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Purpose: This research explores human factors practices in the context of Industry 4.0, Industry 5.0 and the multigenerational workforce, promoting the evolution of Human Capital 4.0. With the emergence of generations Y and Z, organizations are more volatile, heightening the risk of tacit knowledge loss. Conditions conducive to retaining employees must be created, particularly by prioritizing engagement initiatives. Design/methodology/approach: Addressing these imperatives required the adoption of a comprehensive mixed-methods methodology, which integrated a systematic literature review, a qualitative thematic analysis of 30 interviews conducted with employees from three multinational organizations and a quantitative statistical analysis of a questionnaire gathering 560 responses. Findings: The study identifies essential practices for enhancing employee well-being, considering blue and white collars, using the PERMA model. It recommends adopting corporate social responsibility (CSR) initiatives and flexible work arrangements to improve positive emotion. Engagement is strengthened by aligning roles with employee strengths, offering ongoing learning opportunities and incorporating gamification. Strong Relationships are fostered through coaching, mentoring and participatory decision-making. Meaning in work is supported by encouraging a protean career attitude and integrating CSR activities to align personal and professional values. Accomplishment is achieved through lean management principles and recognition programs that facilitate goal achievement and employee appreciation. Originality/value: This is the first multigenerational study to include Gen Z, both blue- and white-collar workers and the PERMA model, offering a set of practices designed to improve Human Capital 4.0 retention. These practices target adaptation to both the digital paradigm and the multigenerational environment as well as addressing the phenomena of the Great Resignation and Quiet Quitting. [ABSTRACT FROM AUTHOR]

Since the onset of the global COVID-19 pandemic and the Great Resignation, the U.S. has seen nearly 100 million people leave their organizations.1 Such record-breaking transformations call for an investigation into how dissent shapes organizational life, particularly in times of complexity. In this essay, we argue dissent expression manifested through frustration and inconsistency illuminate opportunities for organizations to create healthier, happier, and more sustainable workplaces. Grounded by dissent and organizational retention and turnover literature, data for this research were collected through 25 semistructured qualitative interviews with employees who chose to stay with their organization through COVID-19 and analyzed using Tracy's (2020) phronetic iterative approach. The findings of this study lead to two important theoretical contributions. First, the cyclical process of dissent offers unique opportunities for organizational members to exercise their voice and their organizations to provide community. Second, these findings call for the increased use of qualitative methodology in dissent scholarship, encouraging researchers to seek out "thick description" uniquely accessible through qualitative data immersion.2 Practical findings from these data present avenues for practitioners to facilitate dissent expression within organizations to encourage retention and promote organizational health. [ABSTRACT FROM AUTHOR]

Has global capitalism reduced inequality and poverty? How do today's young people reactto cultural changes in organizations in a world that demands more and more flexibility? How do organizational and social transformations impact the lives of individuals? These and other questions are the starting point of our reflection which will attempt to investigate, through theoretical sources and research on the field, the possible correlation between the social phenomena of Tang Ping, Quiet Quitting and Great Resignations. Today, the capitalist model, with its promises of global progress and social equity, is showing its first cracks and needs to be redefined. Similarly, the concepts of growth anddevelopment need to be rethought. If globalization encourages welfare models that shift the boundaries between public and private, in the same way 'flexible capitalism' triggers new dynamics of individuals' exploitation. Are cultural and organizational models of our recent past still effective in keeping the promise of development and progress? [ABSTRACT FROM AUTHOR]

The Great Resignation represented a shift in employee attitudes toward work. While many workers sought new employment, some workers are increasingly withdrawing from work altogether. This article explores the unique ways in which Black women are adopting an anti-work stance and creating post-work experiences for themselves. Using qualitative content analysis of the works of writer, author, and activist Tricia Hersey and content creator and public intellectual Stephanie Perry, the article identifies three core elements of the emerging Black women's anti-work movement and three popular pathways that reflect Black women's post-work choices. The article also considers the ways in which Black women's contemporary post-work philosophies represent a shift away from collective action and policy intervention and a shift toward individual responses to the problem of work. [ABSTRACT FROM AUTHOR]

Taking the scene of 'The Great Resignation' in the USA and UK (2021-2023) as its starting point, this paper explores how love - with its promises and disappointments, its nurture and its destruction - is activated in relation to the ideologies of work that prop up capitalism's world. Through critical engagement with the popular maxims of 'do what you love' and 'work won't love you back', we trace the weave of love and work in the context of predominantly (but not only) high-status, employment-based work within the unevenly gendered, racialised and sexualised labour markets in the USA and the UK. We show how the call to love work or to recognise work's lack, while ostensibly antithetical, both offer a key to understanding the promise and problem of work's love. We argue that work's love is productive of the capitalist world and the violences that accompany it and foreclose alternative possibilities. Through a critique of Arendt's theorisation of the world, we conclude by showing how love and work are central to geographical imaginaries of worldliness, and to both the rejection and possibility of other worlds after (or within) colonial-capitalism's abolition. Our analysis thus demonstrates how affect and ideology - that is, modes of feeling and forms of consciousness that (re)produce the material relations of capitalism's world - at once reverse into and continue one another in work's love. [ABSTRACT FROM AUTHOR]

