Poor Working Conditions Research Articles

Trade Unions: a Symbiont of Multifaceted Changes in Kerala

Trade unions, as we see them today, are the vibrant remnants of the great struggle that unfolded after the 1850s when numerous large-scale industries began recruiting a large number of people in less than agreeable working environments. Despite the unfavourable conditions and appalling work, workers persevered until agitations began. Shri Lokhandey was the first person in India to form an association of Bombay Mill Workers in 1890. Encouraged by this initiative, many associations and labour unions sprang up in different parts of India. This eventually led to the formulation of various labour legislations at the national and state levels. In this study, we analyse the trade unions of Kerala, rightfully called the 'political laboratory of India,' owing to its distinguished political scenario compared to the rest of the Indian states. This study delves into the analysis of trade unions in Kerala concerning its political landscape, socio-economic factors, and legal frameworks. The historical backdrop sheds light on the roots of trade unions in Kerala, evolving from early struggles during trade expansion to their pivotal role in the Punnapra-Vayalar revolt of 1946. In the political domain, the article aims to explore the symbiotic relationship between trade unions and political parties, especially the Communist Party of India (Marxist) [CPI(M)], which has been a stalwart presence. It also elucidates the integral role played by trade unions in the evolving political landscape. The socio-economic dynamics highlight the economic hardships and poor working conditions that fuelled the trade union movement, shifting from an initial focus on political issues to later emphasizing economic demands post-independence. Legally, the article focuses on the current Trade Union Act and its demand for legislative updates.. This analysis offers valuable insights into the multifaceted nature of trade unions in Kerala through the examination of trade union activities, strikes, and case studies.

Digital Media-Based Interventions to Promote Healthy Lifestyles and Psychological Wellbeing of Nurses in Kenya

Purpose: The purpose of this paper is to find out the effectiveness of applying digital media tools as an intervention to enhance the availability of information and resources related to mental health care to nurses and promote a healthy lifestyle. A growing number of health care workers suffer from mental health issues and poor psychological well-being. Many workers report cases of anxiety, burnout, and depression because of poor working conditions and unfavorable environments. Protecting health and well-being of care workers through integration of interventions aimed at increasing knowledge on mental health is one of the best strategies that could yield good outcomes for care givers. Nurses spend a large proportion of their lives in hospitals, hence, a need to create a healthy and safe working environment. Investing in a culture of managing and preventing mental health issues among the nursing staff by integrating modern approaches aimed at supporting education and training on mental health and psychological wellbeing remains a key agenda for the improvement of wellbeing of nurses. Emerging digital technologies such as social media, mobile-based and web-based applications have created new ways that individuals use to interact with one another, and could be very useful in creating awareness and enhancing knowledge on mental health and wellbeing of nurses. Majority of nurses have access to smartphones, which makes it easy to access mental health care through various mobile applications.
 Methodology: The study targeted nurses in Kenyan hospitals, with specific focus on public hospitals in Embu County. A quantitative research was conducted with a sample size of 100 nurses from level-4 and level-5 hospitals. 65 responses were collected.
 Findings: The outcome showed that majority of nurse have active social media channels and have been using them to learn more about mental health. Also, it was found out that using social media has a major role to play in increasing awareness on mental health among nurses, and it ensures nurses embrace a healthy lifestyle.
 Unique Contribution to Theory, Practice and Policy: Findings from the study are of great significance towards developing interventions and policy approaches for promoting healthy lifestyle and improving psychological wellbeing of nurses. Also, the outcome would be of help in developing policy frameworks for managing and preventing mental health among health workers.

학대피해아동쉼터의 근로환경에 관한 현장의 목소리

Objectives: The purpose of this study is to examine in depth how the shelter's working environment is perceived by the head of a shelter for abused children, and to derive alternatives to improve the working environment of shelter workers.
 Methods: A total of 3 FGIs were conducted by recruiting 13 facility heads who voluntarily agreed to participate, targeting shelter facility heads across the country. The FGI results were recorded after informed consent, the concepts found from the FGI analysis were coded, and the sub-topics extracted by categorizing the concepts were categorized into major themes. Results: As a result of the analysis, 4 major themes and 10 sub-theme are as follows. First, poor working conditions at shelters include lack of time for continuing education, no standardized work model, absence of job training manuals and training courses, necessity of supervisors and supervisors, second, the sub-topic of regional variation in remuneration system is local governments, third, the sub-topic of the need to protect the human rights of workers is the absence of guidelines for the protection of human rights of workers, the absence of sanctions against protected children who engage in violent behavior, and fourth, the psychological burnout of workers is related to cooking, etc. increased burnout due to housework and sacrifice of personal life in case of emergency.
 Conclusion: The policy proposal derived from the research results is to establish a replacement manpower system for workers who can be put into shelter overtime or weekend and night work in the community, provide a standardized manual for shelters, but include human rights protection, and a unified worker compensation system It was an improvement in the working environment, such as provision of supervision and supervision.

