Young Employees Research Articles

Using wearable technology (closed loop acoustic stimulation) to improve sleep quality and work outcomes.

Drawing from the neuroscience literature and recent advancements in sleep technology, we examine how closed loop acoustic stimulation can improve employee sleep and subsequent work behaviors. Specifically, we hypothesize that because closed loop acoustic stimulation improves sleep quality, it enhances work engagement, task performance, and organizational citizenship behavior (OCB) and lowers counterproductive workplace behavior. In a 4-week within-subjects field experiment, 81 employees wore headbands during sleep hours in active mode (with closed loop acoustic stimulation) or sham mode with the volume off (control condition). We found that the treatment condition was linked to higher work engagement, task performance, and OCB the next day (but not counterproductive workplace behavior). Additionally, we found that the headbands were more effective for younger employees. This study contributes to the literature on sleep and work by highlighting a cost-efficient intervention for improving sleep and sleep-related outcomes which do not rely on surmounting the difficulties entailed in increasing sleep duration, as well as age as a boundary condition limiting the effects. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Study of motivation and engagement for chemical laboratory safety training with VR serious game

Safety training is a necessity and inherent part of any safety management system in high-risk industries, such as chemical industry. Often, training programs use conventional methods, such as classroom or video lectures. However, with these methods, trainees are passive and can quickly lose their attention, thus making the safety training ineffective. Alternatively, a virtual reality (VR) serious game can be used as a hands-on training tool to motivate and engage trainees. Relevant situations are simulated in a virtual environment where trainees can learn safety concepts and awareness without causing real harm to themselves or others. The current study investigates person-centred variables: motivation and engagement. We measured how safety motivation and engagement changed with employees of a chemical company when playing the VR LaboSafe Game after a traditional video lecture. Results show that employees have a high autonomous motivation to follow safety training, particularly in terms of identified regulation. Playing the VR serious game significantly increased intrinsic motivation and engagement of the trainees. They believe that they are more active, can keep their attention better and enjoy the experience of relevant situations in a virtual environment. However, complicated usability and the unfamiliarity to VR can affect their autonomous motivation for safety training. Older employees (above 50) have more difficulties with using VR headsets than younger employees (under 30). Data suggest to combine conventional methods with VR as complementary tool and provide more frequent and smaller sessions, gradually introducing VR technology to beginners.

General Results of Assessment of Supraprofessional Competencies of 1st‑4th Year Students

Subject. The problem of developing “soft” skills of recent graduates is acute in some areas of business. According to employers, young employees may have a high level of knowledge, but a low level of soft skills. The article considers the primary results of the pilot year of the project “Assessment and development of managerial competencies in Russian universities” (“Competence Centers”). The following competencies were assessed: information analysis; partnership and cooperation; planning and organization; result orientation; stress tolerance; following rules.Goals. Describe cross-professional competencies among university students; reveal links between different soft and hard competencies in university students.Methodology. The sample consisted of 28,933 students from 51 Russian universities. The following instruments were used to assess students’ soft skills: The Universal Personality Questionnaire, The Resilience Questionnaire, Tests for the analysis of numerical and verbal information. The analysis included correlational analysis, t-test and descriptive statistics.Results. The competencies “Stress resistance” and “Result orientation”, “Planning” and “Stress resistance” are strongly positively related (correlations are from 0.75). The competencies “Result orientation” and “Following the rules”, “Stress resistance” and “Following the rules” are negatively related (correlations are from — 0.22). The Information Analysis competency is not related to other competencies. The 4th year students show a higher result in “Information Analysis” and “Following the Rules” than the 1st year students.Conclusions. We describe differences in cross-professional competencies among students of different years of study and discuss possible explanations for these differences.

