Continued Employment Research Articles

Policy, Partisanship, and Pay: Diverging COVID-19 Responses in Indonesia

Results from a nationally representative telephone panel survey of 2,000 adult Indonesians conducted from 19 to 22 May by Indikator indicate that local social-distancing policies, social class, and political partisanship affect how Indonesians experience the COVID-19 pandemic and what they believe about the government’s response. In particular: 1. Economic disruptions are hitting low-paid workers most. Better-paid Indonesians are experiencing few employment changes, while the worst-paid are seeing their incomes dry up. 2. Fear levels are much higher among the lowest-paid Indonesians. They report higher rates of life disruption and greater health precautions. Most respondents report taking health precautions, but there are important partisan differences. 3. The potential “work from home” population is negligible. Higher-income workers are the most likely to report not staying at home more, a result driven by their continued employment. 4. Evaluations of provincial and presidential pandemic response are generally favorable, with some partisan differences. The health ministry scores poorly. 5. Where there have been conflicts between local and national health authorities, partisanship is a much stronger predictor of respondents’ evaluations. Greater compliance may be achieved by giving popular governors more freedom to set restrictive local lockdown policies.

Earth science research on Marion Island (1996–2020): a synthesis and new findings

ABSTRACT Marion Island is a peak of a shield volcano located in the southern Indian Ocean. The island is strategically important for the collection of climatological data and marine and terrestrial research in a vast, oceanic region of the globe. This paper reviews the series of earth science programmes on Marion Island over the last 25 years, provides a synthesis of the research outcomes and demonstrates how field and laboratory methods have developed over time. Marion Island has, globally, one of the most active soil frost environments in a distinctive periglacial setting and understanding this contemporary periglacial environment has been a key objective of the research programmes. Geomorphological processes have important implications for local ecosystem functioning and define the regional and global significance for diurnal soil frost environments and climate change. Keeping abreast with the advancements of appropriate methodologies and technologies and the continued employment of a mix of new and established methods has driven the earth science research in this unique island environment. A series of short vignettes present the most recent advancements on old key questions and indicate that new techniques continuously challenge us to re-evaluate the most basic of assumptions that exist within our research.

Working status is related to post stroke/TIA cognitive decline: data from the TABASCO study

Background and AimsOccupational status may influence physical and mental post-stroke outcomes. We aimed to evaluate the association between occupational status and type, or engagement in social and family activities, neuroimaging measures and cognitive decline (CD) in a prospective cohort of stroke patients. MethodsWe included 273 first-ever stroke survivors at working age. All patients underwent 3T MRI at admission, as well as clinical and cognitive assessments at admission, 6, 12 and 24 months thereafter. ResultsNinty nine (36.3%) of the participants were unemployed prior to the stroke. Age, sex, work type, other comorbidities, stroke severity or location were not associated with return to work. Patients who returned to work (87.4%) had better cognitive results and less depressive symptoms than those who retired after the event.Pre-stroke unemployment was associated with diabetes mellitus, hypertension, dyslipidemia, depression, poorer cognitive scores and brain atrophy. During the follow-up, 11% developed CD. CD was more common among previously unemployed than employed participants (19.2% vs. 6.3%, p = 0.001). Multiple regression adjusted for risk factors, revealed that pre-stroke unemployment was an independent predictor of CD (HR, 3.0; 95% CI: 1.06–8.44). Furthermore, engagement in mentally stimulating jobs decreased the risk for CD. ConclusionsPre-stroke unemployment and post-stroke work disruption were each associated with depression and poorer cognitive performance up to two years post-stroke, as well as with brain atrophy at admission. Retirement after the stroke may increase the risk of developing CD. These results highlight the importance of continued employment in preserving cognitive abilities among stroke survivors.

