Arrangement Of Jobs Research Articles

CHALLENGES FACED BY WOMEN TO MAINTAIN WORK LIFE BALANCE DURING COVID PANDEMIC WHILE WORKING FROM HOME

The growing concern over work-family issues has become particularly pronounced due to the challenging circumstances brought about by the COVID-19 pandemic. The pandemic has forced people to balance work and personal lives as they adapt to stay-at-home measures and remote work arrangements. This study seeks to explore the factors that impact women's work-life balance during the lockdown imposed by the pandemic. The objective is to identify the professional and personal challenges and factors that facilitate work-life balance for working women in South India. The study involved surveying 100 women employed in the education sector. To enhance work-life balance and overall efficiency and productivity, organizations are encouraged to reconsider their policies, benefits programs, work distribution, and internal job arrangements, making remote working a more employee-friendly experience. In summary, this study sheds light on the critical factors influencing work-life balance for women during the COVID-19 lockdown, offering valuable insights for organizations aiming to adapt and improve their work arrangements to meet the changing needs of their female workforce.

Achieving better Resource Utilization by Implementing a High-Performance Intelligent Framework in a Distributed Environment

Multi-distributed high-performance computers from many companies are aggregated into a single computing platform to provide handlers with uniform contact besides convention outlines. Job arrangement strategies in High-Performance Computing (HPC) environments are lacking in flexibility, so an enhanced computational intelligence automated system in the task ready queue, refinement of the principal planner aimed at every job, and increased arrangement of the job setting up plan are proposed in this paper, which introduces an improved task scheduling model. The swarm intelligence method is used in core task scheduling to reduce the average scheduling time for completing tasks by assigning jobs to each node in the most efficient manner possible. The suggested scheduling technique outperforms the standard work scheduling approach in simulations. Task waiting times can be reduced, system throughput increased, task response times improved, and system resources better utilized by using a job setting up method created on group Acumen systems

Redefining Work: The Gig Economy’s Impact on Work and Life

This review explores the pervasive influence of the gig economy on labor markets, highlighting its implications for employment stability and work–life balance. With the rise of digital platforms like Uber and Airbnb, traditional employment structures are undergoing a transformation, leading to a shift toward more flexible but less secure job arrangements. The analysis covers the dual nature of this shift: the increased autonomy and flexibility it offers, and the challenges of job ­insecurity and fragmented work life it brings along. By delving into various facets such as legal challenges, economic impacts, and shifts in employment patterns, the article provides a comprehensive overview of how the gig economy is reshaping the labor landscape.

Redefining hybrid flow shop group scheduling: Unveiling a novel hybrid modeling paradigm and assessing 48 MILP and CP models

A hybrid flow shop group scheduling problem (HFGSP) involves two distinct sub-problems, the arrangement of groups and the configuration of jobs within each group. Constructing its mathematical model based on the classification of these sub-problems can help better understand the problem's characteristics. However, the existing literature fails to establish MILP models of HFGSP based on the interrelation between each subproblem and the respective process constraints satisfied by each subproblem. To address this gap, our study first categorizes all the constraints in the HFGSP according to several factors: group arrangement, job arrangement within the group, process requirements between groups, process requirements between jobs from the same group, process requirements between adjacent stages, and the relationship between the decision variables of completion time and the objective constraint. Following this classification, we construct 48 available MILP models of HFGSP. Additionally, we also propose an efficient constraint programming (CP) model of HFGSP. Numerous experiments are conducted to verify the correctness and performance of all 48 MILP models across different test instances, analyze the complexities of all models, and excavate their intrinsic characteristics. Through our evaluation for the 48 models, we observe that models 24 and 48 exhibit superior performance. This highlights the effectiveness of the hybrid modeling approach, which synergistically combines sequence-based modeling for groups and position-based adjacent modeling for jobs within each group. The utilization of this hybrid modeling approach enables the construction of high-quality MILP models for addressing the HFGSP problem. Our intention is to bridge the gap between MILP modeling of HFGSP and problem-specific algorithms, thereby providing a comprehensive understanding of the problem and offering potential solutions.

