Leadership styles and their impact on employee commitment (EC) have been the subject of a re-evaluation as a result of the COVID-19 pandemic, which has substantially altered workplace dynamics. This study examines the association between leadership styles—transformational, transactional, and laissez-faire—and different aspects of employee commitment in Indian workplaces following the pandemic. A quantitative research design was employed to collect data from 312 employees across various sectors using structured surveys. Statistical analyses, such as correlation, regression, t-tests, ANOVA, and post hoc (Duncan’s) tests, were utilized to investigate the associations. The results indicate that transformational leadership positively affects both affective and normative commitment, whereas transactional leadership impacts continuance commitment. Demographic variables, including age, gender, and job tenure, were identified as moderators of the LS-EC relationship. This study emphasizes the necessity for adaptive leadership models in organizational contexts following COVID-19 and offers recommendations for HR practitioners aimed at promoting sustainable employee engagement. These insights are particularly pertinent for emerging economies such as India, where leadership practices must adapt to swift changes in the workplace.

ABSTRACT Lifelong learning competence is a crucial element in promoting teacher’s professional development. However, research into the evaluation of kindergarten teachers’ lifelong learning competence has been scarce. This study aims to understand how kindergarten teachers’ lifelong learning competence could be defined, evaluated and predicted in China using Kindergarten Teacher Lifelong Learning Competence Scale (KLS). Altogether 996 Chinese teachers selected through a stratified cluster sampling approach. First, descriptive statistics revealed that kindergarten teachers generally exhibit a relatively low level of lifelong learning competence, with self-direct learning competence ranking as the highest construct and interpersonal competence as the lowest. Second, latent profile analysis identified three distinct profiles of teacher’s lifelong learning competence, namely low-level (26.0%), medium-level (56.6%), and high-level (17.4%) profiles. Last, hierarchical regression analysis demonstrated that teaching experience, school tenure, and job position positively predicted teachers’ lifelong learning competence, even after accounting for demographic and kindergarten-related factors. The study highlights the need for improving job positions and tenure systems in China to enhance kindergarten teachers’ lifelong learning competencies.

ABSTRACT Knowledge provides employees with a strategic advantage. Thus, while organisations may encourage employees to share their knowledge, individuals may choose to manipulate or hide knowledge to maintain this advantage. By drawing from the broaden-and-build theory, this study examines the indirect effect of work engagement on knowledge manipulation and knowledge hiding via individual perceived team member exchange. In a time-separated field study (n = 128), results show that individual perceived team member exchange fully mediates the relationship between work engagement and knowledge manipulation and knowledge hiding, and that job tenure moderates the relationship between individual perceived team member exchange and knowledge manipulation, but not between individual perceived team member exchange and knowledge hiding. This paper contributes to the existing body of research on knowledge hiding and the growing literature on knowledge manipulation by uncovering affective and relational mechanisms as well as boundary conditions that impact these behaviours.

Transformational and transactional leadership: A job tenure perspective

To assess psychosocial working conditions and mental health status among U.S. workers in small businesses. Data from the 2018 and 2022 General Social Survey's Quality of Worklife module were used to examine mental health and psychosocial working conditions among U.S. adults employed by businesses with 1-49 employees. Descriptive statistics and logistic regression analyses were conducted, adjusting for race, education, marital status, age, and job tenure. Using combined data, workers reporting low job satisfaction, lack of management priority for safety, high work-family conflict, unfair wages, and limited promotion opportunities had significantly higher odds of reporting one or more poor mental health days in the past 30 days, compared to those reporting more favorable working conditions. Findings highlight modifiable workplace factors that may lead to improved mental health among small business workers.

The existing literature has consistently found that precarious employment is associated with poorer mental health. The literature also shows that precarious employment is a gendered phenomenon, with female workers bearing the brunt of it. The association between precarious employment and health seems to affect women more strongly than men in the same situation. This paper aims to quantitatively analyse the detrimental effects of precarious employment on mental health. Using UK Understanding Society panel data from 2010 to 2022, we ran hybrid models to estimate the effect of precarious employment on mental health and examine gender differences in the effect of precarious employment on health using a multidimensional measure of precarious employment. Precarious employment has a negative effect on mental health. Compared to men in similar circumstances, precarious employment seems to have a stronger impact on women's mental health. Furthermore, job tenure is negatively associated with mental health for both men and women. Finally, a positive perceived financial situation is associated with better mental health. Our findings are in line with the existing literature and support the hypothesis that precarious employment is associated with poorer mental health. Moreover, they provide further evidence of gender differences in this association. The findings suggest that addressing the mental health implications of precarious employment, particularly for women, could be beneficial for policymakers. Future research should focus on estimating whether unpaid domestic work contributes to the observed gender differences in mental health outcomes.

