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Most minimum wage studies are identified on small, plentiful, mostly expected wage changes, spread out over time. A recent set of changes have instead been large, rapid, and unexpected, following the "Fight for $15" movement. Alberta is the first North American province, state, or territory to have this $15 minimum wage, with an unexpectedly large increase (47%) occurring over a short time horizon (3 years). The employment effects of this policy are estimated using a synthetic control approach on Labour Force Survey data. Similar to the existing literature, workers moved up the wage distribution, increment by increment, but with a higher distributional reach. Employment losses occurred at similar elasticities, but with large level changes, mostly among younger workers. Newer to the literature, regional employment losses were found in four of the five non-urban economic regions, but not in Alberta's two main cities, showing the significance and nuance of regional heterogeneity. [ABSTRACT FROM AUTHOR]

Young adults entering the workforce are at increased risk of becoming overweight or obese. Yet, internationally, young adults are rarely targeted in health campaigns, and little is known on how to improve their interest and participation in health promotion efforts. Through 33 semi-structured interviews with young adults working in Singapore, we explored their engagement with existing public and workplace health promotion efforts that encouraged healthy eating and increased physical activity, and their subjective health in the context of their daily lives. Interviews were coded and thematically analysed, taking an inductive and deductive approach. Despite some interest in health messaging, participating working young adults rarely adopted health-promoting activities such as meeting daily recommended servings of fruits and vegetables and exercising regularly. Participants reported that the health promotion campaigns they were aware of, suggested actions that they couldn't incorporate in their lives as they did not address the barriers that they are facing from socio-environmental contributors such as long working hours, personal and social commitments, and the food environment. Furthermore, some considered their health to be good enough and therefore had little reason to change existing practices. Affordable and accessible health screenings were an objective way for young adults to re-evaluate their perceptions of their own health which motivated some to favourably change their behaviours. Our findings suggest that future health promotion campaigns would benefit from more fully addressing some of the existing barriers that young working adults face, in tandem with policy changes to directly tackle the socio-environmental conditions for young workers. [ABSTRACT FROM AUTHOR]

There has been a stream of research that explores how the present generation of workers (i.e., Millennials) may be different from previous generations (e.g., Baby Boomers and Gen Xers). This line of research often considers Millennials as homogeneous and concludes any differences to be "generational effects." However, it is unlikely for a generation, which spans almost 20 years, to be uniformly homogeneous with respect to their work values and attitudes. Findings on generational differences conducted in the United States are also often generalized to other countries, ignoring the potential for national influences. In this regard, we apply a multi-method approach using three samples to demonstrate that there are differences within the Millennial generation that affect work values, preferences for work/life balance, and attraction to employer attributes. Specifically, we focus on the heterogeneity resulting from differences in age, gender, relationship status, and nationality. Our results suggest that Millennials are not as homogeneous as we assumed, and this can limit the effectiveness of managerial policies designed to improve individual and work outcomes for an entire generation of workers. Our study demonstrates that it is important for us to understand how individual, relational, and contextual factors may contribute to the heterogeneity within a generation. JEL CLASSIFICATION M12, M14, M54 [ABSTRACT FROM AUTHOR]

The list of standard abbreviations for JDS is available at adsa.org/jds-abbreviations-24. Nonstandard abbreviations are available in the Notes. Herd size expansion, combined with the reduced availability of people to work on farms, has led to an increased focus on techniques that can improve dairy farm social sustainability. Effective work organization is one such entity, which could influence farm social sustainability, and focuses on having a productive, flexible, and standardized farm workload. The objective of this study was to examine the factors that contribute to better workplaces for the farmer using a survey of representative pasture-based dairy farms in Ireland. Potential contributing factors to better workplaces for farmers were identified, namely farm and farmer characteristics, working day structure, farmer attitudes, farm facilities, labor-efficient practices, and human resource management practices. A survey was completed by 313 Irish dairy farmers between November 20 and January 3, 2019, to capture relevant information. One proxy indicator was selected to represent productivity, flexibility, and standardization within the workplace, and each of the 313 farms were categorized into quartiles based on their ranking for these 3 indicators (1 = most effective quartile to 4 = least effective quartile). The average farmer that completed the survey was 51 yr old, milked 125 cows, reported to work 69.6 h/wk, took 10.3 d of holidays per year, and had a finish time of 19:52 (h:min) in the spring. The quartile of farms with the most effective farmer workplace reported reduced hours worked per week (58.6 vs. 82.6 h/wk), more holiday days (16.6 vs. 5.1 d) and weekends off (8.3 vs. 2.4) per year, and earlier finish times (18:41 vs. 21:14 [h:min] in the spring) compared with the least effective quartile. Similarly, the most effective farms reported better facilities and greater implementation of labor-efficient and human resource management practices compared with the least effective farms. The most effective quartile for farmer workplace effectiveness was more positive about the industry's potential to offer an effective work-life balance, would be more likely to encourage young people to pursue careers in dairy, and had more positive attitudes toward attracting and retaining workers compared with the least effective quartile. This study highlighted the range of factors contributing to more effective workplaces for farmers, indicating scope for improvement on many farms and challenges across all farms when compared with other industries in the case of some indicators (e.g., time off). The results can support the continued extension of concepts regarding work organization to assist farms in alleviating social sustainability challenges, highlighting the differentiating factors between the most and least effective farmer workplaces. [ABSTRACT FROM AUTHOR]

In this paper, we show that incentives to convert temporary contracts into permanent ones might be less effective when the employment protection legislation associated with temporary contracts is lax. Drawing upon rich administrative data and using a difference-in-differences methodology, we estimate that workers at their first work experience hired on more flexible contracts undergo a reduction in the conversion rate to permanent employment of 6.3 percentage points after the implementation of the incentives (and of 3.2 percentage points over a year), compared to peers hired on more rigid contracts. This reduced conversion rate, which results in a 17% wage penalty even 2 years into their professional journey, points to a significant negative impact of flexible temporary jobs on the future prospects of young workers. [ABSTRACT FROM AUTHOR]

