This study investigates factors influencing economic literacy among university students in Russia, addressing a significant gap in the existing literature. Economic literacy is widely recognized as a universal competency essential for navigating rapidly changing economic environments. Using a psychometrically robust Test of Economic Literacy (TEL) and a supplementary survey, the research employed Hierarchical Linear Modeling (HLM) to analyze data from 1,115 students nested within 56 academic groups across five Russian universities, accounting for both individual- and group-level influences. Key results identified academic specialization (both at high school and university levels) and individual interest in economics as the strongest positive predictors of economic literacy. Notably, receiving pocket money irregularly (vs. regularly) significantly enhanced economic literacy, suggesting adaptability benefits. Conversely, students enrolled in non-economic fields (e.g., humanities, social sciences, technical sciences, pedagogy, service/tourism) demonstrated lower levels of economic literacy compared to economics majors. Socio-demographic factors such as gender and age showed no significant effects. These findings highlight the importance of both formal academic pathways and informal experiential learning, offering insights for educators and policymakers seeking to enhance economic literacy in Russia’s evolving economic landscape.

ABSTRACT Although there is broad public support for gender equality in both paid work and childcare, family responsibilities continue to be divided largely along traditional gender lines. This study examined how family work is divided within equal-sharing couples, in comparison to couples adhering to semi-traditional gender roles. Specifically, it explored whether traditional gender segregation persists and identified aspects of parenting that are most resistant to change. A sample of 154 parents with children from birth to 4 years old completed extensive questionnaires. Overall results indicated that mothers in semi-traditional arrangements performed significantly more housework and childcare than mothers in equal-sharing couples, while equal-sharing fathers did significantly more housework and childcare than their semi-traditional counterparts. Comparable levels of engagement in housework and childcare among equal-sharing parents highlight how couples are actively ‘undoing gender’. The findings also indicate that responsibility for childcare remains one of the most resistant aspects to change, even when family roles are distributed equally. These results contribute to the literature by extending empirical understanding of how gender norms are challenged and maintained within families that defy traditional roles. They underscore the importance of investigating socio-psychological characteristics that may support or hinder progress toward more equitable divisions of family work.

There are still many MSME actors who face obstacles in managing administration and financial management which have an impact on difficulties in obtaining access to capital and also in managing financial management. Community service is carried out to 1) To raise awareness and put the responsibilities of MSME actors/entrepreneurs regarding the importance of managing finances properly so that it will be easier to evaluate the development of their business, (2) To equip the abilities and skills of UMKM Puspa Pinunjul actors, (3) so that they can use and implementing a simple financial management system that is easily implemented in groups so that it can improve the financial performance of business units, (4) To increase the Participant's ability to make budget plans so that they can maintain the business and can develop the business in accordance with the plan according to the purpose of establishing a business. Community service activities are carried out at the UMKM Puspa Pinunjul in Klumutan Village, Saradan District, Madiun Regency. The implementation method goes through 4 stages which include Coordination and division of team work, shared perceptions with partners, implementation of workshops and Evaluation. Participants consisted of 17 namely the chairman and members who were members of UMKM Puspa Pinunjul. The results obtained from community service are an increase in understanding related to financial management and a positive response to the usefulness of implementing activities.

This research is based on a problem that occurred in the North Nias Regency KPU, namely the implementation of human resource management which is still not good, such as resistance to change, the need for continuous training and adjustment to new work systems, high work pressure on some employees due to inappropriate employee placement and division of work and work systems that involve applications make it difficult for employees to follow, resulting in a lack of employee work effectiveness. This study uses qualitative methods to determine the implementation of human resource management, obstacles, and strategies to improve employee work effectiveness. Based on the results of interviews with all predetermined informants using a list of questions prepared by the North Nias Regency KPU, it can be concluded that the implementation of human resources has not been fully implemented to improve work effectiveness even though it has been planned and systematic. This is caused by limited facilities and infrastructure such as slow internet access and other technological devices directly related to work and budget limitations resulting from budget efficiency from the Central Government. Strategies that can be implemented to improve the effectiveness of employee performance through the implementation of human resource management in the digital era at the North Nias Regency General Election Commission include preparing thorough and scheduled plans, implementing risk mitigation, implementing the formation of teams that can work together for efficient completion of a task, carrying out evaluations for improvements so that obstacles that have occurred do not recur and involving employees in planning and decision making. The results of this study recommend improving facilities and infrastructure, as well as appropriate work planning and placement, to reduce work stress and enable employees to adapt quickly to the work environment.

