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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]

The Employee Retirement Income Security Act (ERISA) of 1974 regulates employer-sponsored retirement benefits and also applies to employer-sponsored health plans. ERISA preemption prevents state and local regulation of self-funded, employer-provided health benefits. Proponents argue that ERISA preemption creates a uniform regulatory environment for employers, reduces administrative costs, and fosters innovation. Detractors believe that state and local governments should have a greater role in healthcare reform. Large employers value ERISA preemption for its regulatory certainty, ability to offer consistent benefits across states, and cost reduction. The article discusses the benefits of ERISA preemption for employers in offering consistent and equitable benefits across different states. Executives in a roundtable discussion expressed appreciation for the ability to provide a uniform set of benefits regardless of employee location. They highlighted the advantages of consistency in administration, lower compliance costs, and increased workforce mobility. ERISA preemption also allows for innovation in benefit design and strategies tailored to the specific needs of different workforces. Additionally, it enables employers to deliver high-quality benefits while mitigating costs and provides a competitive advantage in attracting and retaining talent. The potential erosion of ERISA preemption could lead to challenges in providing health benefits and may cause employers to reconsider their approach. However, the executives expressed a commitment to continue offering health benefits for the foreseeable future. [Extracted from the article]

The article explores the perspectives of hospital librarians who report to non-librarian leaders. It discusses the strengths, weaknesses, opportunities, and threats of having non-librarian leadership in hospital libraries. The author conducted a questionnaire and informal interviews with hospital librarians to gather their perspectives. The findings reveal frustration with feeling misunderstood and undervalued, but also highlight supportive leaders who bring organizational influence and library advocacy. The article encourages further conversations and understanding between hospital librarians and non-librarian leaders to promote the success of hospital libraries. [Extracted from the article]

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]

Servant leadership's unique focus on care and concern for multiple stakeholders has caught the attention of academic and practitioners alike. Its theoretical novelty, however, remains underutilized as a means to contribute unique insights to the leadership literature. We draw on servant leadership's moral foundation—utilitarian consequentialism—and social learning theory to identify cognitive mechanisms (follower other‐orientation and cognitive reflection) through which servant leadership affects employee behavior benefiting two stakeholder groups: a community nonprofit organization and the employing organization. Furthermore, we evaluate the degree to which an employee's moral identity internalization acts as a boundary condition of servant leadership's effects. Data were collected from 274 employee‐supervisor dyads across three waves with objective cognitive reflection scores and objective measures of workplace charitable giving and employee performance. Results supported all hypothesized predictions even after accounting for three alternative mediators. In particular, servant leadership had a positive indirect effect on workplace charitable giving through follower other‐orientation; it also had a positive indirect effect on objective follower financial performance through other‐orientation and cognitive reflection. Both indirect effects were significant at low levels of moral identity internalization but not at high levels. We discuss the implications of these findings and delineate directions for future research. [ABSTRACT FROM AUTHOR]

Short-term corporate social impact activities, wherein employees participate in firm-sponsored prosocial initiatives, are becoming increasingly common. However, it remains unclear whether short-term social impact activities affect employee behavior in a manner of relevance to the firm. Theoretically, arguments could be made in favor of or against the likelihood that such short-term activities would increase firm-benefitting employee behavior. We utilized data from a randomized field experiment implemented at a large Latin American bank to examine whether a short-term social impact activity can be beneficial for firms, focusing on one important outcome: turnover. Newly hired employees were randomly assigned to a short-term social impact activity as part of the new employee onboarding process or not. Notably, we find causal evidence that a day-long, short-term engagement reduced employee turnover almost a year later. We explore potential mechanisms behind this effect and find that employees' perceptions of organizational justice help to explain the effects of the intervention on turnover. We also explore heterogeneous treatment effects and find more substantial effects for male, rather than female, employees. This paper advances the literature on the implications of corporate social responsibility (CSR) practices by shedding light on the causal mechanisms through which a theoretically underexplored and practically relevant type of CSR activity can benefit organizations and their employees. This paper was accepted by Lamar Pierce, organizations. Funding: The authors acknowledge funding from NSF through the Learning the Earth with Artificial intelligence and Physics (LEAP) Science and Technology Center (STC) (Award #2019625). Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2022.01517. [ABSTRACT FROM AUTHOR]