As agricultural operations are increasingly industrialized, the role of stakeholders (SHs) becomes critical to the sustainability of the farming business. Arable farms are particularly expanding their geographical scales and socioeconomic impacts on the surrounding community, which gives particular importance to stakeholder management in relation to internal and external parties. Although the majority of arable farming comprises family farms, they have been on the decline because of succession problems, while non-family farms have been increasing. Success or failure of SHM is closely related to organizational forms because the form represents primal SHs. However, little research has examined the impact of SHM on performance in arable farming. This paper empirically investigates how SHM in various organizational forms is associated with the corporate performance of Japanese paddy farms. A questionnaire survey of Japanese paddy farm corporations was conducted in 2014, and 217 questionnaires from 63 family, 64 joint-stock, and 90 community farms were used in our estimates. Our estimation examines the following hypotheses: (i) SHM is associated with the corporate performance of paddy farms, and (ii) effective SHM varies depending on the organizational forms. The results suggest that, first, effective SHM is linked to organizational forms. In other words, the choice of form can offset the impact of SHs. Second, excessive emphasis on listening to opinions from the surrounding community may harm their performance, particularly at joint-stock farms, which expand in scale. Third, at family farms, attracting younger employees is crucial for running the business. Last, harmonious relations with the community are most important at community farms compared with other types of farms. [ABSTRACT FROM AUTHOR]

This study explores how gender and age interact in shaping beliefs about fair pay through a factorial survey experiment conducted with German employees. Respondents evaluated hypothetical worker descriptions varying in age, gender, and earnings. While no gender gap in fair earnings was found for the youngest hypothetical workers, a significant gap favoring men emerged with increasing age. This suggests that male workers receive a higher age premium on fair earnings than female workers. The findings highlight the need to understand how gender interacts with other characteristics to legitimize workplace inequalities. [ABSTRACT FROM AUTHOR]

Background: Neck pain (NP) is a prevalent musculoskeletal disorder, especially among individuals with sedentary occupations. The interplay between cervical and thoracic spine mobility is hypothesized to contribute significantly to NP severity, yet this relationship requires further exploration. Methods: This cross-sectional study involved 179 young white-collar workers with NP lasting for at least six weeks. Participants were stratified into mild (n = 78) and moderate (n = 101) pain groups based on their scores on the Northwick Park Neck Pain Questionnaire (NPQ). Cervical and thoracic range of motion (ROM) in the sagittal plane was measured using inclinometers. NP severity was further assessed using the NPQ and the Neck Disability Index (NDI). Correlation, regression, and mediation analyses were conducted to investigate the relationship between cervical and thoracic ROM and NP severity. Results: Thoracic ROM was higher in the mild pain group (median: 47.35, IQR: 10.13) than in the moderate pain group (median: 42.10, IQR: 13.60; p < 0.001). The NDI had a negative correlation with thoracic ROM (r = −0.65; p < 0.05) and a positive correlation with cervical ROM (r = 0.84; p < 0.01). Additionally, thoracic ROM mediated the effect of cervical ROM on NP, particularly influencing NDI scores (p < 0.01). Conclusions: This study found a significant association between reduced thoracic ROM and increased NP severity, highlighting the role of thoracic spine mobility in NP among young white-collar workers. Targeted interventions for thoracic dysfunction may reduce compensatory cervical strain and improve NP management, suggesting that thoracic spine assessments should be integrated into routine clinical evaluations. [ABSTRACT FROM AUTHOR]

This study provides a nuanced understanding of AI's impact on productivity and employment using machine learning models and Bayesian Network Analysis. Data from 233 employees across various industries were analyzed using logistic regression, Random Forest, and XGBoost, with 5-fold cross-validation. The findings reveal that high levels of AI tool usage and integration within organizational workflows significantly enhance productivity, particularly among younger employees. A significant interaction between AI tools usage and integration (β = 0.4319, p < 0.001) further emphasizes the importance of comprehensive AI adoption. Bayesian Network Analysis highlights complex interdependencies between AI usage, innovation, and employee characteristics. This study confirms that strategic AI integration, along with targeted training programs and ethical frameworks, is essential for maximizing AI's economic potential. [ABSTRACT FROM AUTHOR]

Objective Background Method Results Conclusion Implications This study aims to investigate full‐time working adults and the extent to which generative concern and gender moderate the association between positive and negative work‐to‐family spillover on life satisfaction and positive and negative affect.Families are an important and viable support for many people and their well‐being. At the same time, an increasing number of women and men are working full‐time in the United States, and work is likely to spill over into family life and affect well‐being.Using data from the second wave of the Midlife in the United States (MIDUS) study, 1,570 full‐time working adults were examined. Regression analyses, controlling for education, hours worked for pay, parental status, and alternative well‐being outcomes, were conducted.The results showed that generative concern and gender moderated the effect of negative work‐to‐family spillover on life satisfaction and the effect of positive work‐to‐family spillover on positive affect, albeit differently for women and men.The findings emphasize the importance of generative concern as a potential resource in full‐time working adults.Companies could give employees the opportunity to pass on important skills to others, offer advice, or mentor young employees to strengthen generative concern. [ABSTRACT FROM AUTHOR]

Queen honey bees (Apis mellifera) release Queen Mandibular Pheromone (QMP) to regulate traits in the caste of female helpers called workers. QMP signals the queen's presence and suppresses worker reproduction. In the absence of reproduction, young workers take care of the queen and her larvae (nurse tasks), while older workers forage. In nurses, QMP increases lipid stores in abdominal fat tissue (fat body) and protein content in hypopharyngeal glands (HPG). HPG are worker-specific head glands that can synthesize proteinaceous jelly used in colony nourishment. Larger HPG signifies ability to secrete proteinaceous jelly, while shrunken glands characterize foragers that do not make jelly. While it is known that QMP increases abdominal lipid stores, the mechanism is unclear: Does QMP make workers consume more pollen which provides lipids, or does QMP increase lipogenic capacity? Here, we measure abdominal lipogenic capacity as fatty acid synthase (FAS) activity while monitoring abdominal protein content and HPG size in caged workers. Cages allow us to rigorously control worker age, pheromone exposure, and diet. In our 2-factorial design, 3- vs. 8-day-old workers (age factor) were exposed to synthetic QMP or not (pheromone factor) while consuming a lipid deficient diet. We found that QMP did not influence abdominal FAS activity or protein content, but QMP still increased HPG size in the absence of dietary lipids. Our data revealed a positive correlation between abdominal protein content and HPG size. Our findings show that QMP is not a strong modulator of lipogenic capacity in caged worker bees. However, our data may reflect that QMP mobilizes abdominal protein for production of jelly, in line with previous findings on effects of honey bee Brood Pheromone. Overall, our study expands the understanding of how QMP can affect honey bee workers. Such insights are important beyond regulatory biology, as QMP is used in various aspects of beekeeping. [ABSTRACT FROM AUTHOR]

