Group Of Employees Research Articles

ОСОБЕННОСТИ ИСПОЛЬЗОВАНИЯ СИСТЕМ МАТЕРИАЛЬНОГО И НЕМАТЕРИАЛЬНОГО СТИМУЛИРОВАНИЯ ПРИ УПРАВЛЕНИИ ПЕРСОНАЛОМ ПРЕДПРИЯТИЙ В СОВРЕМЕННЫХ УСЛОВИЯХ

The article analyzes various aspects of motivational mechanisms in modern organizations, with an emphasis on the importance of fulfilling critical conditions for the successful achievement of results. Particular attention is paid to the development of effective non-financial motivation programs that correspond to the strategic directions of the organization and are adapted to the needs of various groups of employees. The authors analyze the experience of foreign and Russian companies, emphasizing the importance of an integrated approach to motivating personnel and justify the need for regular updating of motivational programs in response to changes in the market environment and the structure of labor resources. The purpose of the article is to study the features of the use of financial and non-financial incentive systems in modern conditions at enterprises. For this work, a comprehensive methodological approach was used, including the use of general scientific and private scientific methods, analysis and a systematic approach; the current practice in international companies was analyzed and the main practices of material and non-material incentive systems were identified in a comparative analysis based on the results of existing research at various enterprises. The main features of the use of material and non-material incentive systems at enterprises in modern conditions are identified, both financial and non-financial approaches to motivating employees are considered, including individual and group, short-term and long-term strategies, the features of various types of incentives for employees are analyzed and conclusions are drawn about the need for implementation a systematic approach that takes into account the interaction of various elements of the incentive system in a complex to achieve the best results of the enterprise. This work has revealed that the effective use of financial and non-financial incentive systems in enterprises requires flexibility, result orientation, and openness. As a result, it can be concluded that the development of individual employee incentive programs, taking into account the specifics of the enterprise’s industry and the needs of employees are key elements of a successful staff motivation system.

Requirements as for work on board a ship from the perspective of maritime field students and seafarers

Purpose: The study aims to identify the opportunities for improving the employment offers by identifying differences in the requirements as for work on a ship formulated by maritime university students and seafarers. Design/methodology/approach: To achieve the goal, the Kano method was applied, to determine the relationship between the level of requirements fulfilled to work on a ship and the students' and seafarers' level of satisfaction. Findings: It was found that there are differences in how students and seafarers perceive the same requirements for working on a ship. As the perception of these requirements depends on the seafaring experience, shipowners should differentiate the terms and conditions of employment formulated in job offers to the targeted group of potential employees. Research limitations/implications: The survey was conducted among students of only one Polish maritime university and, moreover, only seafarers of Polish nationality participated. Hence, future research in this area may include the identification of the requirements for work on board set by students and seafarers of other countries, as well as the identification of differences in the requirements for future work at sea set by students at the beginning and at the end of their education. Practical implications: The study results obtained may prove helpful to shipowners in adjusting the job offers to the target group recruited. Such knowledge can help shipowner companies to effectively prevent the crisis related to the shortage of highly skilled seafarers and the subsequent disruption of the supply chain. In addition, it can also provide guidance for maritime universities to design academic programs customized to the expectations of both shipowners and future seafarers. Originality/value: Research dedicated to assessing the impact of meeting shipboard job requirements on seafarers' satisfaction and dissatisfaction has not yet been conducted. In addition, the paper makes an innovative attempt to confront the requirements for work at sea formulated by seafarers with the requirements of students as future shipboard employees. The survey used the Kano method, a management-specific method not previously used in the maritime industry. The addressees of the results of the survey can be maritime universities, shipowners and maritime industry employees. Keywords: Kano method, maritime industry, seafarers' requirements, students' requirements, 2 working on board. Category of the paper: Research paper