This cross-sectional study aimed to identify personal, relational, and organizational factors associated with disclosing (or not) mental disorders to supervisors in a new job. Disclosing a mental health condition is often essential for obtaining work accommodations and enhancing job retention. Decision to not disclose is usually associated with fear of stigma and discrimination. Participants from Quebec and Ontario (Canada) who had recently obtained employment in the competitive labor market after experiencing unemployment due to a mental disorder were recruited through online advertisements and supported employment services. Questionnaires were administered to assess personal, relational, and organizational factors. Logistic regression analyses were performed to examine associations between these factors and the decision to disclose a mental health condition. The sample consisted of 195 participants, 100 from Quebec and 95 from Ontario. Multivariate logistic regression analyses identified job-related decision latitude (OR = 2.08, 95% confidence interval [1.11, 3.93], p < .005) and coworker support (OR = 2.20, 95% confidence interval [1.01, 4.80], p < .001) as significant factors positively associated with disclosure of a mental health condition to immediate supervisors. These findings suggest that individuals with greater decision-making latitude in their jobs, and those who received support from their coworkers were more likely to disclose their mental health condition to their supervisor. A supportive work environment plays a critical role in facilitating disclosure in the workplace. More longitudinal studies are needed to better understand the impact of these relationships on job tenure long term. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

This research investigates the application of machine learning classification models for predicting employee job satisfaction, considering demographic, professional, and psychosocial aspects. With a secondary dataset obtained from Kaggle, five supervised learning techniques were applied: Logistic Regression, Decision Tree, Random Forest, Support Vector Machine, and Gradient Boosting. The best model was considered to be Gradient Boosting as it achieved the highest accuracy and F1 score. The model's explainability was enhanced with LIME. LIME enhanced the model's explainability. Stress, work-life balance, and job tenure were identified as the primary factors of job satisfaction. These results support the Job Demands-Resources (JD-R) theory and highlight the model's effectiveness in the hands of HR professionals. The study highlights the need to achieve a balance between predictive accuracy and explainability to ethically align the use of AI in HR analytics, aiming to enhance the well-being of employees and the effectiveness of organizations.

Background: Psychological health among healthcare workers is critical for effective service delivery and staff retention. Workers in Primary Health Care (PHC) centres, especially in rural areas like Akoko North East, Ondo State, often operate under challenging conditions, potentially leading to psychological stress and related health issues. This study assesses the psychological health status of PHC workers and explores factors influencing their mental well-being. Methods: A descriptive cross-sectional study was conducted among 280 PHC workers in Akoko North East using a validated structured questionnaire that incorporated the General Health Questionnaire (GHQ-28). Data on socio-demographic characteristics, job stress, and psychological health indicators were analyzed using SPSS version 26. Descriptive statistics and chi-square tests were applied. Ethical clearance was obtained. Results: respondents characteristics shows that female were (59.6%); 36-45 years of age were (60.7%) while 67.5% were high on psychological health. The breakdown of psychological health indicates that tiredness was (62.3%); and loss of concentration was (44.7%). Statistically significant associations (p&lt;0.05) were found between psychological distress and job stress, working hours, and tenure. Nurses and those with &gt;10 years of service reported better psychological outcomes than junior cadres or newly employed workers. Conclusion: Psychological health challenges are prevalent among PHC workers in Akoko North East, with significant associations with job stress and working conditions. Institutional interventions to enhance work conditions, promote stress management, and provide mental health support are recommended.

This study investigates economic security through the lens of income among ethnic minority communities in the northern highlands of Vietnam, focusing on the Tay and Hmong groups. These groups have historically faced lower income levels, limited access to resources, and structural barriers in the labor market, making them a critical population for assessing economic security and tracking changes over time. Adopting a quantitative approach, the research employs multiple linear regression models (Model 1: overall sample; Model 2: ethnic-specific sub-samples) to examine three key dimensions—capability, efficiency, and sustainability—and identify factors shaping household income. Survey data from 280 respondents were analyzed using t-tests and ordinary least squares (OLS) regression in Stata to estimate the effects of demographic, capability, and sustainability variables on income. Results reveal that language proficiency in both national and foreign languages strongly enhances income, highlighting the role of human capital as a driver of economic security. Cultivated land area contributes positively to income for the Tay, reflecting the importance of natural resource access and productive utilization. Participation in workplace decision-making also correlates with higher income, emphasizing the economic value of participatory governance. Conversely, longer tenure in the same job is associated with lower income, revealing structural constraints and limited opportunities for skill upgrading in rural labor markets. The findings underscore that education level alone does not guarantee higher income, while living standards provide an enabling environment for better economic outcomes. Policy implications focus on developing targeted language programs, promoting inclusive decision-making, supporting continuous skill development, and tailoring agricultural and land-use policies to reduce disparities among ethnic groups. Overall, the study highlights the interplay between individual capabilities and structural factors in securing sustainable livelihoods and offers evidence-based insights for promoting equitable development among Vietnam’s national minorities.

