Group Of Employees Research Articles

Producción académica cualitativa sobre el sentido del trabajo 2010-2023 en Latinoamérica

This study used a qualitative approach in the form of a systematic review, specifically using concept maps to analyze research conducted by Latin American authors on the subject of the meaning of work. The analysis covered research studies published on academic databases from 2010 to 2023. The primary aim of this study was to identify common themes and theoretical frameworks derived from the body of research. Another aim of this study was to draw attention to the limitations of existing research and to explore innovative approaches to the understanding of human talent. The study also discussed future research pathways in the field of the meaning of work. The study findings revealed that there is a significant number of qualitative-based publications that address current issues related to traditional and non-traditional employee groups. Even so, this study revealed a key area to further develop: qualitative studies focused on the overlap of artificial intelligence, automation and related technologies destined to affect both the nature of work and human capital management, since these emerging technological trends will invariably influence the way in which employees think about work, thereby affecting how they regard its sense and importance.

Productivity of older employees in comparison to other age groups: a cross-country analysis

The main aim of the paper was to estimate the impact of older employees aged 55-74 on productivity compared with other age groups. The research (foundation of the paper) was conducted in 72 countries in the period 2000-2021. Countries were divided into three groups composed of 24 economies according to their GDP pc in 2021, i.e. the lowest GDP pc, the middle GDP pc, and the highest GDP pc countries. The study covered the five age and sex groups of employees: 25-34, 35-44, 45-54, 55-64, and 65-74. The Productive Capacities Index (PCI) built by UNCTAD and its selected categories were assumed to be dependent variables. The research results obtained for three groups of countries indicate that older employees had stronger positive impact on improving PCI than younger employees, especially on human capital development and private sector productivity. Our outcomes also suggest that older employees are better integrated than younger age groups with ICT tools that increase work productivity. To sum up, we can state that older employees can be a key factor in economic development due to their knowledge and experience, provided that others are willing to learn from them and they receive relevant organizational support.

Flexible Working and IT employees’ Job Satisfaction Before and During COVID-19

The study examines the effect of five job satisfaction antecedents before and during COVID-19 among a group of IT employees. The examined antecedents are pay and promotion, work nature, work atmosphere and colleagues, job performance and flexible working, which has a central place in the study. The empirical data is collected through a quantitative research, based on a questionnaire executed consecutively in 2019 and 2021 with 126 and 149 participants respectively. Results show that flexible working positively affects job satisfaction. Factors pay and promotion and work nature show a strong positive impact on employees’ satisfaction, while the influence of work atmosphere and colleagues is insignificant. In both surveys, job performance has a negative impact on job satisfaction. The research results introduce flexible working as a less studied satisfaction facet and can be used by technological companies for reducing turnover rates and finding new ways to keep their employees. Job satisfaction has been researched for almost a century, but flexible working has not received sufficient attention. The main contribution of the present work is the introduction of this concept as an important satisfaction facet for IT employees and measuring its influence before and during the pandemic.

A collaboration between first- and second-line healthcare for persons with a disability in Flanders to strengthen quality of care, continuity of care and affordability of care.

