, especially with robophilia and robophobia. • Robophobia mediates the shift from liking robots to increased embarrassment in hospitality interactions. • In hospitality, emotions, anthropomorphic perceptions, and embarrassment interplay in robot interactions. • Analogical transfer, fear acquisition, and uncanny valley theories explain how fear of robots is developed. • Balancing humanoid robot design prevents customer outrage and impaired employee decision-making. [ABSTRACT FROM AUTHOR]

Data mining of the mobile learning behavior of learners can help researchers understand the underlying association rules of such behavior and the internal mechanism of the development of their thinking during the learning process, thereby giving the true and accurate evaluations on the thought and status of mobile learners. However, existing models established for mobile learning behavior recognition cannot give satisfactory enough explanations to the changes in the cognition level of learners, so this paper took employees in accounting profession as subjects to analyze the features and influencing factors of their mobile learning behavior. At first, this paper built a neural network model based on the attention mechanism and used it to classify and recognize the input data of mobile learning behavior via original data learning, and feature extraction and analysis. Then, this paper created evaluation scenarios for subjects participating in mobile learning, designed economic management tasks applicable for actual application scenarios, and proposed several evaluation indexes for assessing their learning performance. After that, the explicit learning behavior of the subjects was taken as the criterion for judging whether their learning performance has achieved the desired learning goals or not. At last, the effectiveness of our analysis model was verified by the experimental results. [ABSTRACT FROM AUTHOR]

This article discusses the importance of organizational culture in modern businesses and compares it to tending to a plant. It emphasizes the need for organizations to create the right conditions for employee growth and success by developing a supportive culture. The article explores various aspects of cultivating organizational culture, including recruitment, retention, and retirement. It suggests strategies such as building relationships with community partners, implementing effective onboarding processes, and providing support and resources for staff at all stages of their careers. The article concludes by highlighting the benefits of a positive and fruitful culture, including improved employee satisfaction and productivity. [Extracted from the article]

Background: Quality management in healthcare is critical for hospitals and everyone in the loop —from physicians to support staff—needs to be aware of and involved in this process. Objectives: To assess the perception of employees about the quality management system (QMS) implemented at a tertiary care eye hospital in north India and to use it to identify scope for further improvement. Methods: This cross-sectional mixed-method study involved both questionnaire-based survey and an in-depth interview by a third party. The questionnaire had 12 questions to assess the changes in culture, infrastructure, environment, system, operation theatre and outpatient department. Employees shared their opinion about improvements brought by the QMS in eight years. Respondents were divided into five groups based on their job description: (i) doctors, (ii) technical staff (nursing/operation theatre/laboratory), (iii) optometrists/opticians/audiologists, (iv) patient care executives and (v) human resources/administration/others. Results: Of the 73 employees interviewed, 94.5% perceived an improved treatment and care process and 91.8% perceived improved treatment results. According to 83.6% of the employees, they were encouraged to report patient safety concerns and 71.2% saw improved incidence and adverse event management. The QMS has increased patient satisfaction according to 83%, while 91.8% felt it improved the profile of the hospital. The employees stated no negative effects of the QMS except a long waiting time of the patients and the duplication of paperwork. Conclusion: QMS has brought many positive changes across the hospital. Still, there is scope to reduce the patient waiting time and paperwork duplication. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Ciencias Sociales (13159518) is the property of Revista de Ciencias Sociales de la Universidad del Zulia Venezuela and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Organizations have moved away from traditional classroom-based training to online training whereby employees can attend courses at their convenience either at home or in the workplace. This transition has been fuelled by lockdowns that governments worldwide have implemented to counter the spread of the COVID-19 pandemic, where employees are expected to work or attend training from home. However, several issues including lack of employee engagement hinder the effective delivery of online corporate training. In recent years, gamification has been identified as a solution to lack of engagement in education. Gamification involves the incorporation of game elements into non-game applications to encourage user engagement, where different combinations are used for different learning contexts. However, little research has been done to identify suitable game elements for the gamification of corporate online training. This study proposes a set of game elements to improve employee engagement with online training platforms. A step-by-step analysis of the literature led to the identification of nine potentially suitable game elements. These elements were evaluated by a group of experts selected from five well-known training providers in Saudi Arabia, who completed a semi-structured interview questionnaire about the usability, completeness, and usefulness of the elements. The result of the evaluation indicated that the identified game elements will be able to effectively and efficiently improve employee engagement. The set of nine game elements was then incorporated into a proposed framework for the gamification of online training platforms to enhance employee engagement. [ABSTRACT FROM AUTHOR]

