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Increasingly, men are challenging the assumption that care is a feminine task and are involving themselves in childcare and the care of dependent adults. However, this does not necessarily have consequences for their work, as they very rarely make costly adaptations in their working lives. In this study, we propose a definition of a man in care (MIC) as a working father who, in order to meet care needs, has adapted his working life in a way that potentially entails a financial penalty. We analyze the prevalence of men in care among men living with children below the age of 15 across the EU‐27 plus Iceland, Norway, Switzerland, and the UK using recent representative data (the European Labour Survey and its 2018 ad hoc module on work‐life balance). We find that although the number of men engaging in costly work adaptations is still very low when compared to their female counterparts, the characteristics of these men can be clearly outlined: they have a non‐manual occupation (managers excluded), they have temporary contracts or are self‐employed, they are partnered to women who hold jobs of 40 or more hours a week and have a high educational attainment, and they work in family‐friendly companies. Also, at the context level, the prevalence of MIC is clearly related to gender equality and values. However, we do not find evidence of any country having reached the universal caregiver model proposed by Nancy Fraser, including those with more advanced gender and welfare regimes. [ABSTRACT FROM AUTHOR]

This study investigates connections between personal value preferences, satisfaction with different facets of the job and burnout among high‐tech workers. The study's sample included 175 individuals (43% females) working in the high‐tech industry in Israel. A high level of satisfaction with work content was associated with low burnout and high professional accomplishment, and satisfaction with coworkers was associated with low burnout. Satisfaction with supervisor, salary and promotion opportunities did not affect high‐tech workers' burnout and professional accomplishment. A high preference for achievement values was associated with high professional accomplishment. A high preference for power values was associated with low satisfaction with all job facets. In addition, power values increased burnout indirectly by reducing satisfaction with work content and coworkers. Power values also decreased personal accomplishment indirectly by reducing satisfaction with work content. A high preference for self‐direction values was associated with high satisfaction with salary and promotion opportunities. Finally, high preferences for achievement and universalism values were associated with high satisfaction with promotion opportunities. The theoretical and practical implications of the obtained results are discussed. [ABSTRACT FROM AUTHOR]

Music composers exemplify precarious work: they historically have been freelancers and have relied on multiple jobs to subsidize their creative work. We focus here on the gender pay gap amidst such precariousness—heeding their income earned solely from composition and from the totality of jobs recently held. There is no gender pay gap when it comes to income earned from composition but there is a significant gap for income earned from all jobs, showing that women composers face relative disadvantage in subsidizing their creative work. We also find that men and women composers experience different and racialized returns to their capitals and career positioning when navigating precarious work. These findings have lessons for multiple literatures—including those on the new sociology of work and on creative careers. [ABSTRACT FROM AUTHOR]

Political battles over strip clubs' existence are informed by research, but existing literature neglects a central component of strippers' work. This study analyzes strippers' pole work and heeds dancers' calls to incorporate their voices. It provides an overview of why strippers engage in this skilled and often voluntary physical labor (drawing from social learning theory), and portrays the functions of poling utilizing concepts from the sociology of work. The study is based on ethnographic data, primarily in-depth interviews with strippers. It develops ideas in the sociology of work by demonstrating how in a non-standard work environment like strip clubs, relative autonomy allowed workers to diversify the end game or work goals despite controlling and self-alienating aspects of the job. Strippers were able to engage in what we refer to as skill optioning (making the most of their skills to leverage gains). The result was that some strippers developed the physical skill of poling and performed for more than monetary rewards; it helped give their work more meaning and enjoyment. Poling built physical capital, minimized emotional labor, developed social networks, and provided psychological benefits. [ABSTRACT FROM AUTHOR]

The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work-family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a femaledominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child's family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work-family support did not. Findings deepen the understanding of why and when workplace incivility influences employees' family lives, as well as point to future intervention strategies. [ABSTRACT FROM AUTHOR]

