Work Job Research Articles

Abusive leadership versus objectifying job features: Factors that influence organizational dehumanization and workers’ self‐objectification

AbstractRecent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta‐perceptions of being treated as company resources (i.e., organizational dehumanization) and their self‐perceptions of being instrument‐like (i.e., self‐objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self‐objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self‐objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self‐objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self‐objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.

Prevalence of Musculoskeletal Discomfort Among Workers in a Medical Manufacturing Facility

Medical manufacturing has shown great growth potential in Malaysia, and this sector has created numerous jobs for both local and foreign workers. The workers involved in this industry are exposed to ergonomic risk factors, which lead to discomfort in different body parts. Despite the numerous studies on occupational hazards and the prevalence of Work-Related Musculoskeletal Disorders (WMSDs), little is known about the prevalence of WMSDs for workers working in the medical manufacturing facility, especially in Malaysia. Thus, the main objective of this study is to identify the prevalence of WMSDs among workers in the selected medical manufacturing industry in Malaysia. Structured interviews using Cornell Musculoskeletal Discomfort Questionnaire (CMDQ) were conducted among 10 male workers (mean age of 44 ± 10.83 years, age range of 24–55 years, and working experience range of <1–27 years). The results indicate that the workers experienced the highest discomfort in three body parts; (1) lower back, (2) shoulders, and (3) upper back. The discomfort felt by the workers was 74.36%, 8.96% and 5.52% in the lower back, shoulders, and upper back, respectively. The findings of this study will provide an insight that could be useful for managers and occupational safety, and health officers in the medical manufacturing industry to prevent WMSDs.

Protect the nurse, protect the practice: Effective communication is the foundation for keeping nurses safe.

Every year around Nurses Week, Dr. Rhonda Collins, DNP, RN, FAAN, Chief Nursing Officer for Vocera Communications, publishes a report examining important issues that impact the nursing profession worldwide. Her 2021 CNO report examines how the COVID-19 pandemic put a spotlight on the realities of the nursing profession and how the lack of resources, infrastructure, and policies impact nurses' work and lives. Dr. Collins addresses the toll of mental, emotional, and physical fatigue and outlines steps to help leaders create environments that protect the well-being of nurses and their patients. Dr. Collins closes the report by asking nurses to participate in a study to measure the mental, emotional, and physical burden nurses experience during communication. The study will use the NASA Task Load Index, a tool that has been used to measure the task load of workers in high-intensity jobs, such as pilots and air traffic controllers. The objective is to gain insight and a body of knowledge toward reducing nurses' cognitive burden going forward.

Impact of Stress on Job Engagement among Social Workers in Beijing: The Roles of Positive Emotion and Career Resilience

Abstract In China, social workers face great at-work stress, job burnout and turnover. Determining how to prevent and alleviate their job burnout and improve their work enthusiasm and engagement has become urgent. Using the affective events theory and challenge stressor-hindrance stressor framework, this study explored the impacts of different types of stressors on job engagement and its associated mechanisms and then examined the protective roles of positive emotion and career resilience. A total of 430 social workers in Beijing were investigated. The unique and combined contribution of the stress components to job engagement has been examined. The results showed that both challenge stressors and hindrance stressors had significantly negative impacts on social workers’ work engagement and positive emotion, and positive emotion had a significant positive influence on work engagement. Positive emotion fully mediated the negative relationship between challenge stressors and work engagement, and partially mediated the negative relationship between hindrance stressors and work engagement. Furthermore, career resilience can buffer the negative influence of challenge stressors on positive emotion.

The role of nonstandard and precarious jobs in the well-being of disabled workers during workforce reintegration.