The introduction of personal financing within the disability sector, in Flanders, in 2017, created the opportunity to enter into broader collaborations with other professional services. This allows us to strengthen the quality of care and support for people with disabilities. We therefore started a collaboration between first and second line healthcare. This collaboration is based on 3 major pillars, quality of care, continuity of care and affordability of care. With the introduction of personal financing in the disability sector, care focusses more on the person with a disability. The adult person is allocated a budget based on his need for support and can buy care and support with it. These can be purchased more widely than only from the healthcare providers licensed by the VAPH (Flemish Agency for Persons with Disabilities). When we look at quality of care, we use the expertise of both partners. The licensed care provider mainly directs the disability-specific part whereas support in the daily ADL activities comes from home care. Both partners always coordinate with each other and the first focus is always on the person with a disability, which takes a central role. Drawing up individual support plans, linked to objectives, is one of the tasks of the licensed healthcare provider. Home care provides value in carrying out this objective together with the person with a disability. In a concrete example: the residential supporter indicates that the resident is learning to handle money, the home care supporter takes this into account during the purchases at the bakery together with the client and gives feedback to the residential supporter about the experience. We strengthen the quality of care by combining the expertise of both parties and create more time to work at the person's pace. In doing so, we focus on talent, rather than starting from the disability.Two components are important for the continuity of care: the effective presence, but also the fixed character of the employees who are present. People with disabilities are more sensitive to change than other target groups. That is why focusing on continuity, both in time and in person, is important in this partnership. The home care selects a group of employees to commit as a team. The residents therefore can always rely on the same people for support at home: the number of faces remains limited and a bond of trust is created. To ensure continuity in time, the team members replace each other when needed, so the support is continuous. With home care we enter the (replacing) home situation and we focus the tasks on supporting the person. As a result, we can also invoice the person according to the regulations within home care. We only have to calculate the customer contribution and that makes it affordable. We work in 1-on-1 situations, but we also support in groups. In the latter case, the costs are shared by all persons who use the support. Through this partnership, we create a more high-quality, affordable care for people with disabilities.

Immunological indicators in patients with vibrational disease and metabolic syndrome

Introduction. Workers with vibration disease (VD) are at greater risk of developing metabolic syndrome (MS). Timely diagnosis and prevention of MS accompanying VD is very important, since medical measures at the early period can not only stop the occurrence of complications, but also contribute to the reverse development of individual symptoms. Currently, the state of the immune system of VD patients with MS remains one of the poorly studied questions.
 Materials and methods. Serum cytokines: IL-1β, IL-2, IL-4, IL-8, IL-10, IL-17, TNF-α, INF-γ were determined by ELISA.
 Results. A significant increase in IL-1β, IL-4, IL-17, TNF-α relative to the comparison group was found in VD patients with MS and in those with VD without MS. However, no statistically significant differences were found in the intergroup comparison of cytokines, while a pronounced tendency to increase changes in the cytokine profile in persons with VD aggravated with MS is noteworthy. Depending on the duration of vibration exposure, hyperproduction of IL-17, TNF-α, IL-4 and a decrease in INF-γ in the highly trained group were noted if compared with less trained workers. A negative correlation relationship between vibration experience and IL-8 content was revealed in VD patients with MS with less than 20 years of experience. If the duration of work is more than 20 years in VD persons with MS, there are direct correlations between experience and IL-4 and IL-17 levels and feedback with the concentration of INF-γ.
 Limitations. The limitations of this work are small groups of employees.
 Conclusion. Increased levels of pro- and anti-inflammatory cytokines in VD patients with MS indicate the activation of inflammation processes, in the mechanisms of induction of which, both a change in the reactivity of the immune system and a violation of metabolic processes in workers with prolonged exposure to physical factors may play a role.

ОСОБЕННОСТИ ПРИМЕНЕНИЯ ИНФОРМАЦИОННОЙ ТЕХНОЛОГИИ УПРАВЛЕНИЯ ПРОЦЕССОМ РАЗВИТИЯ КОМПЕТЕНТНОСТНОГО ПОТЕНЦИАЛА ПРОЕКТНО-ОРИЕНТИРОВАННОЙ ИТ-КОМПАНИИ

The paper presents the features of information technology for managing the competency development process of a project-oriented organisation. This technology allows planning the advancement of employee’ competencies based on the needs of the candidate projects under consideration and the organisation’s strategic goals, taking into account the current project activities. The ability to adjust the competency development programmes when changing the schedule of projects in which trained employees are involved is supported. The proposed information technology makes it possible to import data from already used information systems for managing projects and employees’ competencies. At the same time, in the process of forming development programmes, adjusted calendar schedules of current projects are built, taking into account employees’ distraction for training. The results of testing information technology in an IT company specialising in developing business analytics solutions are presented. As part of the experiment, the author considers identifying a group of employees among three project groups to develop additional competencies with the assistance of training courses. At the same time, it is necessary to minimize changes in project timetables, based on assessing the labour intensity of tasks. As a result, alternative programmes for developing employees’ competencies are generated, which make it possible to solve the problem. Conclusions are drawn about the applicability of the considered information technology and the advantages of use compared to the conventional approach are noted. Further plans and directions of development are presented.