Objective: This population-based study explored emergency room visits (ERVs) from all-causes, circulatory and respiratory diseases among different occupational groups in Taiwan associated with ambient average temperature. Method: Daily area-age-sex specific ERVs records were obtained from the Taiwan's Ministry of Health and Welfare from 2009 to 2018. Distributed lag-nonlinear model (DLNM) was used to estimate the exposure-response relationships between daily average temperature and ERVs for all-causes, circulatory and respiratory diseases by occupational groups. Random-effects meta-analysis was used to pool the overall cumulative relative risk (RR) and 95% confidence interval (CI). Results: The exposure-response curves showed ERVs of all-cause and respiratory diseases increased with rising temperature across all occupational groups. These effects were consistently stronger among younger (20–64 years old) and outdoor workers. In contrast, ERVs risk from circulatory diseases increased significantly during cold snaps, with a substantially higher risk for female workers. Interestingly, female workers, regardless of indoor or outdoor work, consistently showed a higher risk of respiratory ERVs during hot weather compared to males. Younger workers (20–64 years old) exhibited a higher risk of ERVs, likely due to job profiles with greater exposure to extreme temperatures. Notably, the highest risk of all-causes ERVs was observed in outdoor male laborers (union members), followed by farmers and private employees, with the lowest risk among indoor workers. Conversely, female indoor workers and female farmers faced the highest risk of respiratory ERVs. Again, female farmers with consistent outdoor exposure had the highest risk of circulatory ERVs during cold conditions. Conclusion: Our findings highlighted the complexity of temperature-related health risks associated with different occupational contexts. The population-level insights into vulnerable occupational groups could provide valuable comprehension for policymakers and healthcare practitioners. [ABSTRACT FROM AUTHOR]

This article presents a comparative analysis of multiple jobholding and non-standard employment among young people in EU-28 member states. This work contributes to the understanding of multiple jobholding among youth by connecting the empirical work to the issues of labour market flexibilisation in Europe. The database used is the European Union Labour Force Survey for 2019. Non-standard forms of employment have a positive effect on the likelihood of secondary jobholding, especially part-time work. There is a high rate of multiple jobholding in Nordic countries, whereas it is low in Mediterranean, Central and Eastern European countries, where the time spent in second jobs is high. Finally, there are statistically significant differences in the propensity toward multiple jobholding according to level of education, gender, age, and country of birth, while there is no noticeable effect of over-qualification, although there is on the search for another job. [ABSTRACT FROM AUTHOR]

The objective of the article is to analyse the degree of persistence of overeducation in the initial stages of the professional career of young workers and the relationship between both the incidence and the persistence of overeducation and the business cycle. We use longitudinal data from administrative records (the 'Continuous Sample of Working Life') on the work trajectories of young Spaniards (16–35 years old) who enter the labour market for the first time at various moments in time (2005, 2009 or 2014) and estimate univariate and recursive bivariate probit models. The main findings are that nearly one third of entrants are overeducated in their first job, that their permanence in overeducation five years later is high (above 50%) and that the persistence of overeducation of young entrants is countercyclical. [ABSTRACT FROM AUTHOR]

The purpose of this study is to identify core occupational characteristics that affect the potential for a job to be automated and to reveal the relationship and paths between those characteristics, such as skill(s), work environment and knowledge. In this study, a network was estimated and visualised to identify the relationship between occupational characteristics using the Gaussian graphical model method and to reveal the occupational characteristics linked to the potential for automation variable. As a result of estimating and visualising the network, it was found that the occupational characteristics with low potential for automation were art, decision-making, assisting and caring for others and working in cramped spaces, while those with high potential for automation involved repeating the same tasks. Furthermore, after analysing the shortest paths from each occupational characteristic node to the automation node, it was revealed that even occupational characteristics with high potential for automation can have varying levels of automation possibility depending on the mediators. Based on the results, education and vocational training policies for low- and middle-skill workers, young workers and potential workers are suggested. [ABSTRACT FROM AUTHOR]

Purpose: In recent years remote work has gained popularity due to the Covid-19 pandemic, which forced employers to implement a remote work; growing importance of digital technologies is also important. Therefore, author decided to check the entrepreneurs willingness to implement remote work, taking into account generational differences. Design/methodology/approach: In order to examine the problem, author conducted his own survey (survey at the sample of N = 132 entrepreneurs). The research method used is mainly a standardized survey conducted based on a questionnaire consisting of closed questions and a Likert scale. In addition, basic theoretical issues regarding remote work and differences between generations on the labor market were discussed. Findings: Studies allowed to learn about the feelings of entrepreneurs in relation to the performance of remote work by employees from various generations. Generally, it can be observed a general tendency: the younger employees, the greater the entrepreneurs' propensity to implement remote work. The research hypotheses will be explained thanks to the analysis of the results of the conducted own study. Research limitations/implications: The research presented in this article should be continued. In the following years, they can be enriched with research from the employees perspective, as well as to study the feelings of entrepreneurs regarding employees from the alpha generation. Originality/value: The author's own research enriches the literature by examining employers' attitudes regarding their approach to implementing remote work among employees representing different generations. The results of this research can be used both by employees (in order to learn what their potential employers feel about remote work), but also by managers/ entrepreneurs (knowledge from this research may be useful when managing an enterprise and making personnel decisions). [ABSTRACT FROM AUTHOR]

Purpose: This article attempts to answer questions about what employees of the younger generations, especially Generation Z, are looking for in today's labour market, what they get from their employers, what challenges they face, and what expectations the today’s reality has generated among representatives of this generation. The presented article presents selected results of research conducted among representatives of Generation Z in Poland. Design/methodology/approach: The empirical research was conducted by means of a diagnostic survey using a questionnaire technique (27 questions). Statistical analyses were performed including - descriptive statistical analysis, attendance analysis, X² association test, and Fisher's exact test. Findings: The results presented in this article indicate problems related to psychophysical aspects affecting the functioning of Generation Z employees-depression, anxiety, poor wellbeing. The conducted research also indicates problems related to the sense of meaning at work, determining the preferred career path of Generation Z, as well as the importance of trust and relationships in the professional dimension. Research limitations/implications: Limited research sample. Originality/value: The article is addressed to scientists and business practitioners who research or employ representatives of Generation Z. The collected data show problematic areas of functioning: lack of sense of purpose, psychological problems, problems with defining professional goals. [ABSTRACT FROM AUTHOR]

