Industrial Employment Research Articles

APPROACHES TO MEASURING THE CREATIVE ECONOMY AND TRENDS IN THE DEVELOPMENT OF THE IT SECTOR: THE IMPACT OF DIGITAL TECHNOLOGIES ON CREATIVE INDUSTRIES

Today, the creative economy is often referred to a the new oil. According to UN estimates, creative industries generate around 30 million jobs annually, contributing $2.25 trillion to the global GDP. Projections indicate that by 2030, the global creative industry's turnover will increase by an additional 40%. This sector creates high-income jobs, especially for talented youth. In Kazakhstan, investments in the creative industry have increased more than fourfold over the past decade. Currently, 3.5% of the country's total employed population, or 310 thousand people, work in this sector, contributing 2.7% to the economy. To unlock this sector's potential, the government is developing the Concept for the Development of Creative Industries for 2021-2025, establishing a unified vision for growth. The concept of creative industries varies across countries, lacking a universally accepted definition. Reports like Australia's "Creative Nation" (1994) and the UK's "Creative Industries Mapping Document" (1998) have significantly influenced global perspectives. The UN recommends a classification into four aggregated blocks, but terminology differs across organizations, with UNESCO using "creative industries" and the EU referring to "cultural and creative industries." Creative industries encompass sectors built on creativity, intellectual property, and technology. Definitions differ, but common sectors include design, art, fashion, and more. Measuring the creative economy involves various approaches, such as industry assessment, employment analysis, and trade in creative goods and services. The "creative trident" concept evaluates employment in specialists, supporting roles, and integrated positions.

An empirical study on safety management of Defense Industry Employees

An empirical study on safety management of Defense Industry Employees

Revitalizing Pakistan's Telecommunication Sector: Analyzing the Impact of Transformational Leadership Styles and Job Autonomy on Employee Vitality, with the Moderating Role of Self-Efficacy

This research study investigates the relationship between transformational leadership (TL), job autonomy (JA), self-efficacy (SE), and employee vitality (EV) in organizational contexts. This study, based on Self-Determination Theory, examines how these elements interact to impact employees' perception of vitality, excitement, and motivation at work. Data was acquired from telecom industry employees using a survey method and was analyzed through SPSS and Smart PLS. The findings show that transformational leadership is crucial in increasing employee vitality, underlining the relevance of inspiring leadership approaches in cultivating a vibrant workforce. Furthermore, job autonomy has been revealed as a strong predictor of employee vitality, emphasizing the importance of job design in influencing individuals' motivation and well-being. However, the study fills a significant research gap and adds a vital dimension by investigating the moderating influence of self-efficacy, or a person's conviction in their ability to do tasks. The findings show that self-efficacy moderates the links between transformational leadership and employee vitality considerably. Employees with higher degrees of self-efficacy gain even more from transformational leadership in terms of vitality. These findings have far-reaching consequences for both organizational practice and future study. They emphasize the need of leadership development, job design, and self-efficacy cultivation inside enterprises to enhance employee vitality. The study also encourages additional research into the dynamics of these relationships and the environmental and individual variables that may impact the reported effects

서비스 산업 종사자의 코칭리더십과 조직몰입 간 감정공유의 조절효과

This research aims to explore coaching leadership and investigate the moderating influence of emotion sharing on the structural connections between coaching leadership sub-factors—direction, competency development, feedback, relationship building—and organizational commitment. Data analysis was conducted through surveys collected from 268 service industry employees in Jeju. The findings indicate, firstly, that coaching leadership sub-factors such as direction, competency development, and feedback positively influence organizational commitment. Secondly, it was revealed that emotion sharing partially moderates the relationship between coaching leadership and organizational commitment. From an academic standpoint, this study examines how emotion sharing moderates coaching leadership and organizational commitment within the service industry. The practical implications are the development and implementation of programs that cnhance the core competencies of coaching leadership in the service industry. As a factor promoting coaching leadership, a plan to enhance organizational commitment by improving should be devised.

