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The global COVID-19 pandemic made vulnerable work environments, and campus recreation departments could not avoid its influence. Previous studies focused on strategies and policies for reopening campus recreation facilities and the impacts of recreation programs on students and participants during the pandemic. Relatively little research has explored employees' perceptions about campus recreation departments' challenges and solutions, and employees' work experience during the pandemic has not been fully explored. This study explored employees' work experience related to burnout during the pandemic through semi-structured interviews with campus recreation employees (N = 10). The findings revealed stressors, including extra workload, and lack of interaction, and burnout symptoms, including exhaustion, and cynicism. The findings also revealed that employees utilized individual strategies to manage stressors, and the department made efforts to reduce employees' stress. The findings of this study will provide campus recreation practitioners with a better understanding of employees' experience related to burnout. [ABSTRACT FROM AUTHOR]

Background: In 2016, a voluntary National Healthy Food and Drink Policy was released to improve the healthiness of food and drinks for sale in New Zealand health sector organisations. The Policy aims to role model healthy eating and demonstrate commitment to health and well-being of hospital staff and visitors and the general public. This study aimed to understand the experiences of hospital food providers and public health dietitians/staff in implementing the Policy, and identify tools and resources needed to assist with the implementation. Methods: A maximum variation purposive sampling strategy (based on a health district's population size and food outlet type) was used to recruit participants by email. Video conference or email semi-structured interviews included 15 open-ended questions that focused on awareness, understanding of, and attitudes towards the Policy; level of support received; perceived customer response; tools and resources needed to support implementation; and unintended or unforeseen consequences. Data was analysed using a reflexive thematic analysis approach. Results: Twelve participants (eight food providers and four public health dietitians/staff) were interviewed; three from small (< 100,000 people), four from medium (100,000-300,000 people) and five from large (> 300,000 people) health districts. There was agreement that hospitals should role model healthy eating for the wider community. Three themes were identified relating to the implementation of the Policy: (1) Complexities of operating food outlets under a healthy food and drink policy in public health sector settings; (2) Adoption, implementation, and monitoring of the Policy as a series of incoherent ad-hoc actions; and (3) Policy is (currently) not achieving the desired impact. Concerns about increased food waste, loss of profits and an uneven playing field between food providers were related to the voluntary nature of the unsupported Policy. Three tools could enable implementation: a digital monitoring tool, a web-based database of compliant products, and customer communication materials. Conclusions: Adopting a single, mandatory Policy, provision of funding for implementation actions and supportive tools, and good communication with customers could facilitate implementation. Despite the relatively small sample size and views from only two stakeholder groups, strategies identified are relevant to policy makers, healthcare providers and public health professionals. [ABSTRACT FROM AUTHOR]

Introduction Destructive interpersonal relationships at work may result in negative feelings among employees that hinder personal and organizational productivity, which may also result in high levels of job disengagement and subsequent career turnover intentions. Leaders play a key role in creating work environments conducive to optimizing employee performance, organizational culture, and workplace well-being. Social support, which may include support from one's supervisor, colleagues, and loved ones, has been shown to reduce strains and perceived stressors at work. In the Army, the Judge Advocate General's Corps (JAGC) personnel have a unique position as lawyers and legal staff and have been shown to have high rates of burnout. To promote soldier health, well-being, and career longevity, it is important to understand the impact interpersonal relationships have on career intentions. The current study assesses the relationship between perceived leadership effectiveness and career intentions as moderated by burnout measured by job disengagement and team care activities in JAGC personnel. Materials and Methods The Walter Reed Army Institute of Research conducted a survey to understand factors affecting the well-being of the JAGC's soldier and civilian personnel as requested by the JAGC. JAGC personnel were administered several questionnaires covering a range of work and mental health topics. Job disengagement, career intentions, team care activities, and general leadership were assessed. A total of 831 JAGC personnel completed the survey, the majority (92%) of which were soldiers. Among soldiers, first lieutenants and captains (∼49%) were the majority. The sample largely consisted of men (∼63%), White individuals (∼76%), married individuals, (70%), and individuals with graduate degrees (∼81%). Results One in four participants (∼29%) experienced high levels of disengagement, with their work. Over two-thirds of participants agreed that their immediate supervisor is an effective leader. When asked about career intentions, the majority of JAGC participants (54%) indicated that they would probably or definitely stay in the JAGC until retirement. Ordinal logistic regressions were conducted to assess the relationship between perceived leader effectiveness and career intentions, assessing the main effects of job disengagement and team care activities, and the interactions between those variables. No interaction effects were found to be significant, but main effects for perceived leader effectiveness were significant. Conclusions JAGC personnel reported higher levels of job disengagement for those with career intentions that were undecided or definitely leaving the JAGC after their current obligation. Those who were engaged in more team care activities had lower levels of disengagement. While the majority of the JAGC participants indicated career intentions to stay in the JAGC until retirement, increasing perceived effectiveness of leaders could help increase attrition and career intentions to stay in the JAGC beyond one's current obligation. [ABSTRACT FROM AUTHOR]

