Employees Of Industrial Enterprises Research Articles

Assessment of professional ability to work in occupational diseases of the peripheral nervous system

According to Rosstat forecasts for the period up to 2026, in the next 15–20 years, the population will decrease due to a decrease in the number of people of working age due to a low birth rate, a high death rate of the working-age population, an increase in morbidity and disability. One of the most common diseases among employees is the peripheral nervous system, which is detected in 32.3–58.0% of the surveyed employees of industrial enterprises. They make up 55.7–66.0% of the total occupational morbidity.The purpose of the study is to assess the degree of professional disability in occupational diseases of the peripheral nervous system. The analysis of occupational diseases of the peripheral nervous system for the years 2015–2017, its structure on the materials of the Occupational Medicine Centre of the Republic and the results of their primary medical and social examination (MSE) according to the acts of examination the national Bureau of MSE to assess the occupational disability in occupational diseases of the peripheral nervous system.It was found that in 2015–2017, the average level of occupational morbidity due to diseases of the peripheral nervous system was 0.54 per 10 thousand working population of the Republic. The most frequent are sciatica of the lumbosacral level–0.29 o / o, which occupy more than half (53.4%) of the total occupational morbidity due to diseases of the peripheral nervous system. Occupational diseases of the peripheral nervous system were detected in the machine-building, metallurgical, mining, agricultural, oil-producing and construction sectors of the economy. Almost all (93.9 per cent) who applied to Bureau of MSE was installed, the percentage of occupational disability for a period of one year. The vast majority (73.2%) of those who applied to the MSE office found 30% loss of professional ability to work. In the year of establishment of an occupational disease, 65.0% of professional patients are referred to the Bureau of medical and social expertise (MSE). They continue to work at their previous workplace and are exposed to the same harmful and dangerous working conditions.Effective prevention of occupational diseases and labor losses from them requires building an integrated system that combines primary, secondary and tertiary measures (rehabilitation by individual program) of prevention with the development of clear measures of responsibility for all those interested in a healthy employee.

DIRECTIONS FOR IMPROVING OF THE LABOR MOTIVATIONAL SYSTEM THROUGHT ANALYSIS OF WORKERS’ MOTIVES AND NEEDS AT THE NATIONAL ENTERPRISES

Object of research: the article presents the results of a study conducted by the authors by interviewing employees of industrial enterprises on such important issues as satisfaction with the level of work organization, work performed, motives of job attractiveness, equipment of workplaces, job satisfaction and wages, work motives and the relationship of wages with the final results of work. Solved problem: increasing the level of work motivation by creating motives for attractiveness, job satisfaction and wages of workers at industrial enterprises of Ukraine. Main scientific results: a close connection between value orientations and motives of human activity is proved. The need to improve the system of labor motivation at enterprises, increase employee satisfaction with their work by optimizing the level of wages, creating optimal working conditions, sufficient equipment of workplaces. The existing organization of work does not fully correspond to the manifestation of the abilities of employees and work with full efficiency, only with rare exceptions, most respondents said they were satisfied with the work performed. Scope of practical use of research results: research results can be used for increase of level of motivation of work of workers, perfection of the organization of work, creation of motives of attractiveness, increase of satisfaction with the work and wages of workers at the industrial enterprises of Ukraine. All measures to improve the organization of labor should be primarily aimed at increasing social and creative activity, independence in work. In a market economy, it is not enough just to follow their job descriptions, without initiative and independence. Therefore, the requirements for employees and their qualities are growing.

The Most Important Motivational Factors for Employees in Industrial Enterprises Regarding the Differences Between Various Generational Groups

Abstract The paper presents results of the research focused on the coexistence of different generations of employees. Described in the paper is the importance of selected motivational factors and motivational needs fulfilment with respect to different generational groups of employees. The research was carried out at the University based on the data collection from business practice of industrial enterprises. The analysed data were collected in 2018, the total sample consisted of 534 respondents. The respondents were exclusively employees of industrial enterprises. Based on the processing, analysis and evaluation of the collected data, it is possible to draw some recommendations for the management of industrial enterprises, which has to continually face the question of how to approach staff management effectively. The research results are based on examination of different preferences of the employees from various generations, and they point at the need of taking into account the requirements and needs of employees, differentiated according to their age. Respecting these requirements will make possible for managers to take into account the specificities of employees of different ages, and to indicate the ways of effectively managing the age-diversified workforce.

