Fear Of Job Loss Research Articles

Impact of COVID-19 on Mental Health of Adults with Autism in India


 
 
 
 
 
 
 Background:
 This study focuses on the direct and indirect implications of the COVID-19 pandemic on adults with Autism in India. This study took into account the social isolation during the global pandemic in 2020 and its effect on the emotional well-being of the community.
 Methods:
 We designed a survey involving Indian residents. Part I involved questionnaires for different cohorts: 1) educated, 2) employed and 3) unemployed. The questions were based on proposed life models to maintain the heterogeneity according to the preferences of the target group. Part II of involved online interviews conducted in English. Qualitative and quantitative analyses were performed.
 Findings:
 The analyses of participants’ responses (N=10) stipulated that the impact of the COVID-19 pandemic on autistic people's mental health has been variable. Participants encountered both positive and negative emotions. Factors such as disrupted schedules, fear of job loss, poor domestic support system and inconsistency in transition were important. These were associated with development of new or worsening of pre-existing psychological as well as behavioural conditions including depression, anxiety, panic attacks and high-stress levels. At the same time, reduced interactions with decreased social insistence led to an improvement for some participants.
 Interpretation:
 Our results illustrate the deterioration of mental health and well-being for Autistic adults due to the impact of the COVID-19 pandemic. These findings emphasise the need for the development of innovative approaches and investment in the creation of support systems to address mental distress in this population.

"One of My Basic Necessities of Life Is Work. That's Just Broken Away."-Explorative Triangulation of Personal and Work-Related Impacts for Supervisors and Disabled Employees in German Social Firms during the COVID-19 Pandemic.

Social firms are located on the general labor market and employ 30–50% of severely disabled people. Findings on personal and work-related impacts for employees and supervisors during the COVID-19 pandemic are not yet available and will be investigated in the present study. Using the approach of a method triangulation, focus groups with employees and individual interviews with supervisors of several social firms from the North of Germany were combined and collected in parallel. Between July and November 2020, 16 semi-structured telephone interviews with supervisors and three focus groups with 3–6 employees each working within the same team (14 employees in total) were conducted. Both formats were recorded, transcribed, anonymized, and analyzed by using Mayring’s qualitative content analysis. Because a large proportion of the employees and supervisors interviewed worked in the gastronomy sector, they were particularly affected by the “restriction of social contacts” beginning in March 2020. Hygiene and distance regulations were implemented and personnel planning and distribution of work were adapted. Challenges were raised for employees with disabilities due to the implementation of hygiene and distance regulations, a sudden loss of work, lacking routines, additional work, a lack of movement, social contacts and financial challenges. Both employees and supervisors reported fears of infection, conflicts, additional work and fears of job loss. Additionally, supervisors dealt with less staffing, challenges in detaching from work and a strained economic situation. Overall, new insights were gained into the work-related impacts for employees and supervisors in inclusive workplaces during the current COVID-19 pandemic but further research on health-promoting structures is needed.

COVID-19 Stressors on Migrant Workers in Vietnam: Cumulative Risk Consideration.

This study explored the impact of COVID-19 on migrant workers in Vietnam, using a cumulative risk assessment (CRA) framework which comprises four domains (workplace, environment, individual and community). A cross-sectional study was conducted. Data were collected in 2020 through a self-administered questionnaire with 445 domestic migrant workers in two industrial zones in two northern provinces (Bac Ninh and Ninh Binh) in Vietnam. The majority of migrant workers were female (65.2%), aged between 18 and 29 years old (66.8%), and had high school or higher education level qualifications. Most migrant workers had good knowledge about preventive measures (>90%) and correct practices on COVID-19 prevention (81.1%). Three health risk behaviors were reported: 10% of participants smoked, 25% consumed alcohol and 23.1% were engaged in online gaming. In terms of workplace, occupational working conditions were good. Noise was the most commonly reported hazard (29%). Regarding environment, about two-thirds of migrant workers lived in a small house (<36 m2). Most participants (80.4%) lived with their families. About community domain, many reported low salary or losing their job during January–July, 2020. Most migrants received information about COVID-19. The migrant workers suffered from poor health and low occupational safety, fear of job loss and income cut, poor housing and living conditions and limited access to public services. The holistic approach to address stressors is recommended to improve health and safety of migrant workers.

