Job Risk Research Articles

A multimodal physiological-psychological data-driven study on differentiation in miners' job burnout and risk preferences.

Existing research indicates that the personality traits of miners influence their emotional regulation strategies, and these strategies in turn affect their performance in work fatigue. However, whether there is an intermediary or moderating role among these factors remains unclear. Additionally, while some studies suggest an increased likelihood of unsafe behavior among miners following fatigue, physiological data concerning their cognition remains incomplete and requires further exploration. This study aims to explore the mediating and moderating effects of emotional regulation strategies among miners regarding their personality traits and work fatigue, and to expand understanding of the cognitive and physiological data related to miners' risk decision-making following fatigue. Fifty adult miners (Mage = 25, aged 18-40, 100% male) were selected as participants. Emotional regulation tendency, significant levels of personality traits based on the Big Five Personality Traits questionnaire, and the three-dimensional levels of work fatigue were measured using emotional regulation strategy scale, Big Five Personality Traits questionnaire, and work fatigue scale, respectively. The eye-brain consistency hypothesis posits that eye movement trajectories and fixation points reflect the brain's cognitive processes and focus. Therefore, combining eye-tracking experiments, miners' preferences in risk decision-making were further measured. Expressive suppression strategies mediated between conscientiousness and depersonalization; expressive suppression strategies moderated between agreeableness and emotional exhaustion. In eye-tracking physiological experiments, significant differences were found in eye movement data among miners with varying levels of emotional exhaustion. Preferences in emotional regulation strategies play mediating and moderating roles between miners' Big Five Personality Traits and work fatigue. The levels and dimensions of work fatigue are influenced not only by personality traits but also by individual tendencies in emotional regulation strategies, which significantly affect performance in risk decision-making. The findings of this study can further enrich theories related to work fatigue among miners and provide insights for personalized safety management in mining.

AI-induced job impact: Complementary or substitution? Empirical insights and sustainable technology considerations

This study utilizes 3,682 full-time workers to examine perceptions of AI-induced job displacement risk and evaluate AI's potential complementary effects on labor. By distinguishing between these variables, the research identifies which worker characteristics and industries are most affected by AI. Employing an extended ordered probit model, the results show that those with higher perceived risks are mainly female, older, and more educated. Workers with frequent internet usage and remote work are more concerned about AI-induced job risks. Sector-wise, entry-level employees perceive the least risk, whereas manufacturing professionals and senior service sector employees are more apprehensive. Contrary to the mainstream assumption that AI causes unemployment, this study identifies a potential complementary effect on job tasks, suggesting that AI can enhance and support human labor rather than replace it. This inference is based on observed worker perceptions and the increased use of AI tools in tasks that complement human skills. Moreover, AI's integration contributes to sustainable practices and entrepreneurial opportunities, enhancing business innovation and environmental efficiency. Workers increasingly view AI as a value-added element in their jobs rather than a threat, particularly in sectors focusing on sustainable development and green technologies.

Job burnout and its influencing factors among primary healthcare workers during the COVID-19 epidemic in Guangzhou, China, 2021–2022: from the perspective of institutional operation and management

BackgroundThe purpose of this study was to explore the job burnout of primary healthcare workers in Guangzhou during the prevention and control of COVID-19 epidemic and its influencing factors from the perspective of institutional operation and management in 2021–2022.MethodsA cross-sectional study involved 866 primary healthcare workers from different districts of Guangzhou, China. The Chinese version of the Maslach Burnout Inventory-General Survey (MBI-GS) was utilized to assess job burnout. From the perspective of organizational operation and management, the possible causes of job burnout among primary healthcare workers during COVID-19 have been categorized into 7 major aspects. Univariate and multivariate logistic regression analyses were conducted to identify influencing factors for job burnout in primary healthcare workers.ResultsThe detection rate of job burnout among primary healthcare workers was 78.29%. Men (OR = 2.39) and whose institution was located in urban–rural fringe (OR = 1.56) were more likely to detect job burnout. Conversely, institution heads showed a lower risk of job burnout. From the perspective of institutional operation and management, workers who were not satisfied with personnel management (OR = 2.41), materials and vehicles (OR = 2.89), subsidies and compensation (OR = 2.18), humanistic care (OR = 2.11), superior management (OR = 8.32) were found to have a higher risk of job burnout.ConclusionThe detection rate of job burnout among primary healthcare workers in Guangzhou was relatively high during the period of COVID-19. When there is another sudden major epidemic, the managers of institutions can focus on and deal with the problems related to the operation and management of institutions such as personnel management, materials and vehicles, subsidies and compensation, humanistic care, and superior management, so as to provide logistical support for the workers and alleviate their job burnout.