Introduction The ongoing conflict in Ukraine from Russian invasion presents a critical challenge to medical planning in the context of multi-domain battle against a peer adversary deploying conventional weapon systems. The potential escalation of preventable morbidity and mortality, reaching a scale unprecedented since World War II, underscores the paramount importance of effective phases of care from Point of Injury (PoI)/Point of Wounding (PoW) or Point of Exposure (PoE) to Role 1 (R1) and Role 2 (R2) echelons of care. The NATO Vigorous Warrior (VW) Live Exercise (LIVEX) serves as a strategic platform for NATO and its partners, providing an opportunity to challenge operational concepts, experiment, innovate life-saving systems, and foster best practices across the Alliance. Materials and Methods This study delineates the strategic application of the VW LIVEX platform for the adaptation of the computational simulation software Simulation for the Assessment and Optimization of Medical Disaster Management (SIMEDIS) within the context of Large-Scale Combat Operations (LSCO). The SIMEDIS computer simulator plays a pivotal role by furnishing real-time insights into the evolving injury patterns of patients, employing an all-hazards approach. This simulator facilitates the examination of temporal shifts in medical timelines and the ramifications of resource scarcity against both morbidity and mortality outcomes. The VW LIVEX provides a unique opportunity for systematic validation to evaluate the results of the computer simulator in a realistic setting and identify gaps for future concepts of operations. Results We report the process and methodologies to be evaluated at the VW LIVEX in far forward and retrospective medical support operations. Using the SIMEDIS simulator, we can define battlefield scenarios for varied situations including artillery, drone strikes, and Chemical, Biological, Radiological, Nuclear, and explosive (CBRNe) attacks. Casualty health progressions versus time are dependent on each threat. Mortality is computed based on the concepts found in Tactical Combat Casualty Care (TCCC) of "self-aid"/"buddy-aid" factoring in the application or absence of definitive traumatic hemorrhage control and on the distribution policy of victims to medical treatment facilities through appropriate Command and Control (C2) ("Scoop and Run" versus "Stay and Play"). The number of medical supplies available along with the number of transport resources and personnel are set and are scalable, with their effect on both morbidity and mortality quantified. Concept of Medical Operations can be optimized and interoperability enhanced when shared data are provided to C2 for prospective medical planning with retrospective data. The SIMEDIS simulator determines best practices of medical management for a myriad of injury types and tactical/operational situations relevant to policy making and battlefield medical planning for LSCO. Conclusions The VW LIVEX provides a Concept Development and Experimentation platform for SIMEDIS refinement and conclusive insights into medical planning to reduce preventable morbidity and mortality. Recommending further iterations of similar methodologies at other NATO LIVEXs for validation is crucial, as is information sharing across the Alliance and partners to ensure best practice standards are met. [ABSTRACT FROM AUTHOR]

Introduction Information from published studies describing dental treatment of nonmilitary personnel in a military theater of operations is sparse. The primary objective of this study is to determine the number of dental emergencies (DEs) and the types of dental treatment rendered on non-U.S. military (civilian) personnel treated by Navy dentists in 2007-2008 in Iraq and 2009 in Afghanistan. The second objective is to compare the type of DE treatment procedures provided to civilian personnel to the type of DE treatment procedures performed on U.S. military personnel. Materials and Methods Navy Dental Officers documented the diagnoses of unscheduled DEs. All treatment provided was described at the time of treatment using the Current Dental Terminology codes of the American Dental Association. Current Dental Terminology Code A0145 (2007 and earlier) and A0199 (2008 onward) in the patient encounter indicated a DE. This study is limited to DE occurring in (1) patient categories: U.S. civilian employees, other beneficiaries of the U.S. Government, foreign national civilian/dependents, and civilian, no government connection and (2) U.S. military service members. Chi-square analysis was performed to compare the proportion of dental treatment category procedures on civilian patients compared to those on U.S. military patients. Results During the reporting period, 308 patients were treated for DE in Afghanistan. Civilians treated accounted for 18.5% (n  = 57) of all DEs. Nearly 93.0% of civilians who were treated were U.S. (DoD) civilian employees. Of the 57 civilian patients treated for DE, 61.4% of patients (n  = 35) received oral surgery. There were 251 U.S. military patient encounters (81.5% of all DEs). Restorative dentistry was the most common dental procedure for military personnel DE. When comparing civilian and military patients, civilian patients are statistically more likely than military patients to receive oral surgery treatment for DE (P  < .00001). In Iraq, 3,198 patients were treated for DE during the reporting period. Civilians treated accounted for 18.8% (n  = 601) of all DEs. About 56.9% (n  = 342) of civilians who were treated were U.S. contract employees. Of the 601 civilian patients treated for DE, 37.1% (n  = 223) received oral surgery. There were 2,597 U.S. military patient DE encounters, and restorative dentistry was the most common dental procedure. When comparing civilian and U.S. military patients in Iraq, civilians are statistically less likely to have their DE treated by restorative dentistry (P  < .00001) and are more likely have it treated by oral surgery/extractions (P  < .00001). It is significantly more likely for civilians to have multiple categories of DE that must be treated (P < .00001). Conclusions The primary group of civilians treated for DE in Afghanistan was U.S. civilian employees. The primary group of civilians treated for DE in Iraq were contract employees of the U.S. Government. The primary dental treatment of civilian beneficiaries in both the theaters of operation was oral surgery. This brings into question what dental fitness standards are there for primarily U.S. civilian and contract employees. [ABSTRACT FROM AUTHOR]