Modeling of the Process of Personnel Motivation for Innovation Activity

The peculiarities of motivation formation of employees of industrial enterprises to innovation activity have been investigated. The approach to assessing employees’ motivation to innovation activity with the use of the Harrington function has been offered. The concept of motivational acceleration of innovations and motivational inertia of innovations has been proposed. Motivational acceleration refers to the period of time in years during which the investment process which is carried out by motivated employees will soon go into the profitability zone compared to the process implemented by non-motivated employees. Motivational inertia of innovation is defined as an additional period of profit-making from the innovation process as compared to the process carried out by non-motivated employees

Immunological features and prognosis in modern forms of occupational lung diseases

Introduction . At present, despite scientific and technical progress and the introduction of modern safe technologies in production related to dust formation and dust emission, an increased risk of developing dust pathology of the lungs is noted in the machine-building and mining industries. Chronic lung diseases, including occupational diseases, are one of the most urgent problems of modern respiratory medicine and cause a decrease in the quality of life, working capacity and increased mortality of the working population. The features of the course of dusty lung diseases at the early stages of the pathological process are insufficiently studied, and functional and biological markers — criteria for individual prognosis of the patient’s condition-have not been identified. The aim of the study is to assess the immunological profile, growth factors, early diagnosis and prognosis of current forms of occupational lung diseases. Materials and methods . To assess the cytokine profile of dust lung diseases (varying degrees of severity of chronic dust bronchitis, silicosis and pneumoconiosis from exposure to welding aerosols), 161 people were examined in the main groups: 1 group–35 people who had long-term industrial contact with industrial fibrogenic aerosols, who did not show clinical and radiological signs of lung damage (contact); 2 group–39 people with chronic dust bronchitis; Group 3–56 patients with silicosis (mainly interstitial form, x-ray characteristics of the process corresponded to categories from s1 to u2); group 4–31 patients with pneumoconiosis from exposure to highly dispersed welding aerosols (mainly nodular form, x-ray characteristics of the process corresponded to categories P1, P2, q1, q2). The 5 (control) group included 60 people-donors of the Samara Regional Clinical Blood Transfusion Station, as well as employees of industrial enterprises and institutions who did not have contact with industrial fibrogenic aerosols (healthy). Serum levels of immunoglobulins A, M, and G were determined by radial Manchini immunodiffusion. Evaluation of total immunoglobulin e (IgE), immunoglobulins A, M, G (Ig A, M, G), cytokines: interleukins 1α, 1β, 4, 8 (IL–1α, IL–1β, IL–4, IL–8), interferon γ (ifny), tumor necrosis factor α (TNFa), fibroblast growth factor (FGF2), vascular endothelial growth factor (VEGF) in blood serum it was carried out by the method of solid-phase Enzyme immunoassay. in the machine-building and mining industries. Chronic lung diseases, including occupational diseases, are one of the most urgent problems of modern respiratory medicine and cause a decrease in the quality of life, working capacity and increased mortality of the working population. The features of the course of dusty lung diseases at the early stages of the pathological process are insufficiently studied, and functional and biological markers — criteria for individual prognosis of the patient’s condition-have not been identified. The aim of the study is to assess the immunological profile, growth factors, early diagnosis and prognosis of current forms of occupational lung diseases. Materials and methods. To assess the cytokine profile of dust lung diseases (varying degrees of severity of chronic dust bronchitis, silicosis and pneumoconiosis from exposure to welding aerosols), 161 people were examined in the main groups: 1 group–35 people who had long-term industrial contact with industrial fibrogenic aerosols, who did not show clinical and radiological signs of lung damage (contact); 2 group–39 people with chronic dust bronchitis; Group 3–56 patients with silicosis (mainly interstitial form, x-ray characteristics of the process corresponded to categories from s1 to u2); group 4–31 patients with pneumoconiosis from exposure to highly dispersed welding aerosols (mainly nodular form, x-ray characteristics of the process corresponded to categories P1, P2, q1, q2). The 5 (control) group included 60 people-donors of the Samara Regional Clinical Blood Transfusion Station, as well as employees of industrial enterprises and institutions who did not have contact with industrial fibrogenic aerosols (healthy). Serum levels of immunoglobulins A, M, and G were determined by radial Manchini immunodiffusion. Evaluation of total immunoglobulin e (IgE), immunoglobulins A, M, G (Ig A, M, G), cytokines: interleukins 1α, 1β, 4, 8 (IL–1α, IL–1β, IL–4, IL–8), interferon γ (ifny), tumor necrosis factor α (TNFa), fibroblast growth factor (FGF2), vascular endothelial growth factor (VEGF) in blood serum it was carried out by the method of solid-phase Enzyme immunoassay. Results . The features of the flow of dust lung diseases: the peculiarities of the immunological profile, increasing the level of factors allows to characterize the occurrence, course and progression of dust diseases of the lungs. Conclusions . Determining the immunological profile allows not only to improve the quality of early diagnosis, but also to optimize strategies for primary and secondary prevention in this pathology, to predict the course of the disease, and to reduce the number of disabling forms.