While inadequate relationships in the workplace pose a significant psychosocial risk, quality interpersonal relationships can contribute to positive effects and prevent negative outcomes. Erskine's model of relational needs, not yet studied in the work environment, can provide a more detailed understanding of the needs employees experience in their workplace relationships. We adapted the general Relational Needs Satisfaction Scale (RNSS) for coworker relationships and examined the factor structure of relational needs in the workplace and their connections to various work aspects. The sample comprised 273 participants, including both employees and students, in a workplace setting with coworkers. The results show that the Workplace Relational Needs Satisfaction Scale (W-RNSS) is a valid and reliable instrument (a = 0.93 for the total scale and 0.77 < a < 0.89 for the subscales) for measuring relational needs in coworker relationships. A bi-factor model was the most suitable for describing the data (χ2/df = 1.94, CFI = 0.95, TLI = 0.94, NNFI = 0.94, RMSEA = 0.06, SRMR = 0.04, AIC = 13289.27, BIC = 13506.29), confirming the previously supported 5-factor structure and the general factor. Satisfaction of relational needs was associated with higher work satisfaction, increased work engagement, greater motivation and lower burnout, underscoring the importance of quality interpersonal relationships among employees. W-RNSS shows potential for researching connections with other work aspects and practical applications in prevention and intervention strategies. [ABSTRACT FROM AUTHOR]

Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee's application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify the values held by employees in their workplace in the light of the literature review. Design/methodology/approach: A literature analysis and critique was applied. A nonsystematic literature review was conducted using Google Scholar and PubMed scientific databases. The scientific items were complemented by industry literature and online sources on the issues addressed. Findings: The broad spectrum of people's values in the work environment is derived from their personal values, age, gender, and race, as well as the industry they work in, company policies, and team relationships. Some values may become obsolete and lose their validity over time. There are also those we are only reminded of in crises, such as safety in the workplace. Research limitations/implications: The literature review was based only on two selected scientific databases, Google Scholar and PubMed. Moreover, the literature search used a specific combination of keywords using a Boolean operator, which may have omitted other scientific items in the database. Practical implications: An employer should examine the values of its employees to create optimal working conditions. Employees work better when surrounded by people with similar values, enhancing loyalty and job satisfaction. Employees’ values in the workplace evolve depending on their personal and professional life stages. Social implications: Differences in the values valued by employees should be considered in human capital management and in creating the conditions for the proper performance of job duties. Conscious management by values (ethical-social, emotional-developmental) is the basis for building employee well-being in a diverse work environment. Originality/value: The treatment of issues treating the values professed by employees in the workplace is based mainly on foreign literature on the subject, enriching the previous scientific output on human capital in the enterprise, signalling the authors' contribution to the development of the discipline of management and quality sciences. The article primarily addresses researchers and scholars dealing with human resource management, organisation values, and work sociology. The work may also interest students in sociology, psychology, and pedagogy. In addition, the article is of value to managers and leaders of groups and teams dealing with organisational behaviour and communication in organisations. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the study is to present research results regarding the opinions of Generation Z representatives regarding the working hours of remote work. The characteristics of the generation predispose its representatives to this form of work, they seem almost perfectly suited to its requirements and the benefits it brings. Design/methodology/approach: In the analysis of the material obtained as a result of the research, cluster analysis was used, and the Kendal tau, R-Spearman and Gamma correlation indices were used to assess the relationship between the defined working hours of remote work. Findings: The conducted cluster analysis draws attention to eight areas determining the opinions of Generation Z employees regarding remote work, including: intra-organizational communication, employee relations, technical aspects of communication, organizational learning, availability of knowledge, operational efficiency, well-being/convenience and work comfort. The analysis of correlation indicators indicates that representatives of the studied age group attach great importance to the social aspects of work, appreciating the importance of employee relations. They also note that the social work environment plays a large role in the processes of organizational learning and, consequently, in improving one's own operational efficiency. The dominant majority of respondents would prefer to work on a stationary basis or hybrid form in the future. Research limitations/implications: In order to dwell upon the underlying causes of this situation, it should be recommended to proceed with further in-depth qualitative research. Originality/value: The paper reveals new aspects that play crucial role in shaping Generation Z attitude to online work. [ABSTRACT FROM AUTHOR]