ТЕХНОЛОГІЇ НЕЙРОМЕНЕДЖМЕНТУ ЯК ІНСТРУМЕНТАРІЙ РОЗКРИТТЯ ПОТЕНЦІАЛУ ПРАЦІВНИКІВ ПІДПРИЄМСТВА

The article is sanctified to the research of the use of neuromanagement theory in the process of acceptance the administrative decisions and personnel management for the increase of workers’ labour of the enterprise productivity because of expanding their potential. The essence of neuroscience as interdisciplinary scientific direction concentrated on the study of central nervous system, and therefore, the brain is exposed. The essence of neuromanagement is considered, it was noted that neuromanagement as the area of knowledge has not acquired yet systematic nature and continues to develop. New approaches to the process of acceptances HR decision that is base on the knowledge about the person’s brain become the constituent of management projects commands and personnel of the enterprises is underlined in the article. It is emphasised that close relationship is between how the person thinks and that how he/she acts. Much attention is paid to the non-invasive methods that allow knowing about human ideas and behavior. It is considered that the brain visualization tools allow to get knowledge for application in the process of making decision, in particular in relation to the choice of activity strategy (collaboration or competition), in the process of recruiting candidate (yes or no), use of punishments and bonuses for employees’ motivation, expanding their potential. Attention is paid to the knowledge about how a human brain works, can help in creation of the organizational system (organizational culture) that positively will influence on potential expanding and increase of attracted of workers (including motivation) in relation to implementation of duties, and also on building and development of interpersonal relations on the enterprise. Fundamental differences are between a neuromanagement and neuroleadership are revealed. The non-standard tool of neuromanagement gives an opportunity to considerably improve quality of management of the enterprises and organizations is proved in the article. If people are managed, taking into account their natural capabilities and talents, they completer expose their potential and, accordingly, work more productively and creatively, are inwardly motivated and value their work. It is set that neuromanagement is the step by step system that embraces all aspects of HR management, beginning from creation of working group and selection of employees, ending studies, delegation, efficiency verification, quarry increase, management changes and even discipline. Basic attention is concentrated on getting and attaning pleasure of employee due to the expanding of the potential.

Sickness absence and associations with sociodemographic factors, health risk behaviours, occupational stressors and adverse mental health in 40,343 UK police employees.

Police employees may experience high levels of stress due to the challenging nature of their work which can then lead to sickness absence. To date, there has been limited research on sickness absence in the police. This exploratory analysis investigated sickness absence in UK police employees. Secondary data analyses were conducted using data from the Airwave Health Monitoring Study (2006-2015). Past year sickness absence was self-reported and categorised as none, low (1-5 days), moderate (6-19 days) and long-term sickness absence (LTSA, 20 or more days). Descriptive statistics and multinomial logistic regressions were used to examine sickness absence and exploratory associations with sociodemographic factors, occupational stressors, health risk behaviours, and mental health outcomes, controlling for rank, gender and age. From a sample of 40,343 police staff and police officers, forty-six per cent had no sickness absence within the previous year, 33% had a low amount, 13% a moderate amount and 8% were on LTSA. The groups that were more likely to take sick leave were women, non-uniformed police staff, divorced or separated, smokers and those with three or more general practitioner consultations in the past year, poorer mental health, low job satisfaction and high job strain. The study highlights the groups of police employees who may be more likely to take sick leave and is unique in its use of a large cohort of police employees. The findings emphasise the importance of considering possible modifiable factors that may contribute to sickness absence in UK police forces.

THE THEORETICAL CONTEMPORARY TRENDS IN THE MANAGEMENT MOTIVATION SYSTEM OF PERSONNEL IN AN ENTERPRISE

This article highlights the issue of improving management at the enterprise through adopted working models and modern trends in meeting the needs of the sensitivity of staff motivation. This scientific study of modern theoretical trends in personnel motivation involves studying the concept from different directions. Such an interdisciplinary approach allows for a deep understanding of the complex of factors affecting employee motivation. The proposed practical tasks include the development and implementation of motivational strategies that meet the set organizational goals. In the course of the study, it was found that enterprises face the problems of balancing internal and external motivators, adapting strategies to various demographic groups of employees, and adapting to the evolution of the nature of work. This article aims to explore the latest theoretical trends shaping this important part of human resource management.

ГРУППА РАБОТНИКОВ КАК САМОСТОЯТЕЛЬНЫЙ СУБЪЕКТ ТРУДОВЫХ ОТНОШЕНИЙ

In the current labor legislation practically there are no rules governing relations with industrial groups of employees. However, the association of workers into groups, due to the common social and labor interests, widespread during the Soviet period, has not lost its relevance even today, on the contrary, in modern conditions there is a tendency to strengthen collective beginnings in the process of production activities. The purpose of the study: determining the place of a group of workers in the system of modern subjects of labour law. Tasks: to study groups of workers as subjects of labor law in Russia and abroad, to study forms that accept groups of workers in traditional and atypical labor relations, to determine the status of modern industrial groups, proposals to improve labour legislation with regard to the legal regulation of labour relations with groups of workers. In the process of work such research methods as the method of scientific analysis, as well as formallogical, system-structural, technical-legal methods and comparative methods were used. Results: analysis of selected atypical forms of employment (various forms of joint work and temporary management)as well as the analysis of new approaches to the management of independent work leads to the conclusion that the issue of regulation of the legal status of groups of production associations of employees is being updated. The author notes the similarity of the structure and organization of such entities with the group forms of production activities known to Soviet legislation. Conclusions. It is concluded that it is necessary to legally define groups of workers as subjects of labor legislation, to determine the place of such subjects in the system of subjects of labor relations, as well as to regulate both intra-group and external relations of the group, including the employer.