ABSTRACT Despite a steep rise in female labour force participation since the 1980s, men’s participation in unpaid work in urban Colombia has been slow to change. The article examines everyday negotiations around resilient gender norms shaping the household division of unpaid work, showing that these are deep-rooted but not fixed. Mixed-methods evidence from Medellín highlights practices of coping, resistance, and contestation by household members as they adapt to rapid urbanisation, violence, economic liberalisation, and the Covid pandemic. These three tactics contribute to conflicting patterns of change: while the first two occur within normative boundaries, the last actively pushes boundaries in socially legible ways, reclaiming old values to legitimise new practices. These intimate expressions of power at the urban margins drive gradual yet incomplete change. By demonstrating how evolving socio-economic conditions create room for intimate activism, the article calls for development approaches that better attend to interactions between structural forces and ongoing normative change.

The rapid expansion of work-from-home (WFH) arrangements during and after the COVID-19 pandemic has profoundly reshaped the relationship between paid employment and domestic labour. This paper offers a sociological analysis of how WFH culture is transforming domestic labour dynamics, with attention to gender, class, and household power relations. Studies across multiple countries indicate that while remote work can reduce commuting time and increase temporal flexibility, it has not automatically led to a more equal division of unpaid domestic and care work; in many contexts it has intensified women’s responsibilities in the home and reinforced traditional gender norms. At the same time, emerging evidence shows some men increasing their contribution to childcare and housework under WFH conditions, particularly when organisational cultures and policy supports encourage shared caregiving. Drawing on international literature and India-focused studies, the paper argues that WFH has intensified the visibility and centrality of domestic labour, but its redistributive potential remains constrained by persistent gender norms, occupational hierarchies, and the unequal valuation of unpaid work. The conclusion calls for gender-sensitive remote-work policies, public investment in care infrastructures, and explicit recognition of unpaid domestic labour in labour and social protection debates

According to German sociologist Max Weber, bureaucracy represents an ideal type of organization, the efficiency of which is based on hierarchy, a clear division of work and tasks, and written rules and procedures that enable easier decision-making. However, within the bureaucratic machinery, there were also individuals who did not necessarily follow the rules and procedures and therefore had to face the consequences of violating work ethics. This research paper aims to show how the Austro-Hungarian bureaucratic structures in Bosnia and Herzegovina, in the period after the occupation of the country in 1878 until the end of World War I, developed strategies to deal with various transgressions of civil servants, that is, those who themselves were part of the bureaucratic structures, in order to maintain the efficiency of the administration and build a special public image of the impeccability of the Habsburg administration. Furthermore, the research reveals the nature of the offenses for which the civil servants and attendants were disciplined, the motives for such offences, the attitude of the highest administrative bodies (the Provincial Government in Sarajevo and the Joint Ministry of Finance in Vienna) towards the “stumbled” clerks and the form of their punishment. This research is based on archival material created by the Provincial Disciplinary Commission and the Provincial Disciplinary Council, which is kept in the Archives of Bosnia and Herzegovina within the funds of the Provincial Government of Sarajevo, and which has not been previously used in Bosnian and foreign historiography that deals with questions from the history of Bosnia and Herzegovina in the Austro-Hungarian period. After the idea of forming a single disciplinary commission for all officials at the State Government in Sarajevo failed in 1882, and after only internal disciplinary rules and regulations were used in practice from 1897, and almost thirty years after the occupation, the Law on Disciplinary Treatment of Officials and Servers was finally passed in 1907. This Law established disciplinary bodies in Bosnia and Herzegovina that primarily dealt with offenses by administrative staff. The first level includes commissions at the districts, then the Provincial Disciplinary Commission at the Provincial Government in Sarajevo and, finally, the Provincial Disciplinary Council. The Joint Ministry of Finance was the disciplinary body for its officials. Owing to the work of these bodies, which were active in the period from 1908 to 1918, it is possible to present another side of the Habsburg bureaucracy in Bosnia, one previously almost unknown to the public. The author uses the so-called Weber's ideal type of the bureaucratic apparatus as an analytical framework and starting point for the analysis of the Austro-Hungarian administrative body in Bosnia and Herzegovina through the prism of clerical violations of official duty and official offenses in order to determine to what extent the Bosnian bureaucracy deviated from Weber's ideal type and to point out the problems that the clerical apparatus dealt with in practice and everyday life.