Due to technological developments that have changed the way people work, office interiors are also evolving and there has been an accelerating transition from conventional offices to shared workplaces since the rise of flexible working. These coworking spaces are intended to offset the negative effects of home-office and remote working, such as isolation and lack of collaboration. However, coworking places are more likely to improve performance and well-being when their users are given control. Accordingly, drawing on the concept of control developed by Evans and McCoy (1998), this study analyzed the satisfaction of coworking space users in terms of key control-related design factors, namely flexibility, indoor environmental control including thermal quality, air quality, visual quality, acoustic quality and furniture and layout, privacy, and territoriality. Data were collected via a survey conducted of the users of Originn Coworking Offices, İzmir, and via interviews with its founders. The findings indicate that users feel more satisfied resulted with an increased job satisfaction and productivity if they have control over their space. These findings can guide professionals in designing and constructing shared offices to meet the expectations of users, and in designing and developing existing coworking spaces. [ABSTRACT FROM AUTHOR]

Copyright of Wirtschafts- und Sozialwissenschaftliches Institut Mitteilungen is the property of Nomos Verlagsgesellschaft mbH & Co. KG 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.)

Drawing upon the conservation of resources theory, we investigate the serial mediation relationship between co‐worker incivility, work engagement, turnover intentions and knowledge hiding. We also examine the moderating effects of employee cynicism in the incivility–knowledge–hiding relationship through work engagement. We found that the negative relationship between co‐worker incivility and knowledge hiding is complex and mediated by work engagement and turnover intentions. Incivility, as a negative workplace stressor, triggers a negative work‐related state of mind (work engagement) and withdrawal cognition (turnover intentions), which in turn lead to knowledge hiding (behaviour). Finally, the mediated relationship between incivility and knowledge hiding through work engagement was moderated by cynicism, such that the association is more robust when cynicism is high. [ABSTRACT FROM AUTHOR]

The present study investigates the impact of job satisfaction on work-life balance among the staff members of LIVA Kitchens and Interiors Excellent Enterprises, located in Palakkad District. It looks at the elements that affect work-life balance and employee job satisfaction. This study examined the work-life balance and job satisfaction levels of sixty workers of the Enterprises. The findings demonstrated that workers at this institution had a higher degree of agreement with their perceptions of their jobs. The majority of workers expressed satisfaction with their general job security, the workplace culture, their relationships with co-workers and their employer, as well as their pay from the company. The survey also discovered that workers of the enterprise have a mediocre degree of job satisfaction. The results also showed that there is an association between work-life balance and job satisfaction, and the changes in job satisfaction influences the changes in work-life balance. [ABSTRACT FROM AUTHOR]

This paper analyses the self-representations of Portuguese media professionals and their work practices. Utilizing data from a broader empirical study, this paper delves into the dynamics of influence among various actors within newsrooms. Based on journalists' perceptions of the content, the methods they use to assess the quality of the news are also identified. To address these enquiries, a survey was conducted among professionals engaged in the news production process. This sample comprised 72 individuals from various sectors of newsrooms, including photographers, designers, IT professionals, social media managers, and videographers. The main results indicate that seven out of ten respondents acknowledged their reliance on colleagues in newsrooms for success. Furthermore, the data suggest that there are no significant disparities among different professionals, with personal satisfaction emerging as the primary criterion for assessing the work quality. It is notable that almost twice as many women tend to indicate the low impact of the journalist on their work compared to male respondents. Moreover, most respondents stated that there is space for hybrid professionals in newsrooms. [ABSTRACT FROM AUTHOR]

Police officers face challenges from operational and organizational stressors. Officers often have access to stress relief programs offered by their employers, such as peer support programs, employee assistance programs, or chaplaincy programs. Using survey data from 247 police officers in a large metropolitan agency in CA, this exploratory study examines police officers' likelihood to utilize stress relief programs (SRPs) based on prior utilization, perceived stigma, and confidentiality of the process. Additionally, officer selection of program is assessed. Findings illustrate that officer utilization of SRPs is negatively influenced by perceived coworker stigma, while supervisor stigma was not influential. Belief in the confidentiality of the program and prior utilization of an SRP is positively associated with SRP utilization. In terms of selecting a specific SRP, only prior utilization was found to be a factor. Suggestions for department policy to promote utilization and confidentiality and reduce stigma are discussed. [ABSTRACT FROM AUTHOR]

