Work Job Research Articles

Estimating labor market monopsony power from a forward-looking perspective

This paper proposes a new approach to estimate the monopsony power of the labor market based on a forward-looking model of firm wage posting and worker job separation. In contrast to the literature, workers make job switching decisions based on firm-specific wage growth trajectories associated with different employers. The model is estimated using a matched employer employee panel data from Germany. The separation elasticity estimated from this model is greater than that from the conventional approach, suggesting that ignoring worker responses to heterogeneous wage growth rates lead to a potential overestimation of the actual monopsony power.

Multiple faces of labour market segmentation within the Turkish construction industry

Abstract This study explores labour market segmentation within the Turkish construction industry, in a developing country context characterised by refugee influxes and heightened earthquake risks. We apply statistical and regression analyses using 2002–2020 Household Labour Force Survey data to explore segmentation with a specific focus on payment, job type and social security enrolment. The findings reveal a segmented labour market where the progress in regular, permanent and registered employment in the 2000s failed to encompass most construction workers. Lower wages, and temporary and unregistered work are more common among the youngest and oldest workers, those with poor education and qualification levels, immigrants, and those employed by micro enterprises. The construction industry lags behind both manufacturing and services in terms of registered and permanent employment rates and average wages. The prevalence of workers in elementary jobs with little education highlights the ongoing challenge of ensuring a highly skilled workforce, while reconstruction activities in earthquake-prone zones and the demand for urban transformation in Türkiye are increasing. We argue that improvements in working conditions constitute an urgent restructuring component in the sector for elevating the status of construction jobs, addressing the shortage of skilled labour and ensuring a high-quality building stock that upholds the right to a secure life in Türkiye.

Devaluation of Work and Its Linkage With Worker Risks in the Recent Transformation of the Work Sphere

ABSTRACTOver the last decades, sociologists of work have paid increasing attention to the critical phenomena in the labor market, among them the devaluation of work and its factors. Based on an analysis of publications in the field, this paper outlines problems of transforming work meanings and values, including their linkage with new worker risks and job security caused by the rapid work changes, precarization, social inequality, growing population gap between the advanced and developing countries, global pandemics, climate crisis and the like. These phenomena reflect social, economic, political, and legal changes and their impact on the sphere of work. Current work challenges have initiated research discussions in the work sphere that have helped spotlight the ongoing transformation of work meanings/values. The article reviews the diversity of theoretical approaches and practical implications of work values transformation from the perspective of factors determining long‐lasting shifts in work values, ranging from recognizing the intrinsic meanings of work to the predominance of pragmatic, instrumental work attitudes. The authors identified three main types of transforming work values based on a systematic mapping of publications. First, the prevalence of material, pragmatic values almost does not leave space for the social value of work. Second, it is the perception of work as a meaningless activity that cannot contribute to work satisfaction. Third, it is a vision of a society without work. When describing these types, the authors outline the transformation of work into an ordinary market product that has lost its intrinsic value and become a source of frustration, alienation, and psychological stress for workers. Diversity of work values reflects the controversial processes related to the global transformation of labor from the growth of innovative potential of some professions to the fear of technological unemployment and new risks for others.

What We Know About the Peer Workforce and Economic Evaluation for Peer Recovery Support Services: A Systematic Review.

Peer recovery support services (PRSS) for substance use disorder (SUD) have expanded in the past 2 decades to be formally certified and reimbursed under Medicaid in almost every US state. This rapid expansion has been followed by a growth in research, but 2 persistent gaps remain: a lack of research on the peer workforce, and a lack of economic evaluation research. This systematic review examines the current literature on PRSS to summarize what is currently known about the SUD peer workforce and collect potential PRSS economic evaluation parameters, and clearly identify the current gaps in each category. PRISMA methods were followed and a PROSPERO protocol was registered (CRD42022323516). The search included a database search of peer-reviewed journal articles and dissertations, and also a hand-search of conference presentations and evaluation reports. Manuscripts were categorized as either workforce development-related and/or those containing potential economic evaluation parameters. Forty-two total manuscripts were included, with 22 related to the peer workforce and 26 containing potential economic evaluation parameters. Manuscripts with workforce-related findings covered peer worker characteristics, characteristics of PRSS delivery, or peer worker training-related outcomes. Economic evaluation parameters were primarily costs related to service utilization patters with some limited reporting on peer worker pay, as well as multiple sources that can be used to estimate averted medical costs. Effectiveness parameters were primarily substance use related, as virtually all quality of life and life functioning parameters are not readily convertible to estimating quality-adjusted life years. Future PRSS research can contribute to filling these gaps in the evidence base by addressing remaining questions about the interrelationship between peer worker job satisfaction, job tenure, and patient outcomes, as well as by using more consistent outcome measures, especially in the realm of quality of life and life functioning.

