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The editorial discusses the global issue of teacher shortages and its implications for the quality and status of teacher education. It highlights the challenges faced by various countries in attracting and retaining qualified teachers, as well as the different policy responses to address the shortages. The editorial emphasizes the need for comprehensive, long-term strategies involving all stakeholders to mitigate the negative consequences of teacher shortages on education systems. Additionally, it explores various articles that delve into specific cases of teacher shortages in different countries and propose solutions to address the issue effectively. [Extracted from the article]

This study extends the Job Demands-Resources (JD-R) model by incorporating regulatory focus (promotion vs. prevention) as a moderator, examining its impact on job engagement among public sector employees (n = 306). The results show that employees with a promotion focus are more likely to experience increased engagement when facing challenge stressors, as they perceive such stressors as growth opportunities. Conversely, employees with a prevention focus show reduced negative effects from hindrance stressors, as they seek stability and are more focused on avoiding risks. The findings highlight the importance of regulatory fit in job design, suggesting that aligning job demands with individual motivational tendencies can improve engagement. Promotion-focused employees benefit from opportunities for leadership and innovation, while prevention-focused employees thrive in structured environments prioritizing risk management. Tailored training programs in areas like stress management and communication can further support these employees, enhancing engagement and overall organizational performance. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to explore the organizational benefits of positive employee experience and to provide a framework for measuring it. The positive employee experience has a profound impact on employees' attitudes; thus, it is particularly important to what extent an organization can create the conditions supporting this. Design/methodology/approach: The study is based on literature review and the framework needs to be empirically tested to draw final conclusions. Findings: Organizational performance and success are influenced by employees' well-being, commitment, job satisfaction and the high level of individual performance. However, this grouping of variables is not exhaustive, but in practice, it is often not necessary to fully understand the complex and complicated relationships among the organizational variables. However, a positive employee experience has an impact on all of these variables. According to our understanding and experience, the task of management is not to strengthen the variables describing employee attitudes individually, based on the knowledge of specific relations presented in the management literature and selected for the sake of a single research, but to create an acceptable level of the positive employee experience, which is able to strengthen these variables in a way that is useful for the organization. Originality/value: In this study, the authors introduce the concept of the positive employee experience and the ways and steps to measure it. The authors review the methodology of predictive analytics, the main principles of data collection and the types of data with their possible applications. Finally, the limitations of the framework and the risks of enhancing the positive employee experience are also discussed. [ABSTRACT FROM AUTHOR]

Voluntary genetic testing (GT) leverages low-cost DNA sequencing and other testing methods to provide genetic risk screening for healthy individuals. Given the potential to prevent disease and promote health, some employers now offer GT as an employee benefit (workplace GT, or wGT), but participation remains low. To investigate facilitators and barriers to wGT participation, we conducted one of the first representative surveys of working U.S. adults on this topic (n = 958). We assessed factors that could influence participation, including: sponsoring entity (health provider or employer), program design, and individual demographics. Two-thirds (68%) of respondents indicated willingness to participate in some type of GT, but only half (49%) expressed willingness to participate through their employer. Women were 60% more willing to participate than men, and individuals with previous genetic testing experience were 143% more willing to participate than those without such experience. Across all demographic groups, certain GT program design features tended to increase or decrease willingness to participate. The ability to have one's data deleted from the GT database increased willingness most often (true for 67% of respondents), while selling data to pharmaceutical companies decreased willingness most often (true for 63% of respondents). [ABSTRACT FROM AUTHOR]

Purpose: The aim of this article is to assess the actions supporting the concept of work-life balance (WLB) in agile organizations. Strategies that support a harmonious combination of work and private life while maintaining organizational agility are analyzed. Design/methodology/approach: The study was conducted using a survey method on a sample of 303 respondents, supplemented by multiple correspondence analysis (MCA), which allowed for a detailed examination of the perception of activities supporting WLB and their mutual relations. Findings: Key findings indicate that activities related to flexible solutions tailored to employee needs and rapid response to their needs are perceived as the most important elements supporting WLB in agile organizations. Research limitations/implications: A limitation of the study is that it was conducted in a specific organizational and geographical context, which may affect the generalizability of the results to other sectors or regions. Practical implications: The study results provide practical guidance for agile organizations on how to effectively implement actions supporting WLB, especially in the area of flexibility and organizational culture. Social implications: Promoting WLB in organizations contributes to improved employee wellbeing, reduced stress and increased engagement, which translates into social benefits such as greater employment stability and social life balance. Originality/value: The originality of the article lies in combining the perspective of agile organizations with the analysis of activities supporting WLB, which fills the gap in the literature and provides new conclusions in the context of a dynamic work environment. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to identify and empirically analyze useful and applicable metrics for measuring and managing the sustainability performance of small and medium-sized enterprises (SMEs). Design/methodology/approach: To achieve the objective of the paper, potential metrics were adopted from previous research related to industrial sustainability and an empirical analysis was carried to assess the applicability of the metrics by collecting empirical data from Italian footwear SMEs using a structured questionnaire. The SMEs were selected using a convenience sampling method. Findings: The results of the within-case analysis and the cross-case analysis indicate that the majority of the metrics were found to be useful and applicable to each of the SMEs and across the SMEs, respectively. These metrics emphasized measuring industrial sustainability performance related to financial benefits, costs and market competitiveness for the economic sustainability dimension; resources for the environmental sustainability dimension; and customers, employees and the community for the social sustainability dimension. Research limitations/implications: Apart from the within-case analysis and cross-case analysis, it was not possible to conduct statistical analysis since a small number of SMEs were accessible to collect empirical data. Originality/value: The findings of the paper have considerable academic, managerial and policy implications and will provide a theoretical basis for future research on measuring and managing industrial sustainability performance. By providing a set of empirically supported metrics based on the triple bottom line approach (i.e. economic, environmental and social metrics), this paper contributes to the existing knowledge in the field of industrial sustainability performance measurement. [ABSTRACT FROM AUTHOR]

