Job Position Research Articles

Ambient conditions of the operating theatre and its correlation with fatigue and sleep quality of operating room workers: a cross-sectional survey.

Anesthesia providers face numerous occupational hazards, including exposure to anesthesia gases, which can lead to fatigue. These professionals face challenges such as night shifts, OR stress, limited mobility and sunlight access, high workload, inadequate rest breaks. Health-related sociodemographic variables, such as smoking, sleep patterns, and obesity. Our research aims to explore various risk factors associated with fatigue among operating theatre workers including sleep quality. A cross-sectional study was conducted on 227 of operating room healthcare professionals from five tertiary hospitals in Saudi Arabia, for a period of 6 months, between January 1, 2023 to June 1, 2023. The study used a five-point Likert scale sheet and the FSS "fatigue severity scale" to analyze and measure fatigue and sleep quality. The questionnaire included all socio-demographic variables, work conditions, and fatigue severity scale items. The major findings revealed a significant correlation between fatigue severity scores and exposure to anesthesia gases. Socio-demographic variables such as smoking have showed major relevance to fatigue in the sample size, as (76.6%) of the participants that answered as regular smokers have showed result of positive correlation to fatigue and with a significant of (0.034). Out of the total sample, 76.1% were exposed to anesthesia gases once daily, showing a positive association with fatigue severity scores. Work-related factors like job experience and position also had a lower association with fatigue severity. p (0.031) Univariate logistic regression p (0.035). The study found that the work-related conditions like workload on Anesthesia technicians and technologists over 44 h per week and gas exposure is directly linked to fatigue severity and sleep quality so is the socio-demographic considerations. With poor sleep quality in younger staff which is documented in the study result a large-scale prospective analysis to understand the factors affecting OR staff's sleep quality and fatigue severity and what can be done to regulate working hours and break time and incorporate naps in to enhance patient safety and well-being for anesthesia providers in Saudi Arabia.

Skills in online job ads: An analysis of Italian regions

Economists and other social scientists are increasingly leveraging web data to tackle socio-economic issues and integrate existing sources of information. The data generated by online platforms and websites offer a wealth of multidimensional information with diverse potential applications in economic analysis. Online job advertisement data, for instance, allows us to enhance our understanding of the labour market by providing timely insights into business demand and the skills required for various job positions. This paper examines skill similarities at the regional level in Italy and the variations in skills sought by businesses over time using Lightcast data for 2019 and 2020. In light of this, we use two measures related to the regional skill similarities, an index for the regional skill changes, jointly with some features of the local economy, in order to provide a picture of Italian regions.

A Study of Diversity on Recruitment

Recruitment is the process of finding and attracting qualified individuals to fill job positions within an organization. It involves identifying the staffing needs of the organization and seeking out suitable candidates to meet those needs. Recruitment plays a crucial role in ensuring that organizations have the right talent to achieve their goals and objectives. It encompasses various activities, including job posting, candidate sourcing, resume screening, interviewing, and selection. A well-executed recruitment process can result in the hiring of talented individuals who contribute positively to the organization’s success. Recruitment is the cornerstone of building a successful organization. It’s the process by which companies identify, attract, and hire the most qualified individuals to fill job vacancies within their ranks. Beyond merely filling positions, recruitment is about finding the right fit — individuals who not only possess the necessary skills and qualifications but also align with the company’s culture, values, and long-term objectives. In today’s competitive business landscape, recruitment has evolved from a transactional process to a strategic function. Companies recognize that their success hinges on the talent they attract and retain. As such, recruitment practices have become more sophisticated, incorporating elements of employer branding, candidate experience, and diversity and inclusion. This introduction sets the stage for exploring the multifaceted nature of recruitment — from understanding the evolving needs of organizations to navigating the complexities of attracting top talent in a competitive market. Throughout this exploration, the importance of recruitment as a driver of organizational success will become increasingly apparent. Talent Acquisition: The primary objective of recruitment is to attract and identify talented individuals who possess the skills, qualifications, and experience necessary to fulfil the requirements of specific job roles within the organization. Fulfilling Organizational Needs: Recruitment aims to address the staffing needs of the organization by filling vacancies promptly with qualified candidates. This ensures that the organization has the right personnel in place to achieve its short-term and long-term goals. Building a Diverse Workforce: Recruitment plays a vital role in promoting diversity and inclusion within the organization by seeking candidates from varied backgrounds, experiences, and perspectives. A diverse workforce fosters innovation, creativity, and better decision-making. Enhancing Organizational Performance: By recruiting top talent, organizations can improve their overall performance and competitiveness. Hiring individuals who possess the required skills and expertise can lead to increased productivity, efficiency, and effectiveness across all levels of the organization. Creating a Talent Pipeline: Recruitment serves as a proactive measure to build a pool of potential candidates for future job openings. Establishing a talent pipeline ensures that the organization has access to a continuous supply of qualified individuals, reducing the time and resources spent on future recruitment efforts.