Sabbatical leave is a benefit that is commonly associated with higher education but is rarely found in the private sector. The benefits that a sabbatical provides a professor, the opportunity to "recharge and refresh" and return to their responsibilities reinvigorated, would also apply to businesses offering this benefit. In light of the recent COVID disruption, employee claims of "burn-out" and the subsequent resignations of many workers, employee retention is a serious issue for many firms. Search and hiring costs are significant. This study examines the benefits to the firm of offering sabbaticals to their employees. It also provides a framework for businesses to compare search and hiring costs with the costs of a sabbatical program. The numerical example provided demonstrates that avoiding the costs associated with a search could fund an 8-week sabbatical for an employee. [ABSTRACT FROM AUTHOR]

Firms have attempted to de-risk their pension obligations by offering its pension beneficiaries a lump-sum distribution instead of the guaranteed payments to be paid to retirees in a defined benefit pension plan. We examine the stock market reaction to the announcement of these offerings using event study methodologies. We find a statistically significant positive cumulative abnormal returns for the 20-day period prior to the event, the 20-day period after the event, and for the entire 41-day event period surrounding the announcement. We also find that the cumulative abnormal returns are higher the more liabilities a firm has and increases with the level of funding of the pension plan. Our results contribute to the literature on pensions by finding that firms that buy out their pensioners' defined benefit payments via a lump-sum distribution experience an increase in firm value. There is a significant amount of analysis of such buyouts in the literature and in the press, but our results are the first to examine and document the increase in value derived from such pension changes. We also more fully develop the motivations for such events from a cost/benefit perspective. [ABSTRACT FROM AUTHOR]

Public agencies vary considerably in the extent to which they defer compensation until later in workers' careers and often heavily backload compensation even when frontloaded compensation would likely be more efficient. I use two-way fixed effects models and detailed longitudinal data on collective bargaining agreements, salaries, and fringe benefits in public school districts in California to test two common theories about the prevalence of deferred public sector compensation. I find no evidence that stronger unions bargain for more backloaded compensation on average. However, I find suggestive evidence that unions may prefer to bargain for more backloaded compensation when their members are more veteran. I find no support for the theory that administrators prefer to defer compensation when employee performance is more difficult to monitor. These results suggest that other explanations for the backloadedness of public sector compensation may hold more promise, though they also call for additional empirical investigation. [ABSTRACT FROM AUTHOR]

Copyright of Secuencia: Revista de Historia y Ciencias Sociales is the property of Instituto de Investigaciones - Dr. Jose M. Luis Mora and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The document is the front matter of the American Economic Review journal, published in September 2024. It includes a list of articles and authors featured in the journal, as well as information about the editor and coeditors. The document also provides details on how to submit a manuscript and the policy of the journal regarding data availability for replication. Additionally, it includes a brief biography of Olivia Mitchell, a distinguished fellow and professor known for her research on pensions, retirement, and financial literacy. The document concludes with information about the American Economic Association and its executive committee. [Extracted from the article]

With the purpose of extending job crafting theory, the current article outlines a comprehensive conceptual model of work‐related need crafting grounded in self‐determination theory—the Self‐Determination Theory Model of Need Crafting at Work. Specifically, by taking as our basis the three basic psychological needs for autonomy, competence, and relatedness, we introduce the concept of work‐related need crafting and outline its underlying cognitive and behavioral components. We also theorize how cognitive and behavioral forms of need crafting are related and how cognitive and behavioral need crafting foster well‐being and optimal functioning by enhancing need satisfaction and reducing need frustration. Finally, we outline a reciprocal relation between need crafting practices and the experience of basic psychological needs, and thereby depict how need crafting and basic psychological needs develop over time. In sum, the Self‐determination Theory Model of Need Crafting at Work provides a theory‐based framework relevant for covering a wide breadth of different need crafting practices that have the potential to significantly advance future research on job crafting for the benefit of both employees and organizations. [ABSTRACT FROM AUTHOR]