This study explores the impact of Human Resource Management (HRM) practices on teachers' job satisfaction, focusing on 224 permanent teachers in the Norala District, Schools Division of South Cotabato. Utilizing a descriptiveevaluative research design and adapted survey questionnaires, the study assesses the extent of HRM practices implementation across key domains such as recruitment, performance management, training, compensation, career planning, and employee welfare. The findings reveal that HRM practices are generally "Very Well Implemented," with high mean scores indicating strong implementation. Teachers report significant job satisfaction, with a grand mean score of 4.45, suggesting that their roles are well-matched to their skills. However, areas such as fringe benefits, and the fairness of performance reviews were noted as needing improvement. A positive correlation (0.534808) between HRM practices and job satisfaction highlights the critical impact of effective HRM. The study aligns with Herzberg's Two-Factor Theory, showing that motivators like recognition and personal development enhance satisfaction while addressing hygiene factors like compensation can prevent dissatisfaction. The study recommends that schools continuously improve HRM practices, focusing on both motivators and hygiene factors, to further boost job satisfaction and enhance educational outcomes and organizational success. [ABSTRACT FROM AUTHOR]

The article proposes a characterisation of the system of social dialogue acts in Ukraine, which are intended to facilitate collective bargaining regulation of labour relations through the involvement of parties to the social dialogue legal relations. It is noted that the primary objective of social dialogue acts is to balance the interests of the parties involved. Examples of the social significance of achieving these objectives are provided. It is emphasised that balancing the interests of employees and employers makes it possible to ensure high standards in the realisation of collective labour rights and contributes to achieving social harmony in society as a whole. The concept of social dialogue acts and their legal characteristics have been clarified. It is highlighted that these acts are characterised by specific adoption procedures, a particular structure, as well as distinct modes of operation and implementation. It is argued that social dialogue acts may be concluded either on the basis of a direct statutory provision or independently at the initiative of the parties to such dialogue, with the aim of regulating relations that are either not covered by legislation or, in the opinion of the parties to the social dialogue, require additional regulation. The article analyses social dialogue acts for which legislation establishes a clear procedure for their conclusion, as well as those for which the legislator delegates the determination of the procedure for their conclusion and implementation to the parties themselves. The results of such joint activities of the parties are reflected in the form of memoranda, resolutions, and joint statements. Examples are provided of social dialogue acts that can be concluded to establish additional benefits or guarantees for employees within the competence of the parties. The system of social dialogue acts has been defined as follows: 1) collective agreements and contracts, which are concluded in accordance with the Laws of Ukraine «On Collective Agreements and Contracts» and «On Social Dialogue in Ukraine»; 2) agreements aimed at resolving specific issues of social dialogue or aligning positions between the parties, such as a protocol on holding consultations between the parties; 3) local normative-legal acts, which are concluded by agreement between the parties of social dialogue, or at the proposal of the social dialogue parties, such as regulations on remuneration; 4) acts of social dialogue bodies, including proposals, conclusions, and recommendations of national or territorial tripartite socio-economic councils. [ABSTRACT FROM AUTHOR]

Social interaction, such as voluntary employment, can promote well-being and mental health for older people. Since walking and public transit are two major commuting modes for older adults, understanding the determinants of older employment behavior near metro stations is critical for the government and urban planners to encourage older employment. Using the mobile signaling data of 1,640,145 older employees and other multi-source spatiotemporal datasets in Shanghai, the Light Gradient Boosting Machine (LightGBM) is employed in this study to explore the nonlinear effects of the built environment on older employment near 333 metro stations. Results show that density, diversity, and design variables have a significant contribution on older employment, while distance to the city center, employment density among all age groups, and the number of older residents are the top three important variables. Partial dependence plots reveal that all independent variables have irregular nonlinear impacts on older employment. Each variable needs to reach an associated threshold to maximize older employment, and their nonlinear impacts are only effective when they are within certain ranges. Research findings can promote older employment and benefit mental health among older people by helping the government prioritize urban planning policies or interventions. [ABSTRACT FROM AUTHOR]

