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The rise of generative AI presents both opportunities and challenges for organizations as they navigate unprecedented societal, political, and technological transformations. AI's growing influence brings fundamental questions about work, expertise, decision-making, and organizational behavior. This Special Forum on "What AI Knows: Shaping Work and Pushing Ideas on Changing Organizations", explores the transformative influence of AI on the organization of change and organizations that change. Through a collection of thought-provoking contributions, it explores how organizations can navigate these challenges, balancing the risks and opportunities presented by AI. Ultimately, the forum aims to push the boundaries of understanding how AI will shape the future of work, organizational change, and leadership practices, and urges ongoing inquiry into AI's future impact on organizations, pushing boundaries for innovation and strategic thinking. [ABSTRACT FROM AUTHOR]

Aim: To explore healthcare workers' experiences of the changed caring reality during the COVID‐19 pandemic in Sweden. Design: An online fully mixed‐methods design. Methods: A web‐based self‐reported questionnaire with fixed and open‐ended answers collected data from March to April 2021, analysed in three steps. First, free‐text questions were analysed by qualitative content analysis. Then quantitative linear regression analyses using models covering stress and coping mechanisms were conducted. Finally, a meta‐inference of qualitative and quantitative data emerged a new comprehensive understanding. The COREQ guidelines were used for reporting. Results: Meta‐inferenced results of quantitative and qualitative findings show the pandemic was a traumatic experience for healthcare workers. Main theme; When work became a frightening experience in a dehumanized reality, comprised four themes: Entering unprepared into a frightful, incomprehensible world; Sacrificing moral values and harbouring dilemmas in isolation; Lack of clear management; and Reorient in togetherness and find meaning in a changed reality. Qualitative results comprised four categories; Working in a dehumanized world; Living in betrayal of ones' own conscience; Lack of structure in a chaotic time and Regaining vitality together. Subdimensions comprehensibility and meaningfulness were associated significantly with post‐traumatic stress disorder in multiple regression analysis. In multiple regression analysis, sense of coherence was the most prominent coping strategy. Conclusions: Forcing oneself to perform beyond one's limit, sacrificing moral values and lacking management was a traumatic experience to healthcare workers during the pandemic. Reorienting as a way of coping was possible in togetherness with colleagues. There is an urgency of interventions to meet the needs among healthcare workers who took on a frontline role during the COVID‐19 pandemic and to prevent mental health illness in future crisis. Patient or Public Contribution: No patient or public contribution. Summary: The pandemic outbreak exposed frontline healthcare workers to unparallelled stress shown as negative for their mental health in several meta‐analyses and systematic reviews. In‐depth understanding on experiences and how symptoms of post‐traumatic stress disorder relate to coping mechanisms have been scarcely explored. This study contributes to understanding on healthcare workers' experiences and the relation between lower sense of coherence and increased risk of developing symptoms of post‐traumatic stress disorder. Implications for Practice/Policy: This study might guide how to prepare for resilience in future emergencies. [ABSTRACT FROM AUTHOR]

The list of standard abbreviations for JDS is available at adsa.org/jds-abbreviations-24. Nonstandard abbreviations are available in the Notes. Herd size expansion, combined with the reduced availability of people to work on farms, has led to an increased focus on techniques that can improve dairy farm social sustainability. Effective work organization is one such entity, which could influence farm social sustainability, and focuses on having a productive, flexible, and standardized farm workload. The objective of this study was to examine the factors that contribute to better workplaces for the farmer using a survey of representative pasture-based dairy farms in Ireland. Potential contributing factors to better workplaces for farmers were identified, namely farm and farmer characteristics, working day structure, farmer attitudes, farm facilities, labor-efficient practices, and human resource management practices. A survey was completed by 313 Irish dairy farmers between November 20 and January 3, 2019, to capture relevant information. One proxy indicator was selected to represent productivity, flexibility, and standardization within the workplace, and each of the 313 farms were categorized into quartiles based on their ranking for these 3 indicators (1 = most effective quartile to 4 = least effective quartile). The average farmer that completed the survey was 51 yr old, milked 125 cows, reported to work 69.6 h/wk, took 10.3 d of holidays per year, and had a finish time of 19:52 (h:min) in the spring. The quartile of farms with the most effective farmer workplace reported reduced hours worked per week (58.6 vs. 82.6 h/wk), more holiday days (16.6 vs. 5.1 d) and weekends off (8.3 vs. 2.4) per year, and earlier finish times (18:41 vs. 21:14 [h:min] in the spring) compared with the least effective quartile. Similarly, the most effective farms reported better facilities and greater implementation of labor-efficient and human resource management practices compared with the least effective farms. The most effective quartile for farmer workplace effectiveness was more positive about the industry's potential to offer an effective work-life balance, would be more likely to encourage young people to pursue careers in dairy, and had more positive attitudes toward attracting and retaining workers compared with the least effective quartile. This study highlighted the range of factors contributing to more effective workplaces for farmers, indicating scope for improvement on many farms and challenges across all farms when compared with other industries in the case of some indicators (e.g., time off). The results can support the continued extension of concepts regarding work organization to assist farms in alleviating social sustainability challenges, highlighting the differentiating factors between the most and least effective farmer workplaces. [ABSTRACT FROM AUTHOR]