Global challenges of the mining industry: Effect of job insecurity and reward on turnover intention through job satisfaction

Orientation: This research focusses on the dynamics of job insecurity, job satisfaction and employee turnover intentions in the Indonesian mining industry facing significant global and local economic challenges.Research purpose: This research aims to investigate the influence of job insecurity and rewards on the turnover intentions of employees with job satisfaction as a mediating variable in the mining industry of Indonesia.Motivation for the study: This research is based on the observation that the mining industry faces high turnover rates, which can be detrimental to company operations and sustainability.Research approach/design and method: This research uses a quantitative approach by collecting data through surveys distributed to employees in various mining industries. The population in this study were employees of the mining industry in PT Vale Indonesia, totalling 3044 employees, and a sample of 230 respondents was taken at random.Main findings: The main findings show that job insecurity negatively influences job satisfaction, increasing employee turnover intentions. However, when companies implement a fair and adequate reward system, the negative impact of job insecurity on job satisfaction and turnover intentions can be minimised.Practical/managerial implications: The practical implication of this research is the importance of the mining industry developing human resource management strategies that not only focus on competitive compensation but also create a stable and satisfying work environment.Contribution/value-add: This research provides an important contribution to the development of human resource management by highlighting the mediating role of job satisfaction in the relationship between job insecurity and turnover intentions. These findings provide new insights for companies in overcoming employee retention challenges with a holistic approach and good reward system.

Employment in the equine industry in 2022: Insights into career types, salaries, and benefits

The equine industry contributes $74 billion and provides 1.3 million jobs annually to the United States economy. However, limited information is available on the current salaries and benefits of equine professionals. In 2022, an online survey was conducted to assess salaries, benefits, and education levels of equine professionals across several career types in the equine industry. The survey consisted of 38 questions with conditional branching and was distributed through social media and e-newsletters. Survey branching focused on grouping participants by career type into the following categories: farm management, government, industry, nonprofit, private practice, and university. The most prevalent career type represented was farm management (34%) followed by private practice (18%), academia (17%), industry (15%), nonprofit (12%), and government (4%). Associations between variables were examined with Chi-squared analysis. An association was observed between education level and salary (P = 0.001, X2 = 103.17) with salaries greater than $50,000 being more prevalent with advanced degrees. Similarly, job type and salary were associated (P = 0.001, X2 = 73.47), where salaries for academia and industry careers were often greater than $50,000 and nonprofit and farm management salaries were more often less or equal to $50,000. Compared to professionals in farm management or in private practice, those in academia and government received more benefits (P<0.05). Data collected from this survey creates a baseline for evaluating compensation across the equine industry and exposed opportunities for improvements in future surveys. Outside of industry salary comparisons, survey data can be used by educators to emphasize the benefit of further education to increase salary and benefits.

The Used Masks of The Food Industry Employees During the Covid-19 Pandemic: Did the Mask Promote Other Diseases While Protecting from the Coronavirus? A Survey Study Supported by Microbiological Data

Objective: Use of disposable face masks helps prevent infection by airborne pathogens. The effectiveness of such masks in excluding diseases and contaminants depends on many factors. As a result of misuse, mask loses its protective role and becomes a source of microbial contamination. It is aimed to investigate the attitudes of food workers towards use of masks in proportion to the bacterial load and microorganism species in the masks they wear. Methods: Total aerobic mesophilic, Yeast-mould and Coliform counts were determined as log colony forming units per mL. Phenotypically different colonies grown on three different agar plates were purified and fresh cultures were classified using matrix assisted laser desorption/ionization time-of-flight mass spectrometry (MALDI-TOF MS). Results:In this study, bacterial contamination was found at different levels on all tested (103) disposable face masks. The screened bacterial pathogens by MALDI-TOF MS Bacillus cereus was detected at the highest level 17.86%, Enterobacter cloacae, Klebsiella oxytoca, Kurthia gibsonii and Pseudomonas aeruginosa with rates 14.29%, 10.72%, 7.14%, and 7.14%, respectively. Long-term working, inappropriate mask usage, poor hygiene attitudes of employees, and the fact that staff wore the mask out of need rather than for its protective advantage all signal that the investigated masks had low microbiological quality. Conclusion:The findings show that because most masks used by food industry employees to protect themselves from COVID-19 and avoid infecting others contain bacteria of intestinal origin, serious health problems may occur in both employees who use contaminated masks and consumers who consume food contaminated by mask contamination.

