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Most minimum wage studies are identified on small, plentiful, mostly expected wage changes, spread out over time. A recent set of changes have instead been large, rapid, and unexpected, following the "Fight for $15" movement. Alberta is the first North American province, state, or territory to have this $15 minimum wage, with an unexpectedly large increase (47%) occurring over a short time horizon (3 years). The employment effects of this policy are estimated using a synthetic control approach on Labour Force Survey data. Similar to the existing literature, workers moved up the wage distribution, increment by increment, but with a higher distributional reach. Employment losses occurred at similar elasticities, but with large level changes, mostly among younger workers. Newer to the literature, regional employment losses were found in four of the five non-urban economic regions, but not in Alberta's two main cities, showing the significance and nuance of regional heterogeneity. [ABSTRACT FROM AUTHOR]

We investigated how the adoption of a new production technology differently affects the risk of job separation of young and old employees in South Korea by analyzing establishment-level panel data linked with administrative employment insurance records on individual workers. To address potential endogeneity associated with a firm's technology adoption, we conducted instrumental variable estimations with a two-stage residual inclusion (2SRI) approach. The results suggest that technology (indicated by newly adopted automation and increased purchase of Information Technology equipment) positively affects the overall employment of incumbent workers. However, the employment of aged workers is less favorably affected by newly adopted technologies compared to that of younger workers. In some conditions, technology adoptions increase the retirement risk of older workers absolutely as well as relative to that of younger workers. Newly adopted automation negatively affects the employment of aged workers who are engaged in clerical and support occupations or employed in the wholesale and retail industry. Estimation results according to the reason for retirement suggest that the negative effect of technology adoption on employment may be related to both labor demand and supply. [ABSTRACT FROM AUTHOR]

Firms in younger labor markets produce more innovation. We establish this by instrumenting the current labor force with historical births in each local labor market in the United States. Analyses of firms and inventors allow us to rule out unobservable heterogeneity across local labor markets and firms, life cycles, and other effects. Corporate innovation in younger labor markets reflects the innovative characteristics of younger labor forces, and its market value is higher. Younger workers as a group, not merely inventors by themselves, produce more innovation for firms through the labor force channel rather than through a financing or consumption channel. Authors have furnished an Internet Appendix , which is available on the Oxford University Press Web site next to the link to the final published paper online. [ABSTRACT FROM AUTHOR]

This article presents a comparative analysis of multiple jobholding and non-standard employment among young people in EU-28 member states. This work contributes to the understanding of multiple jobholding among youth by connecting the empirical work to the issues of labour market flexibilisation in Europe. The database used is the European Union Labour Force Survey for 2019. Non-standard forms of employment have a positive effect on the likelihood of secondary jobholding, especially part-time work. There is a high rate of multiple jobholding in Nordic countries, whereas it is low in Mediterranean, Central and Eastern European countries, where the time spent in second jobs is high. Finally, there are statistically significant differences in the propensity toward multiple jobholding according to level of education, gender, age, and country of birth, while there is no noticeable effect of over-qualification, although there is on the search for another job. [ABSTRACT FROM AUTHOR]

The objective of the article is to analyse the degree of persistence of overeducation in the initial stages of the professional career of young workers and the relationship between both the incidence and the persistence of overeducation and the business cycle. We use longitudinal data from administrative records (the 'Continuous Sample of Working Life') on the work trajectories of young Spaniards (16–35 years old) who enter the labour market for the first time at various moments in time (2005, 2009 or 2014) and estimate univariate and recursive bivariate probit models. The main findings are that nearly one third of entrants are overeducated in their first job, that their permanence in overeducation five years later is high (above 50%) and that the persistence of overeducation of young entrants is countercyclical. [ABSTRACT FROM AUTHOR]

Employee job satisfaction is an important attitudinal variable for many reasons, and due to the current shortage of workers, it may be even more critical in today's workplace. Job satisfaction is one of the most studied variables in the organizational behavior literature, mainly because researchers understand its impact on employee turnover and organizational effectiveness. The perception of workplace politics impacts job satisfaction. Most of the past research in the organizational behavior literature has found that employees generally perceive workplace politics negatively. However, there are differences in how employees view and react to organizational politics that are, at least partly, based on individual differences. The purpose of this study is to investigate the moderating effects of employee gender and age on the perceptions of organizational politics-job satisfaction relationship. A primary objective of this study is to provide further clarity on the effect of perceptions of politics in work reward decisions on specific job satisfaction facets for different age and gender groups. This study reports findings from a diverse group of 601 employees employed in more than a dozen organizations representing both the service and manufacturing sectors. We use hierarchical moderated regression analysis to test the study hypotheses to control for spurious variable contamination and isolate the study's main effects. The results support the hypothesis that employee perceptions of organizational politics have a different impact on job satisfaction for different gender and age groups. More specifically, results suggest that older employees are likely to be more negatively affected by perceptions of organizational politics than younger employees. Additionally, this study supports the notion that political decisions affect the job satisfaction of female employees more negatively than male employees in certain circumstances. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic, a global health crisis, was acutely felt in the labour market for many young workers. Importantly, precarious employment, identified as an emergent social determinant of health, may negatively affect the mental health and well-being of young workers. To this end, we engaged with young workers to understand their workplace needs and challenges in the COVID-19 era and hear their recommendations for action. Semi-structured interviews and a graphic recording focus group were conducted with 33 young workers aged 18–26 years old in Manitoba, Canada, who had worked a minimum of 30 hours per week prior to COVID-19 onset and were living independent of their parents. Analysis involved delineating units of meaning from the data, clustering these to form thematic statements and extracting themes. Second-level analysis involved applying themes and sub-themes to a social determinants of health framework. The multifaceted, compounding realities of young workers' pre-COVID-19 employment situations were amplified by the COVID-19 pandemic, adversely impacting young worker's mental health. Unique findings from this study highlight the generational differences in this cohort, who are opposed to participating in fragmented systemic structures (neoliberalism) and inequitable employment conditions, and who yearn for social inclusion and work-life balance. Their recommendations for government and employers call for permanent and stable employment opportunities, economic and mental health supports, and space to be heard and valued, as they navigate the many life course challenges as emerging adults. Societies are dependent on young workers to develop and support the Canadian economy for future generations. Thus, it is a critical that recommendations proposed by young workers in this study be acted upon and implemented to provide an equitable, stable, and supportive future for young workers in Canada and beyond. [ABSTRACT FROM AUTHOR]