The Job Satisfaction Variation Due to Socio-Demographic Characteristics: An Indicator for CSR And Alignment with UN SDGs? Evidence in Healthcare Field in Turkey

This study seeks to examine the job satisfaction among different demographic groups of employees in the healthcare sector in Turkey. The study seeks to broaden the scope of job satisfaction by emphasizing its role as an indirect measure of the positive principles and practices that contribute to maintaining a high level of Corporate Social Responsibility (CSR) in line with the United Nations Sustainable Development Goals (UN SDGs) for groups of employees. This paper employed a survey to gather primary data. The survey forms utilized comprise two distinct sections. The initial section of the survey forms was determining the socio-demographic characteristics of the participants. The second portion of the poll utilized the Minnesota work satisfaction survey to measure job satisfaction. T-test and ANOVA are employed to detect disparities among separate employee categories. The findings suggest that there are disparities in the job satisfaction levels among employees belonging to at least two distinct groups with varying educational backgrounds (p > 0.040). Upon analyzing the job satisfaction of the staff based on their job positions, a notable disparity in job satisfaction was observed among at least two distinct employee groups in various roles (p > 0.009). No significant disparities in job satisfaction were seen across the employee groups based on age, marital status, parenting status, work experience, and monthly salary. Simultaneously, the paper establishes a connection between the job satisfaction and a more advanced level of corporate governance focused on CSR and aligned with the UN SDGs. This paper aims to explore the potential use of work satisfaction as an indicator in evaluating CSR and its alignment with the UN SDGs in the future. Received: 17 January 2024 / Accepted: 30 April 2024 / Published: 5 May 2024

Resolving the adaptive performance problems in the public sector using purposeful leadership: an empirical investigation in Ghana

PurposePerformance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.Design/methodology/approachThis paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.FindingsAs anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.Research limitations/implicationsThis paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.Practical implicationsHuman resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.Social implicationsThis study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.Originality/valueThis paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

Critical Discourse Analysis on Language and Power in Nepali Public ELT Classroom

The study focuses on how teachers use language and power to share knowledge, specifically concerning the power language used in Nepali ELT classrooms. The study's primary goals are to analyze language power as it reveals itself in speech acts and examine how teachers' use of language power affects students' attitudes toward learning. The primary source of data for this study was the teaching activities carried out in the district of Nawalparasi, Nepal. Depending on attributes including gender, job position, and length of service, four public school teachers—two male and two female—were chosen. Using a qualitative ethnographic study approach, the teacher and students' interactions and language use are examined. The data is further evaluated using Norman Fairclough's critical discourse analysis, which comprises description, interpretation, and explanation. The findings suggest that teachers are imposing speech act forms on their students and that this power may have an impact on how they feel about learning. However, students are also motivated and become more engaged in class when teachers express their pleasure in speech act forms. Therefore, teachers should incorporate humanistic teaching into their teaching and learning activities, taking into account the potential problems of using language in an ELT classroom.

The Availability Degree of Internationalization Requirements in Public Libyan Universities in Light of the Experiences of Developed Countries

The study aimed to find out the availability degree of internationalization requirements in Libyan public universities in light of the experiences of developed countries. To achieve the objectives of the study, the descriptive survey methodology was used. The study population consisted of all 15451 faculty members in the Libyan public universities, while the sample consisted of 362 members, who where chosen by using the stratified random method. The results indicated that the availability degree of internationalization requirements of Libyan universities in light of the experiences of developed countries was low. Furthermore, there was no statistically significant differences (α=0.05) between the mea of the responses of the study sample members about their estimation of the availability degree of internationalization requirements of Libyan public universities due to the variables of college type or job position, while there were statistically significant differences due to the academic rank variable in favor of the lecturer category. In Light of these Results, Some Recommendat were Presented to Activate the Internation of Public Libyan Universities, in Light of the Developed Countries.