Leveraging digital technologies to boost productivity in the informal sector in Sub‐Saharan Africa

AbstractIn many developed countries, automation has stoked fears of job losses by less‐skilled workers. In Sub‐Saharan Africa, by contrast, the adoption of low‐skill‐biased digital technologies complementary to informal workers offers the potential of a poverty‐reducing trajectory by enabling productivity and creating more job opportunities. While informality is pervasive in Sub‐Saharan African economies, building pathways to full formalization in the region has had limited success to date. Instead of focusing on formalization as an imperative policy goal, more realistic short to medium term policies should leverage low‐skill‐biased digital technologies to upgrade the skills of workers and enhance the productivity of firms in the informal sector. Moreover, more productive informal firms will likely seek to formalize if they perceive a positive tradeoff with the gains of being formal, arising from a conducive business environment mixing proper regulations, opportunities, and incentives. This paper summarizes what we know on digital technologies in Sub‐Saharan Africa, and highlights their role as catalysts for productivity enhancement, job creation, entrepreneurship, access to credit, and financial inclusion in the informal sector. It also documents key challenges faced by governments in harnessing the benefits and risks of digitization for the informal sector and suggests a blueprint to help policymakers in Sub‐Saharan Africa address them.

Developing an interplay among the psychological barriers for the adoption of industry 4.0 phenomenon.

This research aims to identify, rank, and create an interplay among the psychological barriers to adopting Industry 4.0 technologies in the manufacturing sector. A comprehensive literature review tracked by a discussion with industry and academic experts recognized 20 barriers. Based on three widely acclaimed statistical techniques, hybrid AHP-TOPSIS (Analytical Hierarchy Process-Technique for Order Performance by Similarity to Ideal Solution) and ISM (Interpretative Structural Modeling), critical psychological barriers have been investigated. A group of 8 experts from industry and academia with at least 10 years of experience was consulted for AHP and ISM techniques. Whereas TOPSIS was conducted by 443 operational-level users, including managers and supervisors of different functional areas of the manufacturing industry located in Pakistan. The findings reveal that ‘Fear of job losses’, ‘Fear of data loss/Risk of security breaches, ‘Lack of advanced & continued education of employees’ and ‘Lack of standards and reference architecture’, with highest importance weights, emerged as the most prominent psychological barriers in developing economies. Then the interrelations among these barriers resulted in a four-layered structural model. The driver barriers identified in the final model advocate that development in ‘advanced & continued education of employees’, ‘standards & reference architecture’ and ‘minimization of fear of job & data loss’ can expedite the adoption of industry 4.0 (i4.0) technologies. The study uniquely develops hierarchical relationships among the psychological barriers for adopting i4.0 in the manufacturing context using AHP-TOPSIS and ISM techniques. The study would be valuable for practitioners, decision-makers and companies that wish to focus their efforts and resources on removing the most critical barriers and challenges for the seamless implementation of Industry 4.0.

Precarious work increases depression-based disability among male employees.

BackgroundPrecarious employment is a potent occupational health risk, but little is known about its association with work-related disability and its causes. This study analyzes whether employment precariousness is associated with receiving disability pension (DP) due to depression and whether this differs according to gender.MethodsStatistics Finland’s Quality of Work Life Surveys (1997, 2003, 2008 and 2013) were merged with register-based DP data obtained from the Finnish Centre for Pensions. The survey material was used to measure employment precariousness using five variables: fear of job loss, poor employability prospects, previous unemployment, low earnings and temporary contracts. We followed 20–60-year-old employees until 2016 and studied Cox proportional hazard ratios (HRs) for receiving DP among women and men, adjusting for sociodemographic covariates, working conditions and health at baseline.ResultsThe overall risk of receiving DP tended to increase as precarious job features accumulated. Among men, a higher risk of receiving DP due to depression was associated with previous unemployment [HR 2.2, 95% confidence interval (CI) 1.1–4.2] and poor employability (HR 2.4, 95% CI 1.3–4.7), whereas no corresponding association was found among women.ConclusionsEmployment precariousness may reflect a psychological stress mechanism that predisposes the individual to mental health problems, predicting future disability. Work disability risk shows gendered differences depending on the cause of DP. Promoting employability at workplace and policy levels could offset the health risks associated with precariousness.