Opting career is one of most important choice in pupils' life. The right choice ensures success in their personal and professional life. This research aimed to examine the impact of career counselling sessions and vocational guidance methods on the pupil's career choices of 8th-grade students in Bahawalpur. Students were randomly assigned to control and experimental groups across four different elementary schools (2 boys & 2 girls' schools, public & private). A validated online questionnaire adapted from Minnesota Career Cluster Interest Survey was used to collect the data. The results revealed significant differences in career choices between the two groups after treatment. Data analysis using SPSS-21 showed that the availability of a career counselor/teacher and attendance at counseling sessions were strongly associated with students' career choices. The study found that parental education level was a vital factor, as about 3-quarters of students tended to follow their parents' professions & advice rather than exploring other options. Study recommends that incorporating compulsory counseling programs in social & behavioral sciences curricula across elementary schools to better support the students' career decision-making. [ABSTRACT FROM AUTHOR]

The study will contribute to the knowledge hiding literature by providing interesting insights in trickledown effect of supervisor knowledge hiding on subordinate knowledge sharing behavior with the co-workers, while; here, LMX as mediator would extend literature of knowledge hiding. Drawing on SET & COR theory by using cross-sectional data collected over structured questionnaire from employees of TEVTA organization, the research will be a considerable addition in both knowledge hiding and knowledge sharing literature. It would also provide the considerable knowledge in OB studies where personality traits i.e., agreeableness as moderator will influence upon relationship of LMX and knowledge sharing by subordinate with coworkers. It argues that, the effects of supervisor knowledge hiding (predictor) not stop at subordinate end while it transmits (trickledown) in coworker and badly affect their social well-being (outcome). More interestingly, agreeableness will moderate relation of LMX & subordinate knowledge sharing behavior with co-workers while the COR will support to author's stance. In addition, theoretical and practical implications of the study are also a key point of the present research. [ABSTRACT FROM AUTHOR]

Scholarship on the graduate labour market, preoccupied by structure, agency, and power, has largely focused on the market's discursive composition. It has not yet paid significant attention to the concrete, material apparatus of the market and how this shapes market outcomes. In contrast, we approach the construction of the graduate labour market from a new materialist perspective and with reference to the growing literature of 'market studies'. We consider the empirical case of a graduate recruitment hackathon to show how the hackathon's material features were implicated in enacting a specific occurrence of the graduate labour market. The agendas of the hackathon's designers and their visions of the graduate labour market were enacted in the hackathon's material arrangements, but this enactment was not always reliable: in some instances materiality resisted and erased corporate agendas. Our article contributes to the sociology of work by highlighting the dynamic relationship between materiality and power (re)production in the graduate labour market. [ABSTRACT FROM AUTHOR]

The majority of theory and research on aggressive humor has predominantly focused on the perspective of the direct victim, while the third-party viewpoint has received limited attention. Integrating social information processing theory with trust literature, we propose that coworker-targeted leader aggressive humor weakens observers' organizational citizenship behavior (OCB) by undermining the observer's cognitive and affective trust in leaders. Furthermore, we suggest that these effects critically depend on the quality of observers' LMX with leaders. Results from a field study involving 211 leader-observer dyads (Study 1) and a two-wave field study using 285 employees (Study 2) provide support for the proposed model, yielding several new insights. Specifically, the results reveal that witnessing coworker-targeted leader aggressive humor reduces observers' cognitive and affective trust in leaders, consequently hindering their organizational citizenship behavior (OCB). Furthermore, we find that while high-quality LMX between observers and leaders buffers the negative effect of coworker-targeted leader aggressive humor on observers' affective trust in leaders, it doesn't alleviate the negative effect on cognitive trust. Overall, our study extends the literature on aggressive humor and provides meaningful implications for practitioners. [ABSTRACT FROM AUTHOR]