Job crafting benefits both employees and organizations by enhancing employees' health, well-being, and performance. Therefore, it is crucial to investigate the individual factors that encourage job crafting and the conditions under which they operate. Based on Trait Activation Theory, this study examined the relationship between employees' growth mindset and job crafting, as well as the moderating effect of job autonomy on this relationship. In Study 1, we conducted a situational experiment with 180 participants, manipulating growth vs. fixed mindset and high vs. low job autonomy. In Study 2, we surveyed 236 participants over three waves, collecting demographic data and growth mindset at T1, job autonomy at T2 (one month later), and job crafting at T3 (two months later). Results from Study 1 indicated that growth mindset significantly impacted job crafting, moderated by job autonomy. Study 2 confirmed this positive effect of growth mindset on job crafting and revealed a significant positive interaction between growth mindset and job autonomy. These findings suggest that employees with a growth mindset engage more in job crafting, with this relationship strengthened under conditions of high job autonomy. This study highlights job autonomy as a situational cue that activates employees' growth mindset, enhancing proactive job crafting behaviors. This research advances the literature on positive work behaviors by establishing growth mindset as a direct antecedent and illustrating the moderating role of job autonomy, thereby enriching the understanding of conditions that foster a positive workplace environment. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has changed the landscape of the labor market in Indonesia, especially in the fast-growing information technology sector. Generation Y and Z employees have high expectations for workplace welfare, including employee benefits. This study aims to analyze the effect of employee benefits preferences, both direct financial compensation, indirect financial compensation, and non-financial compensation on the job retention of generation Y and Z employees at PT X. This research uses a descriptive quantitative approach with a survey method. The sample consisted of 88 respondents randomly selected from a total population of 727 employees. Data were collected through questionnaires and analyzed using validity and reliability tests, as well as regression analysis. The results showed that all types of compensation have a significant effect on job retention. Direct financial compensation exerts the greatest influence, followed by non-financial compensation. Employees who are satisfied with employee benefits tend to be more loyal and have a lower desire to change jobs. Employee benefits preference has a positive impact on the retention of generation Y and Z employees at PT X. To increase retention, companies need to pay attention and improve the quality of employee benefits offered. This research provides input for companies in designing more effective human resource management strategies. [ABSTRACT FROM AUTHOR]

The law in South Africa regulates the relationship between the employer and the employee. Section 23 of the Constitution provides that all people have the right to fair labour practices, while Section 185 of the Labour Relations Act (LRA) narrows its focus by protecting employees only. The research followed a qualitative desktop paradigm, and the subject was assessed, analysed, and interpreted in the context of the different secondary sources of law, such as legislation, case law, articles and papers, textbooks, and reports. Various published records on unfair labour practice disputes that relate to employee benefits in the form of promotion, demotion, and/or training, as well as those focusing on the unfair suspension of employees and any other disciplinary action short of dismissal, were assessed. Many labour disputes that reach the litigation stage could have been resolved earlier through a mediation process if parties could exercise patience and avoid the winner-takes-all approach, thus making compromise impossible to achieve for a win-win solution. The paper advocates for mediation as one of the better ways of resolving conflicts at the workplace, which is neither costly nor novel compared to the litigation approach. Mediation relies on its traditional problem-solving role and its transformative modern approach, thus allowing the mediator to contribute towards enhancing a good relationship between the employer and the employee. Mediation as one of the alternative dispute resolutions (ADR) is beneficial as it allows both parties the right to negotiate for the de-escalation of the dispute, such as negotiating the clauses of the employment contract, and to participate in the whole ADR process. While it is evident that the paper focuses on workplace mediation, it will also touch on mediation in terms of Section 41A of the High Court Uniform Rules. It is common knowledge that the purpose of mediation is to avoid tedious litigation that may turn out to be costly and time-wasting. The paper supports the inclusion of the court-annexed mediation process as it saves time and money while simultaneously accessing justice. It is a flexible process that allows disputes to be submitted for mediation prior to and after the commencement of litigation if a judgment or order has not been made in the case. [ABSTRACT FROM AUTHOR]

The vibrant and quick-paced environment that defines the hotel sector is defined by a strong emphasis on employee welfare. This study examines the various aspects of worker health and safety in the context of the hospitality sector with the goal of identifying problems, prevalent behaviors, and appropriate remedial measures. The study uses a mixed-methods approach, combining quantitative analysis of safety event data with qualitative interviews with important industry players. In-depth interviews with hotel managers, staff members, and safety specialists are conducted as part of the qualitative component to elucidate the myriad difficulties faced by hotel staff in upholding their health and safety. The effects of irregular work schedules and sleep patterns, workplace stress, and ergonomic considerations all emerge as major themes. The study also examines how well the current training and safety practices work, looking for flaws and potential improvement areas. The study examines historical safety event data from a wide range of hotels on the quantitative front. The goal of this analysis is to spot trends, prevalent accident causes, and geographic regions with a higher prevalence of safety concerns. The results offer a data-driven framework for creating focused interventions and preventive actions. The research also examines how technology can support initiatives to increase employee safety in hotels. We investigate the possibilities for real-time monitoring systems, wearable technology, and enhanced training simulations to improve safety awareness and reactivity. A series of suggestions for enhancing employee health and safety in the hotel business are provided as part of the study's conclusion. The incorporation of technical solutions, specialized training programs, and changes to policy are all included in these suggestions. The hotel business may cultivate a safer and healthier work environment by resolving the issues mentioned, enhancing overall employee well-being and assisting in the industry's long-term success. [ABSTRACT FROM AUTHOR]

