Fear Of Job Loss Research Articles

Violence Practices Faced by Foreign Female Employees in Hotel Businesses

This study explores the forms and dynamics of violence experienced by foreign women employed in hotel businesses in Türkiye. The primary aim is to identify and examine the types of violence encountered by foreign women employees in the workplace. Data were collected between July 30 and August 10, 2024, through semi-structured, in-depth face-to-face interviews with foreign women working in hotels located in Antalya and Bodrum. The sample consisted of 20 participants employed in various departments such as housekeeping, front office, animation, guest relations, and SPA services. Participants were selected using purposive sampling, focusing on those who had completed at least one tourism season in Türkiye. The data were analyzed using qualitative content analysis. The findings reveal that many participants were subjected to verbal abuse, exclusion based on nationality or physical appearance, mobbing by supervisors, and in some cases, sexual harassment by guests or colleagues. It was also found that most do not report these incidents due to fear of job loss, language barriers, and lack of institutional support. The study recommends developing workplace policies to protect foreign women, establishing accessible reporting mechanisms, and implementing intercultural sensitivity training for hotel staff.

Use of Sickness Absence Rates in Foreign Healthcare Management

Background: Introduction of the target indicator providing for a decrease in time lost from work due to illness or injury among the Russian workforce by the year 2030 can be interpreted as a guideline to increase contribution of the healthcare system to the total gross value added, since human health status determines the quality of the human resources of the country, thus affecting productivity and the prospects for economic growth. Objective: To review recent publications devoted to the use of sickness absence rates in healthcare management in foreign countries. Materials and methods: We reviewed the results of scientific research based on 58 foreign publications issued in 2019–2024 and found in the Web of Science, Scopus, and Google Scholar bibliometric databases using the following keywords: productivity loss OR absenteeism OR presenteeism AND economic evaluation. Results: We analyzed methods and approaches to assessing economic damages due to health-related productivity loss in the context of measures aimed at reducing sickness absenteeism, including multidisciplinary rehabilitation programs, behavioral therapy, stress reduction programs, educational sessions, counseling, physical training, multicomponent effects, etc. Online medical consultations for patients were found to be the most cost effective type of intervention. At the same time, programs for prevention and treatment of specific diseases demonstrated better efficiency than workplace wellness programs as they reduced absenteeism instead of increasing presenteeism, the economic damage from which was much higher. Thus, presenteeism is the major underestimated element accounting for indirect economic losses associated with morbidity in the workforce. Conclusions: Foreign scientists pay increasingly more attention to the problem of reduced productivity levels in those working while sick. Economic losses from presenteeism significantly exceed those from sickness absence, which requires the development of common evaluation methods and counteraction strategies, which are currently nonexistent in the Russian Federation. Given the high debt burden of the population and fears of job loss, it is unacceptable to ignore presenteeism.

Impact of AI and Automation on Talent Acquisition and Employee Retention

ABSTRACT This study looks into how artificial intelligence (AI) and automation are changing the way companies hire and keep their employees. Over the last few years, businesses have started using technology to make HR processes faster and smarter. AI tools are now helping with everything from shortlisting candidates to predicting who might leave the company. This research combines insights from existing studies and a small survey conducted among HR professionals and employees. While AI clearly makes recruitment quicker and more data-driven, there are also concerns—like the lack of human connection or the fear of job loss. The aim of this paper is to explore both sides of the coin and help understand how AI can be used thoughtfully in the workplace.

Utilization of Artificial Intelligence (AI) and Fear of Job Loss in the Banking Industry: Perspectives of Bank Employees

This study investigated the utilization of AI and the fear of job loss, seeking employees’ perceptions in Kenya’s banking industry. This study adopted a descriptive survey design. Data was collected with a self-designed questionnaire. Fifty-two employees from five selected banks in Nairobi participated in the study. The findings revealed that banks utilize AI in various aspects of operational and customer services, but highly in cybersecurity, fraud detection, and anticipating customer needs. The findings also revealed that 82.7% of the respondents perceived that the high utilization of artificial intelligence (AI) in the banking industry raises the fear of job loss as they considered consolidation of tasks for a few workers and reduced staff workforce as the threats associated to Artificial Intelligence (AI) utilization in the banking industry. The employees believe that their jobs could be secured by embracing the AI technology and skill improvement. Thus, the study recommends that bank authorities facilitate the adjustments of the bank employees as jobs are redesigned to enable their transition to AI-related positions.