How Does Corporate Image Attract Job Seekers – An Empirical Study of Moderated Mediation of Employer Image in Macao Food &amp; Beverage Industry

While organization image and employer image are two constructs highlighted in the employer attractiveness studies, what relationship between two images is yet unknown. This paper aims to investigate the relationship between two constructs, and further the employer image research from Younis and Hammad in 2019. The empirical study utilized self-administered questionnaires to collect primary data of employees in Macao Food and Beverage industry. From November 2022 to April 2023, 303 valid samples were recruited and organized. Using SPSS and Amos statistical software, the study found that both corporate image and employer image are predictors of organization attraction, and employer image plays as a partial mediator of employer attraction model. Simultaneously, organization attraction predicted job seekers&amp;apos; application intentions and person-organization fit has been significantly affecting the process of mediating and moderating process of hypothetical conceptual model. Findings suggested that an attractive employer brand could help improve the efficiency and effectiveness of recruitment. This study provided marginal contribution to the employer brand research and offers practical implications for the Macao Food and Beverage Industry. Theoretically, the study found effects of image transmitting in predicting organization attraction between corporate image and employer image and person-organization fit role during the transmission. In the practice, managers should consider different images when building organization attractiveness and highlight communication between organization image messages (corporate image and employer image) and recipients (job seekers), and to maximize effects of recruitment. More studies should be conducted to understand how different images are transferred.

Job design in blue- and white-collar jobs: the influence of transformational leadership on job crafting and i-deals

PurposeWhereas job crafting and idiosyncratic deals (i-deals) have primarily been studied in white-collar jobs, there is a lack of research on job design in less skilled and highly structured work. Our study addresses this gap by analyzing the effects of transformational leadership on job crafting and i-deals in blue- and white-collar jobs.Design/methodology/approachTo test our hypotheses, we surveyed 285 employees (31.9% blue-collar employees and 68.1% white-collar employees) in the German craft industry, using structural equation modeling for data analysis.FindingsOur results show that transformational leadership is a strong predictor of job crafting and i-deals but that its influence depends on the occupational group. More specifically, the moderating role of the occupational group in the relationship between transformational leadership and job crafting differs regarding job crafting’s dimensions. Concerning i-deals, transformational leadership’s influence on both development and task i-deals is stronger in white-collar jobs than it is in blue-collar jobs.Practical implicationsThe study provides new insights into the important role of the work context in which leadership takes place. In particular, these insights can guide leaders in how to manage different occupational groups to engage them in proactive behaviors.Originality/valueThis study is the first to compare the contextual roles of blue- and white-collar jobs with regard to job design. By examining the influence of transformational leadership on job crafting and i-deals in two occupational groups, our study contributes to research on the role of work context in the effectiveness of transformational leadership in encouraging employees to engage in proactive behaviors.

Exploring the Use of Resume Reviews to Understand Skill Sets Valued in Biomedical Engineers by Employers

The breadth of opportunities in biomedical engineering (BME) creates both a diversity of career options for students pursuing the degree and a potential hurdle in communicating the relevance of their skills when applying for specific jobs. This conundrum has driven research efforts seeking to understand what is valued by BME employers. Our work explored this area of need through an analysis of researcher-designed resumes (DRs) based on skills potentially of interest to BME recruiters in industry and academia. DRs were distributed to potential employers through an online survey asking about their perspectives on the quality of a subset of four DRs based on their indicated area of expertise. We performed a quantitative and qualitative analysis of 12 industry and 6 academic responses and compared our results to existing BME resume evaluation rubrics. Our results confirm a quantitative alignment between existing BME resume rubrics and employer’s perceptions which was previously unexplored. Qualitative results pointed toward (1) the importance of how experiences are represented as an important differentiator in resume reviews, (2) the acknowledgment from reviewers that resumes are only one step in a job application, and (3) specific similarities and differences in the skills that academic and industry employers look for in BME resumes. Our work provides validity evidence from employer perspectives to support the use of existing resume guidance tools in BME. Our qualitative data analysis expands that guidance by making recommendations for additional tools to craft resumes that clearly communicate the relevant experiences of an applicant.