This study examines how leaders' political skills affect employee commitment and job ambiguity during organizational change, particularly when leader-employee interaction time is limited. We found that interpersonal influence and networking ability consistently benefit employees, regardless of how often leaders interact with them. Apparent sincerity is effective when leaders maintain regular contact, while high levels of social astuteness can backfire, causing more job ambiguity and less commitment. The research underscores the importance of these political skills in supporting employees and ensuring successful organizational change, even when leaders have limited interaction time with their employees. [ABSTRACT FROM AUTHOR]

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Background: In Malawi approximately, 88.3% people living with HIV are aware of their HIV status. Significant gaps are among men aged 15–34 years; only 72% know their HIV status. To reach men, Jhpiego, in collaboration with the Ministry of Health (MOH), implemented the Men's Mobile Wellness Clinic (MMWC) at workplace settings in Blantyre, Malawi between October 2019 and March 2020. Methods: We conducted a descriptive qualitative study to understand motivators and barriers to MMWC service uptake by employees and employers. Primary data was drawn from in-depth telephone interviews from four study populations: employers who accepted or declined to host the MMWC at their worksite, and employees who accessed or did not access the services. We performed a thematic analysis using Nvivo 12 software to identify patterns and themes across the dataset. Findings: Main reasons given for using the service among male employees were a desire to know their health status, availability of free health services at the workplace, and good quality services offered by MMWC staff, and support from their supervisor. Men who did not access services stated reasons such as work-clinic scheduling conflicts, lack of adequate promotion of the service, and miscommunication on the criteria about who should attend the MMWC. Employers who accepted to host the MMWC stated convenience and employee's rights to know their health status. Those who declined either stated that employees did not want the services or COVID-19 preventive measures by the MOH between October 2019 and March 2020 restricted participation. Conclusion: This study underscores the potential utility of MMWC services including HIV testing among men. The desire to know their health status, availability of free MMWC services at the workplace, good quality services offered by MMWC staff, and the endorsement of MMWC by supervisors were main motivators to access the MMWC services. Sensitizing supervisors and employees about the benefits of the MMWC services, strengthening demand creation, and clarifying eligibility are important to facilitate MMWC uptake among men in Malawi. [ABSTRACT FROM AUTHOR]

The world has experienced rapid productivity growth in the last three decades, but has this growth reflected in wages? In theory, under certain conditions, workers earn their marginal product so that productivity growth feeds into wages on a one-to-one basis. Given the contradictory literature, this paper revisited the productivity–wage relationship in South Africa using an industry-level panel dataset comprising 74 industries observed between 1993 and 2023. Using several estimators, four main findings are observed. First, productivity is found to have grown faster than wages. Second, the observed productivity–wage divergence partly reflects the squeezing of workers for profits. Third, productivity growth mostly outpaced the wages of low-skilled workers, workers on short-term contracts, and informal workers. Fourth, productivity growth largely undermined take-home pay compared to fringe benefits. These results imply that although boosting productivity growth may be important, its achievement may not lead to broad-based wage gains in South Africa unless the government pursues policies that realign productivity and the pay of low-skilled workers, informal workers, and workers on short-term contracts. Such policies may include sector-based incentives for businesses that improve wage conditions, increased union support in high-growth industries, improved regulation of the informal sector, and vocational training for low-skilled workers. [ABSTRACT FROM AUTHOR]

The Employee Retirement Income Security Act of 1974 (ERISA) not only regulates employer-sponsored retirement benefits but also extends to employer-sponsored health plans, preempting state and local regulations. Proponents argue that ERISA preemption creates a uniform regulatory environment for employers, reducing administrative costs and fostering innovation. Large employers value ERISA preemption for its ability to offer consistent benefits across states, lower costs, and promote workforce mobility. If ERISA preemption were eroded, employers may face higher costs and potential challenges in providing health benefits. [Extracted from the article]

ABSTRACT Volitional trait change—the idea that people can willfully change their personality—marks an important advancement for personality science beyond historic views of traits as relatively immutable. We applaud Dupré and Wille's (2024) extension and application of how volitional trait change could impact personnel selection. In this response, we aim to contribute to this discussion by focusing on three critical considerations for the applicability of PDGs to personnel selection—time (how quickly traits can change), degree (how much traits can change), and perspective (who perceives trait change). We concur that personality development has untapped potential in personnel selection and offer suggestions and caveats for how organizations might best realize it. We are excited about a new frontier in extending personality development to organizational settings and are optimistic that doing so would appreciably benefit employees, organizations, and the selection literature. [ABSTRACT FROM AUTHOR]

In recent years, a broader perspective has viewed the use of therapeutic environments in healthcare, transforming the hospital's environment into an energizing atmosphere that benefits both employees and patients. Scientists found that exposure to natural elements like nature scenes, sunlight, art, calming colors, and soothing sounds significantly sped up healing and created a more relaxed hospital environment. This research emphasized the importance of healthcare settings' interior design in promoting patient well-being through beneficial distractions. The motivation for this investigation came from the need to develop an understanding of positive distractions in the cancer care environment and showed how this understanding could be used to enhance the space experience to promote health and well-being. This research adopted a mixed-methods approach. First, a qualitative method using a critical review of the literature was used to effectively present, analyze, and synthesize literature from diverse sources, followed by a quasi-experimental research method. This research is intended to focus on the attributes of positive distraction as one of the psychosocially and psychologically supportive healthcare design aspects that evoke positive feelings in children's cancer center experiences. [ABSTRACT FROM AUTHOR]