CHARACTERISTICS OF THE COMPETENCIES OF THE PEDAGOGICAL STAFF IN THE CURRENT CRISIS SITUATION

Recently, the changes taking place in RA due to the long-term crisis situation (war, covid-19 consequences) are challenging for professional abilities, among which we specifically referred to the professional competencies of pedagogical staff and their changes based on the effects of the crisis. The paper presents the results of the study of the teaching staff competencies from the standpoint of mental activation, emotional tone and stress resistance parameters. Our goal is to show the manifestation of the above qualities as an additional resource in pedagogical activity, as well as the acquisition of new competencies. It is important to note that the modern conditions have been challenging for the professional competencies of pedagogical staff with the need to use technologies, as well as the changes that lie ahead came as a result of a number of effects caused by the crisis situation. Generally, the profession is made by competencies including the knowledge, skills and abilities and in crisis situation these components becoming the target. Pedagogical staff’s stress can be represented as the experience by a teacher of unpleasant emotions, such as tension, frustration, anxiety, anger, and depression, resulting from aspects of work as a teacher [9,11]. In recent years, steadily increasing costs and consequences of pedagogues’ stress has received growing concern. To reduce the negative effects stress has on pedagogues, more attention needs to be placed on these growing effects of the crisis [10]. Pedagogical stress is caused by environmental factors as well as individual characteristics. Major environmental factors include poor working conditions, scarcity of resources, heavy workloads, low level of ability to adapt to crisis situations, low level of openness to experience, emotional tone and etc.

Working conditions of the clinical health workforce in the public health facilities in Bangladesh.

The COVID-19 pandemic has highlighted the importance of a well-equipped and supported healthcare workforce, and Bangladesh still faces challenges in providing adequate and well-equipped healthcare services. Therefore, the study aims to assess the level of working conditions of the clinical health workers in Bangladesh and their relative importance in delivering quality healthcare services. The study followed a cross-sectional study design and collected primary data adopting a quantitative method. A total of 319 clinical workforces from four districts and eight sub-districts were randomly selected using a multi-stage sampling technique. A 26-component questionnaire used to assess various components of working conditions. Descriptive statistics, and bivariate analysis were used to analyze the data. The study found that the working conditions of clinical health workers in primary and secondary healthcare facilities in Bangladesh were quite poor (3.40), with almost two-thirds of respondents showing negative views in 23 out of 26 indicators. The results also showed that working conditions were significantly (p ≤ 0.05) higher in primary compared to secondary level facilities. Moreover, men, younger workforce, and workforce with shorter length of service were more likely to report poor working conditions than their counterparts. Lastly, receiving monthly salary in due time was top-ranked (99.15) in terms of importance for delivering quality healthcare, followed by availability of medicines (98.04), and medical and surgical requisites (97.57), and adequate mentoring and support to perform duties (97.50). The study highlights the poor working conditions of clinical health workers in public health facilities in Bangladesh. It recommends that policymakers should prioritize improving working conditions by addressing the factors that are crucial for delivering quality healthcare. Improving working conditions will have a positive impact on the retention and motivation of workers, which will ultimately lead to better health outcomes for the population.

The Four-Capital Theory as Framework for Teacher Retention and Attrition

There has been a strong interest in teacher retention and attrition which has been studied extensively over the past twenty or more years. While some researchers have attributed teacher attrition to low teacher salaries, poor working conditions, lack of administrative support and resources, other research focuses on the “emotional” aspect of the profession where educators continue to stay because of their love for teaching, for their students, and how they imagine possibilities for their students’ futures. A more comprehensive theory of retention and attrition is Mason and Matas’ (2015) four capital framework which consists of human capital, social capital, structural capital, and positive psychological capital. In our research with teacher residents in a preparation program, we used interviews, survey, and focus group to obtain data, and found strong prevalence of the four capitals as competing and intersecting phenomenon aiding in understanding the varied and complex factors that contribute to teacher retention or attrition. Additionally, we found that one or more of these four capitals may significantly impact teacher retention or attrition more than others, at any given time and one type of capital may help to overcome limitations in another. Therefore, we found this to be a worthwhile framework to incorporate in teacher preparation.

