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This study aimed to determine the level of parents' support and work relationship toward the public schools' performance. Using a descriptive correlation technique, the study involved 100 public school teachers in the Municipality of Maitum. Slovin's formula was utilized to get the desired sample of the population Based on the study results, parents' support was very high regarding parents' volunteerism, attendance at school functions, and helping the children academically and socially in the classroom. The level of work relationship was very high in terms of communicating, parenting, learning at home, and decision-making. The level of school performance in East Maitum District was very high in terms of leadership and governance, curriculum and learning, accountability and continuous development, and management resources. Lastly, there was a significant relationship between parents' support and school performance, parents' support and work relationship, and work relationship and school performance. [ABSTRACT FROM AUTHOR]

The substance of the Job Creation Act in Indonesia covers all areas of law. This paper only examines the elements of labor law, especially those related to guaranteeing legal rights for labor fishermen in Indonesia. This research is based on legal problems where the legal relationship between fishermen and labor fishermen is from the point of view of the Job Creation Act, so the ultimate goal of this research is to explain the guarantee of labor fishermen's rights. The approach used in this research is normative juridical by collecting data collection tools in the form of normative literacy studies related to these problems. The working relationship between owner and labor fishermen is legal because all these jobs contain elements of an employment relationship. The type of work agreement made between owner fishermen and labor fishermen is a verbal agreement. The legal consequence is that the rights of labor fishermen after the termination of employment are not granted due to the low position of labor fishermen. All workers, especially labor fishermen, should accept the rights in the Job Creation Law. How to cite item: Budiastanti, Dhaniar Eka, Galih Puji Mulyono, Dewi Ayu Rahayu, Bintang Ulya Kharisma, and Selvi Andriani. “Normative Problems Guaranteeing the Rights of Labor Fishermen in the Job Creation Law.” Jurnal Cakrawala Hukum 14 no. 2 (2023): 167-176. DOI: doi.org/10.26905/idjch.v14i2.10864.

Employees' cultural values and characteristics have a significant impact on work values and outcomes. Due to the strong economic ties between China and Ghana, several Chinese companies establish their branches in Ghana and employ Ghanaians to work with them. However, the role of cultural values in Chinese-Ghanaian work relationships have not been investigated. Through a qualitative lens, we investigated the cultural influence on the working relationship between Ghanaians and Chinese at a Chinese company in Ghana. The study was conducted at Asogli Thermal Plant using a case study. This is one of the biggest Chinese companies in Ghana and has a large proportion of both Chinese and Ghanaian workers. A total of 18 participants were interviewed, and data were analysed thematically. We found that Ghanaians and Chinese staff at the Thermal Plant are sometimes unable to have a collective discourse on their needs due to language barriers. Also, cultural interpretation of politeness denied them many avenues to form a strong workers’ cooperation to seek their mutual needs. These differences affect their collaboration and bonding as co-workers. To foster collaborations and good cooperation between Chinese and Ghanaian co-workers, management of such companies are advised to implement an intentional mechanism that reduces the impact of cultural differences on work relations. Such organisations need to train all staff intermittently on diversity, inclusion, and cultural values of Ghana and China in order to help staff cultivate versatility, awareness, and acceptance of alternative values.

Social media is a powerful tool that can encourage collaboration and communication in several domains of life, including the workplace. Through this literature review, we explored the impact of social media on employee voice at the workplace. We developed five research questions related to the following themes: use of social media as a voice channel, the personal, group and organisational level factors that affect the use of social media, and the implications of this for organisations. Through a comprehensive literature search, 91 relevant studies were identified and reviewed to answer these questions. We highlight some important gaps in the existing literature and provide directions for future research. We also provide a five-step process for organisations to extract maximum benefits from the use of social media as a channel for employee voice. [ABSTRACT FROM AUTHOR]