Psychological impact of COVID-19 pandemic among expatriate residents in the UAE

The COVID-19 pandemic has devastated people and countries around the world. It has affected every aspect of human life. Despite the discovery of vaccines and widespread immunization drive which is a minor consolation, the consequences of it are likely to prevail for extended periods of time. This study explored the psychological impacts of the COVID-19 pandemic within the United Arab Emirates (UAE). An online survey was carried out among a sample of 78 expatriate residents. While most of the respondents recognized and highly valued the measures taken by the UAE government to support and deal with the pandemic, intense stress and uncertainty was reported. It was found that the Asian community was more anxious concerning the negative consequences of the pandemic than Arab or W stern residents. The worry among older people was also found to be more intense. Anxiety over health consequences, fear of job loss, and constraints for international travels were the most overwhelming concerns. The difficulties that the coronavirus has presented continue to devastate the psychological wellbeing of individuals even where an adequate governmental system for prevention and controlling the pandemic is in place.

Opportunities and risks of artificial intelligence in recruitment and selection

PurposeThe purpose of this study is to contribute to the knowledge on the opportunities and risks in the use of artificial intelligence (AI) in recruitment and selection by exploring the perspectives of recruitment professionals in a multicultural multinational organisation.Design/methodology/approachA qualitative approach was used in this exploratory study. Face-to-face, semi-structured in-depth interviews were conducted with ten professional recruiters who worked for a multinational corporation.FindingsThe findings revealed that AI facilitates the effective performance of routine tasks through automation. However, the adoption of AI technology in recruitment and selection is also fraught with risks that engender fear and distrust among recruiters. The effective adoption of AI can improve recruitment strategies. However, cynicism exists because of the fears of job losses to automation, even though the participants thought that their jobs would continue to exist because recruiters should always be humans.Originality/valueThis paper provides a unique exploration of the opportunities and risks in the adoption of AI for the recruitment and selection function in human resource management. The benefits are the delegation of routine tasks to AI and the confirmation of the crucial role of professional recruiters.

Yesterday's workers in Tomorrow's world

PurposeThis study sought to examine the attitudes of blue-collar workers toward job automation. The study examined the relations between job automation, fear of job loss and self-actualization.Design/methodology/approachUsing mixed methods (qualitative and quantitative analysis) with 539 participants overall, we examined employees' attitudes toward job automation through two separate studies conducted in a large public organization that employs blue-, white- and pink-collar employees. The blue-collar workers who participated consisted of waste collectors, gardeners and parking supervisors whose work is at risk of job automation.FindingsWe found that 74% of the blue-collar employees described technology as a “replacer” that simplifies and reduces human work activities, while only 3% perceived it as an “enabler” that could enrich their jobs and expand human potential. Fifty-three percent of the employees in the white-collar professions described technology as a “replacer,” and 36% perceived it as an “enabler.” Among pink-collar workers, 51% perceived technology as an “enabler,” while only 14% perceived it as a “replacer.” A positive relationship between job automation and self-actualization was evident for pink- and white-collar workers, but not for blue-collar workers.Originality/valueThis study sheds light on how employees in different types of jobs perceive technological advancements at work. A classification of the perception of technology as an “enabler” vs a “replacer” is presented. The relationships between job automation and self-actualization in different job types are explored.