Non-alcoholic fatty liver disease (NAFLD) is a relatively common disease, and preventing its occurrence is important for both individual health and reducing social costs. Shift work is reported to have several negative effects on health. An association has been observed between NAFLD and both sleep time and quality; however, this association remains unclear in night shift workers. We aimed to evaluate the relationship between shift work and the incidence of NAFLD. Overall, 45,149 Korean workers without NAFLD were included at baseline. NAFLD was defined as the presence of a fatty liver observed on ultrasonography without excessive alcohol use. incidence rate ratios for incident NAFLD were estimated using negative binomial regression according to age groups (20s, 30s, 40s, and 50s). In the 20s age group, shift work showed a significant incidence rate ratio (IRR) for NAFLD in all models. After adjusting for all variables, the IRR (95% confidence interval) was 1.24 (1.08–1.43) in the 20s age group. In their 20s, a significant association between shift work and incident NAFLD was consistently observed among women and workers with poor sleep quality. In this large-scale cohort study, shift work was significantly associated with the development of NAFLD among young workers in their 20s. [ABSTRACT FROM AUTHOR]

This study examines how workplace conflict between multigenerational co‐workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co‐workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross‐age co‐workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross‐age contact in the workplace. [ABSTRACT FROM AUTHOR]

Drawing on qualitative focus groups and interviews, this paper draws on participatory and relational approaches to explore how prospective and very new workers in their early teens in Canada talk about and navigate workplace safety. We foreground our young participants' discussions and safety management strategies to discuss their shared and sometimes narrow understanding of unsafe work; their mixed, and often limited, experiences of safety training; and the individualized avenues they prioritize to deal with potential and concrete safety issues. Countering our participants' inclination towards individualized solutions, we focus on how these young workers are embedded in relationships with others as well as the material world, including workplace cultures; networks and hierarchies of people; specific materials, time and time pressures; and safety‐related policies. Such a relational lens can in turn guide how we think about fostering workplace safety in ways that challenge more individualized approaches, specifically through recognizing interdependencies that shape how young people think about workplace safety; expanding beyond unidirectional, individualized educational strategies; and favouring shared self‐advocacy, especially with older workers, including through unionization. [ABSTRACT FROM AUTHOR]

Objective To analyze risk factors for occupational blood-borne exposures among healthcare workers, providing a basis for timely and targeted interventions to prevent occupational blood-borne exposure. Methods The study included 103 healthcare workers who reported occupational blood-borne exposures from January 2016 to June 2023 at a tertiary hospital in Hulunbuir as the exposure group and 625 healthcare workers from the same shifts who did not experience occupational exposures as the control group. Relevant information was collected for all subjects. Random Forest algorithms and multivariate logistic regression analysis were used to construct predictive models for occupational blood-borne exposure among healthcare workers. Results Among the 103 blood-borne exposure cases, the main exposure site was the hand in 89 cases (86.41%); the main mode of exposure was sharp force injury in 83 cases (80.58%); and the predominant exposure source was hepatitis B virus (HBV) in 65 cases (63.11%). Sixty-five cases (63.11%) were reported immediately after exposure, while 24 cases (23.30%) were reported within 12 hours. Logistic regression analysis revealed that compared to healthcare workers aged 30 years or more, likelihood of occupational blood-borne exposure increased to 4.142 times for those under 30 years (P < 0.05) ; compared with 5 or more years, the likelihood of occupational blood-borne exposure increased to 1.696 times for healthcare workers with less than 5 years of service (P < 0.05) the likelihood of occupational blood-borne exposure increased to 5.989 times for junior-title healthcare workers compared to intermediate and higher- level titles (P < 0.05); healthcare workers who attended occupational protection training only once per year were up to 1.864 times more likely to have occupational blood-borne exposure compared to those who participated multiple times annually (P < 0.05); the likelihood of occupational blood-borne exposure increased to 2.205 times for healthcare workers in the departmental categories of emergency, critical care, and operating room compared to those in other departments (P < 0.05). The Random Forest algorithm identified the top 6 influential factors in order of importance as professional title, age, years of work experience, annual training frequency of occupational protection, occupation type, and education level. The Random Forest predictive model demonstrated higher accuracy, precision, recall, and FI score (the reconciled mean of precision and recall) compared to the logistic regression model. The area under the receiver operating characteristic curve (AUC) for the Random Forest model was 0.829 (P < 0.001) which was also higher than that of the logistic regression model of 0.818 (P < 0.001). Conclusions The Random Forest model showed superior predictive performance for occupational blood-borne exposures, while the logistic regression model provided more intuitive analytical results. The combined use of both models can further enhance prediction accuracy. Enhanced training should be provided for high-risk groups, including younger healthcare workers, those with less work experience, and those with lower professional titles. Standardized measures should be implemented to prevent blood-borne exposure among healthcare workers. [ABSTRACT FROM AUTHOR]