The article is devoted to topical issues of legal regulation of participation of trade unions in the procedure of mass dismissal of employees. The author emphasises that legal regulation of collective dismissals requires additional regulation in view of the social and economic challenges that arise as a result for employees. The author determines that the protective activities of trade unions should play an important role in mass dismissals, the essence and purpose of which is to minimise the negative impact of market factors on the decline in the quality of life and work of employees. The author examines the acts of the International Labour Organization and the European Union Council Directive on collective dismissals, which impose on employers the obligation to consult with employee representatives and respond to their proposals. Based on the analysis of the legislation of a number of European countries, the author focuses on strengthening the protection of employees by involving their representatives, holding consultations and establishing requirements for the mechanism of such dismissals. It is noted that as part of the implementation of the Association Agreement, Ukraine has undertaken to approximate its national legislation to the seven EU directives on decent work, social policy and social dialogue, and, as a result, the amendments to the Labour Code of Ukraine and the Law of Ukraine «On Employment of the Population» partially take into account the requirements of mandatory consultations with trade unions (employee representatives) in case of mass dismissals of employees provided for by EU acts. At the same time, the authors emphasise that consultations with trade unions on measures to prevent or minimise dismissals should not only be formal, but also aimed at mitigating the adverse effects of dismissals. The author proves that regulation of the procedure for dismissal of employees with the involvement of trade unions in this procedure allows for additional protection of vulnerable groups of the population, and for the employer, participation of trade unions in the dismissal procedures is a preventive measure which minimises its financial costs in case of violation of the dismissal procedure. [ABSTRACT FROM AUTHOR]

Working conditions at factories, especially today, require planned and radical changes, renewal, because there is a general interest in favorable working conditions as the main factor in preserving health and ensuring the economy of production - the most important components of human life conditions. The purpose of the article is to study one of the important rights of employees - the right to transparent and predictable working conditions, which was enshrined in Directive No. 2019/1152 on transparent and predictable working conditions in the European Union, adopted by the European Parliament and the Council, and today is the subject of research by scientists in sphere of work. Summarizing the conducted research, it was concluded that the right of employees to transparent and predictable working conditions, in particular, an updated approach to understanding improved working conditions of employees based on the principles and principles of international norms and standards is provided for in Directive No. 2019/1152 on transparent and predictable working conditions in the European Union dated June 20, 2019, adopted by the European Parliament and the Council. It has been established that the implementation of the norms of Directive No. 2019/1152 on transparent and predictable working conditions in the European Union is already provided for in some legislative acts of Ukraine, in particular in the new version of Article 29 of the Code of Labor Laws of Ukraine and the Law of Ukraine "On Amendments to Certain Legislative Acts of Ukraine on the optimization of labor relations" dated 01.07.2022, which somewhat expanded and detailed the list of information with which the employer is obliged to acquaint the employee before starting work. At the same time, the right of employees to transparent and predictable working conditions must be formed both at the level of legislative norms, legislative requirements for working conditions, labor protection, compliance with sanitary, epidemic and other requirements, as well as on the employer's understanding of the need to implement such protection precisely from the point of view morals, traditions and customs, understanding that a person is the highest social value, and therefore should be protected and really feel such protection from both the state and the employer. [ABSTRACT FROM AUTHOR]

The article states that the widespread use of the Internet and computer technology requires an adequate legislative response to challenges. The development of legislation should take into account the changes taking place in the country's economy. Unfortunately, we have to state the fact that the national legislation still does not always respond to new threats in a timely and qualitative manner. It is emphasized that the problems caused by the impact of digital technologies on work emphasize that in the digital age occupational health and safety remains the main asset designed to protect the health of workers. The right to disconnection plays a key role in maintaining the balance between work and personal life, preserving the health of the employee. It is emphasized that taking into account the experience of enshrining the right to disconnection in the labor legislation of the leading EU countries will be relevant and useful for our country, in which digitization has been accelerating at an accelerated pace in recent years. The national legislation of Ukraine still does not always respond in a timely and qualitative manner to new challenges and needs related to the digitalization of the labor sphere. Attention is drawn to the fact that the Ukrainian legislator not only unreasonably limited the categories of employees who have the right to disconnect to only those who perform work remotely, but also adopted declarative norms without defining a clear mechanism for implementing the right to disconnect in practice. It is noted that filling this legislative gap is possible with the help of local regulation. Local regulations that detail the legal regulation of this issue at the level of enterprises, institutions, and organizations play an important role in protecting the employee from excessive workloads caused by performing work with the help of ICT. Enshrining at the legislative level clear mechanisms for the implementation of the right to disconnection, further detailing it in local acts, and its effective use in practice are necessary steps to improve the life and health of employees. [ABSTRACT FROM AUTHOR]