Nonstandard employment arrangements are becoming increasingly common and could provide needed flexibility for workers living with disabilities. However, these arrangements may indicate precarious employment, that is, employment characterized by instability, powerlessness, and limited worker rights and benefits. Little is known about the role of nonstandard and precarious jobs in the well-being of disabled persons during workforce reintegration after permanent impairment from work-related injuries or illnesses. We used linked survey and administrative data for a sample of 442 Washington State workers who recently returned to work and received a workers' compensation permanent partial disability award after permanent impairment from a work-related injury. Multivariable logistic regression models were used to examine associations between nonstandard employment and outcomes related to worker well-being and sustained employment. We also examined associations between a multidimensional measure of precarious employment and these outcomes. Secondarily, qualitative content analysis methods were used to code worker suggestions on how workplaces could support sustained return to work (RTW). Workers in: (1) nonstandard jobs (compared with full-time, permanent jobs), and (2) precarious jobs (compared with less precarious jobs) had higher adjusted odds of low expectations for sustained RTW. Additionally, workers in precarious jobs had higher odds of reporting fair or poor health and unmet need for disability accommodation. Workers in nonstandard and precarious jobs frequently reported wanting safer and adequately staffed workplaces to ensure safety and maintain sustained employment. Ensuring safe, secure employment for disabled workers could play an important role in their well-being and sustained RTW.

Modern-day slavery? The work-life conflict of domestic workers in Nigeria

Purpose The trend of domestic employment thrives almost in every society. It is most common in developing countries and Nigeria is no exception. This paper aims to examine the nature of the role of a domestic worker in Nigeria and the work-life conflict issues involved in such work. Design/methodology/approach This study uses a qualitative research approach to examine the nature of the role of domestic workers and the associated work-life conflict issues. Findings The findings show that the nature of the jobs of domestic workers in Nigeria gives rise to a situation of modern-day slavery in which an employee works without a formal employment contract, with little or no rights to private time. Long and unstructured working hours, employers’ perceptions about domestic workers and a huge workload fuel and exacerbate work-life conflict amongst domestic workers in Nigeria. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research and the research context. Practical implications The primacy of the employer over the employee in domestic employment means that both time and work-based conflicts continue to buffer work-life conflict if domestic workers’ working hours remain unscheduled and their employers’ perceptions about them remain unchanged. This invariably has a negative impact on the domestic workers’ health and productivity. Therefore, domestic employment should be regulated by law and domestic workers should be treated like other formal employees. Originality/value This study contributes to the debates on the work-life conflict by highlighting the nature of the role of domestic workers in a non-western context, Nigeria and provides a nuanced insight into the work-life conflict issues involved in such work. The findings add conceptual thought and empirical evidence to the debate on work-life conflict.

Skills-displacing technological change and its impact on jobs: challenging technological alarmism?

ABSTRACT We use data from a new international dataset – the European Skills and Jobs Survey – to create a unique measure of skills-displacing technological change (SDT), defined as technological change that may render workers’ skills obsolete. We find that 16 percent of adult workers in the EU are impacted by SDT, with significant variance across countries, ranging from a high of 28 percent in Estonia, to below seven percent in Bulgaria. Despite claims that technological change contributes to the deskilling of jobs, we present evidence that SDT is associated with dynamic upskilling of workers. The paper also presents the first direct micro-evidence, based on worker survey responses, of the reinstatement effect of automating technology, namely a positive contribution of automation to the task content and skills complexity of the jobs of incumbent workers. Despite the recent focus on the polarising impact of automation and associated reskilling needs of lower-skilled individuals, our evidence also draws attention to the fact that SDT predominantly affects higher-skilled workers, reinforcing inequalities in upskilling opportunities within workplaces. Workers affected by SDT also experience greater job insecurity.

Genesis at work: Advancing inclusive innovation through manufacturing extension

US manufacturing is struggling with both a productivity and job quality challenge. These challenges are interconnected, reinforcing the need for increased coordination of economic and workforce development efforts. This article outlines the evaluation findings of a novel business-facing initiative called the Genesis Movement, to understand its role in reshaping the workforce experience within small- and medium-sized manufacturing businesses in Chicago, Illinois. Spearheaded in 2014 by the Illinois Manufacturing Excellence Center (IMEC), Genesis starts with the premise that workforce practices are central to business operations, productivity, and competitiveness—and therefore, manufacturing extension services need to promote improvements to job quality in support of long-term business success. This integrated approach represents a form of “inclusive innovation,” expanding the capacities of firms and workers to adapt in a competitive environment where pressures to maintain high quality while reducing costs are ever-present. Firms that participate in Genesis learn to adopt an inclusive organizational culture, using front-line worker engagement, skills training, and job quality improvements to drive performance and process innovation. As such, Genesis offers transferable lessons that could be leveraged by other manufacturing-supporting organizations to benefit their industry clients and the workers they employ.

