Industrial Employment Research Articles

A Study on Employee Job Satisfaction

Employee job satisfaction is a critical factor in organizational success, impacting productivity, retention, and overall morale in the workplace. This study examines the multifaceted components of job satisfaction, including internal factors such as recognition, career advancement, and work-life balance, as well as external elements such as compensation and work environment. Thanks to the approach of mixed methods, such as public opinion polls and interviews with various employees in various industries, this survey determines important factors in work satisfaction and an increase in satisfactory employees and organizational indicators. We emphasize the correlation. The results indicate that the aggressive culture in the workplace and the active processing of employee reviews is an important strategy to increase the satisfaction of work. The study highlights the importance of continually evaluating and adapting workplace policies to meet the changing needs of employees, which ultimately contributes to sustainable organizational growth and employee well-being.

War Reparations, Structural Change, and Intergenerational Mobility

Abstract From 1944 to 1952, largely agrarian Finland had to export, on average, 4% of its yearly GDP in industrial products to the Soviet Union as war reparations. To meet the reparation demands, the Finnish state needed to provide extensive but temporary support to Soviet-assigned industries with insufficient production capacity. This paper documents the long-term impacts of this extensive and temporary industrial policy on industrial and local development and on individual outcomes. Using newly digitized datasets, I show in a difference-in-differences setup that the short-term nonmarket production persistently and significantly increased the employment and production of the manufacturing industries exposed to the policy. These industries plausibly benefited from large initial investments and exposure to export markets associated with the war reparations. The episode further led to local development and structural change, as the more exposed regions became persistently more industrialized. I substantiate these within-Finland results with triple-difference setups employing comparable Norwegian data. I further use Finnish administrative data to study the long-term individual impacts of the episode. Tracking individuals over 30 years, I show that the initial state investments and the persistent change in the local industrial structure increased long-term incomes, led to more educational attainment, and promoted the upward mobility of children and young adults living in the more exposed regions prior to the war reparations period. The observed effects are driven by the more advanced heavy industry, which received the majority of state assistance.

Ethical Leadership and Organizational Citizenship Behavior in the Hospitality Industry in Bahrain: The Mediating Role of Machiavellianism

The study was conducted to determine the following: a) the level of Machiavellianism, ethical leadership, and organizational citizenship behavior (OCB) of employees in the hospitality industry; b) the significant relationship between ethical leadership and OCB, ethical leadership and Machiavellianism, and Machiavellianism and OCB; c) the mediating role of Machiavellianism in the relationship between ethical leadership and OCB. The study conducted a survey questionnaire to 27 respondents from managers and employees in the hospitality industry in the Kingdom of Bahrain. The study’s findings revealed that managers and employees have shown neutral level of Machiavellianism, with a mean of 4.04; above average ethical leadership with a mean of 3.51; and very high organizational citizenship with a mean of 3.54. Furthermore, there is a very strong positive significant relationship (Spearman rho values) between ethical leadership and organizational citizenship behavior. there is no significant relationship between ethical leadership and Machiavellianism, and that there is a weak positive relationship, but it is not significant between organizational citizenship behavior and Machiavellianism. According to the findings, very high ethical leadership in hotel employees influence their organizational citizenship behavior though Machiavellianism does not serve as a mediator in this relationship, the hospitality industry in Bahrain has much benefit to be derived from these attributes of its employees.

Optimisasi Pengelolaan Karyawan dan Proyek Melalui Sistem Berbasis Web di PT Raja Perkasa