This study evaluates occupational exposure to respirable particulate matter (PM2.5) and crystalline silica (c-silica) among workers in five ceramic industries in Indonesia. Personal sampling revealed that 55.3% of workers were exposed to c-silica levels exceeding the Threshold Limit Value (TLV) of 50 µg/m3, with concentrations ranging from 1.5 to 1395.3 µg/m3. PM2.5 levels reached as high as 4152.4 µg/m3 in certain production zones. Health surveys identified frequent respiratory symptoms such as shortness of breath (27.1%) and chronic cough (14.6%), with 6.4% of workers showing lung abnormalities on chest X-rays. Risk assessments based on chronic daily intake (CDI), hazard quotient (HQ), and risk quotient (RQ) revealed that 63.8% of workers faced unsafe exposure, particularly those with longer job tenures, older age, and poor compliance with personal protective equipment (PPE). To mitigate risks, the study recommends engineering controls such as more local exhaust ventilation, improved PPE usage, and administrative measures including job rotation and regular health monitoring. These findings highlight the urgent need for improved occupational health strategies in silica-intensive industries and call for further research on long-term health impacts and effective intervention programs.

With China's economic transformation, essential service workers have become a crucial workforce in tertiary industry. These workers face significant occupational health risks, making occupational health literacy (OHL) vital for their health protection. However, the specific influence of these socioeconomic and occupational characteristics on OHL among essential service workers remains largely unexplored, particularly in China's economically developed regions. Therefore, this study aimed to investigate the associations between socioeconomic and occupational characteristics and OHL among essential service workers in Guangdong, China. A cross-sectional study was conducted among 2,640 essential service workers from the environmental sanitation, transportation, express and food delivery industries. OHL was assessed across four dimensions via the National OHL Surveillance Questionnaire. Multiple logistic regression analyses were performed to examine associations between socioeconomic and occupational characteristics (education level, monthly income, job tenure) with OHL, adjusting for potential confounders (sex, age, ethnic group, marital status, hukou type, enterprise scale, registration type, industry, and other socioeconomic and occupational characteristics). The overall OHL level was 52.8%. A higher educational level was positively associated with OHL (adjusted OR = 1.69, 95% CI: 1.19-2.41 for tertiary vs. primary education). Monthly income showed an inverse association, with higher-income workers having lower odds of adequate OHL (adjusted ORs: 0.44-0.60). Longer job tenure was negatively associated with OHL (adjusted OR = 0.36, 95% CI: 0.28-0.47 for ≥ 5 vs. <1 year). Educational level positively influenced OHL across all industries without interaction effects, while monthly income and job tenure showed significant industry-specific interactions, with job tenure negatively associated with OHL only in environmental sanitation and transportation industries. Socioeconomic and occupational characteristics significantly influence OHL among essential service workers, with patterns varying across industries. These findings suggest the need for targeted interventions that consider educational background, working experience, and industry-specific characteristics to increase OHL among this vulnerable workforce.

This study investigates the impact of employer social security benefits on job retention by employees in the Indian labour market using the propensity score matching technique. By analysing data from the Longitudinal Ageing Study in India (LASI) 2017-18, I assess how these benefits influence job tenure and jobseeking behaviour. The results reveal that receiving employer benefits is associated with an increase in job tenure by approximately 2.6 years and a reduction in jobseeking likelihood by 2.8%. Notably, the effects are more pronounced for female employees, with benefits increasing women’s job tenure by 3.9 years compared to 1.2 years for men, and reducing their job-seeking likelihood by 4.2% versus 3% for men. These findings highlight the significant role of employer benefits in enhancing job stability, particularly for women. The findings are robust to different matching techniques

Care workers, whose roles frequently involve physically demanding tasks, gain significant benefits from using assistive devices that alleviate physical strain and improve their work environment. Despite these advantages, the relationship between assistive device use and caregivers' job tenure remains limited. Using propensity score matching (PSM) and data from the Korea Long-Term Care Survey, this study examines differences in caregivers' job tenure associated with the provision of assistive devices in long-term care institutions. We find that social workers and care assistants in institutions with access to assistive devices have longer job tenure, by 4.7months and 3.3months respectively, compared to those in institutions without access to these devices. In contrast, we do not observe a statistically significant change in job tenure for other occupations, such as nurses, nurse assistants, physical/occupational therapists, and non-care staff.

