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We develop a theory of non-monetary costs incurred by chief executive officers (CEOs) when deciding about layoffs and test its predictions on French data. Our results support the idea that, being embedded in their social environment, CEOs find it more difficult to fire employees closer to their own workplace. This effect is stronger whenever social interactions are less anonymous in the CEOs' local environment. It is weaker when CEOs live further away from where they work, because of limited exposure to local discontent. [ABSTRACT FROM AUTHOR]

Copyright of Prävention und Gesundheitsförderung is the property of Springer Nature 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 author presents a first-hand account of a self-identified problem employee. She focuses on her role as a new manager in a large public library. She identifies problem behaviors and the negative attitudes behind them. She lists a number of causes for becoming a problem employee. She looks at the failures of her supervisor and the library system, including the lack of communication, clear direction, and concrete feedback. She examines the shortcomings of her library school management course in preparing her to lead. She identifies self-doubt as another culprit. She confesses that she did not see herself as management material and lacked role models. She acknowledges that her early academic success made her resistant to seek help or to modify her work behaviors. She explains how her role as a problem employee was allowed to persist for several years. Finally, the author shows how she changed from being a problem employee to a productive member of the library staff. She offers both personal and generic suggestions for solving the problem of having problem employees. [ABSTRACT FROM AUTHOR]

While there is now an extensive body of literature on employee voice behaviour in the global North, research evidence from the global South is limited. This has constrained our understanding of the barriers that female workers face in expressing their views and concerns in developing countries such as Nigeria. This article examines the cultural factors that shape female employee voice behaviour in Nigerian workplaces. Using a meta-synthesis of 52 semi-structured interviews and approximately 200 h of non-participant observation, we identify a high-power distance orientation and patriarchal norms as two cultural factors that contribute to gender imbalance in the workplace, making it difficult for female employees to express their opinions, suggestions, ideas, or complaints about important workplace issues. Our findings highlight a system of patriarchal hegemony and gender inequality that makes voice behaviour difficult for female workers. The findings also show that contextualised religious norms and teachings encourage silence among female employees. We provide valuable insights into the cultural norms that inhibit female employee voice behaviour in the Global South context. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu 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.)

Misclassification of employees as independent contractors is widespread. This article aims to make two contributions. My first goal is to sharpen the explanation of why misclassifications persist; I argue that three well‐known problems – the indeterminacy of employee status tests, the barriers to self‐enforcement, and the inequality of bargaining power – together combine to give employers de facto power to set the default legal status. Putting the burden on the worker to initiate legal proceedings and challenge their classification as an independent contractor is the ultimate reason for persistent misclassifications. The second and main contribution is to propose a solution that relies on new AI capabilities. Thanks to technological advancements it is now possible to require employers to seek pre‐authorisation before engaging with someone as an independent contractor. The authorisation would be granted (or refused) by a state‐run automated system, based on an AI prediction about the law. Both parties would still be able to bring the case before a court of law; but the power to set the default legal status would be taken away from employers. The article considers the difficulties with relying on AI predictions, and argues that those difficulties can be addressed, proposing a model that can be justified. [ABSTRACT FROM AUTHOR]

Multi-criteria decision making process has been one of the fastest growing areas during the last decades depending on the change in the business sector. Multi-criteria decision making is the most important branch of operation research by which people make complex decision daily life. The major steps in the decision- making approach are selecting the most preferred alternative for the decision-maker, ranking alternatives in order of importance for selection problems, and screening alternatives for the final decision. Employees are an important element of a company that determines its progress. Conventional (manual) recruitment methods are vulnerable to non-technical factors, such as frequent duplication or invalid data. In this study, simple additive weighting and profile matching are proposed to solve the employee selection problem. This study was conducted at the (UPT) Career Development and Entrepreneurship Universitas Brawijaya Malang using data collected from written test selection in 2019. The effectiveness of both methods was analyzed using confusion matrix. The SAW method provides an accuracy rate of 94.7%, a precision rate of 87.5%, Recall rate of 91.3% and F-measure rate of 89.4%. On the other hand, profile matching method obtained the Accuracy rate of 90.4%, Precision rate of 81.4%, Recall rate of 81.4% and F-measure rate of 81.4%. Thus, it can be concluded that both methods have high accuracy values accompanied by high precision values when used for the selection process. This system can also effectively reduce the bias rate of the same data very well, as can be seen from the high recall and F-measure rates. [ABSTRACT FROM AUTHOR]

