Different Categories Of Employees Research Articles

СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИЕ ФАКТОРЫ, ВОЗДЕЙСТВУЮЩИЕ НА СОТРУДНИКОВ ГПС МЧС РОССИИ В ИХ ПОВСЕДНЕВНОЙ ДЕЯТЕЛЬНОСТИ

The socio-psychological factors of the management process in complex organizational systems are considered, as well as factors influencing the staff of State fire service of EMERCOM of Russia in everyday life. The management process is shown as a kind of management cycle of the process of functioning of a complex system, as well as the positive and negative qualities of different categories of employees in the performance of their official duties in the conditions of daily activity, on which the head must make appropriate decisions, are presented.

Review of the employee performance evaluation system at the Directorate General of Taxes

This quantitative research seeks to determine the effectiveness of the Directorate General of Taxes (DGT) performanceevaluation system, measure how satisfied the employees are, and to prove differences among different categories ofemployees. This research is an extension of the study by Widiatmanti (2020) on 1,587 DGT employees. Analysis ofVariance (ANOVA) and Exploratory Factor Analysis (EFA) were used to analyze the data in addition to descriptive dataanalysis. Generally, respondents feel the system is quite effective, and they are quite satisfied, except for three variablesthat most respondents strongly disagree with and relate to the performance status of SABCD and the level 1 and level2 ranking sessions. ANOVA method indicates that there are indeed differences among different categories of employees,while EFA method reveals that despite seven insignificant variables, none of them suggests the need to change DGTRegulation 12/PJ/2018, including its SABCD performance status. However, the need for change or adjustments arisesbecause there are provisions at higher levels of regulation: Government Regulation and two ministerial decrees.Therefore, we suggest that the use of forced rank in the SABCD performance status is abolished and replaced mainlydue to excellent, moderate, and poor performances.

Особенности использования ключевых показателей эффективности предприятиями розничных торговых сетей

The article examines the main features of the creation and implementation of the system of key performance indicators in enterprises that are part of large retail trade networks. Priority problems of their application in the daily activities of the stores are identified. A generalized classification of indicators is given, their most common types used in the field of trade are characterized: conversion, sales plan, average receipt, average number of units in the receipt, hourly efficiency coefficient, percentage of return, customer satisfaction. Based on the spe-cifics of retail trade as a field of activity, the possibilities of evaluating the most important indicator of efficiency – customer loyalty for various categories of customers are shown. The analysis of the personnel structure of one of the trading enterprises is carried out. Considered the system of bonuses for categories of different em-ployees. Formed a system to assess the index of customer happiness and gave a scheme for its calculation, which is weighted by importance the sum of the main estimates of satisfaction. The dependence of the bonus coefficient of various categories of employees on the value of the customer happiness index for different cate-gories of employees is shown. Proposals for improving the use of key performance indicators to stimulate em-ployees of retailers have been developed.

Specific xenon-based gas mixtures used for stress correction therapy in patients exposed to lethal force scenarios

Introduction. Stress reaction in deadly scenarios is a systemic response of human body to the impact of extreme and acute psychotraumatic factors. The condition is associated with complete or partial loss of ability to perform tasks and can lead to the development of post-traumatic stress disorder. Therefore, new effective means and methods of stress correction in lethal force scenarios is a most urgent challenge for catastrophe medicine.The objective is to estimate the therapeutic efficacy of xenon gas mixtures in the treatment of different categories of employees exposed to occupational hazards, including acute stress.Methodology. A randomized controlled experimental study was conducted, involving 48 employees of law enforcement bodies and rescue operations professionals. Acute stress disorders were treated using a course of oxygen-xenon gas mixture inhalations (oxygen – 75 %, xenon – 25 %). Comprehensive medical and psychological examination allowed to monitor treatment efficiency.Results and discussion. Oxygen-xenon gas mixture inhalations contributed to normalization of systemic hemodynamics, improved parasympathetic activity and reduced sympathetic nervous system activity, leading to a significant reduction in the level of anxiety and improvement of psychopathological symptoms.Conclusion. The obtained findings provide extra evidence showing that xenon-based gas mixtures are a promise as a stress correction tool in patients exposed to lethal force scenarios and acute occupational hazard.