Awareness and Perception of the Artificial Intelligence in the Management of University Libraries in Nigeria

Due to the growing presence of artificial intelligence (AI) in developed countries, this study investigates the awareness and perception about artificial intelligence in the management of university libraries in Nigeria. The study is a survey design that is based on both qualitative and quantitative approaches. The population of the study comprised eighty academic librarians from eight purposively selected university libraries in the country. The finding of the study revealed that academic librarians are aware of the existence of AI usage in the university libraries and that the fear of job loss is the major constraint they face in the adoption of the technologies; even though they are aware that the innovative technologies will enable efficient user satisfaction. The study recommends the need for academic librarians to make themselves relevant in this era of the fourth industrial revolution, by acquiring necessary skills that are in line with the technologies. It is also critical that library management educate academic librarians to understand that the adoption of AI in the library does not translate to the loss of jobs.

Self-reported well-being and the importance of green spaces – A comparison of garden owners and non-garden owners in times of COVID-19

This study focuses on the effects of the use of green spaces on the self-reported well-being measures of life satisfaction and mental well-being during the COVID-19 pandemic. We compare two distinct groups of people: garden owners and non-garden owners. We collected quantitative data and data from an open-ended question online from 495 people living in all regions of Germany in May 2020. To analyze our quantitative data, we used a combination of descriptive statistics and hierarchal regressions. Here, results indicated that garden owners had substantially greater life satisfaction and mental well-being than non-garden owners. Additionally, the two groups differed statistically significant in many socioeconomic factors (e.g., income, age, fear of job loss), in the context of time spent outside, as well as personality traits. Our analyses suggest that these differences are valuable for understanding differences between the two groups’ self-reported well-being. To analyze the open-ended question, we followed the main steps of a qualitative content analysis. Here, we found that the vast majority of participants associated positive meanings (e.g., freedom and joy) with private gardens and public green spaces during the pandemic. Our findings have implications for policies to promote and support the design and use of public green spaces. Overall, our findings support governmental decisions in Germany (as elsewhere) to keep public green spaces open during the first wave of the outbreak of COVID-19, suggesting that green spaces provide valuable support for self-reported well-being in these difficult times of COVID-19 contagion.

The integration of artificial intelligence in medical imaging practice: Perspectives of African radiographers

IntroductionThe current technological developments in medical imaging are centred largely on the increasing integration of artificial intelligence (AI) into all equipment modalities. This survey assessed the perspectives of African radiographers on the integration of AI in medical imaging in order to offer unique recommendations to support the training of the radiography workforce. MethodsAn exploratory cross-sectional online survey of radiographers working within Africa was conducted from March to August 2020. The survey obtained data about their demographics and perspectives on AI implementation and usage. Data obtained were analysed using both descriptive and inferential statistics. ResultsA total of 1020 valid responses were obtained. Majority of the respondents (n = 883,86.6%) were working in general X-ray departments. Of the respondents, 84.9% (n = 866) indicated that AI technology would improve radiography practice and quality assurance for efficient diagnosis and improved clinical care. Fear of job losses following the implementation of AI was a key concern of most radiographers (n = 625,61.3%). ConclusionGenerally, radiographers were delighted about the integration of AI into medical imaging, however; there were concerns about job security and lack of knowledge. There is an urgent need for stakeholders in medical imaging infrastructure development and practices in Africa to start empowering radiographers through training programmes, funding, motivational support, and create clear roadmaps to guide the adoption and integration of AI in medical imaging in Africa. Implication for practiceThe current study offers unique suggestions and recommendations to support the training of the African radiography workforce and others in similar resource-limited settings to provide quality care using AI-integrated imaging modalities.

Grasping Digitalization in the Working World

Digitalization and automation have increased substantially in recent years and are reshaping the working world. These fundamental changes alter employee training needs and training programs. They create new employment opportunities, may cause excessive demands or raise fears of job loss. The extent of the societal transitions induced by the ongoing digitalization call for high-quality research data. In this paper, we introduce a new multi-dimensional survey module on digitalization and its consequences for the working world, which has recently been implemented in the adult cohorts of the German National Educational Panel Study (NEPS). We show how well and for which employee groups the newly developed survey questions capture experiences with digital technologies at the workplace. We test for the applicability of the instrument with regard to gender, age, education, and job tasks and show that it predicts employee’s actual participation in further training. Moreover, we show the potential that results from the combination of the new survey module with further key strengths of the NEPS data such as its life-course or competence measures.