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.

Factors of Work Motivation and Coexistence of Generations at the Workplace

Abstract This paper focuses on the characteristics of the main challenges posed by the changes in demographic composition of labour market and requisite to adjust motivational programs to expectations of employees in industrial enterprises in Slovakia, but also to develop strategies to manage the cooperation between different generations. The paper describes the situation in Slovakia based on the analysis of data from quantitative research collected in 2018 on a sample of 534 employees in industrial enterprises. The empirical findings presented, which describe the differences between generations, focus mainly on the importance of work motivation factors and the level of achievement of these factors in correlation with the stated intention to change employment. Analysed data confirmed that relationships with colleagues are generally the most important work factor for all generations, but we found some significant differences between generations in work motivation items such as career advancement, personal growth, achievement, advantageous working hours and benefit to society.

Concept of Corporate Culture in the Context of Age Diversity

Abstract The strategic goal of businesses is to secure a long-term competitive advantage, to differentiate themselves from other businesses and to succeed in the market. Corporate culture is what distinguishes an organization from others and cannot be easily imitated. Culture issues, the need for interaction and understanding are becoming an important part of business behaviour between employees and individual groups. In the paper we present a part of the results of the research carried out within the frame of VEGA project No. 1/0348/17 „The impact of the coexistence of different generations of employees on the sustainable performance of organisations”. The aim of the project was to explore the potential of positive interaction between individual generations of employees and its use to achieve sustainable performance of organizations in the conditions of multigenerational communities. We focus on corporate culture and selected factors that influence its manifestations and formation. In the research we also found out how important the selected factors are and how individual generational groups of employees in industrial enterprises in Slovakia perceive them. The results of the research confirmed the differences in employee expectations and their fulfilment.

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Abstract In the last two decades, globalization trends and the stabilization of the market economy have led to a situation where industrial enterprises are increasingly reporting a lack of skilled manpower. On the other hand, employees of industrial enterprises are increasingly facing the discrimination in finding job or career growth. The main aim of the paper is to analyse the current state of age discrimination in selected human resource management areas in the Slovak industrial enterprises. The research was carried out in the framework of the VEGA project (1/0348/17), whose questionnaire was used in the research. The research sample consisted of the Slovak industrial enterprise’s employees (n = 534). The quantitative statistical methods were used to evaluate the obtained data (pie charts, frequency histograms and the table analysis). The analyses were performed in the software SPSS from IBM and Excel from MS. The most interesting results include the finding that the most common form of age discrimination is employee selection (62) and career progression (62).