Job Satisfaction among Employees of a Higher Educational Institution

A longitudinal study was conducted to determine the level and key determinants of job satisfaction among different categories of employees of a classical university on the example of University of Tyumen. A typology of university employees has been formed depending on the nature of job satisfaction: satisfied with (1) career growth and material component, (2) the meaning of work, fairness and comfort of work, (3) working conditions and equipment of the workplace. The highest overall job satisfaction is characteristic of employees who highly appreciated their satisfaction with the content of the work performed, fairness and comfort of work. 
 Groups of factors that motivate employees to work effectively are identified: reliability and stability, career growth and social capital, managerial potential. The respondents who are most satisfied with their work are those who are motivated by career growth and building up social capital. This group is dominated by representatives of the university management and line managers. It was also found that job satisfaction is higher among those teachers and researchers who expect career changes related to territorial displacement. 
 The results of the study can be useful to managers of university personnel services when developing a set of measures aimed at increasing job satisfaction among representatives of various professional groups, which will increase the prestige of work in the academic sector, retain talented employees and reduce staff turnover.

The ratio of wages of workers and employees in the censorship industry of the Siberian Region in the second half of the 1920s.

The article examines the issues of remuneration of employees of the enterprises of the censorship industry of Siberia during the years of the NEP and the ratio of salaries of different categories of employees to workers' salaries, which allows us to identify the degree of income inequality between them, as well as to answer the question of how great was the differentiation of their financial situation, and not only in general, but also by individual industries. No less important is the question of trends in the dynamics of indicators of this differentiation in the very short period of the NEP, when approaches to state regulation of this important social process were formed. It is shown that, in general, during the period under review, the ratio of salaries of workers and employees at the enterprises of the censorship industry of the Siberian Territory was stable and at the same time differed greatly depending on the industry and the position of the employee. It is concluded that these differences were smaller than at the very beginning of the XX century. Despite the general equalizing trend in wage policy and the corresponding activity of trade unions, the economic need for the material interest of employees forced to maintain a certain level of wage inequality, and in some employees even slightly increase it.

A comparative study of HR practices between the hospitality industry and other sectors in bhiwadi

Employees in the public and private sectors who work to assist the sector's expansion are considered to be talented. The performance and value an organization can deliver are highly dependent on the knowledge, skills, and motivation of the people responsible for delivering the various services. These are probably the most important inputs to the system. Despite the large size of public sector organizations, the private sector still provides most services, currently providing 70% of services. The hospitality industry requires a multidisciplinary set of skills and knowledge and employs a wide variety of different categories of employees. It has been observed that supervisory staff, middle management, and senior executives play an important role in the provision of hospitality services. Hotel managers must be aware of the qualitative and quantitative needs of different departments and manage different aspects of personnel management in an appropriate manner. However, lower occupancy rates, higher capacity, shorter guest stays, and the erosion of a hotel's once-sacred image are all effects of a dynamic and complex hospitality environment. Last but not least, "quality of care" is the most important issue in the hospitality industry, related to inadequate guest care and guest preferences and choices. Business growth and performance concerns are inseparable from this issue.

Conditions for Pension Liability to Become Zero Under Certain Actuarial Assumptions Imposed On International Accounting Standard 19 Actuarial Model

The international accounting standards employee benefits describe the accounting requirements for employee’s short-term, post-retirement, long-term and termination benefits. It further enshrines the principle that the cost of providing employee benefits should be recognized in the period over which benefits are earned by the employee and defines how each cohort of employee benefit is estimated. The objectives of this study are: (i) to estimate the liabilities of each members of the scheme under model (ii) to establish the mathematical condition under which the funding standard liability will be zero. This study applies the funding standard models for the computations of accruing liabilities for the current and past service liability of employees. Data in respect of different categories of employees was collected from a government institution in Jos North local government of Plateau state, Nigeria. The data includes the employee’s annual salary and their respective demographic statistics. This was used to obtain the number of years of pensionable service completed and the future years of services to be completed before retirement at the age of years. The study further employs life annuity table to compute the service liability of each member of the scheme. From our results, computational evidence proves that the total service liability of the plan will be vanishingly zero when certain mathematical annuity assumptions are imposed and hence this represents the condition for which the liability of the plan to the members to be zero.