Factors of work motivation of aerospace employees in the context of digitalization and robotization

The article is aimed to analyze the work motivation of employees of modern Russian aerospace enterprises engaged in automated and non-automated production sites. The authors give an overview of the existing approaches to the analysis of work motivation and provide data from the pilot sociological study conducted in October 2023 (N=86), when theoretical and applied problems were solved. Theoretically, the hypothesis about the influence of digitalization and robotization processes on the factors of labor motivation was tested. The applied task of the study was connected with the approbation of the tools of sociological research and methods of factor and cluster analysis to the data obtained during the survey of employees. The conducted research enabled the authors to conclude about 3 main groups of motives that form the factors of the employees’ work motivation of the surveyed enterprise: 1) motivation of professional realization; 2) material motivation and 3) socially-oriented motivation. As a result of the cluster analysis, two groups of employees were identified, depending on the type of dominant motives: those who are materially oriented towards professional self-realization ("pragmatists") and those who expect approval and support from their superiors and their colleagues in the course of their work ("conformists"). Despite the fact that the hypothesis about the influence of the automation level of a production site on the type of the employee’s dominant motivation has been confirmed using the discriminant analysis method, it needs additional verification on a larger sample scale.

Pengaruh Kepuasan Kerja, Disiplin Kerja dan Kompensasi Terhadap Kinerja Karyawan PT. Bank Pembangunan Daerah Jawa Timur

This research was carried out with a quantitative approach and used the SPSS version 22 statistical program. The research significance level was 0.003, below the limit of 0.05. The main objective of this research is to determine how job satisfaction, work discipline, and compensation impact the performance of individuals and groups of employees at PT. East Java Regional Development Bank. This research involved 40 employees from PT. East Java Regional Development Bank. The results of the analysis show that job satisfaction and work discipline influence the performance of PT employees. Bank Jatim.

Eğitim Yöneticilerinin Sahip Olması Gereken Roller ve Yetkinliklerin İncelenmesi

If the trainings are institution-specific information trainings, contain know-how, or are considered as permanent or long-term programs for a large number of employee groups, it would be a more correct approach to work with the educators who will be recruited. In this case, the preparation of detailed job descriptions for the educator and the clear definition of the requirements of the job are important both during the interview and assignments, making it easier to choose the right person and assign them to the right jobs. In the selection of trainers, resumes and application forms should be carefully examined, the candidate's communication skills and willingness should be tested, school and work experience, presentation skills, program preparation ability, knowledge of educational methods, expertise in the subject, willingness and special interest in education, beliefs, goals, values and passions, educational experience, physical fitness, appearance, intelligence, maturity, emotional stability and educational status should be taken into account. The activity of a trainer who will be selected from within or outside the organization; it depends on him focusing on the subject, being able to do what he wants to do and being able to devote himself. Focus refers to knowing the subject. Being able to do is related to skills reinforced by experience, while dedication is related to mental attitude. If an educator looks at his work and relationships positively, if he does the training willingly, if he is at peace with himself and sensitive to people, he works by dedicating himself. When deciding who the trainer is, the attitude, goals, beliefs and values of the person being considered should be focused on, and whether these are appropriate and adequate to the requirements of the training being considered, the expectations of the organization and the needs of the participants should be considered. During the selection process of the trainer or training organization, the experiences of the person or organization, training methods, references in other organizations, personal or corporate images should be taken into account. It is necessary to think that the monetary or non-monetary losses that will be caused if an education that is considered cheap is not effective will be much greater. It is necessary to realize that the cost of a good education is always much lower than the cost of lack of education or a bad and inadequate education. Key Words: Educational Management, Educational Managers, Executive Roles, Executive Competencies