Human–machine collaboration: exploring professional identity threat within the records and information management community

Purpose This study explores how records and information management (RIM) practitioners perceive threats from artificial intelligence (AI) to their professional identity, and how these perceptions impact their willingness to collaborate with AI-based systems.Design/methodology/approach The research utilized the “AI identity threat framework” to analyse quantitative data from 404 respondents and qualitative data from 21 participants in six Eastern and Southern African countries. Data were analysed using the Structural Equation Modelling technique on IMB-SPSS-AMOS software.Findings AI identity, loss of skills/expertise, changes of work and loss of autonomy significantly predicted professional identity threat (PIT). PIT was found to negatively and significantly predict the intention to use AI-based systems. The proposed moderating variables had no interaction effect. Interviewees affirmed AI as a collaborator, temporal distance, fear of job loss, need for upskilling, shifting roles as predictors of use intention and PIT.Research limitations/implications This study successfully affirmed the existing AI identity threat framework by demonstrating its effectiveness in RIM, identifying new threats and highlighting the varying impact of AI threats across contexts.Originality/value The study findings contribute to the understudied area of AI behavioural use intention within the RIM field and African context.

Integrating Cultural Insight into Ergonomic Design: Enhancing Material Handling for Disabled Individuals in Plastic Bottled Water Production

This study explored how integrating cultural sensitivity into ergonomic design enhanced material handling for disabled workers in a plastic bottled water production facility. Initial resistance from workers—stemming from fears of job loss and the devaluation of human labor—highlighted the need for an inclusive design approach. Using the Rapid Entire Body Assessment (REBA), the study identified high-risk postures, particularly during the transition between the bottle printing and packaging processes. The researchers co-designed material handling equipment that maintained human involvement while reducing physical strain. After implementation, REBA scores decreased from 11 to 2 and from 11 to 5 at two key points. The required force for bottle handling was also reduced from 12.96 newtons to 3.6 newtons. The findings demonstrated that ergonomics, when informed by cultural understanding, not only improved physical safety but also supported worker dignity and acceptance of technological change. Integrating human control into the design process was crucial for worker acceptance, ensuring that technology was seen as a tool to enhance, rather than replace, their labor.

Ethical Horizons in the Workplace: Perspectives from MBA Students and Current Employees

The changing ideas of morality, the evolution of employment laws, and society have influenced ethical perspectives. Although business schools teach the art and science of ethics, identifying the potential future frameworks and morals of organizations and employees is fascinating and challenging to predict. Management, organizations, and society should be cognizant of ethical developments. To ascertain the direction of business ethics changes in the near term, this study compared questionnaire responses of MBA students in central West Virginia with the findings of the Institute of Business Ethics (IBE) at Work: 2021 International Survey of Employees. Some of the more notable findings are MBA students’ desire for the organization to practice honesty in their daily operations. The U.S. workers faced more pressure to take shortcuts and meet unrealistic objectives than MBA students. Moreover, U.S. workers were more likely to report unethical issues and more prone to retaliation than MBA students. Barriers to speaking up about ethical wrongdoings differed as the fear of job loss and alienation was greater for U.S. workers, while MBA students were hindered by uncertainty about the correct reporting channel. Furthermore, MBA students were more concerned about future workforce biases, unmet ethical standards, increased unethical behavior from new technologies, and evolving skill requirements due to digitalization. These findings underscore the need for organizations to adapt ethical programs to shifting values and generational expectations.

Effects of work-related digital technology on occupational health in the public sector: A scoping review.