We use a time-varying panel unobserved components model to estimate unemployment gaps disaggregated by age and gender. Recessions before COVID affected men's labor market outcomes more than women's; however, the reverse was true for the COVID recession, with effects amplified for younger workers. We introduce time-variation in both the hysteresis dynamics and the Phillips-curve coefficients on labor market slack. The aggregate Phillips curve flattens over time and hysteresis is countercyclical for all groups. We find heterogeneity in both the Phillips curve and hysteresis coefficients, with wages responding more to workers with an outside option (high school- and retirement-age) and larger effects of hysteresis for younger workers. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to analyse how hospitality businesses can entice older workers to resolve the sector's employment crisis. Design/methodology/approach: This is a viewpoint article looking at the benefits of older workers in hospitality. Findings: The UK's vast pool of over-50s candidates can help resolve the hospitality sector's employment crisis. Not only can they offer a range of skills, knowledge and experience to bolster the workforce, their presence can increase diversity, add gravitas and provide mentoring opportunities for younger employees. To attract and retain these workers, however, businesses may need to review employment policies and procedures, revise recruitment strategies and prioritise fostering a culture of inclusivity where employees of all ages feel supported. Originality/value: This paper is researched and written by Penny Brown. [ABSTRACT FROM AUTHOR]

Employee job satisfaction is an important attitudinal variable for many reasons, and due to the current shortage of workers, it may be even more critical in today's workplace. Job satisfaction is one of the most studied variables in the organizational behavior literature, mainly because researchers understand its impact on employee turnover and organizational effectiveness. The perception of workplace politics impacts job satisfaction. Most of the past research in the organizational behavior literature has found that employees generally perceive workplace politics negatively. However, there are differences in how employees view and react to organizational politics that are, at least partly, based on individual differences. The purpose of this study is to investigate the moderating effects of employee gender and age on the perceptions of organizational politics-job satisfaction relationship. A primary objective of this study is to provide further clarity on the effect of perceptions of politics in work reward decisions on specific job satisfaction facets for different age and gender groups. This study reports findings from a diverse group of 601 employees employed in more than a dozen organizations representing both the service and manufacturing sectors. We use hierarchical moderated regression analysis to test the study hypotheses to control for spurious variable contamination and isolate the study's main effects. The results support the hypothesis that employee perceptions of organizational politics have a different impact on job satisfaction for different gender and age groups. More specifically, results suggest that older employees are likely to be more negatively affected by perceptions of organizational politics than younger employees. Additionally, this study supports the notion that political decisions affect the job satisfaction of female employees more negatively than male employees in certain circumstances. [ABSTRACT FROM AUTHOR]

Purpose – This paper aims to analyse the short- and long-term effects of entering the Spanish labour market under tough economic conditions on young immigrant–native earnings and employment outcomes. Design/methodology/approach – The authors use cohorts, where the entry cohort into the labour market is the unit of observation. As a database, the authors use the continuous sample of working histories covering the period 2007–2021. Then, the authors estimate the model using weighted least squares. Findings – The results show that the great recession and COVID-19 led to a blockage at the entrance of the labour market, reducing the number of workers. Additionally, the authors observe an adverse impact in terms of employment and earnings on those entering the labour market. Besides, this effect varies in intensity and persistence for natives and immigrants, as well as by country of birth, age of entry, gender and educational level. Originality/value – A contribution to the literature is the analysis of the earnings and employment trajectories of young people entering the Spanish labour market for the first time during an adverse shock, such as the 2008 economic crisis or the COVID-19 crisis, and the possible differences that exist between native and immigrant workers. So, the authors analyse the labour market trajectories of workers covering the most recent years. Likewise, the authors carry out an extensive heterogeneity analysis in which they distinguish workers by educational level, gender, age of entry into the labour market and immigrants by their country of birth. This represents an additional contribution. The use of a cohort approach also contributes to the existing literature.

We investigated how the adoption of a new production technology differently affects the risk of job separation of young and old employees in South Korea by analyzing establishment-level panel data linked with administrative employment insurance records on individual workers. To address potential endogeneity associated with a firm's technology adoption, we conducted instrumental variable estimations with a two-stage residual inclusion (2SRI) approach. The results suggest that technology (indicated by newly adopted automation and increased purchase of Information Technology equipment) positively affects the overall employment of incumbent workers. However, the employment of aged workers is less favorably affected by newly adopted technologies compared to that of younger workers. In some conditions, technology adoptions increase the retirement risk of older workers absolutely as well as relative to that of younger workers. Newly adopted automation negatively affects the employment of aged workers who are engaged in clerical and support occupations or employed in the wholesale and retail industry. Estimation results according to the reason for retirement suggest that the negative effect of technology adoption on employment may be related to both labor demand and supply. [ABSTRACT FROM AUTHOR]

Firms in younger labor markets produce more innovation. We establish this by instrumenting the current labor force with historical births in each local labor market in the United States. Analyses of firms and inventors allow us to rule out unobservable heterogeneity across local labor markets and firms, life cycles, and other effects. Corporate innovation in younger labor markets reflects the innovative characteristics of younger labor forces, and its market value is higher. Younger workers as a group, not merely inventors by themselves, produce more innovation for firms through the labor force channel rather than through a financing or consumption channel. Authors have furnished an Internet Appendix , which is available on the Oxford University Press Web site next to the link to the final published paper online. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic, a global health crisis, was acutely felt in the labour market for many young workers. Importantly, precarious employment, identified as an emergent social determinant of health, may negatively affect the mental health and well-being of young workers. To this end, we engaged with young workers to understand their workplace needs and challenges in the COVID-19 era and hear their recommendations for action. Semi-structured interviews and a graphic recording focus group were conducted with 33 young workers aged 18–26 years old in Manitoba, Canada, who had worked a minimum of 30 hours per week prior to COVID-19 onset and were living independent of their parents. Analysis involved delineating units of meaning from the data, clustering these to form thematic statements and extracting themes. Second-level analysis involved applying themes and sub-themes to a social determinants of health framework. The multifaceted, compounding realities of young workers' pre-COVID-19 employment situations were amplified by the COVID-19 pandemic, adversely impacting young worker's mental health. Unique findings from this study highlight the generational differences in this cohort, who are opposed to participating in fragmented systemic structures (neoliberalism) and inequitable employment conditions, and who yearn for social inclusion and work-life balance. Their recommendations for government and employers call for permanent and stable employment opportunities, economic and mental health supports, and space to be heard and valued, as they navigate the many life course challenges as emerging adults. Societies are dependent on young workers to develop and support the Canadian economy for future generations. Thus, it is a critical that recommendations proposed by young workers in this study be acted upon and implemented to provide an equitable, stable, and supportive future for young workers in Canada and beyond. [ABSTRACT FROM AUTHOR]