Peri-operative night-time work of anaesthesiologists: A qualitative study of critical issues and proposals.

Qualitative data on the opinions of anaesthesiologists regarding the impact of peri-operative night-time working conditions on patient safety are lacking. This study aimed to achieve in-depth understanding of anaesthesiologists' perceptions regarding the impact of night-time working conditions on peri-operative patient safety and actions that may be undertaken to mitigate perceived risks. Qualitative analysis of responses to two open-ended questions. Online platform questionnaire promoted by the European Society of Anaesthesiology and Intensive Care (ESAIC). The survey sample consisted of an international cohort of anaesthesiologists. We identified and classified recurrent themes in the responses to questions addressing perceptions regarding (Q1) peri-operative night-time working conditions, which may affect patient safety and (Q2) potential solutions. We analysed 2112 and 2113 responses to Q1 and Q2, respectively. The most frequently reported themes in relation to Q1 were a perceived reduction in professional performance accompanied by concerns regarding the possible consequences of work with fatigue (27%), and poor working conditions at night-time (35%). The most frequently proposed solutions in response to Q2 were a reduction of working hours and avoidance of 24-h shifts (21%), an increase in human resources (14%) and performance of only urgent or emergency surgeries at night (14%). Overall, the surveyed anaesthesiologists believe that workload-to-staff imbalance and excessive working hours were potential bases for increased peri-operative risk for their patients, partly because of fatigue-related medical errors during night-time work. The performance of nonemergency elective surgical cases at night and lack of facilities were among the reported issues and potential targets for improvement measures. Further studies should investigate whether countermeasures can improve patient safety as well as the quality of life of anaesthesia professionals. Regulations to improve homogeneity, safety, and quality of anaesthesia practice at night seem to be urgently needed.

Exploration of working conditions in affecting population health and resulting in health disparities

With the development of the times, the high intensity of work and pressure in the workplace has led to more and more people in the workplace experiencing major and minor health problems. Although work is important, but not at the expense of health. Only with a healthy body and good mental state, people can do better outstanding work. This paper focuses on the impact of different working conditions on the health of the population, focusing on the impact of overwork, lack of daily exercise, high-pressure working environment, irregular work patterns and other working conditions on the population. It finds that all of the above will lead to the emergence of various types of physiological or psychological illnesses, which affect the daily life of the population as well as the expected life expectancy, and at the same time, these undesirable factors will lead to burnout and even affect the social development of the population. At the same time, these adverse factors also lead to burnout and even affect the social development of the population. In response to these problems, this paper has looked for programs and interventions that may be able to address this situation. It is hoped that more people will pay attention to the health problems caused by poor working conditions.

Anomie sociale et processus mélancolique : une perspective sociopsychique sur les suicides en lien avec le travail

The psychological dynamics involved in work-related suicidal behaviour are generally neglected or obscured, in favour of an exclusive focus on critical social contexts and poor working conditions. In the field of agricultural work, these conditions, which affect a majority of farmers, are undoubtedly a source of “ill-being”, but do not specifically account for suicidal behaviour. Social anomie and organisational problems are linked to specific drives and mental mechanisms, such as identification and turning against one's own person, mobilised in a “melancholic process” likely to shed more light on the suicidal dynamic. Based on situations encountered in the world of agriculture, and broadening certain perspectives opened up by work psychodynamics, this article proposes a reflection that attempts to correlate socio-organisational processes and mental processes based on movements of psychic unbinding, coextensive with the expression of the death drive.

Dual frames of reference: naturalization, rationalization and justification of poor working conditions. A comparative study of migrant agricultural work in Northern California and South-Eastern Norway

ABSTRACT This paper analyzes how agents such as agricultural migrants, agricultural employers and local community representatives apply the dual frame of reference (DFR) to naturalize, rationalize and justify the presence of exploitative labor practices for agricultural migrants. The paper gives a qualitative account of social dynamics in two agricultural-dependent communities located in Northern California and South-Eastern Norway. Qualitative one-on-one interviews with agricultural migrant workers (n = 11), employers (n = 10) and community representatives (n = 12) were conducted in English and Spanish. Our findings demonstrate how DFR is utilized by employers to justify labor strategies that rely on migrant workers, employees to rationalize their participation in exploitive work, and by local community representatives to naturalize the exploitative labor practices of migrant workers in their community. Our research findings further add to the analysis by suggesting that the frames of reference are dynamic based on changes of material conditions in the home country. Lastly, we find a third frame of reference focused on the future of the agricultural worker and the hopes for future generations. Combined, these perspectives add to the understanding of the disempowerment of workers, lack of successful changes and overall, upkeeping of exploitative migrant labor systems in the agricultural industries and beyond.