PENINGKATAN KEMANDIRIAN SISWA KELAS XII DALAM PENETAPAN KEPUTUSAN RENCANA SETELAH TAMAT SMA (KARIR) MELALUI TEKNIK KOMBINASI LAYANAN BIMBINGAN DAN KONSELING DI SMA NEGERI 8 BATANGHARI

This research is a research action (action Research) where students are given the form of guidance and counseling services which is a combination of group guidance services, information services and PKO services in order to increase the student self-reliance in decision making in the career assignment plan after graduating high school. Data analysis is quantitative and qualitative to describe the students ' state to analyze the effectiveness of students ' guidance and counseling services. The results of the study gained that students desperately needed information about continued education and employment after graduating high school, 84.46% of students expressed a very concur and 14.90% expressed concur. The effectiveness of group tutoring was described that effective service activities for students of 81.03% expressed very concur, 17.82% agreed and 1.15% were less agreed.
Students are also self-reliant and confident in the application of a career renceration decision after graduating high school which is 83.49% of students expressed a very concur, 16.83% expressed consent, 2.89% of students disagree, 0.98% disagree. From the results of observations to students during the Research counseling action implemented 83.65% of students ' interest in good category, 89.42% of students ' attention is good, 94.23% of student enthusiasm is good category, confident students both reach 85.58%, and the social relationship of students is also good i.e. reaching 83.65%. Action Research (Action Research) is effective and suitable to students ' needs and make students more steady in planning a career to be selected after graduating from high school that is based on the observation recap of 87.31% activity in the category good, this proves that the service is implemented according to the needs of students especially class XII students to increase self-reliance in deciding the future plan (career) after graduating.

Abstract A116: Occupational disparities in women’s employment after cancer

Abstract Background: Due to advances in early diagnosis and treatment, the population of working-age cancer survivor population has grown. However, few studies have examined long-term (10+ years) employment outcomes after treatment. We evaluated the impact of cancer on employment outcomes among women enrolled in the Health and Retirement Study (HRS), a nationally representative panel of non-institutionalized adults aged 51 and older in the United States Methods: Data came from nine waves of the HRS (1998-2014) (n = 7,088; Observations = 26,355). We conducted two sets of analyses: The first set of analyses examined the impact of cancer on employment status and the second set of analyses examined the impact of cancer on the number of work hours for women who were working full time (≥ 35 hours per typical work week) at baseline. For the analysis of employment status, we used a random intercept logistic regression in a multi-level growth curve framework to analyze change over time in likelihood of employment. For the analysis of hours of work per week, we used a mixed-effects coefficient regression to assess work hours trajectories in relation to cancer. Results: There were 7,088 working-age (51-64 years) women in the study sample. Approximately 7% (n=483) of the sample were cancer survivors, with a mean number of years since diagnosis of 9 years. After controlling for sociodemographic and health factors, women who were 6-10 year cancer survivors had a 2.3 times greater likelihood of being employed over time than women without a history of cancer; however, if these women had professional jobs, they were less likely to work over time (OR = 0.4) than professional women without a history of cancer. Long-term (10+ year) cancer survivors in professional occupations tended to work less hours per week at baseline (-4.1 hours) and over time (-2.4 hours) than professional women who without a history of cancer. Conclusions: Professional women may be vulnerable to job loss after cancer treatment. Identifying factors associated with continued employment for women will be key to developing strategies to promoting quality survivorship in the growing cancer survivor population. Citation Format: Christine Ekenga, Eunsun Kwon, BoRin Kim, Sojung Park. Occupational disparities in women’s employment after cancer [abstract]. In: Proceedings of the Twelfth AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2019 Sep 20-23; San Francisco, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2020;29(6 Suppl_2):Abstract nr A116.

Resisting the Detrimental Effects of Grade Inflation on University Faculty and Students through Critical Communication Pedagogy

