Non-regular Employees Research Articles

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

Alternative Procurement Processes in the Land Transportation Office (LTO) Region V

This study determined the alternative procurement processes in the Land Transportation Office (LTO) Region V. Specifically, it answered the following sub-problems: 1) What are the alternative procurement processes employed in the Land Transportation Office Region V?; 2) What is the level of compliance with the alternative procurement processes along negotiated procurement in terms of small value and lease of real property and venue as well as shopping?; 3) What are the completed procurement projects from fiscal year 2022- 2023?; 4) What are the issues in alternative procurement processes met by the respondents?; and 5) What agency procurement plan may be proposed to address the issues? This research study utilized the descriptive-survey method of research. It is descriptive for it presents the alternative procurement processes in the Land Transportation Office in Region V. This employs the survey design since it used a questionnaire to collect information using pre-identified indicators. The researcher also identified the completed procurement projects of the office from fiscal years 2022-2023. The issues on alternative procurement processes are also a part of this study. The respondents of this study are thirty- five (35) regular as well as non-regular employees of the Land Transportation Office Region V. Total enumeration was employed. The statistical measures used are frequency count, percentage, weighted mean and ranking.

Risk and prediction of job burnout in responding nurses to public health emergencies

BackgroundIn public health emergencies, nurses are vulnerable to adverse reactions, especially job burnout. It is critical to identify nurses at risk of burnout early and implement interventions as early as possible.MethodsA cross-sectional survey of the hospitals in Xiangyang City was conducted in January, 2023 using stratified cluster sampling. Anonymized data were collected from 1584 working nurses. The Impact of Events Scale-Revised (IES-R) and the Chinese version of the Maslach Burnout Inventory-General Survey (MBI-GS) were used to evaluate the post-traumatic stress disorder (PTSD) and burnout of nurses in public health emergencies. Logistic regression analysis was established to screen for risk factors of burnout, and a nomogram was developed to predict the risk of burnout. A calibration curve and the area under the receiver operating characteristic (ROC) curve were used to validate the nomogram internally.ResultsThis study showed that only 3.7% of nurses were completely free of PTSD during a public health emergency. We found that PTSD varied by age, marital status, procreation status, length of service, employee status, and whether working in the ICU. The nurses aged 30 ~ 40 years old, single, married without children, non-regular employees, worked for less than three years or worked in the ICU had higher levels of PTSD. Regarding the prevalence of burnout, 27.4%, 48.5%, and 18.6% of nurses had a high level of emotional exhaustion (EE), depersonalization (DP), and diminished personal accomplishment (PA), respectively. There, 31.1% of nurses had more than two types of job burnout. The number of night shifts, the type of hospital, marital status, and the severity of PTSD were all associated with higher rates of exhaustion among nurses. As a graphical representation of the model, a nomogram was created and demonstrated excellent calibration and discrimination in both sets (AUC = 0.787).ConclusionsThis study confirmed the PTSD and burnout are common problems for in-service nurses during public health emergencies and screened out the high-risk groups of job burnout. It is necessary to pay more attention nurses who are single and working in general hospitals with many night shifts, especially nurses with severe PTSD. Hospitals can set up nurses’ personal health records to give timely warnings to nurses with health problems, and carry out support interventions to relieve occupational stress.

Labor dynamics among food and nutrition service employees in Korean public schools

ABSTRACT This study aims to explore labor dynamics surrounding the food and nutrition service employees in Korean public schools. This job group is known to have complex power dynamics because employees with different employment statuses (regular employees v. non-regular employees) and managerial authorities perform substantially similar tasks. Based on the ground theory perspectives, labor dynamics issues were discovered through face-to-face, semi-structured interviews with employees from different job groups in Korean public schools. Qualitative data analysis revealed significant problems in various human resource functions such as job analysis, selection, performance management, and compensation. The results show that the conflicts at work are derived from unclear job descriptions and specifications, the lack of acceptance concerning the validity of selection exams, the complicated power dynamics caused by the mixture of authority and employment status, and the lack of perceived fairness in compensation. This paper proposes practical solutions to those issues to minimize employee conflict and maximize organizational effectiveness by outlining individual HR practices and emphasizing the strategic human resource perspective.