The role of part-time arrangements in the sustainability of midwifery continuity of care models in Australia: An integrative review.

International maternity care experts have called for expanding midwiferyled continuity of care (MCoC) models. However, the number of models need augmentation as the number of women receiving this care is small. The majority of the midwifery workforce in Australian public health systems comprises women who work part-time. This aspect of the midwifery workforce demands careful consideration when attempting to change a maternity care system and sustain new models of care. Sparse research has been undertaken to explore whether part-time factors could play a role in the growth and sustainability of MCoC in Australia. This integrative review aims to analyze the role of parttime practice arrangements in the sustainability of MCoC models in Australia. Following a systematic search of research databases (CINAHL, ScienceDirect, Cochrane Database of Systematic Reviews, and Proquest) and screening the literature with eligibility criteria including keywords related to midwifery continuity of care, workforce arrangements and full-time equivalent (FTE), eight Australian research articles were identified for evaluation. The articles were appraised for bias using the Mixed Methods Appraisal Tool (MMAT) and data were analyzed using an integrated convergent narrative synthesis method. The resulting themes from the synthesis suggest that part-time MCoC roles may support the sustainability of the MCoC workforce without reducing quality of care to women. In various studies, midwives reported that FTE (full-time equivalent) of 0.5 may not meet the job's demands. However, this is likely influenced by local context and caseload size rather than the quantum of each midwife's FTE. The quality of the studies is limited due to the small scale of the studies; however, the qualitative results give a depth of understanding to the strengths and challenges that part-time arrangements in MCoC add to the midwifery workforce. This review recommends that part-time arrangements in MCoC models in Australia be evaluated in conjunction with other routinely analyzed workforce data. Further considerations should be made by midwifery managers, leaders, stakeholders, and decision makers responsible for developing and supporting part-time job arrangements in caseload models of care in Australia.

Intellectual capital and employee innovative behavior in cross-border e-commerce enterprises: the moderating role of career sustainability

PurposeTo cope with intensifying uncertainties coupled with the rapid advancement of information communication technology (ICT), understanding how to encourage employees' innovative workplace behavior (IWB) is imperative, with two motivational concerns: (1) the possession of critical knowledge resources characterized by intellectual capital (IC) to better reconfigure new and existing knowledge and (2) the development of career sustainability to handle ICT-enabled intricate job arrangements. The authors investigate the relationships among IC, career sustainability and IWB in Chinese cross-border e-commerce enterprises (CEEs), which are becoming increasingly prevalent and central to the global economy.Design/methodology/approachUsing data collected from 417 participants employed in Chinese CEEs, the authors used regression analyses to test the authors' hypotheses.FindingsHuman capital (HC) and structural capital (SC) exerted inverted U-shaped influences on IWB, while relational capital (RC) was positively related to IWB. Perceived career sustainability positively moderated such associations between HC and IWB and between SC and IWB; perceived career sustainability negatively moderated the positive RC-IWB relationship.Practical implicationsResults can inform managers which components of IC and how managers are related to IWB so crucial for success of CEEs with ICT-enabled, intricate architectures of knowledge exchange. The authors' results can help global managers and policymakers to more appropriately allocate scarce knowledge resources to maximize innovative behaviors in the highly competitive international business context.Originality/valueFrom the knowledge-based view (KBV) of firm innovation, the authors examine the differential effects of IC components on employee IWB amid coronavirus disease 2019 (COVID-19) through a novel lens of employees' perceptions of career sustainability, enriching the literature at the intersection of IC, knowledge management (KM) and career development. The authors' cross-level analysis links micro-level variables to organizational IC in the new normal.

Hindistan’da Bilgi Teknolojileri Endüstrisinde İnsan Kaynakları Yönetiminin Gig Sözleşmelerine Yönelmesine Yol Açan Faktörler

The gig economy has become a viable field for alternate job arrangements. Therefore, we aim to explore the gig contracting influencing factors in Information Technology. We propose a conceptual framework using Structured Equation Modelling to ascertain the relationship between Human Resource Management and gig work contracting mediated through a sustainable digital economy. Based on a specifically designed survey, employers’ most significant hurdles were the competitiveness level, the extended hours when one was logged in, and late-night delivery. The incentives were not strong influencing factors for Gig contracting. However, the flexibility reduced much of the workload pressures.

