Additional Vacation Research Articles

Legal regulation of vacations of medical workers in Ukraine according to labor legislation

The relevance of this scientific research lies in clarifying the nature and features of the legal regulation of vacations for medical workers in Ukraine. The purpose of this study is to determine the specifics of the legal regulation of the types of vacations that may be granted to medical workers. The methodological basis of the study was general scientific and special legal methods of knowledge, in particular theoretical, formal, dogmatic, and comparative legal methods. The results of the study are that the rest time of a medical worker is proposed to be understood as a period of release from professional duties for the restoration of work capacity and professional development. Several features of the legal regulation of medical workers’ vacations have been identified. Please note that additional vacation may be assigned to medical workers of various specialties along with the main vacation. Additional vacations lasting 7 to 25 days are granted to medical workers of certain specialties who work in certain healthcare institutions due to harmful or special working conditions. Additional vacations are established for such medical workers as psychiatrists, pathologists, resuscitators, anesthesiologists, obstetricians, epidemiologists, doctors of medical and social expert commissions, bureaus of forensic medical examinations, and health care institutions for the fight against AIDS. It is emphasized that specific categories of medical workers have the right to additional vacation in connection with the experience of continuous work in rural areas or at another place of work. Also, medical workers have the right to use all types of additional social vacations, established for all categories of workers in Ukraine. The study concludes that a special Ukrainian law "On the Status of Medical Workers" would improve the legal regulation of medical workers’ labor relations. Taking into account the provisions of the current legislation, an author’s definition of the term "medical worker" has been formulated

The Daily Lives of Urban Women during the Khrushchev Thaw in Soviet and Post-Soviet Scholarship

The article discusses the rise and changes of scholarly interest in urban women's everyday life in the USSR of the mid-twentieth century. By studying the Soviet and post-Soviet historiography of women's everyday life during Khrushchevs Thaw, the authors explain that at first this subject was treated in analogy to the customary celebration of Soviet achievements: also, the womens question would eventually be resolved. With rising doubts about the resolvability of the complex problems related to gender relations came a paradigm shift towards reflections on the difficulties and contradictions in the lifestyle of urban women. At the center of debate were now the necessity for shortening the working day and for additional vacation days, as well as the double bondage of women who had to combine a professional workload with heavy family obligations. The authors argue that in the 1990s (a period now often called the new thaw, and the nineties of the gender debates), the political aspects of female life in the 1950s and 1960s became marginal in scholarship. The main attention was now focused on the home and family spheres, on problems of corporeality and fashion, and on the woman's voice in literature, cinema and media. In consequence, some aspects of women's everyday life during the Thaw years remained unexplored. Finally, there are no generalizing works that would compare women's everyday life on the levels of the USSR, Russia, or Russias regions, and little work has been done on ethnocultural characteristics of women's life in the post-war USSR.

Do vacations and parental leave reduce voluntary turnover? A study of organizations in the ICT sector in Canada

PurposeThis study examines the link between vacations, parental leave and voluntary turnover among Canadian organizations in the Information and Communications Technology (ICT) sector.Design/methodology/approachThe empirical analysis is carried out using firm-level data sourced from a survey that was completed by HR managers of 125 ICT firms operating in the province of Quebec (Canada).The organizational voluntary turnover rate was used and was obtained by dividing the number of employees who voluntarily quit an organization within the last year by the total number of its employees. Based on ordinary least squared estimates, results were generated by regressing voluntary turnover rate on vacation and parental leave.FindingsVacation, operationalized as the average number of annual vacation days, is negatively and significantly associated with the voluntary turnover rate of the ICT organizations surveyed. Parental leave, operationalized as the percentage of salary reimbursed during parental leave, does not significantly reduce voluntary turnover in the ICT organizations surveyed.Practical implicationsIn light of the results of this study, if organizations in the ICT sector, in Canada or abroad, desire to reduce voluntary turnover, compensating employees through the use of additional vacation days appears to be a viable approach.Originality/valueThis research constitutes an empirical test of the link between turnover and two compensation practices adopted by firms. To our knowledge, there is no prior scientific evidence on that subject in the Canadian ICT sector.

