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By comparing management in 1987 with today, this column examines the differences for library managers as technology including computers and the Internet has become an integral part of their lives. Technology has made completing many managerial functions easier and erased the barriers of time and space. Communication has become almost instantaneous. Opportunities for learning are now global. On the other hand, the time required to manage and effectively use technology has reduced time devoted to other tasks. The work-free weekend has disappeared; products must have a slick professional look; and form has sometimes become more important than content. Contemporary library managers must focus both for themselves and for their staff on ways to use technology effectively in meeting library goals. Returning to an idyllic fictionalized past is impossible, especially now that artificial intelligence will likely bring another cycle of radical changes. Library managers will need flexibility, experimentation, and harsh critical evaluation of results to achieve success. [ABSTRACT FROM AUTHOR]

Copyright of Arab Journal for Scientific Publishing is the property of Research & Development of Human Recourses Center (REMAH) 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.)

Introduction: The term neurodiversity encompasses a range of conditions, including autism, attention deficit and hyperactivity disorder, dyslexia, and dyscalculia. In higher education, students with these conditions often face barriers that hinder their optimal academic performance. These barriers stem from their specific needs and institutional requirements. This situation can also negatively impact their ability to transition into the workforce. Therefore, it is necessary to design strategies that ensure specialized support for this population, guided by the opinions of neurodiverse students. The objective of this study is to identify the needs, difficulties, and tools related to the transition into the workforce, as reported by neurodiverse students and graduates from the bachelor's degree in psychology program, who present some conditions of neurodiversity. Methods: For this purpose, a qualitative/phenomenological research was carried out. Results: The gathered opinions revealed that the main needs of students include the following: increased awareness and capacity within higher education institutions for timely diagnosis, the implementation of reasonable adjustments for better integration into their activities, provision of supportive environments, the development of strategies to enhance cognitive and emotional aspects, such as planning skills, time management, and emotional regulation skills. Discussion: The results of this study are consistent with other studies that emphasize the importance of creating a compassionate pedagogy in educational settings. This involves a greater commitment from educators to address and improve pedagogical practices, provide necessary tools, and develop strategies to help students with neurodiversity conditions throughout their careers. The limitations of this study include the small sample size and restricted depth of the interviews. Therefore, future research should increase the number of participants and explore the interviews in greater depth. [ABSTRACT FROM AUTHOR]

Background: The goals of this study were to understand the trends in recent and past rhinology fellows concerning their demographics, goals, and experiences. Methods: An anonymous web-based survey was sent to graduates of the 35 rhinology fellowship programs. The survey included questions regarding the scope of practice, research contribution, societal involvement, fellow satisfaction with training, and current practice patterns. Chi-square testing and logistic regression were used to compare variables across cohorts: 0-5 years versus 6+ years from fellowship graduation, gender, and practice settings. Results: Based on 171 respondents, we found no significant differences in 0-5 versus 6+ year graduates in their desire for an academic job post-fellowship. However, those who graduated 6+ years ago had significantly more success securing one (74% vs 96%, P = 0.004). Between males and females, there were no differences in goal of obtaining an academic job or success in obtaining an academic career. Females were more likely to report they attend academic society meetings regularly. Female rhinologists also reported less satisfaction with overall work-life balance and decreased satisfaction with clinical practice. Physicians in academic settings have poorer work-life balance. Conclusions: Our findings suggest that finding an academic job may be more difficult for recent rhinology fellowship graduates, although still very possible for the majority of graduates. Understanding the reason for these changes may provide insight to current rhinology fellowship directors and trainees interested in pursuing fellowship training. [ABSTRACT FROM AUTHOR]

Background Little is known about factors contributing to burnout and intent to leave in cardiologists and other cardiology health care workers. Methods and Results The Coping With COVID survey assessed work conditions, burnout, and intent to leave among physicians, nurses, advanced practice providers, and other clinical staff (OCS) from April 2020 to December 2020. Single‐item measures assessed work conditions, burnout (emotional exhaustion), and intent to leave. Multilevel logistic regression examined work life variables' relationships to burnout among role types and feeling valued as a mediator. Open‐ended comments analyzed via grounded theory contributed to a conceptual model. Coping With COVID was completed by 1199 US cardiology health care workers (354 physician/520 nurses/198 advanced practice providers/127 OCS). Nurses were most likely to report burnout (59% nurses, 57% OCS, 46% advanced practice providers, 40% physicians, P