How do Capital Market Pressures Affect Pay Structures? Evidence Based on Short Selling and Firms’ Internal Pay Gaps

This paper examines the relationship between short selling and internal pay gaps of listed companies, and explores how short selling affects the company's pay structure. To this end, this paper utilizes the data of Chinese A-share listed companies from 2008 to 2022, and adopts the staggered-DID method, and finds that short selling significantly increases the internal pay gaps of firms subject to the short selling mechanism, but gaps are instead narrowed in SOEs and technology-intensive firms. The mechanism analysis suggests that short selling widens pay gaps by increasing the demand for highly educated managers and their compensation for job risk. The result of this paper provides a new perspective for understanding the socio-economic effects of capital market policies, as well as a rationale for formulating fair and reasonable pay policies.

Digitalization and job stress: exploring the mediating roles of job and personal aversion risk with gender as a moderator.

BackgroundThis time-lagged study delves into the impact of digitalization on job stress. Digitalization is defined as the incorporation of digital technologies into various aspects of work life, fundamentally transforming processes, interactions, and decision-making.AimThe present research focuses on the mediating roles of job-related risk and personal risk, and the moderating effect of gender. We hypothesized that employees’ aversion to risks, both in their professional and personal facets, mediates the relationship between the rapid digitalization of their work environment and the resultant job stress. Regarding gender as a moderator, recent research suggests that gender can influence the experience of workplace stress, with women often experiencing higher levels of stress than men in certain situations. This indicates that gender might also moderate the relationship between digital living, risk perception, and job-related stress. This approach allows for an examination of the ways in which digital technology adoption influences workplace stress, considering the temporally spaced data.MethodsConducted over three waves of data collection among 795 Chinese employees, the research utilizes Hayes’s Model 8, adept at revealing the dynamics of digitalization’s influence in the workplace and its effects on individual well-being.ResultsThe study corroborates Hypothesis 1 by establishing a significant, albeit less pronounced, relationship between digital living and job stress. The findings also support Hypothesis 2 by demonstrating that both job risk and personal risk mediate this relationship. The study’s results also validate Hypothesis 3, indicating that gender moderates the relationship between digital living, job risk, personal risk, and job stress. Finally, the significant interaction effects found in the study, particularly the stronger conditional negative effect of digital living on perceptions of job and personal risks for males, despite the absence of statistical significance failed to support Hypothesis 4.ImplicationsThis study sheds light on the dynamics of job stress in the context of a digitalizing work environment. The results have important implications for designing workplace strategies and interventions that are sensitive to risk perceptions and gender differences in the digital era.

EVALUASI RISIKO KESELAMATAN DAN KESEHATAN KERJA PADA PROYEK INSTALASI PIPANISASI DI PT EFE BERBASIS METODE JSA DAN HIRARC

Work accidents occur in the work environment, which can occur due to unsafe work environment conditions or human error. PT TKA is a construction services company located in the Gresik Regency, and its work specifications use fiberglass and HDPE materials. In the work activities carried out by PT TKA, several unsafe actions or unsafe conditions were found which caused accidents. This research aims to evaluate the dangers and causes of danger based on the conditions and activities of pipe installation projects based on the risk of unsafe actions and conditions. Job Safety Analysis, Hazard Identification, Risk Assessment, and Risk Control were used as research methods. The research respondents were five expert employees on pipeline projects. The research showed that eleven stages of pipe installation project work were identified, resulting in small, medium, and large-scale hazard risks. The research results show that unsafe conditions dominate the occurrence of danger and the risk of work accidents.