The Actuarial Conditions for the Valuation of Pension Liability to Become Zero Under Minimum Funding Standard Architecture

Pension valuation exercises for a defined benefit scheme requires an appraisal of both the schemes assets and its liabilities in different circumstances. The valuations are required to comply with regulatory standards, most notably the minimum funding standard. The objectives of this study are: (i) to compute the estimate of minimum funding standard of pension liability (ii) to establish the actuarial condition under which minimum funding standard liability will be zero. This study used minimum funding standard models for the computations of accruing liabilities for the current and past service liability of employees. Data in respects of different categories of employees were collected over 36 employees from a going concern located in Jos South local government of Plateau State in Nigeria. The data includes the employee’s annual salary and their respective demographic data which includes sex, date of birth, date of employment. This was used to determine the number of years of pensionable service completed and the future years of services to be completed before retirement at the age of 65 years. The study also used life annuity table to compute the service liability of each member of the scheme. From the model used, the result shows that the total service liability of the plan will be vanishingly zero when the newly defined annuity component approaches zero hence this represents the condition for liability of the plan to the members to be zero.

Training value, employee internal states and training transfer: examining the web of relationships

Purpose This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and training transfer. Design/methodology/approach Data is obtained from different categories of employees a few months after attending different training programs organized by their organization. Structural equation modeling is used to analyze the data. Bias-corrected and accelerated (BCa) confidence intervals are used to determine the significance of the hypothesized paths. Findings This study finds that training value relates to motivation to transfer, psychological empowerment and employee engagement. Motivation to transfer also relates to training transfer and employee engagement. Again, psychological empowerment relates to motivation to transfer, employee engagement and training transfer. Concerning the mediated relationship, psychological empowerment and motivation to transfer fully mediate the relationship between training value and training transfer. Practical implications Internal states must be the focus of human resource department (HRD) scholars in their quest to discover training transfer improvement mechanisms. HRD practitioners and organizations generally should also prioritize the enhancement of the internal states of employees to aid training transfer. Originality/value In this study, training transfer facilitating factors particularly employee internal states are explored by examining the web of relationships comprising training value, motivation to transfer, psychological empowerment, employee engagement and training transfer in a pentagonal model using a homogeneous sample with a common understanding of training transfer due to the similarities in their training as well as job conditions.

Study about Using of Polymeric Materials for Improving Hand Hygiene Quality for Healthcare Staff

AbstractThe study aims to evaluate the quality of hand hygiene for different categories of employees in the health system. An analysis of the observance of the correct hand washing steps is performed using the observation method at six hospitals in Brasov, Romania. The results are compared with those obtained using the Semmelweis Scanner device, produced by the Hand in Scan company in Budapest; this is a digital control system. Immediate, objective feedback on the quality of the completion of the hand disinfection technique is obtained. The system requires Ultra Violet ‐UV‐ light. The aspect regarding the presence of polymeric materials like varnish and the nail polish on the nails of the medical staff is followed. The sample consists of 553 volunteers. There are no statistically significant differences between the three categories of healthcare staff when the compliance to the World Health Organization recommendations regarding nail hygiene is concerned (67.24% compliance in physicians compared to 66.10% in nurses and 67.60% in auxiliary staff, respectively). Surprisingly, the presence of gel coated nails is a protection factor with statistically significant p value after objectivation with Semmelweis scanner.

ОСОБЕННОСТИ СФОРМИРОВАННОСТИ КОМПЕТЕНЦИИ «ГОТОВНОСТЬ К ИЗМЕНЕНИЯМ» У РУКОВОДИТЕЛЕЙ

Statement of the problem. The article establishes the relevance of the development of the readiness for change competence, discusses the behavioral and reflexive components of the competence, and gives recommendations for the development of the competence and its individual components in general. The purpose of the article is to discuss the characteristics of the behavioral and reflexive components of the readiness for change competence among managers. The theoretical and methodological basis of the study is the general theory of guideposts (D.N. Uznadze), the subject-activity approach (S.L. Rubinstein, B.G. Ananyev, V.A. Krutetsky, K.K. Platonov et al.), competence approach (Yu.G. Tatur, I.A. Zimnyaya, A.V. Khutorskoy et al.), integrative approach (M.I. Fayerman), competence approach in innovative changes management (T.A. Terekhova), innovative approach (L.A. Zhuravlev), psychological readiness for innovation (S.R. Yagolkovsky, O.V. Sovetova, M.I. Kiloshenko, E.V. Ivanova, V.E. Klochko, O.M. Krasnoryardtseva), and works devoted to psychological problems and mechanisms of formation of readiness for activity (M.I. Dyachenko, L.A. Kandybovich, R.D. Sanzhaeva, O.V. Makhova). One hundred and fifty employees of a group of companies in the sphere of IT/Telecom from Krasnoyarsk took part in the study. The following materials were used for diagnosis: the Californian Personality Inventory (CPI), T.V. Kornilova’s Questionnaire of Tolerance for Uncertainty, and A.V. Karpov’s Reflexivity Questionnaire. Statistical data processing included comparison of samples and analysis of the interdependence of characteristics. Research results. The characteristics of the formation of the readiness for change competence were identified in the following categories: senior-level management, mid-level management, and specialists. It was discovered that senior- and mid-level managers have an average value of reflexivity and high tolerance to uncertainty.The average level of reflexivity indicates the ability to plan and analyze one’s actions, to realize one’s attitude to the current situation, and to analyze the actions of other people; at the same time, reflexive processes can be irregular, and reflexive analysis can be carried out superficially. For the development of the reflexive component, it is necessary to pay attention to the development of skills for regular planning of current activities and plan implementation analysis, and to carry out corrective measures taking into account the changes taking place. Conclusion. The conclusion was made about the formation of the readiness for change competence in different categories of employees and the need to build a corporate training program that promotes the development of the competence.