Features of professional hearing loss with combined exposure to noise and vibration

For most modern industries, there is characteristic the simultaneous impact of noise with other factors aggravating its effect.
 The purpose of the study is to determine the features of occupational hearing loss in the combined effects 
 of noise and vibration.
 Materials and methods. A comparative assessment of the level of occupational risk and audiometric indicators was carried out in three groups of employees: 1st group (210 people) — is exposed to noise, 2nd group 
 (170 people) — to noise and local vibration, 3rd group (200 people) — to noise and general vibration.
 Results. In group 1 workers exposed to isolated noise, occupational hearing loss was diagnosed significantly less frequently compared to group 2 and 3 including workers exposed to combined noise and vibration 
 (7% vs. 14 and 13%, respectively, p < 0.05). Combined exposure to noise and vibration increases the risk of occupational hearing loss by 1.82–1.85 times (RR = 1.82–1.85; EF = 45–46%). Audiological features 
 of the lesion of the auditory analyzer have been revealed depending on the presence and nature of the affecting vibration, manifested by changes in hearing thresholds in certain frequency spectra and their combination. According to the data of speech audiometry, a violation of speech intelligibility with the presence of speech-tonal dissociation was revealed in workers of groups 2 and 3, indicating violations in the central department 
 of the auditory analyzer.
 Limitations of the study. The study is limited to the study of the features of occupational hearing loss in the combined effects of noise and vibration in mining workers according to audiometric indicators.
 Conclusion. The conducted studies have shown the need to develop individual programs for the preservation of hearing, taking into account the degree of risk and the identified features of the formation of occupational hearing loss. The topic of research on the effects of noise and vibration on hearing loss requires in-depth research, taking into account the intensity and duration of vibration exposure, the type of vibration generating equipment.

Effectiveness of Implementing Occupational Nutrition for Government Agency Employees’ in Jambi City

<p><em>Fulfillment of nutrition for workers can affect their level of health and work productivity. If nutritional needs are not met, it can have negative impacts on the body, such as work fatigue, decreased productivity, and decreased concentration. Aims of this study is to analyze the effectiveness of the implementation of work nutrition among government agency employees’ in Jambi City. This research was conducted in Jambi City, especially at the Jambi City Public Works and Spatial Planning Service and the Jambi City Manpower, Cooperatives, and SMEs Service, which took place in April–October 2023 with a sample size of 58 respondents. Data were analyzed using the Mann-Whitney test with α = 0.05. There were two intervention groups; the first group underwent intervention by providing occupational nutrition modules and mobile phone intervention, while group 2 was the control group. he results of the analysis showed no difference in diet (p = 0.926) or physical activity (p = 0.243) between intervention group and control group employees’. There were differences in safety behavior (p = 0.037), attitudes (p = 0.018), and motivation related to occupational nutrition (p = <0.001) between intervention group employees’ and control groups of government agency employees’ in Jambi City. In conclusion, the occupational nutrition package was not effective in improving the diet and physical activity of employees’. The work nutrition package is effective in improving knowledge, safety behavior, attitudes, and motivation related to work nutrition among employees’ of government agencies in Jambi City.</em></p><p><em> </em><strong><em>Keyword : Effectiveness, Government Employees’, Job Nutrition</em></strong></p>

Occupational safety and infection control for risk groups in the Covid-19 pandemic and the participation of employee representative bodies

Abstract The Covid-19 pandemic has posed new challenges for occupational safety and health. The protection of disabled and other vulnerable employees (risk groups) is no exception. For these groups of employees, the special hazards and risks associated with the workplace must be given special consideration. This article presents our study of company practices for dealing with risk groups, with particular reference to remote working constellations, and shows that the involvement of employee representative bodies has a positive impact on the scope and quality of protective measures. However, the low level of involvement of employee representatives in the planning and implementation of protective measures is problematic. The results are from an online survey of 1543 representatives of works and staff councils and representatives of severely disabled people in Germany.