The concept of Quality of job Life (QWL) refers to the degree to which workers can fulfil their personal and professional requirements by actively engaging in their jobs, while also contributing to the overall objectives of the organisation. Research has shown that QWL impacts employee engagement and productivity in healthcare organizations and other industries. This study tries to focus on good working life and its products, which is a modern and important concept in the healthcare sector and is considered one of the most important elements of Saudi Arabian society. One of the problems related to this idea, which is considered one of the most important problems in health, is unemployment and contract disputes between doctors and nurses. Patients work in the office. This research seeks to examine the correlation between the quality of work life in hospitals and clinics and the levels of dedication shown by physicians and nurses. The study also provides recommendations, with the most significant ones outlined below: In this study, various facets of wellness work should be addressed, and doctors and nurses should be encouraged to work long hours and provide more materials and guidance to reduce the workload. It will increase the pressure on doctors and nurses, ensure that they avoid dangerous work, and employ the right people in the right place. [ABSTRACT FROM AUTHOR]

Background: Nurses' work life significantly impacts their overall well-being. This study aimed to comprehensively understand the quality of work life (QWL) in nursing, identifying its dimensions, attributes, and functions. Materials and Methods: Walker and Avant used the eight-step concept analysis method to determine the defining attributes of the quality of nursing work life. The search was done in the English databases of Web of Science, Scopus, PubMed, Science Direct, and Google Scholar together with Persian databases of Magiran and SID with the main keyword 'Quality of Nursing Work-life'. The quality of work life of nurses and its derivatives were searched without a time limit. In the initial search (December 2022-September 2023), 135 articles and finally 26 articles were reviewed. Results: The quality of nursing work life was defined and its dimensions including Work Design, work-life/Home Life, Work Context, and Work World were determined. Antecedents that can be assumed as potential factors of the quality of work life were categorized. Consequences were in managerial, professional, personal, and social domains. Conclusions: The quality of work life, especially for nurses, is a concept in which many factors are involved and can have different consequences for nurses, managers, and even patients and their families. The results of this study can help better understand the quality of nursing work life in research and clinical environments. [ABSTRACT FROM AUTHOR]

Work is the totality of goods and services that arise as a result of human labor to meet human needs. The main issue to be considered here is time, space and human relations. When the working life in the hunter-gatherer period is evaluated with today's paradigm, it is not based on a certain order or specialization. The emergence of the social conditions that brought about the industrial revolution brought about deep differentiations in working life and gave a new meaning to the concept of work. A new class of blue-collar workers has emerged in Europe. While blue-collar workers were identified with factory labor in the period of their emergence, their names were often associated with production. Factory workers, who were seen as soldiers of the production line, began to be considered as individuals who influenced consumption and industry and redesigned social differentiation in the process. [ABSTRACT FROM AUTHOR]

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu 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.)

Hearing loss that arises from various causes at different stages of life has a direct impact on individuals' physical and mental well-being. This paper aimed to evaluate the employment, workplace adaptation, productivity, and professional success of individuals who have hearing loss and whose hearing loss is corrected with a cochlear implant. In this cross-sectional study, data were collected between November 2022 and March 2023 with the participation of individuals with cochlear implants living in several settlements in all regions of Türkiye. A total of 142 participants with severe hearing loss who were corrected with a cochlear implant were included in this study. The survey method was used to collect data for the study. The questionnaire consisted of 32 questions and was distributed to the participants online. In the first part of the questionnaire (questions 1–10), the general characteristics of implant patients were investigated. In the second part (questions 11–32), the positive or negative effects of implantation on the work lives of the participants were evaluated. Almost half of the research group (49.3%, n = 70) consisted of women, and the mean age of the participants was determined to be 35.8 ± 14.8 years. There was no significant difference between gender, educational status, implanted side, working time, working style (physical, desk), and factors affecting work life (p > 0.05). Professional satisfaction and success at work increased significantly more in those with acquired hearing loss (p = 0.010). Post-implantation workplace compliance, success, and productivity were found to be higher in those with acquired hearing loss (p = 0.013). Hearing loss had a significantly less negative impact on work performance in those implanted in childhood than in those implanted in adulthood (p = 0.043). It was observed that hearing loss had a greater negative impact on the work life of married people (p = 0.006). Cochlear implantation greatly enhances workplace satisfaction, increases self-confidence, and has a positive impact on the future of profoundly deaf individuals. [ABSTRACT FROM AUTHOR]