Law Number 8 of 2016 concerning Persons with Disabilities, explains that persons with disabilities are any person who experiences physical, intellectual, mental, and/or sensory limitations in interacting with the environment and other citizens experiencing obstacles and difficulties to participate fully and effectively. In the employment relationship between the company and the workforce, in this case, the problem solver is a promise of work. The work agreement is the basis for the formation of a working relationship. An employment agreement is valid if it fulfills the legal requirements of the agreement and the legal principles of the engagement. In the event that it is made in writing, it must pay attention to the applicable laws and regulations, for example, it regulates work agreements for a certain time. Fixed time work agreement. The problem is how is the legal protection for persons with disabilities in a work agreement for a certain time? Normative juridical and empirical juridical research methods. The perfection is that legal protection for people with disabilities in work agreements for a certain time is adjusted to the needs of the company which is carried out through requirements that have been stipulated in a separate decree, while still observing the applicable company laws and regulations and company laws and regulations. This can be seen from the lack of employee disturbance, such as at PT. Pupuk Indonesia the number of disruptive employees is 24 people, in terms of facilities PT. Pupuk Indonesia has prepared additional facilities for disruptive employees. [ABSTRACT FROM AUTHOR]

Legal arrangements regarding the protection of workers in Indonesia are regulated in Law Number 13 of 2003 concerning Manpower, updated by Law Number 11 of 2020 concerning Job Creation. However, it was found that there are still many employers who pay their employees' salaries below the minimum wage set by the Pamekasan Regency Government. This has violated their legal obligations under the labor law even though legally the salary amount is the result of an agreement between the employer and the worker. This research will be using a normative-empirical research method where it will be seen how the implementation of existing laws with facts in the field occurs. The findings are that due to lack of literacy and public understanding of the law and the prevalence of low wages in Pamekasan Regency, this practice has become commonplace. A lawsuit to the court can be one way to enforce their rights [ABSTRACT FROM AUTHOR]

China's growing workforce of young employees has propelled its economy towards becoming a global power. However, with evolving workplace difficulties and uncertainties, the rate of employee turnover is also rising, which affects every department in companies, in addition to impacting costs and finances. This study explored the influences of five core job characteristics, work relationships, and work conditions on young Chinese employees' retention intentions, mediated by employee well-being. Using a quantitative cross-sectional approach, 804 responses were obtained from young Chinese workers. We also employed partial least squares structural equation modeling to analyze and forecast the extent of the impact of this study's independent variables. The empirical findings revealed that job autonomy, skill variety, task significance, feedback, work relationships, and work conditions indirectly influenced the retention intentions of young workers in China, with employee well-being acting as a mediator. However, the impact of task identity on employee well-being and retention intentions was insignificant. Our study contributes to the literature on employee retention intentions by demonstrating the importance of young employees' perceptions of work design-related aspects and extending the application of the job characteristics model.

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Copyright of IDP: Revista de Internet, Derecho y Politica is the property of Universitat Oberta de Catalunya 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.)

This article intends to study how data is processed in the work environment, with a focus on the employer's responsibilities, in view of the new conception of the right to the protection of personal data. A bibliographical and documentary research is carried out, using the deductive approach method, with the study of how the development of computing up to the current model of surveillance capitalism occurred, ending up demanding a new fundamental right to the protection of personal data. Then, responsibility is discussed from a modern perspective, applicable to this technological context and, finally, it specifically addresses the difficulties and peculiarities that involve the processing of data in labor relations throughout all phases of the contract. It is concluded that technology and data processing are intrinsic elements of contemporaneity and of particular impact on labor relations, so that due recognition and respect for a right to protection of personal data is essential for the protection of the human person in its dignity and personality. [ABSTRACT FROM AUTHOR]

Occupational stress amongst doctors has been intensively studied as doctors are exposed to several stress factors daily. The purpose of this study was to investigate if there are associations between personality dimensions and the factors that generate stress at work. We conducted a cross-sectional study of 280 medical doctors from Romania between February 2021 and September 2021 who were evaluated using the DECAS and ASSET Scales. Our results showed that the agreeableness and emotional stability dimensions of personality, according to the Big Five model, were statistically associated with work relationships (A p < 0.0001; ES p = 0.0005), work-life balance (A p = 0.008; ES p = 0.01), overload (A p = 0.01; ES p = 0.001), job security (A p < 0.0001; ES p = 0.002), job control (A p = 0.001; ES p = 0.009), resources and communication (A p = 0.0002; ES p < 0.0001), and job conditions (A p = 0.005; ES p = 0.03). The conscientiousness dimension was statistically associated with job control (p = 0.02). Doctors from different specialties experienced stress differently, with psychiatrists and doctors from preclinical specialties reporting the lowest levels of stress. Internists and surgeons reported higher levels of stress. This study showed that the dimensions of agreeableness and emotional stability were both associated with variables indicative of the level of stress felt at work. [ABSTRACT FROM AUTHOR]