All over the world, many companies are including oocyte cryopreservation for nonmedical reasons, also popularly known as nonmedical egg freezing (NMEF), within their employee benefits packages. However, it is important to ask whether companies are ethically justified in offering NMEF as a benefit for their employees. The inclusion of NMEF within companies' employee benefits packages could be ethically justified in two ways. On the one hand, company‐sponsored NMEF can serve as a strategy to mitigate or eliminate gender inequalities in the workplace, such as female underrepresentation in positions of authority and leadership and the so‐called work/motherhood conflict. On the other hand, company‐sponsored NMEF can be a means to expand women's reproductive autonomy by making egg freezing accessible to those women who are not able to afford it otherwise. This article calls into question these ethical justifications. We argue that by offering NMEF as an employee benefit, companies maintain current workplace inequalities and impose an option for women with multiple risks and externalities. Therefore, companies' offering of NMEF benefits cannot be ethically justified. Furthermore, we argue that companies that offer NMEF benefits incur fiduciary responsibilities related to the physiological, emotional, psychological, and financial costs of the use of company‐sponsored NMEF. [ABSTRACT FROM AUTHOR]

The imperative of gender diversity in corporate governance and the adoption of a human-centric governance paradigm are intensifying globally. The structure of board directors, key influencers to corporate decisions, notably shape policies, crucially in emerging markets like China where gender issues are still evolving. Therefore, employing a penal dataset comprising 8,973 firmyear observations from publicly A-share-listed Chinese firms spanning 2006 to 2021, this study empirically examines the impact of board gender diversity on the responsiveness to both employee monetary incentives and non-monetary rewards. The findings unveil a positive correlation, indicating an augmentation in per-employee compensation and an increased likelihood of implementing non-monetary programs, including stock-ownership plans, retirement benefits, and occupational safety certification, in the presence of higher board gender diversity. Notably, these positive associations are more accentuated in stateowned firms, as well as those with lower executive compensation and diminished institutional ownership. Our results remain consistent after considering robustness as well as endogeneity. This empirical evidence not only contributes robust statistical support to the ongoing global initiatives advocating for gender diversity in corporate governance but also underscores the efficacy of boards of directors in effectively managing stakeholder interests, particularly in fostering employee-friendly practices within emerging markets like China. [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]

Research has neglected to consider the news as a source of work-related information that might impact employee experiences and outcomes. In an initial pilot study with a diverse cross-section of employees, we confirm that deriving work-related insights from the news, either intentionally or serendipitously, is a common occurrence. Next, drawing from conservation of resources theory, we developed a model to examine both the beneficial and detrimental consequences associated with job-relevant news consumption. We conducted a 10-day experience sampling study which showed that job-relevant news consumption increases information overload but also produces perceived learning. Information overload, perceived learning, and emotional exhaustion serially mediate the relationship between consumption of job-relevant news and employee withdrawal behavior. Furthermore, perceived learning buffers the indirect relationship between news consumption and work withdrawal via information overload and emotional exhaustion. We discuss the theoretical and practical implications of our research. [ABSTRACT FROM AUTHOR]

Flexible working hours has many benefits in improving employee's in-role performance, and thus become more popular in modern cities. However, we knew little about the relationship between flexible working hours and organizational citizenship behavior (OCB). To clarify the question, we constructed a moderated-mediation model to examine the mechanism of commuting control. A total of 284 full-time employees took part in this study. We found that: (1) Employees with flexible working hours had higher levels of commuting control; (2) Then, higher levels of commuting control predicted higher levels of OCB; (3) Commuting control fully meditated the association between flexible working hours and employees' OCB; (4) Commuting control and road unimpeded interaction to influence OCB. That is, the relationship between commuting control and OCB was stronger when roads were clear. These results not only provide a new explanation of the impact of flexible working hours on commuting control and OCB, but also help to broaden commuting research. These findings additionally have implications for the government and organizations. [ABSTRACT FROM AUTHOR]