Many corporations publicly announced plans to share windfalls from the Tax Cuts and Jobs Act (TCJA) with rank-and-file employees. We examine the association between these bonus announcements and workers' pay satisfaction. Although employees are better off upon receiving the bonuses, prior literature suggests employees can be dissatisfied with awards they perceive as small or inequitable. By linking the bonuses to a corporate tax windfall, firms provided a reference point for employees to assess fairness. Using a difference-in-differences design, we find a greater decline in pay satisfaction at firms announcing a TCJA bonus relative to firms that do not. We also provide evidence of greater dissatisfaction among employees who perceive their share of the windfall as unfairly small. Considering increasing income disparity in the U.S. and a heightened focus on corporate taxes, we provide new and timely insights into how workers respond to changes in compensation linked to corporate tax savings. [ABSTRACT FROM AUTHOR]

Background: Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method: This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result: 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion: an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family. [ABSTRACT FROM AUTHOR]

Hanjin Heavy Industries Construction Philippines Inc. offers CSR services to motivate employees and ensure security. Employees receive free shuttle buses, food allowances, medical and dental missions, schools, and housing loans. However, the infrequent utilization of these services could potentially impact job performance. Employee satisfaction with these services may influence their satisfaction, leading to lower working conditions. This study aimed to assess employee awareness and satisfaction with Hanjin social responsibility services in 2019. The research involved 11 employees (85) and 25 department managers from the Hanjin Subic Shipyard. The study used questionnaires to gather data on employees' profiles and awareness of the company's benefits. The results were analyzed using descriptive statistical tools and gathered through a pilot data-gathering process. The survey shows that all respondents benefit from the company's annual physical examinations, which are both the company's and employees' responsibility. The services include free shuttles, food allowances, medical and dental assistance, housing, and educational assistance. Basic occupational safety and health training was taken by 41.82 percent of respondents. Management training and development was received by 0.91% of employees. Higher awareness contributes to employee satisfaction with Hanjin CSR services. The management of Hanjin raises employee awareness of CSR services by holding a symposium and disseminating various information, for example. [ABSTRACT FROM AUTHOR]

K-Nearest Neighbor (KNN) is a method that belongs to the group in classifying data that is simple and easy to implement, effective on larger data, and can classify data appropriately. One of the advantages possessed by the K-Nearest Neighbor algorithm is that it can be applied to large amounts of data and has a lot of noise so this method is quite easy to implement. This study aims to utilize the advantages of the K-NN algorithm in data-based classification to increase efficiency and accuracy in the employee selection process in determining suitable employee candidates by the criteria determined by the company. The results showed that the results of employee presets received from 21 testing data were 51% and for employee presentations that failed as much as 49% while from the entire data set of 140 data, the accuracy level produced after being tested using rapid miner tools resulted in 82% accuracy. So it can be concluded that the percentage accuracy of 82% shows that most prospective employees have been predicted or classified correctly by the model. This high level of accuracy can be an indication that the K-Nearest Neighbor method used in combination with Rapidminer can handle prospective employee data well. [ABSTRACT FROM AUTHOR]

This article explores the possibility of using artificial intelligence in the field of labour relations. Modern technologies provide new opportunities, but at the same time, they give rise to a number of complex issues, solving new approaches to the realization of the right to work and proper social security by able-bodied citizens, which is important today, when Ukraine is defending its sovereignty and independence from military aggression by the Russian Federation. The use of machine learning algorithms and systems can lead to significant improvements related to the professional training of labour resources, management of production processes, labour protection and other aspects of labour relations. We came to the conclusion that the modernization of labour law involves expanding the circle of participants in labour relations and revising the meaning of the term "employee". Thus, the presence or absence of access to technology will create new forms of inequality in the interaction between "employee-to-employee" and "worker-robot (AI)". A proactive approach is proposed to mitigate the consequences of possible threats to the use of artificial intelligence in labour relations through an in-depth study of all possible threats arising in connection with the use of modern technologies. A proposal is made to take as a basis the international experience of using AI in the social structure of the state and adapt it to the life of the state, which, in turn, will contribute to the promotion of important theses on the quality and accessibility of data at the country level, and in cities in particular, promoting participation in data exchange schemes at the level of the private and public sectors. The developed recommendations will improve the labour sphere and not put the employee in a disadvantageous position. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the impact of perceived subtle and overt discrimination on employees' emotional exhaustion, along with potential mitigating factors such as social support, organizational inclusion and religiosity. Design/methodology/approach: The research is based on a sample of 359 Muslim employees working in US restaurants. The data are analyzed using fuzzy-set Qualitative Comparative Techniques. Findings: The results reveal that high/low emotional exhaustion in tourism and hospitality sector is triggered by multiple combinations of high/low levels of subtle and overt discrimination, family and friends support and religiosity. Such findings hold important implications to both theory and practice. Research limitations/implications: By using fuzzy-set Qualitative Comparative Analysis, this research stands out from studies on discrimination that use conventional statistical methods. It proposes several solutions leading to a single outcome (high/low emotional exhaustion). This new approach contributes to the advancement of theory in this context. Practical implications: This study shows that there is no single best solution for high/low emotional exhaustion. Stated differently, multiple solutions provide several ways for firms to mitigate employees' emotional exhaustion. Originality/value: Religious discrimination in workplaces is increasing at an alarming rate, particularly in customer facing roles, such as the tourism and hospitality industry. This is having detrimental effects on employees from minority groups, often leading to excessive levels of emotional exhaustion. Nonetheless, the extant literature has somewhat understated the consequences of this issue, creating a void that needs to be fulfilled. This study addresses this gap. [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]