This study aims to examine the impact of corporate social responsibility initiatives on employee retention rates in private hospitals in Jordan. Additionally, this study investigates the mediator function of employee trust in private hospitals regarding the relationship between CSR initiatives and employee retention. A stratified sample of 363 personnel from private hospitals in northern Jordan is used, representing four distinct groups: physicians, nurses, technicians, and administrators. The data analysis uses the structural equation modeling (SEM) technique. The results indicate that corporate social responsibility (CSR) measures and trust in private hospitals in Jordan benefit employee retention. Furthermore, the level of trust in hospitals plays a crucial role in mediating the connection between corporate social responsibility (CSR) initiatives and the ability to retain employees. These findings hold promise for the healthcare sector in Jordan, offering potential solutions to the pressing issue of employee retention and the potential to improve patient care quality significantly. [ABSTRACT FROM AUTHOR]

Similar to other countries, Australian firms are increasingly using corporate foundations (CFs) to manage their philanthropic giving. While research has explored the global expansion of CFs, there has been limited understanding on why they are established. This study involving 16 Australian CF managers used qualitative thematic analysis to identify the following four motivational factors that most influence organizational establishment of CFs: 1) centralizing corporate giving; 2) stakeholder influences; 3) financial advantages of foundation structure; and 4) strategic benefits to the establishing firm. The results suggest most Australian firms establish CFs to undertake strategic philanthropy, assisting those in need while capitalizing on the legitimizing social benefits. Many also use it to market activities to their staff, thereby enhancing internal engagement and retention. Yet despite such positive benefits, there is rarely a reduction in principal-agency costs when using a structured CF controlled by corporate executives rather than ad-hoc corporate giving. Furthermore, the decision to establish a CF is often based on normative isomorphism (copying competitors). Additionally, no CFs were established for direct taxation benefits, rather most were focused on the tax benefits associated with employee giving and donations from the general public. The uniqueness of these results, compared with other research, suggests there could be differing motivations to establish CFs based on the organization and the environment of the country where it is located. [ABSTRACT FROM AUTHOR]

There is a large and growing body of literature proposing that there are benefits to employees and workplaces when pets are allowed to accompany their owners to work. This article reports a scoping review of research that is workplace-based and that provides information on the reported benefits or problems of allowing employees' pets at work. The databases Scopus, Discover and Google Scholar were searched with the initial search terms "pets AND workplace AND research." Results were reviewed initially by title to remove items where, for instance, "PET" was used as an acronym. Studies were included if they provided information on research into human well-being and/or work or task performance and pets at work. This included research into the presence of pets while working from home, as the home can be considered a workplace in this situation. A total of 189 papers on pets at work were identified from the searches. The abstracts were reviewed and papers that did not report research into the benefits and challenges of employees' pets at work were excluded, leaving 31 results. The majority of studies used survey methods and did not include validated psychometric measures of key variables including stress. Findings indicated that the presence of employees' pets at work may reduce stress and lead to more positive work-related attitudes, but these findings may not apply to all employees or all workplaces. Negative aspects of pets in the workplace include health risks to humans and animals, cultural concerns and dislike or fear of some animals, and the proportion of participants who raised these concerns or agreed with them varied widely between studies. However, there is little evidence on the prevalence of risks or how they are addressed, and there was no data on how work performance, absenteeism or staff turnover were related to pet-friendly policies at work. More research is required, and some directions for future research are suggested. [ABSTRACT FROM AUTHOR]

Many policymakers and practitioners argue that corporations may become more stakeholder focused if employees are given more power. We study the causal impact of unionization on stakeholders by analyzing how close labor union elections affect environmental and social (E&S) scores. We find that unionization is associated with an increase in internal social scores that primarily benefit employees and a decrease in external E&S scores that primarily benefit non-employees. The negative effects on external E&S are amplified when firms have greater financial constraints. The effects on both internal and external E&S are magnified when labor unions have more bargaining power. Our results suggest that policymakers consider implications for all stakeholders before implementing policies that prioritize the corporate influence of one stakeholder group. [ABSTRACT FROM AUTHOR]

Although involvement in recreational sports has been found to be beneficial for college students, sparse research has explored how recreational sports student employment has benefitted college graduates who are now active in the professional workforce. Filling this critical gap, this study explored how former recreational sports student employees (n = 10) developed marketable skills and increased their career readiness and professional capabilities. Findings suggest graduates did develop marketable skills that they regularly use as professionals, including interpersonal communication, teamwork and leadership, organization, and cross-cultural competency. Implications for research and recreational sports administration are addressed. [ABSTRACT FROM AUTHOR]

Fit plays a key role in organizational entry decisions. However, selecting staff based on their anticipated fit is vulnerable to bias, potentially leading to inequality, stratification, and polarization. First, we focus on person–organization fit and critically examine arguments for and against the hegemonic perspective that selecting for person–organization fit is an effective, responsible, and ethically appropriate approach. This is a controversial subject with bifurcated positions. On the one hand, there should be benefits for employers and employees, such as increased performance, productivity, motivation, and engagement. On the other hand, there are some potentially major downsides, such as subjective bias, reduced diversity, and fears that greater homogeneity will bring about organizational dysfunction. We reveal that two forms of fit, organizational fit and interpersonal fit, have been conflated, and recommend disaggregating them. Second, we critically examine person–job fit and demonstrate that it too has both positive and negative sides. We produce a consolidated version of these different elements of "selecting for fit" that integrates the various literatures and informs policy. We advance five practical recommendations to improve the use of fit in personnel selection that help to realize its inclusive promise and minimize its deleterious effects. [ABSTRACT FROM AUTHOR]