Approaches Applied by HR Services in Assessment of Critical Thinking

The article presents the analysis of role-playing by critical thinking as a selection criterion applied by HR services aiming to assess the employees and candidates for vacant positions. The article’s authors show facts proving the growing significance of the ability to think critically as demonstrated in the business and industrial relations system and outline scientific views on the content and attributes of critical thinking. The article undertakes an analysis of different stages and forms of critical thinking applied in a professional context. A thoroughly analysed example of an IT company illustrates the differences in requirements to different categories of employees whose jobs involve various degrees of critical thinking as a soft skill. There identified is a category of workers whose critical thinking ability is crucial to the company’s success. The article gives examples of tasks that can be used during job interviews or qualifying interviews to measure the critical thinking ability of job candidates or employees. Critical thinking is studied concerning the job responsibilities of employees and the suitability of employee performance for the goals and tasks of the organisation or company for which employees work.

The dynamics of differentiation of wages among the employees of oil and gas industry during the1950s – 1980s (on the example of the “Tatneft”)

The question of the evolution of industrial motivation is a relatively new area of modern research in economic history. Active research on this topic in Russia began in the 1990s, relying mostly on the sources that characterize social aspects of industrial development of the Russian Empire and Soviet Russia of the 1920s – 1930s. The evolution of industrial motivation at the Soviet enterprises did not receive due attention. This article examines one of the key factors of industrial motivation –differentiation of wages based on the archival and published materials of the large oil and gas company “Tatneft”. The subject of this research is the dynamics of wages among various categories of Tatneft employees over the period from 1950s to 1980s. Research methodology leans on the principles of systematicity and historicism, as well as historical-comparative method and statistical analysis. The novelty lies acquisition of new knowledge on one of the crucial factors of incentivization and motivation of employees, as well as in introduction of new archival sources into the scientific discourse. The author concludes on the tendency towards equalize "net" salaries of different categories of employees of the company; however, the analysis of the dynamics of total wages of Tatneft employees taking into account bonuses, indicates a noticeable discrepancy.

Characteristics of methods of evaluation of personnel of forensic expert institutions.

The article states that to determine the ability of a specialist to perform official duties and his professionalism, evaluation of employees is used, which allows to identify their professional abilities, highlights personal qualities and prospects, which is especially important for forensic activities. It is emphasized that depending on the purpose and objectives of evaluation in some institutions use different types of evaluation of employees, which are classified on many grounds. The article presents the classification of evaluation methods on such grounds as: features of the subject and the evaluation process itself; by its content; by regularity; depending on the evaluation period; depending on the evaluation criteria; by systematic evaluation; by the subject of evaluation; according to the professional and functional structure of the evaluated. It is stated that the structure of comprehensive evaluation of employees of forensic institutions can be presented in the form of a model that covers three groups of characteristics: the employee in terms of his business and personal qualities; labor (business) behavior; performance of work, its results and outlines the components of each of them. It is established that the method of comprehensive assessment can be used to assess all categories of employees: workers, specialists and managers. However, it is noted that the evaluation of the work of different categories of employees of the forensic institution has its own specific tasks, indicators, methods of identifying and measuring the results of work. It is noted that these problems can be solved using evaluation methods: direct – they are used to evaluate the direct results of the work of specialists and managers, or the results of the work of their subordinate team; indirect – when it is not the result of the activity that is evaluated, but the course of performance of tasks by employees, their realization of their functional responsibilities.