Despite university faculty’s efforts to maintain rigor and high expectations in their classrooms, grade inflation continues to rise. While numerous factors exist to explain this problem, the primary contributor is the ubiquitous pressure of neoliberal forces on the university. Neoliberalism has inculcated society, namely undergraduate students, to resist the belief that the university is a place in which they collectively gather to learn, think, be challenged, grow through failure, and build character. Rather, students now largely believe that they university is merely a business from which they purchase a product—a degree. This producer-consumer mindset has created a deleterious situation for both students and faculty. Students believe that they are merely purchasing a degree; and, they demand that high grades accompany that degree. To them, high grades, coupled with their degree, are the currency with which they purchase a career. Because of this prevalent ideology, faculty are placed in a perilous position because they feel internal and external pressure to reduce the rigor of their courses and/or artificially inflate the grades that students earn. Although all faculty feel the pressure to conform to this neoliberally driven practice, it is especially troublesome for tenure-track, non-tenure track, and other contingent faculty because their continued employment is, often to a large extent, dependent of student ratings of teaching effectiveness. This chapter will address these issues through the lens of critical communication pedagogy (CCP) by offering ways in which faculty can resist the neoliberal pressure to engage in grade inflation by teaching students about the neoliberal system which has inculcated them to believe that profit, success, and individualism are the only measures of a meaningful life. Following CCP, I will discuss how instructors can challenge students to resist neoliberal hegemony, hold high academic standards for themselves, and tie learning to outcomes that affect their futures—power and their response to it. Overall, I will argue that in order for tenure-track and contingent faculty to be able to resist the pressure to inflate grades, they must work to teach students to resist neoliberal ideology that instills the thought processes that lead to grade inflation. In so doing, students may begin to learn to engage in resistance behaviors to neoliberal power structures that marginalize them.

Elder abuse’s correlation to health and resilience of older adults

ABSTRACTElder abuse is a frightening reality among older adults that has repercussions to their health and resilience. The purpose of this research was to determine the relationship of elder abuse to the health and resilience of older adults in an urban community in the Philippines. The aim is to establish health and resilience interventions for the participants. A descriptive correlational design was utilized in the study with several tools. A sociodemographic questionnaire (SDQ) for older adults was used with the Experience of Abuse Suspicion Index (EASI) questionnaire. The PROMIS (Patient-Reported Outcomes Measurement Information System) questionnaire was availed to know the health status of the participants and resilience was measured using the Connor–Davidson Resilience tool. Descriptive statistics described the information collected from the variables. Chi-square operates to determine the correlation of the variables with the sociodemographic profile of the participants. Results showed that less probability of exposure to elder abuse among older adults implies a strong resiliency score. However, the relationship between resiliency and health is not significant and a negative relationship is seen between the two. This means that as the participants become resilient, the more these older adults do not have physical, anxiety, depression, and fatigue issues. Experience of abuse and health, on the other hand, yield a negative moderate correlation, which means that as exposure to elder abuse decreases, the health of the older adults increases. The study concludes that continuous employment in old age could improve the resilience of older adults despite the experience of elder abuse. Economic freedom is an important factor for older adults to evade verbal abuse from family members and having security in old age is their ticket to better health and becoming more resilient.

Soft violence: migrant domestic worker precarity and the management of unfree labour in Singapore

ABSTRACT In Singapore, the temporary legal status of migrant domestic workers binds them in servitude to their employer-sponsor as their residency is contingent on their continuous and sole live-in employment with a sponsor whose permission they must secure in order to transfer jobs. This legal status technically renders domestic workers unfree and precarious as it gives employers tremendous power over domestic workers. Based on 30 in-depth interviews with employers, this article examines how employers in Singapore negotiate their power over domestic workers. We identify ‘soft violence’ as a tool that employer’s utilise in their management of domestic workers. By ‘soft violence’, we refer to the practice of cloaking the unequal relationship in domestic work via the cultivation of a relationship of ‘personalism’ while simultaneously amplifying one’s control of domestic workers. Representing a strategy utilised by employers to maximise the labour of domestic workers, ‘soft violence’ emerges from the paradoxical relationship of simultaneously relieving and amplifying servitude.

The mobility pathways of migrant domestic workers

ABSTRACT This article identifies and examines the mobility pathways of migrant domestic workers, meaning the course of action they undertake to secure continuous employment. Mobility pathways refer not only to migratory practices and processes but also concern shifts in one’s employment, legal and social status. This article examines the mobility pathways of migrant domestic workers in order to interrogate the possibilities of socio-economic mobility allowed by their migration in a stratified global labour market. Drawing from 85 in-depth interviews conducted with Filipino migrant domestic workers employed in the key destination of the United Arab Emirates, this article identifies three salient mobility pathways of serial migration, staggered migration and return migration. It revisits our understanding in migration studies of the intersections of social and spatial mobility as it first establishes the salience of multi-national migrations, thus disrupting the assumption of the continuous settlement of migrants in any one destination, and second illustrates the social reproduction of poverty for unskilled migrant workers, thus dispelling the notion that migration offers an inevitable path to socio-economic mobility.