Given the increasing emphasis on teamwork in contemporary organizations and the growing prominence of younger employees in the workplace, it is crucial to encourage their proactivity in navigating complex internal and external environments. Total rewards are a highly effective means of motivating the new generation of employees; however, there is limited research on whether and how total rewards stimulate team member proactivity. To address this objective, this study utilizes survey data (n = 423) and employs hierarchical regression and bootstrap methods. In essence, this paper aims to construct a moderated mediation model to examine the relationship between total rewards and team member proactivity among Chinese new-generation employees (born after 1990). The results indicate that total rewards significantly enhance the team member proactivity of new-generation employees. Furthermore, calling serves as a significant mediator in this relationship. The perception of corporate social responsibility also plays a crucial role, positively moderating the relationship between total rewards and calling. This, in turn, positively influences team member proactivity through the mediation of calling. Accordingly, this research provides valuable insights for managers aiming to effectively engage the new generation of employees and boost team performance. In essence, our model enriches the understanding of how compensation practices can be leveraged to boost proactivity among the new generation of employees. [ABSTRACT FROM AUTHOR]

Commuting behaviors have been changed by the COVID-19 pandemic. To investigate the impacts at different stages of sudden and localized COVID-19 outbreak, this paper carries out an online survey to obtain data, targeting the residents in Nanjing China, where there had been COVID-19 outbreaks and proposes a sequential analysis method to calculate the complexity of commuting behavior changes. The Tobit model is used to explore the factors that influence the complexity of commuting behavior changes. Results show that commuters using public transportation drop significantly when sudden outbreaks occur, with 43.5% of them switching to private cars or working from home. The number of residents working from home increases by 14 times. While an outbreak gradually subsides, commuting modes tend to recover, but does not immediately return to the state before the outbreak. Regression model results indicate that commuters aged 40–60 tend to maintain their commuting habits, while younger workers are more flexible on their commuting options. Middle-income commuters, or those living in low-risk areas or near a subway within 800 m prefer to change commuting modes, opting for what they perceive to be safer ways to commute. For commuters living in medium- or high-risk areas and those who are living with people who have non-green health codes, they tend to adjust their commuting modes in real time based on the color change in the health codes and the risk level of the areas they live. The research findings contribute to our understanding of commuting behaviors and targeted management needs during local outbreaks, and can help the government formulate a comprehensive and more effective pandemic prevention policy. [ABSTRACT FROM AUTHOR]

This article explores the ideological orientations of 'younger workers' in relation to their experience of precarious employment in Scotland and Greece. Based on 60 semi-structured interviews with workers in hospitality-related occupations in two national settings, it counterposes their actual material conditions to their ideational conceptions, values and worldviews. By interrogating stances on issues such as flexibility, future plans, collectivism and trade unionism, on the ideals of freedom and fairness and on their thoughts about what is possible in their field of work, it enquires about the impact of prevailing market-centred values and neoliberal axioms on younger workers. It identifies tensions, unease and contradictions in workers' 'subjective' articulations and explains how these are not a product of ideology per se but have their causes in the 'objective' realm, the socio-economic conditions prevailing since the financial crisis. [ABSTRACT FROM AUTHOR]

This article examines the legitimising frames young workers in England and Germany apply to precarious work. Through 63 qualitative biographical interviews, the article shows that most young precarious workers saw work insecurity as an unavoidable fact of life whose legitimacy could not realistically be challenged. Four frames are identified that led to precarious work being seen as legitimate: precarious work as a driver of entrepreneurialism; as inevitable due to repeated exposure; as a stage within the life course; and as the price paid for the pursuit of autonomy and meaningful work. The article advances the literature on precarious workers' subjectivity by identifying the frames through which it is legitimised, and by underlining the importance of frames that are currently underexamined. The prevalence of the pursuit of meaningful, non-alienating work as a frame is a particularly striking finding. [ABSTRACT FROM AUTHOR]

Introduction: The stereotype content model postulates that different groups evoke different emotions and reactions based on two dimensions: intention toward others (warmth) and competence. Methods: In this study, we used an experimental design and a qualitative approach to investigate how managerial strategies are selected and motivated when a subordinate makes a work task related error but belongs to a group that is stereotypical perceived differently in terms of warmth and competence (age groups with or without a medical condition). Thus 75 employees analyzed one of the five hypothetical cases and described the managerial strategy and motivation for usage. Results: Data revealed that managerial strategies incorporate more active harm elements for younger employees in contrast with vulnerable groups (older employees with unspecified medical conditions, younger or older employees with a medical condition), who benefit from more active facilitation strategies. The strategy usage motivation is also different in the case of younger employees, the control group and the vulnerable groups. Discussion: The study outcomes bring additional evidence to support the stereotype content model theory and the socioemotional selectivity theory, enriching applicability on organizational practice and human resources management. [ABSTRACT FROM AUTHOR]

Background: Kitchen workers face a disproportionately high risk of injuries and illnesses. Yet, despite the ubiquity of kitchen-related injuries, there has been a relative lack of comprehensive research on this topic, particularly in developing countries. Ain Shams University, as a prestigious educational institution with its diverse kitchen staff, provides an ideal setting for studying the challenges faced in professional kitchens. This study aims to measure the prevalence of work-related injuries and illnesses among kitchen workers of two major students' hostels at Ain Shams University in Cairo and to explore their risk factors. Methods: A cross-sectional analytical study involving kitchen staff from two hostels that house students at the university was carried out in 2021. The study involved all kitchen staff in the dorms for students (n = 128). Data was collected using a structured interview questionnaire. Results: The findings showed a significant prevalence of work-related illnesses (81.3%) and injuries (77.3%) among restaurant employees. Age, education, and job type all had a statistically significant relationship with the frequency of work-related injuries over the previous year. Additionally, there was a statistically significant relationship between age, job type, and the frequency of diseases among kitchen workers (p ≤ 0.05). Conclusion: Cooks and other food service employees are more susceptible to occupational diseases and injuries in the workplace. Restaurants and the university hostel authorities should implement preventative measures and policies to lower the risk of harm among these employees by offering occupational health and safety services such as training and education programs, personal protective equipment, and regular health examinations. [ABSTRACT FROM AUTHOR]