Methods for Learning in Tripartite Collaboration – A Study Inspired by Action Research

Both private and public organizations are in need of employees with sustainable health, to be effective and productive. Mobile health applications have now started to be implemented for health promotion for individuals and groups at work. Such applications can motivate participation and engagement for health activities, and support managers in suggesting appropriate activities for the individuals and for the working groups, to promote the health of the employees in the production industry. The aim of this research is to analyze how research activities can be designed in collaboration with industrial companies and a software company to support learning for improved work-related health, in implementing digital applications. Action research is used as an approach to knowledge production within this field of work. This paper sheds light on the underlying mechanisms that make the collaborative endeavor a dynamic and impactful process. The active involvement of researchers, private industrial companies, and the software company is not merely a facilitator for data collection; it is the driving force that propels the research forward, ensuring its relevance, innovation, and real-world impact.

The Effect of Workplace Incivility On The Performance of Manufacturing Industry Employees: The Moderating Effects Of Collectivism Culture and Passive Leadership

The manufacturing industry in Indonesia is an important sector in the national economy. However, this industry is also faced with various challenges, one of which is incivility in the workplace. This discussion aims to observe the impact Workplace Incivility at the achievement of manufacturing industry employees in Indonesia with the moderating variables of collectivism culture and passive leadership. This research apply quantitative discussion techniques. Data was collected with surveys implementing questionnaires and literacy research. Data that was been obtained is then carried out using observations a regression test with SPSS program. The findings of the discussion show this Workplace Incivility has a negative influence on the performance of manufacturing industry employees in Indonesia. In addition, a culture of collectivism and passive leadership moderates the relationship among Workplace Incivility also employee performance.

Factors Contributing to Millennial Employees’ Turnover Rates

Millennial employees in the bakeshop industry exhibited high turnover rates primarily due to the need for a safe work environment, recognition, and opportunities for promotion. The study focused on the factors contributing to millennial employees’ turnover rates. This study employed a quantitative, non-experimental, correlational design to investigate turnover intention among millennial employees in the bakeshop industry in Cebu Province. Data were collected via a researcher-made questionnaire from 34 randomly selected millennial employees. Analysis through descriptive statistics, chi-square tests, and weighted means revealed that millennials, who formed a significant portion of the working class, tended to leave their jobs if their specific needs were not met. The primary factor driving their turnover was self-preservation, with employees prioritizing a safe and healthy work environment. A workplace free from injuries and accidents not only attracted but also retained employees, leading to reduced absences and increased productivity. Consequently, a commitment to health and safety by employers enhanced employee retention and reduced business disruptions. Additionally, recognition and opportunities for promotion were crucial for retaining millennial employees. They were likely to leave if they felt undervalued or saw limited promotion opportunities. Training and development were less significant than promotions in influencing their decision to stay. The study also found that changes in management or internal talent management practices had minimal impact on retention, provided the work environment remained stable and employees were treated well. Overall, addressing millennials’ needs for safety, recognition, and career growth was vital for reducing turnover rates in the bakeshop industry.