PT Raja Perkasa, a company operating in the construction sector, faces challenges in managingoperational activities and employee performance. This research aims to develop a web-basedmanagement system as a solution to address these issues. The developed application is designed topresent the company’s portfolio, manage partner data, handle partnership proposals, overseeproject data, manage employee records, facilitate attendance tracking, manage leave requests,resignation submissions, and issue employee warnings. The application development utilizes theLaravel framework and MySQL as the database management system, with the goal of improvingthe efficiency and effectiveness of company information management. The Waterfall method isused for the application development, encompassing the stages of requirements analysis, design,coding, testing, deployment, and maintenance. The application, after successful testing in thedeveloper’s local environment, was then hosted for direct user access. In the maintenance phase,bug fixes were implemented, and user satisfaction data was gathered through questionnairescompleted by 23 respondents representing seven user roles: admin, project manager, owner, HR, employees, clients, and visitors. The Likert scale analysis resulted in an average satisfaction levelof 87.14%. The research findings indicate that the application provides a positive user experience.However, further development is needed to add features such as employee recruitment, financialmanagement, and project scheduling, with a focus on sensitive data security. Therefore, thisapplication is expected to strengthen PT Raja Perkasa’s position in the construction industry andenhance project management and employee productivity

Impact of Organizational Management on Employee Work-Life balance in the Chemical Industries in Vapi, Gujarat

This article explores the impact of organizational management on the work-life balance of the employees in the chemical industries located in Vapi, Gujarat. The key objective of this research paper is to study the influence the organizational management on the employee’s work-life balance and how they are affecting their productivity. A structured questionnaire consisting of Likert scale questions was used to collect data from 300 employees belonging to five chemical companies in Vapi. The analysis has been done using linear regression as it’s a powerful and reliable tool to study the relationship between organizational management practices and work-life balance, as well as the impact of these practices on employee productivity. The findings showed that organizational management have significant impact on both the work-life balance of employees as well as their productivity. The researcher has recommended that while employees are content with the existing policies, there is further scope for reviewing the current organizational policies and look towards introducing measures like providing flexible work arrangements, supportive programs, redesigning of workload and changes in the organizational culture. These changes can go a long way in improving work-life balance as well as employee productivity resulting in an increase in motivation as well as job satisfaction.

Socio-Emotional Disposition’s Mediation in Technical Skills and Graduate Employability in Tourism and Hospitality Industry—South-Western Uganda

Despite possessing technical skills, many hospitality graduates in Southwestern Uganda struggle to secure employment. This suggests a possible deficiency in their socio-emotional abilities. The study investigated the mediating effect of socio-emotional disposition in the relationship between technical skills and graduate employability. The research design employed in this study was the cross-sectional quantitative research method with a population of 640 graduates and a sample size of 400 was established for hospitality graduates based on Krejcie, & Morgan’s (1970) table and formula. The data was collected employing questionnaires and the data analysis was done by SPSS V. 23 and Smart PLS V 4. The results revealed that the technical skills and socio-emotional disposition of graduates have significant direct effects on the graduates’ employability, with path coefficients of (β = 0.348, p < 0.001) for technical skills and (β = 0.716, p< 0.001) for socio-emotional disposition. Sensitively, socio-emotional disposition was also reported to mediate the link between technical skill and employability (β = 0.438, p<0.001). Thus, socio-emotional disposition increases the level of readiness for employment. The study indicates technical competencies are mandatory prerequisites to getting a job in the hospitality industry; socio-emotional competencies enhance these results. The study recommended that carrying out tracer studies and skills audits, mentorship schemes, certification of future graduates, creating a strong linkage between higher educational institutions (HEIs) and the hospitality sector, and authorities should take into account the programs that encourage socio-emotional enhancement appropriate to the needs of the sector

A retrospective analysis of syphilis cases with a focus on otolaryngology at a university hospital