Non-alcoholic fatty liver disease (NAFLD) is a relatively common disease, and preventing its occurrence is important for both individual health and reducing social costs. Shift work is reported to have several negative effects on health. An association has been observed between NAFLD and both sleep time and quality; however, this association remains unclear in night shift workers. We aimed to evaluate the relationship between shift work and the incidence of NAFLD. Overall, 45,149 Korean workers without NAFLD were included at baseline. NAFLD was defined as the presence of a fatty liver observed on ultrasonography without excessive alcohol use. incidence rate ratios for incident NAFLD were estimated using negative binomial regression according to age groups (20s, 30s, 40s, and 50s). In the 20s age group, shift work showed a significant incidence rate ratio (IRR) for NAFLD in all models. After adjusting for all variables, the IRR (95% confidence interval) was 1.24 (1.08–1.43) in the 20s age group. In their 20s, a significant association between shift work and incident NAFLD was consistently observed among women and workers with poor sleep quality. In this large-scale cohort study, shift work was significantly associated with the development of NAFLD among young workers in their 20s. [ABSTRACT FROM AUTHOR]

Informed by the recognition theory conceptualized by Axel Honneth, this study examined collective psychological ownership (CPO) and mis(recognition) perceived and experienced by young adult social workers (YASWs) aged 21–29. Using thematic analysis, the study thoroughly examined 16 transcripts collected from individual interviews and three focus group transcripts. The findings revealed that 1) recognition from different sources may foster a sense of commitment and encourage continued contributions among YASWs; (2) the effects of various forms of social recognition, including care/support, respect, and social esteem, on CPO may vary depending on different features of the recognition; (3) misrecognition encountered by YASWs on various levels in organizational contexts, including deprivation of care/support, undermining of agency, and diminution of esteem, may harm their CPO; and (4) social recognition can influence YASWs’ career planning, and excessive dependence on social recognition may have negative consequences for their CPO. The findings of this study also showed the constraining effects of contextual factors such as policy shortcomings, excessive workloads, and dynamics among stakeholders on the exercise and power of (mis)recognition. This study sheds light on the development of recognition-based human resources strategies in social service organizational contexts, with the aim of fostering a work climate characterized by sharedness. [ABSTRACT FROM AUTHOR]

Drawing on qualitative focus groups and interviews, this paper draws on participatory and relational approaches to explore how prospective and very new workers in their early teens in Canada talk about and navigate workplace safety. We foreground our young participants' discussions and safety management strategies to discuss their shared and sometimes narrow understanding of unsafe work; their mixed, and often limited, experiences of safety training; and the individualized avenues they prioritize to deal with potential and concrete safety issues. Countering our participants' inclination towards individualized solutions, we focus on how these young workers are embedded in relationships with others as well as the material world, including workplace cultures; networks and hierarchies of people; specific materials, time and time pressures; and safety‐related policies. Such a relational lens can in turn guide how we think about fostering workplace safety in ways that challenge more individualized approaches, specifically through recognizing interdependencies that shape how young people think about workplace safety; expanding beyond unidirectional, individualized educational strategies; and favouring shared self‐advocacy, especially with older workers, including through unionization. [ABSTRACT FROM AUTHOR]

Objective To analyze risk factors for occupational blood-borne exposures among healthcare workers, providing a basis for timely and targeted interventions to prevent occupational blood-borne exposure. Methods The study included 103 healthcare workers who reported occupational blood-borne exposures from January 2016 to June 2023 at a tertiary hospital in Hulunbuir as the exposure group and 625 healthcare workers from the same shifts who did not experience occupational exposures as the control group. Relevant information was collected for all subjects. Random Forest algorithms and multivariate logistic regression analysis were used to construct predictive models for occupational blood-borne exposure among healthcare workers. Results Among the 103 blood-borne exposure cases, the main exposure site was the hand in 89 cases (86.41%); the main mode of exposure was sharp force injury in 83 cases (80.58%); and the predominant exposure source was hepatitis B virus (HBV) in 65 cases (63.11%). Sixty-five cases (63.11%) were reported immediately after exposure, while 24 cases (23.30%) were reported within 12 hours. Logistic regression analysis revealed that compared to healthcare workers aged 30 years or more, likelihood of occupational blood-borne exposure increased to 4.142 times for those under 30 years (P < 0.05) ; compared with 5 or more years, the likelihood of occupational blood-borne exposure increased to 1.696 times for healthcare workers with less than 5 years of service (P < 0.05) the likelihood of occupational blood-borne exposure increased to 5.989 times for junior-title healthcare workers compared to intermediate and higher- level titles (P < 0.05); healthcare workers who attended occupational protection training only once per year were up to 1.864 times more likely to have occupational blood-borne exposure compared to those who participated multiple times annually (P < 0.05); the likelihood of occupational blood-borne exposure increased to 2.205 times for healthcare workers in the departmental categories of emergency, critical care, and operating room compared to those in other departments (P < 0.05). The Random Forest algorithm identified the top 6 influential factors in order of importance as professional title, age, years of work experience, annual training frequency of occupational protection, occupation type, and education level. The Random Forest predictive model demonstrated higher accuracy, precision, recall, and FI score (the reconciled mean of precision and recall) compared to the logistic regression model. The area under the receiver operating characteristic curve (AUC) for the Random Forest model was 0.829 (P < 0.001) which was also higher than that of the logistic regression model of 0.818 (P < 0.001). Conclusions The Random Forest model showed superior predictive performance for occupational blood-borne exposures, while the logistic regression model provided more intuitive analytical results. The combined use of both models can further enhance prediction accuracy. Enhanced training should be provided for high-risk groups, including younger healthcare workers, those with less work experience, and those with lower professional titles. Standardized measures should be implemented to prevent blood-borne exposure among healthcare workers. [ABSTRACT FROM AUTHOR]

Given the increasing emphasis on teamwork in contemporary organizations and the growing prominence of younger employees in the workplace, it is crucial to encourage their proactivity in navigating complex internal and external environments. Total rewards are a highly effective means of motivating the new generation of employees; however, there is limited research on whether and how total rewards stimulate team member proactivity. To address this objective, this study utilizes survey data (n = 423) and employs hierarchical regression and bootstrap methods. In essence, this paper aims to construct a moderated mediation model to examine the relationship between total rewards and team member proactivity among Chinese new-generation employees (born after 1990). The results indicate that total rewards significantly enhance the team member proactivity of new-generation employees. Furthermore, calling serves as a significant mediator in this relationship. The perception of corporate social responsibility also plays a crucial role, positively moderating the relationship between total rewards and calling. This, in turn, positively influences team member proactivity through the mediation of calling. Accordingly, this research provides valuable insights for managers aiming to effectively engage the new generation of employees and boost team performance. In essence, our model enriches the understanding of how compensation practices can be leveraged to boost proactivity among the new generation of employees. [ABSTRACT FROM AUTHOR]