Preferences for social insurance: the role of job security and risk propensity

Preferences for social insurance: the role of job security and risk propensity

Work accident risk analysis using the job safety analysis (jsa) method in the timber industry UD. Dua Restu Sunggal, North Sumatra

Job Safety Analysis (JSA) calculates a job risk assessment. The JSA method’s importance is finding out what hazards can occur in each work process. This research aimed to identify the risk of work accidents in the UD Dua Restu Timber Industry. The stages of data processing using the Job Safety Analysis are to identify the hazards and potential risks posed, carry out a risk assessment that has been identified, and then determine preventive measures to control the hazards. For the sawmill area, the highest risk rating was 270 (priority 1). The strongest correlation was physical fatigue on work accidents with a sig.2-tailed value of 0.002 and a correlation class of 0.881. Meaning fatigue has a solid relationship to work accidents.

Extreme—Super obesity and panniculectomy: bipolar radiofrequency scalpel assisted surgery as a valuable option for the most challenging cases

BackgroundIn Italy, with a cohort of 6.3 million morbidly obese patients, panniculectomy is often necessary both in relation to bariatric surgery and as the sole treatment to reduce excess lower abdominal tissues. At first glance, the procedure could be misjudged as technically simple; however, when considering patients with Extreme obesity or worse (BMI > 40 kg/m2), the surgical risks increase significantly, patients are often inoperable, and few studies are available in the literature. Most surgeons actually avoid this job and related risks. Recent research has highlighted a potential role of the Bipolar Radiofrequency Scalpel (BRS) in various fields as a promising tool to reduce surgical complications. With this paper, the authors report their experience in the management of panniculectomy in Extreme (BMI > 40 kg/m2) and Super (BMI > 50 kg/m2) obese patients through the technique of BRS assisted panniculectomy. MethodsA retrospective study was conducted on Extreme / Super obese patients who underwent BRS assisted panniculectomy between June 2013—June 2022. The panniculectomy involved lower abdomen excess skin and soft tissues removal, assisted by BRS, minimal undermining, and eventual abdominal hernia repair. Surgical procedures, and complications rate are discussed. Results Fourteen patients matched the selection criteria and were included in the study. Minor and major complications occurred in 28,6% and 14,3%, respectively. No flap necrosis, infections, cellulitis or decubitus ulcer occurred. Seroma 28,6% (4/14) and hematoma 7,1% (1/14) were the most relevant complications in the study population.ConclusionsBRS assisted panniculectomy with minimal undermining is a valuable option for patients with extreme or super obesity. At the time of dissection, minimizing undermining and using BRS could make the operation safer and therefore extendable to a larger cohort of patients.Level of evidence: Level IV, Therapeutic; Risk/Prognostic.

Incidence of SARS-CoV-2 seropositivity in pediatric healthcare workers prior to widespread vaccination: A 5-month longitudinal cohort study

ObjectivesDetermine SARS-CoV-2 IgG antibody incidence over time in unvaccinated pediatric healthcare workers (pHCWs). DesignA prospective longitudinal cohort of unvaccinated pHCWs measuring the incidence of new infection after initial prevalence was established at 4.1% with seropositive predominance in emergency department (ED)-based pHCWs. Serum samples were collected at follow-up visits to detect new SARS-CoV-2 seropositivity. Univariate analysis was performed to estimate different incidence rates between participant demographics, job, employment location, and community risk factors. Anxiety levels about COVID-19 were collected. SARS-CoV-2 antibody decay postinfection and neutralization antibodies were evaluated. Log-linear Poisson regression models were used to estimate incidence. ResultsOf 642 initially enrolled, 390 pHCWs presented for at least one follow-up serology test after baseline analysis. The incidence of SARS-CoV-2 seropositivity was 8.2%. The seropositive cohort, like the negative one, consisted mainly of females in non-ED settings and nonphysician roles. There were no statistically significant differences in incidence across variables. Seropositive participants dropped antibody titers by 50% at 3 months. Neutralization antibodies correlated to SARS-CoV-2 binding antibodies (r = 0.43, P < 0.0001). ConclusionThe incidence of seropositivity was 8.2%. Although seropositivity was higher among ED staff during the early stages of the pandemic, this difference declined over time, likely due to the universal adoption of personal protective equipment.