Transformation of the Personnel Policy of Russian Universities Participating in Project 5-100: The Case of National Research Nuclear University Mephi

The article examines the development of personnel policy and human resource management (HRM) in Russian universities under the influence of the Project 5-100. Globalization has intensified the processes of universities corporatization and the spread of effective management practices. National academic excellence programs have contributed to strengthening the performance-based governance in universities all over the world. These factors had deeply influenced the transformation of HRM practices at universities. Russian studies in this field are shown as fragmented, focusing on narrow aspects, and not forming a holistic picture of the HRM system transformation in Russian universities. This work aims to describe a holistic case of personnel policy and HRM system development in one of the leading Russian universities – the National Research Nuclear University “MEPhI” (Moscow Engineering Physics Institute).The research applied the method of semi-formalized interviews and covered 25 employees of MEPhI. Four interview guides were developed for different categories of employees (top management, middle management, academics, teachers), including more than 25 questions, focusing on employees’ perception of different components of the HRM system at the university. The study showed that the HRM system at MEPhI was significantly transformed under the influence of the Project 5-100: the personnel policy was formalized in high-level strategic documents; the processes of recruitment and selection of foreign employees have been rebuilt; the considerable increase in the number of foreign employees was reached; global partners began to play an important role; a comfortable environment for the implementation of initiatives was created and opportunities for professional development were provided. A significant part of these changes is connected, directly or indirectly, with the university’s participation in the Project 5-100. In general, this points to its positive impact on personnel policy and the HRM system at the university. The results obtained can be used as a basis for formulating recommendations for improving the personnel policy and HRM system in Russian universities as an important component of the management system as a whole.

دور التعلم التنظیمی کمتغیر وسیط فی العلاقة بین إدارة المواهب ورأس المال الفکری (دراسة تطبیقیة على مصلحة الضرائب العقاریة بجمهوریة مصر العربیة)

يتمثل الهدف العام للبحث في التعرف على دور التعلم التنظيمي کمتغير وسيط في العلاقة بين إدارة المواهب ورأس المال الفکري في مصلحة الضرائب العقارية محل الدراسة, وتمثل مجتمع البحث من جميع العاملين في المستويات الإدارية المختلفة في مصلحة الضرائب العقارية, ونظرا للقيود الخاصة بالوقت والتکلفة, فقد اعتمد الباحث على أسلوب العينات, واعتمد الباحث على الأساليب الإحصائية وثيقة الصلة بالفرضيات, حيث تم استخدام کل من تحليل التباين وصاحبة اختبار توکي (Tukey) لبيان مصدر الاختلافات, واستخدام تحليل المسار آموس (AMOS) ويصاحبه کل من معامل التحديد, اختبار ت, اختبار ف, (G. F. I), (A.G. F. I), (RMSEA). ولقد توصل البحث إلى وجود اختلاف بين الفئات المختلفة من آراء العاملين في مصلحة الضرائب العقارية وذلک من حيث إدارة المواهب, والتعلم التنظيمي, ورأس المال الفکري, کما أشارت نتائج الدراسة إلى وجود علاقة ذات دلالة إحصائية بين إدارة المواهب, والتعلم التنظيمي, ورأس المال الفکري. ولقد توصل الباحث بضرورة الاهتمام بإدارة المواهب نظرا لما لها من تأثير معنوي على التعلم التنظيمي من ناحية, ورأس المال الفکري من ناحية أخرى, وأن نموذج تحليل المسار (آموس) يتسم بالجودة والصلاحية التامة, بما يشير إلى رفض الفرضيات السبع للبحث بصورة إجمالية. Abstract: The overall objective of the research is studying the role of The Role Of Organization Learning As a mediator in the Relationship between Talent Management and Intellectual capital: an Applied Study On Real Estate Tax Authority in Arab Republic of Egypt. the research community includes all the different categories of employees at Real Estate Tax Authority in Arab Republic of Egypt. Due to the limitations of time and cost, the method of sampling is used to collect the necessary data, employing appropriate statistical methods to analyze data and test hypotheses. Both the analysis of variance One- Way ANOVA was used. Accompanied by the (Tukey) test to indicate the source of the differences. And the use (AMOS0 analysis. Accompanied by the coefficient of. T test. F test. And (G.F.I), (A. G. F. I), RMSEA. . Finding refer to differences among employees opinions in terms of Talent Management, and Organization Learning, and Intellectual capital, Results indicated the presence of a statistically significant relationship among the research variables of Talent Management, and Organization Learning, and Intellectual capital, at Real Estate Tax Authority in Arab Republic of Egypt. The Research find out the need for attention and Talent Management on hand, as it has a significant effect of the Organization Learning on the one hand, and the Intellectual capital on the other hand. The path analysis model (AMOS)of high quality and completeness. indicating the refuse the seven hypotheses for research. .