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

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

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

Front-end planning (FEP) is the first step in identifying a problem and analysing a project's goals and the business case for management to decide whether to proceed with the project. Despite its crucial significance, projects are still underperforming and failing to achieve their objectives. Current research suggests that the emergence of AI promises significant advantages to organisations, particularly for FEP. The purpose of this paper was to explore the readiness of organisations to use AI in the FEP phase to enhance project outcomes. The technology–organisation–environment (TOE) framework was used to evaluate factors influencing the readiness to adopt AI in construction projects in Saudi Arabia. Thirty interviews were conducted with public and private stakeholders in the sector. The knowledge and insight gained from the viewpoints of key decision makers and practitioners allowed for an examination of the main factors impacting the adoption of AI, and any challenges and barriers to it. Findings showed that the support of the government and senior management, and the attitudes and behaviour of employees, were the top three factors in the framework that facilitate the readiness of organisations to adopt AI. Government support influences external support and enhances competitive pressure between organisations; senior management support influences the absorptive capacity and maturity of an organisation; and employees' attitudes and behaviours are the main contributors to organisational readiness. The proposed framework will assist policymakers in using these factors to overcome the challenges of AI adoption. Additionally, creating strategies aligned with Vision 2030 focuses not only on choosing the best technology to implement but also on how employees can benefit from it. [ABSTRACT FROM AUTHOR]

Leveraging data on organizational social distancing initiatives (SDIs) this paper examines the link between SDI implementation and perceived organizational support (POS). The paper discusses and tests the intended beneficiary heuristic to help explain why and when employment practices may induce POS. We suggest that SDIs, involving various ways to separate employees to keep them safe, have the important secondary benefit of increasing employees' perception that the organization cares about their well-being and values their contributions. Using the intended beneficiary heuristic we argue that such favorable treatment as SDIs relates positively to POS most when employees attribute their implementation to the organization's concern for the welfare of employees. Results of two studies, a cross-sectional study with 121 employees in the United States and a longitudinal study with 103 employees in South Korea, indicate that SDIs were positively associated with employees' POS, which in turn improved their job satisfaction (Studies 1 and 2), affective organizational commitment, and organizational citizenship behavior (Study 2). The results also show that these relationships were stronger when employees perceived SDIs to be implemented to protect their welfare rather than as a means of protecting the organization. [ABSTRACT FROM AUTHOR]

The article addresses concerns about the legality and safety of drug importation into the U.S., particularly for cancer care and employer health benefit plans. It highlights the ethical and legal responsibilities of medical practices and employers in ensuring drug safety and compliance with U.S. Food and Drug Administration (FDA) standards.

The new power system provides important support for the large-scale integration and efficient consumption of new energy into the power grid. New energy has entered an era of competition with traditional energy, and entire power systems need to be renovated and upgraded to enhance related auxiliary investments. From a systemic perspective, considering the low effective capacity of wind and solar new-energy power generation, it is necessary to increase investment in backup power capacity, flexible power supply, grid connection, and distribution, as well as other operational management system resources, in order to ensure the safe operation and power balance of the power grid. In this study, we focus on the comprehensive benefit evaluation of new investments in the power grid under the new power system, starting from the demand and classification of new investments in the power grid under the new power system. We then focus on typical project investments under the construction of the new power system, determining cash inflows and outflows within the investment cycle, establishing a full life-cycle economic benefit model that adapts to typical investments, and further analyzing the social benefits promoted by typical new investment in the power grid. We construct a social benefit model for various entities involved in power grid investment from the perspective of all members of society, distributed users, and power generators, covering multiple benefits such as economic benefits, reliability benefits, environmental benefits, driving economic benefits, and employment promoting benefits. Finally, we conduct an empirical analysis based on the typical scenario of promoting distributed photovoltaic technology in this new type of power system, targeting full spontaneous self-use. There are three modes of self-use surplus grid-connection and full grid-connection, and the comprehensive benefits of supporting investment in the power grid, such as economic benefits and social benefits, are calculated using the full life-cycle economic benefit evaluation method and the social benefit evaluation evaluation method. This study provides an important reference for solving the problem of missing and difficult to quantify evaluation systems for the new investment benefits of the power grid in the new power system. [ABSTRACT FROM AUTHOR]

The article discusses the court case Rose Tree Media School District v. Unemployment Compensation Board of Review, wherein the Commonwealth Court of Pennsylvania ruled that a school bus driver was not eligible for unemployment compensation benefits. The court considered precedential cases on the issue and the state statute on benefits based on service for educational institutions. It analyzes the majority's holding on the reasonable assurance doctrine contrary to the dissenting opinion.