Does Professional Self-Efficacy Provide a Shield in Troubling Situations? Evidence of Performance and Thriving Through Perceived Strength Use

The COVID-19 pandemic has created a more stressful and uncertain work environments, disrupting personal and organizational lives, and particularly the impact of this crises on health care professionals (i.e., doctors and nurses) is unprecedented. COVID-19 has increased the workload and job risks for frontline health care professionals, causing them significant emotional stress. In such testing times, individual’s personal effectiveness ensued by the utilization of one’s personal energy may be helpful in not only ensuring wellbeing but also providing other desired results, for example, enhanced performance. Based on this notion, we conducted a study (amidst the third wave in mid-2021) using a multi-wave design to investigate the role of professional self-efficacy of health care professionals in well-being and behavioral outcomes during crises of COVID-19. The hypothesized relationships were tested by collecting data from 361 frontline healthcare professionals dealing with COVID-19 patients in hospitals in Northern part of Pakistan. The study results verified our assumed relationships and revealed that health care workers’ professional self-efficacy was positively related to their well-being, in terms of workplace thriving, and it also showed positive association with work role performance. In addition, the results of the study also revealed that perceived strengths use mediated the relationship between professional self-efficacy and outcomes. This study discusses implications, limitations, and future directions in detail, including how the findings can be used to inform interventions and support healthcare professionals dealing with the emotional and professional stresses brought on by the pandemic.

Living and Coping with Olfactory and Taste Disorders: A Qualitative Study of People with Long-COVID-19.

Taste and smell disorders are common symptoms of SARS-CoV-2 acute infection. In post-COVID-19 condition, symptoms can persist leading to disruption in patients' lives, to changes in their coping skills, and to the need to develop strategies for everyday life. This study aimed to describe the perspective of a group of patients with Long-COVID-19, a condition where loss of taste and/or smell was the most predominant symptom. A qualitative descriptive study was conducted. Participants who had suffered SARS-CoV-2 infection and had Long-COVID-19 loss of taste and/or smell were recruited. Purposive sampling was applied, and participants were recruited until data redundancy was reached. In-depth interviews were used for data collection and thematic analysis was applied. Twelve COVID-19 survivors (75% women) were recruited. The mean age of the participants was 55 years, and the mean duration of post-COVID-19 symptoms was 25 months. Three themes were identified: (a) Living with taste and smell disorders, describing the disorders they experience on a daily basis, how their life has changed and the accompanying emotions, (b) Changes and challenges resulting from the loss of taste and smell, changes in habits, self-care and risk in certain jobs or daily activities, (c) Coping with taste and smell disorders, describing the daily strategies used and the health care received. In conclusion, Long-COVID-19 taste and/or smell disorders limit daily life and involve changes in habits, meal preparation, and the ability to detect potentially dangerous situations.

Does employability help to cope with job insecurity? An analysis of workers' well-being with Swiss panel data

Can perceived employability mitigate the negative impacts of job insecurity on wellbeing?. We address this question using fixed-effects models on panel data from. Switzerland. To measure job insecurity, we use two subjective indicators (risk of job. loss and fear of job loss in the last year) and an objective one (having a temporary contract). We assess well-being by studying job satisfaction, life satisfaction, and mental health, and perform separate analyses for men and women. Results suggest that employability does not mitigate the impacts of job insecurity on job satisfaction. For life satisfaction, employability reduces the impacts of the risk of job loss in the last year, but only among men. Regarding mental health, employability partially offsets the impacts of the risk of job loss in the last year for both men and women. We conclude that even though employability might help, it does not shield workers from the negative impacts of job insecurity. This suggests that the flexicurity strategy falls short of mitigating the non-pecuniary impacts of job insecurity.