Insourcing public services: Consequences for wages and employment

AbstractAfter decades of private companies delivering public services, governments are increasingly using a mix of outsourcing and insourcing to provide services. With insourcing, governments replace market competition with public monopoly and concentrated private ownership with more dispersed public ownership. Despite these fundamental changes in competition and ownership, little is known theoretically and empirically about how insourcing affects employees. This study uses high‐quality, individual‐level Danish register data to examine how insourcing affects employees overall and among employees of different gender and age. The analysis shows that insourcing significantly and positively affects short‐ and intermediate‐term work income and employment. Moreover, moderation analyses suggest that insourcing is particularly beneficial for female, younger, and older employees. These findings have important implications for policy makers, as they provide insights into longstanding questions about insourcing in public administration and reveal how estimating total insourcing costs should include employee consequences, especially for female and younger/older employees.

Analysis of the Implementation Strategy forElectronification of Local Government Transactions (ETPD) in Soppeng Regency, Indonesia

Abstract
 This study aims to determine the appropriate strategy for the implementation of Electronification of Local Government Transactions (ETPD) program in Indonesia through SWOT (strengths, weaknesses, opportunities, and threats) analysis. ETPD program, as promoted by the Presidential Decree Number 3 of 2021, is intended to provide maximum benefits to local government and the community. To achieve the primary objective of this study, a descriptive method was employed, with Soppeng Regency Local Government serving as the focal point. Accordingly, the analysis was based on the Cartesian diagram and from the obtained results it was found that the appropriate strategy for digitalization in the Regency lied in Quadrant II (positive, negative). Thisstudy concluded that internal factors such as the decree regarding the P2DD Task Force, increased regional revenue, young and active employees, and the successful bureaucratic reform initiatives, are significant strengths possessed by theSoppeng Regency Local Government. However, these strengths were accompanied by challenges or threats from certain external factors including insufficient banking infrastructure, lack of digital literacy socialization, and inadequate telecommunications network. Given these conditions, it was crucial to adopt a diversified approach and formulate additional tactical strategy, rather than solely relying on existing ones, to ensure that the local government would be able to effectively carry out their tasks and provide optimal services to the community.

Machine learning models for predicting depression in Korean young employees.

The incidence of depression among employees has gradually risen. Previous studies have focused on predicting the risk of depression, but most studies were conducted using basic statistical methods. This study used machine learning algorithms to build models that detect and identify the important factors associated with depression in the workplace. A total of 503 employees completed an online survey that included questionnaires on general characteristics, physical health, job-related factors, psychosocial protective, and risk factors in the workplace. The dataset contained 27 predictor variables and one dependent variable which referred to the status of employees (normal or at the risk of depression). The prediction accuracy of three machine learning models using sparse logistic regression, support vector machine, and random forest was compared with the accuracy, precision, sensitivity, specificity, and AUC. Additionally, the important factors identified via sparse logistic regression and random forest. All machine learning models demonstrated similar results, with the lowest accuracy obtained from sparse logistic regression and support vector machine (86.8%) and the highest accuracy from random forest (88.7%). The important factors identified in this study were gender, physical health, job, psychosocial protective factors, and psychosocial risk and protective factors in the workplace. The results of this study indicated the potential of machine learning models to accurately predict the risk of depression among employees. The identified factors that influence the risk of depression can contribute to the development of intelligent mental healthcare systems that can detect early signs of depressive symptoms in the workplace.

The Effect of Work Stress and Work Values on Turnover Intention of Generation Z Employees in Call Center Company (Case Study of PT ABC in Java, Indonesia)