Supporting and retaining employees with rheumatoid arthritis: the importance of workplace social support

Social support at work is important to individuals’ health, wellbeing and employee retention. Evidence suggests employees may be more willing to offer support to co-workers they already have strong friendships with or if they perceive support-giving will be reciprocated. However, the support relationships of workers with chronic health conditions, who may have variable but long-term need for practical and emotional support, have rarely been studied. We conducted in-depth interviews with workers employed when diagnosed with rheumatoid arthritis (RA), an inflammatory and progressive musculoskeletal disorder, to explore how RA affects work relationships, the willingness of employers and co-workers to offer support, and the importance of support for continued employment after RA onset. Participants’ accounts revealed evidence of receipt of sustained social support, but also its withdrawal. The nature of pre-existing relationships influenced the willingness of others to offer support. Employers demonstrated support and understanding, particularly if they had personal knowledge or experience of disability, and their implementation of workplace modifications helped workers with RA to remain employed. However, modifications could be withdrawn if they disrupted workflow or negatively affected relationships with co-workers. We identify implications for organizational policy and practice.

The Effects of Paid Maternity Leave on the Gender Gap: Reconciling Short and Long Run Impacts

I assess the impact of fully paid maternity leave on leave taking, continued employment, and promotion by exploiting a sudden expansion of paid leave from 6 to 12 weeks in the United States Air Force and Army. I estimate impacts under regression discontinuity and difference in differences frameworks using administrative records covering mothers and fathers in the military for up to two years after birth. I find that the policy increases leave taking by 5 weeks, has minimal impacts on continued employment, and negative impacts on the likelihood of promotion. These results are absent return to work effects and provide a way to reconcile estimates of positive short run and negative long run impacts.

Wellness Program Nonparticipation and Its Association With Employee Turnover.

This study examines the association between nonparticipation in wellness activities and employee turnover risk. Retrospective, cross-sectional analysis. Large university in the Midwestern United States. Employees with continuous employment during 2016 and complete human resources and wellness program data (n = 34 405). Demographic, health risk assessment (HRA), and wellness program participation data were collected in 2016 and paired with administratively recorded turnover status from 2017. For the multivariate analyses, logistic regression models were used. There were statistically significant associations between various socioeconomic and demographic characteristics (gender, age, race, wage, union and faculty status, and health score) with turnover status. Also, all 3 participation levels (participated in the HRA only, participated in the HRA and wellness programming, and participated in wellness programming only) had lower odds of experiencing turnover compared to nonparticipants (participated in the HRA only [adjusted odds ratio, AOR: 0.89; confidence interval, CI: 0.80-0.99], participated in wellness program(s) only [AOR: 0.77; CI: 0.62-0.95] and participated in both the HRA and program(s) [AOR: 0.82; CI: 0.74-0.91], respectively). Employee participation in wellness program activities appears to represent a measure of engagement with work. Nonparticipation in these programs is associated with increased risk of employment turnover in the subsequent year.

The positive effect of workplace accommodations on the continued employment of cancer survivors five years after diagnosis.

To address the gap highlighted in the literature on the effect of professional interventions to facilitate continued employment, this study aims to evaluate the effect of workplace accommodations on the continued employment 5 years after a cancer diagnosis. This study is based on VICAN5, a French survey conducted in 2015-2016 to examine the living conditions of cancer survivors 5 years after diagnosis. Two subsamples, one with and one without workplace accommodations, were matched using a propensity score to control for the individual, professional, and medical characteristics potentially associated with receipt of workplace accommodations. The study sample was composed of 1514 cancer survivors aged 18-54 and employed as salaried at diagnosis. Among them, 61.2% received workplace accommodations within 5 years after diagnosis: 35.5% received a modified workstation, 41.5% received a modified schedule, and 49.2% received reduced hours. After matching, receipt of workplace accommodations appeared to improve the continued employment rate 5 years after cancer diagnosis from 77.8% to 95.0%. Receipt of workplace accommodations strongly increases the continued employment of cancer survivors 5 years after diagnosis. More research is needed to better understand the differences in receipt of workplace accommodations along with the related selection effect.