The article from New Formations explores the relationship between affect and ideology in the context of the current impasse marked by economic crises, environmental collapse, and political shifts. The authors refrain from providing fixed definitions of affect and ideology, allowing them to surface contextually in the collected articles. The papers in the special issue delve into various aspects of affect and ideology, examining topics such as futility in environmentalism, the concept of "net zero" in settler futurity, and the interplay between confidence and conservatism. The authors aim to map the affective present and explore the potential for new understandings of cultural theory by engaging with affect and ideology in a nuanced and dynamic manner. [Extracted from the article]

Workplace bureaucracies impact many areas of an employee's working life. High levels of perceived bureaucracy can diminish employees' job motivation, satisfaction, and performance. During the COVID-19 pandemic, infection containment measures contributed significantly to the 'great resignation' via the lack of self-efficacy from perceived bureaucracy. This study surveyed 240 full-time employees between late 2021 and early 2022 across organizations in both private and public sectors in Singapore using the Work Extrinsic Intrinsic Motivation scale, the Workplace Bureaucracy questionnaire, and the General Self-Efficacy scale alongside demographic data collection. Results showed that salary range, education levels, self-efficacy and job motivation were negatively associated with perceived workplace bureaucracies but not gender, age, and length of employment. The study's findings provide insight into the effect of increased perceived bureaucracy during the COVID-19 pandemic on employee experience that would be relevant to the workplace environment even in regular times as a possible intervention point for better employee experience. Plain Language Summary: The Relationship between Perceived Workplace Bureaucracies, Self-Efficacy and Job Motivation over the COVID-19 Pandemic Workplace bureaucracies impact many areas of an employee's working life. High levels of perceived bureaucracy can diminish employees' job motivation, satisfaction, and performance. During the COVID-19 pandemic, infection containment measures contributed significantly to the 'great resignation' via the lack of self-efficacy from perceived bureaucracy. This study surveyed 240 full-time employees between late 2021 to early 2022 across organizations in both private and public sectors of Singapore. Results showed that salary range, education levels, self-efficacy and job motivation were negatively associated with perceived workplace bureaucracies but not gender, age, and length of employment. The study's findings provide insight into the effect of increased perceived bureaucracy during the COVID-19 pandemic on employee experience that would be relevant to the workplace environment even in regular times [ABSTRACT FROM AUTHOR]

Purpose: This study aims to attempt to put forward a nuanced conceptual framework to develop a better understanding of the relationship between job crafting and employees' turnover intention, by bringing in "social exchange theory" perspective and proposing the mediating role of perceived organizational support (POS). Design/methodology/approach: An extant review of literature was undertaken to identify and summarize the relevant findings on the topics of job crafting, POS and turnover intention, which further led to the development of hypotheses and the conceptual framework. Findings: Results indicate that job crafting has a significant relationship with turnover intention with POS as an underpinning variable. Practical implications: This study generates actionable insights and suggestions for the business leaders and practitioners, which can help them in handling the problem of rising employee turnover in today's era marked by evolving attitudes and mindsets of the employees, along with the catalytic effects of pandemic and "Great Resignation". Insights generated in this study for reducing dysfunctional employee turnover would have a stabilizing effect and lead society and business towards sustainable growth. Social implications: Insights generated in this study for reducing dysfunctional employee turnover would have a stabilizing effect and lead society and business towards sustainable growth. Originality/value: This study is original in three ways. Firstly, the study introduces a unique perspective by putting forward a conceptual framework nestled in the social exchange theory. Secondly, to the best of the authors' knowledge, it is the first study to examine the role of POS as a mediator in the association between job crafting and turnover intention. Thirdly, by proposing POS as an outcome of job crafting, this study suggests a reciprocal relationship between job crafting and POS. [ABSTRACT FROM AUTHOR]

This study aims to analyze the role of hindrance stressors in the relationship between high-performance work systems (HPWS) and employees' outcomes in challenging contexts. Thus, this paper studies the role of stressors in a situation of uncertainty, such as the one derived from the pandemic, and examines the mechanisms through which HPWS can improve employees' satisfaction and reduce turnover intentions. Data were collected from 202 hotel employees on the island of Gran Canaria in 2021, and research hypotheses were tested with PLS-SEM. The study revealed that reducing hindrance stressors is an important mechanism through which HPWS improve job satisfaction and decrease turnover intentions. These findings emphasize the relevance of developing HPWS to cope with challenging situations, revert the Great Resignation and recover the tourism sector by valuing its workforce. [ABSTRACT FROM AUTHOR]