Purpose: The Open Payments Program (OPP), established in 2013 under the Sunshine Act, mandated medical device and pharmaceutical manufacturers to submit records of financial incentives given to physicians for public availability. The study aims to characterize the gap in real general and real research payments between man and woman urologists. Materials and Methods: The study sample included all urologists in the United States who received at least one general or research payment in the OPP database from 2015 to 2021. Recipients were identified using the National Provider Identifier and National Downloadable File datasets. Payments were analyzed by geography, year, payment type, and years since graduation. Multivariable analysis on odds of being in above the median in terms of money received was done with gender as a covariate. This analysis was also completed for all academic urologists. Results: There was a total of 15,980 urologists; 13.6% were woman, and 86.4% were man. Compared to man urologists, woman urologists were less likely to be in the top half of total payments received (odds ratio [OR] 0.62) when adjusted for other variables. When looking at academic urologists, 18.1% were woman and 81.9% were man. However, woman academic urologists were even less likely to be in the top 50% of payments received (OR 0.55). Conclusions: This study is the first to characterize the difference in industry payments between man and woman urologists. The results should be utilized to educate physicians and industry, in order to achieve equitable engagement and funding for woman urologists. [ABSTRACT FROM AUTHOR]

Shifting from Old Pension Scheme (OPS) to National Pension System (NPS) was a major financial reform undertaken by Govt. of India during the last decade and this paradigm shift has significant impact on the retirement benefits of employees as well as on public exchequer. The OPS createdhuge financial challenges on public exchequer and leads to the introduction of the NPS.However the absence of a guaranteed minimum pension under NPS and its link with the market has sparked demand for OPS restoration by the employees of various States and Center. To address these concerns, a Committee is formed by Central Government to review the existing NPS. The pension under NPS is significantly lower than the pension under OPS and largely depends upon the rate of return on Dr. Parmod Kumar parmod.cwa@gmail.com Dr. Parmod Kumar is presently working as Assistant Professor of Commerce in Govt. PG College for Women, Rohtak. The author had previously worked as Jr. Accounts Officer in BSNL and as Sr. Manager (Accounts) in HSIIDC also. He is a Fellow Member of Institute of Cost Accountant of India. He has total experience of 20 years of teaching and administration. NPS Corpus and length of service. Present paper aims to determine the rate of contribution needed under NPS to achieve equilibrium with OPS benefits. Regression analysisreveals a statistically significant relationship between length of service, rate of return and NPS contribution rate. These results will be helpful for the policymakers in drafting a sustainable pension system that helps in compensating employees against potential losses due to NPS implementation. Ultimately this research contributes to the ongoing pension reforms debate in India. [ABSTRACT FROM AUTHOR]

The present study focuses on the opportunity dimension of the ability–motivation–opportunity framework and explores the implications of autonomous work practice (AWP) for the collective turnover and productivity of firms. Given the trade-offs between the costs and benefits of AWP and its potential double-edged sword effects, we adopt the interdisciplinary perspective on job design (i.e. mechanistic and motivational models) as basis to theorize the curvilinear effects of AWP. We further hypothesize the interaction between AWP and work flexibility, consistent with the internal fit perspective of strategic human resource management. The current framework is validated by analyzing multisource, time-lagged data collected from 1,240 firms over a two-year period. The analysis confirms the hypothesized curvilinear effects of AWP, in which collective turnover is low only when the level of AWP is moderate. The detriment of a high level of AWP on increasing collective turnover is amplified for firms with low work flexibility. By contrast, firm productivity is high when the AWP level is either low or high, and the benefit of a high level of AWP on increasing productivity is pronounced for firms with high work flexibility. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR) has an increasingly important role in organizations, which are taking a proactive stance in the inclusion of concerns and initiatives at this level. This theme has an impact on employees, namely in the meaningfulness through work. Thus, this research aims to assess whether the CSR affect the meaningfulness through work, and whether the degree of incorporation and the design and implementation approach interfere in this relationship. The results, obtained from 235 responses, suggest that it is not CSR policies and practices that impact meaningfulness through work. For this feeling to be achieved, it is necessary for employees to perceive CSR as embedded and the design and implementation of policies and practices to be bottom‐up. In other words, for CSR to lead to real benefits for employees, organizations must make a genuine and substantial commitment to it. [ABSTRACT FROM AUTHOR]