ABSTRACT During the last few decades, caregiving by fathers has experienced an upsurge in scholarly attention. Although the Netherlands has taken policy measures to enhance work-care equality, a more equal division of work and caregiving is not evident in practice. To better understand the discrepancy between work-care attitudes and work-care behaviour, this paper focuses on the question of who adult sons see as ‘role models’ in their work-care attitudes and behaviour. Fathers and their adult sons (N = 32) were paired depth interviewed about how their work-care attitudes and behaviour are passed down through the generations and how they are influenced by their environment. Three main themes emerged from our data: role modelling as indeterminate; role modelling as dispersed; and the importance of evolved and changing contexts. Fathers draw from a ‘palette’ of dispersed role models to construct their work-care behaviour in accordance with what is (or was) feasible for them and their environment at a given moment in time. In addition, our findings contribute to methodological knowledge of the strengths and limitations of paired depth interviewing as a qualitative research method.

Abstract Telecommuting is often portrayed as a work-life balance measure. Though, in theory, telecommuting can provide workers with more time for leisure and family, due to the boundary blurring between work and life spheres, it can exacerbate gender inequalities by pushing women to carry out more domestic work while increasing men’s time in paid work. Empirically, the evidence is mixed. We extend the debate by exploring how individuals’ gender role attitudes (GRA) moderate the relationship between telecommuting and the division of domestic work. We apply hybrid models to the German Family Panel data. The data covers the timespan from 2008 to 2021, which includes the unique COVID-19 pandemic. Results show that GRA matter. When getting access to telecommuting, egalitarian men increased their contribution to childcare, while traditional men did not. Similarly, telecommuting traditional women increased their childcare contribution. The pattern remained the same during the expansion of telecommuting due to the COVID-19 pandemic: only telecommuting traditional women and telecommuting egalitarian men increased their childcare contribution. The results of this study suggest that telecommuting has the potential to serve as a ‘great equaliser’. However, achieving this requires actively promoting more egalitarian views on gender roles.

This article reflects on shared micro-mobility, which can be definedas a contribution to sustainable urban mobility as well as a threat to leadersand residents of the city. By the example of Olomouc in the Czech Republic, weillustrate how the division of transportation work is affected by the legislativeframework, the size of the city and the interests of different social actors. Asthe case study results suggest, city government officials cooperate with privateproviders of shared micro-mobility services to increase their modal share.However, this cooperation is only partially effective due to the absence of a lawregulating shared micro-mobility services on the one hand and the size of thecity on the other. Concerned that the use of shared bikes and e-scooters couldnegatively impact public transport, city officials are sceptical about promotingshared micro-mobility services. That results in the underutilisation of thefinancial support for sustainable urban mobility.

Abstract This article explores potentials for good housing and good care in the current times of transformation. It identifies two imaginaries of habitation that offer different perspectives on good care and good housing and describes periods of historically changing, diverse and often contradictory developments as part of the dialectics of ‘improvement’ and ‘habitation’. It draws on cultural political economy to explore imaginaries as ‘mental maps’, which are intertwined with politico-economic dynamics; on Karl Polanyi to describe historical dynamics of improvement and habitation; and on feminist Marxism to analyse capitalism as an institutionalised social order. It analyses contemporary struggles for good care and good housing, exposing the currently dominant, allegedly protective countermovement. This reactionary movement is legitimised by a privacy-focused imaginary of habitation enabled through the market, the family and the nation while radicalising a project of neoliberal improvement. The resulting privatised and monetised provision of care and housing is attractive to transnational corporations, international financial institutions and propertied classes but leads to an uneven and deficient provision of care and housing for those lacking financial resources and perpetuates the gendered division of unpaid care work. The analysis opens up the space for advancing a relational imaginary of inclusive, sustainable and caring habitation for humans as social and bodily beings instead. Proceeding from this imaginary, an alternative strategy of place-based collective provisioning that strengthens the foundational economy and respects planetary boundaries can become feasible.

This study aims to determine the effect of Work Division (X1), Work Discipline (X2), and Workload (X3) variables on Employee Performance (Y) at PR Gudang Rasa Srikaton Ringinrejo Kediri. The type of research employed is quantitative with an associative approach. Data collection techniques involved primary data obtained through questionnaires and secondary data derived from company documents. The sampling technique used was a saturated sample, in which the entire population was taken as respondents, resulting in 50 employees as the research sample. The data analysis techniques applied included Validity and Reliability Tests to ensure the quality of the instrument, Classical Assumption Tests to test the feasibility of the model, and Multiple Linear Regression Analysis as the primary method to measure the influence between variables. Furthermore, hypothesis testing was conducted through the t-test, F-test, and the Coefficient of Determination (R²). The partial test results (t-test) show that the work division variable has a positive and significant effect on employee performance with a t-value of 3.611 and a significance of 0.001. The work discipline variable also has a significant effect with a t-value of 2.719 and a significance of 0.009. Meanwhile, workload has a significant effect with a t-value of 2.349 and a significance of 0.023. Simultaneously, the F-test indicates that the three independent variables significantly affect employee performance, with an F-value of 26.652 and a significance of 0.000. The R Square value of 0.635 indicates that 63.5% of the variation in employee performance can be explained by work division, work discipline, and workload, while the remaining percentage is influenced by other factors. Thus, this study concludes that work division, workload, and work discipline, both partially and simultaneously, play an important role in improving employee performance at PR Gudang Rasa Srikaton Ringinrejo Kediri.