In the occupational field, the post-COVID-19 era is characterized by a deterioration of employees' psychological health, and the "Great Resignation," or "Big Quit," leading to labor shortages in some activity sectors. In this context, identifying the factors of workers' psychological health and staff retention on which organizations can act is therefore a crucial issue. The new integrative construct of virtuous organizational practices offers promising prospects to address this issue. The aims of this study were twofold. The first was to explore the relationships between virtuous organizational practices on the one hand, and employees' need for recovery and turnover intentions on the other. The second was to test the mediating role of work ability between them. We conducted an empirical study with a sample of 521 individuals working in French organizations. Consistent with our assumptions, structural equation modeling revealed that virtuous organizational practices were negatively associated with employees' need for recovery and turnover intentions. Resampling analyses showed that virtuous organizational practices could provide a protective effect by promoting work ability, which in turn could decrease the need for recovery and turnover intentions. Theoretical contributions, limitations, and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This study explores the driving forces of the Great Resignation in an effort to inform human resource management strategy in modern-day workplaces—particularly in times of crisis or unrest. This paper provides a summary of the state of the post-pandemic workforce through the lens of relevant management theories. Further, it presents a qualitative analysis of semi-structured interviews with participants who resigned from a job between April 2021 and March 2023. The interviews uncovered the experiences of participants, what led to their decision to quit and the motivators for selecting a new job. The analysis revealed five major themes including (1) a toxic work environment, (2) COVID-19 pandemic-specific effects, (3) burnout, (4) lacking work–life balance and (5) compensation. A major finding of this study was that there was not one primary reason for employees' decision to resign. Rather, it was an apparent interaction of these themes that led to the decision. A thematic model was created to guide the direction of future research and to assist organizational leaders and practitioners with organizing and prioritizing human resource management interventions during times of crisis. [ABSTRACT FROM AUTHOR]

Purpose: This article introduces a fresh approach to the Employee Suggestion System (ESS), integrating Japanese and American Lean methodologies with coaching principles, notably the Disney Strategy. Its objective is to tackle human challenges in Industry 4.0, including boosting employee engagement and commitment, fostering innovation, and safeguarding organizational knowledge—critical solutions for mitigating the impact of the Great Resignation phenomenon. Design/methodology/approach: An abductive methodology was utilized, combining deductive and inductive approaches. The deductive phase involved a systematic literature review on Employee Suggestion Systems (ESS) to establish a theoretical foundation. Concurrently, the inductive phase consisted of 30 interviews, conducted in two stages. Initially, 17 interviews focused on analyzing ESS practices within three multinational companies, alongside insights from the literature review. Subsequently, 13 interviews assessed the reception of the new ESS concept in addressing practical challenges within the Industry 4.0 paradigm in these contexts. The system concept was then subjected to modelling, prototyping and testing using the co-design methodology, integrating elements of the Japanese (Kaizen Teian) and American ESS (Kaizen Teian adapted to Western industry) approaches. Findings: This article introduces an Employee Suggestion System (ESS) concept and tool that combines elements from both the Japanese and American Lean approaches to ESS (not studied, until now, systematically), incorporating coaching principles. Drawing from the Kaizen Teian tradition, it encourages groupthink, while also embracing American influences by promoting innovative thinking (using the Disney Strategy) through a rewards strategy, including gamification. Originality/value: This paper presents a novel ESS concept designed to adapt to contemporary industrial settings by combining Lean principles with technology integration and human-centric approaches such as the Disney Strategy. Designed to address the specific challenges faced by Lean companies pursuing digital strategies, this tool provides a solution to three key Industry 4.0 challenges: empowering the workforce through voice behavior, preserving organizational knowledge, and promoting innovation. [ABSTRACT FROM AUTHOR]

Purpose: The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, the aim of this study is that it is important to help people develop better cognitive resources to face adversity. Design/methodology/approach: The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, it is important to help people develop better cognitive resources to face adversity. In this study, we administered a questionnaire to 250 employees to determine the variables that could help them build cognitive resources. These variables included the satisfaction of basic psychological needs (autonomy, competence and affiliation), psychological capital, motivation regulation (within the self-determination theory) and well-being (assessed by self-esteem, positive emotions, positive automatic thoughts and vitality). The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital. Findings: The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital. Originality/value: Highlight the importance of consequences of the Great Resignation and the need to internationalize this concept. [ABSTRACT FROM AUTHOR]