Career urgency and turnover intention among young adult workers: a comparison by gender and employment status

BackgroundThis study aimed to analyze, by grouping young adult workers by gender and employment status, the model that states that the tendency for impatience in situations such as “stagnation in career exploration,” “low evaluation from affiliation,” “upward comparison of careers between friends and acquaintances,” and “lack of work–life balance” leads to turnover intention through career urgency such as the “feeling of being pressurized,” having the “urge to develop one’s career,” and having “concern for one’s career.”MethodsAn online survey was conducted targeting 400 young adult workers. A simultaneous multi-population analysis was performed.ResultsFor both male and female regular employees, the tendency for impatience when their career exploration stagnated led to their turnover intention by the “feeling of being pressurized.” However, for both male and female non-regular employees, although the tendency for impatience promotes the “feeling of being pressurized” upon stagnation in career exploration, it does not lead to turnover intention. Further, the results showed that in the case of female non-regular employees, the tendency for impatience when comparing their own career to those of friends and acquaintances, who are in a more desirable state than their own, leads to turnover intention through “concern for one’s career.”ConclusionsFuture research should consider marital status and the presence or absence of children in addition to gender and employment. Future studies should consider whether non-regular employees are of the involuntary type and whether they wish to change their status as regular employees.

표본 선택 모형을 통한 밀레니얼 세대의 인턴십 경험이 취업 및 임금에 미치는 영향 분석

The aim of this study is to analyze the influence of internship experiences on the employment and wages of millennials during their college years to understand the actual labor market outcomes of internships. For this purpose, we utilized data from the 2020 Graduate Occupational Mobility Survey (GOMS 2019) to estimate a probit model and a wage equation using Heckman two-stage model. First, the model validity analysis confirms that the Heckman's sample selection model is statistically significant for this study, exhibiting a negative correlation, with smaller wages having a higher probability of being selected into the sample. Second, the first-stage of Heckman’s probit model analyzed the effects of internship experiences on employment, revealing that internships positively impact employment prospects. This impact was statistically significant with regard to gender, academic grade, metropolitan region, and the father's level of education. Third, in Heckman's two-stage wage equation estimation, it was found that internship experience did not influence wages, wherein the study showed that regular employees earned approximately 22% more than non-regular employees.

An Empirical Study of the Effects of Telework During the COVID-19 Pandemic in Japan Using Panel Data.

This study aims to examine the effects of telework on some kinds of satisfaction during the COVID-19 pandemic in Japan. The hypotheses are: (1) the positive relationship between job/life satisfaction and telework exists, (2) the optimum frequency of telework exists, (3) the effects of telework are different among regular and non-regular employees, and (4) telework can increase the satisfaction of childcare, but its effects are different among male and female employees. One of the most comprehensive panel data, including the frequency of telework and some kinds of satisfaction, is used. The method of statistical analysis is a random-effects ordered probit regression model, because the variables of telework are possibly endogenous. One of the contributions of this study is to consider telework as endogenous. The main results of statistical analysis indicated: (1) a positive relationship between job satisfaction and the frequency of telework was observed as well as life satisfaction, (2) the effect of telework on the job and life satisfaction was the largest in the case that its frequency was less than 50%, (3) the job and life satisfactions of regular employees were affected by the frequency of telework in all case, and for non-regular employees, its effects were observed in the lower frequency cases of less than 50% and irregular, and (4) the increase of the childcare satisfaction by telework was observed in male employees rather than in female employees.