Incidence of tozinameran adverse events among the employees of National Cancer Institute.

e18724 Background: Active immunization seems to be the most effective protection against COVID-19. The objective of this prospective study was to explore the side effects of mRNA vaccine Tozinameran and possible differences in their incidence between different categories of employees at the National Cancer Institute in Bratislava, Slovakia (NCI). Methods: Four hundred and thirteen subjects (89 men) were enrolled into this ongoing prospective study in January, 2021. Median age was 47 years (range 19-79 years). Majority were healthcare professionals (N=306), including nurses (N=125), medical-technical workers (N=89), and physicians (N=42). Presence of side effects was entered by the physicians into electronic data files and their accuracy validated for each subject by an independent investigator. Number of adverse events in the subgroups were compared with log-rank test. Results: At median follow up of 4 weeks, injection site pain (63.0%), pain in the extremity (45.5%), and fatigue (28,6%) belonged among the most common adverse events of Tozinameran. Median number of side effects was 2 (range 0-13). Adverse event incidence was significantly higher in females compare to males (median number 2 vs. 1, P < 0.00001). In a subgroup of healthcare professionals, we found a significantly higher incidence of side effects compared to non-healthcare workers (median number 2 vs. 1, P = 0.00017). Conclusions: In this study, incidence of Tozinameran adverse events was significantly higher in females vs. males and healthcare professionals vs. non-healthcare workers. All side effects were mild and no new safety signals were recognized during follow-up. Key Words: Tozinameran, Active Immunization. COVID-19. Healthcare Professionals. Adverse Events. This study was supported by National Cancer Institute in Bratislava (SK) and OncoReSearch (SK).

Job Stress of IT Employees in Tamilnadu – An Empirical Study

Stress is a part of our work. Beyond the threshold level, stress causes adverse effect on the physical and mental wellbeing of the workers, whatever may be the work done, proves the research studies. Information Technology (IT) industry employees’ jobs, though financially is attractive when compared with other industries, the experienced level of stress is significant greater. In the context of changing policies, globalization, liberalization, competition, downsizing, and arrival of brand-new innovation and technologies work becomes stressful naturally. The present study aims at addressing the problems of IT employees related to job stress. The present study attempted to throw light on the various problems of job stress among IT employees in Chennai city at Tamilnadu State. The tool “Job Stress Scale” was used to measure the stress in terms of ten categories of stressors: Role overload, Role ambiguity, Role conflict, Unreasonable group and political pressure, Responsibility for persons, Under participation, Powerlessness, Poor peer relations, Low status, and Strenuous working conditions. The 103 employees were drawn as a sample from five leading IT companies, occupying various positions. The data were obtained and analysed using correlational, Chi-Square, ‘t’ test, ANOVA and Factor Analysis. The results revealed that role conflict arose because of poor peer-relations. There was significant relationship between marital status of employees and job stress. There was association between role overload and responsibility for persons. Significant difference was found between married and unmarried employees with regard to job stress. No difference was found between different categories of employees. This study throws light on the problems related to job stress among IT employees that would be helpful in managing stress, evolving new policies and act as source for further research.

Posebna zaštita zaposlenih s porodičnim dužnostima od otkaza ugovora o radu

Loss of employment is one of the most stressful life events for everyone, especially for those with families. An employed mother - and increasingly a father - have family responsibilities towards their children, and these duties are often taken on, due to the decomposition of the family unit, by so-called single parents. Family responsibilities towards children are not, however, the only ones: one important segment of the responsibilities of the working-age population is the care for elderly and/or sick relatives and/or spouses. In this paper, it will be demonstrated that employees with family responsibilities are not a unique legal category. Family responsibilities must not, as such, constitute a valid reason for the termination of employment. The research below, therefore, seeks to present special protections against the termination of employment contracts of different categories of employees with obligations toward children, and to check whether and in what way such protections are provided to employees with obligations to other family members, since special protections against the termination of the employment contracts is explicitly guaranteed in Serbian law to the employees only during pregnancy and absence from work due to special/child care. In this regard, international standards relevant to the subject of the research are considered, as well as certain foreign systems that differently take into account the family situation of employees, using primarily the normative, comparative law method.