How work is organised is a critical component of firms' learning process. Because of that, the relationship between firms' work organisation and their innovative effort is endogenous in nature and, in turn, causal effects are hardly identifiable. This paper aims to contribute by analysing the effects of organisational work practices oriented toward knowledge sharing and innovative efforts in Uruguayan firms between 2009 and 2015. Our research design allows us to test both the endogenous relationship and the potential causal effects, using econometric panel data techniques and instrumental variables. The results corroborate the endogenous relationship between these variables. Moreover, a positive and significant effect of communication practices on the innovative effort is identified in low-tech manufacturing firms but not in high-tech firms. This result offers valuable implications for public policy and industrial practices in developing countries since it reflects the main features of an innovation pattern that mostly relies on modernisation strategies rather than on high-tech innovations based on R&D. [ABSTRACT FROM AUTHOR]

Background: Work organization and psychosocial factors influencing sleep patterns may be significant risk factors for developing obesity and metabolic syndrome (MetS). However, the impact on the health of working patterns in the fishing sector is not well characterized. The aim of the study is to determine the prevalence of MetS and its components in fishermen and to analyze occupational-specific risk factors contributing to metabolic alterations. Methods: One hundred forty-three male fishermen from Apulia (Southern Italy) and 93 male university workers age-matched and from the same geographical area were included in this cross-sectional study. A questionnaire was administered to investigate socio-demographic variables, work activity, health status, and dietary habits. All subjects underwent clinical evaluation and blood sampling to depict their metabolic profile. Results: A higher body mass index (BMI), waist circumference (WC), and waist-to-hip ratio (p

ABSTRACT: Herd size expansion, combined with the reduced availability of people to work on farms, has led to an increased focus on techniques that can improve dairy farm social sustainability. Effective work organization is one such entity, which could influence farm social sustainability, and focuses on having a productive, flexible, and standardized farm workload. The objective of this study was to examine the factors that contribute to better workplaces for the farmer using a survey of representative pasture-based dairy farms in Ireland. Potential contributing factors to better workplaces for farmers were identified, namely farm and farmer characteristics, working day structure, farmer attitudes, farm facilities, labor-efficient practices, and human resource management practices. A survey was completed by 313 Irish dairy farmers between November 20 and January 3, 2019, to capture relevant information. One proxy indicator was selected to represent productivity, flexibility, and standardization within the workplace, and each of the 313 farms were categorized into quartiles based on their ranking for these 3 indicators (1 = most effective quartile to 4 = least effective quartile). The average farmer that completed the survey was 51 yr old, milked 125 cows, reported to work 69.6 h/wk, took 10.3 d of holidays per year, and had a finish time of 19:52 (h:min) in the spring. The quartile of farms with the most effective farmer workplace reported reduced hours worked per week (58.6 vs. 82.6 h/wk), more holiday days (16.6 vs. 5.1 d) and weekends off (8.3 vs. 2.4) per year, and earlier finish times (18:41 vs. 21:14 [h:min] in the spring) compared with the least effective quartile. Similarly, the most effective farms reported better facilities and greater implementation of labor-efficient and human resource management practices compared with the least effective farms. The most effective quartile for farmer workplace effectiveness was more positive about the industry's potential to offer an effective work-life balance, would be more likely to encourage young people to pursue careers in dairy, and had more positive attitudes toward attracting and retaining workers compared with the least effective quartile. This study highlighted the range of factors contributing to more effective workplaces for farmers, indicating scope for improvement on many farms and challenges across all farms when compared with other industries in the case of some indicators (e.g., time off). The results can support the continued extension of concepts regarding work organization to assist farms in alleviating social sustainability challenges, highlighting the differentiating factors between the most and least effective farmer workplaces.

Digitalization and globalization have radically affected work organization and interaction between workers in the course of performing job duties. Co-creation activity on digital labour platforms is a new phenomenon that has been little studied. The paper aims to explore collaboration as a driving force in the evolution of work organization patterns and investigates its main effects on the labour market. Theory of cooperation and organizational theory constitute the methodological basis of the study. The research methods used are evolutionary analysis, statistical and regression analysis. The empirical evidence is comprised of open data from the European Social Survey (ESS) Round 10 (2020/23). The study identifies the directions for altering the forms of collaborative activities: the key ones are associated with the enhancement of individual value, accumulation of human capital and a rise in worker autonomy. It is shown that organization of work, which is also undergoing significant changes, promotes flexible working practices. The empirical analysis indicates that high-frequency Internet use among self-employed workers significantly increases the probability of engaging in co-creation activities, particularly as education levels rise. The growing intrinsic motivation of participants to such activities leads to higher labour productivity. The findings highlight a critical issue regarding the lack of human resource management practices in platform employment. Designing a new (flexible) model of work organization aligned with the characteristics and effects of co-creation activities can serve as a promising direction for further research.