A Systematic Review of Maldivian National Laws to Combat Workplace Bullying

Bullying has been identified as a leading workplace stressor because of its debilitating effects on individual employees, groups of employees, and organizations. A vast literature explores the nature and consequences of workplace bullying and demonstrates the need for the protection of employees in the workplace, such as through laws and policies. While some organizations include policies on workplace bullying and some laws can be applied to address workplace bullying, few seem to use these mechanisms to seek redress. Hence, this systematic review evaluates the complaint procedures, protection, prevention, and effectiveness of the current laws and policies on workplace bullying within the Maldivian context. The paper then discusses why seeking legal recourse from bullying rarely occurs through the legal system. A systematic analysis supplemented with five semi-structured interviews of key informants (members of the employment tribunal, lawyers, court judge, and registrar) was carried out to obtain an in-depth understanding of the current situation in the Maldives. The analyses reveal that the Maldivian legal system has many gaps that result in little or no protection from bullying in the workplace. The current legislative and regulatory framework does not adequately recognise the power that employers have over employees in certain types of bullying, and it mainly focuses on the protection from and prevention of “bullying” in the form of sexual harassment in the workplace. The Maldivian Constitution, which guarantees fundamental rights and freedoms to all persons in Chapter II (Arts.16-69), is vague when it comes to addressing bullying. This study acknowledges that workplace bullying policies are only one range of interventions for addressing bullying. Other methods of prevention are required to deal with bullying in workplaces.

Analysing Working from Home Provisions in the Amended Employment Act 1955 and Lessons from the UK

The Employment Act 1955 (EA 1955) has undergone a recent change that has added new rules pertaining to flexible working arrangements (FWA) in Malaysia. This could be seen by some employee groups as an appropriate legal response to their demands for the ability to work from home (WFH). But it's unclear how well-founded this viewpoint is and how much the new laws and regulations will have an impact on WFH settings. Thus, the purpose of this research is to examine the idea of WFH, which is included in FWA models, as well as the extent to which the current legal framework—basically, the new statutory requirements included in the EA 1955—regulates employees' ability to request WFH. Drawing a concise comparison with laws and practices in the UK, the aim is to identify commendable practices, enabling the formulation of recommendations to enhance the local legislations. This paper is a doctrinal legal research that critically analyse both legal sources and non-legal sources to investigate the intended objectives. The study reveals that, as of now, there is no clear direction regarding the overall regulatory framework concerning FWA and WFH in Malaysia. This lack of clarity is attributed to the recent enforcement of laws on FWA, specifically WFH, since January 1, 2023. Notably, supplementary regulations complementing the existing provisions in the EA 1955 have yet to be introduced. Consequently, the actual impact of the law remains inconspicuous. Moreover, the existing statutory provisions are considered relatively vague potentially leading to various issues. The research further found that, good practices and legal provisions from UK jurisdiction in governing the right of employees to request WFH arrangement would have offered useful guidelines in enhancing the practices and governance of the WFH model.

Investigating the Essence of Organizational Identity: Perspectives from Employees in the Banking Sector of Nepal

This study pursued to examine employees' perceptions of organizational identity in different banks within the Nepalese banking industry and to identify the relationship between perceptions of organizational identity on demographic factors. To define the features and pinpoint the relationship, the descriptive research design is used for the study. A total of 228 employees were chosen to investigate the findings of this study. The survey included just the banks in the Kathmandu district. Questionnaires with Likert scales were employed as data collection techniques, and mean, standard deviation, and correlation were utilized to analyze the data. SPSS was used to investigate the outcome. Employee perceptions of organizational identity in the Nepalese banking industry vary widely, reflecting diverse levels of personal attachment and identification. Demographic factors like gender, marital status, and age do not significantly impact these perceptions, indicating consistency across different employee groups. This underscores the importance of recognizing individual differences while understanding that organizational identity remains stable and consistent within the industry. Organizations can use this knowledge to enhance employee engagement and foster a sense of identity, contributing to overall success. In conclusion, Nepalese banking employees share a common organizational identity despite their diverse individual perceptions.

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>