IntroductionIn addition to the typical risks associated with healthcare professions, being a midwife carries a significant psychological and emotional burden. This responsibility extends not only to the mother’s well-being but also to the newborn’s, making the role particularly vulnerable to psychosocial risks, often driven by high-stress situations.ObjectivesTo assess the post-traumatic stress disorder (PTSD) experienced by midwives.MethodsWe conducted a cross-sectional study using a self-administered questionnaire distributed to midwives in the Sfax region. The questionnaire consisted of a first part relating to socio-demographic and professional data and a second part relating to the evaluation of the PTSD in midwives using the Impact of Event Scale (IES).ResultsOur population comprised 74 midwives with an average age of 45.6 ± 10.3 years. Only 21.6% reported engaging in regular physical activity. The midwives worked in both public and private health facilities, with a mean of job tenure of 20.3 ± 10.6 years. A stressful event in their professional life was reported by 68.8% of midwives. The PTSD was detected in 30 midwives (40.5% of the midwifery population surveyed), 8 of whom had severe symptoms. The traumatic events reported by the midwives were related to injury to the newborn, injury to the parturient or working conditions.We found that the factors related to the PTSD were the number of dependent parents, a history of anxiety, depression or hypothyroidism, and working fixed hours. Physical activity was a protective factor against post-traumatic stress. A statistically significant link was found between severe forms of PTSD and taking leave in the last three months. Binary logistic regression confirmed that while physical activity was protective, anxiety, depression, and hypothyroidism were independent risk factors for PTSD.ConclusionsPTSD is a common issue among midwives. It should be studied and identified early in at-risk populations to prevent lasting consequences.Disclosure of InterestNone Declared

Objective: To investigate the learning curves of gastroscopy and colonoscopy for surgeons. Methods: Clinical data of ordinary digestive endoscopy performed by gastrointestinal surgeons in Peking University People's Hospital from March, 2022 to March, 2024 were collected retrospectively. Learning curves were plotted according to the number of examinations and learning time, and the cumulative sum control chart method was used to determine the number of cases required to achieve proficiency in endoscopic examination. Results: Six gastrointestinal surgeons (sequentially) received training in gastroscopy and colonoscopy. All surgeons were male physicians with a doctoral degree and the professional title of attending physician. The average age was (33.0 ±1.9) years, and the average job tenure was (4.0±1.8) years. The median time required for proficiency in gastroscopy was 31 weeks, with a median number of cases of 624. Similarly, the median time required for proficiency in colonoscopy was also 31 weeks but with a median number of cases of 470. Conclusions: Surgeons need at least 31 weeks of independent operation to become proficient in endoscopic examination and more than 600 cases to be proficient in gastroscopy. Surgeons with gastroscopy experience also need 31 weeks of independent operation but at least 450 cases to become proficient in colonoscopy.

ABSTRACT The prison environment, inherently, is stressful and potentially dangerous, making safety the priority for those who live and work there. This article contributes to scholarship on correctional officer (CO) safety by presenting findings from a rare qualitative study, offering insight into the subjective meanings behind safety perceptions and the conditions helping COs feel safe on the job. We explore how COs interpret safety over time through a thematic analysis of 82 longitudinal semi-structured interviews with 41 participants conducted during recruitment training and one-year post-deployment to a Canadian federal penitentiary. Findings reveal informal support between colleagues, self-vigilance, and institutional trust contribute to COs’ sense of safety, while job tenure influences how safety is perceived. We conclude with implications for correctional operations and training.