A various of previous research have found that different generation has a positive and negative traits. Generation Z is a generation that born between 1995 and 2012. Generation Z have distinct qualities including the need for convenience, are watchful and worried about their emotional, physical, and financial safety, and also have a realistic view of the importance of their profession. There has been found a high turnover rate of the Generation Z. Employees in a call center interact with customers over the phone or through other technological devices. Because of the constant interaction with angry customers seeking information, support, and help, working at a call center can be difficult. This exposes the customer service representative to a range of stressful circumstances and negative feelings. The employees experience work related stress and are emotionally exhausted, and tend to express themselves by increasing their intention to leave the company. The main issues in many call centers include a high employee turnover rate, which is believed to be as high as 40% annually also it is believed that many contact centers face is a high employee turnover rate that is higher than any other industries. PT ABC is a focused company specializes in outsourcing business process management with a call center business which is part of BPO or Business Process Outsourcing. The business emphasis is one of the PT ABC has held for a very long time. Based on the interview with HR Support of the PT ABC in Bandung, the TAM division is the division that consider with the most and the highest employee turnover rate compared to other divisions and the majority are the young employees, every month turnover is found in the division, one of the reason stated by the HR Officer is that the factor of the turnover probably due to the workload. This research was made using a quantitative method and random sampling that have been conducted in April 2023 in PT ABC in Java, Indonesia. Based on the previous research this research assumes that work stress and work values affecting turnover intention of the Generation Z, this research conducted to prove that the assumption above is right. Data collected in this research was using interview and the measurement scales used are work stress and turnover intention scale adapted by Agustina (2022) and work values scale by Sulistiobudi & Hutabarat (2022), which have been tested using validity and reliability. This research is analyzed using multiple linear regression using SPSS 25 to determine the effect of the variables. Based on the results of the data processing, there is social dimension of work value, leadership attitude and organizational structure of work stress dimensions that impacted to Generation Z employees in PT ABC. This research contributes to understand the Generation Z characteristic in the work environment. It also contributes and helps how company handle the employees especially the Generation Z. Author recommends that next researcher that using other variables in the company to broaden and deepen the researchs of Generation z in the call center.

ФОРМИРОВАНИЕ ИННОВАЦИОННОГО МЕХАНИЗМА ПОВЫШЕНИЯ ПРОИЗВОДИТЕЛЬНОСТИ ТРУДА НА ПРЕДПРИЯТИЯХ, ЗАНЯТЫХ В СФЕРЕ ПРИРОДОПОЛЬЗОВАНИЯ

In modern conditions, human capital is becoming the main factor in the innovative development of enterprises engaged in the field of environmental management, and in these conditions, the creative potential of a person, his knowledge and professionalism in assessing the environmental situation come to the fore. Within the framework of this article, methodological aspects are considered that reveal the essence of managerial capital in the field of ensuring environmental safety, the substantive aspects of the formation of a mechanism for increasing labor productivity, as well as approaches to the methodology for its assessment. The authors of the article consider an innovative mechanism for increasing labor productivity at enterprises engaged in the field of nature management as the most important condition for its adaptation to the conditions of a market economy for the rational use of natural resources. At present, many methods have been developed that significantly simplify and standardize issues of labor productivity, such as: formalization of recruitment, selection and selection methods and techniques, the use of scientific approaches in personnel assessment, programmatic approaches to involve young employees in the management decision-making process. It is emphasized that, along with the existing problems of increasing labor productivity, it is necessary to successfully regulate nature management relations in the presence of systemic interaction between management structures. In the course of the study, the experience of forming an innovative mechanism that forms the procedure for the use of natural resources is summarized, and the vectors for introducing the effects of greening production into practice are determined. Recommendations are given to increase labor productivity in the management of the economy of nature management, which consists in changing the leading method of integration.

THE BEGINNINGS OF OCCUPATIONAL MEDICINE IN INTERWAR POLAND – AN INTRODUCTION TO RESEARCH

This article presents the circumstances of the birth of occupational medicine in the interwar period in Poland. The first regulations concerning preventive examinations of young employees were created on the basis of the Act of July 2, 1924, concerning the work of minors and women. This act imposed an obligation on business entities to carry out free medical examinations for minors as ordered by the labor inspector. The first examination of underage employees was carried out in 1926. However, compliance with the laws and orders of the labor inspectorate during the interwar period left much to be desired. There was a shortage of doctors in the labor inspectorate, and a shortage of specialized medics to carry out the examinations. Despite the difficulties, the period in question saw the successful introduction of compulsory medical examinations for young workers. In 1930, 16,121 underage employees were diagnosed in this way. The interwar years also saw the first initiatives resulting from an increased awareness of preventive care for adult workers.