Purpose: Employees play a vital role in the success of a corporation. While boards of directors are created to protect shareholders' interests, it is unclear if these directors also ensure employee welfare. In this vein, our paper examines the relationship between board leadership structure and employee well-being. Design/methodology/approach: The authors employ several analysis techniques, including univariate analysis, ordinary least squares (OLS) regressions, two-stage least squares (2SLS) regressions, propensity score matching methodology, the Heckman Selection model and difference-in-differences analysis. The sample comprises USA public firms for the period 1998–2018. Findings: Our findings indicate that having an independent chairperson can significantly benefit the welfare of employees, especially for firms with overly powerful chief executive officers (CEOs) and during times of financial distress. Originality/value: Independent leadership structure is one of the crucial board characteristics that have not been examined to explain employee welfare at firms. We find that an independent chairperson can mitigate the negative effect of overly powerful CEOs on employee benefits. Importantly, independent chairpersons are beneficial for employees in difficult times and when CEOs are busy with daily activities. [ABSTRACT FROM AUTHOR]

Copyright of Revista Electrónica Gestión de las Personas y Tecnologías is the property of Revista Electronica Gestion de las Personas y Tecnologia 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.)

Revenue drift, whereby insufficient attention is given to economic, relative to social, goals, threatens social enterprise performance and survival. We argue that financial incentives can address this problem by redirecting employee attention to commercial tasks and attracting workers less inclined to fixate on social tasks. In an online experiment with varying incentive levels, monetary rewards succeed in directing worker effort to commercial tasks; high‐powered incentives attract less prosocial employees, but low‐powered incentives do not alter workforce composition. Social enterprises combining monetary rewards with a social mission not only attract more workers but are also able to guard against revenue drift. [ABSTRACT FROM AUTHOR]

Copyright of Sozialer Fortschritt is the property of Duncker & Humblot GmbH 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.)

Problem definition: We consider a platform's problem of how to staff its operations given the possibilities of hiring employees and setting up a contractor marketplace. We aim to understand the operational difference between these two work arrangement models. Methodology/results: We consider a model where demand is not only stochastic but also evolving over time, which we capture via a state of the world that determines the demand distribution. In the case of employees, the platform controls the number of employee hours it uses for serving demand, whereas in the case of contractors, it sets the wage paid to them per utilized hour. We show that although the employee problem is equivalent to a standard newsvendor, the contractor one corresponds to an unusual version of the newsvendor model where utilization is the control variable. Managerial implications: This distinction makes the contractor model more flexible, allowing us to prove that it performs significantly better, especially if the order of magnitude of demand is unknown. Meanwhile, hybrid solutions that combine both employees and contractors have complex optimal solutions and offer relatively limited benefits relative to a contractor marketplace. History: This paper has been accepted in the Manufacturing & Service Operations Management Frontiers in Operations Initiative. Funding: This research was partially supported by the National Natural Science Foundation of China [Grant 71821002]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/msom.2023.0029. [ABSTRACT FROM AUTHOR]

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

A major theoretical objection against employee share ownership is that workers are exposed to excessive financial risk. Theory posits that 10 to 15% of a typical worker's wealth portfolio can be prudently invested in employer stock. The authors analyze employee share ownership in US family portfolios using the 2004 to 2016 Survey of Consumer Finances. Overall, 15.3% of families with private-sector employees held employer stock in 2016, and one in six of these families exceeded the 15% threshold. Employee share ownership appears to generally add to, rather than substitute for, both pension and overall wealth. Employee share owners express higher risk tolerance and financial knowledge and greater understanding of the value of diversification. While financial risk does not appear to be a substantial problem for most employee share owners, a small minority may face excessive risk, and the authors suggest approaches to reduce such risk. [ABSTRACT FROM AUTHOR]

Multi-finance companies require technology to carry out their business activities. However, its employees are prone to cyberloafing. In addition, a high workload can also affect the performance of employees. This study aimed to analyze the impact of cyberloafing and workload on the performance of multi-finance companies in Palembang. Data were collected through questionnaires. The sample in this study was company employees at multi-finance companies in Palembang. The data was analyzed using multiple linear regression statistical methods. The results of this study were expected to provide a broader understanding of the impact of cyberloafing and workload on the performance of multi-finance company employees in Palembang. The results of this study were also expected to provide insight to managers and organizational leaders in developing effective strategies to overcome cyberloafing problems and minimize employee workload to improve their performance. This research can also provide input to companies to optimize the use of technology and efficient division of workload in the workplace to increase employee productivity. [ABSTRACT FROM AUTHOR]