Mental Health of Flying Cabin Crews: Depression, Anxiety, and Stress Before and During the COVID-19 Pandemic.

Objectives: Initially, we analyzed relations between the challenging working conditions of flight attendants with symptoms of depression, anxiety and stress. As the COVID-19 pandemic plunged airlines into an unprecedented crisis, its impact on the mental health of flying cabin crews became the focus of a second survey.Methods: Flight attendants were surveyed online with DASS-21 in May 2019 (N = 105; sample 1) and April 2020 (N = 1119; sample 2), complemented with questions about working conditions (in 2019) and existential fears and fear of job loss (in 2020).Results: Sample 1 revealed that symptoms of depression, anxiety and stress highly correlated with the subjective assessment of working conditions, but not with objectifiable parameters. Sample 2 showed significant positive correlations between existential fears and fear of job loss with depression, anxiety and stress. Crew members, grounded in April 2020, showed significantly higher scores in depression and stress, while still flying individuals had more clinically relevant symptoms of anxiety. Mean value comparisons between sample 1 and 2 in DASS-21 revealed a significant increase in symptoms at the time of crisis with effect sizes of d = 0.63 for depression, d = 0.26 for anxiety, and d = 0.52 for stress. The incidence of clinically relevant symptoms among the respondents increased from 8 to 23% (depression), from 6 to 14% (anxiety), and from 8 to 24% (stress).Conclusion: The COVID-19 pandemic and associated work restrictions coincide with severe impairment of mental health of flying cabin crews, consistent with a mental health protecting function of labor.

Job Strain and Mental Health Among Older Adults: Results From the National Health Interview Survey

Increased life expectancy and retirement age have contributed to a gradual aging of the US workforce. Extant literature has identified job strain (e.g. job demands, work-related stressors etc.) as a risk factor for both physical and mental health outcomes in working populations. However, there is comparatively less evidence examining job strain and mental health among older working adults. We utilized National Health Interview Survey data (2015), which contained detailed information on work conditions, to investigate the relationship between fear of job loss and self-rated mental health among working adults at 25-54 and 55+ years of age. We fit multiple logistic regression models that accounted for the complex survey design. Mental health was assessed using the K6 screening instrument that measures nonspecific psychological distress. In the sample of 16,291 working adults, 11.6% worried about job loss and 13.3% reported moderate/severe mental distress. Overall, we found that the odds of poor self-rated mental health among those who reported fear of job loss were 2.35 times that of respondents with perceived job security after adjusting for age, sex, educational attainment, race and/or ethnicity, body mass index, and smoking behaviors (95% Confidence Interval (CI): 2.01-2.75). Age-stratified results showed that perceived job insecurity corresponds with a 2.33 odds of mental distress among workers aged 25-54, and a 2.44 odds of mental distress among older workers. Our findings highlight the importance of age dynamics in mental health for working adults and suggest that job strain presents a persistent challenge for the wellbeing of workers.

Success factors for introducing industrial human-robot interaction in practice: an empirically driven framework

Human-robot interaction (HRI) promises to be a means whereby manufacturing companies will be able to address current challenges like a higher demand for customization. However, despite comparably low costs, there are only few applications in practice. To date, it remains unclear which factors facilitate or hinder the successful introduction of industrial collaborative robots (cobots). In a three-step approach, we first developed a comprehensive two-dimensional framework covering three separate phases and four essential components for human-robot working systems. Secondly, we reviewed related literature to identify relevant success factors. Thirdly, in an online survey we asked leading representatives of German manufacturing companies (n = 81) to assess the importance of these factors from a practical point of view. The results reveal that besides technology-related factors like occupational safety and appropriate cobot configuration, employee-centered factors like the fear of job loss and ensuring an appropriate level of trust in the robot are considered important. However, company representatives seem to underestimate the impact of subtle measures to increase employee acceptance which could be incorporated into internal communication strategies prior to and during the introduction of cobots. Comparative analysis based on three distinct application scenarios suggests that most success factors’ practical importance is independent of the motivation for implementing HRI. Furthermore, answers from practitioners in free-text fields reveal that success factors which intuitively come to their mind such as financial factors are not necessarily perceived most important. Finally, we argue for more application-oriented research that focuses on practically relevant factors to guide HRI research, inform cobot development, and support companies in overcoming apparent barriers.