Background: Policy research aims to provide evidence to inform government policy decisions about health and social care. Engaging and involving the public and patients in this work is widely recognised as essential. Research funders prioritise equality, diversity and inclusion (EDI) in patient and public involvement and engagement (PPIE), but people who are most likely to experience poor outcomes are also those least likely to be involved in research. This paper describes our experience of setting out to understand how to overcome barriers to EDI in PPIE in the research carried out by the National Institute for Health and Care Research (NIHR) Policy Research Unit in Maternal and Neonatal Health and Care (PRU-MNHC), in a PPIE consultation project we called The Listening Series. Methods: We convened five video-recorded online discussion groups involving 20 individuals advocating for groups who are under-represented in our research. Those taking part included people working with Black and Asian women and families, young parents, those from socially deprived backgrounds, and women and families with physical and learning disabilities. Discussions focussed on practical solutions to addressing challenges to people being excluded, and how to improve EDI in our research. Learning and reflection: Five key themes were identified: 'build trust'; 'involve us from the beginning'; 'show us impact'; 'use clear, appropriate and inclusive communication'; and 'imagine life in our shoes'. We used the learning to create a guidance document for researchers and an accompanying 15-minute film. We also took practical steps to embed the learning strategically by expanding our Task Group for PPIE in the PRU-MNHC to include four Listening Series invitees with a remit to champion EDI in our research and ensure that it is embedded in our PPIE activities. We continue to reflect on and work to address the associated challenges. Conclusions: The Listening Series helped us rethink our processes for inclusion to go beyond traditional methods of involvement and engagement. The themes identified pose challenges that require time, resource and empathic engagement from researchers to be meaningfully resolved. This has implications for policy makers and research funders who need to consider this in their processes. Plain English Summary: What we know: It is important that health care researchers involve patients and the public from a wide range of social and ethnic backgrounds in research, but we know that this often does not happen. We are a group of researchers and patient/public representatives, working in research to improve care for pregnant women and babies. We wanted to find out how to involve people from more diverse backgrounds in our research. What we did: We organised five online discussion groups with 20 people working with Black and Asian families, young parents, those from socially deprived backgrounds and parents with physical or learning disabilities. We asked them what we should do to involve a wider range of people in our research. We called this The Listening Series. We summarised the most important things people said in a written guide for researchers and a short film. We then asked people who had been invited to take part in The Listening Series to join us to develop new ways of working together. What we learned: The five themes we identified were: 'build trust'; 'involve us from the beginning'; 'show us impact'; 'use clear, appropriate and inclusive communication'; and 'imagine life in our shoes'. In summary, researchers need to take the time to build trusting relationships with patients and the public; actively listening and learning from them. This can be challenging for researchers and patient representatives. Research funders need to allow time and money for this to happen in a meaningful way. [ABSTRACT FROM AUTHOR]

Issue Addressed: Construction workers in Australia have suicide rates 84% higher than other workers, with even higher rates for younger and less‐skilled workers. Gatekeeper training (GKT) is a suicide prevention strategy that aims to improve knowledge, attitudes and self‐efficacy to identify and assist individuals at risk of suicide. However, the impact of GKT on long‐term behaviour and suicide prevention is unclear in the construction industry. Methods: Researchers conducted 22 semi‐structured interviews with trained Bluehats, who provide support to their colleagues in the construction industry experiencing mental health difficulties and suicidal distress. Results: Participants reported high levels of motivation and capability due to lived experience of mental health problems or suicide, training, satisfaction from helping others and feeling valued in their work environment. Conclusions: The study highlighted the importance of physical and social opportunities for participants to support their colleagues. The findings reinforced the need to integrate GKT within comprehensive industry suicide prevention programs that provide a range of interventions for workers and ongoing support to trainees to translate their skills into behaviour. Future GKT should include behaviour change approaches to identify and target contextual and individual‐level factors influencing behaviour. So What?: Understanding the potential and limitations of GKT within the construction industry offers invaluable insights for health promotion. Integrating GKT with holistic prevention programs could lead to more impactful strategies, potentially reducing the high suicide rates and fostering a healthier work environment in the construction sector. [ABSTRACT FROM AUTHOR]

The book "Extinction de vote?" by Tristan Haute and Vincent Tiberj analyzes the growing abstention in elections in France and raises the question of whether the vote is in danger of extinction. The authors examine the inequalities that arise due to high abstention, highlighting the overvaluation of the voice of property owners and the elderly, and the undervaluation of the voice of young people and workers. They also explore the history and materiality of the electoral act to understand the relationships with voting. Several experts present different approaches to voting in France, emphasizing the importance of restoring importance to the vote and to the voters themselves. [Extracted from the article]

The COVID-19 pandemic has severely impacted employment worldwide, mainly due to social distancing measures – hard lockdowns especially. Using difference-in-differences (DiD) analysis on Philippine Labor Force Survey (LFS) data, which exploits (1) the preemptive and selective application of a hard lockdown within the country; and (2) the conduct of the LFS coinciding with the imposition of the hard lockdown in April 2020, this study finds that the hard lockdown has a significant impact on employment apart from the general impact of the pandemic. The hard lockdown's effect falls mainly on the intensive margin (weekly hours worked) rather than on the extensive margin (number of employed) per se. While employment and hours worked were generally down during the pandemic, the hard lockdown reduced weekly hours worked by an additional 18 hours. The most heavily affected workers are young male workers with low to medium educational attainment levels; and workers in sectors with low telework potential: Manufacturing, Construction, and Transportation. These results may inform the scope and form of government assistance given the limited fiscal space; and highlight the importance of developing digital skills and technologies to minimize the adverse employment impacts of hard lockdowns. [ABSTRACT FROM AUTHOR]