Crossers in a Segmented Labour Market: Occupational Advancement and Wage Changes from Semi-Skilled and Unskilled Jobs

How the upward mobility chances of workers in unskilled or semi-skilled jobs are shaped by influences at the organisational and sectoral level remains an open question. This article aims to close this research gap by examining the role of internal labour market characteristics in the promotion prospects and wage increases of workers in semi-skilled and unskilled positions. The hypotheses are derived from dual and segmented labour market theory. Regression analyses based on linked-employer-employee-data (LIAB), covering 44,024 workers in semi-skilled and unskilled positions from 2005 to 2010, underline the importance of the internal labour market. A considerable share of workers moved to skilled positions through company change. For the workers who stayed with the company, career advancements were associated with regular training investments and formalised regulations at the company level. Collective agreements, in contrast, were associated with lower chances of upward mobility, but higher wages.

Exploring Role of Organizational Learning, Job Satisfaction and Organizational Commitment on Employee Performance at National Rice Milling Industry

Improving employee performance is the main goal for every organization in achieving sustainable success and growth. Organizational learning, work satisfaction, and organizational commitment are examples of internal elements that must be taken into account in order to attain maximum performance. The purpose of this study is to ascertain how employee performance is affected by organizational learning, job satisfaction, and organizational commitment. The researcher used quantitative research methods, using descriptive research. Employees will be the target population for researchers. Researchers used non-probability sampling, with a sample size of 100 respondents. Data collection was carried out through two main techniques, namely interviews and questionnaires. With the use of smartPLS 3.0 software, the Partial Least Squares (PLS) approach is used for data analysis in this study. Numerous findings were obtained for this study based on the outcomes of the hypothesis testing. Work satisfaction and organizational learning have a strong positive correlation. Organizational learning and organizational commitment have a strong positive correlation. There is no discernible connection between worker performance and organizational learning. There is no discernible link between worker performance and job satisfaction. Employee performance and organizational commitment have a strong positive correlation. As a result, the study's findings help to clarify the variables influencing worker performance, organizational commitment, and job happiness.

User experience testing methods: Conclusions from the literature

Industry 4.0 focuses on the digitalization of production processes and technological innovation. The concept of Industry 5.0 puts the focus on human-centricity, sustainability, and resilience at the heart of research and development and innovation (R&D&I) processes to allow industry to serve humanity with a long-term vision that considers planetary boundaries. Replacing the technology-driven approach with a fundamentally human-centric approach requires a deep understanding of the working environment and workers interacting with machines to optimize worker well-being, working conditions, and job outcomes. Analyzing computer work User eXperience (UX) in industrial environments is vital. However, user perceptions are usually hidden and a challenge to detect. Therefore, measuring and monitoring perceptions, emotional reactions, subjective elements, preferences, and attitudes in the relationships between usability, work performance, and workload is crucial. This study provides conclusions of a literature review on user experience studies focusing on UX testing methods and the disciplines linked to industrial diversification. Based on literature analysis, it identifies UX testing methods and create own grouping to analyze them. It also examines the disciplinary context of user experience testing.

The impact of AI on the workforce: Tasks versus jobs?

Will the adoption of AI by businesses substitute for worker tasks or jobs? This is a core question for which relatively scarce evidence exists—especially in the wake of recent advances in generative AI. Using a new large-scale business survey by the U.S. Census Bureau, we find that AI use is having a much greater impact on worker tasks than on employment levels at the firm level. About 27% of firms using AI report replacing worker tasks, but only about 5% experience employment change due to AI use. These rates are expected to increase to nearly 35% and 12%, respectively, in the near future.