Background: During the coronavirus disease 2019 (COVID-19) pandemic, inpatient nurses faced various work stressors. Little is known about organizational interventions that can mitigate the negative consequences of pandemic-related stressors. Objective: The aim was to provide a synopsis of the literature concerning the types and outcomes of organizational interventions performed during the COVID-19 pandemic that directly (re)organized the work structures of inpatient nurses to address pandemic-related work stressors or to increase nurses' ability to cope. Methods: Within this preregistered systematic literature review, we searched four databases (PubMed, PsycINFO, PsycARTICLES, CINAHL) and two preprint databases (MedRxiv, PsyArXiv) for interventional studies of organizational interventions published between 01/2020 and 03/2023 (k = 990 records). We included 12 primary studies after title-abstract and full-text screening. A synthesis of results without meta-analysis was conducted. Risk of bias was assessed with the Cochrane risk-of-bias tool for randomized trials – version 2 (RoB-2) and Risk Of Bias In Non-randomized Studies - of Interventions (ROBINS-I) tool. Results: All interventions were implemented in hospitals. The reasons given for implementation included pandemic-related work stressors such as a high workload, understaffing, and a lack of medical resources. To respond to the various work stressors, half of the studies took a multilevel approach combining organizational and person-oriented interventions (k = 6). Most studies (k = 8) took a secondary prevention approach, focusing on the organization of rest breaks (k = 5). With respect to outcomes, the studies examined nurse-related stress and resilience, turnover intention, job satisfaction, and other factors. Risk-of-bias analyses revealed that conclusions about the effectiveness of the interventions are limited due to confounding factors and self-selection. Conclusions: The identified interventions provide a basis for future research to draw conclusions on the effectiveness of organizational interventions during pandemics. The promotion of adequate work breaks could be useful if the work stressors associated with strain and negative consequences cannot be changed directly. However, the same stressors (e.g., high workload) can hinder nurses from participating in offered interventions. This emphasizes the importance of directly addressing inpatient nurses' work stressors. Registration: Prospero-ID CRD42023364807 (March 2023). [ABSTRACT FROM AUTHOR]

Introduction: To examine the relationship between the use of Artificial Intelligence (AI) to assess and monitor job performance and exposure to psychosocial risk factors, as well as associated adverse health effects in the European work environment. Method: Cross-sectional study using microdata from the 2022 "Occupational Safety and Health in Post-Pandemic Workplaces (Flash Eurobarometer)" survey (EU-OSHA) with 27252 participants. After selecting 12 dichotomous dependent variables (psychosocial risks and adverse health effects) and the presence of AI and its various uses to supervise and evaluate workers performance as independent variables, we calculated the crude and adjusted (aOR) odds ratios by sociodemographic covariates and their corresponding 95% confidence intervals (95%CI). Results: When AI is used to monitor or control individual performance, it increases time pressure and work overload (ORa=1.5;95%CI:1.3-1.7), reduces autonomy or influence over work processes (ORa=2.2;95%CI:2.1-2.3), and erodes communication or cooperation within the organization (ORa=1.5;95%CI:1.4-1.6). It also increases the probability of reporting stress, depression or anxiety (ORa=1.5; 95%CI:1.4-1.5) and accidents or injuries (ORa=1.7; 95%CI:1.6-1.8). Conclusions: AI as a "digital supervisor" increases exposure to psychosocial risk factors and the likelihood of health damage. This highlights the importance of considering worker well-being along with economic efficiency when implementing AI in work organizations. These results can guide labor policies to balance process optimization with healthy work environments through social dialogue. [ABSTRACT FROM AUTHOR]

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Insect societies, which are at a high risk of disease outbreaks, have evolved sanitary strategies that contribute to their social immunity. Here, we investigated in the red ant Myrmica rubra, how the discarding of nestmate cadavers is socially organized depending on the associated pathogenicity. We examined whether necrophoresis is carried out by a specific functional group of workers or by any nestmates that may become short-term specialists. By observing the behavioural profiles of tagged individuals, we assigned half of the colony members to functional groups (foragers, intermittent-foragers, domestics, nurses and inactives). Following the introduction of uninfected or sporulating corpses into the nest, intermittent-foragers were the functional group most involved in necrophoresis, as they touched, moved and discarded more cadavers. Interestingly, sporulating corpses induced a more generalized response in workers from all functional groups, thereby accelerating their rejection from the nest. The individuals contacting corpses were also prophylactically engaged in more grooming behaviour, suggesting the existence of hygienist workers within ant colonies. These findings raise questions about a trade-off existing between concentrating health risks on a few workers who are highly specialized in necrophoresis and exposing a larger population of nestmates who cooperate to speed up nest sanitization.