How Does Psychosocial Safety Climate Address Hotel employees’ Job Embeddedness and Organizational Commitment During Crisis?

ABSTRACT The pandemic crisis has prompted hotel employees to look for more stable jobs, resulting in a labor shortage that may impede the recovery of the hotel industry. Drawing upon the job demands-resources model, the current research intends to investigate how COVID-19-induced job risk and job stress influence employees’ affective organizational commitment under the mediating role of job embeddedness and the moderating role of psychosocial safety climate. Analytical results from the data obtained from 583 hotel employees reveal that job embeddedness significantly mediates the effects of both job risk and job stress on affective organizational commitment. Additionally, the moderating impact of psychosocial safety climate from perceived job risk is statistically significant, showing that employees with a low degree of psychosocial safety climate are more inclined to reduce their job embeddedness, whereas no difference was found in the effect from job stress.

The association of job training duration and risk of depression among wage workers: an analysis of the mediating factors.

Research on job training and job satisfaction has been conducted from various perspectives. Job training is thought to be associated with job satisfaction, which is known as an important factor for depression among workers. We hypothesized that job training duration could influence depression through potential mediators (job satisfaction, motivation to work, and work engagement). This study encompassed participants from the sixth Korean Working Conditions Survey (KWCS), conducted between 2020 and 2021. To show the relationships between demographic or occupational characteristics and risk of depression, a χ2 test was conducted. The association between job training duration, potential mediators, and risk of depression was analyzed by constructing multiple logistic regression models. The mediating effects of potential mediators on job training duration and risk of depression was evaluated with flexible mediation analysis with weighting-based methods. The final study population consisted of 25,294 participants. Longer job training duration significantly decreased risk of depression after adjusting for confounders. In the group that received the longest job training duration (≥ 10 days), compared with the group without job training, the odds ratio (OR) for high risk of depression was 0.46 (95% confidence interval [CI], 0.39-0.54). Each three potential mediators showed statistically significant indirect effects and direct effect. Although indirect effects were not strong compared to direct effect, motivation to work had the strongest mediating effect in this study, with an OR of 0.94 (95% CI, 0.92-0.95). Job training duration was found to have a statistically significant negative association on the risk of depression, and three mediators partially mediating this effect. Although the mechanism was unknown, our findings suggest that job training has a positive influence on workers' mental health. Furthermore, by suggesting the possibility of other pathways existing between job training and depression, we provide directions for future research.

PELATIHAN MOTIVASI RISK-UNCERTAINTY-HOPE UNTUK ETOS KERJA

Work motivation, defined as a society's attitude towards the meaning of work or positive work values in an individual, is targeted for enhancement through a training program. This intervention utilizes the RUH (Risk, Hope, and Uncertainty) theoretical framework to foster work ethic motivation. The program involved 56 participants, including MSME entrepreneurs, teachers, village officials, and members of PKK and KWT groups. Employing an experimental method with pre-test and post-test assessments, data analysis relied on thematic analysis. The research findings indicate an improvement in work ethic, evident in the post-test themes reflecting enhanced hope and perseverance in addressing challenges. The shifts in participants' perspectives and attitudes signify that RUH motivation training increases their preparedness for uncertainty, heightens awareness of job risks, and fosters hope in approaching their work.

Perioperative change trajectories and predictors of swallowing function and swallowing-related quality of life in patients with oral cancer: a longitudinal observational study

ObjectiveTo determine change trajectories and predictors of swallowing function and swallowing-related quality of life (QoL) in perioperative patients with oral cancer.DesignLongitudinal observational study.SettingA tertiary cancer hospital in Hunan Province, China.ParticipantsPatients...