The development of technology in the 4.0 era also facilitates administration and operations, so it can help with human resource data management in Bandung City Regional Police. In order to follow the medical procedure, personnel operations can be done online without going to the office and personnel department of the Bandung city police department, such as permits and leave, overtime. This study uses the Software Development Lifecycle (SDLC) method. The SDLC model was chosen because it has the advantage of being able to identify problems with older systems in more detail and determine the need for a well-developed new system. The SDLC model used in this study is the waterfall model. The waterfall model is called a waterfall because it has to go through stages to wait for the previous steps to finish and work in sequence. Based on the result of the system analysis that was running so it is proposed to design a new system, where the new system was expected could handle some problems. In modeling the new system, the author uses UML (Unified Modeling Language). With this ESS, employees can make the process easier administration such as requesting leave, etc. Because they can apply for administration at any time as long as there is an internet connection. [ABSTRACT FROM AUTHOR]

Job satisfaction is one of the important factors which have drawn attention of managers in the organization as well as researchers. Job satisfaction is the mental feeling of favorableness and plea sureness which an individual has about one job. The basic purpose of this study is appraising in the employee job satisfaction and its impact on employee job performance in Private commercial banks. A highly satisfied worker has better physical and mental well-being that leads to higher productivity of the organization. This study followed descriptive and casual research design. Data were collected through questionnaires. It was found that there are significant relationships between all independent variable (i.e. Working Condition, Pay and Promotion, Fairness, Job Security, Career Development Opportunities) with dependent variable (i.e. perceived performance) as p-value is significant at 5 percent level of significance (p< 0.05). [ABSTRACT FROM AUTHOR]

The aim of the study is reality of effective management of managers in sports talent centres from the employees' viewpoint. The study problem formulated in the following main question: Evaluating the effective management of the managers of sports talent care centres in the Ministry of Youth and Sports of Iraq from the employees ' point of view. The management of institutions, especially sport institutions, considered one of the most important ways in the leadership of youth sports institutions, which is the most important in sports institutions in Iraq, among sports talent centres in the Iraqi Ministry of Youth and Sports, which effectively train athletes for sports teams, in order to achieve the required aims for these centres, to be an effective and distinguished administration that works to achieve the real aims of that institution by reaching a distinguished management that dealing of the world. The importance of the current study lies in evaluating the effective management of managers of sports talent care centres in the Ministry of Youth and Sports from employees' point of view by determining the most important ways to develop the way that suits the best nature of the sports institution. Elementary school is the basic pillar in building societies, through it, all educational and scientific based on scientific foundations that achieve the desired aims, while if there is weakness in any field, will greatly affect by the results of the scientific institution. The importance of this study summarized as the one of the pioneering studies for distinguished to the effective management in the institutions and centres of sports talent care in the Ministry of Youth and sports of Iraq. [ABSTRACT FROM AUTHOR]