THE EFFECT OF DIGITAL LITERACY LEVELS OF HEALTH MANAGERS AND EMPLOYEES ON JOB SATISFACTION: THE CASE OF SAKARYA

Increasing internet usage enables individuals to easily access the information they are searching for. This situation brings up the concept of digital literacy. Healthcare institutions are also increasingly keeping up with this internet age. In this study, it was tried to reveal the difference between the socio-demographic characteristics of healthcare managers and employees working in healthcare institutions and the lower dimensions of digital literacy and job satisfaction. This study also aims to investigate the impact of digital literacy lower dimensions on job satisfaction's lower dimensions and make suggestions. The research was carried out with the participation of health managers and employees consisting of 396 people working in Sakarya University Training and Research Hospital. The data were analyzed using the SPSS 27.0 package program. "Independent Sample T-Test" was used to reveal the differences between two groups, and "One Way ANOVA Test" was used to reveal the differences between three or more groups. Tukey Test, one of the Post-Hoc tests, was used to determine the source of the difference. Correlation Analysis was used to determine the relationship in the research, and Multiple Regression Analysis was used to reveal the effect. According to the research results, a low-level positive relationship was found between digital literacy lower dimensions and internal and external satisfaction (p0.001). In the research, it was determined that the lower dimensions of digital literacy do not differ according to gender, marital status and age, but vary according to the position in the institution. While there is a significant difference between internal satisfaction, which is a lower dimension of job satisfaction, and gender, age and position in the institution, there is a significant difference between external satisfaction and only the position in the institution. It is thought that the offered service will be provided more efficiently and effectively by eliminating the deficiencies determined as a result of the analysis in the institution where the study is conducted.

The Application Degree of the Jordanian Public Universities of the (QS (World University Rankings Standards and Proposed Educational Policies to Improve their Ranking in this Classification

The study aimed to determine the degree to which Jordanian public universities apply the standards of the World University Rankings (QS) and proposed educational policies to improve their ranking in this world ranking. The descriptive survey methodology was used. The study sample consisted of (285) academic leaders from Jordanian public universities who were selected using a random cluster sampling method. The results of the study indicated that the degree of application of the Jordanian public universities to the standards of the world university rankings (QS) from the point of view of academic leaders was moderate in all five domains of study, which were: academic reputation, scientific research, international dimension, job reputation, and. Academic accreditation. The results also showed that there were no statistically significant differences (α=0.05) between the mean of the study sample members’ perceptions of the degree to which Jordanian public universities apply the standards of the world university rankings (QS) according to the variables of job position and university. In light of the results of the study, a group of educational policies were proposed to improve the ranking of these universities in this world university rankings (QS).

Analysis of Behavioral Acceptance and Security Behavior on Implementation of Digital Workplace

The creative industry is growing and accelerating, predicted to be a future of national economic power. The use of the digital workplace in many organizations represents a digital transformation of the work environment through cloud-based productivity tools that facilitate collaboration among companies and employees. Implementing the digital workplace can enhance efficiency and effectiveness in highly dynamic work that requires agility. However, there are risks and potential negatives to the prevalence of cybersecurity threats and incidents. The causes and impacts are interrelated and influenced by user behavior at the individual and organizational levels. This phenomenon is studied and evaluated in detail to understand how behavioral factors and patterns affect the acceptance and security of the digital workplace. The study involved 402 respondents from 13 job positions in 27 business fields in the Application Development Sector. It was examined and evaluated using the UTAUT model and the Security Behavior Model with SEM methodology. The results showed a significant correlation between exogenous variables and endogenous variables such as security behavior, use behavior, and continued usage. The only exception was the perceived security threat, which did not correlate with security behavior. This research provides implications and contributions through strategies for implementing and enhancing the digital workplace as an easily accepted and secure platform to support organizational productivity

Is There No Sin Down South of the Equator? Brazilian Auditors’ Perception of the Gendered and Racialized Dynamics in Audit Firms