Age Discrimination, Release of Employees and Sustainable Law Strategy in Industrial Enterprises

Abstract The implementation of new trends into industrial practice as well as the influence of various external and internal factors affects the operation of industrial enterprises and their performance. Industrial enterprises that have developed a sustainable human resource management strategy are able to resist negative impacts. A sustainable law strategy defines the range of options for the implementation of a sustainable human resources management strategy. A sustainable law strategy, as a base of business strategy is affecting other strategies in industrial enterprises and also it provides a framework for business sustainability as part of an ecosystem in sustainable corporate social responsibility strategy. The importance of the consistency of mentioned strategies is contained in the presented paper. Consistency of strategies ensures fair treatment of employees as a key internal factor in business success. It is important that employers treat their employees fairly, especially in the case of negative measures. The main aim of the paper is to present results of the research focused on identified discrimination and release of employees in industrial enterprises. The research sample consisted of n = 692 respondents composed of industrial enterprises employees. Among the significant results, the authors of the paper advise the finding, that a significant part of the respondents did not encounter age discrimination. The conclusion contains recommendations for the development of sustainable law strategy regarding to findings related to the release of employees and age discrimination.

Differences in Perception of Changes with Regard to Various Generational Groups of Employees

Abstract Changes are considered essential to every industrial enterprise since changes are unavoidable part of the existence and management of all types of organizations. It can be seen that, comparing to the past, variety of changes in organizations is increasing, increases their frequency, and the speed with which they need to be implemented. Appropriate chosen and applied management practices can help to manage the implementation of changes in the organization and employees to perform their work without growing concerns over changes. The aim of the paper is to present the results of research aimed at identifying the degree of conservatism and progressivism in attitudes towards change with respect to different generational groups of employees. A questionnaire method was used to collect data. The research sample consisted of employees of industrial enterprises and employees working in the public sector with a total of n = 79. Quantitative statistical methods and thought processes were used to process and interpret the obtained data. Processing of collected data was done in Microsoft Excel.

Perceived Serviceability of Outplacement Programs as a Part of Sustainable Human Resource Management

Work and employment are important elements of every working person’s life. If an employee loses his or her job, he or she loses an important and determining part of his or her life. To reduce the negative effects that affect the quality of an employee’s life, outplacement programs were established as a part of sustainable human resource management. Sustainable human resource management emphasises the importance of employee care. Outplacement, for its part, includes support for employees at their last stage in the organization. The main aims of the paper are to present the research results focused on the perceived usefulness of outplacement programs for dismissed employees, to analyse the relationships between the emotions felt by redundancies and other employees as well as the comparison of differences in emotions felt by different generations of dismissed employees. A valid collection tool (research questionnaire) was developed for research purposes and distributed to employees of industrial enterprises in the Slovak Republic. Overall, the research set was composed of n = 692 employees from different generational groups. The research results proved the existence of a relationships between the emotions felt by redundancies and other employees and differences in emotions felt by employees from different generational groups.

Green Development Behavior and Performance of Industrial Enterprises Based on Grounded Theory Study: Evidence from China

The issue of the green development of industrial enterprises has become the focus of attention of all parties. However, the driving factors of green development behavior and performance in industrial enterprises remains unexplored. What are the driving factors of green development behavior and performance in industrial enterprises? How does the theoretical model of green development behavior and performance in industrial enterprises work? In order to reveal the driving factors of green development behavior and performance in industrial enterprises, this paper develops a theoretical model and tests the model through the evidence of Chinese industrial enterprises. Based on the further study of in-depth interview materials from 52 employees in industrial enterprises, this paper takes industrial enterprises as the research object and constructs a theoretical model by using a grounded theory method. The results show that 40 initial concepts, 10 initial categories, four main categories and three core categories are obtained through the coding step of grounded theory. The study found the following three conclusions: (1) The green development of industrial enterprise exists in the organization in the form of specific behavioral expressions; (2) The green development of industrial enterprise caused the occurrence of green development behavior of industrial enterprises. The external factors of industrial enterprise green development consist of the environment of policy and institutional, market environment and public supervision. The internal factors of industrial enterprise green development are composed of tangible and intangible resources of enterprises; (3) The occurrence of industrial enterprise green development behavior has led to the consequence of green development of industrial enterprises. The consequence is embodied in the green development performance of industrial enterprises, including corporate financial performance, corporate environmental performance and corporate social performance. In addition, some management implications are presented based on the research findings. This research enriches the field of green development theory, business development theory and green behavior research. This study also provides a reference for exploring theoretical models of industrial enterprise green development in other countries and regions of the world.