Because of increasing customer awareness and government regulations, apparel organisations are inclined to adopt social sustainability practices (SSPs) into their working environment. There is a lack of scientific literature examining the interaction between social and economic sustainability within the apparel industry from the employee perspective. This study aims to assess the preferences of blue and white‐collar employees in the apparel supply chain to implement SSPs. The SSPs were identified through a literature study and a deductive approach was taken to conduct a discrete choice experiment. The experiment revealed that blue‐collar employees prioritised maternity leaves and proper sanitary facilities, whereas white‐collar employees preferred corporate social responsibility initiatives and providing proper sanitary facilities when designing the jobs for blue‐collar employees. The study also identified willingness to pay for the identified practices highlighting the importance of providing maternity leaves and proper sanitary facilities to enhance economic and social sustainability. This research contributes to bridging the gap between the expectations of blue‐collar and white‐collar employees towards SSPs and provide an understanding of the interaction between the social and economic pillars of sustainability in the global apparel supply chain. [ABSTRACT FROM AUTHOR]

This research paper delves into the diverse leadership styles adopted by hotel managers and their impact on organizational success. By synthesizing existing literature and conducting interviews with industry professionals, we aim to provide a comprehensive understanding of the leadership landscape in the hotel management sector. This study conducts a comprehensive analysis of leadership styles in the context of hotel management, aiming to shed light on the diverse approaches utilized by leaders within this dynamic sector. Effective leadership is crucial in the hospitality industry, where service excellence and guest satisfaction are paramount. However, the nuances of leadership within hotel management have received limited attention in existing literature. Drawing on a combination of theoretical frameworks, empirical research, and industry insights, this research explores the manifestations and impacts of different leadership styles in hotel environments. Through qualitative and quantitative methods, including surveys, interviews, and case analyses, the study captures the multifaceted nature of leadership practices prevalent in the hotel industry. Key objectives include identifying prevalent leadership styles, understanding their effectiveness and challenges, analyzing their impact on organizational outcomes and employee dynamics, and offering recommendations for enhancing leadership effectiveness within hotel management contexts. The study engages with both leaders and employees to gain holistic perspectives on leadership dynamics and their implications. By filling a critical gap in the literature and providing actionable insights, this research aims to empower hoteliers, managers, and industry stakeholders to optimize leadership practices, foster organizational resilience, and drive sustainable growth within the hospitality sector. The findings contribute to advancing both theoretical understanding and practical application of leadership in hotel management. [ABSTRACT FROM AUTHOR]

Purpose: The objective of this paper is to synthesize literature on knowledge management, to investigate the effectiveness of traditional and contemporary knowledge transfer methods, and to conduct a comparative analysis of their advantages and disadvantages. Additionally, the paper will examine challenges associated with the transfer of tacit knowledge, using cultural institutions as a case study, such as linguistic barriers and generational gaps, and will propose strategies for improving the transfer of tacit knowledge. In this way, this article aims to contribute to the understanding of effective methods and techniques for transferring tacit knowledge across generations, while simultaneously highlighting its role in shaping organizational practices and strategies. Data for the article were collected through an analysis of the available literature, with reference to methods applied in a cultural institution context. Design/methodology/approach: A comparison of knowledge transfer methods in a cultural institution was conducted using a structured interview. The literature analysis confirms the direction of the methods used in the institution. Fingings: As a result of the literature analysis and the practical application of various methods of knowledge transfer, considering generational differences, the thesis was confirmed that young employees do not want to be instructed but prefer to explore the experiences of older colleagues and learn from them for the future. This provided ample room for the development of intergenerational knowledge transfer tools based on mutual trust, inspiration, stimulation, and long-term cooperation between young and older employees, particularly through mentoring. Originality/value: The article can inspire state institutions to implement a platform for knowledge sharing and preservation. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the article is to present the impact of resilience on professional relationships in Generation Z. The emerging psychological difficulties and failure to cope with the expectations set by reality make it necessary to focus on the analysed problem. Design/methodology/approach: The work uses an original study conducted using the CAVI method. 98 respondents, representatives of Generation Z, took part in it. In parallel to the study, an analysis of the literature on the subject was carried out, presenting the concept of resilience. The obtained results allowed us to draw conclusions and determine trends. Results: Respondents have a higher level of resilience than expected at work. This can be explained by the fact that the randomly selected sample consists of people who are aware of market requirements, their knowledge, skills and values, and have experience in dealing with difficult situations. In return, they expect remuneration along with other benefits important for their mental well-being. They treat social media as a means of communication, obtaining information and exchanging experiences Research limitations/implications: This research was an attempt to verify how Generation Z copes on the job market in the context of awareness of their own resilience. Only a randomly selected sample of Generation Z representatives took part in the study. Practical implications: Strengthening resilience brings many benefits to the company. First of all, it makes people inspired to work more often than motivated, able to respond flexibly to changes and less susceptible to burnout. They will actively seek development opportunities, increasing the scope of their own competences. Social consequences: The demands placed on companies by young employees can bring profit to both parties, but it requires mutual respect, building relationships and respecting values. This is facilitated by social media, which influence well-being, support in difficult situations, generate self-esteem and help adapt to changes. This ability to constantly share information is the main advantage of the media for Generation Z, creating and promoting their style of functioning. Originality/value: building awareness of resilience among Generation Z is an important factor in shaping the professional space. It is worth educating young employees by offering development in this aspect. [ABSTRACT FROM AUTHOR]

Technological progress may be less beneficial for older workers than younger workers. In this paper, we empirically examine the relationship between technological change and the wage share of old workers. More specifically, we look at five different types of technological advancement using data from 30 European and Asian countries at the forefront of global population aging. Our findings indicate that recent technological developments centered on information and communication technology, software, and robots do not adversely affect old workers. One possible explanation is that old workers may be more open to and capable of learning new technologies than widely presumed. [ABSTRACT FROM AUTHOR]