IntroductionThe term neurodiversity encompasses a range of conditions, including autism, attention deficit and hyperactivity disorder, dyslexia, and dyscalculia. In higher education, students with these conditions often face barriers that hinder their optimal academic performance. These barriers stem from their specific needs and institutional requirements. This situation can also negatively impact their ability to transition into the workforce. Therefore, it is necessary to design strategies that ensure specialized support for this population, guided by the opinions of neurodiverse students. The objective of this study is to identify the needs, difficulties, and tools related to the transition into the workforce, as reported by neurodiverse students and graduates from the bachelor's degree in psychology program, who present some conditions of neurodiversity.MethodsFor this purpose, a qualitative/phenomenological research was carried out.ResultsThe gathered opinions revealed that the main needs of students include the following: increased awareness and capacity within higher education institutions for timely diagnosis, the implementation of reasonable adjustments for better integration into their activities, provision of supportive environments, the development of strategies to enhance cognitive and emotional aspects, such as planning skills, time management, and emotional regulation skills.DiscussionThe results of this study are consistent with other studies that emphasize the importance of creating a compassionate pedagogy in educational settings. This involves a greater commitment from educators to address and improve pedagogical practices, provide necessary tools, and develop strategies to help students with neurodiversity conditions throughout their careers. The limitations of this study include the small sample size and restricted depth of the interviews. Therefore, future research should increase the number of participants and explore the interviews in greater depth.

This paper focuses on work and family life in Romania, with particular emphasis on gender, seen as a social structure. The methodology employs the secondary descriptive analysis of data drawn from NIS, Eurostat, and the European Value Survey/World Value Survey datasets. The findings show a Romanian work landscape with slow progress in embracing work flexibility, with considerably lower percentages of remote work and part-time employment compared to EU averages. A notable gender disparity exists in the professional sector. Women exhibit a 18.8% lower participation in economic activities compared to men, a gap that increases with the number of children. Moreover, 36.5% of women, in contrast to 2.7% of men, are professionally inactive due to familial responsibilities. These results align with Nancy Fraser’s (2013) viewpoint on how the intersection between capitalism and patriarchy shapes women experiences. The lack of family-friendly work structures disproportionately impacts women, leaving them vulnerable professionally and financially. Family continues to be the most important institution for Romanians, with trends regarding age of marriage and child births mirroring previous years. While there's a gradual decrease in unpaid household and childcare activities, it is mostly due to technological progress (Popescu, 2009) while women still work “double shifts” (Hochschild, 2012). The paper’s findings highlight that cultural norms and societal pressure compels women to prioritize family responsibilities. Creating “brave new families” (Stacy, 1990) or fostering “confluent love” (Giddens, 1992) requires post-modern cooperation between partners, backed by multi-level actions (Walby, 1989) at individual, organizational and societal levels.

The rapidly changing and evolving technology profoundly impacts various aspects of our lives, ranging from our living arrangements and modes of transportation, to the food we consume and clothing we wear, even extending to our relationships with pets, the visions of companies, and the constitutional integrity of countries. The potential of technology to fundamentally transform our living spaces, behaviours, and habits is immense. This study investigates the relationship between working life and the Metaverse, widely regarded as one of the most significant technological advancements of our era. The Delphi technique was used as the research method in this study. Expert opinions were collected to gain insights into the key strengths and weaknesses of the Metaverse in the workplace, as well as the potential threats and opportunities it presents in working life. A total of 52 predictions were analyzed in three rounds of discussions. Although complete consensus could not be reached for six predictions concerning the weaknesses and threats posed by the impact of the Metaverse on working life, experts reached a consensus on 46 predictions.

This paper focuses on work and family life in Romania, with particular emphasis on gender, seen as a social structure. The methodology employs the secondary descriptive analysis of data drawn from NIS, Eurostat, and the European Value Survey/World Value Survey datasets. The findings show a Romanian work landscape with slow progress in embracing work fl exibility, with considerably lower percentages of remote work and part-time employment compared to EU averages. A notable gender disparity exists in the professional sector. Women exhibit a 18.8% lower participation in economic activities compared to men, a gap that increases with the number of children. Moreover, 36.5% of women, in contrast to 2.7% of men, are professionally inactive due to familial responsibilities. These results align with Nancy Fraser’s (2013) viewpoint on how the intersection between capitalism and patriarchy shapes women experiences. The lack of family-friendly work structures disproportionately impacts women, leaving them vulnerable professionally and financially. Family continues to be the most important institution for Romanians, with trends regarding age of marriage and child births mirroring previous years. While there’s a gradual decrease in unpaid household and childcare activities, it is mostly due to technological progress (Popescu, 2009) while women still work “double shifts” (Hochschild, 2012). The paper’s findings highlight that cultural norms and societal pressure compels women to prioritize family responsibilities. Creating “brave new families” (Stacy, 1990) or fostering “confluent love” (Giddens, 1992) requires post-modern cooperation between partners, backed by multi-level actions (Walby, 1989) at individual, organizational and societal levels. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Ege University Nursing Faculty (JEUNF) is the property of Journal of Ege University Nursing Faculty (JEUNF) 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.)