The phenomenon of Industry 4.0 is requiring organizations to restructure their roles and upskill and reskill the workforce. In addition, Great Resignation is threatening organizational knowledge and it is essential to promote happier and more engaged workers. Learning Organizations promote learning opportunities to their workforce and furthermore foster the concept of Protean Career Attitude. This paper presents the usability evaluation of a competency management and development plan tool to support, through a technological tool, the Protean Career Attitude. Usability evaluation uses tests and makes use of the Technology Acceptance Model (TAM) scale. The results are promising regarding the acceptance and usability of the technology and show no significant discrepancies when comparing age groups or level of education. However, in some responses it was possible to conclude that the older groups (41-50 and 51-60) are more receptive to technology, despite the slight increase in the time to perform the tasks. [ABSTRACT FROM AUTHOR]

This study investigates the factors that reduce an auditor's intention to leave the company, thereby addressing the challenges of hiring experts and the great resignation that may jeopardize auditing firm success. We surveyed 63 auditors regarding the impact of their membership esteem and status on the decision-making and consensus-building process and their intention to leave the auditing firm. While higher membership esteem is linked with increased expression of disagreements between the auditor and the lead engagement reviewer, higher status is associated with higher decision-making consensus. Although the auditors' decision-making consensus does not relate to their intentions to leave the auditing firm, a higher status increases their likelihood of leaving. In contrast, higher membership esteem is associated with lower intentions to leave the company. Our findings underscore the importance of developing higher membership esteem among auditors to reduce auditor attrition. [ABSTRACT FROM AUTHOR]

The early childhood education teacher workforce is consistently relied upon to bolster children's academic and socioemotional development in preparation for kindergarten and long-term outcomes. This is especially true of children who, historically overlooked and marginalized, are labeled "at risk." While research has focused on pervasive stressors as obstacles to these classroom professionals (e.g., teacher/teaching stress, curricular mandates, quality assessments, COVID-19), there is less research on stress in relation to the formation of teacher identity; specifically, how stress contributes to and detracts from the formation of a teacher's micro-identity, and how negative impacts of stress to the micro-identity may contribute to teachers' decisions to leave the field. Although once considered to be one of the fastest growing industries, The Great Resignation, as it has come to be known, estimates up to 25–30% of the workforce leave annually. To better understand the choices teachers make to leave the profession, the current study examined the influence of stress on teachers' microidentity by centering the voices of six Head Start teachers. Implementing a qualitative design, this investigation asked (a) Who are the Head Start teachers in the workforce today? (b) What are the particular stressors with which they contend? (c) How does the micro-identity of these teachers change as a result of stress, and what are the potential choices that follow? Results and findings indicated that Head Start teachers experience (1) stress as reality, (2) stress-shaped identities, and (3) identity-mediated choice. Implications and insights are discussed. [ABSTRACT FROM AUTHOR]

The article "Breaking into Zoo Herpetology and Advancing in the Field: What are the Odds?" published in Herpetological Review discusses the challenges and opportunities in pursuing a career in zoo herpetology. It highlights the limited availability of zoo herpetologist positions in North American zoological parks and the competition for these roles. The study also analyzes the frequency of job postings for different herpetologist positions, the impact of the COVID-19 pandemic on zoo staffing, and provides insights on planning a career in zoo herpetology. The article emphasizes the importance of staying informed, patient, and persistent in navigating the field of zoo herpetology. [Extracted from the article]

This Medical News article discusses the great resignation in health care and new efforts to create a sustainable medical workforce in the US. [ABSTRACT FROM AUTHOR]

The research analyzes the influence that the meaning of work has on work engagement and the intention to quit in teachers. The interest in this question becomes relevant after the COVID-19 pandemic and the phenomenon known as the Great Resignation or generalized tendency to leave the workplace. Although the specialized literature identifies spirituality as one of the potential sources of meaning in work, there are still few studies that take this dimension into consideration. To overcome this limitation, and following the classical authors, in this study we define the meaning of work as job, career and calling while adding a fourth meaning, called higher calling. The results obtained using PLS-SEM and a questionnaire that provides a new scale, suggest three conclusions: (1) the influence of higher calling on the three classic meanings of work, (2) the positive relation between the meaning of vocation and work engagement, and (3) the negative relation between engagement and intention to quit. [ABSTRACT FROM AUTHOR]