The Family and Medical Leave Act (FMLA) is the sole U.S. policy protecting job security during medical or parental leave. We extend prior work by analyzing overall FMLA eligibility by citizenship and gender among Hispanic workers. We examine which criteria-employer size, job tenure, and minimum work hours-drive citizenship disparities. We also investigate the factors predicting FMLA eligibility and examine the population-level characteristics contributing to FMLA citizenship disparities. We used the 2018 Current Population Survey (n = 5632) to compare FMLA eligibility by citizenship status among Hispanic foreign-born workers by sex. We used multivariate linear regressions and Blinder-Oaxaca decompositions to investigate citizenship inequities in FMLA eligibility. Findings showed eligibility disparities: 38.9% of noncitizen men and 42.2% of noncitizen women met FMLA criteria compared to over half of their citizen counterparts. For men, this disparity stemmed primarily from differences in employer size, with less than half of non-citizens working for eligible employers. For women, both employer size and job tenure contributed to the ineligibility. Decomposition analyses showed that educational and occupational differences explained roughly half the employer-size citizenship disparity among men. Among women, occupation, full-time status, and education accounted for 85% of the employer size disparity. Age, residency duration, and full-time status explained nearly 75% of the job tenure citizen gap. The FMLA's design excludes Hispanic non-citizens during critical life events. Addressing occupational segregation and educational barriers and modifying eligibility criteria are crucial to mitigating these disparities. A national paid family and medical leave policy is urgently needed.

BackgroundThe New York City (NYC) Pregnant Workers Fairness Act (PWFA) went into effect in January 2014 to provide greater flexibility for pregnant workers’ accommodations, yet no studies to date have evaluated its effectiveness and utilization. We examined factors associated with pregnant workers’ PWFA awareness, understanding of PWFA, and receipt of accommodations in a lower socioeconomic status population in NYC.MethodsParticipants included 481 pregnant workers who attended prenatal visits at Mount Sinai Hospital Obstetrics and Gynecology Clinic in NYC in 2017. Detailed demographic and occupational data were collected via in-person interviews using a pregnancy and work survey. Information on participants’ PWFA awareness, knowledge of PWFA-eligible accommodations, and accommodations received was also obtained. Multivariable-adjusted logistic regressions were used to identify the factors influencing PWFA awareness, knowledge of PWFA-eligible accommodations, and accommodations received among six common examples.ResultsOnly 14% of participants had ever heard of NYC PWFA legislation. Lower educational level (≤ 12th grade) (Adjusted Odds Ratio [aOR] = 0.54, 95% Confidence Interval [CI] = 0.30–0.98) and being unsure of workplace maternity leave policy (aOR=0.39, 95% CI=0.18-0.87) were associated with lack of PWFA awareness. Regardless of PWFA awareness, no maternity leave policy (aOR = 0.15, 95% CI = 0.04–0.48 vs. paid policy) and being unsure of maternity leave policy (aOR = 0.19, 95% CI = 0.06–0.59 vs. paid policy) were associated with no knowledge of any PWFA-eligible accommodations. Regardless of their PWFA awareness, women working for ≤ 5 years (aOR=0.42, 95% CI=0.22-0.83), non-U.S. born (aOR=0.57, 95% CI=0.36-0.90), and high-risk pregnancy clinic patients (aOR=0.59, 95% CI=0.38-0.93) all had lower odds of receiving PWFA-eligible accommodations, such as adjustment to lighter duty, compared to their counterparts.ConclusionsLower educational level, lack of paid workplace maternity leave policy, shorter job tenure, and non-U.S. born were associated with decreased PWFA awareness and/or accommodations received. As more women continue to work during pregnancy, interventions promoting PWFA awareness and utilization are paramount for protecting the maternal and child health of these identified vulnerable groups, especially given that final regulations for a national PWFA recently went into effect across the United States in June 2024.Supplementary InformationThe online version contains supplementary material available at 10.1186/s12889-025-23404-w.

This study examined the retention of Generation Z teachers in Davao City's public elementary schools, focusing on the influence of motivational leadership plus rewards and recognition. Employing a quantitative research design and correlation-regression analysis, the study surveyed 150 Gen Z teachers. The findings revealed that while motivational leadership, particularly transformational leadership, and collaborative decision-making, was perceived as high, it had only a moderately low correlation with teacher retention. Rewards and recognition, encompassing compensation, career advancement, and performance recognition, demonstrated a stronger, moderately high correlation with retention. Although the teachers expressed a strong intent to stay, particularly due to job tenure, the regression analysis indicated that rewards and recognition significantly influenced their decision to remain, accounting for 39.4% of the variance in teacher retention. Based on these results, the study suggests that policymakers should prioritize structured incentive programs, such as performance-based recognition and clear career pathways. School administrators are advised to implement reward systems acknowledging teachers' contributions through promotions and bonuses, while educators should pursue professional development and advocate for better recognition. Future research may explore factors like work-life balance and the long-term impacts of incentive programs to improve teacher retention strategies. Overall, the study emphasizes the critical role of tangible rewards and recognition in retaining Gen Z teachers.