Occupational Safety and Health Equity Impacts of Artificial Intelligence: A Scoping Review

Artificial intelligence (AI) has the potential to either reduce or exacerbate occupational safety and health (OSH) inequities in the workplace, and its impact will be mediated by numerous factors. This paper anticipates challenges to ensuring that the OSH benefits of technological advances are equitably distributed among social groups, industries, job arrangements, and geographical regions. A scoping review was completed to summarize the recent literature on AI’s role in promoting OSH equity. The scoping review was designed around three concepts: artificial intelligence, OSH, and health equity. Scoping results revealed 113 articles relevant for inclusion. The ways in which AI presents barriers and facilitators to OSH equity are outlined along with priority focus areas and best practices in reducing OSH disparities and knowledge gaps. The scoping review uncovered priority focus areas. In conclusion, AI’s role in OSH equity is vastly understudied. An urgent need exists for multidisciplinary research that addresses where and how AI is being adopted and evaluated and how its use is affecting OSH across industries, wage categories, and sociodemographic groups. OSH professionals can play a significant role in identifying strategies that ensure the benefits of AI in promoting workforce health and wellbeing are equitably distributed.

Placements and Sustainability Program of Business Courses in Selected Higher Educational Institutions in Metro Manila: Basis for Academic and Industry Partnership Plan

The present professional climate for graduates is very volatile, owing to the unpredictability of corporate restructures, technological advancements, outsourcing, and remote working, among other factors. This new professional context has prompted a philosophical rethinking of what constitutes acceptable employability learning. Due to restrictions imposed by the COVID-19 epidemic, many students doing professional placements and internships were force to leave their actual location of employment. Some students completing professional experiences lost their orders, while others accepted job arrangements that required them to work remotely online. Work readiness and preparedness played a vital role in business goal in today’s pandemic since it influences graduate success in the workforce. Many businesses want to hire new graduates because they believe they will bring new and innovative ideas to the company, but it is essential that the graduates be work-ready and prepared to do the job properly. The business provides work preparation and pre-employment training to freshly graduated employees. Furthermore, as the professional world moves toward a more flexible working arrangement that may include a remote workplace environment mixed with an office environment, this paper examines the potential benefit of their experiences in terms of being more capable in online work skills as a result of remote working.

Occupational health and safety status of waste and sanitation workers: A qualitative exploration during the COVID-19 pandemic across Bangladesh

In Bangladesh, cities produce huge volumes of solid waste, sewage, and greywater with limited resources to manage it. Waste and sanitation workers, key players in managing waste, are continuously exposed to different health hazards in their work due to lack of occupational safety and basic protections. This vulnerability has been exacerbated by the COVID-19 Pandemic. Focusing on workers’ experiences and everyday working realities, this study sought to assess the organizational capacity, gaps, and challenges of local waste management authorities during COVID-19. It also sought to deepen understanding of job arrangements, occupational safety, hygiene knowledge, and practices of these waste workers at their workplace. A qualitative study was conducted consisting of 61 key informant interviews with seven categories of local officials and 50 in-depth interviews with five categories of waste and sanitation workers in 10 cities of Bangladesh. An inductive content analysis approach was adopted. The results showed that COVID-19 had aggravated the existing waste management challenges and imposed severe health risks on waste workers. Respective conservancy departments lagged behind due to lack of safe cleaning methods and equipment, and limited funds for waste worker training, which ultimately led to poor occupational safety for workers. This vulnerable worker group lacked basic job facilities, received poor payment and insufficient protective equipment, and rarely had any health support from their employers. Also, they were not provided with an adequate understanding of occupational safety and health hygiene; and no appropriate handwashing facilities at their workplace to tackle infectious diseases like COVID-19. The study investigated this countercomplaint and discussed the current arrangements from the prespective of both city authorities and waste workers. The study recommended more automated waste collectors and compositors for the conservancy departments, increased active monitoring, work benefits, safety equipment for waste workers, and tailored training to eradicate work-related health hazards and injuries.