Disentangling Underemployment and Precarious Work: A Latent Profile Analysis

As global labor markets become increasingly unstable, scholars have attempted to operationalize and categorize different forms of poor-quality work, such as with underemployment and precarious work. While these have significant implications for mental health and other outcomes, scholars have mostly studied different forms of underemployment using variable-centered assumptions, which assume homogeneity among workers. However, person-centered approaches may be better suited to studying underemployment because of varying patterns of employment in different industries and occupational categories. Therefore, with a sample of working adults ( N = 1,016), we used latent profile analysis to identify profiles of subjective underemployment using seven indicators. We found three distinct profiles: Fully employed, stable underemployed, and precarious workers. Subsequent analyses exploring symptoms of distress, meaningful work, decent work, occupational classification, and level of education revealed key distinctions among the groups, such as precarious workers having the greatest distress and poorest working conditions. Taken together, this study provides a meaningful distinction between underemployed and precarious workers, while highlighting the relevance of these employment groups for several key outcomes.

“Our Poverty has No Shame; the Stomach has No Shame, so We Migrate Seasonally”: Women Sugarcane Cutters from Maharashtra, India

During the season of sugarcane cutting, men and women seasonally migrate toward the sugar belt. Drought conditions in their native districts are always highlighted as the reasons for seasonal migration. However, existing literature on sugarcane cutters emphasizes that mostly poor, lower caste, landless, small landholders, and resourceless people migrate to the sugar belt. Even pregnant or lactating mothers are not an exception for seasonal migration and the work of sugarcane cutting. In Maharashtra, issues like poor work conditions, labor rights, financial exploitation, hysterectomy among women, citizenship status, education, and health of sugarcane cutters are already in the discussion forums. After migration, these workers live without housing, sanitation facilities, and drinking water. For women, there is no social, economic, labor, and personal security. Workers have to bathe, defecate openly, and drink untreated water. Specifically, women have special health needs, and there should not be a compromise while accessing essential health services. Considering the background information, this article considers questions like why women migrate in adversity and do women work for the Sugar Belt without facing any hardship? People at large relate the phenomenon of migration to human development or economic development. Similarly, it is possible to study internal migration or seasonal migration. Nevertheless, the analysis argues that seasonal migration of the poor, unskilled, illiterate, lower caste, landless, resourceless, and vulnerable cannot be connected to human development. Instead, we can relate it to survival at large. Significantly, the ignorance of the state towards these workers and their needs can be seen from the perspective of social exclusion.

Effect of Employee Relations Practices on Employee Performance in Commercial Banks in Narok County, Kenya

Employee performance is a critical factor for the success of commercial banks in Kenya. Commercial banks in Kenya have been facing various employee-related issues that have affected their performance, productivity and turnover. According to a survey conducted by the Central Bank of Kenya in 2019, the average staff turnover rate in commercial banks in Kenya was 14.6%. This has been attributed to various factors, such as inadequate compensation, lack of career growth opportunities, and poor working conditions. The general objective of the study was to establish the effect of employee relations practices on employee performance in commercial banks in Narok County, Kenya. The study was anchored on the Appraisal theory, Reinforcement theory and expectancy theory. The study adopted a descriptive research design. The target population was 336 managers and middle-level workers in 14 commercial banks in Narok County, Kenya. The study adopted Slovins' formula to get a sample of 182 employees. The study further adopted stratified random sampling to get the sample of each category of worker. The study collected primary data using a questionnaire. Content validity was ensured by the opinions of experts and supervisors. The reliability of the study instruments was determined by conducting a pilot test in Narok County, whereby 18 questionnaires were issued to employees in 2 banks. An internal consistency technique was adopted by utilization of Cronbach's Alpha. Data gathered in the study was both quantitative and qualitative in nature. Descriptive and inferential statistics were employed in the study. Descriptive statistics involves the use of percentages, frequencies, and mean and standard deviation. Inferential statistics involves the use of correlation and multiple analyses. After analysis, data were presented in the form of tables. The study concluded that there is a strong positive correlation between employee relations practices and employee performance in commercial banks in Narok County, Kenya. From the findings, the study recommended that commercial banks in Narok County should encourage a two-way flow of communication where employees feel comfortable sharing their ideas, concerns, and feedback with management. Moreover, commercial banks in Narok County should support employees in achieving a healthy work-life balance to prevent burnout and increase job satisfaction.