The purpose of the study is to determine the impact of hazardous psychosocial factors on stress among employees when performing production tasks to develop recommendations for reducing their impact. Based on the recommendations of the ISO 45003:2021 standard, a special questionnaire was developed to determine hazardous psychosocial factors that lead to the appearance of worker’s stress, the answers to which were evaluated on a Likert scale with points from 0 to 4. 68 workers (23 men and 45 women) aged 20 to 45 took part in the survey conducted at industrial enterprises of the Dnipro region in May–June 2023. A questionnaire was developed to identify significant psychosocial hazardous factors in personnel at an industrial enterprise, which includes three groups of psychosocial hazardous factors and consists of thirty questions. A ten-step process for managing significant hazardous psychosocial risks is proposed. It was established that women pay more attention to challenges (psychosocial hazardous factors) that are associated with the organization of work (uncertainty at work, lack of breaks due to workload) and social problems (disrespect, disrespect and inattention to employees, unreasonable behavior towards you by leadership); for men, a significant group of hazardous psychosocial factors is—equipment, working environment, hazardous tasks (fear of performing hazardous work; work is associated with a significant risk to life). The novelty consists in the justification of the process of identifying essential psychosocial factors, which will allow managers to systematically monitor the state of mental health of employees, the psychological climate in the organization and respond in a timely manner to expected problems and develop corrective actions to normalize the situation. The process of managing significant hazardous psychosocial risks has been developed, which consists of ten steps and differs from the known procedure of identifying significant hazardous psychosocial factors on a Likert scale, considering the answers of women and men.

ObjectivesWork-related psychosocial stressors have been recognized as occupational hazards and assessed in workplaces in many countries for decades. Identifying tools to measure work-related psychosocial hazards to increase awareness in the United States about the impact on employees' health and safety is critical ( J Occup Environ Med. 2021;63:e245-e249).MethodsWe describe the development and psychometric validation of an online tool, the Healthy Work Survey, utilizing items from the National Institute for Occupational Safety and Health Quality of Work Life questionnaire.ResultsThere are 55 items in the final core work section of the HWS. Factor analyses confirmed nine factors, and the subsequent multi-item scales had acceptable internal consistency. A user-friendly, online system and automated report compares individual's and organization's scores to distributions from a representative US working population (General Social Survey Quality of Work Life).DiscussionThe HWS is a reliable, valid tool for organizations and individuals to assess psychosocial work hazards.

Aim Design Methods Results Conclusion Impact Patient or Public Contribution Implications for Practice/Policy Reporting Method Identify and analyse literature investigating nurses' and midwives' use of early warning tools during the care of adult inpatients.An integrative literature review.Whittemore and Knafl's (2005) framework guided this integrative review. PubMed, CINAHL, EMCARE and Google Scholar were systematically searched. The authors assessed the methodological quality of 21 papers meeting inclusion criteria and thematically analysed key data.Three main themes were identified, each with further sub‐themes.Early warning tools operate within various systems and cultural contexts. However, their potential for improved patient safety may be hindered. Protocols influencing tool usage may make nurses and midwives distanced from patients and their expertise. For early warning tools to enhance patient safety, assessing their integration into practice is crucial to maximizing effectiveness.This review emphasizes the importance of integrating human relationships with early warning tools for patient safety.This integrative literature review does not include patient or public input.Adapting early warning tools to balance standardization for safety and efficiency and promoting nurses' and midwives' expertise and autonomy is required to optimize delivery of quality care and uphold patient safety.The Preferred Reporting Items for Systematic Reviews and Meta‐analyses guidelines were used. [ABSTRACT FROM AUTHOR]

Work‐related psychosocial hazards are on the verge of surpassing many other occupational hazards in their contribution to ill‐health, injury, disability, direct and indirect costs, and impact on business and national productivity. The risks associated with exposure to psychosocial hazards at work are compounded by the increasing background prevalence of mental health disorders in the working‐age population. The extensive and cumulative impacts of these exposures represent an alarming public health problem that merits immediate, increased attention. In this paper, we review the linkage between work‐related psychosocial hazards and adverse effects, their economic burden, and interventions to prevent and control these hazards. We identify six crucial societal actions: (1) increase awareness of this critical issue through a comprehensive public campaign; (2) increase etiologic, intervention, and implementation research; (3) initiate or augment surveillance efforts; (4) increase translation of research findings into guidance for employers and workers; (5) increase the number and diversity of professionals skilled in preventing and addressing psychosocial hazards; and (6) develop a national regulatory or consensus standard to prevent and control work‐related psychosocial hazards. [ABSTRACT FROM AUTHOR]

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A surge of research interest in platform work and the gig economy has seen debates around worker resistance and algorithmic management frequently come to the forefront. Many researchers will now be accustomed to reviewing journal submissions and taking in conference papers that cover these issues. The breadth of the emerging literature means that it builds upon various starting points, theoretical approaches, and histories. Pleasingly, research on work over the past decade has transformed from a relatively marginal pursuit to a highly popular focus across many disciplines, deepening and extending our collective understanding of the topic. This has the potential to introduce fresh ideas and new approaches. However, it does risk research failing to relate to and build upon historical debates in the field. This short article first presents some of the key arguments that have emerged in the research on algorithmic management and considers how knowledge has developed in relation to platform work. It examines some of the strengths and weaknesses of the literature in this area, especially the lack of theoretical debate in an exponentially expanding body of literature. The article finishes by suggesting some key areas in which future research needs to be directed, particularly interrogating the production, practice, and limits of algorithmic management.