ObjectivesIn recent years, there has been a notable increase in syphilis cases in Japan and Western countries. Syphilis, a classic sexually transmitted disease caused by treponemas, presents diagnostic challenges due to its diverse clinical manifestations. This study explores the diagnosis of syphilis in patients treated at our hospital. MethodsWe retrospectively reviewed patients who visited our hospital between April 2015 and March 2024. The review focused on the patients' clinical backgrounds, onset times, symptoms, diagnostic processes, and clinical courses. ResultsOur hospital had 45 cases of syphilis. Forty-five cases of syphilis were diagnosed as syphilis in our hospital (13 cases were diagnosed in the Otolaryngology: ENT department). The median age was 40 years, with a significant male predominance (male-to-female ratio of 34:11). The median duration from the onset of subjective symptoms to syphilis diagnosis was 54 days. The timeframe from the initial clinic visit to diagnosis ranged from 1 to 57 days, with a median of nine days. Notably, 47.5% of the patients reported a history of employment or patronage in the sex industry. 73.3% of patients presented to local clinics with any kind of subjective symptoms, but syphilis was often missed in the differential diagnosis. Patients visiting the ENT department were referred to our hospital with a diagnosis of persistent oral ulcer, oropharyngeal carcinoma and neck lymphadenopathy. Histological and cytological evaluation was performed in 33% of patients, but the diagnosis was often difficult to make. Additionally, some patients initially denied using sex services at their first visit but later disclosed this during subsequent visits to the Department of Infectious Diseases, highlighting the critical role of thorough medical history assessments. ConclusionDiagnosing syphilis can be challenging unless the physician specifically suspects it. It is crucial to consider syphilis in cases of pharyngeal mucosal inflammation and neck lymphadenopathy. This study highlights the need for heightened awareness and education regarding the signs and symptoms of syphilis, particularly oropharyngeal and skin findings, to ensure timely diagnosis and treatment.

The Impact of the Digital Economy on China's Economic Development

Abstract: This paper explores the impact of the digital economy on China's economic development. The digital economy, as a new form of the economy following the agricultural and industrial economies, centres on data resources and modern information networks, driving the digital transformation of all factors of production. The Chinese government places great importance on the development of the digital economy, clarifying its direction and key tasks through policy documents such as the "14th Five-Year Plan for Digital Economic Development". This paper analyses the current state of development of the digital economy in e-commerce, digital payments, and big data applications, and discusses its impact on industrial structure, employment, and consumption patterns. The study shows that the digital economy has promoted the upgrading of traditional industries and the growth of emerging industries, while also bringing about changes in employment structure and innovation in consumption methods. However, it also poses challenges to the job market, which need to be addressed through skills training and educational reform.

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Impact of AI on Work Life Balance of Working Women in Hotel Industry

Artificial intelligence (AI) has brought about significant advancements as well as challenges for the hotel industry. AI enhances efficiency by automating routine tasks, allowing employees to focus on personalized services . Tools like chatbots ease workloads, benefiting women employees. However, AI also raises concerns about job security due to potential role replacement. According to a report by the Hotel Association of India, in 2020, the percentage of women employees in the Indian hospitality industry stood at around 35%. This study aims to explore the impact of AI on the work life balance of women employees in the hotel industry in Delhi, focusing on hotel employees and including positive and negative aspects of AI-driven advancements. To explore these impacts, a quantitative study method is used via Google Forms. The study uses both primary and secondary data. Primary data are collected through questionnaires and interviews of women employees in the hotel industry in Delhi, while secondary data are gathered from industry reports and academic literature. The findings aim to provide insight into how AI influences the work-life balance of women employees, throwing light on issues like job security and employee productivity of women in the hotel industry. This study can be helpful to the hotel industry in guiding the adoption of AI to improve women's work-life balance while addressing job security and productivity concerns. Key Words: Artificial Intelligence (AI), Hotel Industry, Work-Life Balance, Women, Job Security, Employee Productivity

The Role of Organizational Trust in Shaping Commitment and Reducing Turnover Intention in Aviation

