Working Conditions Of Employees Research Articles

Development of Resource Conservation Technologies and Complexes of Machines for Cultivation of Vegetable Crops

The main activities of leading foreign companies are currently the development and production of agricultural machinery, taking into account new legislative requirements both for agricultural production in general and directly for the machinery itself. There is a clear trend towards the widest use of modern computer and information technologies in the design of agricultural machines, which allows to increase productivity and quality of technological operations while reducing operating costs, as well as improve working conditions of employees, management and control of work performed. Intensive resource conservation technologies are technologies related to the introduction of the latest high-performance combines, tractors and a plume of wide-range or combined agricultural units. The next type of resource conservation technologies is based on knowledge and respect for the laws of nature. These are resource conservation technologies through the biologization of agriculture. Resource conservation activities in crop production are based on the complete restoration of land fertility after the removal of nutrients from the soil by agricultural crops. This is ensured by the integrated application of organic and inorganic fertilizers, green manure, bacterial fertilizers, as well as peat and sapropel. All crop production technologies should be resource conservation, environmentally balanced, and have a pronounced zonal character. Moisture conservation technologies in crop production have great prospects due to the development of new crop rotations with an expanded set of crops.

RISK MANAGEMENT IN MEDICINE: THE PROCESS OF IDENTIFICATION, ASSESSMENT AND CONTROL OF RISKS IN MEDICAL PRACTICE

Risks accompany any activity of a person, company, or country throughout life. The healthcare industry is no exception, given the constant difficult situations that occur with patients, medical personnel, and healthcare facilities in general. All risks in medical practice can be divided into different groups according to the object in the risk zone: general risks (economic, financial, environmental, military, etc.), specific risks aimed at the patient (diagnostic, therapeutic, pharmacotherapeutic, etc.), and specific risks aimed at the healthcare employee (working conditions, contact with hazardous infections, etc.). Risk governance is one of the priorities of healthcare institutions in achieving their goals because there is always a chance that something will go wrong, not as it was planned. In the field of healthcare, as in other industries, to assess and analyze the risks one can use risk matrices. These matrices allow for quantitative, semi-quantitative, and qualitative risk analysis. The latter makes it possible to develop the right strategy for responding to and mitigating those risks. This study aims to conduct comprehensive research of the risk stages in medical practice, as well as to provide detailed recommendations for risk analysis and emphasize the importance of corporate risk governance in healthcare activities. The authors analyzed the data collected since 2013. It has been found that the study of the overall risk level assigned to each incident helps to determine the urgency and degree of control measures required.

Оценка эффективности мероприятий по улучшению условий и охраны труда на бетонных заводах

More than 30 types of raw materials are used in the production of portland cement, which are divided into four main categories: calcium, silica, alumina, iron. Cement dust is toxic and can cause allergies, impaired lung function, pneumoconiosis, lung, stomach and colon cancer. In addition, in winter period, antifreeze additives consisting of various chemicals are added to the concrete mixture. Human exposure to these chemicals occurs through the direct contact of employees with a hazardous substance or indirect contact through the air. As a result, the skin, eyes and respiratory tract may be irritated or damaged. Long-term exposure may cause dermatitis or asthma. In this regard, a concrete plant automation system is considered, built on the basis of modern technical solutions, hardware technologies and software, which allows improving the working conditions of the concrete plant employees. Automation of the technological processes at a concrete plant helps to increase production efficiency and minimize the risks of negative impacts on human health by reducing the number of employees who have direct contact with the cement dust and other chemicals. Considering the parameters: cost savings, return on investment, labor productivity, costs, etc., the economic efficiency of production and measures to improve working conditions and safety was assessed. Efficiency calculation showed that labor productivity increases by 50 %. Automation of the processes allowed, without changingthe production volume, to reduce the number of employees at the site in question by 4 people, ease the work of operators by eliminating the manual control panel, and improve air quality through the installation of carbon filters. With a total one-time cost of 11 200 000 rubles for upgrading equipment, purchasing software and installing carbon filters, the payback period will be 3 years, which proves the high efficiency of capital investments in automating the production processes of a concrete plant.