BACKGROUND: Critical life events affect personal and professional lives, change working conditions, and require specific coping strategies. Wisdom is a multidimensional capacity for coping with life problems. Since wisdom can best be investigated in relation to concrete settings and problems, we investigated research employees during a pandemic. Research employees are constantly occupied with uncertainty and problem-solving in their everyday work. Thus, they develop capacities for factual and problem-solving knowledge which can be applied in different situations. OBJECTIVE: This study examines to what extent which wisdom capacities are applied by research personnel when dealing with changed working conditions. METHOD: During the coronavirus (COVID-19) pandemic in 2021, researchers were asked about work-related coping capacities in an online survey. The qualitative content analysis of the free-text responses of 131 research employees was based on a multidimensional wisdom model with 12 wisdom capacities. RESULTS: 50% of the reported coping strategies referred to factual and problem-solving capacities, 40% to interpersonal or emotional capacities, 10% did not reflect any wisdom capacity. Associations between wise coping capacities, social behavior at work, and eudaimonic well-being emerged. CONCLUSION: The study provides concrete qualitative examples of specific behavioral capacities in which wisdom may be applied in a work setting. [ABSTRACT FROM AUTHOR]

The article analyzes in detail the specifics of social protection of public service workers as a legal phenomenon that is of great importance for ensuring the efficiency and stability of the functioning of the state apparatus. The main attention is paid to the definition and characteristics of the main features of this category, which allows for a better understanding of its nature and meaning in the context of the modern legal field. Various approaches to the definition of social protection, expressed in the scientific literature, are considered, as well as the current legislation that regulates this area is analyzed. The author examines the views of leading scientists who study the issue of social protection of public service workers, compares their positions and approaches, highlighting the most significant and relevant aspects. Particular attention is paid to the analysis of legislative acts that establish the legal framework and mechanisms for the implementation of social protection, in particular regarding working conditions, pension provision, health insurance and other types of social guarantees. As a result of the research, the author formulated a unique list of signs of social protection of public service employees, which includes such key elements as legal protection, access to social benefits and guarantees, provision of proper working conditions, support of professional development and qualification, as well as provision of legal and social protection in cases of professional risks. Each of these signs is examined in detail, its meaning and meaning in the context of ensuring social stability and legal protection of public service workers is clarified. The importance of the effective functioning of the social protection system for increasing the motivation and productivity of employees, which, in turn, has a positive effect on the overall efficiency of the state apparatus, is emphasized separately. Analyzing various approaches and legislative norms, the author offers his own recommendations for improving the system of social protection of public service employees, taking into account modern challenges and needs of society. Thus, the article not only reveals the theoretical aspects of social protection of public service workers, but also provides practical recommendations for improving the legal mechanisms regulating this area, which is extremely important for the further development of legal science and practice. [ABSTRACT FROM AUTHOR]

Performing paid work is the way most people earn income to support themselves. Any paid work entails rights and obligations for both the employee and the employer. In terms of health and safety at work, the employer has full discretion, but this does not exempt the employee from any obligation. In the case of the death of a person during the exercise of the activity, several questions arise: who will answer if the person is not legally employed, whether or not there are special legal rules or the general ones will be applied, what are the conditions under which the act will be considered criminal offence. In the article below, by presenting two related cases, a civil case and a criminal case, we tried to answer the most important questions. [ABSTRACT FROM AUTHOR]

Abstract Background Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Stress has a negative impact on the efficiency and productivity of employees and, accordingly, brings additional costs or losses to companies. A company’s proactive role in ensuring its employees’ resilience to stress in the workplace is crucial in creating an effective working environment and reducing staff turnover. The article analyses the scientific environment (using Descriptive bibliometric analysis and Science Mapping) and public interest (using Google Trends) in resilience and stress at professional work and in management in this area. The bibliometric analysis was conducted using VOSviewer based on publications from the Scopus database (Elsevier) without restrictions on the year of publication, country, author, language and category; the trend analysis was conducted for the period 2004‒2024 for all categories and countries, all Internet traffic was restricted to “Web searches”. The study showed a steady increase in Internet searches for the concept of “resilience training”, with peaks in 2004 and 2005 (coinciding with known terrorist attacks); interest in the query “resilience at professional work” is highest in the United States and the United Kingdom, and 12 leading countries were identified for the query “stress at professional work”. The dynamics of scientific papers in this area are described in the article by a 3rd-degree polynomial dependence equation with a determination coefficient of R² = 0.9676; a significant surge in publication activity occurred in 2014, with the number of papers increasing by 472% and an annual growth rate of 20% in 2014‒2024. The dominant subject areas of these publications are medicine (34.50%), social sciences (15.08%) and psychology (14.47%); countries are the USA, the UK, Australia, Canada, and China. The article identifies scientists who are leaders of scientific thought in this area, the most developed research networks, authoritative publications and journals (based on citation analysis), the most powerful international and national institutions that have funded research in this area (among the world leaders are the US National Institutes of Health and the US Department of Defence). The article structures the scientific work in this area: 1) based on the content and contextual feature, nine thematic clusters are identified, the most significant of which is the one that studies stress at work and professional burnout from a medical point of view; 2) based on the content and chronological feature, the most significant number of works were those on the human factor and gender issues of stress and resilience published in 2017‒2018.