Public health staff during the COVID-19 pandemic: a comparison of temporary and permanent staff

Abstract The COVID-19 pandemic posed an enormous challenge on the public health workforce, particularly the need for substantial numbers of temporary staff. Temporary staff may experience poorer working conditions compared to permanent staff. This study aimed to investigate differences in job demands and work functioning between temporary and permanent public health staff during the fourth wave of the COVID-19 pandemic in the Netherlands. This cross-sectional study included temporary (N = 194) and permanent (N = 98) public health staff from a municipal health service and an employment agency respectively. The participants completed a questionnaire with items about quantitative, cognitive, emotional demands (Copenhagen PsychoSOcial Questionnaire, COPSOQ) and work functioning (Work Role Functioning Questionnaire, WRFQ). Differences between temporary and permanent staff were investigated with linear regressions. To investigate differences between temporary staff performing testing, vaccination or client services and contact tracing, exploratory descriptive analyses were performed. Compared to permanent staff, temporary staff had better scores on quantitative (-26.51; 95% CI -30.64 to 22.38), cognitive (-24.31; 95% CI -28.86 to -19.76), emotional demands (-11.67; 95% CI -15.82 to -7.53) and work functioning (7.66; 95% CI 4.20 to 11.30). None of the task groups within temporary staff had consistently higher scores. Temporary staff had better scores on job demands and work functioning than permanent staff. The relatively better scores of temporary staff were not expected, but might be explained by a healthy worker effect and they may be less affected by poor working conditions due to short-term exposures. From a public health perspective, it is important to know how temporary staff experience working conditions when the public health workforce suddenly needs to increase. Our study encourages to not only focus on tasks within the public health system but also on working conditions. Key messages • To our knowledge this is the first study that compared the experienced working conditions of temporary and permanent public health staff during COVID-19. • Employing temporary staff appeared an adequate solution to strengthen the public health workforce during a pandemic, according to our result that temporary staff is not affected by working conditions.

Private Security Companies in Ethiopia: An Insight from a Rights Perspective

In Ethiopia, the private security services sector has grown considerably over the previous three decades. Although the sector has a positive role in the protection of persons, property and institutions, there are concerns, inter alia, regarding the violation of rights of employees. This article examines the privatization of security services in Ethiopia from a rights perspective. Specifically, it deals with the extent of privatization and its implication on rights of its employees, the obligation of state and private operators to ensure the rights commonly violated, the drivers for the violations, and the measures that need to be taken to rectify the situation. A combination of doctrinal and non-doctrinal approaches was employed to conduct this study. The study is based on both primary and secondary data through in-depth interviews, focus group discussion, observation, and document reviews. The study indicates that the private security service sector is one of the grey areas of rights abuses including labor exploitation, poor working conditions, and workplace discrimination. These abuses emanate from the practice of employment agencies and the existing regulatory frameworks. I argue that the adoption of a comprehensive private security industry legislation and the establishment of a framework for private security services providers’ regulation and oversight will assist to address the rights violations that have been observed in the sector.

Influence of Human Resources Management Practices on Organisational Performance of Construction Firms in Lagos State –Nigeria

The success of any organisation depends on the effective and efficient utilisation of its human resources. In every project-based industry, such as the construction industry, project performance is tied to the effectiveness of its human resources. Labour turnover in the Nigerian construction industry and the poor performance of the Nigerian construction industry in terms of project delay, cost uncertainty, and quality deficiency is caused by inadequate utilisation of human resources management practices. The study aimed to assess the influence of human resources management practices on the organisational performance of construction firms in Lagos State in order to improve their competitive edge. A quantitative research method was adopted involving administration of 140 well-structured questionnaires to registered construction firms. The results revealed that human resources management practices (selection, training, development and reward) have a positive and statistically significant influence on organisational performance, with a p-value of <.001, <.003, <.003 and <.002 respectively. While the other practices (recruitment and compensation) did not significantly influence organisational performance. This indicates that human resources management practices are important to the success of organisations. Therefore, in order to overcome the challenges of labour dissatisfaction at work resulting from organisational instability, poor working conditions, lack of training, and reducing the low performance of the employees in the construction industry, appropriate and adequate human resources management strategies, policies, and action plan provisions should be put in place in order to improve organisational performance and to maintain competitive advantages.