The main objective of this study is to explore the implementation of the Kaizen continuous improvement approach in accredited elementary schools in Assiut Governorate. Kaizen is a modern administrative approach that aims to achieve continuous improvement by precisely defining roles and responsibilities, focusing on receiving employee suggestions for problem solving, implementing appropriate suggestions, optimizing resource utilization, and committing to completing tasks on time. Kaizen emphasizes adherence to occupational safety, quality, cost-effectiveness, and timeliness, aiming to eliminate all forms of waste, whether material, moral, or intellectual. The study also aims to analyze the internal and external environmental factors for continuous improvement in elementary schools in Assiut Governorate in light of the Kaizen approach. Additionally, it seeks to assess the current status of Kaizen implementation in accredited elementary schools in the governorate. Research Methodology: The study adopts a descriptive analytical approach, which involves extracting different meanings and implications from the data and information included in the study. The approach also links these meanings and implications, discovering the relationships between different variables in the study. This was achieved by collecting a large and diverse number of educational studies and literature relevant to the topic of the study. The research reached a set of proposed procedures that serve as a comprehensive action plan for implementing Kaizen continuous improvement in accredited elementary schools in Assiut Governorate. These procedures are expected to improve the quality of education and achieve positive results for students and the community as a whole. [ABSTRACT FROM AUTHOR]

In the era of Industry 4.0, digital human modeling (DHM) may be the key to improving ergonomics related to manual operations in the workplace. Poor workplace ergonomics may lead to reduced work productivity and an increased risk of health problems among employees, resulting in actual losses for enterprises, e.g., sickness absence, employee turnover, and training. DHM technology can help speed up ergonomic analysis and improvement. This paper proposes a methodological framework based on DHM to improve ergonomics in the workplace. Its purpose is to provide practitioners with an easy and detailed approach to ergonomics assessment and improvement procedures. The framework developed two main stages: the workplace Research Stage and the DHM and Simulation Stage, which cover the eight detailed steps of an effective DHM-based ergonomic assessment together. A case study was used to verify and demonstrate the effectiveness of the proposed methodological framework. [ABSTRACT FROM AUTHOR]

Recent changes in mental health policies within Japanese organisations have been marked by the introduction of Work Style Reforms, however, workplace mental health still faces significant challenges, including an excessive reliance on psychiatric treatment and cultural stigma surrounding mental health in Japan. This commentary, therefore, suggests an in-house mentoring scheme as a solution, facilitating conversations about mental health in a dyad format. Though this scheme has been proven effective mostly in western countries, our professional experiences indicate it can be applied to the Japanese contexts. Considering the serious impact of COVID-19 since 2020 on employee mental health and the increasing emphasis on workplace communication, this commentary offered timely insights into the improvement of mental health among Japanese workers. [ABSTRACT FROM AUTHOR]

This study discusses the implementation of a Web-Based Employee Attendance Information System on a CV. Syntax Corporation Indonesia. The application of information technology in employee attendance management has become an increasingly urgent need in various organizations, including CV companies. Syntax Corporation Indonesia faces the challenge of efficient and accurate attendance management. The Information System developed in this study is designed to facilitate recording and monitoring employee attendance and allow real-time data access through an intuitive web interface. This research includes needs analysis, system design, software development, and practical implementation of the Employee Attendance Information System. The development method used is a software development life cycle model that includes requirements analysis, design, development, testing, and implementation. The results of this study show that the Web-Based Employee Attendance Information System implemented in CV. Syntax Corporation Indonesia has improved the efficiency and accuracy of attendance management. Employees can easily record their attendance through the web interface, while management can access real-time attendance data and generate relevant reports. In addition, implementing this Information System also allows for more effective attendance monitoring, detection of unauthorized attendance, and taking appropriate actions per company regulations. [ABSTRACT FROM AUTHOR]