BackgroundDespite a growing literature on how digitalisation affects service quality, justice, and accountability in the public sector, research on the effects on the work and work environment of public employees is scarce.ObjectiveTo present and discuss existing evidence and identify knowledge gaps related to how digitalization affects the work and work environment of public sector employees.MethodsThis scoping review is based on peer reviewed academic journal articles in English found in PubMed, PsycINFO, Business Source Premier (EBSCO) and Scopus.ResultsThe review included 52 studies, of which most focused on office or care workers. An increase in studies since 2020 indicates growing interest in the topic. Challenges among screen-level bureaucrats included work-life balance problems, technostress and fear of job loss. Among street-level bureaucrats, reported challenges included curtailed discretion, lack of user involvement and ethical stress. Identified knowledge gaps include the small number of studies with a work environment focus in general and on sectors beyond office and health settings in particular, few studies set outside of Europe and absence of studies on recent phenomena such as AI or algorithmic management.ConclusionsIn view of the presented scarcity of research, we suggest that relevant questions are included in national and local surveys to enable more research, that more studies are conducted in occupational sectors, countries and regions lacking this type of research, and that comparative research is stimulated to uncover differences between the effects of digitalisation on occupational health in private and public sector work settings.

Global Patterns of Parental Concerns About Children’s Education: Insights from WVS Data

Parental concerns about the education of children usually reflect deep-seated anxieties. This study identifies the most influential factors shaping these global concerns based on World Values Survey (WVS) data spanning several decades. Using advanced techniques, including feature selection (Adaptive and Gradient Boosting, Pairwise Correlations, LASSO, Bayesian Model Averaging), mixed-effects modeling, cross-validation procedures, different regressions and overfitting, collinearity, and reverse causality checks together with two-way graphical representations, this study identified three enduring predictors: fear of job loss, fear of war, and respondent age. These findings mainly underline the role of socio-economic and geopolitical stability and security and, in addition, that of generational perspectives in shaping global parental priorities. All three predictors were consistent across seven dataset versions, various subsets considering random (ten-folds) or non-random criteria (different values for socio-demographic variables in mixed-effects models), and distinct feature selection approaches. Secondary influences, including opinions regarding the priority of work in life, other fears, and socio-demographic variables (e.g., gender, number of children, marital and professional status, income, education level, community size, etc.) provided more nuances to this study and additional explanatory power. The findings have implications for designing socio-economically sensitive educational policies that address parental priorities and anxieties in diverse global contexts.

HR challenges in the era of transformation: minimizing risks during strategic transformations

The paper presents current HR challenges arising in the period of strategic transformations caused by political, economic, legal and cultural changes. The influence of these factors on the formation of personnel risks is studied and their main manifestations in the conditions of modern organizations are identified. The key factors of personnel risk arising from rapid changes in the external environment are analyzed, and methodological approaches to minimizing them through the introduction of adaptive personnel management and strategic planning to ensure the sustainability of organizations in an unstable environment are proposed. The paper emphasizes the importance of HR risk management as a key aspect in the risk management system of modern organizations. The key approaches to minimizing risks in managing the process of strategic transformation, in particular in terms of personnel, motivation, maintaining productivity and protecting against your threats in a period of constant change and uncertainty, are considered. The main challenge is to minimize HR-related risks during these changes. It is about ensuring stability, motivation, productivity of employees and retention of key personnel in difficult and unpredictable conditions. Human resources risks come in different forms, depending on the nature of the transformation and the speed of changes in the external environment. Digital transformation creates new challenges by changing the requirements for staff competencies. Employees are forced to quickly master new technologies, which can cause stress and fear of job losses. Organizational changes, such as reorganization or downsizing, often cause distrust in management, loss of key talent, and reduced employee loyalty. During the period of global transformation caused by the COVID-19 pandemic and martial law in Ukraine, organizations are facing unprecedented challenges in management personnel, requiring strategic flexibility and rapid adaptation to remain competitive.

Navigating Work and Breastfeeding: A Qualitative Exploration of Breastfeeding Experiences among Nurses and Support Staff in South India.