Migrant Workers Tracking System

The Migrant Workers Tracking System provides a facility for migrant labours to register with the state authorities would be engaged for work in the construction sector. Construction sector employs large number of migrant labours in the state. Seeking to address their issues properly and know about their whereabouts, the government is planning to engage registered labours only in the sector. The government has also introduced a safety plan to ensure the rights of labours are not violated in view of complaints about poor working conditions and mishaps on construction sites. As per the plan, builder should submit a safety plan along with the building plan to get sanction for construction. The Police has started audit of migrant workers using their ID cards. The rising rate of crimes with many of them attributed to the growing number of migrant workers has made their acceptance in to the local community harder. Thus, this system provides a facility to ensure the rights of migrant labors as well as help to track them if they were involved in a specific crime.

Exploring the Reform of Japanese Labor Practices

In order to revitalize the Japanese economy, the second Abe Cabinet implemented an economic reform plan known as the "Three Arrows," with labor practice reform being an important component. To improve the relatively poor working conditions of employees, uphold their dignity and legal rights, and promote a positive cycle of economic and social development, Japan has undertaken labor practice reforms with legislative prioritization, government leadership, and cooperation between the public and private sectors. The core policies of these reforms focus on improving long working hours, reducing disparities between regular and non-regular workers to ensure fair employment, and achieving diverse and flexible labor practices. Through these reforms, Japan has enhanced its ability to cope with global economic competition, increased worker motivation and creativity, and partially achieved the integration of economic and social benefits. Some workers have experienced improved working environments, increased income, and the preservation of their dignity. However, challenges remain, such as the differential treatment of regular and non-regular workers and the need for optimization in the labor market structure. The experience of labor practice reform in Japan has certain reference significance for China's transition from relying on demographic dividends to talent dividends and achieving high-quality population development.

Job-Related Stress and Teachers’ Performance in Some Selected Secondary Schools in Abuja – Nigeria

The study examines Job related stress and teachers? performance in some selected Secondary Schools in Abuja – Nigeria. A survey research method was used for the study. The primary data were generated through the instrument of questionnaire while secondary materials were sourced from past studies. Three research questions, objectives and hypotheses were formulated for the study. The population of the study was 500 employees of the selected secondary school in Abuja, out of which 222 respondents were selected and administered copies of questionnaire. The technique for data analysis was simple percentage statistical. The findings from the analysis revealed that job stress generally negatively affects the performance of employees in the selected secondary schools in Abuja. Three sources of job stress were identified: workload stress, working facilities stress and poor working condition. Findings showed that each of the sources has significant impact on teachers? performance. The study therefore, recommended among others, that all teachers in the selected secondary schools in Abuja should be given a commensurable work schedule as this will go a long way to reducing stress on the teaching staff of the selected secondary schools in Abuja and subsequently enhance their performance. In addition, the selected secondary schools in Abuja should provide appropriate work facilities and infrastructure to enable learning and a friendly working environment, which may lead to higher job performance among teachers.

Job satisfaction and organizational commitment in Syrian refugee textile enterprises: A case study from Turkey

The aim of this study is to investigate the effects of Syrian refugee entrepreneurs operating in the Turkish textile industry on job satisfaction and organizational commitment of refugee employees. It is foreseen that refugees working informally may become permanent. This image shakes not only the social order but also the economic balance. A significant portion of refugees have a very low education level; also, Turkish society does not welcome them as they create a cheap labor force. Due to poor working conditions, they tend to change their jobs constantly. At this point, refugees’ attitude toward work and organization has been examined. The sample comprised 12 enterprises; 104 blue-collar employees, experts, and managers answered the questionnaires. All of the participants in the study were Syrian refugees. The results concluded that while there is a positive relationship between affective and normative organizational commitment and the perception of abstract talent management practice, there is a negative and weak relationship between continuance commitment with a strength of –0.169. The perception of tangible talent management practice is positively related to internal and external job satisfaction and negatively related to continuance commitment with a power of –0.157. Accordingly, Syrian refugees with a talent management perspective believe talented employees should be in their jobs to achieve their goals. Job satisfaction partially mediates between the abstract perception of talent management practices and organizational commitment.