Koyō kankei to shakaiteki fubyōdō: Sangyōteki shitizunshippu keisei tenkai to shite no kōzō hendō (Employment Relations and Social Inequalities: Social Structural Changes Shaped by the Development of Industrial Citizenship)

Labour reforms have been implemented in Japan since the 1990s, and the resulting inequalities between regular and non-regular employees have become the core of the inequality problems in Japan in the 21st century. Thus, it is important to ask certain questions. What was the economic, political, and institutional background for the increase in non-regular employees? Why have the inequalities between regular and non-regular employees not been reduced? How will the employment system of Japanese companies change in the future? One may find answers to all these questions in this book. Using new institutionalism in sociology as the basic methodology, this treatise by Imai Jun explains the labour reforms that have taken place over the last three decades and their impact on social inequalities in Japan. It attempts to bridge institutional and social stratification studies. This book is based on one of Imai’s previous publications (Imai 2011) but is not merely a Japanese translation of the same. Four new chapters have been added, and the chapters based on the previous book have been substantially revised. This new book is worth reading, even for readers of the previous work.

Workplace Well-Being and Work Engagement among Employees in the Department of Public Works and Highways first and third District Engineering offices

This study aimed to assess the workplace well-being and how it affects the work engagement of employees in the Department of Public Works and Highways first and third engineering district offices during the calendar year 2022. The respondents were ninety-four (94) employees of the Department of Public Works and Highways first and third district engineering offices. The study used descriptive-correlational research design utilizing the quantitative approach with the aid of questionnaire checklist in gathering data employing frequency counting and percentage, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test and Spearman Rank-Order Correlation Coefficient. The study revealed that DPWH was manned by majority of the females, employees’ belonged to the adult age 31-51, the majority of employees' length of service was six years and above, educational attainment was dominated by college level, and likewise there were also non-regular employees working in the DPWH. The study found out that the respondents’ perceived level of workplace well-being is high. In addition, the study also found out that the respondents’ perceived level of work engagement is highly engaged. However, the perceived level of the respondents in terms of intrusion of work into their private life is moderate. The study found out that the workplace well-being and work engagement of the employees did not differ significantly when measured by sex, age, length of service, educational attainment and type of employment. The study found out also that the workplace well-being and work engagement of the employees were not affected when measured by demographic profile. Furthermore, the study found out that employees’ workplace well-being was positively related with, and strongly connected to, their work engagement. This indicates that workplace well-being was significantly related to employees’ work engagement in the Department of Public Works and Highways. Hence, management strategy, organizational culture, working environment and policy of the Department of Public Works and Highways would be enhanced to boost the level of workplace well-being and employees’ work engagement.

A Survey on the Acceptance of Assistance Dogs among Non-regular Employees of Restaurants, Cafes, or Pubs

【目的】補助犬の受け入れ拒否事例はいまだに多く報告され、特に飲食店での事例は数多い。飲食店はアルバイトなどの非正規雇用者が圧倒的に多いことが特徴的であることから、これらに対して補助犬受け入れについての意識調査を行った。 【方法】2020年10月に飲食店のアルバイト学生対象に無記名式のアンケート調査を行った。 【結果】回答者は212名で、補助犬法の認知度は46.7%、補助犬の接客を経験したものや対応についての教育を受けたものはごく少数であったが、79.7%が補助犬を受け入れると回答した。受け入れるか否かに関わらず、「お客様の理解」と「補助犬の衛生面」などの不安が多く挙げられた。 【考察】補助犬法の認知度に関係なく、受け入れたいと答えたものが多かったが、受け入れ拒否事例をなくしていくためには、非正規雇用者に対して受け入れに対する不安の解消や正しい対応についての知識を身につける教育が重要であると考えられた。

The effects of pregnancy discrimination on postpartum depressive symptoms: a follow-up study