Placements and Sustainability Program of Business Courses in Selected Higher Educational Institutions in Metro Manila: Basis for Academic and Industry Partnership Plan

The present professional climate for graduates is very volatile, owing to the unpredictability of corporate restructures, technological advancements, outsourcing, and remote working, among other factors. This new professional context has prompted a philosophical rethinking of what constitutes acceptable employability learning. Due to restrictions imposed by the COVID-19 epidemic, many students doing professional placements and internships were force to leave their actual location of employment. Some students completing professional experiences lost their orders, while others accepted job arrangements that required them to work remotely online. Work readiness and preparedness played a vital role in business goal in today’s pandemic since it influences graduate success in the workforce. Many businesses want to hire new graduates because they believe they will bring new and innovative ideas to the company, but it is essential that the graduates be work-ready and prepared to do the job properly. The business provides work preparation and pre-employment training to freshly graduated employees. Furthermore, as the professional world moves toward a more flexible working arrangement that may include a remote workplace environment mixed with an office environment, this paper examines the potential benefit of their experiences in terms of being more capable in online work skills as a result of remote working.

Uncovering the Roots of Psychological Abuse in the Workplace in Bangladesh

The workplace is a pivotal arena in the lives of employees, where they strive for professional growth and financial stability. In Bangladesh, with its diverse workforce, the workplace plays a crucial role in shaping the lives of millions. Using the Quarterly Labour Force Survey 2016-17 data conducted by the Bangladesh Bureau of Statistics, this paper delves into the roots of psychological abuse in the workplace in Bangladesh, aiming to inform policies and interventions that promote employee wellbeing and a healthy work environment. The sample size for this study comprises 159,791 economically active individuals. For the statistical analysis, both bivariate and multivariate analyses were applied. Logistic regression analysis reveals that younger workers, females, and those with lower levels of education have a higher likelihood of experiencing workplace psychological abuse. Moreover, working in certain sectors (e.g., manufacturing and services) and occupations (e.g., elementary occupations and working as an employee) increases the likelihood of abuse, as do temporary and full-time employment, hazardous work environments, and informal job arrangements. Urban locations also correlate with a higher probability of psychological abuse, while specific divisions within Bangladesh exhibit varying risks. These insights can inform targeted interventions and policies to foster a safer and more supportive work environment in Bangladesh.

Health protection policies for digital platform and low wage workers

Abstract Background In the context of the COVID-19 pandemic, shifting employment and occupational health social protections of low-wage and self-employed digital platform workers are described and compared. Specifically, we examine how, across advanced economy countries, laws, policies, and collective agreements protected the health of low wage (e.g., service workers) and digital platform workers (usually classified as self-employed) including during the first three waves (2019-2021) of the COVID-19 pandemic. The overall goal is to inspire conversation, comment, critique and new research questions to tackle the issue of the employment, work and health of low wage workers and self-employed digital platform workers. Methods Taking a comparative focus on eight advanced economy countries, this paper identifies legal efforts to address employment misclassification and challenges related to employee definitions that vary by the legal act. Debates about minimum wage and occupational health and safety standards as these relate to worker well being are considered. Finally, we discuss promising changes introduced during the COVID-19 pandemic that protect the health of low-wage and self-employed workers. Results Overall, we describe an ongoing “haves” and a “haves not” divide, with on the one extreme, traditional job arrangements with good work-and-health social protections and, on the other extreme, low-wage and self-employed digital platform workers who are mostly left out of schemes. However, during the pandemic small and often temporary gains occurred and are discussed. Conclusions In the context of an evolving social contract during the COVID-19 pandemic, this paper provides views on avenues for policy reform and research from employment and occupational health specialists across eight advanced economy countries.

Laws, Policies, and Collective Agreements Protecting Low-wage and Digital Platform Workers During the COVID-19 Pandemic.