ÖZ: Yapılan bu çalışmada, temel olarak 21. yüzyılda ABD, Avrupa, Asya ülkeleri ile Türkiye’de yönetim kademelerinde yer alan kadınların karşılaştıkları cinsiyet ayrımcılığı sorunlarının incelenmesi amaçlanmıştır. Birinci kısımda, cinsiyet ayrımcılığının ülkelerdeki mevcut durumuna yönelik literatür bulguları özetlenmiştir. İkinci kısımda, Türkiye’de kamu yönetimi ve özel sektörde kadın yöneticilerin karşılaştıkları sorunlar ve çözüm önerilerine yönelik bilgiler verilmiştir. Cinsiyet ayrımcılığı araştırmalarının çoğu, cinsiyet ayrımcılığının tek yönüne odaklanmasına rağmen çalışmada değişik ülkelere ait mobbing, fiziksel taciz, kariyer gelişimi olumsuzlukları ve ücret farklılıkları gibi çeşitli temel konulara değinilmiştir. Konu, hem kadın çalışanlar hem de kadın yöneticiler açısından ele alınmıştır. Diğer yandan farklı ülkelerde, içinde bulunduğumuz yüzyılda cinsiyet ayrımcılığına nasıl bakıldığı, bunlara ait çalışmaların bulgularının neler olabileceği, konunun evrensel bir bütünlük içinde dikkate alınmasının neden önemli olduğu sorularına da cevap aranmıştır. Çünkü farklı ülkeler ve kültürlerde çalışan ve yöneticilik yapan kadınların sorunlarının aynı olduğuna yönelik tespitler ve bunların toplumlarda çözüme yönelik karşılığının neler olduğu da inceleme konuları arasındadır. ABSTRACT: The main purpose of this study is to examine the gender discrimination problems faced by women at management levels in the US, Europe, Asia and Turkey in the 21st century. In the first part, the literature findings on the current situation of gender discrimination in countries were summarized. In the second part, data related to the problems faced by women managers in the public administration and private sector in Turkey and relevant solution suggestions were given. Although most of the gender discrimination studies focus on a single aspect of gender discrimination, various fundamental issues such as mobbing, physical harassment, career development constraints and wage differences in different countries were mentioned in the study. The topic has been discussed in terms of both female employees and managers. On the other hand, answers were sought to the questions of how gender discrimination is viewed in different countries in 21st century, what the findings of the studies related to these might be, and why it is important to consider these issues in a universal integrity. Because in different countries and cultures, the fact that the problems faced by women employees and managers are similar and what their solution-oriented counterparts are in the societies were also among the topics of analysis.

Copyright of Journal of Social Sciences Research / Sosyal Bilimler Arastirmalari Dergisi is the property of ODU Journal of Social Sciences Research 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 article explores the work routines of preparing for deportations, alongside the work-life situation of employees who handle the task of deporting people. Via an ethnographic account from Swedish detention centers, where immigrants' forced removal by way of chartered journeys is prepared for, the article elucidates how 'affective labor' goes into deportation. Through a close examination of the work dynamics among employees, discussed via the 'game' concept, the article reveals what is significant for realizing deportations and how this occurs in the interplay both of staff members and between those personnel and deportees. Thereby, it offers profound insight as to how employees cope with the task of detaining people and deporting them. The author concludes that the deportation work, in addition to being conditioned by legal frameworks, is characterized by work-life challenges tying in with general tendencies that have global counterparts. A significant contribution to deportation scholarship is visible in further knowledge of the affective labor that deportation entails, coupled with the argument that it constitutes a key dimension of Sweden's deportation regime. [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.)