BackgroundPregnancy discrimination in the workplace is prevalent worldwide. However, few studies have examined the effects of pregnancy discrimination on mothers’ perinatal mental health. We aimed to investigate the association between pregnancy discrimination and postpartum depressive symptoms, and the mediation effects of prenatal depressive symptoms on this association.MethodsOur sample consisted of 285 Japanese women employed during pregnancy who completed a baseline online survey in May 2020 and a follow-up mail survey two months postpartum. Pregnancy discrimination was defined as exposure to any of 16 forms of disadvantageous treatment or harassment related to pregnancy, prohibited by national guidelines. Prenatal (assessed at baseline) and postpartum (assessed at follow-up) depressive symptoms were measured using the Edinburgh Postnatal Depression Scale. Multiple linear regression and mediation analyses were performed overall and stratified by regular (permanent) and non-regular (precarious) employees.ResultsOverall, 23.9% of participants experienced pregnancy discrimination during pregnancy. After adjusting for potential confounders, pregnancy discrimination was significantly associated with postpartum depressive symptoms (coefficient 1.76, 95% confidence interval [CI] 0.65–2.88). When stratified by employment type, these effects were observable among non-regular employees (coefficient 2.51, 95% CI 0.45–4.57) but not regular employees. Mediation analysis showed that prenatal depressive symptoms mediated 57.1% (95% CI 20.1–94.1%) of the association between pregnancy discrimination and postpartum depressive symptoms among all participants, with a greater effect among non-regular employees (64.1% [95% CI 18.5–109.8%]).ConclusionsPregnancy discrimination has adverse effects on postpartum depressive symptoms, partially through prenatal depressive symptoms, especially among non-regular employees. To prevent perinatal depression in female workers, employers should comply with legislation and take preventive measures against pregnancy discrimination, while considering vulnerable employees.

Social Capital and Self-Rated Health: A Cross-Sectional Study among Rural Japanese Working Residents.

Social capital is positively associated with self-rated health; however, this association among workers is still unclear. Thus, this study examined the relationship between social capital and self-rated health with special attention to the employment type. A cross-sectional survey was conducted with 6160 workers aged 20-64 years from two towns in Mie Prefecture in January-March 2013. Social capital was assessed using five items in 4816 income-earning workers. The social capital scores were summed and then divided into three groups. The self-rated health responses were dichotomised into 'poor' and 'good'. The association was examined using a stepwise binomial logistic regression stratified by employment type and adjusted for potential confounders. Regular employees with low social capital had a higher significant odds ratio of poor self-rated health than medium (OR 0.58 95% CIs 0.39-0.87) and high (OR 0.39; 95% CIs 0.26-0.59) social capital levels after controlling for all potential confounders. Similar patterns were observed for non-regular employees with medium and high social capital. There was a significant relationship between some indicators of social capital and poor self-rated health among self-employees. These results highlight that social capital acts as an unequal health resource for different types of workers.

Knowledge, skills and attitudes required for Japanese library staff based on job advertisements

PurposeIn relation to institution type and employment status, this study aims to identify the requisite skills, knowledge and attitudes (SKAs) listed in job advertisements for Japanese library staff.Design/methodology/approachThis study collected data on 545 posts advertised on major Japanese librarian job advertisement websites from March 2019 to January 2021. The data included institution type, employment length, application requirements and job descriptions. Job descriptions were classified into 16 categories based on required SKAs. Data were analyzed using content, cross-tabulation and cluster analyses.FindingsThe results demonstrate that 82.2% of job advertisements targeted nonregular employees. The essential SKAs are the client and technical services. The job advertisements for nonregular employees had detailed descriptions of the requisite generic and soft skills and knowledge, whereas these competencies were not specified in the advertisements for regular employees.Originality/valueTo the best of the author's knowledge, this is the first comprehensive study on job advertisements in Japanese libraries. This serves as a benchmark for the content and methods of continuing education for librarians. It also demonstrates the impact of Japan's social and historical environment on job advertisements and related research.

Non-Regular Employees in the Italian Regions

Non-Regular Employees in the Italian Regions

Associations between Workers' Health and Working Conditions: Would the Physical and Mental Health of Nonregular Employees Improve If Their Income Was Adjusted?