This article studies the so-called "pejotização", a fairly common phenomenon in the field of labor law. It contextualizes the problem by presenting the concept, the origins and the causes of "pejotização", pointing out, in a second moment, the effects and the appropriate legal solution to the cases of procurement of services through a third entity. Firstly, the article presents a brief historical overview of labor law at both national and worldwide perspectives, highlighting social and economical forces that favored its development, as well as relevant achievements in the legislative branch to the workers and, consequently, to the society in general. The present article also examines the phenomenon of labor market flexibility, defining limits and comparing its legal nature and the consequences of "pejotização". Then, it analyzes the feasibility and legality of "pejotização" by ascertaining the existence of assumptions of employment, subjecting it, later on, to the scrutiny of labor principles that are related to the subject, especially with regard to the imperative of standards, non-waiver of labor rights and the primacy of reality. Afterwards, the article points to labor market conditions and the growing incidence of "pejotização" in Brazil after the Constitution of 1988. It concludes, finally, that, in the light of the principles of labor law, Brazilian workers do not have the conditions to choose which applicable law will govern their contract, especially because, once verified the presence of both factual and legal elements in the employment relationship, recognizing the existence of an employment contract is mandatory; therefore, the incidence of labor legislation is unremovable. [ABSTRACT FROM AUTHOR]

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

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) 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 Pegada is the property of Pegada 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.)

This paper intends to understand how the mandatory wearing of white uniforms by babysitters in the south side of the city of Rio de Janeiro, Rio de Janeiro State, Brazil, is characterized by social segregation. The uniform as a social symbol "defines and determines" the position of invisibility and subordination occupied by these workers. Women who work as babysitters at Leblon, on the south side of the city of Rio de Janeiro, were interviewed for this study. Wearing the uniform is about the identification and safety of the worker. In the specific case of the babysitter, however, the uniform has a significant symbolism, which refers to submission, exclusion, and segregation. [ABSTRACT FROM AUTHOR]

Objective: The objectives of this research were to 1) measure frequency of conflicts in the work detail, behavior, work relationship, and work stress, 2) study the relationship between conflicts in the organization factors of work detail, behavior, work relationship, and work stress, 3) analyze the work stress related to health problems, and 4) analyze the ability to explain the variation of conflicts in the organization on work detail, behavior, work relationship, work stress toward health problems. Methods: The sample was 132 official employees collected by simple random sampling. The research referred to a quantitative technique that analyzed data using descriptive statistics, inferential statistics, Pearson’s product-moment correlation coefficient, chi-square, and multiple regression analysis. Results: The research proved that the majority often conflicted in work detail, behavior, work relationship, which their work relationship was an aspect that the respondents conflicted the most. The results revealed that conflicts in work detail, behavior, and work relationship were related to work stress, which also affected health problems. The variable of work stress can predict health problems accounted for 53%. Work relationships can explain the variation of health problems estimated at 52% at the significance level of 0.05. Conclusion: This research can effectively implement conflict management and develop a good relationship in the organization. [ABSTRACT FROM AUTHOR]

The present contribution takes studies of young hairdressers and construction workers to ascertain to what extent young employees operating in these sectors make full use of the social rights at their disposal. It demonstrates that this is not always the case due to the “professional complicity” that many share with their employers. Having said that, such analysis is also incomplete since it masks the variable and discretionary aspects of many of these arrangements – explaining the need to also consider the conditions in which they occur. For instance, whereas all interviewees found themselves in a subordinate position whilst doing their apprenticeships, their subsequent trajectories could be quite varied, with construction workers more likely to “scream and shout” whereas hairdressers showed a greater tendency to avoid conflict. The end result is to reveal the full range of gendered and otherwise differentiated forms of subordination that feature in these single-sex working environments.