Особенности психологических защит у молодых сотрудников уголовно-исполнительной системы (на примере сотрудников следственных изоляторов)

The article describes the results of a study of the peculiarities of the manifestation of psychological defenses in young employees with less than three years of service in the penal enforcement system. The analysis of scientific literature on the problem under study is carried out, the structure of empirical research is presented. Young employees who have been serving in the UIS for less than three years have significantly higher indicators on the scale of “denial”, “reactive education”, “suppression” and lower on the scales of “regression”, “projection”, “rationalization”, “substitution”. Values on the scale of “compensation” did not show significantly significant differences. With the accumulation of experience and experience, the structure of the selected protection mechanisms changes. In the course of the study, high values of both constructive and destructive mechanisms were found in the respondents of both groups. Young employees have a pronounced expression of “suppression” and “compensation”, and employees with experience have “projection” and “rationalization”. Based on the results of an empirical study, recommendations on the general organization of some areas of psychological preventive work with young employees are presented.

СМИ как отражение современных требований общества к универсальным компетенциям выпускников университетов

The article examines the modern requirements of society to the universal competencies of university graduates through the prism of publications in the leading media. Employers expect professionals from universities with a set of necessary professional and supra-professional competencies. Modern Russian media reflect discussions in academic, scientific, and professional circles that affect the requirements of employers and society for professional knowledge and universal core competencies imposed on young employees.

Understanding Financial Literacy Evidence from Kolkata’s Gen Z

This paper seeks to explore the state of financial literacy of Gen Z employees in Kolkata to establish the extent of their capacity to make sound financial decisions. As India has a large population of the young generation, it is equally important to understand the perception of the youth regarding financial literacy for the country’s economic advancement. The study uses primary data collected from respondents using a structured questionnaire among adults aged 18-29 years. The statistical tests used to analyze the data included ANOVA and ROC Curve, while data analysis was performed using Microsoft Excel and SPSS. These results suggest that the degree of financial literacy is not affected by age or sex but by education level and type. These findings are evidence that further supports the need for effective financial education strategies to improve financial literacy among young employees and foster more and improved financial decisions in the economy.

Precarious Job and Union Tendencies among Women and Young Employees: The Relationships between Economic Constraints, Job Security and Trust in Employers

The aim of this study is to examine whether having a precarious job (low job security) increases union tendencies among female workers and young workers. The study examines the relationship between economic constraints, trust in employers and union attitudes in terms of gender and age in the context of the antecedents and consequences of job security. Data were collected using a survey conducted among 804 Turkish employees working in various sectors and analysed through multi-group path models, t-tests and ANOVA to measure job security objectively and subjectively. Economic constraints increase the acceptance of low job security and decrease trust towards employers. The research also indicates that poorer job security does not affect collective and union tendencies. While precarious jobs are more intense among young and women employees, there is no difference in their union tendencies. This article used the decent work perspective to explore the consequences of having a precarious job among women and young workers in Turkey. We assumed that the perception of precariousness reduces trust towards employers and strengthens collective and union tendencies. We also argue that economic constraints play an important role in choosing precarious jobs. We also test whether women and young employees, as two prominent disadvantaged groups, have collective efficacy and union efficacy in precarious job conditions.

The influence mechanisms of inclusive leadership on job satisfaction: Evidence from young university employees in China.

Leadership style and job satisfaction are currently hot issues in the field of management psychology research, especially with regard to young employees. This study attempted to explain the mechanism of improving employees' job satisfaction by combining the key factors of work-family balance and psychological capital. We adopted the literature method, questionnaire survey method, and statistics method to conduct the research. And we conducted structural equation modeling (SEM) analysis of 540 young university employees in China using the random sampling method for sampling. Based on the structural equation modeling (SEM) analysis of 540 young university employees in China, the results show that inclusive leadership has a positive impact on improving employees' job satisfaction and that work-family balance is beneficial to serving leaders in improving employees' job satisfaction. Simultaneously, psychological capital positively moderates the indirect effect of inclusive leadership on improving job satisfaction. The final model revealed an important path from inclusive leadership to job satisfaction through work-family balance. These findings not only extend and enrich the relevant research on the relationship between inclusive leadership and job satisfaction but also shed some light on university management practice.