This paper argues that The National Coordination of Forcibly Contracted Teachers (NCFCT) 'التنسيقية الوطنية للأساتذة الذين فرض عليهم التعاقد' is a social justice movement that goes beyond the demands for better employment benefits and educational justice through schools that communities deserve to resisting philosophies that make use of their 'relegated' status as an example of injustices and hierarchies in Morocco. To capture educators' organising efforts, this paper drew on in-depth interviews with leading figures of NCFCT to develop a profound analysis of the rationales, workings and objectives of their activism. It also examined public records including press releases, international reports, citizens' discourses and stakeholders/scholars' statements to navigate the intricacies entailed in educators' resistance to neoliberal/market-based educational policies and their activism towards a more equal society. Findings revealed that teachers have mobilised their activism to attend to the broader political and socioeconomic complexities in the country through renewed strategies, objectives, demands and forms of activism. A major takeaway from the analysis is that NCFCT's forms of activism are continuously adjusted to the state's pressures and the increasing restrictions on freedom of speech and demonstrating. [ABSTRACT FROM AUTHOR]

Purpose: The main aim of the study was to capture potential differences in the level of importance of human resources, especially the intellectual resources of the prison service (PS) staff, compared to other types of resources used in the Prison Service, in relation to the perspective of the management staff. Moreover, conducted research focused on the potential issue of relationships between managers' task orientation and employee orientation and inclinations to making assessment of importance of different kinds of resources. Design/methodology/approach: The study was based on a quantitative approach related to the measurement of level of assessment importance of resources among PS managers and their orientation for staff and the organizational tasks. The study was based on the assumption that organizational conditions can be a determinant of the formation of various assessments of the usefulness of resources for the functioning of the organization and the high assessment in area resources connected with intellectual abilities. Findings: The results obtained indicate that PS managers show inclinations towards higher relevance estimates of human resources with an intellectual capital character than non-HR-specific resources. In addition, the results obtained suggest that organisational resources enhancing human resources may be estimated by PS managers at a similar level as human resources of an intellectual capital nature. The results did not confirm that the manager's basic inclinations in the form of task and employee orientation play a significant role in creating the assessment of human resources related to intellectual capital. Research limitations: The results support potential effectivity of implementation of quality management (TQM), delegating authority to employees and benefits related with using learning organisation model in Prison Service. Issue of the lack of relationship between task-oriented and employee-oriented inclinations and assessment of resources implicate the need of more complex research in this area to find potential moderators. Research implications: The limitation was the small research group, the results obtained should be additionally verified on a more representative group of officers. Originality/value: The results support issue connected with idea of developing intellectual resources of lower-level staff and implementing management models aimed to protecting human resources in the intellectual level and in the area of building a positive atmosphere. [ABSTRACT FROM AUTHOR]

Background: Artificial intelligence-driven Clinical Decision Support Systems (AI-CDSS) are being increasingly introduced into various domains of health care for diagnostic, prognostic, therapeutic and other purposes. A significant part of the discourse on ethically appropriate conditions relate to the levels of understanding and explicability needed for ensuring responsible clinical decision-making when using AI-CDSS. Empirical evidence on stakeholders' viewpoints on these issues is scarce so far. The present study complements the empirical-ethical body of research by, on the one hand, investigating the requirements for understanding and explicability in depth with regard to the rationale behind them. On the other hand, it surveys medical students at the end of their studies as stakeholders, of whom little data is available so far, but for whom AI-CDSS will be an important part of their medical practice. Methods: Fifteen semi-structured qualitative interviews (each lasting an average of 56 min) were conducted with German medical students to investigate their perspectives and attitudes on the use of AI-CDSS. The problem-centred interviews draw on two hypothetical case vignettes of AI-CDSS employed in nephrology and surgery. Interviewees' perceptions and convictions of their own clinical role and responsibilities in dealing with AI-CDSS were elicited as well as viewpoints on explicability as well as the necessary level of understanding and competencies needed on the clinicians' side. The qualitative data were analysed according to key principles of qualitative content analysis (Kuckartz). Results: In response to the central question about the necessary understanding of AI-CDSS tools and the emergence of their outputs as well as the reasons for the requirements placed on them, two types of argumentation could be differentiated inductively from the interviewees' statements: the first type, the clinician as a systemic trustee (or "the one relying"), highlights that there needs to be empirical evidence and adequate approval processes that guarantee minimised harm and a clinical benefit from the employment of an AI-CDSS. Based on proof of these requirements, the use of an AI-CDSS would be appropriate, as according to "the one relying", clinicians should choose those measures that statistically cause the least harm. The second type, the clinician as an individual expert (or "the one controlling"), sets higher prerequisites that go beyond ensuring empirical evidence and adequate approval processes. These higher prerequisites relate to the clinician's necessary level of competence and understanding of how a specific AI-CDSS works and how to use it properly in order to evaluate its outputs and to mitigate potential risks for the individual patient. Both types are unified in their high esteem of evidence-based clinical practice and the need to communicate with the patient on the use of medical AI. However, the interviewees' different conceptions of the clinician's role and responsibilities cause them to have different requirements regarding the clinician's understanding and explicability of an AI-CDSS beyond the proof of benefit. Conclusions: The study results highlight two different types among (future) clinicians regarding their view of the necessary levels of understanding and competence. These findings should inform the debate on appropriate training programmes and professional standards (e.g. clinical practice guidelines) that enable the safe and effective clinical employment of AI-CDSS in various clinical fields. While current approaches search for appropriate minimum requirements of the necessary understanding and competence, the differences between (future) clinicians in terms of their information and understanding needs described here can lead to more differentiated approaches to solutions. [ABSTRACT FROM AUTHOR]