The article presents findings from a research study that focused on the construction of the work experience of social work professionals when their "entrepreneurship" involves creating an NGO as a self-employment alternative. NGOs emerge as an alternative to the tensions arising from the relationship between the State and the market. However, the "new spirit of capitalism" confronts them with the pressures of financing, and in southern countries, they have even been established as an alternative for employment and self-employment for professionals in social areas. Methodologically, the study adopted a qualitative ethnographic perspective. The research identified three effects of the penetration of the entrepreneurship discourse in the social labor market: 1. effects of entrepreneurship on the reconfigurations of work environments; 2. effects of entrepreneurship on subjectivity; and 3. effects on the organization of work and the organization of professional knowledge. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study is to analyze and evaluate the remote work of public sector employees during the SARS-CoV-2 pandemic, taking into account the evaluation of the efficiency of the tasks performed, taking into account the type of position held, the experience of the employees, technical and organizational aspects, the inconvenience of the work and the level of digital competence. Design/methodology/approach: Providing remote work is becoming increasingly common, especially in the context of the Sars-CoV2 pandemic. Both employees and employers recognize the benefits of a flexible work model, as well as several limitations and challenges. The findings of past research on remote work and the study's results indicate the relevance of this research area. This is particularly important concerning the public sector, which is not the subject of as much interest as the private sector. The problem of remote work is a complex and multidimensional phenomenon, hence the need for research using various research methods and techniques. Therefore, our research is based on a mixed approach. They took advantage of the literature analysis and legal regulations on remote work in the public sector and applied a diagnostic survey using a survey questionnaire. In turn, statistical methods such as the chi-square test, p-value, and Pearson's coefficient were used for analysis. Findings: The results of our study showed that the evaluation of the effectiveness of remote work by public sector employees varies. In addition, of the seven hypotheses posed, three were positively verified: (1) the effectiveness of remote work depends on organizational conditions; (2) the effectiveness of remote work depends on the support of supervisors; (3) The effectiveness of remote work is related to perceptions of changes in the quality of services during the e pandemic. The results also suggest the need to develop management training programs that consider the role of support and communication with employees in the context of remote work. Research limitations/implications: The study provided valuable information on evaluating remote work in the public sector during the COVID-19 pandemic. However, the study has some limitations. On the one hand, confirmation of three of the seven hypotheses indicates the existence of relationships between the variables studied, but at the same time, highlights the need for further research. The analysis focuses on the public sector, which may not be entirely representative of other sectors, and the focus on employee perceptions may affect the subjectivity of the results obtained. Practical implications: The study's results highlight several critical recommendations for organizations in the public sector. First, there is a need to develop training programs that focus on support and communication in the context of remote work to ensure higher efficiency. Second, there is a need to implement a communication strategy to ensure that information flows effectively when working remotely. In addition, organizations should regularly monitor and analyze employee satisfaction and performance to identify areas for improvement. Finally, analyzing the impact of remote work on the quality of services provided is essential to identify and provide the necessary resources or support in relevant areas. Originality/value: The article addresses the timely and relevant topic of the impact of pandemic on remote work, which represents a research gap. From the literature, the issue has been analyzed in the context of the commercial sector, while limited research exists for the government sector. Our research fills a gap in the literature on remote work in the public sector in the context of the COVID-19 pandemic, providing valuable information on the effectiveness and factors affecting the quality of remote work in this sector. [ABSTRACT FROM AUTHOR]

This article discusses the employee’s right to remote work. The author considers the issue of the scope of binding the employer with the application of employees who are entitled to submit an application for remote work. The aim of the article is to discuss the grounds for refusing an employee’s application and their interpretation from the point of view of the entire labor law system. In the final part of this study, author tries to show sanctions for employer, who refuses employee’s application with infridgment legal regulations. [ABSTRACT FROM AUTHOR]

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In global economic science there is no uniform approach to interpretation of such notions as efficiency and labour productivity, therefore problems with their reading are possible. Through analyzing the research findings the author identified the scheme of correlation between the ideas of efficiency, labour productivity and quality of work. The article proposes criteria for estimating labour efficiency in view of two categories: labour productivity and quality of work. It is shown that quality of work is made up by two characteristics: quality of work organization at the enterprise, which includes appraisal of effectiveness of workers’ labour within the frames of enterprise functioning and quality of working life, which includes assessment of working conditions at the enterprise. The author elaborated an approach to estimating principle criteria, which gives an opportunity to assess labour efficiency at the enterprise by using a number of indicators that are acute in conditions of digital transformation and thanks to this, it is possible to get more reliable results and optimize processes in the organization. Using estimation of indicators of labour productivity and quality of work it can be possible to rank the level of enterprise maturity and identify measures aimed at raising efficiency of work.