ОЦЕНКА МЕР СОЦИАЛЬНОЙ ПОДДЕРЖКИ МЕДИЦИНСКИХ РАБОТНИКОВ ИРКУТСКОЙ ОБЛАСТИ, ЗАЯВЛЕННЫХ В ОФИЦИАЛЬНЫХ ПРЕДЛОЖЕНИЯХ ОБ ИХ ТРУДОУСТРОЙСТВЕ

Significance. Social support measures for healthcare workers are one of the key mechanisms for retaining specialists. Meanwhile, according to the Ministry of Health of the Russian Federation, the current indicators of their implementation remain unsatisfactory. The purpose of the study was to assess frequency and structure of social support measures for medical workers based on the data of the official employment proposals posted by state medical organizations on the website of the Ministry of Health of the Irkutsk Region. Material and methods. Statistical charts have been developed, they included information from the employment proposals posted on the official website of the Ministry of Health of the Irkutsk Region, the total number of proposals added up to 429. Statistical methods to process the material included calculation of the extensive and intensive indexes without determining confidence intervals because the general aggregate was used in all cases. Results. The most wanted out of all doctors are district therapists (7.0% in the structure of doctors’ vacancies), followed by obstetricians-gynecologists (6.7%) and infectious disease specialists (6.1%). As for nursing staff, the highest number of employment proposals were looking for feldshers (22.4%), ward nurses (12.9%) and district nurses (11.2%). Of the total number of job proposals, social support measures were stated in 76.2 proposals out of 100, while the frequency of these measures added up to 77.4 out of 100 for doctors and 63.8 for nurses. The stated social support measures for doctors in the ascending order include as follows: issues related to housing (79.2 per 100 employment proposals); direct financial support (72.2 per 100); provision of a place in a preschool facility without waiting (35.1); additional vacation and travel expense reimbursement (27.2); reimbursement of expenses related to relocation and travel to the place of employment (14.4); payment for postgraduate and additional professional education (9.3). The rank structure of social support measures for nursing staff differs in the order, starting from the third. Conclusion. In both absolute and relative terms, the measures of social support stated by the employment proposals for doctors prevail. While primary health care workers are in highest demand, the need for such specialists is not directly reflected by the corresponding frequency of the stated social support measures. The results obtained are relevant to the development and implementation of the evidence-based personnel policy in healthcare at the level of an individual region of the Russian Federation.

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists.

Objectives:We investigated factors affecting turnover and assessed satisfaction with an existing Incentive Management System and to which extent it motivates employees. We also provide recommendations to improve the Incentive Management System.Methods:A cross-sectional questionnaire study utilizing a convenience sample from of a population of 250 Medical Laboratory Technologists.Findings:100 medical laboratory technologists responded to the survey. We found discrepancy in wage allocation to be the most prominent factor affecting turnover intention with 51% strongly agreeing, followed by low incremental system with 48%. Other factors were: limited opportunities for promotion, insufficient allowances and benefits, and lack of continuing education and professional growth opportunities with 49%. 26% of respondents found lack of autonomy/independence to be a factor. Poor workgroup cohesion was least ranked (17%). 39% reported dissatisfaction with workload, 31% were dissatisfied with their provided allowance, with management support, and the working hours, and opportunities for promotion (44%). Opportunities for career growth and higher pay were highest ranked as incentives to remain, and additional vacation time and supportive colleagues to be the least relevant factors. There was a significant correlation between age and motivation levels (r = 0.223, p = 0.026).Discussion and Conclusions:Burnout and turnover can be costly to healthcare organizations, due to the impact on productivity and healthcare quality. Human resource departments must ensure to not only attract skilled employees, but also influence their motivation and retention due to the impact on productivity and health care quality. Incentive management systems support practices to enhance skills, knowledge, abilities and retention rates for healthcare employees. Our study findings support the continued improvement of Incentive Management Systems within the healthcare organization to reduce turnover rates, maximize quality outcomes, and increase the levels of commitment and motivation of employees.