The health of office employees, the majority of whom are women, is affected by negative factors of the working environment. A complex set of disorders associated with the peculiarities of work in the office is usually called office syndrome. Manifestations of office syndrome include posture disorders and musculoskeletal pain. The purpose of the article is to study the risk factors that cause certain manifestations of office syndrome among women of working age under the influence of negative working environment. Material and methods. The research involved 52 women aged 21 to 57, who work in the office. Results. The research has shown that against the background of unsystematic physical activity and due to specific working conditions, 38.5% of female office employees are insignificantly overweight and 13.5% -- significantly overweight. Most women work at a computer for more than 7 hours a day. In addition, 34.6 and 55.8%, respectively, often or occasionally use IT for entertainment purposes. Despite the fact that 17.3 know and 44.2% know in general which posture is ergonomically optimal, 34.6% of female office employees do not think about maintaining posture. Unfortunately, only 17.3% of respondents systematically control the working posture of a PC user, 7.7% always take active breaks while working at the computer, 13.5% perform self-massage, but 40.4 have a passive lifestyle, which does not promote good health. Half of female office employees do not take any measures to maintain posture. Obviously, the above-mentioned caused the manifestations of office syndrome among interviewed women of working age. 57.7% of female office employees considered the condition of the musculoskeletal system satisfactory, and 5.8% indicated its unsatisfactory condition. At the same time, 11.5% of women have spinal diseases and another 57.7% have posture disorders. A significant proportion of female office employees complain of musculoskeletal pain. The most typical for female office employees were pains localized in the neck and wrist (radiocarpal) joint, which was indicated by 40.4 and 44.2% of respondents, respectively. The research has revealed that among the factors that limit the possibilities of female office employees to take care of posture during the performance of duties, 34.6% indicated a lack of knowledge and skills to organize measures to maintain health while working at the PC. In addition, 80.8% of female office employees are interested in expanding their knowledge on the organization of health activities in the office. The research has proved that among female office employees, the symptoms of office syndrome increase with age, in particular, the level of musculoskeletal pain localized in the spine. There is also a tendency of increasing propensity to a passive lifestyle with the increase in the length of service in the office. [ABSTRACT FROM AUTHOR]

Human resources are valuable assets for the organization in general, and the accounting services in particular. Accounting services provide products and services, so apart from facilities and finding financial resources, accounting organizations' competitive factor is human resources quality. Therefore, the paper aims to determine the factors affecting employees' job satisfaction that jeopardize the loyalty of accounting service enterprises in Ho Chi Minh City (HCMC). The results showed five factors, including leadership and colleagues; training and promotion; nature of work, salary, and welfare; working conditions. All five factors affecting employees' job satisfaction affect accounting service enterprises' loyalty with 5% significance. Since then, the authors gave several recommendations to enhance employees' job satisfaction and loyalty. [ABSTRACT FROM AUTHOR]

This Article explores "A Study On Work life Synergy Among Women Employees In Chennai City" In recent years, the term work/life Synergy has replaced what used to be known as work/family balance'. Although the concept of family has broadened to encompass extended families, shared parenting and a wide range of social and support networks and communities, the semantic shift from work/family to work/life arises from a recognition that care of dependent children is by no means the only important non-work function. Other life activities that need to be balanced with employment may include study, sport and exercise, volunteer work, hobbies or care of the elderly. Eldercare 'in particular is becoming a growing issue for employers. The timing of these care-giving responsibilities is important because, generally, people are establishing in their careers before the issue arises. [ABSTRACT FROM AUTHOR]

Purpose--In view of the promising growth of the quality of life among accounting firm employees in Malaysia, this study aims to determine the quality of life among employees in accounting firm and identify the work-life balance, work stress and work and family roles. Design/Methodology/Approach- A self-reporting questionnaire was conducted and developed to 150 respondents. The study adopts a five-point Likert scale ranging from 1 = strongly disagree to 5 = strongly agree. Findings- The multiple linear regression results reveal that work-life balance and work and family roles significant influences on the quality of life among accounting firm employee. However, the insignificant results obtained for work stress warrant further investigation. Research Implication- The study proposes three factors for measuring the employee quality of life towards their job which is replicable across different family. However, the small sample size raises the issue of generalizability which future studies should seek to address. [ABSTRACT FROM AUTHOR]