Pay Transparency: Why it is Important to be Thoughtful and Strategic

Pay transparency is quickly ascending to the forefront of human resources compensation issues. Employees—especially younger employees—at organizations and society in general are seeking fairer outcomes and more transparency with compensation falls in line with those expectations. Governments are responding by drafting and passing new pay transparency legislation. Based on the research conducted, pay transparency can yield benefits such as helping to close pay gaps, reducing employee turnover, and elevating trust with management and others, but can also create confusion and negative outcomes. This article provides a summary of what pay transparency is, why it is gaining in importance, how it impacts organizations and where the trend may be heading. A list of strategic recommendations is offered for organizational leaders to consider when navigating through an environment with greater pay transparency.

Osteoporosis and vitamin D consumption: knowledge and practice in different Arab countries.

Osteoporosis is the most common skeletal disease, which usually remains silent until fractures occur. Vitamin D deficiency impairs bone mineralization and increases the risk of osteoporosis. Despite being relatively sunny, the Middle East and North Africa (MENA) region has a high prevalence of osteoporosis and hypovitaminosis D. This study aims to assess the knowledge about osteoporosis and vitamin D-related practices and to determine the correlation between them in some countries of the MENA region. A cross-sectional study was performed in Lebanon, Syria, Egypt, Palestine, Iraq, Jordan, and Saudi Arabia. From each country, 600 participants were enrolled. The survey included four sections: sociodemographic information, past medical history, Osteoporosis Knowledge Assessment Tool to assess the knowledge about osteoporosis, and Practice Towards Vitamin D scale to assess vitamin D-related practices. Our study found that 67.14% of respondents had moderate knowledge about osteoporosis and 42.31% had moderate vitamin D-related practices. Higher knowledge level was reported in the young, females, Syrians, singles, postgraduates, and healthcare employees (p < 0.05). Better vitamin D-related practices were detected in the elderly, males, Egyptians, married, and high school or below educational level (p < 0.05). The Internet was the most listed source of information. Adequate osteoporosis knowledge was associated with better vitamin D-related practices (p < 0.001). Most participants, representing some countries of the MENA region, displayed moderate knowledge regarding osteoporosis and moderate vitamin D-related practices. Adequate knowledge about osteoporosis is essential to improve practices, so awareness campaigns and screening programs should be more frequently implemented.

The impacts of pandemic-related media coverage on workplace ageism among younger hospitality and tourism employees

PurposeThis study aims to investigate the impacts of pandemic-related media coverage on younger hospitality and tourism employees’ ageist attitudes toward older people by applying the media priming theory and the terror management theory.Design/methodology/approachThis study takes a mixed-method approach through an online survey. A total of 416 usable responses are collected from current US hospitality and tourism employees under 55 years. Qualitative data were analyzed using word cloud. Partial least squares structural equation modeling is then used to test the hypothesized model.FindingsThe study’s results show that younger employees' cognitive reaction negatively affects aging anxiety and intergenerational tension, which subsequently influence their willingness to work with older people. Negative media-induced emotions are positively associated with aging anxiety, whereas positive emotions exert no significant impact. Intergenerational contact frequency moderates the effect of intergenerational tension on younger employees’ willingness to work with older people.Research limitations/implicationsThis study’s findings contribute to the hospitality and tourism workforce literature by considering the priming effects of media coverage on younger employees’ attitudes toward self-aging and the older group. This study also offers managerial insights on developing effective age-inclusion interventions to reduce workplace ageism in the post-pandemic era.Originality/valueExisting hospitality and tourism studies on older workers are scant and largely descriptive. To the best of the authors’ knowledge, this study is the first study that assesses the effects of pandemic-related media coverage on workplace ageism toward older people among the current hospitality and tourism workforce.