Precarious employment can negatively affect health, but workers may be healthy if they earn enough income. This study uses equivalent disposable income and examines the interaction between income classes and employment types to clarify whether workers’ health improves as the income classes rise. In Japan, nonstandard workers, called nonregular employees, have remained high since 2013. Therefore, using data from the national cross-sectional Comprehensive Survey of Living Conditions 2013, an official survey performed in Japan, we targeted a sample of employees aged 18 to 45 who graduated during the economic recession. Our final sample included 8282 employees (4444 males and 3838 females). The health (general and mental) status indicators used the dichotomized self-rated health and scores of the K6 questionnaires scored in the national survey. The association between income and health was almost proportional. Female workers tended to improve their health as their income class increased; however, this tendency was not observed in male workers, especially nonregular employees. Although the associations were weakened by added income information on the regression models, nonregular employees always showed inferior health to regular employees. The health status of nonregular employees, especially female nonregular employees, is statistically significantly lower than that of regular employees, even when the economic class is similar. In conclusion, improving low incomes for nonregular employees could improve health challenges, but income alone may not result in the same health status for regular and nonregular employees.

Parenthood and Life Satisfaction in Stratified Labor Market: Evidence From Korea.

This study analyzes the effect of parenthood on life satisfaction with a stratified labor market using the Korean Labor and Income Study. For regular female workers at large companies, the decrease in life satisfaction due to parenthood is higher compared to that for men in a similar position due to the high opportunity cost of a career break following childbirth. For men who are non-regular employees at Small and medium-sized enterprises (SMEs), the effect of parenthood on life satisfaction is negative because they are the income earners of the family but earn a relatively low income at SMEs. Based on the results, the job characteristics of a stratified labor market have a significant influence on life satisfaction regarding parenthood. To enhance parental life satisfaction and raise the fertility rate, the structure of the stratified labor market needs to be changed so that the labor market becomes more flexible and includes a solid social safety net.

Working the shopping mall: Labour shortages and the dualities in Japan’s labour economy

ABSTRACT The Japanese labour market has for long been sharply divided along the lines of gender and contractual status, with these attributes largely determining employment conditions. Yet, Japan’s demographic situation has led to labour shortages, and it needs to be asked whether companies can sustain current employment practices. This article seeks answers to this question by looking at the employment situation in retailing, specifically in shopping centres, places that are demanding in terms of working hours and employ high numbers of female and non-regular employees. The emergence of labour shortages led to a lively discourse among the members of the Japan Council of Shopping Centers, the industry’s association, and this discourse has been featured in the industry journal SC Japan Today. Analysing this discourse, the article argues that companies have built their business models on the assumption of a ready labour supply, and they are now becoming more flexible in employment practices. Yet, companies avoid a discussion of remuneration levels and are also looking at other solutions such as the reorganization of work processes or automation, and especially the employment of foreign employees. An increase in foreign employees may lead to new dualities based on nationality in the future.

Occupational status and self-reported low back pain by gender: a nation-wide cross-sectional study among the general population in Japan

BackgroundWe aimed to examine the cross-sectional association between occupational class and self-reported low back pain (LBP) in a representative sample of the Japanese general population.MethodsWe used anonymized data from a nationwide survey (31,443 men and 35,870 women aged ≥ 20). Occupational class variables included working status, occupation, employment status, and company size (number of employees). Covariates included age, socio-economic status, lifestyle, and comorbidities. Poisson regression models stratified by gender were used to estimate adjusted prevalence ratio (APR) and 95% confidence interval (CI) for self-reported LBP.ResultsThe prevalence of self-reported LBP was 11.7% in men and 14.2% in women. After adjustment for covariates and mutual adjustment for all occupational class variables, among both genders, agricultural/forestry/fishery workers and non-workers had a significantly higher prevalence of self-reported LBP: APR (95% CI) of agricultural/forestry/fishery was 1.36 (1.08–1.70) in men and 1.59 (1.30–1.93) in women; that of non-workers was 1.42 (1.18–1.70) in men and 1.23 (1.08–1.40) in women. Among men, non-regular employees were more likely to have self-reported LBP than regular employees: APR (95% CI) was 1.25 (1.07–1.46) in part-timers and casual staff and 1.18 (1.03–1.35) in other types of non-regular employees. Moreover, compared to men working at companies with ≥ 100 employees, men working at companies with 30–99 employees had a significantly higher prevalence of self-reported LBP (APR 1.17; 95% CI, 1.03–1.34). Among women, professionals and technicians (1.26; 1.11–1.43) and sales workers (1.22; 1.04–1.43) had a significantly higher prevalence of self-reported LBP than clerks. Neither employment status nor company size was associated with self-reported LBP in women. After stratified analyses by age group, similar patterns were observed in participants aged 20–64, but not in those aged ≥ 65.ConclusionOur results suggest that self-reported LBP is highly prevalent among agricultural/forestry/fishery workers and the unemployed, regardless of gender, and that there are also gender differences in the association of occupational class factors with self-reported LBP. It is necessary, therefore, to take preventive measures against LBP based on gender and occupational class factors in Japan.