ABSTRACT We aim to analyze the perception of Brazilian auditors regarding differences in career development for women and black people. Methodologically, we conducted a web survey totaling 329 answers from professionals with diverse profiles regarding the length of service, job position, age, sex, and race. The results show that even men perceive the career as being harder for women. An important finding is that the main difficulties are found in medium and small-sized auditing companies. We contribute to the literature on three fronts: (i) by expanding the theme to cover medium and small-sized companies; (ii) by bringing to the Brazilian scenario the discussion on the perception of differences in the careers of external auditing professionals; and (iii) by contrasting perceptions about the career and the environment for professionals from diverse groups in terms of sex and race. As a practical implication, we conclude that if there is an interest in turning audit into a more just and equitable profession, much has to be changed in auditing careers, even in companies situated to the South of the Equator, so that the sins from elsewhere would not be the same here, sins that were imposed by a colonial conceptualisation of gender and race.

A personalized machine learning–based system to evaluate students’ skillset and analyze the gap between academia and industry for engineering students

PurposeWith so many placement opportunities around the students in their final or prefinal year, they start to feel the strain of the season. The students feel the need to be aware of their position and how to increase their chances of being hired. Hence, a system to guide their career is one of the needs of the day.Design/methodology/approachThe job role prediction system utilizes machine learning techniques such as Naïve Bayes, K-Nearest Neighbor, Support Vector machines (SVM) and Artificial Neural Networks (ANN) to suggest a student’s job role based on their academic performance and course outcomes (CO), out of which ANN performs better. The system uses the Mepco Schlenk Engineering College curriculum, placement and students’ Assessment data sets, in which the CO and syllabus are used to determine the skills that the student has gained from their courses. The necessary skills for a job position are then extracted from the job advertisements. The system compares the student’s skills with the required skills for the job role based on the placement prediction result.FindingsThe system predicts placement possibilities with an accuracy of 93.33 and 98% precision. Also, the skill analysis for students gives the students information about their skill-set strengths and weaknesses.Research limitations/implicationsFor skill-set analysis, only the direct assessment of the students is considered. Indirect assessment shall also be considered for future scope.Practical implicationsThe model is adaptable and flexible (customizable) to any type of academic institute or universities.Social implicationsThe research will be very much useful for the students community to bridge the gap between the academic and industrial needs.Originality/valueSeveral works are done for career guidance for the students. However, these career guidance methodologies are designed only using the curriculum and students’ basic personal information. The proposed system will consider the students’ academic performance through direct assessment, along with their curriculum and basic personal information.

Invisibility and (Dis)Integration: Examining the Meaning of Migrant Inclusion in Everyday Lived Experience in Rural Areas

The settlement of migrants in rural areas that are facing population decline has gained increased attention in recent years as an economic, social, and political issue, as well as an opportunity for development for local communities. Studies have primarily focused on investigating whether and how migrants are integrated and included within these areas. This article adopts a fresh perspective by examining how the meaning of “integration” and “inclusion” is given shape by residents and migrant workers themselves. Our research centres on a small rural town in Sardinia, where individuals from Romania and West Africa have relocated to fill job positions traditionally held by Italians. Based on participant observation and in‐depth interviews, we examine the everyday experiences of residents and migrants to develop an understanding of the lived realities of integration and inclusion. In doing so, the article calls into question the perceived value of these processes for the very individuals that are supposed to benefit from them.

Impact of urbanization on people’s income and proposing new livelihood strategies for people in urban areas

This study was undertaken to examine the effects of urbanization on the income of people in Vietnam. The research utilized data from a survey of 597 people who were impacted by urbanization in Vietnam. Research methods included: (i) The T-test difference test method, which is a method used to examine the influence of urbanization on people’s income by comparing the income differential between persons in urban regions and those in rural ones; (ii) The least squares method was used to quantify the impact of various factors on the income of people in the study area. The study concludes that people with similar education and job positions earn higher incomes if they live and work in urban areas as opposed to rural ones (the beta coefficient of the variable Place_Edu is 0.806, and the beta coefficient of the variable Place_Posit is 3.309). According to the findings of this study, individuals residing in urban areas generally have higher incomes than those living in rural areas (the beta coefficient of the Place variable is 3.140). According to research findings, urbanization has both positive and negative impacts on people’s income in Vietnam.

Downside of Helping Professions: A Comparative Study of Health Indicators and Health Behaviour among Nurses and Early Childhood Educators.