The current study, guided by resource-based and signaling theories, investigated the mediator's function of employer branding in the connection between human resources practices and employee engagement. Data analysis for this research employed PLS-SEM, with a sample size comprising 220 individuals employed in various IT companies within the Delhi-NCR region. The restraint to this probe is that it is transverse analysis and employs quantitative research methodologies. The outcomes of the present work unveiled a direct and statistically substantial relationship among human resource practices and employee engagement. Furthermore, employer branding was identified as a mediator in the relationship between human resource practices and engagement among employees. This research provides targeted guidance for HR professionals and leaders in the IT sector, presenting in-depth insights into human resources dynamics, specifically focusing on employee engagement. Emphasizing the intermediary role of employer branding, our study empowers managers with actionable insights to enhance HR strategies, fostering heightened workplace satisfaction and increased employee engagement for a resilient and thriving workforce. Plain language summary: HR Practices and Employee Engagement: The Mediating Role of Employer Branding This research provides targeted guidance for HR professionals and leaders in the IT sector, presenting in-depth insights into human resources dynamics, specifically focusing on employee engagement. Emphasizing the intermediary role of employer branding, our study empowers managers with actionable insights to enhance HR strategies, fostering heightened workplace satisfaction and increased employee engagement for a resilient and thriving workforce. [ABSTRACT FROM AUTHOR]

Mentoring can positively influence the mentee, the mentor, and the organization in which both are employed. Mentoring can help employees to overcome workplace challenges, including barriers to advancement, while increasing job satisfaction, enhancing career development, and producing a greater sense of value within the organization, often leading to increased productivity. While mentoring clearly has a multitude of benefits, women have traditionally had difficulty establishing mentorships in the workplace, which appear especially problematic in traditionally male-dominated careers, such as corrections. Based on surveys and interviews with members of the Association of Women Executives in Corrections (AWEC), this study investigates the role of mentorship in women's advancement within corrections departments. Data show that support, particularly from one's supervisor, is critical as women consider advancement, regardless of the supervisor's gender. These results imply that when there are few women in the administrative ranks, limiting the opportunity for female mentorship, women can find equally effective mentorship from male superiors. Moreover, mentorships do not necessarily have to be formalized to be effective and can develop from outside one's department when none exist within. Corrections agencies interested in diversifying their administrative ranks should plan to establish more opportunities to foster mentoring relationships, which would benefit all employees. [ABSTRACT FROM AUTHOR]

Despite significant historical progress toward sex/gender parity in employment status in the United States, women remain more likely to provide domestic labor, creating role competition which may increase depression symptoms. Pro-family employee benefits may minimize the stress of competing roles. We tested whether depressive symptoms were higher among women with competing roles versus without competing roles and whether this effect was greater among women without (vs with) pro-family benefits. Data included employed women (n  = 9884 person-years) surveyed across 4 waves (2010, 2015, 2017, and 2019) of the National Longitudinal Survey 1997. Depression symptoms were measured with the 5-item short version of the Mental Health Inventory (MHI-5). The effect of interaction between competing roles and pro-family employee benefits on depressive symptoms was also compared with that of non–family-related benefits, using marginal structural models to estimate longitudinal effects in the presence of time-varying confounding. MHI-5 scores were 0.56 points higher (95% CI, 0.15-0.97) among women in competing roles (vs not). Among women without pro-family benefits, competing roles increased MHI-5 scores by 6.10 points (95% CI, 1.14-11.1). In contrast, there was no association between competing roles and MHI-5 scores among women with access to these benefits (MHI-5 difference = 0.44; 95% CI, −0.2 to 1.0). Results were similar for non–family-related benefits. Dual workplace and domestic labor role competition increases women's depression symptoms, though broad availability of workplace benefits may attenuate that risk. This article is part of a Special Collection on Mental Health. [ABSTRACT FROM AUTHOR]