Objective: The personal experiences of breastfeeding healthcare workers may influence the quality of breastfeeding support provided. This study explored the breastfeeding experiences of nurses and support staff in South India. Materials and Methods: A qualitative exploratory study using focus group discussions (FGDs) was conducted among nurses and support staff of a newly established tertiary care hospital in South India. Purposive sampling was used, and written consent was obtained. Three FGDs were conducted in English and in local language by trained personnel. Audio recordings were transcribed, coded using Atlas Ti, and analyzed thematically. New themes from each FGD were integrated into later discussions until saturation was achieved in the third FGD. Results: Participants, primarily aged 30-35 years, encountered cultural pressures, fears of job loss, and insufficient workplace support while breastfeeding. Maternity leave varied with some participants having experienced job loss. Facilitators for exclusive breastfeeding included support from colleagues and friends, private lactation rooms, and adequate leave. Harmful cultural practices suggested limited health literacy. Reduced milk supply, lack of awareness about expressed milk, inadequate storage facilities, and job stress led to a preference for bottle feeding. Participants also highlighted a lack of spousal understanding concerning shared responsibilities and sexual intimacy following delivery. They expressed a desire for paid leave with job security, designated breastfeeding areas, and the normalization of public breastfeeding. Conclusion: Breastfeeding challenges for nurses and support staff in South India stem from societal pressures and work demands. This study emphasizes the need for multi-level interventions to empower them in effective breastfeeding practices.

Navigating the AI Landscape in Libraries: A PRISMA-Based Systematic Analysis of AI Applications in Libraries

Artificial Intelligence (AI) has become an essential part of modern life, and its impact on libraries is increasingly evident. This study identifies a significant rise in research exploring the intersection of AI and library services in recent years. However, the actual implementation of AI in libraries remains in its early stages at many institutions. The research systematically analyzes scholarly articles on AI in libraries using the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) method. Data were collected from the Scopus and Web of Science databases, with all publications assessed using the SPIDER tool. The quality of the selected articles was evaluated using the Critical Appraisal Skills Programme (CASP) checklist. The findings reveal a notable surge in research activity exploring the relationship between AI and libraries. Specifically, ChatGPT shows potential to enhance library services in areas such as reference services, classification, and cataloging. While AI offers advantages like improved search accuracy, automated cataloging, and content creation, concerns about biased results, privacy, and security persist. Although AI could play a crucial role in future library services, it is not a substitute for human librarians. Key challenges include funding constraints and fears of job loss among library staff. The study also highlights a gap in the development of AI technologies specifically designed for libraries, emphasizing that while AI is valuable, it cannot yet replace the nuanced judgment of a librarian.

Perceived benefits of artificial intelligence (AI) and service delivery at Hezekiah Olusanmi Library, Obafemi Awolowo University, Osun State, Nigeria

This study examines the perceived benefits of artificial intelligence (AI) and service delivery at Hezekiah Olusanmi Library, Obafemi Awolowo University, Ile-Ife, Nigeria. The descriptive survey design was adopted for the study. The study population was one hundred and twenty-two (122) library staff, and due to the small size of the population, total enumeration was used as the sample size. The data were collected via questionnaires and analysed using descriptive and inferential statistics to test the hypothesis with the aid of SPSS 22 software. The findings revealed that there are low levels of AI awareness and readiness among library staff in Nigerian institutions. The major challenges identified include limited ICT infrastructure, inadequate funding, and fear of job loss due to automation. The results further suggested that AI could optimise tasks in cataloguing, reference services, and user support, yet significant barriers exist, such as funding, skills gaps, and unreliable power. The study concludes that for AI to have a meaningful impact on library service delivery, institutions must address these additional factors to ensure successful implementation and optimal utilization. Recommendations call for improved budgeting, attitudinal shifts, and staff training to support AI integration, positioning academic libraries to better serve the research community, and adapting to global standards.