EFFECT OF COLLECTIVE BARGAINING STRATEGIES ON CONFLICT MANAGEMENT IN NIGERIAN ORGANIZATIONS (A Case Study of selected union and organizations in Lagos and Ogun state, Nigeria)

The increase in demand for better working conditions of workers in Nigeria has given the rise to conflicts between unions and management. This research analyzed the influence of collective bargaining strategies on conflict management in Nigerian organizations. The objectives of the study were to determine the effect that negotiations have on the emerging third party intervention in an organization and also to examine the effect of reconciliation on joint consultations in an organization. For the purpose of this study primary data was used. The ex-post facto method was employed. Yamane formula was adopted to determine the sample size. A sample size of one hundred and sixty-five (165) employees out of the two hundred and eighty (280) employees was employed. Data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences, (SPSS). Linear regression analysis method which also makes use of ANOVA was employed to test the two hypotheses. The findings of hypothesis one shows a significance level below 0.01 which indicate a statistical confidence of above 99%. This implies that Negotiations in collective bargaining have effect on Emerging third party intervention. The findings and result in hypothesis two shows that reconciliation significantly affects joint consultation in collective bargaining. Thus, the study recommends that employers association should continue to play their role in ensuring they improve the working conditions of employees and also play their participatory and supporting role as regards issues relating to collective bargaining and conflict management in their various organizations. It also recommends that employees must carefully understand the implication of every action they take in the organization and be careful when negotiating the terms and conditions of their work and issues relating to their working condition.

Analisis Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Karyawan terhadap Kesejahteraan Karyawan di PT. Mohtra Agung Persada

This research aims to determine the relationship between co-worker relationships, supervision, working conditions and changes in career status on employee satisfaction, as well as knowing the relationship between job satisfaction and employee welfare at PT. Mohtra Agung Persada. The sample for this quantitative research is employees of PT. Mohtra Agung Persada numbered 150 respondents. Data was obtained from distributing questionnaires using a Likert scale, then analyzed using the structural equation modeling (SEM) method. The results of this research found that co-worker relationships and career development were proven to have a positive and significant effect on employee job satisfaction, and supervision and working conditions were proven to have no significant effect on employee job satisfaction. Moreover, the results show that job satisfaction has a positive and significant effect on employee job satisfaction.

CSR in Ukrainian Retail Enterprises in Time of the COVID-19 Pandemic and the Russian Invasion (2019–2022)

The corporate social responsibility (CSR) landscape of Ukraine’s retail sector underwent profound and global transformations during the COVID-19 pandemic and the extensive Russian incursion into Ukraine in 2022. These transformations were precipitated by rapid changes in the operational activities of the retail sector’s enterprises, resulting from significant external disruptions. Consequently, the primary objective of this study is to analyse the indicators of the CSR status of Ukraine’s retail enterprises and ascertain the extent of the changes that occurred due to the pandemic and Russia’s incursion. The study also aims to determine the influence of these transformations on CSR initiatives and identify key issues within the realm of corporate social responsibility in Ukraine’s retail sector. To quantify these changes, indicators of CSR status encompassing key aspects of corporate social responsibility (economic, legal, environmental, and social indicators) were selected (Carroll, 1979). To achieve the set objectives, research methods such as analysis (measuring CSR indicators), comparison (relating the examined indicators chronologically), induction (identifying specific factors affecting the overall CSR status of retail enterprises), and deduction (determining the nature of the impact of the overall CSR status on its individual aspects) were employed. Throughout the investigation, the significant impact of the COVID-19 pandemic along with the comprehensive Russian incursion into Ukraine on the CSR status of retail enterprises was revealed. It was observed that enterprises reduced nonessential and irrelevant activities at that time not only to support stakeholder interests and enhance working conditions for employees, but also to aid community support.

Employees’ working conditions on molding areas of foundry shops

The results of a comprehensive assessment of working conditions on molding areas are presented, and the production factors that determine these conditions are identified. The working conditions of key professions in foundry casting are examined in comparison with regulatory values. It has been established that a comprehensive assessment of working conditions for employees on molding areas of foundry shops should take into account the equipment and manual tools used, the duration of exposure to the working equipment, the type of alloy being melted, and the nature of the production.