What to do when the robots come? Non-formal education in jobs affected by automation

PurposeOngoing automation processes may render a fair share of the existing jobs redundant or change their nature. This begs the question to what extent employees affected invest in training in order to strengthen their labour market position in times of uncertainty. Given the different national labour market regimes and institutions, there may be an important geographical dimension to the opportunities to cope with the challenges set by automation. The purpose of this study is to address both issues.Design/methodology/approachUsing data from the 2016 European labour Force Survey, the authors estimate with logit and multi-level regression analyses how the automation risk of a worker's job is associated with the propensity of following non-formal education/training. The authors allow this relationship to vary across European countries.FindingsThe results show that employees in jobs vulnerable to automation invest relatively little in training. Also, there are significant differences across Europe in both the provision of training in general and the effect of automation on training provision.Originality/valueWhile there is quite a lot of research on the structural labour market effects of automation, relatively little is known about the actions that employees take to deal with the uncertainty they are faced with. This article aims to contribute to our understanding of such mechanisms underlying the structural macro-level labour-market dynamics.

Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types

Due to an aging workforce and an increasing structural labor shortage across Western economies, it is important to design jobs for older workers that support their continued employability. The aim of this qualitative study was to investigate how job type (operational, professional and managerial jobs) influences work characteristics older workers need to continue working. Semistructured interviews were conducted with 21 older (55+) Dutch employees working in the health and education sector. A full thematic analysis of interview transcripts was performed, and work characteristics were identified, coded, categorized and compared to discover patterns of similarities and differences between job types. The results show that job types have a number of work characteristics in common: operational job types share autonomy with managers and client interaction with professionals, and professionals and managers share mentorship. Unique work characteristics for operational roles are supervisor support and comfortable workspace. Professionals especially want to use their expertise and flexible working hours, and managers are different because they value personal development and contact with colleagues. In conclusion, the results show that certain work characteristics have a different impact on the design of future jobs for older workers, depending on the type of job of the employee.

Robots, reshoring, and the lot of low-skilled workers

We propose a theoretical framework to analyze the offshoring and reshoring decisions of firms in the age of automation. Our theory suggests that increasing productivity in automation leads to a relocation of previously offshored production back to the home economy but without improving low-skilled wages and without creating jobs for low-skilled workers. Since it leads also to increasing wages for high-skilled workers, automation-induced reshoring is associated with an increasing skill premium and increasing inequality. We develop a measure for reshoring activity at the macro-level and, using data from the world input output table, provide evidence for automation-driven reshoring. On average, within manufacturing sectors, an increase by one robot per 1000 workers is associated with a 3.5% increase of reshoring activity. We corroborate the results using an IV regression framework. We also provide the first cross-country evidence that reshoring is positively associated with wages and employment for workers in professional occupations but not for workers in elementary-routine occupations and that tariffs increase the reshoring intensity.

Effect of Long-term Care Worker's Person-Centered Care on Service Quality of long term care facility -Focusing on mediating effects of long term care worker's emotional labor and job satisfaction-

Effect of Long-term Care Worker's Person-Centered Care on Service Quality of long term care facility -Focusing on mediating effects of long term care worker's emotional labor and job satisfaction-

The Impact On The Implementation Of Presidential Regulation Number 20 Of 2018 Concerning The Use Of Immigrant Worker