Copyright of Romanian Journal of Intellectual Property Law / Revista Română de Dreptul Proprietăţii Intelectuale is the property of Universul Juridic Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present paper analyses the broader concept of the employment relationship and the legal status of the employee in Hungarian labour law. In the relevant Hungarian regulation, the employment relationship can be established by a special private law contract, the employment contract, which contract is regulated by several employment-specific provisions. In the Hungarian legal system there is no alternate way to enter the "employee" status, therefore the employment-specific rights and obligations stem only from the employment contract. The employment relationship has some special legal characteristics, although from an economic point of view it is similar to other legal relationships regulated by civil law rather than labour law. The link between these similar legal relationships is the fact that a person is working under another person's instructions and is paid for their tasks performed. However, the subordination is present only in the employment relationship, so according to the paper's hypothesis it is important to determine the legislative framework of the employee (worker) status and the rights aiming at protecting the employee as well. The analysis focuses on the governing Hungarian labour law regulations and some aspects of the corresponding judicial practice compared to some recent developments in the regulation and legal interpretation of the European Union. [ABSTRACT FROM AUTHOR]

Is smart dining a smart choice? This research steers away from the positive connotation of smart service to embark on the smart service failure phenomenon. It draws on expectancy disconfirmation theory with data collection from two studies. Findings reveal a triadic model of service failure in smart eateries with respect to core smartness failure, smartness servicescape failure, and smartness interactivity failure. These primary failure categories are attributed to patrons' overexpectations from smart services, as well as their personal needs and smart performance-induced cognitive evaluations. Importantly, social media hype seems to play a major role in customers' overexpectation. This research on one hand enriches the discourse on smart dining and restaurants, while on the other hand, it bridges the gap between smart service and service failure by providing a field inquiry to answer questions such as why smart services fail and how usage of technology could backfire when services are dominated by smart devices with little employee intervention. In essence, this work contributes to the smart service literature by understanding the drawbacks of technology. • This study answers why customers complaint about smart dining and what are factors that lead to smartness service failure. • It draws on expectancy disconfirmation theory with data collection from two studies. • It reveals a mechanism leading from consumer needs to service avoidance through three primary smart service failure domains. • Failures are attributed to patrons' overexpectations, needs, and performance-induced cognitive evaluations of smart services. [ABSTRACT FROM AUTHOR]

This article explains in detail the procedure for resolving individual labour disputes in Uzbekistan. The reasons why individual labour disputes are arising will be discussed. The role and significance of the International Labor Organization's Recommendations № 92 and № 130 in the national labor legislation of Uzbekistan will be paid attention. The procedure for resolving labour disputes arising by alternative ways will be analyzed. Practical and theoretical problems of consideration and settlement of individual labour disputes in a special body -- the Labour Disputes Commission will be analyzed. Alternative labour dispute resolution in French and German labour legislation has been studied from a comparative-legal point of view. The process of resolving individual labor disputes through mediation will also be analyzed. The peculiarities of resolving individual labor disputes in the judicial system of Uzbekistan will be analyzed. As a result, theoretical and practical solutions for the effective and short-term settlement of individual labor disputes in Uzbekistan will be proposed. [ABSTRACT FROM AUTHOR]

Employee use of social media networks during working hours is an increasing concern for companies. Reports show that billions in lost revenue is due to employees' cyberslacking (Young, 2010). Previous literature in this field suggests that employee usage of social media during working hours affects their productivity as well as the organization's reputation (Young, 2010; Aguenza et al., 2012; Molok et al., 2012). Limited research has been conducted on employee use of social media networks during working hours specifically in the United Arab Emirates (UAE). Therefore this paper investigates the employee usage of social media and its relation to productivity and organizational reputation within the Department of Culture and Tourism in Abu Dhabi. Interviews were conducted with 15 employees of the Department of Culture and Tourism. The findings suggest that using social media is not necessarily conductive to lower productivity, however low levels of employee satisfaction appear to be, as lower job satisfaction is linked to a higher use of social media. In addition, participants reported a lack of differentiation between personal and professional social media posts, presenting a potentially risky situation in which organisational reputation may be compromised. Based upon these findings, a set of recommendations are presented which include mandatory training for employees and managers to increase awareness of social media policies, the implementation of policies and procedures to protect organisational reputation and, finally, the introduction of regular job satisfaction surveys. Rather than limiting employee access to social media over organisational networks, this paper presents a more balanced approach, acknowledging the potential benefits of social media, but encouraging responsible use of these sites. [ABSTRACT FROM AUTHOR]