Strong Organizational Culture – An Effective Tool for Companies to Survive in a Pandemic World

Recent events related to COVID-19 have shown that many companies are on the edge of crisis. The unpredictable situation in the world has given rise to a new phobia in people: the inability to control one’s life, the unpredictability of the future, anxiety for physical and financial well-being, fear of losing a job. The incident caused a state of mental and post-traumatic stress disorder, depression and other nervous diseases. These processes are particularly crucial in developing countries, where managers and staff of the companies have failed to collaborate and work coherently during the crisis. In many cases splitting of workforce and top-level management took place. Although people’s engagement has grown caused by fears of job losses, the decision makers has often abused the current situation: reducing wages, increasing work time and intensity, and treating staff unethically. In our view, this separation will deepen in the post-pandemic period especially in the organizations that do not have an organizational culture. Organizational culture is the most important tool for regulating interaction in a group, a lever for increasing the efficiency and productivity of its members. Forming a culture in an organization, we create thinking architecture, a common psychology and value system that creates physical changes in the brain. All that we believe in, what we strive for, all the actions that we physically perform over a long period of time, our goals and objectives, ideas, values and traditions that we follow form our brain. In this research the impact of the pandemic on the staff coherency, the measures that were taken by managers to maintain stability in the company and the role of the organizational culture in overcoming the crisis are analyzed and relevant recommendations suggested.

Automation and Creativity In Work

The fear of job loss due to the labour-saving technological changes is not a new phenomenon, dating back to the 19th century Luddites in Britain. Recently, similar fear has reawakened due to the rapid expansion of the increasingly cheap and capable computers (digitisation). According to the empirical experience of the European Working Condition Surveys (EWCS 2005 and 2015), every second workplace belongs to the category of ‘creative work’, which is less threatened by automation; and every fourth worker carries out ’routine’ tasks, which will be easily replaced by computers. However, important country group differences exist: creative jobs higher than EU-27 average characterise the Nordic, Continental and Anglo-Saxon countries. By contrast, the highest rate of routine tasks prevails in the Mediterranean and Central and Eastern European countries. Among the post-socialist countries Hungary lags behind the European average and the trends of the previous years on the job loss are alarming, meaning concerns of automatization are a valid concern for unskilled workers.

The Cyclicality of On-the-Job Search Effort

Abstract This paper provides new evidence for cyclicality in the job-search effort of employed workers, on-the-job search (OJS) intensity, in the U.S. using American Time Use Survey and various cyclical indicators. We find that the probability of an employed worker to engage in OJS is statistically significantly countercyclical, while time spent on OJS of an employed job seeker is weakly countercyclical. The fear of job loss, employment uncertainty, and workers’ financial situations is crucial in the job search decision of employed individuals. The results imply that the precautionary motive might be the key driver of the countercyclicality in OJS intensity.

‘Peer’ work as precarious: A qualitative study of work conditions and experiences of people who use drugs engaged in harm reduction work

In this study, we examine the qualitative accounts of people who use drugs engaged in ‘peer’ work in harm reduction settings across British Columbia, Canada. We found peer work was precarious, characterized by nonstandard or casual work arrangements, high job instability and insecurity, insufficient wages, and limited social benefits. Participants were reluctant to exercise their rights or negotiate work conditions, such as higher wages or more consistent work, out of fear of job loss. However, the flexibility of peer work was beneficial for some in that it worked within their life circumstances and provided a low-barrier entry into the labor market. If inequities in peer work are perpetuated, unrecognized and unaddressed, precarious work conditions may continue to undermine the potential benefits of harm reduction work for organizations, peer workers and the people to whom they engage with and support. This study adds people who use drugs to the many social groups that are impacted by precarious work conditions globally.