In the contemporary business landscape, advancements in artificial intelligence and robotics are rapidly transforming industries, including air transportation. Although the demand for human resources may diminish with technological progress, the necessity for skilled personnel remains critical. The air transportation sector, in particular, relies heavily on qualified professionals, whose contribution to sustainable business practices is substantial. However, despite their importance, these trained professionals may occasionally exhibit a turnover intention their positions. Such turnover in an industry where technology plays a pivotal role represents a significant loss for organizations. Mitigating turnover intentions may depend on the application of effective organizational behavior models, one of which is fostering an environment of trust within the organization. Increased trust in the organization can enhance employees’ commitment and job satisfaction, thereby reducing their turnover intention. The primary aim of this study is to identify the factors influencing turnover intention, with a specific focus on whether organizational trust affects this intention. Furthermore, the study seeks to determine whether organizational commitment mediates the relationship between organizational trust and turnover intention. To explore these dynamics, a survey was conducted with 404 ground and flight personnel employed in both public and private aviation sectors in Türkiye. The research findings show that trust has important implications in an organizational setting. As a result of the analysis conducted within the scope of the research, it was determined that organizational trust has no effect on turnover intention. The reason for the different result from the literature may be the sensitivity of the aviation industry and the high staff turnover rate. Due to these characteristics of the sector, employees of the aviation industry may show turnover intention even if they trust their organizations.

AI in Vocational Training: A Qualitative Interview Study of Early-Stage Practitioners in the Real Estate Brokerage Industry in China

This study aims to unveil the individual and sectoral factors influencing the integration and utilization of artificial intelligence (AI) in vocational training among early-stage practitioners in China's real estate brokerage industry. The study involved in-depth interviews with 33 participants, each possessing less than two years of industry experience and demonstrating either experience with or a keen interest in AI applications. Rooted in the transformative potential of AI in vocational training, thematic analysis was employed to reveal the intricate interplay of individual factors—motivation, attitude, self-efficacy, and digital literacy—alongside sectoral elements such as policies, practices, and organizational culture. The findings illuminate the significant impact of these factors on the acceptance and utilization of AI, underscoring the complexity of participant attitudes, shaped by perceived usefulness and ease of use. Diverse levels of self-efficacy and digital literacy among participants regarding AI adoption were also evident. On the sectoral front, policies play a dual role, either providing support or imposing restrictions on AI adoption, while practices and organizational culture wield substantial influence over the opportunities and challenges associated with AI use. These empirical insights and best practices offer stakeholders valuable guidance to enhance employability and productivity in this ever-evolving industry. Importantly, this study advocates for a more inclusive approach in future research, addressing limitations in sample representativeness and recommending the integration of quantitative methodologies. This approach is crucial for fostering a comprehensive understanding of AI utilization in vocational training, ensuring robust insights for future advancements in the industry.

Fostering career crafting by developmental HR practices: the mediating role of future work self and moderating role of AI awareness

PurposeThe deep integration of emerging technologies such as artificial intelligence (AI) has triggered a transformation in career patterns, requiring employees to promptly adapt to changes in the vocational environment through career crafting. While human resource (HR) practices play a role in guiding employees' career self-management, further exploration is needed to determine the specific HR practices that organizations should adopt to facilitate employees' career crafting. This research takes developmental HR practices as a new premise for career crafting and examines the underlying mechanisms influencing the relationship between the two.Design/methodology/approachUsing a three-stage time lag method with a two-month lag in each stage, we collected sample data from 386 employees in the intelligent manufacturing industry and employed multiple regression analysis to test the research hypotheses.FindingsThe results of this paper show that developmental HR practices positively influence employees' career crafting behaviors through their future work self and that AI awareness moderates this relationship.Originality/valueDrawing upon career construction theory, we propose that developmental HR practices cultivate employees' future work self, thereby eliciting career crafting behaviors. Moreover, the mediating role of future work self is more pronounced when employees have a high level of AI awareness, as this awareness stimulates self-cognition-driven behaviors. These findings enrich the understanding of career crafting by shedding light on the career construction process in the relationship between developmental HR practices and career crafting and by identifying the boundary conditions for the relationship.