In regulating the constitutional order, it should have a clear legal basis based on the viewpoint of a democratic political system. With the issuance of Presidential Regulation Number 20 of 2018 concerning the Use of Immigrant Worker, it is hoped that it can become a government effort in overcoming problems in the availability of jobs for domestic workers, this is due to the use of immigrant workers which has an impact on domestic worker in Indonesia and deviant articles and not in accordance with what is contained in this rule. Therefore, the issuance of this Presidential Regulation discusses licensing and regulations that must be obeyed and implemented by both employers and workers themselves. It is the same as entering the new normal era which is caused by the existence of the Covid-19 and become pandemic; so that permits for the entry and exit of immigrant workers into Indonesia must be clearer and stronger, in order to minimize the movement and spread of the virus. This study used qualitative research with a normative juridical case approach, this study also was conducted to analyze how the Presidential Regulation Number 20 of 2018 gave impacts especially to the domestic worker caused by stipulated this regulation; not only that, this study also discussed the mechanism of monitoring and evaluating this presidential regulation. The results of this research showed that there was some impacts caused by the existence of the Presidential Regulation Number 20 of 2018 both from the use and licensing of immigrant workers as well as from the articles contained in this regulation.

THE CORRELATION BETWEEN JOB-HOPPING ATTITUDE AND TURNOVER BEHAVIOR: A JOB SATISFACTION PERSPECTIVE IN BANGLADESH

A worker is a company’s principal power base. Recently, the employment and turnover rates of employees have risen very high for several reasons. It was still a matter of great importance to organizations. This study focuses on the multiple reasons for work saving and turnover behaviors at different workers levels in Bangladesh. This research focuses on various factors. Through this hypothesis, the key methods to determine the independent variables are studied, including worker satisfaction, job quality, employee facilities, and employee dependent variables, employment and turnover rates. A correlation between the independent and dependent variables has been identified. A survey of 150 respondents working at various levels in Bangladeshi organizations was performed with the hypothesis-based questioner. The data obtained through the survey and statistically analyzed using tools for data analysis (SPSS). In this study, the relationship between independent variables and dependent variables was analyzed through descriptive statistics, reliability analysis and inference analysis. The study of linear and multi-linear regression on these parameters indicates the purpose of the reversal. Based on the results; the theoretical issues will be validated. This study explores the key explanation for this and establishes a research paradigm to minimize Bangladesh’s high turnover.
 JEL Classification Codes: J62, J28, J63.

Age stereotypes and the job suitability of older workers from hotel managers’ perspectives

Abstract This study explored hotel managers’ views of older workers and the underlying mechanism of their appraisal of older workers’ job suitability. A qualitative research approach was adopted: in-depth interviews were conducted with 20 hotel managers in Hong Kong. Analysis of the hotel managers’ responses revealed that age stereotypes influenced their perceptions of the suitability of certain jobs for older workers. The study contributes to the hospitality literature by developing a novel version of the cognitive framework of prototype matching to examine hotel managers’ perceptions of job suitability according to age. It offers examples of age-typed jobs in the hotel industry and suggests human resource practices to reduce age stereotypes and age-related discrimination in the hotel workplace.

Effect of Job Fulfillment Over Employee Performance Execution at the Workplace

Workplace performance is an outcome of workplace satisfaction. It is essential to comprehend how workers can be held through making their job-related needs fulfilled to let them spurred towards delivering an exemplary performance in turn. As the work competitiveness relies upon the worker job fulfillment at the workplace, it contributes allot to their career growth too. It improves their work efficiency as well as builds the worker's nature of work. Target and accomplishment relies on upon job fulfillment and thus contribute for hierarchical achievement and development, improves the efficiency, and builds the nature of work. The terms satisfaction and fulfillment can be used interchangeably. Various job satisfaction factors when clubbed together help in securing the employee's ultimate job fulfillment. This study is an attempt to relate the term job-fulfillment with job-satisfaction, reveal the various demographic factors that are associated with the job-fulfillment, and identify its actual impact over employee performance execution at the workplace.

Educational and Employment Outcomes among Young Australians with a History of Depressive Symptoms: A Prospective Cohort Study.