In this study, we examined human reactions to other people's experiences of using assistive robots at work. An online vignette experiment was conducted among respondents from the United States (N = 1059). In the experiment, participants read a written scenario in which another person had started using assistive robots to help with a daily work-related task. The experiment manipulated the closeness of the messenger (familiar versus unfamiliar colleague) and message orientation (positive versus negative). Finding out positive user experiences of a familiar or unfamiliar colleague increased positive attitude toward assistive robots, perceived robot usefulness, and perceived robot use self-efficacy. Furthermore, those who reported higher perceived robot suitability to one's occupational field and openness to experiences reported more positive attitude toward assistive robots, higher perceived robot usefulness, and perceived robot use self-efficacy. The results suggest that finding out other people's positive user experiences has a positive effect on perceptions of using assistive robots to help with a daily work-related task. Perceptions of assistive robots at work are also associated with individual and contextual factors such as openness to experiences and perceived robot suitability to one's occupational field. This is one of the first studies to experimentally investigate the role of social influence in the perceptions of assistive robots at work. [ABSTRACT FROM AUTHOR]

Mobbing, iş yaşamında sosyal etkileşim sonucu ortaya çıkan bir veya birden fazla kişi tarafından bir kişiyi veya grubu hedef alan bilinçli, sistematik saldırgan eylemlerdir. Sözlü ve/veya fiziki olarak gerçekleşen bu eylemlerin amacı, mağdur üzerinde psikolojik zedelenmeye yol açarak örgütten ayrılmasına yöneliktir. Bu çalışmanın amacı, iş yaşamında sürdürülebilir insan kaynağının engellerinden biri olan mobbingin oluşumu ve etkilerine dikkat çekilmesi ile bu sürecin aşamalarında çözüm odaklı uygulanacak sistemli metotlara yönelik yeni bir bakış açısı kazandırılmasıdır. Bu amaçla gerçekleştirilen çalışmada, mobbing olgusu ve bu olgunun ortaya çıkış nedenleri, aşamaları, saldırgan eylem türleri ile örgüt stratejisi olarak mobbing uygulanması, mobbingin çalışma yaşamında bireye ve örgüte yansımasının sonuçlarının incelenmesinin ardından mobbingle mücadele yolları açıklanmaktadır. Bu çerçevede, örgütte uygulanan mobbingin hangi aşamada olduğunun tespit edilmesinin ve buna bağlı olarak çözüm yolları geliştirilmesinin faydası ve önemi vurgulanmaktadır.

This study's research aim is to discover how the COVID-19 pandemic impacts early career researchers' work lives, prospects, and scholarly communication behavior. Early career researchers (ECRs), including doctoral students, post-docs, and pre-tenure faculty, are the next generation of scientists, researchers, scholars, teachers, and academic leaders, and are considered "vulnerable" when compared to their more senior colleagues. Part of an eight-country study, we present findings from long semi-structured interviews of 22 ECRs within the sciences and social sciences from a variety of regions in the United States. Transcripts were approved by the participants and responses were coded into a project-approved spreadsheet for analysis. The coding sheets were multi-faceted, containing both quantitative and qualitative data. Key findings include loss of research productivity due to lab closures and/or human subject research. The most recurring negative impact is the loss of formal and informal in-person meetings. For the majority, the pandemic has not deterred ECRs to deviate from their chosen academic career paths. [ABSTRACT FROM AUTHOR]

Retirement and reminiscence research prosper largely independent of another. The current research integrates both perspectives to explore what retirees remember when they look back upon their work life and whether reminiscing work life is related to their current well-being. Semi-structured interviews were conducted with six retirees to develop initial codebooks. To characterize work-related memories and explore links between memory characteristics and retirees' well-being, 66 retirees participated in an online study. They reported memories in text and rated memory valence and indicators of subjective well-being. Qualitative content analyses of memory narratives show that retirees recalled both work tasks and workplace relationships that were particularly pleasant or conflict ridden. They reminisced about profound (e.g. job loss) and small events (e.g. appreciative gestures from the leadership). Most retirees described their work life in an accepting way, although some expressed bitterness. Correlational analyses indicate links between memory valence and retirees' perceived stress in work life and subjective well-being. We discuss our findings within the resource perspective on retirement with consideration of reminiscence as internal resources with permanent access. We suggest that well-being in retirement depends not only on external resources, but also on what retirees reflect on and remember. Practically, we discuss how work could be designed to build up such internal resources. We conclude with future research ideas, emphasizing the importance of a rigorous mixed-methods approach to studying how the life chapter of work that is long gone may continue to shape the lives of retirees. [ABSTRACT FROM AUTHOR]

