Expectations, Wage Hikes, and Worker Voice

Enabling worker voice could improve worker retention and effort by providing workers the chance to improve their situation or an outlet to express discontent. We provide a test of this hypothesis via a randomised controlled trial in Indian garment factories. Just after what proved to be a disappointing wage hike, workers were chosen at random to participate in an anonymous survey in which they were asked for feedback on job conditions, supervisor performance, and overall job satisfaction. Enabling voice in this manner reduced turnover and absenteeism after the hike, particularly for the most disappointed workers.

Psychosocial job conditions and biomarkers of cardiovascular disease: A cross-sectional study in the Swedish CArdioPulmonary bioImage Study (SCAPIS)

Aims: The aim of this study was to investigate associations between psychosocial work exposure and the presence of biological and imaging biomarkers of cardiovascular disease. Methods: This cross-sectional study was conducted in a sub-cohort of the Swedish CArdioPulmonary bioImage Study (SCAPIS). Psychosocial exposure was evaluated with the job demand–control model, and analysed according to the standard categorization: high strain, active, passive and low strain (reference). Biomarkers (blood pressure, high-density lipoprotein (HDL) and low-density lipoprotein (LDL) cholesterol, coronary artery calcification (CAC) and metabolic syndrome) were measured, or derived through measurements, from clinical examinations. Gender-specific prevalence ratios (PRs) and 95% confidence intervals (CIs) were calculated with regression models and adjusted for age, education, smoking, physical activity, general life stress and body mass index (BMI). Results: The analyses included 3882 participants (52.5% women). High strain (high demands–low control) was linked to increased PR for low HDL cholesterol in women, adjusted for all covariates (PR 1.76; 95% CI 1.25–2.48). High strain was also related to moderately increased PR for metabolic syndrome in men, after adjustments for all covariates except BMI (PR 1.25; 95% CI 1.02–1.52). In addition, passive work (low demands–low control) was associated with diastolic hypertension in women (fully adjusted: PR 1.29; 95% CI 1.05–1.59). All relationships between psychosocial factors and LDL cholesterol or CAC (both genders), or hypertension (men), were non-significant. Conclusions: Poor psychosocial job conditions was associated with the presence of low HDL cholesterol and diastolic hypertension in women, and metabolic syndrome in men. These findings contribute to the knowledge of potential pathways between stressful work and coronary heart disease.

An Empirical Study of the Indian IT Sector on Typologies of Workaholism as Predictors of HR Crisis

Workaholism, in recent years, has become a regular behaviour pattern among professionals. While self-negligence is assumed as a hallmark of workaholism, empirical data in this case stands to be both narrow and paradoxical. Modern developments like high-speed data connections add more to this belief, as this makes it possible for employees who would like to work at any place and at any given point of time to work. Workaholism is found to affect several important domains of life. With regards to work domain, workaholics commonly seem to have poor associations with their peer/colleagues, most likely on the grounds that they often feel the need to control them and experience issues with delegating work. Given that the amount of time they invested in their work leaves little energy for them for other activities, also the social life outside work gets hampered. This chapter explores the relationship between workaholism, perceived work-related stress, different job conditions, and intensifying anxiety among IT professionals in Delhi/NCR.

An analysis on the job preference of Jatiya Kabi Kazi Nazrul Islam University Students

This study examined the job preference among students of different subjects of different faculties in the campus of Jatiya Kabi Kazi Nazrul Islam University, Trishal, Mymensingh. Qualitative variables and variables which are quantitative in nature have been used for this study. We have chosen the topic job preference of students of the different faculties because now-a-days every sector for a job is strict about their rules and regulations. At present time students are frustrated about the lengthy process of jobs and dissimilarities between academic studies and job conditions. The main aims and objectives of this study were to find out information about the job preference of University students in Bangladesh. The research ensured the following objectives; such as Known about the present condition of job preference of Jatiya Kabi Kazi Nazrul Islam University. Found out and identified factors affecting their Job Preference. So the aims and objectives of this research contained various issues. Such as knowing how many students are expected, how many students want to be an entrepreneur, and how many students are going to be in a foreign country for a job. Study of the plan decorated sequentially.

Spotting the “Ideal” Personality Response

Forced choice (FC) personality questionnaires attempt to constrain job applicants from presenting idealized responses (or “faking”). FC questionnaires are designed by identifying items equally desirable in applicants, matching these into “blocks,” and instructing respondents to rank the items “most like” themselves. Nonetheless, how closely items should be matched remains unclear, and desirability seems dependent on the job. We investigated how strongly respondents ( N = 436) agreed regarding the “ideal” applicant response, while varying (a) how closely items were matched into blocks and (b) the job context. While the most closely matched blocks elicited slight agreement on an ideal response, agreement increased noticeably with poorer matching. Nonetheless, differences in item desirability between different job conditions were evident even in closely matched blocks.

Flexibility, Play, and Privilege in the Front of the House

This chapter examines the respective worlds of work in the front and back of the house through the perspectives of those who inhabit each space. Engendered by divergent social memberships and structurally unequal job conditions, the two asymmetrical work cultures in restaurants are explicated in this chapter. Wilson describes how many of the men and women working in the front of the house are able to approach the unpredictable elements of their jobs as “perks.” These perks, such as flexible schedules and lucrative tips, allow them to forge custom-fit work lives.

A Study on the Relationship Between Burnout and Job Satisfaction of Iranian EFL Teachers Working in Universities and Schools

A teacher plays an important role in the development of the students’ potential and helps to form their future. This research intends to study the degree of burnout and job satisfaction in English as a foreign language (EFL) teachers of universities and Schools in Iran, as well as their association with demographic characteristics. To measure teachers’ burnout, Maslach Burnout Inventory questionnaire was applied, which has also been validated by experienced teachers for the Iranian population and the Employee Satisfaction Inventory questionnaire, prepared for the Iranian population, was applied to estimate job satisfaction. Questionnaires were answered completely by 159 teachers, who work at universities and schools in Iran. After data analysis, the findings showed a negative correlation between teachers’ burnout and their job satisfaction; their experience relatively moderate burnout levels, and their job satisfaction level is high. The findings also represented that the type of workplace influences satisfaction regarding the factor “job conditions”. The study was for the first time that Iranian EFL teachers’ burnout and job satisfaction in universities and schools were investigated and the findings showed that by increasing the level of job satisfaction, the perceived burnout decreases, where burnout and job satisfaction presented medium to high negative correlation.

Racing to a staffing solution: an investigation into the current staffing crisis within the UK horseracing industry

The British Horseracing Industry has been experiencing a labour shortage since the 1970’s and despite recent improvements reported in staff retainment, the industry still reports high staff turnover. We investigated staffing challenges experienced by UK horseracing employers and employees, to formulate strategic targets to address any issues identified. Thirty UK trainers and staff (12 staff, 9 senior staff, 9 trainers) participated in semi-structured inductive focus groups lasting on average 39±9 min. Questions explored staff background in racing, perceptions of the current staff challenges, retention and recommendations for improvement. Thematic analysis revealed four higher order themes; (1) lack of skills, (2) differences in perceived work ethic, (3) job conditions, and (4) media portrayal. This study concluded that there are dedicated staff working in the industry, but significant skills gaps, high workloads, poor work-life balance and a lack of training and career progression negatively influence retention in the horseracing industry.