In the context of the COVID-19 pandemic, this commentary describes and compares shifting employment and occupational health social protections of low-wage workers, including self-employed digital platform workers. Through a focus on eight advanced economy countries, this paper identifies how employment misclassification and definitions of employees were handled in law and policy. Debates about minimum wage and occupational health and safety standards as they relate to worker well-being are considered. Finally, we discuss promising changes introduced during the COVID-19 pandemic that protect the health of low-wage and self-employed workers. Overall, we describe an ongoing “haves” and a “have not” divide, with on the one extreme, traditional job arrangements with good work-and-health social protections and, on the other extreme, low-wage and self-employed digital platform workers who are mostly left out of schemes. However, during the pandemic small and often temporary gains occurred and are discussed.

O65 - The Role of Part-Time Practice Arrangements in the Sustainability of Midwifery Continuity of Care Models in Australia: An Integrative Review

National maternity care reform has emphasised the importance of expanding midwifery-led continuity of care (MCoC) models in Australia, yet the number of models remains small as well as the number of women receiving this. The majority of the midwifery workforce in Australian public health systems is comprised of part-time workers. This aspect of the midwifery workforce demands careful consideration when attempting to change a maternity care system and sustain new models of care. Sparse research has been undertaken to explore whether part-time factors could play a role in the sustainability of MCoC in Australia. This Integrative Review aims to analyse the role that part-time practice arrangements have in the sustainability of MCoC models in Australia. Following a systematic search of research databases and screening the literature with strict eligibility criteria, six Australian research articles were identified for evaluation using an integrated convergent narrative synthesis method. The resulting themes from the synthesis suggest that part-time MCoC roles may support the sustainability of the MCoC workforce without reducing quality of care to women. In various studies, midwives reported that FTE (full-time equivalent) of 0.5 may not be sufficient to meet the demands of the job. Area-specific needs impact the operationality of practice arrangements in MCoC models. This review provides recommendations for further research in part-time arrangements in MCoC. Further considerations should be made by midwifery managers, leaders and stakeholders who are responsible for developing and supporting part-time job arrangements in caseload models of care in Australia.

Influence of Non-Financial Rewards on Performance of Employees in JPMorgan Chase & Company in USA

This paper aimed to examine the influence of non-financial rewards on the performance of employees in JPMorgan chase & company in the USA. The study was literature based. The study relied upon prior studies to make the inferences. The reviewed literature was extracted from various references to give a comprehensive synopsis. Studies conducted in the USA and outside were considered valuable to make inclusive inferences. The study findings indicated that non-financial reward has a positive effect on the performance of employees. The non-financial rewards include rewards and recognition, career opportunity, promotion, participation of employees in decision-making and responsibility to identify their impact on employee motivation. Non-monetary rewards have an intrinsic motivational impact on employees. These types of rewards increase employees' motivation to work by raising their self-esteem and can satisfy employees' professional ambitions and personal fulfillment. The performance of the employees is stimulated after realizing they are more appreciated and recognized by the organization's management. The non-financial rewards may be attained through job promotions, awards and acknowledgment, flexible job arrangements, career development and flexible job schedules. The study concluded that non-financial rewards such as rewards and recognition, career opportunity, promotion, participation of employees in decision-making and responsibility could increase the performance of employees in JPMorgan Chase & Company in the USA. The study recommended that management at JPMorgan Chase & Company should have to work extra on increasing non-financial reward practices to have a much better level of worker performance. Also, the management in the bank should adjust the time working schedules to make it easy for workers to select their productive hours hence improving their performance. The policy frameworks should include the significance of non-financial rewards in the organization. Keywords: Non-Financial Rewards, Performance, JPMorgan Chase & Company, USA

Towards industry 5.0: A multi-objective job rotation model for an inclusive workforce