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

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

Copyright of HAK İŞ International Journal of Labor & Society is the property of HAK-IS International Joumal of Labour & Society 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 main purpose of this study is to examine the gender discrimination problems faced by women at management levels in the US, Europe, Asia and Turkey in the 21st century. In the first part, the literature findings on the current situation of gender discrimination in countries were summarized. In the second part, data related to the problems faced by women managers in the public administration and private sector in Turkey and relevant solution suggestions were given. Although most of the gender discrimination studies focus on a single aspect of gender discrimination, various fundamental issues such as mobbing, physical harassment, career development constraints and wage differences in different countries were mentioned in the study. The topic has been discussed in terms of both female employees and managers. On the other hand, answers were sought to the questions of how gender discrimination is viewed in different countries in 21st century, what the findings of the studies related to these might be, and why it is important to consider these issues in a universal integrity. Because in different countries and cultures, the fact that the problems faced by women employees and managers are similar and what their solution-oriented counterparts are in the societies were also among the topics of analysis. [ABSTRACT FROM AUTHOR]

Virtual reality (VR) immerses users in others' lives, creating empathy and understanding long after the VR scenario has finished. As VR technology has matured, VR scenarios have begun to be used in complex real-world areas such as education, health and organisational change. These scenarios can be of variable technical quality, with limited interactive capacity, unrealistic environments and clunky or absent avatars. In this study, three scenarios related to gender inequality training were constructed with glitches in the core immersive qualities of presence, interactivity and plausibility in order to understand their effect on the immersive experience. Using a multi-step in-depth series of qualitative interviews to examine the whole immersive process, the results show that immersion is not compromised but changed by glitches. Limited interactivity led to uncomfortable interactions that allowed participants to process difficult emotions; implausible situations surfaced buried norms and prejudices; and avatar variation gave rise to a sense presence that also included distance, which gave the user opportunities for critical reflection. These results point towards immersion as a robust and richly textured concept, while interactivity, plausibility and presence can best be understood as dimensions rather than goals. Totally seamless and immersive experiences may not only be utopian but also unnecessary. The glitches in low-end productions can produce powerful communication without expensive technology. [ABSTRACT FROM AUTHOR]

Perceived stress describes the stress that occurs in individuals for various reasons. The stress experienced negatively affects the lives of individuals. During the pandemic, individuals' lives have changed, and this situation has affected individuals psychologically. One of the changes has been in the field of working life. This research aimed to evaluate the effect of stress perceived by individuals during the pandemic on organizational support and organizational commitment. As a result of the research, normative commitment levels of individuals are different according to their working order; perceived stress decreases and organizational commitment increases as support is received from companies; it was found that as organizational support increases, perceived stress decreases. The study aims to contribute to the Covid-19 literature, propose solutions to reduce the stress experienced by individuals with organizational support, and bring a different perspective to the field in the context of organizational support, perceived stress, and organizational commitment. [ABSTRACT FROM AUTHOR]

Hearing loss that arises from various causes at different stages of life has a direct impact on individuals’ physical and mental well-being. This paper aimed to evaluate the employment, workplace adaptation, productivity, and professional success of individuals who have hearing loss and whose hearing loss is corrected with a cochlear implant. In this cross-sectional study, data were collected between November 2022 and March 2023 with the participation of individuals with cochlear implants living in several settlements in all regions of Türkiye. A total of 142 participants with severe hearing loss who were corrected with a cochlear implant were included in this study. The survey method was used to collect data for the study. The questionnaire consisted of 32 questions and was distributed to the participants online. In the first part of the questionnaire (questions 1–10), the general characteristics of implant patients were investigated. In the second part (questions 11–32), the positive or negative effects of implantation on the work lives of the participants were evaluated. Almost half of the research group (49.3%, n = 70) consisted of women, and the mean age of the participants was determined to be 35.8 ± 14.8 years. There was no significant difference between gender, educational status, implanted side, working time, working style (physical, desk), and factors affecting work life (p > 0.05). Professional satisfaction and success at work increased significantly more in those with acquired hearing loss (p = 0.010). Post-implantation workplace compliance, success, and productivity were found to be higher in those with acquired hearing loss (p = 0.013). Hearing loss had a significantly less negative impact on work performance in those implanted in childhood than in those implanted in adulthood (p = 0.043). It was observed that hearing loss had a greater negative impact on the work life of married people (p = 0.006). Cochlear implantation greatly enhances workplace satisfaction, increases self-confidence, and has a positive impact on the future of profoundly deaf individuals.