Unethical interpersonal interactions such as coworker undermining has been a major issue in organizations as they add stress to the workplace and make it unappealing for others. The extant research focused on the victim's perspective; however, actor's perspective has been overlooked so far. Based on the social identity theory (SIT), we focused on the actor's perspective and investigated how coworker undermining transforms into organizational citizenship behavior towards individuals (OCBI). By doing so, we introduced the actor's regret as a key mediating mechanism to explain the interactive effects of coworker undermining and organizational identity (OI) on OCBI (i.e., the mediated moderation model). The findings, based on time-lagged, dyadic data (N = 31 supervisors and 400 employees) from the textile sector, in Pakistan showed that high-OI employees who engaged in coworker undermining behavior realize their fault and are regretful for their offense, this regret then leads them to exhibit OCBI. This study contributes to the undermining and OCB literature by focusing on the actors' perspectives. [ABSTRACT FROM AUTHOR]

The aim of this paper is to analyze the development of labor studies in Mexico, both from the point of view of the evolution of the thematic field and its articulation with social and economic changes that have taken place in recent decades. Through a review and analysis of relevant studies, the ways in which the field has professionalized, specialized, and acquired a more solid institutional framework are illustrated. At the same time, some of the limitations of these studies are examined and future challenges are pointed out, considering recent changes in the labor markets and occupations. Transformations brought about by the irruption of digital technologies and new national and international regulations such as those derived from the T-MEC, are mainly highlighted. [ABSTRACT FROM AUTHOR]

In this article, we analyse the working conditions of Venezuelan migrants, who participate in delivery work in Argentina, based on a conceptual discussion on the 'precarisation' processes of migrant workers in the countries of the global south. The labour conditions of workers in South America have historically deteriorated for several decades, but its effects have intensified after the COVID-19 pandemic. This analysis is focused on the dynamics of Venezuelan migrant labour within digital platforms in Buenos Aires, contrasting data obtained between 2019 and 2020 from two surveys and interviews conducted with this population. Drawing upon contributions from the sociology of migration and the sociology of work, this article seeks to understand how irregularised migrants employed in the platform work, at the intersection of super-exploitation and super-exposure to contagion, have been brutally affected by the expansion of delivery work. [ABSTRACT FROM AUTHOR]

Purpose: People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip. Design/methodology/approach: A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4. Findings: Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms. Research limitations/implications: Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling. Originality/value: This paper contributes to the restaurant literature on affective emotional responses to coworkers' judgment-driven behavior from new perspectives. [ABSTRACT FROM AUTHOR]

Background: European epidemic intelligence (EI) systems receive vast amounts of information and data on disease outbreaks and potential health threats. The quantity and variety of available data sources for EI, as well as the available methods to manage and analyse these data sources, are constantly increasing. Our aim was to identify the difficulties encountered in this context and which innovations, according to EI practitioners, could improve the detection, monitoring and analysis of disease outbreaks and the emergence of new pathogens. Methods: We conducted a qualitative study to identify the need for innovation expressed by 33 EI practitioners of national public health and animal health agencies in five European countries and at the European Centre for Disease Prevention and Control (ECDC). We adopted a stepwise approach to identify the EI stakeholders, to understand the problems they faced concerning their EI activities, and to validate and further define with practitioners the problems to address and the most adapted solutions to their work conditions. We characterized their EI activities, professional logics, and desired changes in their activities using NvivoⓇ software. Results: Our analysis highlights that EI practitioners wished to collectively review their EI strategy to enhance their preparedness for emerging infectious diseases, adapt their routines to manage an increasing amount of data and have methodological support for cross-sectoral analysis. Practitioners were in demand of timely, validated and standardized data acquisition processes by text mining of various sources; better validated dataflows respecting the data protection rules; and more interoperable data with homogeneous quality levels and standardized covariate sets for epidemiological assessments of national EI. The set of solutions identified to facilitate risk detection and risk assessment included visualization, text mining, and predefined analytical tools combined with methodological guidance. Practitioners also highlighted their preference for partial rather than full automation of analyses to maintain control over the data and inputs and to adapt parameters to versatile objectives and characteristics. Conclusions: The study showed that the set of solutions needed by practitioners had to be based on holistic and integrated approaches for monitoring zoonosis and antimicrobial resistance and on harmonization between agencies and sectors while maintaining flexibility in the choice of tools and methods. The technical requirements should be defined in detail by iterative exchanges with EI practitioners and decision-makers. [ABSTRACT FROM AUTHOR]