ABSTRACTThe green transition is fundamentally transforming contemporary economies and societies. This article investigates how European models of capitalism perform and specialize across the green value chain—conceptualized as innovation, manufacturing, services, and deployment—and how national skill formation systems underpin these specializations. Integrating insights from comparative capitalism literatures with descriptive statistics and principal component analysis (PCA), we develop and test expectations about growth regime‐specific patterns of green specialization and skill profiles. Our findings reveal marked cross‐national variation between green leaders and laggards: Nordic economies characterized by dynamic services and continental manufacturing‐based models are frontrunners in the green transition, while Eastern Europe's FDI‐led regimes and Southern Europe's demand‐led regimes emerge as laggards. Furthermore, PCA results uncover two distinct decarbonization pathways among European green leaders: one group of countries (Austria, Finland, Germany) specializes in green manufacturing, supported by high shares of STEM graduates; another (Denmark, Switzerland, and to a lesser extent Norway and Sweden) focuses on green innovation and dynamic services, sustained by a strong supply of STEM doctorates. This article contributes to political economy debates on the green transition by identifying distinct green specializations and decarbonization pathways across European models of capitalism and by underscoring the growing centrality of high‐level STEM skills in the green transition.

This study aims to simultaneously analyze the influence of person-job fit and transformational leadership on employee performance, as well as examine how power distance acts as a moderating variable in this relationship. A quantitative approach with a causal method was used to test the cause-and-effect relationships between variables. The population of this research includes all 200 employees of Bakpia Pathok 25 Pathok Jaya, with a sample of 134 respondents selected through stratified sampling based on work divisions. Data were collected using a questionnaire, and data analysis techniques included descriptive statistics, classical assumption tests (normality, multicollinearity, and heteroscedasticity tests), and hypothesis testing using T-test, F-test, and coefficient of determination (R²) analysis. The results showed that person-job fit had a negative effect on performance, indicating that lower compatibility between individuals and their jobs leads to decreased employee performance. On the other hand, transformational leadership had a positive effect on performance, showing that a strong transformational leadership style can enhance employee performance. However, power distance as a moderating variable did not strengthen the effect of either person-job fit or transformational leadership on performance. Thus, although power distance plays a role in organizational dynamics, it does not serve as a decisive factor in reinforcing the relationship between leadership or job fit and employee performance. These findings have important implications for human resource management in creating an effective and adaptive work environment.

This study explores the integration of work culture, digital leadership, and classical management principles in supporting bureaucratic transformation in the land sector. Using a qualitative case study design, data were collected through interviews, observations, and documentation at the Regional Office of the National Land Agency (BPN) in East Java Province. Thematic analysis revealed three major findings: (1) a collaborative and value-driven work culture enhances internal trust and performance, (2) digital leadership characterized by adaptability and participatory communication fosters transparency and innovation, and (3) classical management principles such as division of work and discipline remain relevant when applied contextually in a digital setting. These findings suggest that bureaucratic reform must go beyond technological change, requiring a shift in leadership style and organizational culture. The study offers both conceptual and practical contributions for advancing digital-era public service reform in developing countries.

This study investigates the influence of work division and job training on employee performance, with job satisfaction as a mediating variable, focusing on the Marketing Division of PT. Asuransi Simas Jiwa Jakarta. The research is motivated by inconsistent sales performance in the division, which is suspected to be linked to unclear task allocation and irregular training programs. Employing a quantitative approach, the study surveyed all 35 employees using a saturated sampling technique. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) through SmartPLS software. The findings reveal that job training has a significant and positive effect on job satisfaction (t = 9.556; p < 0.001), indicating the importance of well-structured training programs in enhancing employees’ confidence and adaptability. However, work division shows a positive but insignificant relationship with job satisfaction (t = 0.812; p = 0.417). Surprisingly, job satisfaction does not significantly influence employee performance (t = 1.638; p = 0.101), nor does it mediate the effects of work division and training on performance. Furthermore, neither work division nor training has a significant direct effect on performance. These findings suggest that improving employee performance requires more than just job structuring and training it demands a comprehensive human resource strategy, including performance incentives and active employee involvement in job design. Limitations of this study include a small sample size and focus on a single organization, which may restrict broader generalization.