The use of Biomarkers in blood serum as identifiers of the influence of production factors on prevalence of Atrophic gastritis

This article is based on clinical examinations of patients and determines the effect of occupational hazards at industrial enterprises of the Karachayevo-Cherkessian Republic on the prevalence of severe gastric atrophy. Materials and Methods: A total of 677 persons were examined for markers of gastric atrophy, of which 60% were employees of industrial enterprises, exposed to factors of technospheric hazards at the industrial enterprises, and the rest had never been exposed to them. Results: We determined the pathogenic influence of production factors on the prevalence of atrophic gastritis. The prevalence of atrophic gastritis is higher among men than among women. The prevalence of atrophic gastritis increases with age among patients of both sexes. Conclusions: For industrial workers who had been exposed for a long time to production factors, the prevalence of atrophic gastritis is significantly higher compared to those who had never been exposed to occupational hazards. We found that it was severe gastric atrophy that causes a high risk of gastric cancer at industrial enterprises of the Karachayevo-Cherkessian Republic.

Therapy quality assessment for recurrent herpetic stomatitis in employees of industrial enterprises with allergic diseases

Therapy quality assessment for recurrent herpetic stomatitis in employees of industrial enterprises with allergic diseases

The Image of the Social Future of the Young People in Industrial Region (in the Context of the Volgograd and Sverdlovsk Regions)

The article analyzes the results of the study of the image of the social future of young people considered by the authors as a set of social expectations, ideals and ideas of the younger generation about the prospects of society as a whole and their own opportunities to be realized in it. The conclusions of the article are based on the results of a sociological survey of young people implemented by the authors in the period from May to August 2018 at the enterprises of two major industrial regions of Russia – the Volgograd and Sverdlovsk regions. More than 600 young employees of industrial enterprises (aged not older than 30 years) of high-tech sectors of the economy – engineering, rocket science, aircraft engineering, metallurgy industry and IT were interviewed by the survey method on the Google Form platform. A comparative analysis of the estimates of young people in these regions showed general trends in the formation of the image of the social future, typical for both regions, as well as regional features. The authors state that a significant part of young people in the studied regions, rather negatively assess the current situation in various social spheres and adheres to pessimistic attitudes about the possible social future. The study reveals that the youth of the Sverdlovsk region in comparison with the Volgograd youth critically assess the likely social future. Besides, divergence of expectations of the Sverdlovsk youth with its public ideal is recorded. The young people of the Volgograd region with a rather negative assessment of the situation, almost as critical as the youth of the Sverdlovsk region, expect favorable changes to a greater extent in the near future. Summarizing the results of the study the authors focus on the imbalance between the social ideal and social expectations of young people in industrial regions as a dangerous trend fraught with increased radicalism and protest moods among young people.

Complex treatment of recurrent herpetic stomatitis in employees of industrial enterprises

Research ebjective was to study assessment of quality organization of work treatment recurrent herpetic stomatitis in patients of industrial enterprises from employees.172 patients on the industrial enterprises from 25 to 54 year were treated recurrent herpetic stomatitis. Clinical efficiency of immunomodulator quality therapy of recurrent herpetic stomatitis for assessment organization of work in employees industrial is proved by estimation of oral cavity local immunity (SIgA, lisozyme). After treatment of recurrent herpetic stomatitis in employees signifie and (p<0,005) inerease of lisozyme and SIgA. The obtaiquality of treatment of recurrent herpetic stomatitis et employees of industrial enterprises.

Денежные расходы семей рабочих и инженерно-технических работников промышленных предприятий Свердловской области в первое послевоенное пятилетие (1946—1950 гг.)