Industry 4.0 is demanding reskilling of the workforce and, at the same time, the phenomenon of Great Resignation characterized by a wave of layoffs is threatening organizational knowledge. It is essential to build a culture where employees are engaged, more committed, and where the sharing and generation of knowledge is promoted. This paper presents a collaborative platform (co-created with 3 multi-sector organizations- 2 multinationals) to support the establishment of a Learning Organization to face the challenges of human resources in the digital paradigm. This tool integrates 5 modules: discussion forum, event creation, mentoring, suggestion system and recognition system. The 5 modules act in a combined way to achieve features that offer participation in decision making, a climate of learning opportunities, through the sharing and rise of knowledge (Learning Organization) and that encourage peer relationships and recognition at the corporate level. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic promoted new ways of looking at work and changed its importance in worker's lives. Themes like the Great Resignation make us question what the work centrality is. Our research aimed to know workers' beliefs regarding the degree of importance that work has in their lives after the COVID-19 pandemic in Puerto Rico. We carried out qualitative research using a phenomenological design and interviewed six workers (23-65 years old). The findings suggest a change in the experiences about work centrality, where participants placed work in second or third place. Work was still important, but there were other things in people's lives. The implications for organizations aim to explore in depth the value system of their personnel to understand the consequences of the centrality of work on organizational commitment. [ABSTRACT FROM AUTHOR]

To better understand the tight post-pandemic labor market in the US, we decompose the decline in aggregate hours worked into extensive margin changes (fewer people working) and intensive margin changes (workers working fewer hours). Although the preexisting trend of lower labor force participation, especially by young men without a bachelor's degree, accounts for some of the decline in aggregate hours, the intensive margin accounts for more than half of the decline between 2019 and 2022. The decline in hours among workers was larger for men than women. Among men, the decline was larger for those with a bachelor's degree than those with less education, for prime-age workers than older workers, and also for those who already worked long hours and had high earnings. The reduction in workers' hours can explain why the labor market is even tighter than what is expected at the current levels of unemployment and labor force participation. [ABSTRACT FROM AUTHOR]

The traditional office paradigm has shifted in the wake of COVID-19 and the Great Resignation. Workplace flexibility is no longer an employee benefit but rather an expectation. To explore the effects of this change, this study applied Maslow's Hierarchy of Needs theory to elements of organizational job design. Specifically, this study sought to determine if traditional, remote, or hybrid work settings influence employees' fulfillment of Maslow's five fundamental human needs. As a result, this study found that hybridsetting employees have statistically greater levels of satisfaction with physiological needs, safety-security needs, belongingness needs, esteem needs, and self-actualization needs than when compared to traditional and remote-setting employees. These results affirm the benefits of hybrid-setting employment, likely attributed to heightened workplace flexibility compounded with the maintenance of in-person collaboration and social contact. [ABSTRACT FROM AUTHOR]

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The article discusses the results of a survey on R&D trends for 2024 conducted by the Innovation Research Interchange. The survey gathered information from R&D and innovation leaders about their past year's activity and budgets, as well as their expectations for the upcoming year. The survey found mixed views on spending in 2023, but optimistic expectations for the future. Factors affecting the difference between actual and projected budgets included changing business and market conditions. The survey also highlighted the importance of collaborations, particularly alliances, in innovation strategies, and identified digitization, renewable energy and materials, artificial intelligence, big data, digital collaboration, and simulation technologies as important for the next three years. Overall, the survey indicates a focus on new product growth, sustainability, and digitalization in innovation strategies. [Extracted from the article]

Labor market dynamics is shaped by various social, psychological and economic drivers. Studies have suggested that job quit and labor market turnover are associated with job satisfaction. This study examines the determinants of job satisfaction using a large survey dataset, namely the LISS Work and Schooling module on an extensive sample of persons from the Netherlands. To handle these big data, machine learning models based on binary recursive partitioning algorithms are employed. Particularly, sequential and randomized tree-based techniques are used for prediction and clustering purposes. In order to interpret the results, the study calculates the sizes and directions of the effects of model features using computations based on the concept of Shapley value in cooperative game theory. The findings suggest that satisfaction with the social atmosphere among colleagues, wage satisfaction, and feeling of being appreciated are major determinants of job satisfaction. [ABSTRACT FROM AUTHOR]

The work environment has drastically changed in the last 10 years, necessitating a new look at which soft skills are most relevant in today's workplace. Because of COVID-19, organizations had to rapidly adjust where and how they work. According to the Pew Research Center, 71% of adults, who can perform their work responsibilities from home, are now working remotely. Then, the workplace shifted again during the "Great Resignation" where an all-time record of 24 million employees left their jobs between April and September 2021. This shift is ever more important as research in the last decade indicates that soft skills are being valued more compared to hard skills during the hiring process. The current study replicated Robles's (2012) study of soft skills to find which soft skills are most relevant to a thriving work environment in 2022. Results indicate that soft skills emphasizing employee initiative and including others in processes are most relevant today, including Adaptable, Agency, Conscientious, Contextual Awareness, Create Clarity, Curiosity, Engage the Mess, Genuine Care, Integrity, Partnership, Play, Positive Energy, Social Skills, and Suppress the Noise. [ABSTRACT FROM AUTHOR]