The globalization of technological advancement has significantly changed the organization of work. The availability of an instrument that characterizes new forms of work can help identify essential information that makes it possible to understand the characteristics of work and its forms of organization. This study reports the construction, evidence of validity, and reliability of evidence of a checklist to characterize new ways of working. Five judges participated in the validation stage, and reliability was tested with 23 entrepreneurs and managers. The analysis was carried out using Kendall’s, Kappa and intraclass correlation coefficients, as well as Bland-Altman graph analyses. The evaluation of the judges showed the need of adapting all items regarding their face (W = 0.536, p = 0.000) and content validity (W = 0.275; p = 0.027). Both inter-evaluator (ICC = 0.95; p= 0.000) and test-retest (ICC = 0.90; p = 0.000) reliability were very high, with most items showing almost perfect (kw > 0.81) or strong (0.61 < kw > 0.80) reliability. Graphical analyses did not indicate systematic differences. The final version of the checklist presented excellent reliability and can be used to characterize new forms of work.

The main purpose of the research and analysis was to show how the global pandemic affected the labor market in Poland. Selected labor market data before and during the global pandemic were analysed. The subjective scope of the surveys covered working people and those who lost their jobs during the pandemic (205 people). Data from the Central Statistical Office (CSO) were also analyzed. The pandemic caused many changes on the labor market, including: a decrease by over 204,000 the number of newly created jobs and an increase in the number of liquidated jobs by over 15,000 in 2020 compared to 2019. According to the respondents’ answers, in the face of the pandemic, over 73% of people were not afraid of losing their jobs, while almost 90% of people actually did not lose their jobs. Despite the difficult situation, almost 25% of respondents planned to change jobs, and almost 15% participated in recruitment during the pandemic. Most respondents expected stable employment, salary increase and development opportunities. In the place of employment, the scope of the company’s activity was changed, limited, suspended or closed in almost 2/3 of the respondents. Despite the barriers encountered when performing remote or hybrid work in this form, the employees decided that they also see the benefits of being able to perform part of their work at home.

This article analyses how implementation and use of digital technologies involve changes in work content, organization, and management in the petroleum industry. This is important, given that the industry is in a phase with mature technology and heavy pressure on efficiency and cost-effectiveness, at the same time as older systems and work processes prevail. The article draws on data acquired through interviews in a number of companies, organizations and specialist teams. The results show that far-reaching digitalization will mean radical changes to the way employees and managers work. The level of success in using digital technologies can be related to the ability to alter the content and form of work and expertise requirements, while retaining trust in technology and coping with uncertainty. A key conclusion is that clarifications related to work processes, roles, and responsibilities between the various actors in the supply chain are the most significant obstacles to successful technology adoption. [ABSTRACT FROM AUTHOR]

The present work aims at describing the psychometric characteristics of the assessment instruments MBI-HSS (Maslach Burnout Inventory—Human Services Survey) and NAQ-R (Negative Act Questionnaire—Revised). In addition, it seeks to evaluate burnout prevalence, and its correlation with bullying, among nurses working in Portuguese health institutions. The study presents a descriptive, correlational and cross-sectional nature. A questionnaire elaborated in digital format, was employed as data collection instrument. It included the social-demographic and professional components, both assessed using the MBI-HSS and NAQ-R scales. The total sample comprised 2015 nurses. It was found that 2.68% of the nurses were already experiencing burnout, while 23.37% were in high risk, and 42.68% were in medium risk, of developing burnout. Furthermore, those who had suffered workplace bullying reported having greater emotional exhaustion and depersonalization. The chosen evaluation instruments exhibited good reliability and validity index. Nurses who suffered workplace bullying presented an enhanced risk of developing burnout. In this scope, it is fundamental the nurse managers' involvement in the prevention of harmful behaviors at work, as well as in the promotion of interpersonal relationships based on respect and cooperation. Workplace bullying is considered a harmful phenomenon, responsible for numerous consequences that affect workers and organizations alike. Burnout is one of the reported adversities. This phenomenon has negative effects on the nurses mental and physical health and deterioration of patient care. Prevention increase the number of healthy nurses and the quality of patient care. [ABSTRACT FROM AUTHOR]

Harry Braverman's "degradation thesis" is only one aspect of Marx's analysis of the labor process. A close reading of Chapters 13 to 15 of Capital Vol. 1, based on English and Japanese preceding studies, shows a dual system of work organization under the capitalist mode of production: concentrated and dispersed. Today's information and communications (ICT)-based work organization could be seen as an example of the latter, i.e., an online-controlled putting-out system. The concentrated work organization has two types: the automation-oriented model consists of mechanized processes maintained by unskilled labor. In contrast, the craft-oriented model is a set of mechanized work that requires different kinds of skilled labor. These definitions urge us to reconsider the general law of capitalist accumulation and the traditional strategy regarding class struggle. [ABSTRACT FROM AUTHOR]

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The increasing variety of contingent work raises the question of how employers choose between various types of contractual arrangements. The authors review relevant Employment Relations and Strategic HRM literature and distinguish four types of contingent contracts along the dimensions of costs and control. They argue that employers are making choices based on cost and control constraints but are able to reshape these constraints through "institutional toying." Their case study of a German manufacturing plant and R&D center illustrates the mechanisms of institutional toying, which are consistent with the literature on institutional loopholes and exit options. The article develops propositions that explain the diversity of contingent work arrangements and show how toying strategies enlarge the range of options available to employers. [ABSTRACT FROM AUTHOR]