Commuting behaviors have been changed by the COVID-19 pandemic. To investigate the impacts at different stages of sudden and localized COVID-19 outbreak, this paper carries out an online survey to obtain data, targeting the residents in Nanjing China, where there had been COVID-19 outbreaks and proposes a sequential analysis method to calculate the complexity of commuting behavior changes. The Tobit model is used to explore the factors that influence the complexity of commuting behavior changes. Results show that commuters using public transportation drop significantly when sudden outbreaks occur, with 43.5% of them switching to private cars or working from home. The number of residents working from home increases by 14 times. While an outbreak gradually subsides, commuting modes tend to recover, but does not immediately return to the state before the outbreak. Regression model results indicate that commuters aged 40–60 tend to maintain their commuting habits, while younger workers are more flexible on their commuting options. Middle-income commuters, or those living in low-risk areas or near a subway within 800 m prefer to change commuting modes, opting for what they perceive to be safer ways to commute. For commuters living in medium- or high-risk areas and those who are living with people who have non-green health codes, they tend to adjust their commuting modes in real time based on the color change in the health codes and the risk level of the areas they live. The research findings contribute to our understanding of commuting behaviors and targeted management needs during local outbreaks, and can help the government formulate a comprehensive and more effective pandemic prevention policy. [ABSTRACT FROM AUTHOR]

This article examines the legitimising frames young workers in England and Germany apply to precarious work. Through 63 qualitative biographical interviews, the article shows that most young precarious workers saw work insecurity as an unavoidable fact of life whose legitimacy could not realistically be challenged. Four frames are identified that led to precarious work being seen as legitimate: precarious work as a driver of entrepreneurialism; as inevitable due to repeated exposure; as a stage within the life course; and as the price paid for the pursuit of autonomy and meaningful work. The article advances the literature on precarious workers' subjectivity by identifying the frames through which it is legitimised, and by underlining the importance of frames that are currently underexamined. The prevalence of the pursuit of meaningful, non-alienating work as a frame is a particularly striking finding. [ABSTRACT FROM AUTHOR]

This article explores the ideological orientations of 'younger workers' in relation to their experience of precarious employment in Scotland and Greece. Based on 60 semi-structured interviews with workers in hospitality-related occupations in two national settings, it counterposes their actual material conditions to their ideational conceptions, values and worldviews. By interrogating stances on issues such as flexibility, future plans, collectivism and trade unionism, on the ideals of freedom and fairness and on their thoughts about what is possible in their field of work, it enquires about the impact of prevailing market-centred values and neoliberal axioms on younger workers. It identifies tensions, unease and contradictions in workers' 'subjective' articulations and explains how these are not a product of ideology per se but have their causes in the 'objective' realm, the socio-economic conditions prevailing since the financial crisis. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study was to verify the relationship of servant leadership with employee work engagement and turnover intention. Design/methodology/approach: A quantitative survey (N = 213) was conducted with a group of young respondents (aged 20-29) from various companies in Poland. Correlation and mediation analyses were conducted in addition to path analysis based on maximum likelihood (SEM). Findings: Service leadership was negatively correlated with the intention to leave work. Work engagement was a partial mediator of the influence of superiors’ servant leadership on subordinates’ turnover intention. The examined phenomena were independent of the respondent’s hybrid workplace or gender. Research limitations/implications: Limitations include a lack of representativeness and nonrandom selection of the sample. Another limitation is the cross-sectional nature of the study. It is worth repeating this type of research with representative groups. Practical implications: It is advisable to implement t the concept of servant leadership in enterprises to enhance the work engagement of the youngest generations of employees. Originality/value: The study provides new information with Polish respondents. [ABSTRACT FROM AUTHOR]

Purpose: identification of differences in methods, forms and IT channels of knowledge transfer used in employee peer and multigenerational groups. Design/methodology/approach: preferences for knowledge transfer in peer groups were assumed on the basis of a benchmark survey conducted by researchers at Jagiellonian University in 2020. On the other hand, preferences for knowledge transfer in multigenerational groups were identified on the basis of original studies conducted in April and May 2023. Findings: it was noted that there are differences in the preferred ways, forms and channels of knowledge transfer in the studied employee groups. Research limitations/implications: The comparative study was carried out in two specific social groups (academic and military), therefore further research should be conducted in other sectors, especially economic ones. Practical implications: a positive phenomenon for businesses is the willingness of younger employees to acquire knowledge through direct contact with older employees with higher seniority. Social implications: a positive phenomenon for businesses is the willingness of younger employees to acquire knowledge through direct contact with older employees with higher seniority. This attitude is conducive to building intergenerational knowledge networks and shaping a knowledge management strategy based on trust, while contradicting the thesis that young employees do not engage in the process of intergenerational knowledge transfer. Originality/value: The basic value of the conducted research is to refute the stereotype according to which young employees prefer functioning in the virtual world and do not appreciate direct relationships; The above stereotype combined with the lack of trust confirmed in the literature resulted in a tendency to separate peer groups, which made it difficult, among others, knowledge transfer. The willingness of young employees to acquire knowledge from older mentors, indicated in this research, should be the foundation for building a knowledge transfer strategy based on intergenerational employee integration and motivational tools (financial and non-financial) encouraging employees to share knowledge. [ABSTRACT FROM AUTHOR]

Introduction: The stereotype content model postulates that different groups evoke different emotions and reactions based on two dimensions: intention toward others (warmth) and competence. Methods: In this study, we used an experimental design and a qualitative approach to investigate how managerial strategies are selected and motivated when a subordinate makes a work task related error but belongs to a group that is stereotypical perceived differently in terms of warmth and competence (age groups with or without a medical condition). Thus 75 employees analyzed one of the five hypothetical cases and described the managerial strategy and motivation for usage. Results: Data revealed that managerial strategies incorporate more active harm elements for younger employees in contrast with vulnerable groups (older employees with unspecified medical conditions, younger or older employees with a medical condition), who benefit from more active facilitation strategies. The strategy usage motivation is also different in the case of younger employees, the control group and the vulnerable groups. Discussion: The study outcomes bring additional evidence to support the stereotype content model theory and the socioemotional selectivity theory, enriching applicability on organizational practice and human resources management. [ABSTRACT FROM AUTHOR]