This document provides a list of contributors to the journal Rethinking Marxism. The contributors come from diverse backgrounds and specialize in various fields such as environmental history, philosophy, sociology, feminist studies, and economics. Their research interests include topics such as labor rights, globalization, feminism, intersectionality, and political economy. The contributors have published books, articles, and essays on these subjects and are affiliated with universities and research institutions around the world. [Extracted from the article]

Purpose: The paper aims to provide an understanding of how the transfer of progressive human resource management (HRM) practices may or may fail to render multinational enterprises (MNEs) institutional entrepreneurs creating change in job quality and decent work to underprivileged workers in the low-pay retail sector in Japan. Design/methodology/approach: The paper draws on survey questionnaire data and interviews with workers and management in a foreign retailer in Japan. Findings: The findings suggest that even where MNEs may provide some measurable material improvements in job quality, in this case equal pay for equal work, the total outcomes are nevertheless shaped by institutional context and constraints. In this case, the improvement in pay was intertwined with flexibility demands that were possible to meet for some workers but not others. In particular, women with care responsibilities and competing demands on their time were not able to experience "decent work" in the same way as others. Research limitations/implications: The study had a relatively low response rate, due to lack of discretion over time experienced by workers in Japan, as well as limited data on program outcomes, with interviews conducted with a small number of participants. Practical implications: The study suggests that spaces and opportunities exist for MNEs to diverge from dominant practices in given host country locations and exercise a level of agency as emissaries of decent work but successful outcomes require a very thorough understanding of individual worker experiences within the institutional constraints of given environments. Social implications: The study offers insights into the complexities of initiatives by MNEs to contribute to the provision of decent work, particularly for workers in underprivileged positions including women in low-pay sectors such as retail, as firm-level practices lead to variable outcomes when filtered through local institutions. Originality/value: The study brings together a focus on firm-level practices that inform much of the international HRM and international management scholarship with an emphasis on the experiences of workers, which is pursued in the sociology of work, to investigate whether MNEs can be actors in the realising of the Sustainable Development Goals around decent work. [ABSTRACT FROM AUTHOR]

Researchers have recently become quite interested in the knowledge-hiding behaviors of employees. Therefore, the study aims to examine the effects of perception of organizational politics, coworkers' incivility on knowledge hiding behavior of employ with moderating role of job stress. The researcher adopted a cross sectional research design to collect data from the education sector employees of Islamabad and Rawalpindi regions by using purposive sampling technique. Data was analyzed through SPSS 24. The findings confirmed the effects of perception of organizational politics, coworkers' incivility on knowledge-hiding behaviors. Furthermore, the finding also confirmed the moderating effect of job stress on the relationship perception of organizational politics, coworkers' incivility on knowledge-hiding behaviors. [ABSTRACT FROM AUTHOR]

Located at the intersection of scholarship on critical higher education (HE), the casualisation of the academic workforce and studies of digitalisation and online platforms in Higher Education (HE), this article examines the impact of online programme management companies (OPMs) on academic labour. OPMs partner with universities to provide core teaching functions while relying on the labour of increasingly casualised, often outsourced academics. We use a composite case study to illustrate how OPMs work in partnerships with universities to reorganise academic work. We discuss this model vis-a-vis the theoretical concepts in the digital HE, platform labour and sociology of work literature, elaborating on how the new forms of casualised labour in HE undergo real subsumption by technology-mediated programmes operated by OPMs. On this foundation, we discuss the possible implications and draw out questions for future research and trade union activity, two arenas where, we argue, more attention needs to be paid urgently to casualisation and the outsourcing of teaching through digital platform-mediated programmes. [ABSTRACT FROM AUTHOR]