As the world progresses, management of change is seen as an opportunity for organizations to improve their competitive edge, their profits and productivity. Companies around the world become more specialised and focused on their core competencies and rely largely on niche markets. On the other hand, it is noteworthy that management change is process that undoubtedly generates a perceived efficacy among workforce. This fact may signify the generation of key-organizational behavior indicators, such as job satisfaction. This study is theoretically exploring the relationship between the perceived efficacy of a management change process and job satisfaction. [ABSTRACT FROM AUTHOR]

CURRENTLY, A SERIES OF SPECIAL INDIVIDUAL EMPLOYMENT CONTRACTS, WHICH ENJOY BOTH DOMESTIC AND INTERNATIONAL REGULATIONS, ARE BEING MENTIONED IN THE LEGAL DOCTRINE. IN THE PAST, THESE SPECIAL EMPLOYMENT CONTRACTS WERE NOT GIVEN MORE ATTENTION, BUT THE DIVERSIFICATION OF LABOR RELATIONS AND THE POLITICAL, SOCIOLOGICAL, IDEOLOGICAL CHANGES FACING TODAY'S SOCIETY, DETERMINED THE ROMANIAN LEGISLATOR TO BEND MORE TO THEM. IT SHOULD NOT BE NEGLECTED THAT THE CURRENT PROVISIONS OF THE ROMANIAN LABOR CODE ARE AT LEAST PARTIALLY IN LINE WITH REGULATIONS FROM OTHER EUROPEAN COUNTRIES AND, AT THE SAME TIME, THE COMPETENT INSTITUTIONS IN THE FIELD ARE REQUIRED TO MAKE EVERY EFFORT TO HARMONIZE THE LEGISLATION IN OUR COUNTRY WITH EUROPEAN UNION LEGISLATION. IN ORDER TO LEGALLY STRENGTHEN THESE INDIVIDUAL EMPLOYMENT CONTRACTS, THE ROMANIAN LEGISLATOR IMPOSED THAT THE WRITTEN FORM BE IMPERATIVE FOR THEIR VALID CONCLUSION. [ABSTRACT FROM AUTHOR]

The SARS-CoV-2 pandemic has led to significant changes in the field of employment relationships, especially in terms of social distancing. To create favorable conditions for the development of the business environment and to simplify the procedures specific to the human resources activity, it was adopted the Government Emergency Ordinance No. 36/2021 on the use of electronic signature in the field of employment relationships and for the modification and completion of some normative acts approved with amendments through Law No. 208/2021. The regulation amends the Labor Code to expressly providing the possibility for the parties to the individual employment contract to use an advanced electronic signature or a qualified electronic signature when concluding, amending, suspending, or even terminating the contract. In addition to the above-mentioned electronic signatures, the employer may also use an electronic seal for drawing up documents in the field of employment relationships. With this study we aim to present the types of electronic signatures that can be used in employment relationships, their legal regime and to emphasize some practical aspects regarding the signing of documents in the field of employment relationships with reference to the main amendments brought through the mentioned normative acts. [ABSTRACT FROM AUTHOR]

We live in a world where companies are directly affected by a series of changes. The paper aims to analyze the impact that the demographic factor has on companies with an emphasis on the labour market. From this perspective, the article will highlight the accelerated changes among generations. The objectives of the paper are as follows: (1) To analyze the characteristics of each generation - in relation to the theories existing in the literature at the moment and (2) to present a comparison between generations regarding personal and professional characteristics. The methodology used for this study is based on secondary data collection and analysis. Until now, studies have only shown the general aspects regarding generations. There are only a few studies that have begun to explore this area but they are not focusing on generations in the labour market. The preliminary results of the study are correlated to the need of understanding a multigenerational workforce as well as to position the human resource at the central level in terms of developing and implementing HR policies within companies. [ABSTRACT FROM AUTHOR]