Increasingly many individuals are expected to combine informal caregiving with paid jobs. We assume that individuals may aim for reconciliation of both by engaging in job crafting, which concerns making adjustments to tasks, relations and cognitions regarding their jobs. This research note presents a qualitative study that aims to explore the experiences of individuals who combine informal caregiving with paid work, with respect to how they craft their jobs because of caregiving. Informal caregivers (19 individuals) were interviewed. After reading the interview transcripts, a preliminary coding tree was entered into NVivo 12. Iterations of examining its fit with the data, adapting and re-examining resulted in the final coding tree. Informal caregivers reported: seeking recognition and understanding by workplace stakeholders (relational crafting), adjusting work schedules, environments and tasks on a day-to-day basis (which includes task and cognitive crafting), preventing a work overload (this covers task and relational crafting) and focusing on how paid work and informal care can reinforce each other (this includes cognitive crafting). The results suggest that individuals use job crafting to combine caregiving and work. As such, job crafting by informal caregivers needs attention of researchers to investigate its preconditions and outcomes. [ABSTRACT FROM AUTHOR]

The objective of this paper is to analyse the mechanisms established by the Directive 2022/2041 for the purpose of determining adequate and fair minimum wages and promoting collective bargaining. The authors present the objectives, scope of application, and legal nature of the provisions of the Directive, and subsequently undertake the clarification of the doubts that have emerged in the preparatory stages of the process of its transposition. Furthermore, the paper offers a preliminary reflection on the potential directions of the Directive’s impact on national laws.

A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual management of waiting times of employees. Wait crafting is introduced based on (job) crafting and its advantages for individuals and organizations outlined. Steps towards integrating the possibility of job crafting and needs for future research are indicated.

Abstract Objective This explorative, cross-sectional study assessed the association between managers’ attitudes to employee depression and their rating of how common mental disorders (CMDs) affect employee work capacity. Results A principal component analysis was performed for the nine variables concerning managers’ rating of how CMDs can affect work capacity among employees. The analysis resulted in two factors: task-oriented- and relational work capacity. The result of the multivariate analysis of covariance showed a p value of 0.014 (Pillai’s trace) indicating a statistically significant association between managers’ attitudes towards employee depression and managers’ rating of how CMDs affect work capacity. The association was significant for both factors as indicated by the p value of 0.024 for task-oriented work capacity and the p value of 0.007 for relational work capacity. The R2 value was 0.022 for task-oriented work capacity and 0.017 for relational work capacity. We assumed that negative attitudes towards employee depression would be associated with a perception of decreased work capacity among employees with CMDs. The results showed a significant association; however, the effect (~ 2%) was small. Further studies of manager’s attitudes and other possible determinants of managers’ rating of CMD-related work capacity are needed to better understand these factors.

Career counseling research has neglected how workplace experiences affect employees’ careers. Therefore, this study aimed to understand the employees’ feelings and thoughts regarding their working life. Accordingly, this study adopted a qualitative approach and investigated 1928 posts by using Thematic Analysis from an online discussion platform. The research data were the entries of the platform under the title of "working life" from 2000 to 2022. These entries were analyzed by using MAXQDA software. Results showed three clusters: The naïve cluster comprised expectations and skills from the beginning of working life. In naïve cluster, users expressed how different their expectations in working life from reality. The black box cluster included workplace deviance and poor working conditions. In this cluster, users especially expressed problems about interpersonal relationships in the working environment. Finally, the cost cluster comprised physical, emotional, behavioral, and spiritual outputs of working life. In these outputs, users revealed their burnout, insecurity, and unhappiness. The findings were discussed from the psychology of working theory perspective, and related literature.

OBJECTIVE: Work stress is a serious problem for employees in primary education. This study evaluates the effects of a work stress prevention approach on emotional exhaustion and work stress determinants (job crafting behavior, quantitative and emotional demands, leadership, support, autonomy, team culture and feelings of competence), and the impact of implementation success (management commitment, employee involvement, communication during implementation) on these outcomes. METHODS: A quasi-experimental study was conducted with an intervention group (4 schools, N=102 employees) and a control group (26 schools, N=656 employees) using questionnaires at baseline (T0), one-year (T1) and two-year (T2) follow-up. Multilevel mixed model analyses were performed to test effects of condition and implementation success on changes in emotional exhaustion and work stress determinants between T0 and T2 in the intervention and control group. RESULTS: No effect were found for emotional exhaustion. Improvement of quality of leadership between T0 and T2 was significantly larger in the intervention compared to the control group. Additionally, implementation success was associated with a decrease in unnecessary demands and an increase in quality of leadership, team culture and job crafting behavior. CONCLUSIONS: This study shows no direct effect of the approach on emotional exhaustion, but it does show beneficial effects on quality of leadership. Additionally, results suggest that, when successfully implemented, the approach also has beneficial effects on other work stress determinants (ie, job crafting behavior, unnecessary demands and team culture). Results indicate that – if implemented successfully – the organizational-level intervention has the potential to improve the psychosocial work context.