"The System III - The Workplace" is a document that explores the author's perspective on the scientific research workplace. The author draws parallels between their work as a researcher and that of an independent trucker, emphasizing the long hours and personal choice involved. The document also delves into the concept of tenure in academia, discussing its potential benefits and drawbacks. Two main problems within the scientific research workplace are identified: an oversupply of trainees and the prioritization of funding over knowledge generation. The author acknowledges these issues but does not offer solutions. The text further discusses limited funding for research, conflicts arising from the funding structure, a lack of space for research, the short lifespan of scientific success, and the need for scientists to reinvent themselves. It also highlights the lack of loyalty from institutions towards scientists and emphasizes the importance of respect. While the document acknowledges the challenges within the scientific research system, it does not provide concrete solutions. [Extracted from the article]

The Great Resignation indicates that many organizations are grappling with the human resource challenge of staff retention and turnover, in which fit plays a prominent role. Extrapolating the role of fit, this study investigates the effects of person‐organization fit, need‐supply fit, and demand‐ability fit on turnover intention. The study also investigates whether need‐supply fit and demand‐ability fit mediates the effect of person‐organization fit on turnover intention. The data gathered from 250 full‐time faculty members was analyzed using partial least squares structural equation modeling (PLS‐SEM) through SmartPLS. The results showed that (i) need‐supply fit and person‐organization fit had a negative and direct impact on turnover intentions, (ii) the impact of demand‐ability fit on turnover intention was insignificant, and (iii) the association between person‐organization fit and turnover intention is mediated by need‐supply fit. These findings are useful for management and practitioners in designing strategies that enhance employees' compatibility with their workplace and help in reducing employees' turnover intention. Noteworthily, this is one of the first research to look at the direct and indirect effects of person‐organization fit on turnover intention through need‐supply fit and demand‐ability fit. [ABSTRACT FROM AUTHOR]

To study the causes of the 2021 Great Resignation, we use text analysis and investigate the changes in work- and quit-related posts between 2018 and 2021 on Reddit. We find that the Reddit discourse evolution resembles the dynamics of the U.S. quit and layoff rates. Furthermore, when the COVID-19 pandemic started, conversations related to working from home, switching jobs, work-related distress, and mental health increased, while discussions on commuting or moving for a job decreased. We distinguish between general work-related and specific quit-related discourse changes using a difference-in-differences method. Our main finding is that mental health and work-related distress topics disproportionally increased among quit-related posts since the onset of the pandemic, likely contributing to the quits of the Great Resignation. Along with better labor market conditions, some relief came beginning-to-mid-2021 when these concerns decreased. Our study underscores the importance of having access to data from online forums, such as Reddit, to study emerging economic phenomena in real time, providing a valuable supplement to traditional labor market surveys and administrative data. [ABSTRACT FROM AUTHOR]

How generous should social insurance be when quits account for a large share of transitions into non-employment? We address this question using a multi-sector directed search model extended to incorporate endogenous quits both to other jobs and to non-employment. Workers quit too often in the competitive equilibrium, and private markets co-ordinate on excessively high "efficiency" wages. Quantitatively, we find that unemployment insurance is optimally much less generous in an economy with quits than in one without. An extended Baily-Chetty formula is derived to illustrate the source of this difference. [ABSTRACT FROM AUTHOR]

This manuscript examined the literature and posited recommendations for restaurant professionals to develop successful and sustainable training programs to improve service delivery in the post-COVID-19 era. This research adds to the literature on service quality, behavioral intentions, and servant leadership in the restaurant industry. The literature indicated that the constructs continue to play an integral role in attracting and retaining restaurant customers. The findings led to practical applications for restaurateurs with strategies to improve service delivery practices, generate more repeat customers and attract quality employees in the post-COVID-19 environment. [ABSTRACT FROM AUTHOR]

An introduction is presented in which editor discusses various articles within the issue on topics including defending economics against common critiques from other industrial relations scholars; legacies of industrial relations and labour law and research on the growing precarity of workers.

The "Great Resignation" or "The Big Quit" represents a significant shift in people's importance of employment. In September 2021, U.S. Department of Labor data revealed that 4.4 million Americans quit their jobs, an increase of over 1.13 million from September 2020. This study aims to explore the socio-psychological reasons behind the Great Resignation and potential future shifts in how people view work in their lives. A data collection of 955 highly rated posts from the r/antiwork subreddit was analyzed using the BERTopic method to semantically examine the posts into identifiable topics from February 2020 to February 2022. Subsequently, the moral economy framework was used to investigate these topics, classifying the reasons into three dimensions: 'Work and Employment,' which reflects organizational factors, 'Social Justice and Activism,' which includes community-level considerations, and 'Health, Well-being, and Lifestyle,' which relates to individual circumstances. The study reveals a 'vocabulary of motives,' including flexibility, meaningful work, social responsibility, and self-care, showcasing the interconnectedness across individual, community, and organizational dimensions. This evidence suggests an ongoing significant transformation in societal importance and understanding of work. These findings shed light on the profound shift in work values, contributing to a more comprehensive understanding of the Great Resignation phenomenon, and have far-reaching implications for organizations and policymakers. [ABSTRACT FROM AUTHOR]