Background: Telehealth direct access physical therapy is becoming more prevalent in the management of outpatient musculoskeletal pain. This innovative model affords more opportunity to reach potential patients who otherwise would not be able to access services due to geographical isolation, travel barriers, and timely access to quality care. Objective: The purpose of the study was to investigate if pain, function, and ability to perform jobs improved after direct access telehealth physical therapy in patients with musculoskeletal pain. Methods: A single cohort retrospective design was implemented to offer telehealth physical therapy to patients with musculoskeletal pain from March to November 2021. Eligible patients were at least 18 years old, located in California, and had a history of peripartum pelvic dysfunction, muscle pain, joint pain, or neural symptoms. Paired-samples t-tests and the Wilcoxon signed-rank test were used to analyze normally distributed and non-parametric data (α = 0.05), respectively, to compare pretest and post scores. Results: Based on 89 participants, paired-samples t-tests showed statistically significant differences in function [t(87) = 20.71, p <.0001] and pain [t(82) = -8.15, p <.0001]. Wilcoxon's signed-rank test showed statistically significant differences in ability to perform job (Z = -7.345, p <.0001). Conclusion: This study demonstrated that in a cohort of individuals with multiregional musculoskeletal pain, there was a decrease in pain and improvements in function and ability to perform job after direct access telehealth physical therapy. [ABSTRACT FROM AUTHOR]

This study sought to find empirical evidence that supports the Job Demands-Resources model’s extension, i.e., the inclusion of personal resources as a mediator between job resources and work-related outcomes in the model. Using the Conservation of Resources (COR) theory, we hypothesized that optimism and self-efficacy mediate the relationship between job autonomy and turnover intention. A convenience sample of 168 employees (45.2% female) working in diverse companies in Bosnia and Herzegovina was applied to test our hypothesis. The relationship between job autonomy and turnover intention was fully mediated by optimism. The obtained finding extends the Job Demands-Resources model by theoretically and empirically including the mediating role of personal resources in the relationship between job resources and work-related outcomes. In addition, the obtained result supports the Conservation of Resources theory, i.e., it confirms that existing resources can accumulate further resources that benefits employee behaviour. [ABSTRACT FROM AUTHOR]

Purpose: In a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees' engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development. Design/methodology/approach: The authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy. Findings: This study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers. Originality/value: This study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies' examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development. [ABSTRACT FROM AUTHOR]

Pension paid by government or company to employees motivates them to work as expected but on the other hand Pension Fund Administration's (PFA) have basis roles to play to secure their retirement funds. This study tends to identify the effective roles of Pension Fund Administrator's (PFA), the challenges affecting their roles and the possible solution to the challenges affecting the roles of Pension Fund Administrator's (PFA) in motivating employees in Nigeria using Leadway Pensure Assurance Company as a study. The research design used in this study was a descriptive research design. The primary data was generated through the field survey using structured questionnaire as a major research instrument. The sampling for study was formulated using Taro Yamane sampling formulae. At this junction, multi-stage sampling technique is used to select sample size of the study. Quantitative data collected were analyzed, presented and interpreted using descriptive statistics. The research statistics used for this study is the Pearson correlation analysis and its method coefficient was used to test the level of significance. This will be tested at a significance level of 5% or 0.05 with the aid of Statistical Package for Social Sciences (SPSS). This analysis also shows Pearson correlation to be 0.186 which implies that there is a weak positive relationship between effective roles of Pension Fund Administrator's (PFA) and employees' motivation. The study finds out that Leadway Assurance Company contributes to employees Retirement Savings Account (RSA) monthly/quarterly for the purpose of retirement relief, also keeps the retiree informed on annual rate of returns on the Pension Funds and makes pension fund available for employee after retirement. The recommendation given is that Leadway Pensure should encourage contributory pension scheme among employees before their retirement, also PFAs should adopt more sure suitable way to communicate how the pension scheme benefits employees even with unfavorable working condition and appropriate information technology should be used to training and encourage employees on pension scheme. [ABSTRACT FROM AUTHOR]

Conflict is commonly encountered in environments characterized by intense interpersonal relationships and differing opinions. It manifests not only between individuals but also among groups, institutions, sectors, and societies. Conflict can foster innovative ideas and thoughts that benefit both employees and organizations when managed effectively by providing the appropriate environment and conditions. This study aims to identify and assess the impact and significance of the criteria that cause conflict in health facilities and develop strategies and recommendations to address the most critical conflict-inducing factors. With the support of existing literature, the criteria causing conflict in health facilities were identified, and their impact and significance were evaluated using the DEMATEL method, a multi-criteria decision-making approach. According to the results, the most critical risk factors causing conflict in health facilities are "Skills, Abilities, and Differences" with a weight of 13.42%, "Teamwork" with a weight of 13.20%, and "Communication" with a weight of 12.89%. Based on these findings, strategic recommendations have been made by the priority ranking of the identified conflict-causing criteria. [ABSTRACT FROM AUTHOR]

The current research investigated employee's perception of their manager's listening behavior (MLB). Drawing on the group-value theory, we examined the role of MLB and analyzed its effect through employee's power distance orientation. We distributed questionnaires to 219 employees and adopted two-wave data collection to ameliorate the bias of common method variance. Statistical analysis revealed that MLB was related to employees' well-being and work engagement. For employees with lower power distance orientation, MLB led to more self-esteem. For employees with higher power distance orientation, MLB did not affect their self-esteem. MLB was not always beneficial to the employees, as individuals may interpret MLB positively or negatively. Research findings have brought new insights into the listening literature, particularly from the perspective of manager's listening behavior. We encourage the organizations to incorporate listening skills into the education programs (for training incumbent managers) and recruitment criterions (for hiring new managers). Implications on the manager-employee relationship are also discussed. [ABSTRACT FROM AUTHOR]