OBJECTIVE: This study aimed to determine if there is an increased risk of incident cardiovascular diseases (CVD) resulting from cumulative night shift work in the German population-based Gutenberg Health Study (GHS). METHODS: We examined working participants of the GHS at baseline and after five years. Cumulative night shift work in the 10 years before baseline was assessed and categorized as low (1–220 nights ≙ up to 1 year), middle (221–660 nights ≙ 1–3 years), and high (>660 nights ≙ more than 3 years) night shift exposure. Hazard ratios (HR) were estimated for incident “quality-assured CVD events” using Cox proportional hazard models. RESULTS: At baseline, 1092 of 8167 working participants performed night shift work. During the follow-up, 202 incident cardiovascular events occurred. The crude incidence rates for CVD per 1000 person-years were 6.88 [95% confidence interval (CI) 4.80–9.55] for night shift workers and 5.19 (95% CI 4.44–6.04) for day workers. Cumulative incidence curves showed a higher cumulative incidence in workers exposed to night shift work compared to day workers after five years. The adjusted HR for incident CVD events were 1.26 (95% CI 0.68–2.33), 1.37 (95% CI 0.74–2.53) and 1.19 (95% CI 0.67–2.12) for employees in the low, middle and high night shift categories compared to employees without night shift work, respectively. CONCLUSIONS: The observed tendencies indicate that night shift work might be negatively associated with cardiovascular health. We expect the continued follow-up will clarify the long-term impact of night shift work.

Purpose: The aim of this paper is to analyse employee absences in a selected enterprise and suggest methods or solutions helping to determine the causes of absenteeism. Design/methodology/approach: Some actions intended to minimize the problem of employee absences are described. The methods of interviews, observations, and data and document reviews are applied. The impact of frequent employee absenteeism on social relations in a selected production enterprise is examined. Findings: The results confirm the levels of sudden absences are minimum in social groups characterized by strong cooperation and transparent communication among colleagues and direct supervisors. Research limitations/implications: The topic of absenteeism is a very sensitive topic. Statistical data was easy to obtain. However, during direct interviews with employees, there were people who did not want to talk and did not want to fill out surveys, which constituted minor limitations. Practical implications: The tools and methods suggested in this study provide some exceptionally useful knowledge to employers, helpful with identifying the existence and background of employee absenteeism in their organizations. Oryginality/value: Some selected practical and optimum methods of examining employee absences are presented that help to identify the causes of employee absenteeism. [ABSTRACT FROM AUTHOR]

Workplace stress is related to job turnover and intention to leave (ITL) the job and/or profession. The specific mechanisms that drive this association have received less attention, however substantive research using the effort-reward imbalance (ERI) workplace stress model provides an avenue to address this issue and inform workplace interventions to improve employee retention. Our meta-analysis of the associations of components of the ERI model with ITL (k = 23, N = 73,671) demonstrated that low rewards (r = -.41, CI: -.46, -.37) were more associated with an ITL than ERI (r = .33 CI: .27, .38), overcommitment (r = .26, CI: .21, .31), and effort (r = .25, CI: .20, .30). Moderation analysis showed that females were more likely than males to report ITL when effort was high and that males were more likely to report an ITL the profession when rewards were low. Although all components of the ERI model were related cross-sectionally with ITL, prospective designs that target male-dominated professions are required to assess if the findings are robust. [ABSTRACT FROM AUTHOR]

Context: Managing people outside the farm family unit is a new issue for many Irish dairy farmers. In the context of rapid growth, the demand for employees has increased, creating the need for Irish dairy farmers to have human resource management (HRM) skills. Aims: This paper explores the extent and type of HRM practices adopted by Irish dairy farmers and the factors that influence their adoption. Methods: A questionnaire was developed, piloted, and issued to farmers on the basis of herd size and location. Data from 203 dairy farmers who employ people were analysed to examine the adoption of different HRM practices and the influence of farm characteristics, farmer demographics and farmer attitudes on their adoption. HRM practices included compliance with employment legislation, health and safety, different approaches to recruitment, workforce management and retention. The questionnaire included one or more variables for each of these HRM practices. Where more than one variable was included, an aggregate variable was developed for that practice. Key results: Whereas, overall, there was a low level of adoption of best HRM practices, farm characteristics such as herd size and number of employees had a significant influence on farmers' adoption of compliance with employment legislation, health and safety, recruitment, workforce management and retention practices. Demographic factors such as age, level of education, and average hours worked influenced farmers compliance with employment law legislation, workforce management practices and retention practices. Conclusions: The study highlighted an overall low compliance with employment legislation and low adoption of best practices in managing staff among dairy farmers in Ireland. Implications: This study highlighted that improvement is needed in all areas of HRM on Irish dairy farms. The findings of this study would be useful to farm advisors who support dairy farmers in improving their management of their businesses. Overall, this study has contributed to a greater understanding of the challenges in managing people in agriculture and how certain factors influences the adoption of HRM practices on dairy farms. The dairy industry's recent growth in Ireland has resulted in a high demand for additional workers, increasing the requirement for farmers to be skilled in Human Resource Management (HRM). This study identified that the adoption of HRM practices is influenced by farm characteristics, in particular herd size, the number of employees on the farm. This study has contributed insights into the prevalence of specific HRM practices on Irish dairy farms, and indicated that there is a significant scope for improvement. A novel aspect of this study was the focus on the potential factors that influence the adoption of HRM practices on Irish dairy farms. The findings of this study could be used by agricultural advisors and those working in HRM to provide tailored advice to support dairy farmers and other small business owners in managing their employees. [ABSTRACT FROM AUTHOR]