Mitigating the Adverse Effects of Night Shifts: A Review of Strategies for Enhancing Health Outcomes in Shift Workers

Introduction and PurposeShift work, essential for continuous operation in industries like healthcare, transportation, and security, disrupts circadian rhythms and adversely affects health. This review consolidates findings on the multifaceted impacts of night shift work, emphasizing interventions to mitigate these effects and improve worker health and well-being. Brief Description of the State of KnowledgeNight shift work disrupts circadian rhythms, leading to cognitive decline, sleep disorders, mental health risks, cardiovascular issues, metabolic disturbances, and cancer susceptibility. Effective interventions include limiting shift lengths and frequency, incorporating rest breaks and napping, aligning meal times with circadian rhythms, using melatonin supplementation and light therapy to improve sleep quality, engaging in regular aerobic exercise, and employing stress management techniques. Summary Implementing proposed interventions can mitigate the adverse health effects of night shift work, enhancing worker well-being, efficiency, and job satisfaction. Tailoring strategies to different age groups optimizes effectiveness, with structured approaches beneficial for older workers and flexible options suitable for younger workers. Further research should explore long-term intervention effects and develop personalized strategies for diverse populations. This review provides comprehensive guidelines for managing the health impacts of night shift work, supporting improved patient safety, reduced accidents, and enhanced work performance across various industries.

"I haven't really gone through things like this": Young long-term care workers' experiences of working during the COVID-19 pandemic.

Long-term care (LTC) facilities were hard hit by the COVID-19 pandemic in Canada. Using life course theory concepts, we looked for conditions that led to worker moral distress -i.e. pain or anguish over not being able to take right action - and how life stage may influence experiences. To illuminate the experiences of adults under the age of 30 who stepped into, and/or persevered in, working in LTC during the pandemic, recognizing that this emerging workforce represents the future of LTC in Canada. This secondary analysis uses interview data from a sub-sample of 16 young workers between 18 and 29 years of age who had been working in Canadian LTC facilities for between 8 months and 7 years. Young workers expressed feeling guilt about mourning the loss of socially significant milestones as these milestones paled by comparison to the loss of life and consequences of resident isolation they witnessed at work. To manage feelings of moral distress, young workers attempted to maintain high standards of care for LTC residents and engaged in self-care activities. For some workers, this was insufficient and leaving the field of LTC was their strategy to respond to their mental health needs. The life stage of young LTC workers influenced their experiences of working during the COVID-19 pandemic. Interventions are needed to support young workers' wellbeing and job retention.

Overrepresentation of New Workers in Jobs with Multiple Carcinogen Exposures in Canada.

Background. In Canada, understanding the demographic and job-related factors influencing the prevalence of new workers and their exposure to potential carcinogens is crucial for improving workplace safety and guiding policy interventions. Methods. Logistic regression was performed on the 2017 Labour Force Survey (LFS), to estimate the likelihood of being a new worker based on age, industry, occupation, season, and immigration status. Participants were categorized by sector and occupation using the North American Industry Classification System (NAICS) 2017 Version 1.0 and National Occupational Classification (NOC) system 2016 Version 1.0. Finally, an exposures-per-worker metric was used to highlight the hazardous exposures new workers encounter in their jobs and industries. Results. Individuals younger than 25 years had 3.24 times the odds of being new workers compared to those in the 25-39 age group (adjusted odds ratios (OR) = 3.24, 95% confidence interval (95% CI) = 3.18, 3.31). Recent immigrants (less than 10 years in the country) were more likely to be new workers than those with Canadian citizenship (OR 1.36, 95% CI: 1.32, 1.41). The total workforce exposures-per-worker metric using CAREX Canada data was 0.56. By occupation, new workers were the most overrepresented in jobs in natural resources and agriculture (20.5% new workers), where they also experienced a high exposures-per-worker metric (1.57). Conclusions. Younger workers (under 25 years) and recent immigrants who had arrived 10 or fewer years prior were more likely to be new workers, and were overrepresented in jobs with more frequent hazardous exposures (Construction, Agriculture, and Trades).