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Safety and Health at Work is an important component of Human Resources Management as well as a social protection of employees against adverse aspects of work, accidents and occupational diseases. It improves job satisfaction and strengthens the functioning of the labor market and the quality of human capital. In this research we are trying to find the implementation of health and safety procedures at work, in micro, small and medium enterprises. The importance of healthy and safe policies and practices is often underestimated by those concerned with managing businesses and by individual managers within those businesses. Therefore the goal is to analyze the implementation of the health and safety rules and working environment . This is an independent research of 150 SME with 460 respondents developed in Kosovo, the sample was taken with questionnaires with dichotomous answers while the econometric model used in this research is Binary Logit Model. So, in general, this research aims to give a clear description of the concepts and terms of employee motivation for their health and safe working environment Where from our findings we can say that the employees in micro, small and medium enterprises find safe and healthywork environment, trainings about safety and safety equipment's as a very strong motivation, but as an interesting fact is that the results of this study do not show any significant result in motivation of the employees that work in enterprises which provide the health insurances for their employees. [ABSTRACT FROM AUTHOR]

Employee skills are a source of sustainable competitive advantage. Organizational innovation introduced and managed by company management has a strong influence on the development of innovation capacity. This article follows these innovations in the phases of the employee's life cycle - recruitment, onboarding, retention, development, and departures of employees. The aim is to assess the use of innovative organizational tools. This is done by investigating companies in the high-tech sector in the Ústí Region. There were shortcomings in the recruitment process, the use of more traditional employee retention benefits, and insufficient training programs. In connection with the shortcomings, the inadequate size of the monitored companies is considered. [ABSTRACT FROM AUTHOR]

This study investigated the correlation between workplace justice and self-reported occupational accidents among employees of construction industry in Taiwan, and data from a national survey of employees in 2013 was analyzed. This study sampled a total of 1,543 employees age 25 to 65 in the construction industry, among whom 1,379 were men and 164 were women. Information regarding the experience of work-related accidents occurring over the previous 12 months prior to the survey was obtained by a standardized questionnaire. Also obtained were participants' employment conditions, self-reported health, job demands as well as workplace justice. The prevalence rates of occupational accidents in man and women were 22.84% and 13.41%, respectively. Under controlling participants' employment conditions, self-reported health and job demands there was higher rate of occupational accidents among male construction employees with lower workplace justice. This study provides directions for occupational safety and health interventions. [ABSTRACT FROM AUTHOR]

Background: Diabetes is considered one of the largest global health challenges of this century and one of the top 10 causes of death across the world. Studies indicate an increased economic burden in relation to diabetes, not only on government revenue but also within private industries. Exploring the perceptions of employees with diabetes mellitus as related to their self-management practices could assist in encouraging behaviours that are associated with positive management outcomes. Aim: The purpose of this study was to explore and describe the perceptions of employees with diabetes mellitus, seen by professional nurses in selected occupational health clinics, about the self-management of their disease. Methods: A qualitative, exploratory, descriptive contextual design was followed through 17 individual interviews with 17 employees working in various industries in Cape Town, using a semi-structured interview schedule. Open coding of the data followed, and four themes emerged. Measures to ensure trustworthiness were also adhered to in the study, and approval for the study was granted. Results: The study findings gave insight into the manner in which employees perceived their behaviour changes in terms of their self-management practices. Various emotions were expressed by employees relating to the disease as well as the lifestyle adaptations required for self-management thereof. Employees noted that knowledge acquisition and greater understanding of the motivators for lifestyle changes could improve aspects of their day-today living as well as the disease outcomes. Conclusion: Employees expressed an awareness of the changes and lifestyle adaptations needed but found aspects thereof to be an ongoing challenge. The areas of challenge varied amongst employees. A consciousness of the possible consequences of poor self-management practices and self-modification behavior to address these was observed. [ABSTRACT FROM AUTHOR]