The article is devoted to the subject insufficiently developed in the national historiography both in federal and regional aspects. The purpose of writing this work was to study monetary expenses of the most numerous groups of the population of the USSR - families of workers and technical workers (engineers) of industrial enterprises. It is declared that the level of expenditure is the determining factor in the standard of living of all categories of citizens. It is argued that today it is impossible to say that the family budgets of workers and engineers of industrial enterprises are well-developed by social scientists: historians, sociologists and economists. It is emphasized that the author of the proposed article has repeatedly appealed to the development of family budgets of industrial workers and engineers. It is stated that the documentary base of the article was primarily the materials of budget surveys of families of industrial workers and engineers, stored in the funds of the state archive of the Sverdlovsk region. It is proved that the housing conditions of engineer families were much better than of the families of workers and employees of industrial enterprises. It is stated that the cost of food in absolute terms remained almost the same in the surveyed families throughout the study period. It is concluded that the average per capita cash expenditure of engineer families was higher than that of workers’ families.

Денежные доходы и расходы одиноко проживавших женщин-служащих промышленных предприятий Свердловской области (по данным бюджетных обследований 1957 года)

The article is devoted to the topic, which is practically not developed in the national historiography, especially with regard to its regional aspect. The purpose of this article was to study the money income and expenses of single women employees of industrial enterprises of Sverdlovsk region in 1957. It is declared that the respondents had different housing conditions, a variety of personal preferences, a different number of relatives, friends and acquaintances. It is noted that the Soviet statistical authorities have always paid the greatest attention to the families of workers and farmers. It is argued that the families of employees in the budget surveys were no more than 20% of the respondents. It is emphasized that the author of this article not for the first time refers to the development of budgets of individuals, including employees. It is stated that there has been a rather serious differentiation between the money income and expenditure of female employees surveyed. It is proved that in process of decrease of the total amount of expenses the specific weight of commodity part tended to increase, and non-commodity on the contrary tended to decline. It is stated that the clearly predominant share of all expenses of the surveyed female employees was food expenses - up to 2/3 of the amount of commodity expenses. It is concluded that the cash income and expenditure of all surveyed female employees were higher than similar average indicators per capita of working families.

IDENTIFICATION OF ISOLATED HIGH BLOOD PRESSURE DURING WORK TIME, OPPORTUNE DIAGNOSTICS OF THE HYPERTENSIVE HEART DISEASE

Arterial hypertension (HTN) is the leading factor associated with myocardial infarction, stroke and premature death in the most countries. Annual prophylactic examinations in the organized populations aim at the HTN detection and related complications including the hypertensive heart disease (HHD). The isolated elevated blood pressure (BP) during work time (HTN at workplace, work-related HTN) is associated with the risk of HHD and other complications. The aim of our study was the assessment of work-related HTN prevalence and echocardiography (EchoCG) measures in the employees of the big industrial enterprise who were not treated with antihypertensive medications. Design and methods . This paper presents the results obtained from examination of workers not treated by the antihypertensive drugs (AHD) (n = 40). All subjects underwent physical examination, EchoCG, and 24-hour ambulatory BP monitoring (ABPM) Criteria of the work-related HTN were the combination of normal office BP level (&lt; 140/90 mm Hg) and high BP (≥ 135 and/or 85 mm Hg) during the working hours (based on ABPM data within the period from 8 am till 5 pm). Results. Among 477 employees of the industrial enterprise, who underwent ABPM and EchoCG within the annual prophylactic examination, only 185 (39 %) had normal office BP levels. Among them only 40 persons (21,6 %) did not take AHD, and met other inclusion/exclusion criteria. Based on ABPM data, only 20 employees (50 %) had normal office and ambulatory BP levels. EchoCG showed a high rate (60 %) of the concentric left ventricular hypertrophy (LVH), other forms of heart remodeling (HHD) were rare, eccentric hypertrophy was found in 5 %, and concentric remodeling — in 15 %. The prevalence of left ventricular remodeling types was comparable to that in stable HTN. Conclusions . We believe that workrelated HTN is worth noting, in particular its early diagnosis and prevention is of great importance. ABPM at work place along with EchoCG for the detection of target organ damage should be included in the annual prophylactic examinations and will encourage the early diagnosis and timely cardiovascular prevention.