The past 20 years were convulsive for industrial relations in Ireland: from boom to bust and back again, with the Financial Crisis killing off national bargaining; the Supreme Court first undermining sectoral bargaining, then shifting back in favour of it; and of course, the Covid‐19 pandemic generating an overhaul of working conditions across society. All along, widespread industrial unrest has been notable by its absence. Long‐term decline in Irish trade union density continues, despite recent research showing significant popular support for trade unions, particularly among young workers. Now, the obligation to transpose the Directive on Adequate Minimum Wages has brought Ireland to a crossroads in collective labour law and industrial relations reform. How Ireland has responded to these pressures, internal and external, holds lessons for other jurisdictions, of which this article highlights three: a commitment to pragmatic adaptation over principled coherence makes measuring the success of any reform project difficult; different methods of reform enjoy varying levels of legitimacy; and disjunction between different levels of bargaining generates pressure on the system, including risks to the legitimacy of the system itself and the actors within it—particularly beleaguered trade unions. [ABSTRACT FROM AUTHOR]

Background: Clustering and co-occurring of family adversities, including mental health problems, substance use, domestic violence and abuse, as well as poverty can increase health and behavioural risks for children, which persist throughout the life course. Yet, interventions that acknowledge and account for the complex interactive nature of such risks are limited. This study aimed to develop intervention principles based on reflections from mothers, fathers, and young people who experience multiple and interacting adversities. These principles will show how family members perceive an intervention may bring about positive change and highlight key insights into design and delivery. Methods: A series of six co-design workshops with mothers, fathers, and young people who experienced multiple and interacting adversities (n = 41) were iteratively conducted across two regions in England (London and North-East) by four researchers. Workshop content and co-design activities were informed by advisory groups. Data from facilitator notes and activities were analysed thematically, resulting in a set of intervention principles. Results: The intervention principles highlighted that: (1) to reduce isolation and loneliness parents and young people wanted to be connected to services, resources, and peer support networks within their local community, particularly by a knowledgeable and friendly community worker; (2) to address feelings of being misunderstood, parents and young people wanted the development of specialised trauma informed training for practitioners and to have the space to build trusting, gradual, and non-stigmatising relationships with practitioners; and (3) to address the needs and strengths of individual family members, mothers, fathers, and young people wanted separate, tailored, and confidential support. Conclusions: The current study has important implications for practice in supporting families that experience multiple and interacting adversities. The intervention principles from this study share common characteristics with other intervention models currently on offer in the United Kingdom, including social prescribing, but go beyond these to holistically consider the whole families' needs, environments, and circumstances. There should be particular focus on the child's as well as the mothers' and fathers' needs, independently of the family unit. Further refinement and piloting of the developing intervention are needed. Plain English summary: Families can experience multiple difficulties. These difficulties include parental mental health problems, alcohol and drug use, domestic violence, and poverty. These difficulties can impact the wellbeing of both parents and children. Currently, support that is provided to families rarely accounts for these complex and multiple difficulties. This study aimed to gather insights from mothers, fathers, and young people about how to best support families who experience multiple difficulties at the same time. We ran six workshops with community groups of mothers, fathers, and young people from London and North East England. We learned that: (1) Parents and young people wanted to be connected to services, resources and peer support networks within their local community. (2) Parents and young people wanted to build trusting, gradual, and non-stigmatising relationships with practitioners. (3) Parents and young people wanted support that was personalised to their own needs and that focused on their strengths. This research contributes key ideas for supporting families, which will be used alongside other studies to develop new ways of supporting families. The next steps will be to complete and test the developing support model, by delivering it to families and measuring how well it works. [ABSTRACT FROM AUTHOR]

Introduction: Soundscape in dental clinics has varying degrees of impact on the emotions of healthcare workers and young patients. Emotions such as restlessness, anxiety, anger, and nervousness are commonly found among dental healthcare workers. Pediatric dental clinics are an important part of dental clinics, but there is a lack of research on the soundscape within pediatric dental clinics. Methods: This study focuses on a typical pediatric dental clinic, using a combination of field questionnaires and objective measurements. It aims to determine the impact of dominant sound sources on the emotional perception (nervousness, restlessness, anger, fear, pain) and hostile emotional responses of users in the pediatric dental clinic. Results: In the soundscape of pediatric dental clinics for young pediatric patients, users experience negative emotional perceptions (nervousness, restlessness, anxiety, anger, fear, and pain) and emotional responses of hostility. The dominant sound sources can be divided into two categories: dental (dental drill, air-water syringe, and saliva ejector) and nondental (children crying). Under the influence of dental dominant sound sources, there was a significant negative correlation between the emotional perceptions of healthcare workers and their negative emotional perceptions (p  <  0.05). Conversely, for young pediatric patients aged 0–11  years, a significant positive correlation was observed between their emotional perceptions and negative emotional perceptions. The mean perceived degrees of nervousness and fear in young pediatric patients were 1.82 and 1.71 times stronger, respectively, than those observed in healthcare workers. Under the influence of non-dental dominant sound sources, the average degree of emotional perception among healthcare workers was 0.71 higher than that of young pediatric patients, and anxiety perception was significantly enhanced (p  <  0.05). The mean degree of nervousness perception was 1 point higher in healthcare workers compared to young pediatric patients, restlessness perception was 1.1 stronger, and there was a presence of mild pain perception. In terms of demographic/social factors, age, occupation, and years of work significantly affected the perceptions of fear and restlessness among healthcare workers, while age had a significant impact on the emotional reaction of hostility in young pediatric patients. Discussion: The results of this study indicate that the soundscape is an important factor in creating a comfortable treatment environment in pediatric dental clinics. Healthcare workers and young pediatric patients are significantly affected by the dominant sound sources in the clinic, and these effects are closely related to demographic and social factors such as age, profession, and years of experience. This finding can provide more targeted methods and strategies for the design and creation of soundscapes in dental clinics. [ABSTRACT FROM AUTHOR]

Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance. [ABSTRACT FROM AUTHOR]