In this article, I conducted an integrative literature review proposing a conceptualization of hybrid careers from the synthesis of existing literature, analyzing its conceptual potential and practical applications. Studies on hybrid careers were extracted from Brazilian (Pepsic, Scielo, Banco de Teses USP, and CAPES) and international (Scopus, Web of Science, and Proquest) electronic databases and were organized and analyzed in an exploratory and descriptive fashion. Nineteen international and nine national publications were identified and analyzed. Findings showed that a hybrid career is an emergent investigation issue. A synthesis concept of a hybrid career would articulate the homogeneity of traditional careers with the heterogeneity of contemporary careers, generating a new configuration potentially able to deal with the heterogeneity and complexity of the multiple roles, tasks, and competencies demanded by working in present times. It configures a helpful strategy for career management to conciliate interests between workers and organizations.

Currently, work efficiency becomes the most important concept in the work environment. Nevertheless, without exception, every company faces risks that could threat its success and sustainability in the absence of effective management of its activities and work processes, working conditions, relational and organizational factors: all the companies are badly managed, ‘’the health of the company is the health of the company’’. This research focused on the evaluation of the life quality at work, new philosophy of life adopted by the company to improve the working conditions, relational and organizational factors, the staff in the university environment, as perceived by the employees of science faculty and technology. A survey was conducted among 178 employees. The results show that the majority of employees were dissatisfied with the general situation. These results are of great importance for improving the quality of life and working conditions in the university. Using those results decisionmakers can identify the main problems; develop strategies to address and improve the quality of working at university and to engage in a process of continuous improvement, while attaching a great importance to priority actions to improve the life quality at work. The survey results are very important. [ABSTRACT FROM AUTHOR]

Breast cancer (BC) is the most common invasive cancer in the world. Most BC survivors (BCSs) continue working while dealing with cancer-related disabilities. BCSs' return-to-work (RTW) after cancer treatment is an important stage of their recovery and is associated with a higher survival rate. In this study, we addressed the RTW of BCSs with the intention of facilitating this process through direct action in the workplace. Thirty-two women who requested assistance from January to December 2022 were enrolled in the study. Semi-structured interviews and medical examinations were conducted by a team of three physicians. Interviews were analyzed using Thematic Analysis. Moreover, a quantitative cross-sectional study was conducted to compare the health status of BCSs with that of a control group of 160 working women, using standardized questionnaires on work ability, fatigue, sleep problems, anxiety, depression, and happiness. BCSs were also asked to rate the level of organizational justice they perceived at work prior to their illness. From the qualitative analysis emerged three facilitating/hindering themes: (1) person-related factors, (2) company-related factors, and (3) society-related factors. In the quantitative analysis, BCSs had significantly higher scores for anxiety, depression, sleep problems and fatigue, and lower levels of happiness than controls. The RTW of BCSs entails adapting working conditions and providing adequate support. The work-related analysis of each case made it possible to highlight the measures that need to be taken in the workplace to promote RTW. The treatment of cancer should be paired with advice on the best way to regain the ability to work. [ABSTRACT FROM AUTHOR]

New models of collective agriculture have been developing in France over the past 10 years that could encourage the emergence of more diversified and sustainable systems. However, as such production systems are relatively more complex to manage, the involvement of more people may be required. This raises renewed questions concerning the collective organization of work. Our study's main hypothesis is that the collective organization of work could encourage crop-livestock integration and underlying agroecological processes. To test this hypothesis, we implemented a participatory design approach in a case study in Camargue (France). We first used ecological network analysis to characterize flows of material between production units and assess associated biotechnical performances, namely, efficiency, resilience, productivity, and dependence. In a second step, we drew from the QuaeWork method, which we adapted to the study of collective farms, to characterize the organizational dimension. These two methods allowed us to generate quantitative indicators related to the performance of the system (expressed in kgN.ha−1.yr−1) and to calculate and estimate the time spent on various types of work (h.yr−1). Using a participatory design approach, we then developed and assessed three scenarios with varying levels of integration between activities. The results indicate that the gradual substitution of external resources by internal resources leads to a broader range of flows within the system, generating performances that vary depending on the scenario. The design of the scenarios revealed the repercussions of the organization of work within production units. The two most integrated scenarios are more efficient and resilient than the scenario without integration between units, but they are less productive. Our research contributes novel insights into the impact of agroecological practices on the organization of work on collective farms. Our findings enable a deeper understanding of the complex link between the collective organization of production and the articulation of activities. [ABSTRACT FROM AUTHOR]