The Impact of Green Human Resource Management Practices (GHRMPs) on Turnover Intention (TI): Moderated by Work-Health Balance (WHB) and Work-Family Balance (WFB)

This study aims to investigate the direct relationships between GHRMPs (GR, GTT, GRA and GI) and TI, the indirect relationship between GHRMPs and TI through the moderation role of each WHB and WFB. This study conducted amongst the employees of Malaysian manufacturing industry. The study employed the quantitative method with a population of 2.8 million employees in the main four manufacturing hubs in Malaysia (Penang, Kulim, Klang Valley, and Johor), the representative sample attained 403 employees from the different hubs mentioned. The data analyzed descriptively via SPSS and the hypothesis tested using AMOS. The findings of this research as there is a statistical significant and negative (Reducing TI) influence of GHRMPs (GR, GTT, GRA and GI) on TI in the Malaysian manufacturing industry. There is a statistical significant negative (Reducing TI) influence of the moderator WFB on the relationship between GHRMPs (GR, GTT, GRA and GI) and TI in the Malaysian manufacturing industry. There is a statistical significant negative (Reducing TI) influence of the moderator WHB on the relationship between GHRMPs (GR, GTT and GRA) and TI in the Malaysian manufacturing industry. While There is a statistical insignificant positive (Increasing TI) influence of the moderator WHB on the relationship between GI and TI in the Malaysian manufacturing industry.

Scenario-Based Analysis of Electrification Effects on Value Creation and Employment Structures for the Automotive Industry in the Federal State of Baden-Wuerttemberg, Germany

The transformation path to electric mobility will have fundamental impacts on the existing value chain and employment structures in the automotive industry. The purpose of this paper is to derive and examine these effects based on two different electric mobility market scenarios for the European (EU27) passenger car as well as truck market 2040 with special focus on the highly export-oriented industrial automotive cluster in Baden-Wuerttemberg. To achieve this, both a moderate and a progressive market scenario were simulated using the scientifically validated DLR VECTOR21 vehicle technology scenario model, based on two different parameter sets derived from actual and possible framework conditions on the European car and truck markets. Based on a detailed analysis of the industrial branch, value creation, and employee structure in Baden-Wuerttemberg and its automotive cluster, the effects resulting from the transformation to electric mobility will be displayed. With detailed Fade-In and Fade-Out analysis, the shifts from internal combustion engine components to electrified components will be derived and illustrated for each employee segment in the automotive cluster in Baden-Wuerttemberg, which leads to completely new and original results at this level of detail. Furthermore, the detailed display of the automotive cluster in this study allows for regionalized statements on employment effects, considering, for the first time, not only the car but also the truck segment. The analysis shows that battery electric vehicles will achieve a share of 34% or 57% for new registrations on the German car market in 2030, depending on the scenario framework conditions. The resulting employment effects for the entire automotive cluster in Baden-Wuerttemberg reach −37,000 (−8%) or −66,000 (−14%) by 2030 with further negative development until 2040 (−155,000, −30%) for the respective scenarios. Employment segments, in particular powertrain-dependent production employees, are at risk, with a potential decline of up to −60%. R&D employees could be also be significantly, affected with a reduction in workforce of about −50%.

Influence of region, experience, and subjective norm on the use of e-learning: Lesson from the insurance industry in Indonesia

The effectiveness and efficiency of e-learning system in industry significantly depend on users’ acceptance and adoption. This is specifically determined by external and internal factors represented by subjective norms (SN) and experience (XP), both believed to affect users’ perceived usefulness (PU) and perceived ease of use (PEOU). Users’ acceptance of e-learning system is influenced by the immensity of region, often hampered by inadequate infrastructure support. Therefore, this study aimed to investigate behavioral intention to use e-learning in the Indonesian insurance industry by applying Technology Acceptance Model (TAM). To achieve this objective, Jabotabek and Non-Jabotabek regions were used as moderating variables in all related hypotheses. An online survey was conducted to obtain data from 800 respondents who were Indonesian insurance industry employees. Subsequently, Structural Equation Model (SEM) was used to evaluate the hypotheses, and Multi-Group Analysis (MGA) to examine the role of region. The results showed that out of the seven hypotheses tested, only one was rejected. Furthermore, XP had no significant effect on PU, and the most significant correlation was found between PEOU and PU. In each relationship path model, the role of region (Jabodetabek and Non Jabodetabek) had no significant differences. These results were expected to provide valuable insights into the components of e-learning acceptability for the development of a user-friendly system in the insurance industry.