Determinant factors for loss to follow-up in drug-resistant tuberculosis patients: the importance of psycho-social and economic aspects

BackgroundDrug-resistant tuberculosis (DR-TB) is the barrier for global TB elimination efforts with a lower treatment success rate. Loss to follow-up (LTFU) in DR-TB is a serious problem, causes mortality and morbidity for patients, and leads to wide spreading of DR-TB to their family and the wider community, as well as wasting health resources. Prevention and management of LTFU is crucial to reduce mortality, prevent further spread of DR-TB, and inhibit the development and transmission of more extensively drug-resistant strains of bacteria. A study about the factors associated with loss to follow-up is needed to develop appropriate strategies to prevent DR-TB patients become loss to follow-up. This study was conducted to identify the factors correlated with loss to follow-up in DR-TB patients, using questionnaires from the point of view of patients.MethodsAn observational study with a cross-sectional design was conducted. Study subjects were all DR-TB patients who have declared as treatment success and loss to follow-up from DR-TB treatment. A structured questionnaire was used to collect information by interviewing the subjects as respondents. Obtained data were analyzed potential factors correlated with loss to follow-up in DR-TB patients.ResultsA total of 280 subjects were included in this study. Sex, working status, income, and body mass index showed a significant difference between treatment success and loss to follow-up DR-TB patients with p-value of 0.013, 0.010, 0.007, and 0.006, respectively. In regression analysis, factors correlated with increased LTFU were negative attitude towards treatment (OR = 1.2; 95% CI = 1.1–1.3), limitation of social support (OR = 1.1; 95% CI = 1.0–1.2), dissatisfaction with health service (OR = 2.1; 95% CI = 1.5–3.0)), and limitation of economic status (OR = 1.1; 95% CI = 1.0–1.2)).ConclusionsMale patients, jobless, non-regular employee, lower income, and underweight BMI were found in higher proportion in LTFU patients. Negative attitude towards treatment, limitation of social support, dissatisfaction with health service, and limitation of economic status are factors correlated with increased LTFU in DR-TB patients. Non-compliance to treatment is complex, we suggest that the involvement and support from the combination of health ministry, labor and employment ministry, and social ministry may help to resolve the complex problems of LTFU in DR-TB patients.

Exports and firm employment: the roles of R&D and exports to affiliates

ABSTRACT Firm-level data from the Korean manufacturing sector is used to quantify the impact of both the extensive and intensive margins of exporting on employment, emphasizing the role of both firm-level R&D intensity and exports to foreign affiliates. The employment effects of exporting by employment contract status, i.e. regular or non-regular employees, are also separately examined. Here, findings show that a firm’s entry into export markets has a positive effect on its employment of regular workers; further, this positive effect is apparent in firms that belong to the group with the highest level of R&D intensity. With regard to the intensive margin, findings show that the negative impact on regular employment of firms’ export share in total sales stands out in the case of exports to non-affiliates. This negative impact, related to the intensive margin, is apparent in firms belonging to the group with the lowest R&D intensity, which is in line with the results for the extensive margin. The heterogeneous effects of exports depending on both firm-level R&D intensity and exports to foreign affiliates seem to be associated with the uncertainty that is due to the volatility of overseas sales.