The Impact of Economic Globalization on National Economies and Social Structures

An examination of the significant impact of economic globalization on labor markets, income inequality and fiscal policy in both developed and developing countries is presented in this paper. With regard to the labor market, developing countries that shifted from manufacturing to services, such as South Africa, lost many jobs for low-skilled workers. Similarly, in developed regions, while globalization has fostered the growth of high-tech and service industries, it has led to stagnant wages for low-skilled workers. Income inequality has risen: high-skilled workers in the United States have enjoyed wage growth and better employment prospects, while low-skilled workers have suffered. For developing countries in South-East Asia, high-income groups there benefited far more from globalization than low-income groups. Fiscal policy has also suffered. In the European Union, uncoordinated tax policies have posed a challenge to economic cohesion, while in Sri Lanka, political instability has hampered the success of export-oriented strategies. The study concludes that a stable political environment and fair distribution policies are crucial for developing countries, while developed countries should enhance education and implement fair tax policies to reduce inequality. Future research should explore the broader socio-economic impacts of globalization and develop a comprehensive policy framework to deal with its complexities.

Epidemiology of work-related hand and wrist injuries in a referral center: A descriptive study.

Occupational hand and wrist injuries (OHWIs) account for 25% of work-related accidents in low- and middle-income countries. In Colombia, more than 500000 occupational accidents occurred in 2021, and although the rate declined to less than 5% in 2020 and 2021, at least one in four accidents involved a hand or wrist injury. To describe the OHWIs in workers seen at the emergency room at a second-level hospital in Colombia. An observational study was performed using data from workers who experienced OHWIs and attended a second-level hospital, between June, 2020 and May, 2021. The overall frequency of OHWIs, as well as their distribution by sociodemographic, clinical, and occupational variables, are described. Furthermore, association patterns between sex, anatomical area (fingers, hand, wrist), and type of job were analyzed by correspondence analysis (CA). There were 2.101 workers treated for occupational accidents, 423 (20.3%) were cases of OHWIs, which mainly affected men (93.9%) with a median age of 31 years and who worked mainly in mining (75.9%). OHWIs were more common in the right upper extremity (55.3%) and comprised different types of injuries, such as contusion (42.1%), laceration (27.9%), fracture (18.7%), and crush injury (15.6%). They primarily affected the phalanges (95.2%), especially those of the first finger (25.7%). The CAs showed associations between the injured anatomical area and the worker's job that differed in men and women (explained variance > 90%). One out of five workers who suffered occupational accidents in Cundinamarca, Columbia had an OHWI, affecting mainly males employed in mining. This occupational profile is likely to lead to prolonged rehabilitation, and permanent functional limitations. Our results might be useful for adjusting preventive measures in cluster risk groups.

The nexus between economic growth and conditional exchange rate volatility: evidence from emerging economies

PurposeThe purpose of this paper was to examine the nexus between conditional exchange rate volatility and economic growth in BRICS countries. Further, the dynamic causation between economic growth and exchange rate volatility is also examined.Design/methodology/approachWe employed three techniques, namely, dynamic panel models, static panel models and Dumitrescu and Hurlin (DH) panel causality test to examine the economic growth–conditional exchange rate volatility nexus in BRICS countries.FindingsThe overall results showed that conditional exchange rate volatility has a negative and significant effect on economic growth. Interestingly, the results showed that whenever the exchange rate volatility exceeds the 0–1.54 range, the economic growth of BRICS is reduced, on average, by 5%. Further, the results of the causality test reconciled with that of ARDL wherein unidirectional causality from exchange rate volatility, exports, labour force and gross capital formation to economic growth was found.Research limitations/implicationsThe urgent recommendation is to develop and align fiscal, monetary, trade and exchange rate policies, either through creating a common currency region or through coordinated measures to offset volatility and trade risks in the long run. Further, to offset the impact of excessive exchange rate changes, BRICS economies can set up currency hedging systems, implement temporary capital controls during periods of extreme volatility or create currency swap agreements with other nations or regions. Last, but not least, investment and labour policies that are coherent and well-coordinated can support market stabilisation, promote investment and increase worker productivity and job prospects.Originality/valueResearchers hold contrasting views regarding the effect of exchange rate volatility on economic growth. Some researchers claim that exchange rate volatility reduces growth, and several shreds of empirical evidence claim that lower exchange rate volatility is linked with an increase in economic growth, at least in the short run. However, the challenge lies in establishing the optimal range beyond which exchange rate volatility becomes detrimental to economic growth. The present study contributes to this aspect by seeking to identify the optimal spectrum beyond which excessive shifts in exchange rate volatility negatively affect economic growth, or endeavors to define the acceptable spectrum within which these fluctuations actually boost growth. To the best of our knowledge, this study is the first to analyse the given research area. The present study used a dummy variable technique to capture the impact of permissible exchange rate band on the economic growth.