This study examined the effects of time pressure, reward, and information involvement on individual fact-checking behavior within a social media platform. We used a four-factor mixed-design experiment to examine fact-checking performances of 144 participants for 36 ambiguous social platform statements, all of which were news statements of social events or of common-sense knowledge collected from the internet and selected through pre-test screening. We measured the participants' total number of fact-checked statements and their judgment accuracy of those statements. We also measured participants' decision time for making judgments, and their judgment confidence levels. Participants' social presence, time pressure, and information involvement were significantly related to the number of statements they fact-checked. Their perceived social presence on a social media platform reduced their fact-checking. Time pressure increased the frequency of fact-checking and weakened the impact of social presence. Participants were less likely to fact-check statements when they had high involvement with the information, due to overconfidence. Statements with high information involvement had longer decision-making times. These findings provide a basis for designing ways to display and push information to increase an individual's awareness of a need to fact-check ambiguous information in a new social media environment. [ABSTRACT FROM AUTHOR]

The study analyses the effects of the COVID-19 pandemic on work models and explores managerial perspectives on remote work compared to stationary work. A survey was conducted among companies, resulting in a sample of respondents. An additional research methodology used to validate the hypotheses was a market basket analysis. The findings indicate a significant change in work models, with a majority of companies adopting fully remote work or hybrid models with remote work as the predominant mode. Managers generally perceive remote work as having a significantly worse outcome compared to stationary work. Concerns about remote work include difficulties in supervising remote workers, maintaining effective communication with the team, and potential negative effects on employee motivation and well-being due to limited interaction. Preferences for work models varied, with a notable proportion favoring fully remote work or hybrid models. Reasons for considering a long-term change to stationary or remote work include coordination needs, control and supervision requirements, physical presence demands, and impacts on organizational culture and atmosphere. Benefits of remote work include employee flexibility, talent attraction, and alignment with employee demands and the labor market. This study provides insights into the evolving work landscape and informs strategies for effectively managing remote work environments. [ABSTRACT FROM AUTHOR]

The world has undergone significant changes since the start of the covid-19 pandemic, these have mostly affected the educational sector, whether they are students and teachers, the latter have perceived a decrease in the quality of life when facing various challenges related to the use information and telecommunications technologies to work effectively virtually. Thus, a comparative study of the quality of work life and the effects of covid-19 was carried out among professors from universities in the states of Sonora and Sinaloa. To carry out this quantitative exploratory study, a validated instrument was applied that allowed evaluating the dimensions of quality of life, quality of work life, organizational management and organizational development of 371 workers from both universities, finding similar results in both universities in the variables analyzed and in conclusion, these dimensions are perceived in a high level in both institutions, with the exception of quality of life, which is at a medium level, also slight differences were found depending on the age and level of study of the participants. [ABSTRACT FROM AUTHOR]

In the member states of the European Union where telework was successfully implemented before the pandemic, policies were adopted to balance teleworkers' work and rest time by guaranteeing the teleworkers' right to disconnect. In Romania, the right to disconnection is not provided by the legislation in force, and even if there is a strict formal delimitation between working time and rest time, in practice, however, this delimitation is rarely respected. The recognition of the employee's right to disconnect by adopting legal provisions must be equally applicable to all workers, regardless of their professional status, sector of activity, work location, position and responsibilities, etc. [ABSTRACT FROM AUTHOR]

Copyright of Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak 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 Annals of the Polish Association of Agricultural & Agribusiness Economists is the property of Polish Association of Agricultural & Agribusiness Economists 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.)

Objectives: Specific work processes and management structures that contribute to high rates of occupational illness and injury in agricultural industries are not well described in academic literature. This qualitative study of work organization in the U.S. fresh tomato industry investigates how work processes and management structures impact tomato workers' occupational health. Methods: After conducting literature review and key informant interviews, semi-structured interviews and focus groups were conducted with 36 individuals with experience working in the U.S. fresh tomato industry. Interviews and focus groups were audio-recorded, transcribed, coded, and analyzed using a modified grounded theory approach. Results: These data indicate that participants endured income insecurity and hazardous supervisory practices, including wage theft, retaliation, intimidation, and humiliation, that put them at risk of preventable illness and injury. Support from workers' organizations and health-conscious supervisory practices helped mitigate some of these occupational hazards. Conclusion: Participants' adverse work experiences may be considered sequelae of workers' lack of job control and positions of socioeconomic structural vulnerability. Other aspects of tomato work organization, including health-conscious supervisory practices and the involvement of workers' organizations, indicate that modifying work organization to better safeguard health is possible. Such modifications present compelling opportunities for employers, employees, organizations, community and government leaders, and health care professionals to help create healthier occupational environments for tomato workers.

At the beginning of 2020, the world as we knew it changed and it is quite certain that no one could have predicted the extent of those changes and how long they would last. The COVID-19 pandemic has imposed ad-hoc operations on business organizations in a challenging environment in all fields. The tasks of human resource management were to adapt and respond to radical changes that occurred both in the workplace and on the social level. On the other hand, the employees were worried about the uncertainty that was omnipresent. The aim of the conducted research and the results presented in the paper refer to the importance of flexibility in the choice and manner of working hours, as well as the willingness of employees to change jobs after the pandemic. An overview of the situation on the market in Serbia is given, all with the aim of adapting and benefiting employees in the current working environment.