Background & Purpose: The tourism industry has grown significantly in recent years and has moved from traditional to structured, professional and globalized. This research was conducted with the aim of identifying and leveling the risks of human resources as well as drawing the relationships between them. Methodology: In terms of the purpose, this research is considered to be an applied type and an exploratory type of study, and in terms of method, it is laid in the category of mixed research. In the qualitative part, for this purpose, human resource risks were extracted from the studies conducted using theme analysis. Findings: According to the findings of the research, the risks of "lack of appropriate educational structure", "non-compliance with the labor law and problems of the law for employees", and "lack of a suitable service compensation system (salary and benefits)" are the most basic human resource risks affecting the tourism industry, which should be prioritized. Conclusion: Due to the service-oriented nature of the tourism industry, human resources and related risks have always been the concern of trustees and business owners in this field. These results help the policy makers in determining the most suitable path and development of the tourism industry. [ABSTRACT FROM AUTHOR]

Employee attrition and high turnover have become critical challenges faced by various sectors in today's competitive job market. In response to these pressing issues, organizations are increasingly turning to artificial intelligence (AI) to predict employee attrition and implement effective retention strategies. This paper delves into the application of explainable AI (XAI) in identifying potential employee turnover and devising data-driven solutions to address this complex problem. The first part of the paper examines the escalating problem of employee attrition in specific industries, analyzing the detrimental impact on organizational productivity, morale, and financial stability. The second section focuses on the utilization of AI techniques to predict employee attrition. AI can analyze historical data, employee behavior, and various external factors to forecast the likelihood of an employee leaving an organization. By identifying early warning signs, businesses can intervene proactively and implement personalized retention efforts. The third part introduces explainable AI techniques which enhance the transparency and interpretability of AI models. By incorporating these methods into AI-based predictive systems, organizations gain deeper insights into the factors driving employee turnover. This interpretability enables human resources (HR) professionals and decision-makers to understand the model's predictions and facilitates the development of targeted retention and recruitment strategies that align with individual employee needs. [ABSTRACT FROM AUTHOR]

Does government audit affect employee allocation of enterprises? Using the quasi natural experiment and differences-in-differences(DID) model, this paper empirically tests the impact of government audit on employees efficiency and labor cost stickiness of state-owned enterprises (SOEs) in China. The results show that after the implementation of government audit, excess employees and labor cost stickiness of the audited enterprise is significantly reduced, which confirms the supervision and governance function of government audit on employee efficiency of SOEs. However, labor costs of the audited enterprise are not significantly reduced. These indicate from the side that the compensation system of SOEs conforms to market mechanisms, and there is no problem of employee over payment in China. This study enriches the relevant literature on the impact of government audit on employee policy of SOEs, and also provides empirical support for the full coverage of government audit. [ABSTRACT FROM AUTHOR]

Objective: Insufficient and disturbed sleep are associated with significant morbidity among working-age adults. Poor sleep results in negative health outcomes and increases economic costs to employers. The current systematic review surveyed the peer-reviewed scientific literature and aggregated scientific evidence of sleep-related economic burdens borne by employers. Methods: A systematic review was performed to identify peer-reviewed, English language studies evaluating the economic impact of insufficient and disturbed sleep among adult employee populations. An exhaustive literature search was performed using keywords related to sleep, economics, and the workplace. Included were scientific studies (randomized controlled trials, cohort and case control studies, cross-sectional and longitudinal studies) examining specific employee populations with relevant sleep and economic outcomes. Each included study was evaluated for risk of bias and relevant data was extracted and summarized. Results: Sleep problems among employee populations are associated with worsened workplace outcomes, such as presenteeism, absenteeism, and accidents. Sleep problems also increased costs to employers, ranging from US$322 to US$1967 per employee. Interventions to improve sleep, such as the use of blue-light filtering glasses, strategic shift scheduling, and targeted interventions to treat insomnia, may improve workplace outcomes and reduce costs. Conclusions: This review synthesizes the existing data regarding the negative impacts of insufficient and disturbed sleep on the workplace, suggesting that employers have an economic stake in their employees' sleep. Trial Registration: PROSPERO: CRD42021224212. [ABSTRACT FROM AUTHOR]