ABSTRACT Job Safety Analysis (JSA) aims to improve workplace safety by identifying potential hazards in a job or process. Through this analysis, each stage of the job can be evaluated for risk so that appropriate precautions can be taken to prevent accidents or incidents from occurring. The purpose of this study is to analyze a series of iron fabrication activities to find sources of danger and how to control these hazards. This research is qualitative research. The research data used are primary data and secondary data. The data collection methods are interviews, documents, and observations, direct observation of the iron fabrication work division of the Medan Merdeka Field Revitalization project. Data processing was conducted by this research using Job Safety Analysis (JSA). The results of the study found that the hazard that often arises in iron fabrication work is pinched. This is because the stages of work, starting from iron slicing, transporting iron to the machine, and operating the machine, have the potential for pinched hazards that can be experienced by workers, such as limbs that can be pinched by iron, limbs that can be pinched by bar cutting machines, and fingers that can be pinched by bar bending machines. There are hazards that iron fabrication workers must be aware of, namely physical, mechanical, electrical, and ergonomic hazards. Keywords: Iron Fabrication, JSA, Pinch, Work Accident

Previous researches on Mosque management in the southwestern Nigeria (Akanni, 2013; Oloyede, 2014; Jawondo, 2015 and Badmus, 2018) focused mainly on community mosques. Though there are a few of them that focused on mosques in government institutions within the region but none specifically centered on mosque management in police formations in the lens of Henri Fayol Management Principles. This is the gap this current work has come to fill. This was with a view to evaluating the level of compatibility of mosque management in the police formations southwestern Nigeria with Henri Fayol 14 Principles of Management. The historical method was adopted in which oral interview and Library materials were utilized. Findings reveal that mosque management in the police formations southwestern Nigeria commenced in the year 1958, with the building of the first mosque within the sector at Obalende Barracks, Lagos. Also, Mosque management in the Sector was in line with most of the 14 Management Principles propounded by Henri Fayol such as: division of works, remuneration, centralization, order, equity, e.t.c. The paper concludes that the authority should recruit more personnel (imams) and there should be regular trainings for imams on mosque management which should be anchored by certified mosque managers. It then suggests that Police authority should help in funding the mosques within the sector adequately and the imams should explore maximally Islamic institutions such as: Sadaqāh, zakāt and wagf as alternative to funding the police formations mosques in the southwestern Nigeria.

This study critically examined the gendered division of household care work in low-income households in Tanzania, exploring the relationship between cultural norms, economic realities, and gender roles. The study utilised a narrative literature review to synthesise existing research from 2000 to 2024 on the socio-economic and cultural factors contributing to gender inequalities in household care dynamics. Findings indicate that women spend an average of 4.4 hours of unpaid care work daily, compared to 1.4 hours for men, limiting their participation in paid employment and reinforcing economic dependency. Although urban areas exhibit a gradual shift toward shared caregiving, traditional gender norms remain deeply entrenched, particularly in rural areas. Despite the existence of frameworks such as Tanzania's Vision 2025, weak enforcement and cultural resistance hinder progress. The study concludes that addressing gendered household care dynamics is essential for advancing gender equality, enhancing household well-being, and fostering sustainable social development in Tanzania. The study calls for gender-sensitive social protection programs, recognition of unpaid work in labour policies and increased male engagement in caregiving responsibilities

How do organisational leaders attend to gender in discussions of men’s flexible work and what are the implications for men’s flexible work? Twelve organisational leaders were interviewed to understand organisational factors that may affect men’s access to and use of flexible work. Workplace gender inequality is related to uneven gendered divisions of work and care. Flexible work has the potential to allow for more equal sharing of care, but it is underused by men. Participants displayed an unexpected pattern during interviews – they avoided talking about men. Inductive qualitative analysis was undertaken, using thematic discourse analysis. Two broad themes were developed from the data, with participants avoiding talking about men, or discussing men and women with regard to traditional gender roles. The themes were found to conform to the theory of gender-blind sexism. Furthermore, we propose an extension of the theory due to a novel finding of gender being maximised. Gender-blind sexism contributes to current understandings of gender inequality, particularly in situations purporting to be gender-neutral, such as modern organisations. We suggest that leaders consider adopting gender sensitive language in order to acknowledge gender, address gender inequality, and facilitate men’s flexible work. JEL Classification: J16, J22