Latinos and the 2024 Elections: Demographics, the Economy and Religion as Signals to Electoral Shifts

The 2024 US election saw large numbers of American Latinos supporting the Republican Party and voting for Donald Trump. This work considers a few explanations for this phenomenon: The relative youth of the Latino electorate, the importance of immigration and the economy for Latino voters, and the increasing appeal of Pentecostalism to Latino voters. I argue first that reliance on social media for political information and news, along with deep cultural vulnerabilities makes Latino youth specifically vulnerable to mis and disinformation. Second, issues of immigration and the economy are of central importance to Latinos, and particularly to Latino men under 40 who experience heightened fear of job loss due to undocumented migration. Finally, the growing appeal of Pentecostalism, and specifically Prosperity Gospel theology, has resonated with many Latino voters. This movement has often framed Trump’s financial success as God’s blessing, encouraging the belief that his leadership will in turn bring material prosperity to the Latino community as well. As their demographic presence in the US continues to grow, it is uncertain how these cultural, economic, and religious dynamics will reshape the US political landscape in the long term.

The Impact of Artificial Intelligence on Accounting

Artificial intelligence (AI) is a powerful tool that can make accounting processes faster, more accurate, and more efficient. AI can perform repetitive and tedious tasks, reduce human error, enable continuous auditing, and enhance the security and accuracy of audits. However, AI also presents challenges. The cost of acquiring and training AI-based systems can be high. Additionally, AI may lead to a reduction in accounting jobs. AI requires human oversight and control to prevent misuse and fraud. AI may also encounter ethical, legal, and tax-related issues. Furthermore, AI in accounting requires continuous development and updating to align with new needs and environmental changes. AI, due to its capacity to improve and transform the way activities are carried out in this field, is rapidly changing the reality of accounting. Over the years, accounting has significantly transformed from paper-and-pencil work to the use of computers. More importantly, accounting has evolved with programs that reduce time spent on repetitive tasks and decrease the occurrence of errors. The interest in AI solutions in this field is not new, but in recent years, researchers' attention has increasingly focused on it. Despite technological advancements, there appears to be insufficient data to support companies' willingness to integrate AI solutions into their accounting activities. An important aspect of this reality is the ability of professionals to adapt more quickly to the current situation and acquire the necessary skills to work with AI solutions, overcoming the fear of job loss. This article focuses on understanding the impact of AI solutions on accounting by conducting a qualitative study based on a review of the relevant literature from previous years. It highlights the potential changes that AI could bring to accounting professions and the necessary actions to prepare for the emergence of new jobs where AI solutions will play a larger role.

Perception and Ethical Challenges for the Future of AI as Encountered by Surveyed New Engineers

Our extensive history of embracing AI technological advances demonstrates that AI may be a useful tool if humans learn to use it intelligently, and that concerns about it replacing human occupations may be unwarranted. Indeed, a range of remarkable new AI approaches are fast transforming diverse human experiences and fundamentally disrupting our lives, but not without some drawbacks. This study reflects on how new engineers view AI’s influence on trust and ethical attitudes. Data-driven perceptions drive educated debates, education initiatives, and legislative decisions aimed at effectively addressing non-scientific AI concerns. This contributes to improving the future of AI-based learning through transdisciplinary research that considers the evidence of ethical challenges raised by AI misapplication. Our analysis of quantitative data from a survey of 715 recently graduated engineers from diverse fields, who often use information technologies, reveals that many believed AI-related difficulties were scientifically uncertain. According to this study’s findings, the observed variance in the trend relating to reduced fear of job losses due to AI (R2 = 0.1121) suggests that specialties heavily impacted by crucial decision making have a lower level of fear. This provides strong evidence for an optimistic path to AI breakthroughs boosting the level of confidence in and acceptance of AI across many industries.

Automation and the Importance of Reskilling Workers: A Case Study in the Automotive Industry