The evolution of corporate practices has made it more challenging for modern workers to remain in their respective roles for long periods, leading to high turnover. Accordingly, the employee turnover problem can be investigated by assessing the factors that encourage employees to shift from the safe and calm state to the fight or flight state. The Polyvagal Theory (PVT) is an innovative framework for understanding the relationship between the autonomic nervous system, emotional regulation, and social engagement. This study's primary objective is to investigate the emerging trends in modern human resource management practices that encourage workers to resign prematurely. The findings divulge that the PVT can allow organizations to improve employee retention by implementing strategies that appeal to the workers' psychological and emotional wellbeing. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to critically review new developments in the law of tort dealing with employee references. Design/methodology/approach: The author analysed various sources including statutes, articles and case law to determine current position. This paper will consider new developments in the law of tort dealing with employee references. The real issue for an employee arises when an employer or their manager provides them or their prospective new employer with an employment reference about them that is untrue or misleading. The impact on the employee might be that they lose a job opportunity and/or suffer damage to their reputation. In these circumstances, the subject of the reference currently has legal redress under the law of tort under both common and statute laws. This paper will concentrate on analysing the legal redress available under the law of tort and critically review this legal process in light of recent legal decisions and other legal developments. There have been various statutory developments in the area of tort which could apply here that they have resulted in the scope for a legal action being considerably limited. These have been highlighted. Also, recent cases have presented obstacles to future claims being brought in certain circumstances and these have been analysed. Findings: The outcome of this is that pursuing a claim under the law of tort more has been made more difficult for the employees affected and accordingly is less likely to be successful. This is clearly a serious issue that deserves recognition and possibly changes in the law. A conclusion which this article supports. Originality/value: To the best of the author's knowledge, little has been written on this topic to date, so this paper will fill a serious void. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the research is to verify the A3 tools in terms of its use for various production problems. Design/methodology/approach: There is still little research on A3, so further research in this area is essential. Therefore, any additional research in this area is necessary. The research methodology results from the principles of using the A3 tool in enterprises. The A3 tool was used for various problems of the surveyed enterprises. One problem in the form of a case study is also shown: description of the problem related to the production process and the A3 tool was used. Findings: The use of A3 tools in the direct contact production process was presented and evaluated six A3 reports that were carried out in three production companies over a period of 1.5 years. The findings are as follows: 50% of reports were successfully closed, objectives met and all actions performed on time. 33% of the reports showed moderate effectiveness, i.e. one of the criteria was not met. 17% are low-performing reports. Research limitations/implications: More research into and refinement of the A3 tool is being considered in future research directions. Practical implications: The presented results have an impact on enterprises. They allow for more holistic management and dealing with complex problems. Work is more standardized. Originality/value: The value of the work is the assessment of the effectiveness of the A3 tool based on four criteria. The indicated and effectiveness assessment criteria also allow for a structured process of educating company employees in solving problems. The article shows the economic and business dimensions of the conducted research. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR), which operates as a bridge between the interests of employees and those of the organisation, should act as a counter to workplace procrastination. However, the scientific literature has not yet provided an unambiguous explanation of the prevalence of employee procrastination in enterprises that have declared corporate social responsibility that also takes the national culture into account. The main purpose of this paper is to explore employee procrastination in light of national cultural traits and corporate social responsibility. An empirical study was conducted to investigate Polish and Lithuanian private sector organisations (N=995). The surveys featured the Irrational Procrastination Scale (IPS-9), the Unintentional Procrastination Scale (UPS-6), the Susceptibility to Temptation Scale (STS-11), and the General Procrastination Scale (GPS-20). A solution to the problem of employee procrastination in organisations requires special attention be paid to social corporate responsibility, which can be used as a direct tool to activate or deactivate this phenomenon. The results of this research supplement the scientific literature on workplace procrastination with new insights that can improve our understanding of how this phenomenon is related to national cultural traits. The value of this research lies in the fact that it presents new and original data that can serve as a basis for the development of theory on the problem of employee procrastination as well as a reference point for introducing practical measures to eliminate employee procrastination in organisations by changing their CSR status. This research proposes that when introducing CSR, practitioners should develop the internal culture while taking the features of the national culture that can promote employee procrastination into account. [ABSTRACT FROM AUTHOR]