Exploring influential factors in Chinese engineering professors' industrial experience: A big data and CV analysis approach

There is a long-standing criticism in academic circles about the inadequacy of engineering industrial experience for professors in Chinese research universities, but there is a lack of analysis of the manifestations and root causes of the problem. The research aims to contribute meaningful insights into the factors influencing the industrial experience of engineering professors in Chinese research universities, facilitating informed policymaking and fostering collaborative efforts between academia and industry. This paper examines Chinese engineering professors' industrial experience using big data mining, computing, modeling, and image rendering. The data was collected from the publicly available CVs from the websites of various Chinese universities which contains data on colleges and universities across China and analyzed engineering professors' professional trajectories and industrial experience using the method of resume analysis. A nonlinear logistic regression model is fitted to determine the impact of multiple independent variables on the probability of engineering industrial experience among professors, with logit transformation and maximum likelihood estimation. The results show that a low percentage of engineering university professors in Chinese research universities have had industry employment after obtaining their Ph.D. degrees. The regression model indicates that gender, level of inbreeding, overseas study experience, university level, and birth age significantly affect the engineering experience of professors. This study proposes several policy recommendations based on comparative analysis and its research. The study's findings are critical for policymakers to create policies that promote industrial partnerships as a fundamental aspect of the professional development of engineering faculty and for further research in the field.

Moving towards food security in South Asian region: Assessing the role of agricultural trade openness, production and employment

Despite several accomplishments in addressing malnutrition, the issue of food scarcity remains a persistent concern all over the globe, particularly in the South Asian region. One recommended solution to address this situation involves advocating for further liberalization of global food trading and opening employment opportunities. In this context, using panel data spanning 2000–2019, this study makes a novel attempt to quantify the impact of agricultural trade openness and agricultural employment on food security in countries belonging to the South Asian region while controlling the tariff and agricultural production. Using “Fully Modified Ordinary Least Square (FMOLS)” and “Dynamic Ordinary Least Square (DOLS)” modeling, this article concludes that increased agricultural trade openness hinders food security in this region. Because, the member countries of South Asia are heavily reliant on food imports to meet their domestic needs, implying that the expenses of food imports exceed the potential benefits of increasing exports. Moreover, tariffs have a detrimental impact on food security in this region. However, production and employment in the agricultural industry augment earnings, strengthen the capacity to buy food, and ensure adequate nutrition intake over the long term. The study's findings suggest that these nations should prioritize food self-sufficiency to expand agricultural exports and lessen their reliance on imported food. More than that, economies should provide rewards to broaden their agricultural production locally, which aids in reducing hunger and uplifting food security.

The influence of personal resources and job stress on turnover intention among employees in the ground transportation industry

This study investigates the impact of Personal Resources and Work Stress on Turnover Intention among employees in the intercity bus transportation industry, specifically drivers, assistants, and conductors. It employs a quantitative approach using Structural Equation Modeling Partial Least Squares (SEM PLS) to analyze the proposed hypotheses. The research sample comprises randomly selected employees from transportation companies in Surabaya, Madiun, Tulungagung, and Probolinggo, East Java, Indonesia.The analysis reveals significant relationships: Personal Resources significantly influence Work Stress (t=7.685, p=0.000), Personal Resources influence Turnover Intention negatively (t=-5.025, p=0.000), and Work Stress positively affects Turnover Intention (t=3.892, p=0.000). Additionally, Personal Resources indirectly influence Turnover Intention through Work Stress mediation (t=4.677, p=0.000). These findings underscore the crucial role of personal resources in managing work stress and reducing turnover intention in the intercity bus transportation sector. This research conclusion thighlights the strategic importance for companies to enhance employee personal resources to foster workforce stability and mitigate turnover intention effectively.

Impact of working time and industry type on disability incidence among older Japanese adults