Service before self: exploring resilience and locus of control in the frontline service effort behavior

PurposeDrawing on the conservation of resource (COR) theory, this study examines the direct relationships between customer incivility and service effort behavior with psychological resilience mediating this association. Furthermore, the study also explores the moderated-mediation effect of internal locus of control.Design/methodology/approachTwo studies were carried out, employing a time-lagged approach. In study 1, data were collected from 422 frontline service employees in the hospitality sector. This was followed by Study 2 in which data were collected from 530 frontline service employees in banking and retail industries. The data were analyzed using SPSS PROCESS macros and AMOS.FindingsThe results specified that customer incivility negatively influences service effort behavior among frontline service employees. Moreover, it was also found that psychological resilience mediated the negative association between customer incivility and service effort behavior. Finally, the results show that the moderated-mediation effect of internal locus of control was also supported.Originality/valueThe study is an attempt to broaden the frontier of customer incivility and highlight how it affects service effort behavior. The findings also highlight the mediating role of psychological resilience between customer incivility and service effort behavior. Moreover, this study makes an enriching contribution by exploring the moderating role of internal locus of control. To the best of our knowledge, such associations remain outside the purview of previous examinations.

Well-being of hospitality employees: A systematic literature review

The hospitality industry employees' well-being is relevant for practitioners and researchers alike. Academic interest in hospitality employee well-being (EWB) has been steadily rising. Yet, the unintended result has been a fragmentation of the field, with at least 42 different theories addressing issues of EWB in hospitality. This study adopts a systematic literature review approach to re-balance a fragmentation that can lead to myopia and assesses relevant literature on EWB in hospitality. The study identifies 122 articles in 19 relevant hospitality journals listed in Scopus utilising the PRISMA process and analyses them with the help of a framework derived from well-being reviews in corresponding fields, such as human resource management. The findings account for individual, group and organisational level stressors, resources and practices affecting EWB in hospitality, and they are subsequently related to the theoretical landscape in the field, suggesting future avenues for research.

To Leave or to Stay? Research on the Double-Edged Sword Effect of Illegitimate Tasks on Employee Turnover Intention.

Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees' turnover intention by triggering challenge stressor appraisal and enhance employees' turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees' turnover intention. Practical implications: To mitigate employees' turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees' subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.

Using mathematical models in the assessment of the circulatory system in employees working under harmful occupational conditions

Introduction. According to the results of medical examinations of metallurgists, in the structure of newly identified somatic morbidity, circulatory system diseases (CSD) are one of the leading pathologies. To assess the prevalence of CSD in workers in harmful working conditions, it is possible to use various mathematical solutions as a tool. The objective of the study was to substantiate the possibility of using variance analysis and classification tree (CT) methods to assess the prevalence of circulatory diseases in industrial workers. Materials and methods. Data of medical examinations and a questionnaire-based survey of three hundred eight workers of steel production were input into a database. The interrelationship between CSD and individual and occupational risk factors was examined using a one- and two-way ANOVA. The classification tree method was used for a multivariate analysis. Results. The one- and two-way ANOVA revealed a statistically significant correlation between the CSD family history (p=0.001) and age, years of occupational exposure, overweight, blood glucose level, total cholesterol (p<0.05) and the CSD prevalence in the steel workers. We applied the classification tree method to make decisions on referring the subjects to potentially “healthy” and “sick” workers by determining the CSD prevalence in relation to various combinations of risk factors. Limitations. This study is limited to the results of medical examinations of the workers collected over a one-year period. Conclusions. Our experience in using the analysis of variance and classification tree to evaluate the CSD prevalence in ferrous industry employees allows recommending them for use in assessing the prevalence of various diseases in workers exposed to occupational hazards.