An Analysis of Multigenerational Issues of Generation X and Y Employees in Small- and Medium-Sized Enterprises in Thailand: The Moderation Effect of Age Groups on Person-Environment Fit and Turnover Intention.

Multigenerational employees can evidently impact human resource management practices in terms of effective employee retention. Arguably, a high turnover intention of young employees can hinder a company's human resource development, while a high volume of retirement of senior employees can create a skill deficit and even a labor management dilemma. This study explored how a supportive work environment can retain employees of different age groups in Thailand's small- and medium-sized enterprises (SMEs), particularly Generation X and Y. It modeled a supportive work environment that impacts the behaviors of Generation X and Y employees, taking into consideration the relationship among factors such as person-job fit, person-group fit, person-supervisor fit, person-organization fit, person-environment fit, and turnover intention. This paper statistically analyzed a set of data drawn from an attentive survey of a total of 400 employees of SMEs in 4 populous provinces in Thailand using structural equation modeling (SEM) and multigroup analysis (MGA) with the moderation effect of generations. This paper then found that person-job fit, person-group fit, person-supervisor fit, person-organization fit, person-environment fit, and turnover intention can influence an employee's intention to remain in his/her job. Additionally, the relationship manipulation among the aforementioned variables might influence Generation X and Y employees differently. Under the circumstances, supervisory support with less group involvement may encourage the retention of Generation Y employees, whereas a sufficient focus on job suitability could improve the retention of Generation X employees.

Hindering and enabling factors for young employees with common mental disorder to remain at or return to work affected by the Covid-19 pandemic - a qualitative interview study with young employees and managers.

During the COVID-19 pandemic, changes in working life occurred, even in Sweden, where there was no general lockdown. The aim of this study was to examine how the COVID-19 pandemic was perceived as affecting the hindering and enabling factors among young employees with CMD to remain at or return to work, here as investigated from the perspective of young employees and managers. A qualitative design was applied with semistructured interviews with 23 managers and 25 young employees (20-29 years old). The interviews were recorded and transcribed verbatim, and the parts of the interviews related to the aim of this article were analysed using conventional content analysis. The hindering factors were changed working conditions, decreased well-being when spending more time at home, and uncertainty. The enabling factors were decreased demands, increased balance, and well-functioning work processes. For managers it is important to be aware of warning signals indicating blurred boundaries between work and private life, to create and maintain well-functioning communication, and leave room for recovery. The hindering and enabling factors can be described as two sides of the same coin. Changes in the working conditions during the pandemic led to difficulties for both young employees and managers when the margins of maneuver were insufficient.

청년세대의 집단주의 성향과 호감 및 행동 평가의 관계에 미치는 세대의 조절효과

Assuming the stereotypes attached to younger and older generation employees regarding their individualistic and collectivistic traits in organizations, this study draws from expectancy-violation theory to examine how organizational members showing counter-stereotypical behaviors are perceived and reacted to in organizational contexts. In the preliminary study, a questionnaire completed by 277 panelists confirmed the assumed stereotypes that respondents believed the younger generation has stronger individualistic traits (compared to the older generation). In the main study, an experiment was conducted with an additional 280 panelists. Each participant read a scenario describing a younger or older protagonist with individualistic or collectivistic traits and was asked to respond to the questionnaire imagining the protagonist as a co-worker. Our findings showed that the protagonist's collectivistic traits are positively related to respondents' liking of the protagonist, higher expectations of the protagonist's in-role behaviors, and helping behaviors. In addition, these positive effects of collectivistic traits were stronger when the protagonist in the scenario belonged to the younger generation, thus showing counter-stereotypical traits, than in the case of the older generation showing stereotype-confirming traits. These results contribute to the stereotype literature in the field of organizational behavior and provide meaningful implications for managers interacting with others from different social categories.