The article explores the work routines of preparing for deportations, alongside the work-life situation of employees who handle the task of deporting people. Via an ethnographic account from Swedish detention centers, where immigrants’ forced removal by way of chartered journeys is prepared for, the article elucidates how ‘affective labor’ goes into deportation. Through a close examination of the work dynamics among employees, discussed via the ‘game’ concept, the article reveals what is significant for realizing deportations and how this occurs in the interplay both of staff members and between those personnel and deportees. Thereby, it offers profound insight as to how employees cope with the task of detaining people and deporting them. The author concludes that the deportation work, in addition to being conditioned by legal frameworks, is characterized by work-life challenges tying in with general tendencies that have global counterparts. A significant contribution to deportation scholarship is visible in further knowledge of the affective labor that deportation entails, coupled with the argument that it constitutes a key dimension of Sweden’s deportation regime.

Purpose : The aim of this study was to analyse the impact of adjuvant trastuzumab on fatigue, emotional status, and quality of personal and work life of patients treated for localised breast cancer. Methods: In a prospective setting, we recruited age-matched localised breast cancer patients, treated by adjuvant chemotherapy with (group 1) or without IV trastuzumab (group 2), between September 2011 and May 2014. Patients completed questionnaires on quality of life (FACT-G, FACT-B), fatigue (FACIT-F, ICQ), anxiety-depression (HADS), and work life (dedicated self-questionnaire) at inclusion then at 3, 6, 9, and 15 months. Results: We included 35 patients in each group. No significant difference was found between the two groups concerning return to work, fatigue, and quality of life scores at each phase of the study. In total, 39 patients (72.2%) reported having returned to work at T15, with no significant difference between the two groups (p = 0.53). Significantly higher scores for’helplessness’ outcomes were observed in group 1, 9, and 15 months (6.138 and 5.731; p = 0.047 and 0.048, respectively). Patients in group 1 reported higher score of anxiety-depression than group 2 at 3 months (p = 0.027) then no significant difference was observed at the other times of the study. Conclusion: Trastuzumab does not appear to affect fatigue and return to work in patients with localised breast cancer. The emotional well-being could be affected in patients treated by trastuzumab, with a more pronounced ‘helplessness’ feeling which could be more related to the additional follow-up imposed by the prescription of trastuzumab.Highlights: One year of trastuzumab treatment is recommended for patients with localised breast cancer presenting with overexpression of HER2. The own impact of trastuzumab treatment on the physical, emotional, social, and professional well-being of patients has not already been described. In our study, trastuzumab treatment does not appear to affect fatigue and return to work in patients with localised breast cancer. The emotional well-being could be affected in patients treated by trastuzumab, with a more pronounced ‘helplessness’ feeling. Our results suggest that observed differences seem to be more related to the additional follow-up imposed by the prescription of trastuzumab. [ABSTRACT FROM AUTHOR]

This theme is relevant in modern society, where many people face challenges in maintaining a healthy balance between career and personal life. The study is important for understanding the impact that imbalance has on the individual and his or her relationships and on the life of the couple, as well as for outlining recommendations needed to achieve an optimal balance between these two areas of life. [ABSTRACT FROM AUTHOR]

Copyright of Pamukkale University Journal of Business Research / Pamukkale Üniversitesi İşletme Araştırmaları Dergisi is the property of Pamukkale University Journal of Business Research 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.)

Abstract Background Irritable Bowel Syndrome (IBS) is a highly prevalent functional gastrointestinal disorder. Earlier studies have shown that IBS can limit the ability to perform at work and lead to absenteeism. However, few studies focus on work life experiences based on patients’ narratives. The purpose of this study was to construct a theory for how persons with IBS maintain their work life. Methods A qualitative study was performed using constructivist grounded theory. Semi-structured interviews with 15 women and 8 men with IBS (26–64 years of age) were conducted. Fourteen participants worked full-time, six worked part-time and three were on sick leave. The interviews were transcribed verbatim and coded line-by-line, incident-by-incident and thereafter focused coding was done. From the data and codes, categories were generated. Finally, a core category was constructed explaining the process of maintaining work life when living with IBS. Results Balancing work life while being under threat of symptoms constituted of four categories, being prepared, restricting impact, reconciling and adjusting. Persons with IBS restricted the impact of IBS on work by using strategies and upholding daily routines and strived to being prepared by exerting control over work life. These ongoing processes served to limit the influence of IBS on work by symptoms being less intense, perceived as less frequent, or not as bothersome. Reconciling IBS with work life was understood as a successful outcome from being prepared and restricting impact but was also influenced by the individual’s outlook on life. Adjusting to other people at work interfered with the strategies of being prepared, restricting impact, and reconciling, leaving persons with IBS more susceptible to symptoms. Conclusions This study deepens the understanding of the work situation for persons with IBS. Health care professionals can use the results of this study in the dialogue with the patient discussing work ability and sick leave. The results imply that although balancing work life under threat of symptoms can be a struggle, there are strategies that persons with IBS and employers together can initiate and use to reduce impact on work on several different levels.