Bench tests of noise-insulating materials

A group of employees of the Scientific, Educational and Production Laboratory "Outboard Boat Motors" of the Department of Water Transport Operation of the Federal State Budgetary Educational Institution "AGTU" achieved certain results in the fight against noise, reflected in a number of patents of noise-insulating hoods of various modifications and publications on the analysis of the frequency spectrum of outboard boat motor noise, evaluation of the effectiveness of outboard motor hoods of small-sized Based on the accumulated scientific research, several proto-types of multilayer means recommended for sound insulation of outboard boat motors have been created. In the conditions of a large range of directions, there is a need to apply single-layer or multi-layer structures to the properties of sound insulation without forming a physical model of the hood, casing. This is due to the fact that the production of a hood model entails a complex technological process, while creating a sample in the form of a plate from the same material is much more profitable in terms of financial, labor and time costs. Based on the needs of the scientific educational and production laboratory of outboard boat motors in the study of noise generated by outboard boat motors and means of combating them, it was decided to create a stand to assess the effectiveness of noise-reducing materials, which will allow modeling the conditions of natural operation of a noise-insulating material without the use of full-scale tests with outboard by motor. The created stand allows testing in two directions. The first direction is the testing of physical models of casings for noise insulation using audio files reproducing the noise of the required equipment. The second direction is the study of materials for their noise-insulating properties when generating waves of different frequencies.

Cross-Cultural Leadership: What We Know, What We Need to Know, and Where We Need to Go

While leadership is an important way to coordinate around the globe, societal culture may shape leadership processes and their effects. In this review, we discuss conceptualizations of culture and address what is known about the role culture plays in shaping leadership processes. For example, societal culture shapes people's implicit theories of leadership, and these affect how leaders and followers behave toward each other. Also, culture can moderate the relationship between leadership and important outcomes. We review research done in these areas as well as research on emerging topics in the field, such as followership across cultures and leading groups of employees who are from different areas of the world. As we review the findings of the literature to date, we also acknowledge some of the problems and methodological challenges faced in this field and discuss practical implications and areas for future research.

Employee assistance program for healthcare workers in the post-COVID era: Program development, challenges, and future directions

The COVID-19 pandemic led to an unprecedented need for mental health support for hospital employees. To address these rising needs, members of the Psychiatry Department of Weill Cornell Medicine/NewYork-Presbyterian Hospital created a brief, behavioral skills-based mental health crisis intervention program termed “CopeNYP.” Due to the success of CopeNYP’s treatment model in reducing anxiety and depression, NewYork-Presbyterian adopted and expanded this model as its Employee Assistance Program (EAP). This EAP provides access to short-term counseling for over 38,000 employees and their household members. We describe the transition from a brief intervention to an expanded internal EAP. We report on user characteristics including client demographics and work-related variables. Our program yielded a utilization rate of 4.25% from July 2021 to March 2022. Nurses, administrative staff, and professional and allied health staff were the top three employee groups to utilize the services. The most prevalent presenting problem was Anxiety/Stress. Creating an internal EAP to support healthcare worker needs, including high quality mental health interventions, is feasible. We found that our EAP utilization rates were on par with other internal EAPs. In the era of healthcare burnout, internal EAPs can be beneficial for frontline staff who seeks intervention for mental health and relational issues.