The new Industry 5.0 paradigm complements the well-known Industry 4.0 approach by specifically driving research and innovation to facilitate the transition to sustainable, human-centric and resilient industry. In the manufacturing context, workers' diversity in terms of experience, productivity and physical capacity represents a significant challenge for companies, especially those characterized by high staff turnover and manual processes with high workload and poor ergonomics. In seeking to address such challenges, this research adopts a human-centric perspective to define new flexible job arrangements by developing a new multi-objective job rotation scheduling model. The proposed model is unique in that it aims to achieve multiple job assignment objectives by simultaneously considering different socio-technical factors: workers' experience, physical capacity and limitations, postural ergonomic risks, noise and vibration exposure, and workers' boredom. The model's implementation in real environments can be supported by new sensor-based technologies that collect data on workers' efficiency, ergonomic scores and task performance and enable workers to participate in measuring perceived fatigue and boredom. The primary goal of our model is to find the most appropriate assignment of job and individual-flexible rest-break plan for each worker. The authors test the model application in an industrial setting. Useful managerial insights emerge and prescriptive recommendations are provided.

The territorial politics of urban expansion: Administrative annexation and land acquisition

Urban expansion is a controversial process where territorial conflicts of differing interests and objectives become manifest. The existing interpretations of urban expansion pay insufficient attention to the strategies deployed by municipal governments to resolve the territorial conflicts arising out of urban expansion. This paper identifies two key bargaining arenas through which municipal governments mitigate the territorial complications of urban expansion. First, administrative annexation not only involves municipal governments to gain control over more territory, but also entails strategies adopted to reconcile conflicts created by administrative restructuration, such as offering preferential fiscal and job arrangements. Second, land acquisition is not only about livelihood restoration of landless farmers but is also about converting them into citizens constituting new urban communities and integrating them into the urban mode of production. These bargaining arenas are the sites where the benefits and concessions of urban expansion are negotiated, and they play a key role in ensuring the smooth operation of urban expansion by resolving potential conflicts among stakeholders.

Responsiveness of Grassroots Level Civil Servants in China: A Comparison Between Civil Servants Recruited from Regular Entrance Examinations and Specially Selected Graduates

This paper compares and contrasts the behavioral tendencies between civil servants recruited from regular entrance examinations (REEs) and specially selected graduates (SSGs) in grassroots-level governments in China as they face a conflict between vertical (hierarchical) and horizontal (public) responsiveness. This study draws on a survey from 13 cities to explore behavioral variations in the two categories of civil servants. Two test methods (the OLS and mediation model) are adopted to verify the findings. This study finds that both the vertical and horizontal responsiveness of civil servants who are SSGs tend to be higher than those recruited from the REEs in facing the above-mentioned conflict. Four personnel mechanisms are tested to explain this variation: (1) the politicized recruitment and selection of SSGs, (2) job arrangements for SSGs, (3) triple leadership over SSGs, and (4) a fast-track stream for SSGs. Our analysis reveals that only the first two can account for this variation. This account can shed new light on the impact of the development of a separate corps of elites in China.

Effects of Organizational Structure Centralization on Employee Performance in Narok County Government

Organizational structure describes the formal arrangement of jobs and tasks in organizations. It describes the allocation of authority and responsibility, and how rules and regulation are executed by workers in firms. Locally, studies on the relationship between organizational structure and organizational performance remain inconclusive and contradictory as evidenced from previous studies. This study used Kenyan data and government institutions by investigating the likely impact of organizational structure on performance of County governments of Kenya taking a case of Narok County government. The specific objectives of the study examine the effect of organizational structural centralization on employee performance. The study was anchored on Goal theory and equity theory. This study adopted a descriptive research design. Both primary and secondary data was used in this study. Primary data was obtained by use of questionnaires while secondary data by use of existing records. The population of the study was all staff working in Narok County Government. The study targets a total population of 5345 distributed in all departments and a sample size of 372 respondents was obtained from it. The County Executives, chief officers and directors will be randomly selected from the county. Other employees were selected using stratified random sampling thus the study draw 10% of each department employees using strata method. The collected data was processed and analyzed using SPSS Version 26.0 where linear regression was used to establish the relationship between (structural complexity, structural centralization, and structural formalization) and employee performance. The study has a lot of significance to Narok County Government as it will shed light on the importance of utilizing and improving effective organizational structure in order to enhance the performance of individual employees. The findings of this study are likely to benefit researchers in their efforts towards understanding the relationship between organizational structure and the performance of employee which is directly related to their organization productivity.