Covid-19 Employment Status Impacts on Food Sector Workers

Food production and distribution is essential for human well-being, but the food sector has experienced a number of difficulties maintaining worker health and productivity during the COVID-19 pandemic. We examine employment status changes of persons recently employed in the U.S. food sector with a focus on food manufacturing and grocery stores. We find that the pandemic significantly reduced the probability of continued active employment for previous workers in both food manufacturing and grocery stores.Individual-level analysis confirms that the COVID-19 infection rate in an individual's local labor market is a strong and significant factor. The employment changes are not just due to unemployment during facility closures. Previous workers increasingly exit the labor force as the severity of the COVID-19 infection rate in their local area worsens. The considerable risk of infection drives many previous food sector workers to stop working altogether. Maintaining worker health and safety is essential for a stable food supply.

The practice of employee motivation via salary in the private economic sector of the People’s Republic of China

This article is dedicated to motivation of employees of the private economic sector of China. The author examines the practices of employee stimulation via salary, as well as practice of stimulating productivity through bonus program. It is noted that the system of employee motivation via salary in the private economic sector of PRC does not significantly differ from the practices implemented in the public sector or other market economies. Chinese private companies almost entirely integrated the market tools for stimulation of workforce productivity, patterned after the examples of capitalist countries. The majority of private sector enterprises are characterized with fringe benefits to basic salary, when the size of remuneration directly depends on hitting the individual and collective planned targets. The salary is being regularly indexed depending on conjuncture of the job market, productivity of the company and employees. In addition to the main salary, the base of the salary consists of payment for the volume of completed work, bonuses, various incentives and compensations. Raises for continued employment play the smallest role in size of the salary. A substantial part of the fringe benefits is actually taken by the Chinese companies out of the salary budget for the purpose of minimizing the tax burden for the company.

THE JOB GUARANTEE: FULL EMPLOYMENT, PRICE STABILITY AND SOCIAL PROGRESS

This paper presents the idea of the Job Guarantee (JG), which is a logical extension of the paradigm of a tax-driven fiat currency. The JG involves the government offering a public purpose-oriented job with a fixed hourly wage and job benefits to anyone willing to work. The JG as a bottom-up approach is locally administered but federally funded. As the analytical lens of MMT reveals, a monetarily sovereign government is always able to provide the spending required. Macroeconomically, the JG works as an automatic countercyclical stabilizer and an excellent tool for aggregated demand management, ensuring the economy is continuously operating at full capacity. On top, the JG uses an employed buffer stock approach as a superior means to maintain price stability. Next to its favourable macroeconomic impacts, the JG offers many social benefits, particularly related to continuous employment, working conditions in the private sector, power relations in the labour market and democracy. While the JG and Universal Basic Income (UBI) are often discussed as comparable, competing policy proposals, the JG addresses more macroeconomic and social issues than the UBI does. This paper concludes that the JG qualifies for being the single most effective policy in order to drive the economy towards continuous full employment and price stability while realizing additional social benefits.

WHEN LIFE DOESN'T GO AS PLANNED: UNMET EXPECTATIONS ABOUT RETIREMENT TIMING AND SUBSEQUENT DEPRESSIVE SYMPTOMS

The 2008 Great Recession affected American’s retirement timing, but it remains unclear how unfulfilled expectations about retirement timing influence psychological well-being. This study examines how unmet expectations about working at age 62 relate to subsequent depressive symptoms, with special attention to sociodemographic differences in unmet expectations and their consequences. We use longitudinal data from 10,557 adults ages 51+ in the Health and Retirement Study (1994-2014). Mean expected probability of working full time at age 62 (ranging 0-100) was 40.5 (SD=54.65). We created quartiles: no chance (0 probability, 35% of sample), unlikely (1-30, 16%), unsure (33-80, 28%), and very likely (85-100, 21%). Expected probability and the association between expectations and reality were significantly lower for racial minorities compared to whites, low education compared to high, and pre-baby boomers compared to baby boomers. Those who were working at age 62 but expected to be retired did not experience elevated depressive symptoms compared to those who correctly expected to be working. In contrast, those who were unexpectedly not working experienced significantly higher depressive symptoms compared to those who correctly expected to be retired (Unsure: IRR=1.16 p=0.024, Very likely: IRR=1.19, p=0.010). This association was slightly attenuated after adjusting for declines in functioning, suggesting partial, but not complete, mediation by health status. The association was consistent by race, education, and birth cohort, but was larger in men than women. Taken together, our findings indicate that unexpected continued employment does not harm psychological well-being, but earlier than expected retirement may result in higher depressive symptoms.