Enhancing employees' remote work experience: Exploring the role of organizational job resources

The improvement of well-being and working conditions for remote employees has long been a topic of discussion in management literature. The COVID-19 lockdowns have brought this topic back to the forefront, with remote work becoming not just an option but a necessity in some cases. Therefore, understanding the organizational and individual-level variables that contribute to enhanced remote work experience for workers is critical today. However, academic research on the topic remains incomplete. The present study contributes to this topic by building a comprehensive research model, including relevant organizational variables connected to individual-level experiences of stress in remote work contexts. An examination of 471 observations of remote workers was conducted to test a moderated mediation model, which showed the significant role of participative leadership, goal clarity, and job resource adequacy in enhancing remote work self-efficacy as stress-coping mechanisms.

The Influence of Cluttering, Work Environment, and Implementation of the 5-S Methods on the Performance of Coal Mining Employees

The availability of goods and spare part to support mining operations is depends on how to manage the storage of these goods in the warehouse at site. Warehouse management depends on the arrangement of goods placement. An excessive pile of items that are not well managed becomes a negative impact for the work environment. More goods stored in the warehouse with uncontrolled with clutter condition will disrupt employee working conditions then impacted of a failure working order interprets. The 5-S concept implementation is a method of decluttering by S1 is seiri (concise), S2 is seiton (neat), S3 is seiso (clean), S4 is seiketsu (control), and S5 is shitsuke (diligent) to improve material handling in the store to have better condition of working environmental for better employee performance in the warehouse. As a journal review of the 5-S concept, can be summarized that the 5-S concept implementation in a mining operation organization have a positive significant effect to their working performance including time, and cost efficiency.

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Risks accompany any activity of a person, company, or country throughout life. The healthcare industry is no exception, given the constant difficult situations that occur with patients, medical personnel, and healthcare facilities in general. All risks in medical practice can be divided into different groups according to the object in the risk zone: general risks (economic, financial, environmental, military, etc.), specific risks aimed at the patient (diagnostic, therapeutic, pharmacotherapeutic, etc.), and specific risks aimed at the healthcare employee (working conditions, contact with hazardous infections, etc.). Risk governance is one of the prio rities of healthcare institutions in achieving their goals because there is always a chance that something will go wrong, not as it was planned. In the field of healthcare, as in other industries, to assess and analyze the risks one can use risk matrices. These matrices allow for quantitative, semi-quantitative, and qualitative risk analysis. The latter makes it possible to develop the right strategy for responding to and mitigating those risks. This study aims to conduct comprehensive research of the risk stages in medical practice, as well as to provide detailed recommendations for risk analysis and emphasize the importance of corporate risk governance in healthcare activities. The authors analyzed the data collected since 2013. It has been found that the study of the overall risk level assigned to each incident helps to determine the urgency and degree of control measures required.

New Labor Codes and its Impact on Employees

This research paper examines the implementation and consequences of the introduced labor codes, in India. These codes aim to modernize and streamline the framework governing employment relations in the country. The study takes an approach combining a review of existing literature, analysis of policies and empirical investigations to assess how these changes impact employee rights, welfare and working conditions. The paper closely analyzes provisions within the labor codes that cover wages, social security, industrial relations and occupational safety. Special attention is given to how these provisions affect groups in the workforce such as gig economy workers. To gather insights for this study both quantitative data from surveys and qualitative information from interviews and focus group discussions are utilized. The findings reveal a range of outcomes with both effects and potential drawbacks for employees. While there are benefits in terms of formalizing the sector and making it easier to conduct business concerns remain regarding job security erosion reduced bargaining power and increased potential, for exploitation—especially among marginalized individuals

Health Risk Assessment of Pollutant Emissions from Coal-fired Power Plant: A Case Study in Malaysia