People with good self-management skills can effectively regulate and control their feelings, thoughts, and actions in a range of situations. Strong self-management skills allow employees to set goals on their own while making every effort to achieve them. Such employees understand how important it is to control their emotions and behavior at work. Employers like people with high self-management skills since it can be challenging for someone to control their emotions and thoughts. As a result, they might end up shouting at a client and saying harsh things to their coworkers. Self-management skills enable people to exercise more selfcontrol, which leads to wiser professional judgements. Important jobs and activities, as well as fulfilling research goals, call for little diversion and a good capacity for concentration (4). The most crucial tasks are identified, prioritized, and concentrated on by researchers, who also try to avoid distractions. In order to efficiently handle their time, simplify daily tasks, and keep crucial information and things close at hand, researchers create organizational systems. Finally, they get ready to start the job at hand. They arrive early for classes, meetings, and presentations. After leaving for the day, they make plans for the next day. A novel and effective MCDM is designed based on the separation to the mean solution evaluations (EDAS). In this manner, alternatives are chosen depending on how much they deviate analysis, the EDAS approach (Avg evaluation adjusted for distance from solution) is the best choice. The solution with the greatest separation from the ideal is short range and negative, although the comparison between these distances is insignificant. Alternative: Overall sample n 605, 6th graders in 309, 8th graders in 296. Self-management strategies, perceived barriers, Perceived barriers, Outcome expectancy. Results: From the result it is seen that Outcome expectancy is got the first rank where as is the perceived barriers is having the lowest rank. Conclusion: As a result Outcome expectancy ranked first while perceived barriers ranked lowest [ABSTRACT FROM AUTHOR]

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies 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.)

In recent years, there has been extensive attention on how to leverage social influence to promote green consumption and achieve environmental effects. Based on observation learning theory, this study examines how a coworker's workplace green behavior incidentally influences an observer's green purchase. The study includes one online experiment and one field survey with multiple time data. Results show that exposure to a frequently interacting coworker who exhibits green behavior in the workplace subsequently has an incidental effect on the observer's green purchase. Concern for the environmental action mediates the above incidental effect, and the mediating effect of concern for the environmental action is moderated by the perceived status of the coworker who conducts green behavior in the workplace. These findings identify the important social influence of coworkers' green behavior and provide theoretical benefits for encouraging green behavior in the workplace. [ABSTRACT FROM AUTHOR]

The devastating Covid-19 pandemic forced health workers to adapt quickly to uncertain circumstances, increasing moral burden, excessive workload, and limited rest time. Many adversities in the hospital setting may increase stress levels due to prolonged and uncertain pandemics. Coworker support and self-compassion are two protective factors that may help health workers to manage stress during the pandemic. This study examined the contribution of coworker support and self-compassion to stress among health workers during the pandemic. A quantitative correlational study using simple random sampling to select samples from a list of referral hospitals for Covid-19 in the Malang area. One hundred seventeen health workers from six randomly selected referral hospitals for Covid-19 completed three instruments: the stress subscale of Depression, Anxiety, Stress Scale 21 (DASS-21), Coworker Support Scale, and Self-Compassion Scale (SWD) adapted to the Indonesian population. The linear regression showed that only self-compassion predicted stress levels among health workers. In contrast, coworker support and self-compassion did not contribute simultaneously to the stress levels of health workers during the pandemic. Therefore, maintaining self-compassion is vital to coping with stress while providing adequate health care during health crises. [ABSTRACT FROM AUTHOR]