Employees' cultural values and characteristics have a significant impact on work values and outcomes. Due to the strong economic ties between China and Ghana, several Chinese companies establish their branches in Ghana and employ Ghanaians to work with them. However, the role of cultural values in Chinese-Ghanaian work relationships have not been investigated. Through a qualitative lens, we investigated the cultural influence on the working relationship between Ghanaians and Chinese at a Chinese company in Ghana. The study was conducted at Asogli Thermal Plant using a case study. This is one of the biggest Chinese companies in Ghana and has a large proportion of both Chinese and Ghanaian workers. A total of 18 participants were interviewed, and data were analysed thematically. We found that Ghanaians and Chinese staff at the Thermal Plant are sometimes unable to have a collective discourse on their needs due to language barriers. Also, cultural interpretation of politeness denied them many avenues to form a strong workers' cooperation to seek their mutual needs. These differences affect their collaboration and bonding as co-workers. To foster collaborations and good cooperation between Chinese and Ghanaian co-workers, management of such companies are advised to implement an intentional mechanism that reduces the impact of cultural differences on work relations. Such organisations need to train all staff intermittently on diversity, inclusion, and cultural values of Ghana and China in order to help staff cultivate versatility, awareness, and acceptance of alternative values., Competing Interests: The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (© 2024 The Authors.)

Copyright of Themis: Revista de Derecho is the property of Themis Asociacion 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 Revista Brasileira de Políticas Públicas is the property of Revista Brasileira de Politicas Publicas 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.)

This study employed the descriptive-correlation research design to determine whether secondary school teachers experience work-related stress. Participants included 239 teachers selected from schools in the Hhohho region of Swaziland. A questionnaire was used as the instrument to determine the level ofwork-related stress experienced by these teachers. Findings showed that teachers were moderately stressed by their work. Contractual problems and the nature of their work were two aspects that were reported to be the main stressors for the sample, while the work environment and work relationships were only mildly stressful. There was a weak relationship between the level of work-related stress and the demographic variables of gender, marital status, and qualifications. Age had a moderate significant relationship with the level of work-related stress for the sample. The study recommends that stress management programmes for teachers are imperative to deal with the consequences of stress.

The citizens who exercise their right of free movement are protected by the dispositions ofEuropean Union regarding coordination of social security. A person can travel between countries fromEuropean Union in order to search for a job, according his qualification and his studies. Free movement is ameans of creating a European employment market and of establishing a more flexible and more efficientlabor market, to the benefit of workers, employers and Member States. It is common ground that labormobility allows individuals to improve their job prospects and allows employers to recruit the people theyneed. It is an important element in achieving efficient labor markets and a high level of employment. We cansay that Romania is a country of migrants. According to official government estimates are about 3 millionRomanian workers in EU countries. I followed that this article to ensure an efficient and accurate informationon the term "worker" and the possibilities for labor migration in EU countries in accordance with theprinciple of freedom of movement. A novelty of this article is represented by comment on variousapproaches, nuances and connotations that were associated with the concept of "worker" by different authors.

China's growing workforce of young employees has propelled its economy towards becoming a global power. However, with evolving workplace difficulties and uncertainties, the rate of employee turnover is also rising, which affects every department in companies, in addition to impacting costs and finances. This study explored the influences of five core job characteristics, work relationships, and work conditions on young Chinese employees' retention intentions, mediated by employee well-being. Using a quantitative cross-sectional approach, 804 responses were obtained from young Chinese workers. We also employed partial least squares structural equation modeling to analyze and forecast the extent of the impact of this study's independent variables. The empirical findings revealed that job autonomy, skill variety, task significance, feedback, work relationships, and work conditions indirectly influenced the retention intentions of young workers in China, with employee well-being acting as a mediator. However, the impact of task identity on employee well-being and retention intentions was insignificant. Our study contributes to the literature on employee retention intentions by demonstrating the importance of young employees' perceptions of work design-related aspects and extending the application of the job characteristics model., (© 2023 The Authors.)

The article presents the basic knowledge and treatment skills in the field of psychosocial counselling. It includes knowledge, skills, personal characteristics, and the ethics of a professional worker, the method of psychosocial approach with and individual and a group, as well as a collective social work. The basic definition of the knowledge and treatment skills in the article is presented by the concept of a working relationship in a social world and by the concepts of modern social work – power perspective, participation ethics, treatment skills, and treatment of the present time. The article also presents the key definitions of social work in the counselling and power processes. The establishing of social-working relationship includes the use of the language, the directing of the dialogue and other methods of postmodern social work.

This study considers work relationships as social exchange relationships in small and mid-size enterprises (SMEs). It focuses on, in addition to economic determinants of exchange, the preconditions for and mechanisms facilitating the development of social reciprocity. Especially in SMEs, the integration of employees and the coordination of work tasks are determined by collectively developed and shared social rules and norms. The perception of the enterprise as a "collective project" represents an important success factor for internal cooperation. [ABSTRACT FROM AUTHOR]