Coal-fired power plants (CFPPs) are Malaysia’s primary electricity source, but their emissions adversely affect human health, organism growth, climate change, and the environment. The carbon, hydrogen, and sulphur content of coal make it a viable option for electricity generation. However, the by-products from leaching, volatilisation, melting, decomposition, oxidation, hydration, and other chemical reactions significantly negatively impact the environment and human health. This study aims to quantify the emissions from a coal-fired power plant, investigate the interplay between different emissions, simulate the dispersion of emissions, and assess their health impact through a health risk assessment. The results indicate that SO2 is the primary contributor to emissions and its impact on human health is a concern. The health effects, both chronic and acute, are more pronounced in children than in adults. This study combines real-time emissions data and simulations to assess emissions’ health impact, raising awareness about the emissions from coal-fired power plants. Furthermore, the findings can potentially enhance working conditions for employees and promote environmental health.

Analysis of labor safety problems at timber industry enterprises

The article is devoted to the study of occupational safety problems at a forestry enterprise and the development of effective measures to solve them. The main task is considered to be improving the level of labor protection, respectively, reducing risks and preventing accidents and accidents, as well as organizing a safe working environment for industry workers. Based on the results obtained, it is possible to develop specific recommendations and measures to prevent accidents, increase awareness of occupational safety, as well as improve the safety management system at the forestry enterprise. In turn, this will reduce risks and improve working conditions for employees, as well as contribute to improving the efficiency of enterprises as a whole.

Impact of Organizational Citizenship Behaviour on Employee-Organization Relationships in the Hospitality Industry.

The term Organizational Citizenship Behaviour is used to show positive workplace employee behaviour and their actions in every work inside and outside the organization which is not a formal role component in their job description. The term Organizational Citizenship Behaviour means that employees can do anything beyond the work that is expected. It’s a volunteer task. To Engage themself in their job with high loyalty, to involve themself in other’s target, help co-workers, and being convenience staff to their customers, and take responsibility for the organization’s problem to solve it. Employee – Organization relationship management is a most significant topic in organizational behaviour. In this 21st century every organization and startup company has to focus on survival and sustainable nurturing in the fierce market competition, every level of the organization must take decisive action to make harmonious circumstances amid employees and continuous successful working conditions for employees. This study focuses on the impact of Organizational Citizenship Behaviour on Employee-Organization Relationships.

Burnout, Resilience, and Mindfulness in Healthcare Workers in a Medically Underserved Region during the COVID-19 Pandemic.

To evaluate employee burnout, work conditions, resilience, and mindfulness at an academic medical center in a US medically underserved region during the coronavirus disease 2019 pandemic. We surveyed employees from August 7, 2020 to January 17, 2021. Respondents completed the Maslach Burnout Inventory (MBI), the Areas of Worklife Survey, the Connor-Davidson Resilience Scale, and the Philadelphia Mindfulness Scale (PHLMS) and answered a question about intention to stay in the present job until retirement. We performed exploratory stepwise logistic regression to evaluate associations between variables and intention to stay. We evaluated associations between variables with a structural equation model (SEM). The 655 respondents mostly were White women providers, aged 50 years and younger, who worked in inpatient wards, emergency departments, or intensive care units. Respondents had high mean MBI emotional exhaustion (35 ± 12) and moderate MBI depersonalization (12 ± 6), despite high MBI personal accomplishment (43 ± 8), middle-range Areas of Worklife Survey results, and middle to high Connor-Davidson Resilience Scale scores (29 ± 5), PHLMS awareness scores (37 ± 6), and PHLMS acceptance scores (30 ± 8). There were 408 respondents (62%) with MBI latent profiles consistent with being burned out, but 447 respondents (68%) were willing to stay in their present job. Older age was associated with intention to stay (coefficient 1.1 ± 0.1; P < 0.001). The latent variable burnout structural equation model (burnout-SEM) constructed from the MBI subscales inversely predicted intention to stay (coefficient - 0.33; P < 0.001), and this relationship was mediated by age. Burnout was prevalent despite substantial personal accomplishment, resilience, and mindfulness.