Since the Great Resignation, retaining talent has never been more important for nonprofit organizations and development teams. Organizations, managers, and supervisors must have resilience-building as an important component of the strategy for retaining grant professionals. Resiliency can lower resignation rates and prevent burnout. Supervisors must use skills that build resiliency, specifically for grant professionals, to retain team members. By using these techniques, grant professionals will burn out less often, and organizations will experience decreased employee turnover. [ABSTRACT FROM AUTHOR]

Covid-19 pandemic is the one which has brought out a lot of new terms in workplace post great resignation where masses have quit their currentjob and one another term is Quiet Quitting where people do the bare minimal workjust to continue in the current job as there are not much options available all they need is flexibility and wellbeing, where they get time for their personal goals (with respect to their hobbies and interests) and family (nurturingyoungkids, attention to old or ailingparents, investing time in spouse). On the other hand, one of the articles published in CNBC (26 dec 2022) made further addition to such terms which is loud layoff where in the name of corporate structuring they are told to leave their job without prior intimation. The worker only comes to know post coming to the work station. This is considered to be the reason for quiet quitting. A time where we talk about a culture where every person must be accommodated instead people are made tofeel insecure by such an activity. Both the concepts are comparatively new even though it has been used with a different terminology and it would be interesting to find out whether it is due to quiet quitting the layoffs are taking place or is it the other way round or none are impacting each other and a better understanding of the concept will help us to have a clear picture regarding the perception of the employees as well as the Employers which indeed will be helpful to have a secure place to work. Methodology: The terminology used for this study is quite new even though its synonyms have been discussed in industrial relation which leave us with no predesigned questionnaire. Thus, we will be going for a Qualitative research design by following a semi-structure interview protocol and an estimated time of 45 mins each. Both employees and employers will be interviewed to understand their view point. Employees would be interviewed to understand their reasons to do quiet quitting whereas the employers would be interviewed to understand the main reason of loud layoff. Sample size would be 10 or more until the point of saturation is obtained. Data obtained would be analysed by using appropriate tool to carry out qualitative analysis like Atlas TI orNvivo etc. Implications and Findings: This particular research will help us to explore the psychologicalfactors that are impacting or gets impacted due to Quiet quitting as it is due to detachment with the workplace may be due to the poor relation with the leader or supervisor. Also, the other aspect of it which is loud layoff can also be understood well especially the main reasons for an employer to go for mass layoff and its psychological impact and have a better understanding, whether it is quiet quitting leading to loud layof for it is load layoffleading employees to go for a safer option of quiet quitting. [ABSTRACT FROM AUTHOR]

COVID-19 has radically reshaped the labor dreams of many U.S. workers. This essay uses pre-pandemic fieldwork in an oil and gas "boomtown" to consider post-work imaginaries in the wake and midst of COVID-19. I use feminist and disability studies perspectives to argue that economic analyses must not only move beyond the discourse of "jobs" but must also attend to gender-based and ableist modes of discrimination that persist even in so-called booming economies. I posit the figure of the economically productive worker, asking how routine practices of identity-shaped discrimination undermine the capacities of some to embody this figure. My interview-derived and ethnographic data suggest that economic self-sufficiency is a woefully inadequate model for meeting the material needs of people, and that labor innovations such as a universal basic income are necessary to achieve the kinds of flourishing sought by those participating in the "great resignation." [ABSTRACT FROM AUTHOR]