교육복지사가 경험한 업무수행 과정의 사례연구

Objectives The purpose of this study is to analyze various cases and problems encountered by educational workers who provide various welfare services to youth in schools while performing their work, and to find ways to develop them. Methods To achieve this purpose, the researcher conducted a total of six interviews in February 2024 using a purposeful sampling method targeting six leaders working as educational welfare workers in elementary, middle, and high schools in the Daejeon area. To ensure the validity of the study, participant confirmation and peer review were conducted. Results As a result of the analysis, it was confirmed that the research participants had to work alone during the educational welfare work process and that the intensity of work performance was high. Second, it was found that it was necessary to establish a systematic environment for educational welfare workers to perform their work. Third, the implementation site was experiencing difficulties due to the budget reduction of the education welfare priority support project. Fourth, it was confirmed that awareness of the job and role of educational welfare workers in schools was low. Conclusions As a result of the analysis, the problems that arise when educational welfare workers perform their work were derived into 4 upper categories and 12 lower categories. It was confirmed that the research participants had to work alone during the educational welfare work process and that the intensity of work performance was high. Second, it was found that it was necessary to establish a systematic environment for educational welfare workers to perform their work. Third, the implementation site was experiencing difficulties due to the budget reduction of the education welfare priority support project. Fourth, it was confirmed that awareness of the job and role of educational welfare workers in schools was very low.

Nexuses between induction training and on the-job-training on employee job performance: the mediating role of organizational culture

Purpose The study aims to explore the mediating role of organizational culture in the relationship between on-the-job training (OJT), induction training and employee job performance. This study is conceptually grounded in Albert Bandura’s Social Cognitive Theory. The function that organizational culture plays as a mediator in the links between employee performance and on-the-job training and induction is a unique aspect of this study. Design/methodology/approach An industry-wide representation was ensured in the study by using a stratified random sampling technique to choose participants. The main characteristics pertaining to organizational culture, training initiatives and worker job performance were measured by using validated scales from earlier studies. For the purpose of validating the measurement model, factor loadings, internal consistency reliability and discriminant validity were evaluated through the use of partial least squares structural equation modelling in SmartPLS. Findings In support of Bandura’s Social Cognitive Theory, the study’s results show a strong association between work performance, organizational culture, on-the-job training and induction training. The study highlights the positive synergistic effect that supportive organizational culture and well-designed training programmes have on improving employee job performance. The unique contribution of this study is the provision of empirical support for these correlations across a wide range of industries, highlighting the crucial roles that organizational culture plays in promoting employee success. Originality/value Authors’ knowledge of how organizations may create environments that maximize worker productivity and potential is expanded by the study’s practical insights.

A Cross-sectional Study on Association of Iliopsoas Muscle Length with Lumbar Lordosis Among Desk Job Workers

Background: Prolonged hours of sitting in sustained posture is a common job requirement of desk job workers. Potential risk of iliopsoas muscle shortening leading to lumbar hyperlordosis, which in turn may cause low-back pain was identified. Thus, this study determined association between iliopsoas muscle length and lumbar lordosis in desk job workers. Methods and Material: This cross-sectional study was conducted on forty-six desk job workers working for 5 hrs/day for at least 5 years. Workers were assessed for iliopsoas muscle length using Modified Thomas test and flexi-ruler was used to measure lumbar lordosis. Pearson’s correlation was operated for association of iliopsoas length with lumbar lordosis. Results: Lumbar lordosis demonstrated moderate positive correlation with both right (r = 0.628) and left Iliopsoas muscle length (r = 0.647). Conclusion: This study concluded workers with higher degree of lumbar lordosis presented with shorter iliopsoas length. Timely intervention to maintain the length of this muscle will ensure low incidence of low-back pain among desk job workers thereby safeguarding their spine due to cumulative trauma.