This study examines the effect of Confucianism, an influential cultural belief and ethical philosophy in East Asia, on employee treatment policies within Chinese listed companies from 2010 to 2020. Our key finding is that Confucianism is positively associated with employee‐friendly practices. We further identify three plausible economic channels through which Confucianism shapes employee‐friendly treatment: valuing human‐centric ethics, mitigating managerial myopia, and alleviating agency conflicts. Cross‐sectionally, the documented impact is more prominent for firms operating with weaker union power and those with executives lacking overseas experience. Additionally, employee‐friendly firms exhibit higher employee efficiency, innovation output, and firm value, indicating that investing in employee benefits ultimately translates into better financial performance. Collectively, we shed light on the unique role of cultural norms in fostering employee treatment policies and their consequential effects on organizational value. [ABSTRACT FROM AUTHOR]

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

This article addresses the pressing issue of attracting Generation Z to the agriculture sector in the Czech Republic, a vital issue given its crucial role in ensuring food security and sustainability. During demographic changes and declining interest from younger generations to work in agriculture, it is essential to understand and meet the specific needs of this generation. This article examines the alignment between advertised employee benefits and the preferences of Generation Z, offers a new employee benefits categorization, and highlights possible interventions to increase the attractiveness of the agricultural sector in the labor market. Based on a literature review, quantitative content analysis of job advertisements, and a questionnaire survey, the research aims to evaluate the current offers of employee benefits in the agricultural sector in the Czech Republic in terms of their attractiveness and how they are perceived by Generation Z before then categorizing these employee benefits. The results show that benefits from the "Holiday and times off" category have the highest value for Generation Z and that, on the contrary, they value benefits from the "Benefits for work–life balance" category the least. A total of seven categories of employee benefits have been newly identified. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the current quality of work-life (QWL) situation and the effectiveness of labor laws for promoting QWL in the context of Nepalese workplaces. Design/methodology/approach: It uses a descriptive-interpretative-qualitative approach to analyze the responses. Information is gathered through discussions with 85 higher- and middle-level managers of large and medium-sized organizations. Findings: The majority of Nepalese organizations accept safe and healthy working conditions, social relevance of work-life, social integration in the work organization, and work and total life space as the key aspects of QWL. They have become even more critical as a result of the COVID-19 pandemic. However, they face challenges in providing employees with opportunities for continued growth and security, immediate opportunity to use and develop human capacities, adequate and fair compensation and constitutionalism in the work organization. QWL-related provisions in Labour Act, 2017, play a vital role in promoting the QWL situation. The QWL programs offer many benefits to employees' private and working lives. The lack of such programs would undoubtedly have negative consequences for Nepalese companies. Compliance with labor laws will promote a better QWL situation at Nepalese workplaces. Research limitations/implications: Only managerial perspectives are considered for examining the current situation of QWL and the effectiveness of QWL-related provisions of the Labour Act, 2017. It excludes the views of union leaders. Practical implications: This paper indicates that labor laws' QWL-related provisions are effective. It also provides several policy measures for promoting a better QWL in Nepalese workplaces. Originality/value: This study presents QWL-related legal provisions and the actual situation at the workplaces of Nepal. It also presents the key aspects of QWL in the context of Nepal. [ABSTRACT FROM AUTHOR]