The objective of the research was to analyze the digital organizational communication carried out by a sample of private organizations in Latin America with the purpose of identifying the level of visibility or invisibility that they give to the well-being care and attention to psychosocial issues of their collaborators. The theoretical framework that was used is based on a critical perspective of the ethics of liberal economy organizations. Liberal self-exploitation is a consequence of the discourse of capital, which introjects the idea of performance as the main value. The problem that arises is that the collaborator seeks business gratification at all costs, which leads him to remain silent or to normalize the types of violence experienced in the organization; accepts with resignation greater sacrifices to meet job expectations. The worker's desire is to connect with what he or she perceives as good and beneficial for the company. The employee sees the need to find for himself or herself the balance to perform at work and in the family sphere, which is why he or she tends to silence and sublimate dehumanizing aspects. The analysis was carried out on the websites, Facebook profile, X profile and LinkedIn profile of a sample that consisted of 25 multinational companies which were named the best to work for in Latin America (Great place to work, 2023). In the case of the websites, the main pages, the "about" or "about us" section and in some cases the "talent attraction" section with its various nomenclatures were analyzed, as they better contained the required information. In the case of social media profiles, all content published between August 10 and September 10, 2023, was analyzed. Based on the above, a total of 25 websites, 74 social media profiles (one company did not have X profile), with a total of 235 publications were analyzed. The analysis categories were description of the organization, philosophy of the organization, well-being and psychosocial themes with a total of fifteen dimensions. The methodology was content analysis with axial coding in three phases. The study shows that most of the best companies to work for in Latin America emphasize their content on diversity and inclusion, however, the conceptualization of this dimension is mostly linked to the new conceptual configurations of gender, leaving aside in a minority to those who recognize that this dimension must address people with different abilities, people of ethnic origin, and even generational differences, continuing with the increase in inequalities (ILO, 2014). Regarding the dimension of balance between personal life and work, companies were observed with excess content that reflects programs with this theme; However, the majority considers this dimension in a lateral, minimal, and insufficient sense. The categories and dimensions analyzed have a high presence on the websites, leaving social networks for the publication of news about specific events. For the most part, the dimensions of psychosocial well-being of employees are excluded and made invisible, where respect for their rights, their health, equity, and care of their family is privileged, among other circumstances that are left aside. by the collaborators themselves in search of performance. In the case of LinkedIn, it is about attracting new talent based on this reflection of concern for psychosocial issues and the well-being of collaborators, that is, for their interests. From the definition of the organizational philosophy with key words such as our or us, we seek to influence the sense of belonging of the collaborators who in turn seek to fulfill the desire of their employer. Although the companies analyzed here present digital communication attentive to an awareness of psychosocial well-being based on a work ethic with a liberal approach, it highlights the need for the academy to continue researching the comprehensive well-being of workers to eliminate dehumanization from work itself, for the sake of business performance and to maintain the simulacrum of comfort. It is about seeking, above all, an ethic of dignity to stop competition between co-workers that becomes invisible from the system and privilege the integrity of the person. [ABSTRACT FROM AUTHOR]

Uncertainty is a pervasive feature of organizational membership, exasperated by the presence of newcomers. Using uncertainty management theory (UMT), this study explored how veteran organizational members emotionally respond to the presence of new coworkers. Results revealed that veteran organizational members' perceptions of new coworkers' work, social, and relational performance associated with veteran members' jealousy, envy, and job insecurity. This study progresses knowledge of how organizational members emotionally respond to uncertainty. Considering the "Great Resignation," managers should clarify newcomers' roles while veterans and newcomers should acquaint themselves with one another and find common ground for themselves and their organizations. [ABSTRACT FROM AUTHOR]

The Great Resignation marked a dramatic return to the steady, rising rate of job turnover that began over a decade ago, and recent reports suggest the profession of pharmacy is no exception. Rising concerns about pharmacist turnover follow a wave of articles about the prevalence of burnout in nearly every corner of the profession. However, this should come as no surprise, as burnout and turnover are often progressively worsening symptoms of the same disease: a toxic work environment. This review suggests that many current efforts to improve burnout in pharmacy will have limited impact because they place too much emphasis on individuals and not enough of it on the environments in which they work. Scientific frameworks for understanding burnout as a problem originating from work are discussed, distinguishing burnout from other dimensions of health and well‐being. These frameworks are then followed by an integration of empiric evidence from the organizational sciences and illustrative examples from pharmacy practice to explain how burnout emerges from an imbalance of job demands (e.g., workload, time pressure, work‐life conflict) and job resources (e.g., autonomy, rewards, social support). The review concludes with a proposed course correction—one that positions organizational leaders as the people who are best equipped to address burnout at its source through a structured process known as work redesign. By doing so, leaders can create work environments that not only reduce the risk of burnout among pharmacists but also enhance their ability to thrive. [ABSTRACT FROM AUTHOR]

The hospitality work environment presents many unique challenges for employees and organizations, such as the intertwined and collective work nature, implicit job expectations, and a shrinking labor market. The demand for highly skilled employees who are sufficient to deliver the unique brand values to customers is on the rise for building successful service brands through employees. The need to retain talented employees is further intensified by the "great resignation" movement in the USA along with the COVID-19 pandemic. This study demonstrates the positive role of brand-specific transformational leadership in promoting employees' highly engaged brand building behavior (investment-of-self) and their resistance to outside competing job offers. More importantly, drawing upon cognitive dissonance theory, this study shows that the impact of brand-specific transformational leadership is mediated by employees' sense of brand community internally, as well as moderated by perceived brand promise accuracy. These results supported the essential role of achieving employees' cognitive consonance in brand communication both internally and externally. These results are supported by 203 US hospitality employee responses from multiple data collections purposefully designed with temporal and cognitive distance. [ABSTRACT FROM AUTHOR]