Information asymmetry regarding local job prospects, imperfect portability of qualifications and a lack of host country language skills combine to reduce migrants' perceptions of their own employability. As a result, platform mediated gig work has become a common labour market entry point for new migrants. However, there is a near-universal expectation among workers is that gig work will be undertaken short-term, rather than as the first step of a longer gig-career. While research has explored the individual and structural factors, there has been limited attention as to how the specific occupational context in which a worker is embedded can also shape workers' perceived employability. In this article, I therefore present the results of 37 semi-structured interviews with migrant Foodora couriers across Norway and Sweden, exploring how the specific occupational context of gig work intersects with migrants' perceived employability. This article identifies, firstly, that obtaining employment in gig work was not perceived to be a reflection of workers' own local employability. Secondly, workers' short-term temporal orientations shape how participants are able to cope with the physical, emotional and identity demands of gig work. Thirdly, workers have to re-frame their perceived employability in the face of what is perceived to be widespread discrimination in the local labour market context. Lastly, the specific occupational context of gig work was considered to be either of no value to future local employers, or a negative signal as to a worker's skills and labour market integration. [ABSTRACT FROM AUTHOR]

Over the last 20 years, the Italian labour market has seen increasing unemployment, job contract instability and lower wages as a result of the global economic crisis and the policies fielded by successive governments to reduce labour market rigidities, regarded as the primary cause of high unemployment, for young people and women in particular. This paper analyses young workers' job satisfaction. Job satisfaction is relevant for workers' well-being, but it has also been shown to affect workers' productivity and hence firms' performance. We analyse overall job satisfaction and satisfaction for two job dimensions, stability and pay. We contribute to the existing literature by investigating whether job stability can compensate for a lower wage and whether the opposite is true, i.e. if a higher pay can compensate for job instability. Our findings show that overall job satisfaction is affected only by pay level. However, when we consider satisfaction with stability and pay satisfaction jointly, the type of contract seems to be more relevant than the pay in determining the probability of being either satisfied or dissatisfied with both dimensions. Therefore, if different dimensions of satisfaction are considered, both stability and pay are relevant, and there appears to be no compensating effect. [ABSTRACT FROM AUTHOR]

This article advances critical theoretical and methodological approaches to employability. From the perspectives of neoliberal governmentality and positioning analysis, we investigate graduate employability as a process of creating value for the self in the labour markets. The study analyses how young Finnish business graduates (n = 19) who work in business organisations perform themselves as valuable labouring subjects in their interviews. Based on our analysis, we develop an argument that being a young business professional is simultaneously presented as a problem and a virtue in terms of a valuable labouring subject. The analysis shows that graduates cultivate themselves as easily employable, mature job seekers and successful young employees equipped with personal social skills, enthusiasm and youthful energy and drive. They draw on the neoliberal discourse of employability to negotiate issues identified as problematic – their young age and lack of work experience – in terms of their value. Their performances of the self are thus purposeful responses to the contextual expectations and pressures they encounter while competing for jobs and striving to gain recognition as novice professionals in organisations. The study reveals that graduates' whole subjectivity is at the core of the process of value creation in contemporary labour markets. [ABSTRACT FROM AUTHOR]

• The Safety Matters educational module offers a promising, community-based model for a one-hour introduction to workplace safety and health on which future, job-specific safety training can be built. • After receiving Safety Matters , youth participants had significantly increased scores for both workplace safety and health knowledge and importance of workplace safety and health. • Safety and health professionals can play a critical role in promoting the health and safety of young workers by providing the Safety Matters program to youth. Introduction : Young workers in the United States are injured at higher rates than adults, a trend that has persisted for more than two decades. Despite known risks, young people enter the workforce with little-or-no preparation for the hazards they may face. In 2016, the National Institute for Occupational Safety and Health and American Industrial Hygiene Association developed Safety Matters , a one-hour educational module to raise awareness of workplace safety and health among young people. Method: A pilot project was conducted to evaluate the effectiveness of Safety Matters to positively change workplace safety and health knowledge and attitude scores among a sample of 283 youth in Colorado. Train-the-trainer sessions prepared volunteer safety and health professionals to deliver Safety Matters with fidelity and to conduct the assessment immediately prior to and following the program. Results: After receiving Safety Matters , participants had statistically significant (p < 0.001) increased scores for both workplace safety and health knowledge (Cohen's d = 1.12; large effect size) and importance (attitude) (Cohen's d = 0.51; medium effect size). Although univariate analyses showed knowledge and attitude scores significantly increased for all demographic groups examined, there were statistically significant differences in knowledge scores by participant age (p < 0.01), ethnicity (p < 0.05), and race (p < 0.001) and statistically significant differences in attitude scores by participant race (p < 0.001). However, when race and ethnicity were both used as predictors in a regression model, only race continued to predict statistically significant (p < 0.01) changes in knowledge and attitude. Conclusions: This project introduces a promising, community-based model for a one-hour introduction to workplace safety and health on which future, job-specific safety training can be built. Practical Applications: Safety and health professionals can play a critical role in promoting the health and safety of young workers. Adapting health and safety programs to diverse youth populations may enhance program relevance and receptivity. [ABSTRACT FROM AUTHOR]