Background: Kitchen workers face a disproportionately high risk of injuries and illnesses. Yet, despite the ubiquity of kitchen-related injuries, there has been a relative lack of comprehensive research on this topic, particularly in developing countries. Ain Shams University, as a prestigious educational institution with its diverse kitchen staff, provides an ideal setting for studying the challenges faced in professional kitchens. This study aims to measure the prevalence of work-related injuries and illnesses among kitchen workers of two major students' hostels at Ain Shams University in Cairo and to explore their risk factors. Methods: A cross-sectional analytical study involving kitchen staff from two hostels that house students at the university was carried out in 2021. The study involved all kitchen staff in the dorms for students (n = 128). Data was collected using a structured interview questionnaire. Results: The findings showed a significant prevalence of work-related illnesses (81.3%) and injuries (77.3%) among restaurant employees. Age, education, and job type all had a statistically significant relationship with the frequency of work-related injuries over the previous year. Additionally, there was a statistically significant relationship between age, job type, and the frequency of diseases among kitchen workers (p ≤ 0.05). Conclusion: Cooks and other food service employees are more susceptible to occupational diseases and injuries in the workplace. Restaurants and the university hostel authorities should implement preventative measures and policies to lower the risk of harm among these employees by offering occupational health and safety services such as training and education programs, personal protective equipment, and regular health examinations. [ABSTRACT FROM AUTHOR]

Issue Addressed: Construction workers in Australia have suicide rates 84% higher than other workers, with even higher rates for younger and less‐skilled workers. Gatekeeper training (GKT) is a suicide prevention strategy that aims to improve knowledge, attitudes and self‐efficacy to identify and assist individuals at risk of suicide. However, the impact of GKT on long‐term behaviour and suicide prevention is unclear in the construction industry. Methods: Researchers conducted 22 semi‐structured interviews with trained Bluehats, who provide support to their colleagues in the construction industry experiencing mental health difficulties and suicidal distress. Results: Participants reported high levels of motivation and capability due to lived experience of mental health problems or suicide, training, satisfaction from helping others and feeling valued in their work environment. Conclusions: The study highlighted the importance of physical and social opportunities for participants to support their colleagues. The findings reinforced the need to integrate GKT within comprehensive industry suicide prevention programs that provide a range of interventions for workers and ongoing support to trainees to translate their skills into behaviour. Future GKT should include behaviour change approaches to identify and target contextual and individual‐level factors influencing behaviour. So What?: Understanding the potential and limitations of GKT within the construction industry offers invaluable insights for health promotion. Integrating GKT with holistic prevention programs could lead to more impactful strategies, potentially reducing the high suicide rates and fostering a healthier work environment in the construction sector. [ABSTRACT FROM AUTHOR]

The book "Extinction de vote?" by Tristan Haute and Vincent Tiberj analyzes the growing abstention in elections in France and raises the question of whether the vote is in danger of extinction. The authors examine the inequalities that arise due to high abstention, highlighting the overvaluation of the voice of property owners and the elderly, and the undervaluation of the voice of young people and workers. They also explore the history and materiality of the electoral act to understand the relationships with voting. Several experts present different approaches to voting in France, emphasizing the importance of restoring importance to the vote and to the voters themselves. [Extracted from the article]

The COVID-19 pandemic has severely impacted employment worldwide, mainly due to social distancing measures – hard lockdowns especially. Using difference-in-differences (DiD) analysis on Philippine Labor Force Survey (LFS) data, which exploits (1) the preemptive and selective application of a hard lockdown within the country; and (2) the conduct of the LFS coinciding with the imposition of the hard lockdown in April 2020, this study finds that the hard lockdown has a significant impact on employment apart from the general impact of the pandemic. The hard lockdown's effect falls mainly on the intensive margin (weekly hours worked) rather than on the extensive margin (number of employed) per se. While employment and hours worked were generally down during the pandemic, the hard lockdown reduced weekly hours worked by an additional 18 hours. The most heavily affected workers are young male workers with low to medium educational attainment levels; and workers in sectors with low telework potential: Manufacturing, Construction, and Transportation. These results may inform the scope and form of government assistance given the limited fiscal space; and highlight the importance of developing digital skills and technologies to minimize the adverse employment impacts of hard lockdowns. [ABSTRACT FROM AUTHOR]

In today’s digital landscape, digital financial literacy (DFL) has become a critical skill due to the widespread adoption of digital financial services. However, there remains a dearth of research on how demographic factors influence DFL, especially in developing countries like India. Understanding the influence of demographic variables on DFL is critical for evaluating and refining existing policies aimed at promoting digital financial inclusion. This study examines the influence of various demographic factors such as age, gender, marital status, employment class, employment sector, income level and education level on DFL among residents of the National Capital Territory (NCT) of India. The study, which surveyed 499 residents of the NCT, used the Kruskal-Wallis test for independent samples to analyse the data. The results reveal differences in DFL levels depending on age, gender, marital status, employment sector, income level and education. In particular, men, unmarried people, high earners, young adults and employees with a high level of education show a higher DFL level. These findings offer valuable insights for policy makers, financial institutions, and educators to develop interventions tailored to the specific needs of demographic groups to promote digital financial literacy and inclusion across India. [ABSTRACT FROM AUTHOR]

This research paper delves into the diverse leadership styles adopted by hotel managers and their impact on organizational success. By synthesizing existing literature and conducting interviews with industry professionals, we aim to provide a comprehensive understanding of the leadership landscape in the hotel management sector. This study conducts a comprehensive analysis of leadership styles in the context of hotel management, aiming to shed light on the diverse approaches utilized by leaders within this dynamic sector. Effective leadership is crucial in the hospitality industry, where service excellence and guest satisfaction are paramount. However, the nuances of leadership within hotel management have received limited attention in existing literature. Drawing on a combination of theoretical frameworks, empirical research, and industry insights, this research explores the manifestations and impacts of different leadership styles in hotel environments. Through qualitative and quantitative methods, including surveys, interviews, and case analyses, the study captures the multifaceted nature of leadership practices prevalent in the hotel industry. Key objectives include identifying prevalent leadership styles, understanding their effectiveness and challenges, analyzing their impact on organizational outcomes and employee dynamics, and offering recommendations for enhancing leadership effectiveness within hotel management contexts. The study engages with both leaders and employees to gain holistic perspectives on leadership dynamics and their implications. By filling a critical gap in the literature and providing actionable insights, this research aims to empower hoteliers, managers, and industry stakeholders to optimize leadership practices, foster organizational resilience, and drive sustainable growth within the hospitality sector. The findings contribute to advancing both theoretical understanding and practical application of leadership in hotel management. [ABSTRACT FROM AUTHOR]