The activities of health care workers and early childhood educators have received increased attention both in lay public discourse and in scientific discourse. These professional groups play a significant role in shaping the health behaviours of those they interact with; thus, understanding the patterns they convey is of paramount importance. The aim of our study is a comparative analysis of health conditions and health behaviours of professionals working in Hungarian early childhood education and nurses working in the healthcare system (n = 1591). We carried out our quantitative, cross-sectional research using convenience sampling among healthcare professionals working in nursing job positions (n = 581) and as early childhood educators (n = 1010), in south-west Hungary. Diagnosed chronic illnesses affect early childhood educators at a significantly higher rate (p < 0.05): the prevalence of musculoskeletal disorders is particularly high among them, as a result of which they reported a significant degree of physical limitation in relation to work. In the context of mental health, comparing the professional groups, nurses' indicators were significantly (p < 0.001) more unfavourable in all examined dimensions. Moreover, the comparison in terms of educational attainment directed attention to the worse indicators of non-graduates. In this context, early childhood educators are less affected by all three dimensions of burnout (p < 0.001). As for health behaviour, the smoking habits of nurses are more unfavourable (p < 0.05). Regarding screening tests, participation in cytological testing was significantly higher among nurses, whereas early childhood educators showed increased participation in mammography (p < 0.001). Our findings draw attention to the fact that early childhood educators are primarily affected by chronic musculoskeletal disorders, while healthcare workers are more affected by problems related to mental health. Mental well-being can be further endangered by the fact that both professional groups perceive low social appreciation for the work they carry out.

Dynamic interaction between permanent and temporary employment across manufacturing labor markets in the Mexican states: A structural panel VAR approach

México’s implementation of several labor market reforms aimed to stimulate the flexibilization of labor relationships have brought long-standing concerns among scholars and governmental authorities about a displacement process of permanent by temporary jobs. In this regard, this manuscript aims to respond whether the dynamic interaction between permanent and temporary employment across Mexican states describe a substitution or complementary relationship. By means of implementing a structural panel vector autoregressive model, our estimation results demonstrate that a combination of both types of interaction, substitutive and complementary ones, prevail across manufacturing labor markets at state level. Moreover, a marked heterogeneity among estimated dynamic responses suggests that incentivizing permanent employment would induce stronger substitution effects on its temporary counterpart than, for example, substitution of permanent job positions arising when incentivizing temporary employment.

The Use of the Internet of Things in the Distribution Logistics of Consumables

This research focuses on integrating Internet of Things (IoT) technologies in the field of distribution logistics of consumables, specifically on the optimization of dispensing through vending machines in a corporate environment. The primary goal was to identify IoT-based vending machine solutions that increase the work efficiency and cost-effectiveness of consumables distribution. In the first part, this paper focuses on the definition of IoT, and its current trends and development over time. With the help of the authors, we define the key aspects of its use in practice, and we also focus on establishing critical security points. We evaluate its impact on the industry, where there is currently a great pressure for automation and robotization of production, as a result of which the labor market is experiencing a major transformation of job positions from executive to technologically creative ones. Using the performance measurement method, this study established key performance indicators (KPIs), which we then collected and, through thorough research, determined the basis for setting the future state. Using the method of technological innovation, we prepared prototypes of the vending machine, which were then placed at the customer’s location for a 3-month trial period using the method of technological demonstration. During the trial period, key performance indicators were collected again using the performance measurement method, and we then evaluated them using the comparison method. The results demonstrate a significant reduction in the cost of consumables and a simultaneous increase in employee efficiency. These results underline the potential of IoT technologies in the field of distribution logistics for consumables. The research points to the advantages and perspectives of using the Internet of Things in the business environment, especially in the field of distribution logistics.

Job satisfaction of health workers at a Vietnamese University Hospital and its predicted factors: A cross-sectional study.

Job satisfaction of healthcare workers from conventional and university hospitals (or teaching hospitals) might be different due to several factors, for example medical staff required to carry out multiple clinical and teaching tasks simultaneously. Our study aimed to determine how the job satisfaction among healthcare workers in university hospitals is different from those in conventional hospitals. A cross-sectional study was conducted by using the validated and contextualized job satisfaction tool for the Vietnamese context to survey 216 healthcare workers at a university hospital in Vietnam from January to March 2020 with online Google forms. The results indicated low overall job satisfaction (43.1%) in our study university hospital with the score cutoff of 80%. However, healthcare workers still reported high job satisfaction rates in certain aspects, such as personal empathy (70.8%), discipline, and reward (67.6%), co-worker collaboration (65.3%), training and promotion (63%), workplace environment (57.4%), and salary and allowance (44.9%). Subgroup analysis revealed statistically significant differences in job satisfaction (p < 0.01) related to age (31 to 40-year-old), and job position with ORs 3.9, and 8.6 respectively. University hospitals need to improve the healthcare workers' job satisfaction. It is recommended that special human resource strategies should be developed focusing on keeping satisfying older healthcare staff by recognizing their contributions and providing appropriate benefits based on their positions in the hospital.