Simple Summary: The honey bee is a typical social insect, and a colony is composed of a queen, workers, and drones. The queen is responsible for reproduction and is essential for the development of the colony. When the queen dies or is injured, workers raise closely related larvae to develop into a queen. Without nepotism, how do colonies choose queen candidates during emergency queen rearing? Are there criteria for queen candidates? Is the colony's criterion for candidate selection "ongoing" or "one-shot"? Our investigation focused on the emergency queen-rearing process in a natural colony (without nepotism), where we observed and documented the selection of queen candidates from different stages (the larval stage, capping stage, and emerging stage). We examined the physiological indicators and the expression of ovarian development-related genes (vg, hex110, and Jh), and found that the colony would eliminate queens of low reproductive quality and prefer queens with higher reproductive ability. While the exact mechanism by which workers assess queen candidates' quality is unknown, the result of this layered filtering of investments in queen candidates may be to maximize colony growth. In the absence of nepotism, the selection of queen candidates is not final but is gradually optimized. In the honey bee, the queen's death severely threatens the survival of the colony. In an emergency, new queens are reared from young worker larvae, where nepotism is thought to influence the choice of queen candidates by the workers. This article simulates the emergency queen-rearing process in a colony under natural conditions and records the results of colony selection (without nepotism). In queenless colonies, worker larvae aged three days or younger were preferred for queen rearing, and 1-day-old larvae were the first to be selected for the queen-cell cups. In the capping stage, the number of capped queen cells selected from the 1-day-old larvae was much higher than the 3-day-old larvae. On the first day, the number of emerging queens reared from 1-day-old larvae was significantly higher than the queens reared from 2-day-old and 3-day-old larvae. However, there was no significant difference in the birth weights of queens reared from 1-day-old, 2-day-old, or 3-day-old larvae. When the newly emerged queens were introduced into the original queenless colony, 1-day-old larval queens triggered more worker followers than 2-day-old larval queens. The expression of ovarian development-related genes (vg, hex110, and Jh) was higher in queens reared from 1-day-old larvae than those reared from 2-day-old and 3-day-old larvae, indicating that the quality of the queens reared from 1-day-old larvae is superior. This study shows that in the absence of nepotism, the colony selection of queen candidates at the larval stage, capping stage, and emerging stage is not final, but is gradually optimized to maximize colony development through a "quality control" process. [ABSTRACT FROM AUTHOR]

Work addiction is considered a public health concern, as it can lead to negative and harmful health outcomes. However, patterns leading from work addiction to mental health concerns remain so far largely unknown and under-studied. We aimed to verify whether the relationship between work addiction and psychological distress (i.e., depression, anxiety, and stress) is mediated by food addiction among young adult workers in the context of Lebanese culture. The second objective was to validate the Arabic version of the Bergen Work Addiction Scale (BWAS). The online cross-sectional survey was conducted among 1268 Lebanese young adult workers (65.1% females, mean age 26.18 years) using the Bergen Work Addiction Scale, the Depression Anxiety and Stress Scale, the Yale Food Addiction Scale, and the Three-Factor Eating Questionnaire. The PROCESS SPSS Macro version 3.4, model four, was used to compute the mediation analysis. Findings revealed that 175 (13.8%) were presented as work-addicted individuals, and 226 (17.8%) exhibited addictive-like eating behaviors. Bivariate analyses showed that higher degree of work addiction and food addiction was significantly associated with higher levels of depression, anxiety, and stress. The results of the mediation analysis showed that the association between work addiction and depression, anxiety, and stress was mediated by food addiction. In light of our findings, we cautiously suggest that the link of work addiction to psychological distress via food addiction implies that strategies targeting food addiction might mitigate the harmful effects of work addiction on workers' mental health. [ABSTRACT FROM AUTHOR]

Predictors of wages and salaries (earnings) are investigated to track the impact of COVID-19 on wages and salaries dynamics in Malaysia for 2019 and 2020. Data obtained from Salary and Wages Survey (2019 and 2020) is used to estimate the Mincerian models for those years. The main findings are: Firstly, public sector employees receive lesser impact during COVID-19; secondly, the younger (15–19 and 20–24) and the older (60–64) workers experienced significant reduction in earnings; thirdly, citizens in public sector saw a large improvement in earnings compared to non-citizens; fourthly, ethnic Bumiputera in public sector received 4% lower earnings than the reference category (Indian ethnic) in 2019 but in 2020, this reduced by half; and finally from a regional perspective, employees in West Coast, both public and private seems to experience earnings reduction in 2020 closer to the reference category. In a way, COVID-19 is a 'blessing in disguise' as urban–rural and male–female earnings gap in private sector reduced and citizens in public sector saw a rise in their earnings. We recommend the following. Firstly, those with lower education and low-skilled should invest more in human capital. Provision of specific skill-based or life-long learning programs are essential. Secondly, more targeted measures to reduce the impact of COVID-19 on declining wages and salaries to specific group of people will bring them far. Finally, the younger and older workers appear to be more vulnerable. More skill development opportunities enable the younger participants to build human capital. For older workers, concrete income generation opportunities through entrepreneurial opportunities (private) or extending the age of retirement (public) are essential. [ABSTRACT FROM AUTHOR]

Background: Despite increased focus on adolescence, young people's voices are often undervalued and underrepresented in health inequalities research and policy. Through exploring young people's priorities for their health and their community, we may begin to understand how public health interventions and policies can be more effective and equitable. Engaging with youth using art enables empowerment and self-expression on these complex topics. Methods: Creative workshops, co-produced with a young artist, were delivered at three youth centres to participants aged 11–18 years (n = 30) in disadvantaged areas of Bristol, UK. Participants engaged in art and were guided by a semi-structured topic guide through focus group discussion. Thematic analysis, supported by the young artist, was used to distil key policy priorities for young people to be delivered to the local authority. Results: The young people identified a list of key priorities. These were: (1) mental health, (2) feeling 'forgotten' as an age group and having safe city spaces to socialise, (3) the need for greater support for their education and career aspirations. I provide a brief summary of these priorities, but the focus of this article is on the critical reflections on this innovative way of engaging with young people about local policy. I provide key learning points for researchers looking to do creative public health work in community settings and involve marginalised young people. Conclusions: Art is a promising way of engaging with young people in community settings and elevating marginalised voices. Co-producing with a local young artist enriched the project and partially alleviated power imbalances. This approach has potential for involving different groups within local policymaking and priority setting around health inequalities. Plain English summary: This article talks about a project that was done in Bristol, UK. The project used art to help young people open up about local issues and about their health. The project involved workshops which took place in community centres and youth clubs, with a young artist leading the workshops. This article is less about what young people told us in those workshops and more about the process we went through, what the pros and cons of the study are and what other researchers can learn. The key lessons were: (1) art helps young people talk about complex and sensitive topics, (2) working with a local young artist helps young people open up and (3) it is important to work with people like youth workers and outreach workers when working in the community so we can make sure all young people have a chance at sharing their views and experiences. [ABSTRACT FROM AUTHOR]