Because of inhalation of the volatile substances and unintended ingestion, the risk of health problems for fuelling employees exposed to gasoline vapours in gas stations is increased. Therefore, the goal of the study was to compare the oxidative stress state of healthy volunteers, who served as the control group, to Iraqi male fuelling staff, who served as the exposed groups. The levels of total oxidant status (TOS), total antioxidant status (TAS) and oxidative stress index (OSI), malondialdehyde (MDA), Uric acid (UA), and total peroxidase activity were measured. A total of 102 subjects divided into three groups according to the duration of fuel vapours exposure: 25 exposed for 1-10 years (G1), 50 exposed for 11-19 years (G2) and 27 exposed for ≥ 20 years (G3), as well as 50 healthy people as a control group (C). The results exhibited that the levels of TOS, OSI, MDA, and total peroxidase activity were highly significant increased in all exposed groups (G1, G2 & G3) as compared to the C. A highly significant decrease was observed in TAS levels in all exposed groups in comparison with the C, while there was no significant difference in UA levels in all studied groups. The exposure to petrol associated with significant increase of TOS, OSI, MDA and total peroxidase activity with a significant decrease of TAS among workers in fuel stations and they increased oxidative stress, which likely resulted in negative impacts on human health later on as a result of prolonged labour at gas stations. [ABSTRACT FROM AUTHOR]

One of the most important categories of decisions made in the company are decisions regarding human resource management, in particular decisions related to the proper selection of personnel and recruitment. Wrong recruitment decisions can directly and indirectly lead to financial losses, while the right personnel selection decisions reduce job turnover, increase morale and eliminate the cost of subsequent recruitment process. The decision-making methods used in the literature in the recruitment of employees are mostly complicated, which may make their results unreliable for the management. Therefore, the article addresses the problem of verifying the applicability of relatively easy-to-use decision support methods, which were AHP (Analytic Hierarchy Process) and PROMETHEE (Preference Ranking Organization METHod for Enrichment Evaluations). Although in the considered problem of staff selection, the same candidate for employment was indicated as the best one, the conducted research allowed to conclude that these methods may lead to slightly different recommendations. Therefore, it is worth using both methods to confirm the results and obtain a more complete picture of possible decisions. [ABSTRACT FROM AUTHOR]

Overwork is a common phenomenon worldwide. Although previous studies have found that long working hours can cause physical and mental health problems in employees, the nature of the relationship between working hours and job satisfaction remains little understood. We have theorised that there is a curvilinear association between working hours and job satisfaction, and tested this hypothesis. A total of 771 adult Chinese employees submitted self-reported measures of working hours, job satisfaction, and job autonomy. The results show that working hours have an inverted U-shaped association with job satisfaction. Work scheduling autonomy and decision-making autonomy moderate this relationship. Here we present our data and discuss their theoretical and practical implications. [ABSTRACT FROM AUTHOR]

The COVID-19 outbreak devastated business operations and the world economy, especially for small and medium-sized enterprises (SMEs). With limited capital, poorer risk tolerance, and difficulty in withstanding prolonged crises, SMEs are more vulnerable to pandemics and face a higher risk of shutdown. This research sought to establish a model response to shutdown risk by investigating two questions: How do you measure SMEs' shutdown risk due to pandemics? How do SMEs reduce shutdown risk? To the best of our knowledge, existing studies only analyzed the impact of the pandemic on SMEs through statistical surveys and trivial recommendations. Particularly, there is no case study focusing on an elaboration of SMEs' shutdown risk. We developed a model to reduce cognitive uncertainty and differences in opinion among experts on COVID-19. The model was built by integrating the improved Dempster's rule of combination and a Bayesian network, where the former is based on the method of weight assignment and matrix analysis. The model was first applied to a representative SME with basic characteristics for survival analysis during the pandemic. The results show that this SME has a probability of 79% on a lower risk of shutdown, 15% on a medium risk of shutdown, and 6% of high risk of shutdown. SMEs solving the capital chain problem and changing external conditions such as market demand are more difficult during a pandemic. Based on the counterfactual elaboration of the inferred results, the probability of occurrence of each risk factor was obtained by simulating the interventions. The most likely causal chain analysis based on counterfactual elaboration revealed that it is simpler to solve employee health problems. For the SMEs in the study, this approach can reduce the probability of being at high risk of shutdown by 16%. The results of the model are consistent with those identified by the SME respondents, which validates the model. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Kreasi Rakyat (JKR) is the property of Jurnal Kreasi Rakyat (JKR) 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.)