The Effect of Transformational Leadership on Performance of Organizations: A Review of Systematic Literature Across Different Sectors

In many organizational sectors, transformational leadership has been recognized as a leadership style that greatly affects worker performance and job satisfaction. The objective of this systematic assessment of the literature is to explore how transformational leadership impacts organizational performance. This research shows that there is a positive relationship between employee performance and transformative leadership, using a review of studies undertaken in different contexts and sectors. Additionally, this review highlights aspects of organizational performance that are influenced by transformational leadership. These findings confirm the transformative potential of transformational leadership in a variety of organizational settings and provide insight for leaders aiming to foster productive work environments.

The Influence of Altruism and Work Engagement on Millennial Worker Job Satisfaction

Background: The millennial generation has the characteristic that they do not feel tied to their work. The lack of work engagement of the millennial generation can cause them to be less satisfied with their jobs. Meanwhile, employee job satisfaction is important for every company because it can have an impact on individual and organizational performance. Objective: This research aims to determine the influence of altruism and work engagement on job satisfaction of the millennial generation. Method: Respondents were 100 millennial workers born between 1981 and 1996. The research instrument is an online questionnaire using a Likert scale with five answer choices. Partial Least Square Structural Equation Modeling was chosen as the data analysis method. Results: Altruism and work engagement each have a significant positive effect on job satisfaction. Conclusion: This research contributes to efforts to increase job satisfaction of the millennial generation through factors such as altruism and work engagement. Further research can be limited to certain industries or sectors to see the consistency of research results.AbstrakLatar Belakang: Generasi milenial memiliki karakteristik yaitu tidak merasa terikat dengan pekerjaanya. Kurangnya keterikatan kerja dari generasi milenial dapat menyebabkan mereka kurang puas dengan pekerjaanya. Sementara itu kepuasan kerja karyawan penting untuk dimiliki setiap perusahaan karena dapat berdampak terhadap kinerja individu maupun organisasi. Tujuan: Penelitian ini bertujuan guna mengetahui pengaruh altruism dan work engagement terhadap kepuasan kerja generasi milenial. Metode: Responden ialah 100 pekerja milenial yang lahir antara tahun 1981 sampai 1996. Metode pengambilan sampel dipilih secara convenience sampling dan termasuk ke dalam kategori non probability sampling. Data diperoleh melalui googleform dengan yang disebar melalui whatsapp, linkedin, dan facebook. PLS SEM dipilih sebagai metode analisis data. Hasil: Altruism dan work engagement masing-masing berpengaruh positif signifikan terhadap kepuasan kerja. Kesimpulan: Penelitian ini berkontribusi bagi upaya meningkatkan kepuasan kerja generasi milenial melalui faktor-faktor seperti altruism dan work engagement. Penelitian selanjutnya dapat dibatasi pada industri atau sektor tertentu guna melihat konsistensi hasil penelitian.

The mediation effect of trust and justice on the relationship between servant leadership and employee job satisfaction: an empirical findings from private universities in Kuwait

PurposeHigher education institutions now place a greater emphasis on servant leadership, organizational trust, and justice. This study evaluates the function of organizational and leader trust and justice in mediating the relationship between employee job satisfaction and servant leadership in Kuwait's private universities.Design/methodology/approachEmployees from two private higher education sectors in Kuwait provided 205 valid responses to the study's closed-ended survey, which was given to 240 workers. The job satisfaction and servant leadership, leader's trust and justice and servant leadership, leader's trust and justice and job satisfaction, and the mediating effect of trust and justice on the relationship between servant leadership and job satisfaction among employees in Kuwait's private universities—all four variables—were examined using the simple random procedure method. Partial least squares structural equation modeling was used for data analysis.FindingsThe findings provide evidence supporting the positive effects of servant leadership on employee job satisfaction. Moreover, it provided evidence supporting the positive relationship between servant leadership and organizational trust and justice. The findings also showed a positive correlation between organizational trust and justice and job satisfaction among staff members working in Kuwait's private higher education sector. Additionally, the results provided a partial mediation effect of organizational trust and justice on the relationship between servant leadership and employee job satisfaction.Originality/valueEmployee job satisfaction, performance, engagement, and outcomes within Kuwait's private higher education sector are significantly improved by the adoption of a servant leadership style, together with organizational and leader’s trust and justice. The findings demonstrate the significance of the servant leadership style in this industry's leadership habits for raising worker job satisfaction.