Purpose: This study, informed by the Situational Crisis Communication Theory, aims to suggest two primary response strategies that can be used for effective internal crisis communication during a pandemic situation, such as COVID-19. The effect of base response strategies on employees' perceptions of communication quality, leadership and relational outcomes were investigated. Design/methodology/approach: An online survey of full-time employees in the United States was conducted. Findings: The findings showed that for an instructing information strategy, not all types of information were equally associated with positive employee responses in terms of perceived quality of internal communication related to the COVID-19 pandemic and transformational leadership. Specific information that employees need to know in order to safely perform daily tasks, such as organizational protocols and thorough preparation, seem to be the most needed and desired information. Adjusting information was positively associated with employee perceptions of internal communication quality and perceptions of CEO leadership. Employees' perceived quality of internal communication affected by the base crisis response strategies were positively correlated with perceptions of transformational leadership and relational outcomes (i.e. employee trust in the organization, employee perceptions of the organization's commitment to relationships with employees, employee support for organizational decision-making related to COVID-19). Originality/value: This study presents important theoretical and practical insights through an interdisciplinary approach that applies the theoretical framework and relationship-oriented outcomes of public relations to public health crisis situations. [ABSTRACT FROM AUTHOR]

This study contributes to our understanding of employee behavior in governmental organizations. This paper aims to demonstrate the effects of organizational culture, transformational leadership, and work motivation on organizational citizenship behavior (OCB). This paper also aims to conduct a literature evaluation on the OCB of the public sector, using VOSviewer to acquire a visual representation of the research's progress. The VOSviewer for visualizing research progress adds value by providing a clear and intuitive representation of the scholarly landscape. Visualizing connections and clusters among documents can facilitate the identification of key themes and research directions. The study searched the Scopus database using the keywords "organizational citizenship behavior public sector," resulting in the discovery of 85 relevant documents. The study analyzed documents published between 2019 and 2023. Afterward, the study selected 25 documents with the highest rankings as references using Publish or Perish. Supplementary documents were discovered through Google Scholar and Proquest. In comparison to other studies, this research is more diverse in the variables, providing integrated information in the public sector. Consequently, this research remains pertinent. Nevertheless, the amount of study conducted on OCB in the public sector has been limited. Therefore, there is a potential for further investigation in this field. The main findings of the study demonstrate that (i) underscore the relevance of promoting a positive organizational culture, fostering transformational leadership, and enhancing work motivation to encourage OCB among public sector employees and finally (ii) the results of this study indicate that influential factors have a positive impact significantly on the OCB in the public sector. [ABSTRACT FROM AUTHOR]

This paper evaluates the effectiveness of an educational intervention based on the transtheoretical model aimed at increasing physical activity (PA) participation among female employees in Bandar Abbas city (Iran) healthcare centers in December 2017 and August 2018. Using a semi-experimental interventional study design with a randomized and multi-stage method, 100 participants were included in both the intervention (n  = 50) and control groups (n  = 50). Data collection involved questionnaires assessing demographic information (age, gender, marital status and education), stages of change in PA behavior, Perceived Benefits, Barriers and Self-efficacy. The data were analyzed using SPSS-16, employing both descriptive (mean, SD, frequency, percentage) and inferential statistics (t -tests, chi-squared tests, etc.). Prior to the educational intervention, 19 participants (0.38%) in the intervention group engaged consistently in PA (stages 4–5). After 3 and 6 months of intervention, these numbers increased to 29 (0.58%) and 25 (0.50%), respectively. This improvement was statistically significant compared to the pre-intervention stage (P  < 0.001). The findings highlight the importance of theory-based behavior change models and health education programs in promoting PA and combating sedentary lifestyles. Although focused on a specific population in Bandar Abbas, the intervention can serve as a model for similar programs targeting diverse social classes and populations. [ABSTRACT FROM AUTHOR]

A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual management of waiting times of employees. Wait crafting is introduced based on (job) crafting and its advantages for individuals and organizations outlined. Steps towards integrating the possibility of job crafting and needs for future research are indicated. [ABSTRACT FROM AUTHOR]