Vacation frequency is associated with metabolic syndrome and symptoms

Objective: To examine the extent to which vacationing behavior is associated with metabolic outcomes. Specifically, we consider how total vacation episodes and total vacation days from the past 12 months relate to metabolic syndrome and metabolic symptoms.Design: Sixty-three workers eligible for paid vacation attended a lab visit during which their blood was drawn and they completed an interview assessing vacationing behavior in the past 12 months.Main outcome measures: Metabolic syndrome and metabolic symptoms are the main outcome measures.Results: Over the past 12 months, participants took approximately five vacations (M = 5.44, SD = 3.16) and used about 2 weeks of their paid vacation days (M = 13.80, SD = 7.25). Participants rated vacations positively, expressing low levels of travel-, childcare- and financial burden-related stress. As vacation episodes increased, metabolic syndrome incidence (OR = 0.76, p = 0.051) and number of metabolic symptoms met (IRR = 0.92, p = 0.035) decreased. Notably, risk for metabolic syndrome decreased by nearly a quarter with each additional vacation taken by participants.Conclusions: Overall, vacations are experienced as positive events. This positive subjective experience may translate into physical health benefits given that vacation frequency may protect against metabolic syndrome and symptoms.

Gender aspects of work motivation among oncologists

Aim. Study of work motivation and job satisfaction factors among oncologists from a gender perspective. 
 Methods. The survey involved 102 physicians-oncologists of the Republic of Tatarstan - 47% men and 53% women. The study included the following methods: observation, questionnaire, interview. 
 Results. Among all corporate factors, the work content (the functions performed, complexity, diversity, responsibility) was highly evaluated by men - 8.26 points (on a 10-point scale), the style and methods of leadership in the unit - 7.24 points. The highest score (above 8 points) among female doctors was given to organizational culture, training, labor peer review by colleagues, the style and methods of leadership in the unit, as well as standards, rules, regulations, and their implementation. Job satisfaction indicators among male doctors were generally lower than among women in all 16 occupational characteristics. Among the leading motivators oncologists place work content, positive attitude towards their profession, mission and goals of the clinic. They oppose demotivators such as pay rate, moral motivation, career opportunities and provide an acceptable level of work motivation for doctors. Compensation in the form of an award came out on top among the forms of stimulation both in men and in women. Forms of non-cash stimulation are also quite popular with doctors and are approximately equal in men and women: advanced training in the leading domestic and foreign clinics, payment of sports occupations, days off. Women prefer additional vacation, a praise, acknowledgement from the executive management of the clinic. Men appreciate more position increase, awarding of honorary title and especially provision of larger freedom and powers at work. 
 Conclusion. Gender studies of motivation demonstrated the differences in the attitude towards work, in its most important characteristics, labor values among male and female oncologists.

On an unreliable retrial queue with general repeated attempts and J optional vacations

In this paper, we consider a single-server retrial queue with constant retrial rate and batch arrivals, in which the unreliable server has the option to take an additional vacation after the first essential vacation. Customers arriving at the system according to a compound Poisson process are served immediately as long as the server is available; otherwise, they enter a retrial orbit and form a single queue. When the orbit becomes empty, the server leaves for the first essential vacation, after which he may either remain idle within the system or take one of J optional vacations. When the server is busy, he is subject to random breakdowns and repairs. It is assumed that the service times, repair times and customer retrial times are arbitrarily distributed. The implementation of the supplementary variable technique makes it possible to derive the probability generating functions of the system size distribution at a random epoch. We also develop a variety of system performance measures as well as two reliability indices. Finally, we deal with the problem of cost optimization and provide a number of numerical examples.