Journalistic work has become increasingly precarious. Labor conditions in the profession meet several criteria of precarity, as established in the sociology of work. Journalists, especially freelancers, often have low and unstable incomes and only limited access to social insurance. Thus far, precarity research in journalism has primarily focused on empirical investigations of precarious employment rather than on theorizing how journalists actually perceive these working conditions. This paper proposes a theoretical model that determines the factors of security and insecurity that can lead to a stronger or weaker perception of precarity. Drawing on a review of the precarity literature, the model allows for subjectivity within the precarious experience of journalists. It shows that family responsibilities and personality traits belong to the subjective factors influencing journalists' perceptions of precarity. In addition, perceptions of insecure employment conditions depend on the life stage of the worker. We strongly recommend a multidimensional approach that captures not only the objective conditions of work but also journalists' subjective sense of precarity. [ABSTRACT FROM AUTHOR]

Objective: The objective of this research was to determine the bonding profile of a sample of coffee harvesters in the municipality of Circasia, Quindío. Methodology: The design was based on a quantitative approach, descriptive in nature, and exploratory in scope. Fifty coffee harvesters were interviewed through non-probabilistic purposive sampling. The information was collected using The Tennessee Self-Concept Scale, Social Well-Being Scale, Rootedness to Place Scale, and Perceived Social Support Scale. Results: It was found that harvesters show low percentiles in social contribution and cultural rootedness. Likewise, some associations between variables were found, among which the association between the perception of familial relationships and social acceptance (X² = 10.409; P = 0.03), and also between relationships with coworkers and cultural rootedness (X² = 12.041; P = 0.00). The study variables were correlated; most correlations are reported between the dimensions of perceived social support and self-concept. Conclusions: It is concluded that the Bonding profile corresponding to the indicated sample is constituted on the basis of the perception of social and familial support, and that these are related to the capacity for rootedness and self-concept. [ABSTRACT FROM AUTHOR]

Copyright of Sociología del Trabajo is the property of Universidad Complutense de Madrid 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 Sociología del Trabajo is the property of Universidad Complutense de Madrid 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 Sociología del Trabajo is the property of Universidad Complutense de Madrid 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 Sociología del Trabajo is the property of Universidad Complutense de Madrid 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.)

This article investigates the relationship between well-being at work (WBW) and organizational commitment (COMM) and explores different perspectives on their association. The study used a survey of 360 workers and found a cyclical association between WBW and COMM. The study highlights the complexity of this relationship and calls for further research to understand it more comprehensively. The document is a list of references cited in a research paper on the topic, providing various studies and papers that explore different aspects of well-being and its relationship with organizational commitment. [Extracted from the article]

Copyright of Turkuaz International Journal of Socio-Economic Strategic Research / Turkuaz Uluslararası Sosyo-Ekonomik Stratejik Araştırmalar Dergisi is the property of Turkuaz Uluslararasi Sosyo-Ekonomik Stratejik Arastirmalar Dergisi 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 Campus Virtuales is the property of Campus Virtuales 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.)

Purpose: The study aims to examine the moderating influence of perceived co-worker support in the nexus between compulsory citizenship behaviour, job involvement and social loafing amongst university interns. Design/methodology/approach: Four hundred and sixty-two) respondents took part in the study by completing a self-reported questionnaire distributed via online WhatsApp platform. The respondents were selected using multistage sampling technique. The data were processed and analysed using IBM SPSS version 24 and PLS-SEM, respectively. Findings: Results reveal interns' experience of compulsory citizenship behaviour positively influences their social loafing and negatively influences their job involvement. Furthermore, the support received from co-workers' reduces the negative influence of compulsory citizenship behaviour on interns' (1) social loafing and (2) job involvement. Research limitations: The study's main limitations have been identified as the type of organisation in which the internship was completed and the number of years of internship experience. Future research may seek to address this problem by obtaining data from a cohort that is categorised based on the nature of the organisation and duration of the internship. Practical implications: Perceived co-worker support has been found to reduce the negative effects of interns' compulsory citizenship behaviour on their job outcomes. It is recommended that organisations establish a supportive work environment to assist interns. This can be achieved through various means, such as engaging in team-building activities and assigning mentors, among other strategies. Originality/value: One of the first to have examined a model linking compulsory citizenship behaviour, job involvement, social loafing and perceived co-worker support amongst interns in a higher education environment. [ABSTRACT FROM AUTHOR]