Rapid technological developments, especially the spread of automation and artificial intelligence (AI), have been transforming the world of work, raising some concerns about the future of employment. Automation presents both opportunities and challenges for the labor market. While we can expect productivity to grow with automation, and with-it economic growth, the fear of job loss linked to automation is also present. This paper aims to study the impact of automation on employment, with a special focus on the automotive industry, which stands out as one of the sectors most affected by automation. A second objective is to examine the reskilling procedures implemented by companies in this context, with a view to identifying effective strategies that bring benefits to both the employer and the workforce. To analyze the implications of automation in the automotive industry and the strategies adopted by companies to face these implications, we carried out an exploratory case study, using interviews, with the participation of four companies located in the districts of Minho, in the North of Portugal. The results show that, considering the impact of automation on employment, there is no negative impact since the destruction of some jobs was compensated by the creation of new ones. As for the reskilling procedures implemented by companies, results indicate that reskilling and upskilling are important strategies to prepare workers to transition to new jobs and tasks. Automation has been present in the automotive sector for many years and it has been gaining greater relevance over time. Businesses gain from several benefits provided by automation, including improved value for money, increased productivity, and increased worker safety. At the same time, they also face some challenges, such as high investment costs and workers' apprehension about transforming workplaces. Nonetheless, the investment pays off since companies invest heavily in reskilling their employees, and thus have a more qualified workforce that is prepared for any change that may arise. This paper contributes to a deeper understanding of the implications of automation in the labour market in the automotive sector and highlights the importance of workforce reskilling for the sustainability of companies. These findings are relevant for both employers and employees.

Promoting Sustainable Safety Work Environments: Factors Affecting Korean Workers’ Recognition of Their Right to Refuse Dangerous Work

(1) Background: The right to refuse dangerous work (RTRDW) is essential for preventing industrial accidents and protecting worker safety in Korea. However, its use remains limited in practice. This study seeks to identify the factors hindering its activation across industries such as construction, manufacturing, and services, offering a comprehensive analysis beyond previous research. (2) Methods: A survey was conducted across key industries to assess five factors—safety behavior, communication, management commitment, education and training, and education and training—using structural equation modeling (SEM) to evaluate their influence on the exercise of RTRDW. (3) Results: The SEM model showed a good fit (χ2 = 1151.333, p < 0.001, TLI = 0.978, CFI = 0.984, RMSEA = 0.05). The most significant factors influencing RTRDW were safety performance behavior and communication, while ambiguous regulations, poor training, and fear of job loss discouraged its use. (4) Conclusions: To improve RTRDW activation, clearer regulations, enhanced safety education and training, stronger management commitment, and better communication are necessary. Addressing these issues can help workers confidently exercise their right to refuse dangerous work, enhancing overall workplace safety. (5) Benefits: This study provides practical strategies for policymakers and industry leaders to promote safety, empowering workers to use RTRDW effectively and contributing to a safer work environment.

The Impact of Perceived AI Replacement on Employee Job Satisfaction: Exploring the Mediating Role of Self-Esteem

Artificial intelligence (AI) has become more prevalent in the workforce due to the quick development of technology, which has led to a generalized fear of job loss among workers. AI integration in the workplace has resulted in a decline in workers’ self-esteem, which has lowered their drive to find work and decreased their job happiness.By employing convenience sampling and doing data analysis on employee anxiety, self-esteem, and job satisfaction, it confirmed that the introduction of artificial intelligence into the workforce has a significant impact on workers.AI is an emotionless instrument that cannot interact with employees in a typical interpersonal manner. People’s concerns about their abilities and self-worth are frequently heightened by this absence of meaningful interaction. In the absence of the interpersonal dynamics that define human relationships, employees could experience feelings of isolation and ambiguity over their position in the workforce. Employers must therefore address this issue by encouraging a work environment that recognizes the advantages of AI while simultaneously valuing human abilities and innovation. Employers may lessen the detrimental effects of AI on worker morale and engagement by creating a work environment that promotes human-machine collaboration. Giving staff members opportunities for skill enhancement through training and development can also help them adjust to the changing nature of the labor market.

Teachers' Adaptation to Changes in an Increasingly Complex World through the Use of AI

In a rapidly changing world, the adaptation of educators to new challenges becomes critical. Our research within the framework of the research and technical program (grant No. BR21882260, funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan) found that 9,890 (16.1%) of 61,426 teachers consider innovation, creativity, and critical thinking skills to be unimportant or not very important for mentoring. This rejection of an innovation requires a deep understanding of its causes and consequences. These objections may be due to fear of an uncertain future, misunderstanding of the benefits of artificial intelligence (AI), or fear of job loss. The current paper presents the conditions and mechanisms for teachers to adapt to changes in an increasingly complex world using AI.