Několik poznámek k vymezení osobní působnosti zákona o státní službě

This paper deals with the issue of individuals who are employees of the state (the Czech Republic), but are not civil servants under the Civil Service Act. The author points out the shortcomings that the legislature has committed in the past in defining this group of employees, who, although working in “state administrative offices”, do not work in service relationships but in employment relationships (regulated primarily by the Labour Code). The article leads to the interpretation of the examined unclear provision and also contains some topics de lege ferenda.

A Comparative Study on Workers Job Satisfaction towards Public and Private Limited Tea Garden in Golaghat District, Assam

The present study discusses the Job satisfaction level between public and private Ltd. tea garden workers in Golaghat district of Assam, India. Job satisfaction which refers to the positive or favourable attitudes towards their work. Satisfactory attitude encourages a worker to work efficiently while dissatisfaction leads to disappointment of instructive objective. A questionnaire on Job satisfaction developed by Dr. B. C. Muthayya (1984) was administered for data collection. A total number of 190 workers were selected for data collection. Out of 190 respondents 117 respondents were Public Ltd., and 73 respondents were from private tea garden. Out of 117 Public limited, 46 were male and 71 female. Similarly, out of 73 Private tea garden workers, 34 were male and 39 female. The main objective of this study is to find out the significant difference between public and private Ltd. tea garden workers. SPSS (Statistical Package for Social Sciences) were employed for data analysis. Data were analyzed based on descriptive statistics including ‘t’ test to see the significant differences between two public and private Ltd. tea garden workers, and Inferential statistics –ANOVA to see the significant differences between four groups of employees ( Public male &female and Private male and female). In terms of job satisfaction, the ‘t' results demonstrate that there is a considerable difference between public and private, public male and female, and private male and female tea garden workers. ANOVA result shows the significant difference among the four groups. Duncan’s multiple range tests also depicts the differences between all pairs of means except the group of public female and private male. The obtained results were compared to those of other similar studies.

Does Concentrated Shareholding Impact Family Firm Internationalisation?

This article investigates whether increase in concentrated shareholding impacts the internationalisation of family firms. Based on a multi-theoretic approach and using zero inflated beta model on a panel data set covering 307 largest Indian listed companies, we observe that concentrated ownership, adverse employee relations and business group affiliation discourage internationalisation. But as family shareholding exceeds 50%, concentrated ownership has an indirect positive balancing impact on internationalisation. Besides, status as a family firm has a significant favourable impact on internationalisation and it moderates the impact of concentrated ownership, adverse employee relations and group affiliation on internationalisation.

Ad hoc decisions as latent strategies: How do firms use nonstandard employment contracts?

AbstractWe derive a typology of firms regarding how they use non‐standard contracts, using register data. We find that 58% of firms fit the core‐periphery model. They use non‐standard contracts differently for low‐skilled and high‐skilled employees. The other firms use non‐standard contracts similarly for different groups of employees.

Occupational Exposure of Employees in a Multispecialty Hospital to Factors Causing Contact Dermatitis-A Questionnaire Study.

Background and Objectives: Allergic contact dermatitis (ACD) is a serious health and socio-economic problem. Accurate and reliable assessment of exposure to ACD factors in the work environment would increase quality of life and work of employees. The aim of this study was to assess the level of exposure of workers of a multidisciplinary hospital to the factors causing ACD. Material and Methods: The proprietary OSDES-16 questionnaire was used. The effectiveness of the OSDES-16 was confirmed statistically. The study included 230 employees of the medical center in Polanica Zdrój, divided into groups. Results: The differences in the overall assessment of exposure between the individual groups in the OSDES-16 scale were statistically insignificant (p > 0.05). There was no significant correlation between the current workplace and the level of exposure to ACD (p > 0.05). The level of exposure to ACD in the group of employees with work experience in the current position for more than 10 years was significantly higher than those working less than 6 years (p < 0.05). Conclusions: Nurses, midwives and paramedics are the occupational group most exposed to the development of contact allergy related to exposure to factors present in the work environment. The seniority of more than 10 years in the current position was linked with a higher level of occupational exposure.