Analysis and optimization of a repairable M (x) /G/1 queue with an additional optional vacation

This paper investigates an M[x]/G/1 queueing system with an unreliable server, where the server may take an additional vacation after the essential vacation. If the system becomes empty, the server leaves the system and takes the essential vacation. At the end of the essential vacation, the server may return to the system with probability p or take another vacation with probability 1-p. When the additional vacation is completed, the server returns from the vacation. If there are no customers waiting for service in the system, the server waits idly for the first arrival and starts working. It is assumed that the server is subject to break down according to a Poisson process and the repair time obeys a general distribution. For such a system, we derive the system size distribution at a random epoch, as well as various system characteristics. Finally, we develop an iterative procedure to find the optimal threshold values under a linear cost structure. Some numerical experiments are also presented. Key words: Cost, optimization, server breakdowns, vacation queue.

Rethinking Existing HR Technologies for New Gains in Employee Engagement and Benefits

The economic recession has affected businesses and employees around the world. As pay rates continue to remain stagnant, many companies are looking for ways to provide greater total compensation through non-momentary benefits, such as flexible work schedules, trainings and additional vacation days. However, identifying opportunities to provide better benefits does not have to be a complex process. By rethinking how an organization leverages their existing HR technologies, HR executives can uncover opportunities to provide more robust total compensation

A general retrial system with additional vacation

This paper studies a retrial system with batch arrival and general retrial time, where the server may take an additional vacation after the essential vacation. In this system, primary customers arrive according to Poisson processes and receive corresponding service immediately if the server is available upon arrival. When the server is busy or on vacation, arriving customers enter a retrial orbit. If the orbit is empty, the server immediately leaves for the essential vacation. At the end of essential vacation, he may take one additional vacation. It is assumed that the retrial time and service time are all arbitrary distributed. This retrial system has potential applications in the packet-switched networks and the proxy of WWW server. By applying the supplementary variable technique, some important performance measures are derived, which may be useful for network system designers and software system engineers.

Regional Difference‐in‐Differences in France Using the German Annexation of Alsace‐Moselle in 1870–1918

The evaluation of labor market policies has been an expanding field in the last decades. This is partly due to the increasing availability of survey data and computing power and partly to the recognition that even complex phenomena such as the impact of laws and regulations on labor markets can be rigorously tested thanks to new empiricalmethodologies, such as the so‐called difference‐in‐difference approaches (also called double differences). In this approach, the outcome (education, access to employment, unemployment rate) of a treated group, that is, a group subject to a policy change, is compared to that of a control group, that is, a group made up of individuals (or any other unit of observation) as close as possible to the treated group but unaffected by the treatment. The strategy of the researchers consists in finding a sudden change in policy and building a relevant comparison group. A recent paper by Imbens and Wooldridge (2008) discusses the issues associated with the choice of the groups and surveys the literature. In countries with a federal structure such as the United States or Canada, it is straightforward to use this technique to evaluate policy changes. Indeed, many laws are specific to a state (for the United States) or a province (for Canada). When states experiencing a reform are compared to states with no change, it is straightforward to obtain inferences about the causal effects of the reform. In contrast, researchers studying French labor laws typically face cases in which there is no geographical variance in policy changes since the main law is supposed to apply equally to all the French territory. Therefore, policy evaluation has to rely on other control groups. A consequence of this “universal”character of the law is that the evaluation of the reduction in working time in France—from

University and Educational Intelligence

PROSPECTUSES of Universities and Colleges for 1922–23 are beginning to appear. Leeds University publishes an extensive programme of evening courses (advanced) in engineering, dyeing, textile and leather industries, and geology, and afternoon courses in coal-mining. During each of five evenings of the week from five to nine classes will be held. The faculty of engineering of the University of Bristol announces additional vacation courses to be held in 1923. University College, Exeter, is establishing new courses, intermediate and final, in horticulture and in agriculture, the final course in agriculture being at the Seale-Hayne Agricultural College, Newton Abbot.