Given the stress that we feel in various parts of our lives, it seems important to concentrate on identifying inner resources that assist employees in coping with problems of the modern world and functioning better in it. This study evaluates two types of internal resources -- the manner of approaching successes and failures (growth mindset) and self-efficacy -- and their influence on life and job satisfaction. Both these resources are negatively related to the perceived stress; however, they have not been considered in a single study to date. participants and procedure The aim was to examine the relation between growth mindset and life and job satisfaction with the mediatory role of perceived stress and self-efficacy among white-collar workers. The present study concerned 283 employees who completed self-report questionnaires. results A substantial relationship was found between growth mindset and life and job satisfaction. However, when perceived stress was included in the model, the relation between these two variables became weaker but was still significant, which constitutes evidence of partial mediation. The relationship between focus on development and life and job satisfaction became statistically significant when self-efficacy was considered. conclusions Shaping a growth mindset and strengthening self-efficacy can positively affect life and job satisfaction, especially in stressful situations. [ABSTRACT FROM AUTHOR]

With outsourcing of work having become ubiquitous, and more importantly, given its potential to become controversial, the need for such outsourcing decisions to be drafted carefully, managed effectively and controlled accurately cannot be underscored. In this context, this paper has constructed a mathematical model of organizations with 'outsource' employees to study the problem of the monitoring and control of the extent of outsourcing, and the number and distribution of outsource manpower. Control policies for maintaining desired blends of internal and outsource manpower have been mathematically derived, thereby obviating the need for further statistical validation. The cost savings that could be expected to accrue due to outsourcing, as also the problem of optimal outsourcing have been investigated and illustrated with numerical examples. This paper thereby studies a problem of contemporary relevance and importance, and organizations could use the suggested models as a decision-making tool, to generate alternative trade-off scenarios between cost savings due to outsourcing on the one hand, and the need to restrict the extent of outsourcing on the other. [ABSTRACT FROM AUTHOR]

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

Unilateral administrative acts under whatever name (preparatory procedures, generalizations, or directive principles), are considered as orders issued by an administrative body aiming at interpreting laws and explaining the way should laws be applied and executed. Although, these laws are issued by a unilateral will of the administrative body, and founded similar with the administrative decisions in terms of the formality and purport, they are found different as the administrative act does not produce legal implications, unlike the administrative decision, they cannot be challenged through a lawsuit for cancellation unless they result in an important legal effect that justifies. As the modern administration has become a complicated issue, and it has become difficult for the ordinary employee to initiate in making decisions and hold the liability arises from cases and issues in questions. Thus, the presidential power has taken the role in making a simple and clear framework for the relations between subordinate employees and those who deal with the general facility, via manners and procedures called unilateral administrative acts that the administration cannot ignore and considered as the prime key- player in the administrative act. In doing so, the administration has a wide discretionary power in issuing these acts. Unilateral administrative acts are divided upon three types, preparatory procedures that pave the way for the administration to issue the final decision, generalizations that are issued in a form of newsletters and instructions that include recommendations, rules and interest orders issued by ministers and managers for their employees. Finally, directive principles which are procedures made by the administrative power aiming at organizing and regulating the general facility to ensure performance of the service in a best way. This study concluded with significant findings to include that the undecided unilateral administrative acts do not produce legal effects directly; therefore, they are not subject to appeal via revocation lawsuit unless it arranges crucial legal effects aiming at simplifying their judicial reviews. These acts have gone through a remarkable historical development recently which led to be subject to the judicial review. Also, new patterns of these acts have emerged in the French State Council as directive principles which suit with the legislative and judicial occurred in this regards. This study has also concluded with a number of pivotal recommendations, to include that the Iraqi Administrative Judiciary is recommended to follow a united determined judicial policy and specify certain norms to distinguish between these acts and administrative decisions, and to put a precise definition for the undecided unilateral administrative acts. [ABSTRACT FROM AUTHOR]

Despite the importance of venue employees in identifying problem gamblers and making interventions, little is known concerning what role venue employees play in responsible gambling practices in Macao. This study examined what venues employees' perceptions of responsible gambling are, how they detect problem gamblers, and what barriers are impeding them from taking action. Semi-structured interviews with 49 venue staff in Macao yielded a wealth of in-depth data that were then thematically analyzed. The results indicated that employees generally understand what responsible gambling entails. While they are all confident in their ability to recognize the signs of problem gambling and provide adequate assistance to problem gamblers when asked, the majority of them rarely approach problem gamblers proactively. The barriers that prevent them from intervening were probed. The findings shed light on how to encourage venue employees to intervene on their own initiative in order to improve responsible gambling practices in Macao. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Sport Sciences / Magallat ulum Al-Riyadat is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)