Factors Predicting Voluntary and Involuntary Workforce Transitions at Mature Ages: Evidence from HILDA in Australia

The fast population ageing has generated and will continue to generate large social, economic and health challenges in the 21th century in Australia, and many other developed and developing countries. Population ageing is projected to lead to workforce shortages, welfare dependency, fiscal unsustainability, and a higher burden of chronic diseases on health care system. Promoting health and sustainable work capacity among mature age and older workers hence becomes the most important and critical way to address all these challenges. This paper used the pooled data from the longitudinal Household, Incomes and Labour Dynamics in Australia (HILDA) survey 2002–2011 data to investigate common and different factors predicting voluntary or involuntary workforce transitions among workers aged 45 to 64. Long term health conditions and preference to work less hours increased while having a working partner and proportion of paid years decreased both voluntary and involuntary work force transitions. Besides these four common factors, the voluntary and involuntary workforce transitions had very different underlying mechanisms. Our findings suggest that government policies aimed at promoting workforce participation at later life should be directed specifically to life-long health promotion and continuous employment as well as different factors driving voluntary and involuntary workforce transitions, such as life-long training, healthy lifestyles, work flexibility, ageing friendly workplace, and job security.

Workplace preparedness and recognition of the continued employment of employees with early onset dementia

This study aimed to clarify workplace recognition regarding working continuation of employees with early onset dementia. An anonymous self-administrated questionnaire was emailed to a prefecture consisting of 1,293 workplaces with 50 or more employees. Survey items assessed demographics, workplace regulations supporting employees, coworker acceptance of employees with early onset dementia, and recognition and dealing with employees with early onset dementia. The possibility of employees with early onset dementia continuing work was compared for demographics, workplace regulations supporting employees, and cooperation in the workplace. Responses were received from 375 workplaces, and 273 valid responses were analyzed. In total, 133 workplaces (48.7%) answered that there was a high possibility of continuing employment for employees with early onset dementia and 135 workplaces (49.5%) were aware of early onset dementia. Less than 10% of workplaces reported examination of managing employees with early onset dementia, implementation/planning of training and information dissemination to managers or employees. Factors related to the possibility of continuing employment were number of employees (< 100, p = .015, odds ratio = 2.02), workplace regulations supporting employees with early onset dementia (p = .011, odds ratio = 2.22), and workplace coordination with occupational health staff (p = .004, odds ratio = 2.16). There is a general need for training and information regarding early onset dementia in the workplace. For smaller companies, external advice and support in providing systems suitable to each workplace is necessary.

Factors associated with employment discontinuation among older and working age survivors of oropharyngeal cancer.

Oropharyngeal cancer survivors experience difficulty returning to work after treatment. To better understand specific barriers to returning to work, we investigated factors associated with discontinuing employment among older and working-age survivors. The sample included 675 oropharyngeal cancer survivors (median: 6 years posttreatment) diagnosed from 2000 to 2013 and employed at diagnosis. Relative risk models were constructed to examine the independent associations of demographic and health factors, and symptom experiences per the MD Anderson Symptom Inventory - Head and Neck Module (MDASI-HN) with posttreatment employment, overall and by age (<60 years vs ≥60 years at survey). Symptom interference was not statistically significantly associated with posttreatment employment status among respondents ≥60 years. Among working-age respondents <60 years, symptom interference was strongly associated with posttreatment employment. Efforts to assess and lessen symptom burden in working-age survivors should be evaluated as approaches to support regaining core functions needed for continued employment.