Desain Gaji Pokok menggunakan Metode Point System pada UKM Katering di Kota Bekasi

&#x0D; &#x0D; &#x0D; Compensation is one important factor that can motivate employees to improve performance. The compensation given by the company must be commensurate with the company's workload, job risks, and the competencies that accompany the position. The company is obliged to provide both financial and non-financial compensation so that the employees' standard of living needs (KHL) can be met. Therefore, it is necessary to design an appropriate compensation system based on job value. The object of this research is UKM Catering located in Bekasi City. UKM Catering is engaged in the culinary field, which focuses on the catering sector. The research methods used are quantitative and qualitative methods based on trusted scientific journals and articles. This research focuses on the compensation system and standard of living needs of UKM Catering employees. The data processing and analysis method used to develop a job value-based compensation system and job grading in Catering UKM is using Compensable Factors analysis using Adhered Salary Mapping, Salary Mapping Overlapping. The results of this study indicate that an effective compensation system to be implemented by Catering UKM is by using the Overlapping method. This is because the overlapping method of salary distribution is more profitable because the salary increase is not as big as the adhered method.&#x0D; &#x0D; &#x0D;

Age at job initiation and risk of coronary heart disease: findings from the UK biobank cohort study

BackgroundCommencing work at an early age has been linked to various risk factors for coronary heart disease (CHD), such as shift work and intensive job strain. However, the relationship between starting work too early and CHD risk remains largely unclear. We examined the association between age at job initiation and the risk of CHD.MethodsUK Biobank participants aged 38 to 70 years without cardiovascular disease who provided data on their age at job initiation were included. The primary outcome was CHD, which was ascertained using hospital and death records. The hazard ratios (HRs) and 95% confidence interval (CIs) for the association between age at job initiation and CHD were calculated using multivariable Cox regression.ResultsOf the 501,971 participants, 114,418 eligible participants were included in the final analysis. The median age at job initiation was 19.0 years. During the mean follow-up of 12.6 years, 6,130 (5.4%) first CHD events occurred. We observed that age at job initiation was inversely associated with CHD (HR 0.98, 95% CI 0.97–0.99), and the association was potentially J-shaped. The HRs for the < 17-year, 17–18-year, and 19–21-year age groups were 1.29 (95%CI 1.18–1.41), 1.12 (95% CI 1.03–1.22) and 1.05 (95% CI 0.97–1.14), respectively, compared with those of the ≥ 22-year group.ConclusionsAge at job initiation was associated with incident CHD, which was independent of socioeconomic status. Participants who commenced employment before the age of 19 years exhibited a higher risk of developing CHD later in adulthood.

The Role of Alumni Networks and Career Advising in Early Career Stability of Urologists: Results of a Multi-institutional Study

To characterize training program and early career factors that impact decision-making and job retention following graduation in a diverse population of urologists. We performed a computer-based survey distributed to residency graduates from 25 urology training programs. Five focus institutions were identified with a goal >30% response rate. The survey included questions about training program specifics and post-training employment characteristics. We obtained 180 responses from urology residency graduates of 25 programs. Overall, 72% (N = 129) remain in their initial post-training position at a median of 6years postgraduation (Interquartile Range (IQR) 3-10). On Cox-regression analysis stronger trainee-rated formal career advising was associated with lower risk of changing jobs (HR 0.77, 0.60-0.99, P = .048). Location/proximity to family was the most consistently cited as the top reason for selecting a job (41%). Sixty-three respondents (35%) joined practices employing graduates of the same residency program. Cox regression analysis showed that joining a practice with alumni of the same program was associated with lower risk of changing jobs from one's initial post-training position (HR 0.39, 95% CI 0.17-0.91, P = .03). In this multi-institutional study of urologists, we observed a high rate of job retention out to a median of 6years following completion of training, with formal career advising and joining alumni in practice being associated with job retention. Collectively, our data highlights that training programs should emphasize advising programs and alumni networking in guiding their graduates in the job search process.