Deafness and depression in the workplace: is there an association?

IntroductionChronic exposure to damaging noise can lead to hearing loss . People suffering from hearing problems find it increasingly difficult to communicate and become withdrawn. This lack of contact can lead to the onset of anxiodepressive disorders .ObjectivesTo study the epidemiological and clinical particularities of hearing loss in patients with psychoaffective disorders.To study the impact of this association on the medical aptitude for work.MethodsRetrospective descriptive study of depressive patients with hearing loss who consulted the Occupational Medicine Department at Charles Nicolle Hospital over a six-year period from January 2016 to November 2022.ResultsOut of 150 patients with hearing loss who consulted our service, 10 patients had an axio-dépressive disorder . Seven were men and three were women. The mean age was 43 ± 5 years and the mean job seniority was 11 years [3-20]. they belonged to the telecommunications (n=6), industry (n=2), printing(n=1), and transport sectors (n=1) . The job positions were : teleconsultant (n=6), operator machine (n=3) and driver (n=1) the symptoms presented by the patients were hearing loss (n=4), otalgia (n=1) , diziness (n=1), tinnitus(n=1) . The average time to onset of symptoms was 13±8 years [1-35] . The hearing deficits presented by the patients were: sensorineural hearing loss (n=7), mixed hearing loss (n=1) and conductive hearing loss (n=2). The mean of Hearing loss were 34±9 dB in the right ear and 34±6 dB in the left ear . A declaration of the deafness as an occupational disease was indicated in two of the cases. the univariate statistical study showed that anxiety-depressive disorders were associated with tinnitus (p=0,036,OR=4,2[0,99-17,659]) and the position of teleconsultant (p=0,009,OR=5,622[1,338-23,627] . Eviction from exposition to noise was indicated in seven casesConclusionsAccording to our study, hearing loss in patients with anxio-depressice disordes is associated with tinnitus and teleconsultant job position . Early screening early screening of people at risk is recommended.Disclosure of InterestNone Declared

Improving the Rehiring Process and Employee Retention at KC Coal Mining Company

In Indonesia, the rehiring of retirement and new contract employees is governed by various labor laws and regulations. The primary legislation that covers employment matters in Indonesia is the Labor Law (Law No. 13 of 2003 concerning Manpower) and its implementing regulations. Article 35, paragraph (1) Retirement in Indonesia generally occurs when an employee reaches the mandatory retirement age, which is typically set at 55 years old. However, this age may vary based on certain circumstances and job positions. Employers are expected to provide retirement benefits to employees who are eligible for retirement. These benefits might include severance pay, pension plans, or other retirement-related benefits. The rehiring of retired employees and new employees has gained prominence as organizations seek innovative strategies to address workforce challenges. This study investigates the motivations behind and advantages associated with retirees and new employees on a contract basis, focusing on a case study conducted within a coal mining company in Indonesia. The objective is to illuminate the drivers and benefits of rehiring retired personnel, shedding light on their impact on organizational performance and employee dynamics. Through qualitative and quantitative research methods, including questioner, interviews, and surveys, this study explores the reasons that prompt the reemployment of retirees and reemploying contract employees for a period of up to 5 years, examining factors such as their domain expertise, institutional knowledge, and the evolving nature of work. Moreover, the study assesses the tangible and intangible benefits of such rehiring practices, encompassing enhanced productivity, cost-effectiveness, mentorship opportunities, and knowledge transfer. The case study approach provides contextual insights into the unique challenges and opportunities within the coal mining industry in Indonesia while also contributing to the broader discourse on talent management strategies. The findings contribute to a deeper understanding of the potential advantages and considerations associated with engaging retirees in the workforce, offering implications for human resource practices, organizational strategies, and the future of work dynamics.