Purpose: Building upon Social Exchange Theory, this study explores the relationship between perceived opportunities for competency development (POCD), subjective career success (SCS), and organizational citizenship behaviors (OCBs). Given the importance of SCS in providing mutual benefits for both the employee and the organization, this study examines how SCS plays a mediating role in the relationship between POCD and OCBs. Design/methodology/approach: Data was collected from 353 full-time working professionals in Malaysian organizations through a two-wave hardcopy questionnaire survey. The data was then analyzed using structural equation modeling and the bootstrapping method. Findings: The study found no significant direct relationship between POCD and OCBs. However, the bootstrapping analysis uncovered that SCS mediated this relationship, indicating a significant full mediation effect. Research limitations/implications: To increase the external validity of findings, future studies should include samples from various industries in both the public and private sectors. Originality/value: In contrast to the findings from previous studies, this study adds value to the career literature by demonstrating that without a sense of SCS, even with competency development opportunities, employees are less likely to engage in OCBs. It highlights the importance of SCS in fostering mutual benefits for both the employee and the organization. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate whether social media use (SMU) at work has a curvilinear effect on job performance and whether Cyberloafing (non-work-related use) and job complexity moderate this effect. Design/methodology/approach: Online surveys were conducted in China among WeChat users from multiple organizations working in the office environment, generating 350 valid responses. Findings: The results revealed that there is an inverted U-shaped relationship between SMU at work and job performance through mediations of communication, information sharing and entertainment; such that the relationship is initially positive but becomes weaker as SMU increases and exceeds the optimal level. Notably, it is found that Cyberloafing negatively moderates the relationship between SMU and job performance, and there is a significant joint moderating effect of job complexity and Cyberloafing. Practical implications: This study improves the research of information system use. It also provides implications for organizations concerned about formulating policies related to individuals' SMU and suggests that SM users and managers should find strategies to arrive at without surpassing the optimal level to maximize productivity. Originality/value: This paper enriches the job demands-resources model to extend the literature on the advantages and disadvantages of SMU at work, which indirectly affect performance through two job conditions (job resources and demands). The study finds that employees benefit from a moderate amount of SMU at work, once it surpasses the optimal level, job demands surpass job resources and counterproductivity will appear. In addition, Cyberloafing and job complexity moderate the optimal level of SMU at work, which have not yet been investigated. [ABSTRACT FROM AUTHOR]

"Strategic Redundancy Implementation" by Madeleine Stevens is a comprehensive guide that addresses the challenges and strategies associated with redundancies in organizations. The book argues that redundancy programs are often implemented without a strategic plan, leading to negative impacts on productivity. It proposes a three-stage strategy for redundancy implementation: re-focus, re-organize, and re-build. The book provides practical guidance and resources for professionals involved in managing redundancies, while also addressing the psychological effects on those affected. It emphasizes the importance of employee participation and representation in successful redundancy initiatives. However, it should be noted that the legal framework discussed in the book is based solely on U.K. legislation. [Extracted from the article]

Librarians can choose between the career strategy of staying put in one library or moving around to different libraries. Money may be the most important factor; but fringe benefits, cost of living, the librarian's financial needs, and moving expenses also matter. Professional considerations include: current job satisfaction, relationships with colleagues and administration, ultimate career goals, and job security. Lifestyle preferences can play a big part. Finally, moving may impact the librarian's personal relationships. School librarians lack promotion possibilities; the libraries are small and state certification is often needed. Moving between public libraries is easiest because job duties, status of librarians, and organizational structure are similar. The wide differences in special libraries create obstacles. Academic libraries present a complex challenge with differences in status, multiple promotion paths, and more varying responsibilities. The final decision is often less rationally based than most believe. The good news is that staying put or moving around are important in the short run, but both strategies can lead to successful library careers. [ABSTRACT FROM AUTHOR]

I. INTRODUCTION Gone are the times where employers automatically chain workers to cubicles and bind them to regimented schedules motivated by corporate America. Modern jobs come with new and liberating [...]

I. INTRODUCTION 519 II. ESTABLISHING EMPLOYMENT DISCRIMINATION TOWARD 520 SEXUAL MINORITIES & BOSTOCK A. PRE-BOSTOCK TITLE VII CLAIMS BASED ON SEXUAL ORIENTATION 520 AND GENDER IDENTITY B. THE BOSTOCK DECISION [...]