The constitutional guarantees of the fundamental right to work

Legal labor relations, as social relations, are relations with a multidimensional institutional character, being regulated by not only the branch of labor law or by civil law and other branches, as important social relations for the socialization and sustenance of man, being part of the fundamental ones. Labor relations are also constitutional, being part of the Constitution and thus becoming supreme. The right to work, essential for the development of the rule of law, imposes constitutional guarantees of a public control of the protective regulations, the basis constituting the supremacy of the constitution. Constitutional protection was guaranteed by 33 decisions adopted by the Constitutional Court since the establishment of constitutionality control. The constitutional guarantees for the protection of the right to work have been ensured from simple employees, through the control of the constitutionality of the norms regarding the minimum and average salary in the economy, up to the working conditions of employees who hold the positions of deputies in the Parliament.

Gesundheitsförderliche Gestaltung von Digitalisierungsprozessen in Organisationen – Wissenschaftlicher Überblick von Anforderungen und Unterstützungsfaktoren für Beschäftigte

Designing health-promoting digitalisation processes in organisations: Scientific overview of demands and support factors for employees Objective: Digitalisation processes can bring about far-reaching changes in how work is organised and influence the working conditions of employees. This review article examines the demands and support factors which employees experience in the course of such digitalisation processes and how these can be designed in a way that promotes health. Methods: A systematic literature search in the PubMed and Web of Science databases was conducted. German and English-language studies published from the year 2013 onwards which examined specific digitalisation measures/projects in companies or public institutions and described results on the impact of digitalisation processes on employees or with regard to process design were included. The results were presented as a qualitative summary. Results: Overall, nine studies were included in the review. A lack of goals, strategies and responsibilities for the implementation of digitalisation measures, a lack of transparency, increased workload as well as insufficient support and time resources can be perceived as demanding by employees. Conversely, comprehensive information, active involvement, the provision of training and support at technical level and by supervisors comprise support factors in the process. Accordingly, the preparation and organisation of the process, personnel resources, support measures, participation and communication offer relevant opportunities for a health-promoting design of the digitalisation project. Conclusions: Organisations should consider and help shape potential impacts of digitalisation processes for their employees right from the beginning of the measure. This can be achieved by understanding the implementation of digitalisation measures as a holistic process which requires change management and change leadership. Keywords: digitalisation – digital transformation – change management – workplace health promotion

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.

Working conditions of postal and telegraph employees of the Tambov province in the second half of the XIX – early XX century

Introduction. The article deals with the problems of working conditions of postal and telegraph employees in the Tambov governorate in the second half of the XIX - early XX century. The relevance of the study is determined by the significant role of communication tool in the life of society and the state.Materials and methods. The research is based on a wide range of archival and published sources. The research is based on the materials from the funds of the State Archive of the Tambov region. A significant part of the archival documents used in the work is being introduced into scientific circulation for the first time. The following methods of scientific research were used: comparative-historical, statistical, analysis, synthesis etc.Results. We study the material position of postal and telegraph employees, content of professional duties, working hours, the system of fines and benefits. The influence of working conditions on the revolutionary activity of communication workers is considered. The author comes to the conclusion that during the period under study, the socio-economic position of postal and telegraph employees was not easy. A long working day, a large number of work duties, the absence of leave for a number of categories of employees, the wage system – all this contributed to the involvement of signalmen in revolutionary activities. Nevertheless, even during the revolution of 1905-1907, the majority of postal and telegraph workers of the Tambov governorate as a whole remained loyal to the state authorities.

Psychological Workplace Violence Against Older People in Lithuania

Abstract Changes in regulation and legislation place an obligation on employers to provide proper and safe working conditions for employees. In this context, it is important to determine if psychological violence prevention efforts are actually effective and whether the more vulnerable employees, older workers, are exercising their rights to defend themselves against the psychological violence they experience without fear of losing their jobs. This article presents theoretical and empirical data which sheds light on the nature of the psychological violence experienced by older people, the positions of people who exercise psychological violence in the employer’s organization, and the prevalence of, reasons behind, and forms and consequences of this psychological violence. The study behind this article was conducted by giving questionnaires to employers and employee representatives – i.e. trade unions – with identical questions. The responses of employers and employee representatives on the topic of psychological violence experienced by older workers are fundamentally different, which means that there is not enough social dialogue in this area between employees and employers.