Physicians that pursue postgraduate studies must simultaneously manage activities related to their academic training and their duties as specialized in a hospital. The aim of this study was to determine the challenges that affect the professional development and growth of 142 first-year medical residents from a private university in Peru, during the COVID-19 pandemic. The residents responded to an online questionnaire with eight open-ended questions soliciting the identification of two difficulties or challenges per question. Descriptive analysis of the challenges that were detected was carried out and two binomial logistic regression models were tested to evaluate the effect of academic and personal factors on professional development. A structural regression model with three predicting factors (Academic training, Mentorship and use of ICT, and Health conditions) was also tested to predict professional development. Over 80% of the residents expressed having problems with their professional performance, activities, and attention span during the residency. The adjusted logistic regression model explained 42% of the effect of factors that make the emergence of challenges for medical residents more probable in the performance of professional activities. Likewise, the structural regression model indicated a good fit, where all three factors significantly explained medical residents' professional performance; however, the Mentorship and use of ICTs factor was the best predictor of professional performance during the residency program. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Management & Economics Research is the property of Journal of Management & Economics Research 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.)

Background: Little is known about factors contributing to burnout and intent to leave in cardiologists and other cardiology health care workers., Methods and Results: The Coping With COVID survey assessed work conditions, burnout, and intent to leave among physicians, nurses, advanced practice providers, and other clinical staff (OCS) from April 2020 to December 2020. Single-item measures assessed work conditions, burnout (emotional exhaustion), and intent to leave. Multilevel logistic regression examined work life variables' relationships to burnout among role types and feeling valued as a mediator. Open-ended comments analyzed via grounded theory contributed to a conceptual model. Coping With COVID was completed by 1199 US cardiology health care workers (354 physician/520 nurses/198 advanced practice providers/127 OCS). Nurses were most likely to report burnout (59% nurses, 57% OCS, 46% advanced practice providers, 40% physicians, P <0.0001). Workload correlated with burnout in all groups (adjusted odds ratios [aORs], 4.1-17.4; P s<0.005), whereas anxiety/depression related to burnout in all except OCS (aORs, 3.9-8.3; P s≤0.001). Feeling valued was related to lower burnout in most groups. Intent to leave was common (23%-45%) and was lower in physicians and advanced practice providers who felt valued (aORs, 0.26 and 0.22, respectively; P s<0.05). Burnout was highest for nurses in practice 16 to 20 years, and intent to leave was highest for OCS in practice 16 to 20 years. Themes contributing to burnout included personal and patient safety, leadership, and financial issues., Conclusions: Burnout was prevalent among cardiology health care workers and highest in nurses and OCS. Addressing factors associated with burnout in different role types may improve work life sustainability for all cardiology health care workers.

BACKGROUND: It is important to determine nurses' levels of knowledge, health-protective practices for work and social life, and mental health states at the beginning of the COVID-19 pandemic to combat the pandemic and minimize further problems. OBJECTIVES: To determine the relationships between knowledge levels, health-protective practices, and anxiety among nurses during the COVID-19 pandemic. METHODS: This cross-sectional study was carried out with the online participation of 605 nurses in Turkey. The researchers prepared a questionnaire form to evaluate the participants' knowledge of COVID-19 and their awareness and health-protective behaviours in work and social life. The mental health statuses of the participants were assessed with the Generalized Anxiety Disorder (GAD-7) questionnaire. RESULTS: Most of the participants (87.8%) had high levels of knowledge of COVID-19, while 28.8% had severe levels of anxiety disorder. The use of alcohol-based hand disinfectants (88.2%) and the use of N95 or N99 masks (88.5%) were the least frequently practiced protective behaviours at work, while in social life, a healthy and balanced diet (61.6%), social distancing (72.8%), and paying attention to one's sleep pattern (77.3%) were the least frequently practiced protective behaviours. Older age (41–50 years), higher education (master's degree) and having a work experience of 10 years or more were determined to increase the knowledge levels of the participants about COVID-19 (p < 0.001). Anxiety levels were higher in those with a history of mental illness (p < 0.001). CONCLUSIONS: Determining the knowledge levels, health-protective practices, and anxiety levels of nurses who are struggling in the frontlines in the field of health during the pandemic period can make a great contribution to the management of different current epidemics and pandemics and future ones by showing the areas in which nurses need to be empowered. [ABSTRACT FROM AUTHOR]