The aim of this study was to investigate whether depressive symptoms reported during adolescence are associated with subsequent educational and employment outcomes, including whether experiences of depressive symptoms in adolescence are associated with higher exposures to adverse psychosocial job stressors among those who were employed in emerging adulthood. We used data from the Victorian arm of the International Youth Development Study (IYDS). Multiple logistic regression analyses were used to model the association of depressive symptoms reported in 2002 (wave one) and/or 2003 (wave two) and self-reported completion of compulsory secondary schooling, employment status, and exposure to a number of psychosocial job stressors roughly a decade later (i.e., at wave three in 2014). In fully adjusted models, reporting high depressive symptoms at waves one or two (odds ratio (OR) 0.71, 95% confidence interval (CI) 0.55 to 0.92), as well as at both waves (OR 0.55, 95% CI 0.41 to 0.75) were associated with a reduced likelihood of completing secondary schooling by wave three. High depressive symptoms reported at multiple waves were also associated with a reduced likelihood of employment (OR 0.49, 95% CI 0.36 to 0.66). Amongst those employed at wave three (n = 2091; 72.5%), adolescent depressive symptoms were associated only with workplace incivility. Psychosocial job stressor exposures should be considered in the design and selection of jobs for young workers with a history of depressive symptoms in order to increase employment participation and sustainability for young people experiencing symptoms of depression.

The Effect of Subsidies to Mature-Age Employment: a Quasi-Experimental Analysis

This paper evaluates the effect of subsidies to employment maintenance on the probability of mature-age workers staying in the firm. Implementing a quasi-experimental design provided by changes in Spanish labor market regulations, we are able to estimate that the end of subsidies had a small though statistically significant and negative impact on workers’ firm attachment rate. Our results show that a 1 pp. increase in the worker’s cost translates into a 0.11 pp. increase in the cumulative probability of the worker separating from the firm in the next five months. This effect is mainly driven by workers with relatively less seniority in the firm, who present lower dismissal costs; and by workers in low-skill jobs, for which the wage productivity gap seems to negatively evolve with age. In terms of a cost-benefit analysis, we document that the previous higher rate of job maintenance was achieved at a disproportionate cost, and therefore the elimination of the subsidy resulted in in Social Security savings larger than foregone wages.

OCCUPATIONAL HAZARDS PREVALENCE AND AGRICULTURAL WORKERS’ JOB PERFORMANCE OF AGRICULTURAL ORGANISATIONS IN OYO STATE, NIGERIA

Occupational hazards occurrence is one of the major determinants of agricultural workers job performance which could lead to intentions to quit, absenteeism, low commitment and productivity in the workplace. The study assessed and test the association of the occupational hazards prevalence and agricultural workers’ job performance of agricultural organisations in Oyo State, Nigeria. The data collected was primary and cross-sectional. A simple random sampling technique was used in selecting 128 participants in the study area. The results revealed that the mean age of the agricultural workers was 36 years while their average monthly income was ₦ 82,175.22 and years of work experience was 10.47 years. The prevailing occupational hazards include falls, slips and trips on muddy surfaces (x̅= 3.54), back pain/general body pain while repeatedly bending over to work (x̅= 3.44) and working in an environment full of sharp objects (x̅= 3.43). Occupational hazards are often prevalent (x̅= 4.15). The agricultural workers are high job performers (x̅= 4.22). Pearson Product Moment Correlation showed that at p < 0.05, occupational hazards prevalence (r = -0.47) significantly associates with agricultural workers’ job performance in the study area. Based on the results of the study, it was recommended that agricultural organisations should train and re-train their agricultural workers periodically on occupational safety and health at work. This will reduce the occupational hazards stumbled upon by the agricultural workers thereby increasing their job performance.

Good jobs and bad jobs for Indonesia's informal workers

AbstractIn contrast to the majority of studies that have treated informal workers as a single homogeneous group, this article accounts for the possibility of “winners” and “losers” among informal workers. Applying unconditional quantile regressions to data from the Indonesian Family Life Survey, the authors are able to estimate the formal–informal wage gaps for different segments of the earnings distribution. Although the evidence confirms the existence of a substantial earnings penalty for many informal workers, there is also a group who earn roughly similar incomes to formal workers. The findings are consistent with Fields's (1990 and 2005) model of heterogeneous informal employment.