Background: Policy research aims to provide evidence to inform government policy decisions about health and social care. Engaging and involving the public and patients in this work is widely recognised as essential. Research funders prioritise equality, diversity and inclusion (EDI) in patient and public involvement and engagement (PPIE), but people who are most likely to experience poor outcomes are also those least likely to be involved in research. This paper describes our experience of setting out to understand how to overcome barriers to EDI in PPIE in the research carried out by the National Institute for Health and Care Research (NIHR) Policy Research Unit in Maternal and Neonatal Health and Care (PRU-MNHC), in a PPIE consultation project we called The Listening Series. Methods: We convened five video-recorded online discussion groups involving 20 individuals advocating for groups who are under-represented in our research. Those taking part included people working with Black and Asian women and families, young parents, those from socially deprived backgrounds, and women and families with physical and learning disabilities. Discussions focussed on practical solutions to addressing challenges to people being excluded, and how to improve EDI in our research. Learning and reflection: Five key themes were identified: 'build trust'; 'involve us from the beginning'; 'show us impact'; 'use clear, appropriate and inclusive communication'; and 'imagine life in our shoes'. We used the learning to create a guidance document for researchers and an accompanying 15-minute film. We also took practical steps to embed the learning strategically by expanding our Task Group for PPIE in the PRU-MNHC to include four Listening Series invitees with a remit to champion EDI in our research and ensure that it is embedded in our PPIE activities. We continue to reflect on and work to address the associated challenges. Conclusions: The Listening Series helped us rethink our processes for inclusion to go beyond traditional methods of involvement and engagement. The themes identified pose challenges that require time, resource and empathic engagement from researchers to be meaningfully resolved. This has implications for policy makers and research funders who need to consider this in their processes. Plain English Summary: What we know: It is important that health care researchers involve patients and the public from a wide range of social and ethnic backgrounds in research, but we know that this often does not happen. We are a group of researchers and patient/public representatives, working in research to improve care for pregnant women and babies. We wanted to find out how to involve people from more diverse backgrounds in our research. What we did: We organised five online discussion groups with 20 people working with Black and Asian families, young parents, those from socially deprived backgrounds and parents with physical or learning disabilities. We asked them what we should do to involve a wider range of people in our research. We called this The Listening Series. We summarised the most important things people said in a written guide for researchers and a short film. We then asked people who had been invited to take part in The Listening Series to join us to develop new ways of working together. What we learned: The five themes we identified were: 'build trust'; 'involve us from the beginning'; 'show us impact'; 'use clear, appropriate and inclusive communication'; and 'imagine life in our shoes'. In summary, researchers need to take the time to build trusting relationships with patients and the public; actively listening and learning from them. This can be challenging for researchers and patient representatives. Research funders need to allow time and money for this to happen in a meaningful way. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic caused a significant decline in output, as well as economic policies aimed at mitigating the negative effects of the pandemic. Both of these factors had an impact on the labour market. This paper investigates changes in employment across groups of workers during the coronavirus pandemic in Poland and the effect of output on these changes. Firstly, it examines changes in employment growth rates across different groups of workers in 2020. Secondly, the paper analyses the impact of the coronavirus crisis on employment by comparing actual and predicted employment growth during the pandemic period (2020). Using Okun's law, Ordinary Least Squares, and quarterly data, the elasticities of employment growth with respect to GDP growth in the pre-pandemic period (2003–2019) are calculated. These elasticities are then used to estimate projected employment growth during the pandemic. The results suggest that the total employment response to output change was relatively small, compared to the historical pattern. However, the response was unequal across groups of workers. The youngest workers, particularly women, and those with temporary employment contracts were most affected by the pandemic. [ABSTRACT FROM AUTHOR]

Technological progress may be less beneficial for older workers than younger workers. In this paper, we empirically examine the relationship between technological change and the wage share of old workers. More specifically, we look at five different types of technological advancement using data from 30 European and Asian countries at the forefront of global population aging. Our findings indicate that recent technological developments centered on information and communication technology, software, and robots do not adversely affect old workers. One possible explanation is that old workers may be more open to and capable of learning new technologies than widely presumed. [ABSTRACT FROM AUTHOR]

Royal jelly is a thick, milky white secretion from the palatine glands of young worker bees. As a natural bee product, it finds wide application in various fields, including food and health care products. One of the unique components of royal jelly is 10-hydroxy-2-decenoic acid (10-HDA), a medium-chain unsaturated fatty acid. 10-HDA possesses several active functions, such as antibacterial, anti-inflammatory, anti-tumor, blood sugar regulation, blood lipid control, and anti-radiation properties. The extraction of 10-HDA from royal jelly can be efficiently achieved through physical adsorption or organic solvent treatment. Additionally, 10-HDA can be synthesized by various chemical reactions using substances such as 8-hydroxyoctanal and 1,8-octanediol. In recent years, utilizing microorganisms for 10-HDA production has gained significant attention owing to its low cost and low pollution characteristics. This method has become a research hotspot. This article provides a summary of the physicochemical properties, physiological active functions, and different methods of 10-HDA production. Furthermore, it briefly discusses the advantages and disadvantages of these production methods and highlights the existing problems and prospects to offer valuable reference and information for further in-depth research on 10-HDA. [ABSTRACT FROM AUTHOR]

This paper aims to investigate the moderating influence of the quality of access to internet and digital skills on the factors that influence the intention to use fintech services among the young working population in India. We use the Theory of Planned Behavior to examine the intention to adopt financial technology in a rapidly technologically transformative Indian landscape. We conducted an empirical investigation on 324 young workers in India using the survey method. The TPB model's relevance in an Indian context is validated. Attitude, perceived behavioral control, and subjective norms together accounted for 48.7% of the variation in the intention to use fintech services. The quality of internet access significantly moderated the positive effect of young workers' attitudes on their intention to use fintech. Digital skills significantly moderated the positive effects of attitude and perceived behavioral control on intentions to use fintech services. India is considered a very fast adopter of digital technology. In India, the use of electronic channels in financial service delivery is on the rise. With the wide geographic dispersion and huge population, the quality of internet access and digital skills can influence the intention to use fintech services. There can be vast differences in the behavioral mindset of people in a developing country like India compared to that of a developed one regarding the use and adoption of digital platforms for accessing financial services. Developers and regulators must adopt approaches and policies that consider these behavioral factors. This paper examines the Theory of Planned Behaviour in the context of a rapidly transforming behavioural context in India with the adoption of technology-based financial services. The importance of quality internet access and digital skills as factors moderating the adoption of technology is examined in this paper, unlike many previous studies. [ABSTRACT FROM AUTHOR]