PurposeWorking influences health; however, there is still insufficient exploration on how the two are associated. Therefore, we aimed to investigate whether working time/week and industry type affect disability incidence in older adults.MethodsIn this study, we included data from 4679 participants aged ≥ 65 years. Working time/week and industry types were divided into < 20, 20–40, and > 40 h/week, and primary, secondary, and tertiary categories. Cox regression analysis was used to determine the association between working hours and industry type with disability incidence.ResultsAfter a median of 83 months, 836 (17.9%) experienced a disability. The effects of working hours and industry type on disability incidence were found to be associated with age and sex. Individuals who were 74 years and younger and who worked for 20–40 h/week had a lower risk of disability incidence compared with non-workers (HR, 0.52; 95% CI, 0.27–0.99); however, there was no statistically significant difference in those 75 years and older. Females and individuals aged 74 years and younger who worked in teriary industries has a lower risk of disability incidence compared with non-workers (HR, 0.54; 95% CI, 0.35–0.82: HR, 0.53; 95% CI, 0.35–0.81); however, no statistically significant difference was found in males or those 75 years and older.ConclusionsShort working hours and tertiary industry employment were associated with a lower risk of developing disability, especially in females and those under 74 years. Paid work promotes physical health, but it is important to consider work hours and type of industry when choosing employment.

The current situation of occupational health in the Internet industry and countermeasures

As an important force in promoting the transformation and upgrading of the national economy, the occupational health of the Internet industry's employees has received widespread attention. This paper examines the current situation of occupational health risks and management in the Internet industry at home and abroad, and on this basis reveals the physical and mental health problems of Internet industry employees. Combining the existing regulations, policies and standard documents at home and abroad, countermeasures are proposed to improve the relevant laws and regulations and their guidelines, implement relevant job design requirements, build a healthy working environment, optimise the work management system and carry out workplace health promotion, in order to provide ideas to accelerate the improvement of occupational health issues in the Internet industry.

Bayesian network prediction study on the impact of occupational health psychological factors on insomnia among thermal power generation workers

Objective: To explore the risk factors of insomnia among employees in the thermal power generation industry and the network relationships between their interactions, and to provide scientific basis for personalized interventions for high-risk groups with insomnia. Methods: In November 2022, 860 employees of a typical thermal power generation enterprise were selected as the research subjects by cluster sampling. On-site occupational health field surveys and questionnaire surveys were used to collect basic information, occupational characteristics, anxiety, depression, stress, occupational stress, and insomnia. The interaction between insomnia and occupational health psychological factors was evaluated by using structural equation model analysis and Bayesian network construction. Results: The detection rates of anxiety, depression and stress were 34.0% (292/860), 32.1% (276/860) and 18.0% (155/860), respectively. The total score of occupational stress was (445.3±49.9) points, and 160 workers (18.6%) were suspected of insomnia, and 578 workers (67.2%) had insomnia. Structural equation model analysis showed that occupational stress had a significant effect on the occurrence of insomnia in thermal power generation workers (standardized load coefficient was 0.644), and occupational health psychology had a low effect on insomnia (standardized load coefficient was 0.065). However, the Bayesian network model further analysis found that anxiety and stress were the two parent nodes of insomnia, with direct causal relationships, the arc strength was-8.607 and -15.665, respectively. The model prediction results showed that the probability of insomnia occurring was predicted to be 0 in the cases of no stress and anxiety, low stress without anxiety, and no stress with low anxiety. When high stress with low anxiety and low stress with high anxiety occurred, the predicted probability of insomnia occurring were 0.38 and 0.47, respectively. When both high stress and high anxiety occurred simultaneously, the predicted probability of insomnia occurring was 0.51. Conclusion: Bayesian network risk assessment can intuitively reveal and predict the insomnia risk of thermal power generation workers and the network interaction relationship between the risks. Anxiety and stress are the direct causal risks of insomnia, and stress is the main risk of individual insomnia of thermal power generation workers. The occurrence of insomnia can be reduced based on scientific intervention of stress conditions.

Energy Tax Exemptions and Industrial Production

Abstract This paper investigates the impact of a large electricity tax exemption on production levels, employment and input choices in the German manufacturing industry. For two policy designs, we show that exempted plants increase their electricity use. This effect is larger under a notched exemption policy, where passing an eligibility threshold yields infra-marginal benefits, compared to a policy without such benefits. We detect no significant impact of the exemptions on production levels, export shares and employment. Using counterfactual simulations, we document that notched policies substantially distort firms’ production input choices when financial stakes are high and compliance costs are low.