THE RESILIENCE OF WOMEN TOURISM WORKERS DURING THE Covid-19 PANDEMIC IN BALI

This study aims to determine the form of resilience of women tourism workers affected by the Covid-19 pandemic. This study uses a qualitative method with a case study approach. Data sources are primary data from interviews with various parties, including hotel owners, hotel associations and hotel employees, while secondary data sources are documentation data. Data analysis was performed using an interactive model. The spread of the corona virus globally has affected various lines of community life, including in Bali. Hotels are the tourist facilities in Bali that are most affected. The decline in tourist visits, causing hotel occupancy rates to experience a drastic drop which resulted in layoffs. The finding of this research is that job termination for female employees occurs in almost every hotel in Bali. However, the termination of employment was responded creatively. In an effort to maintain a life for themselves and their families, women who are affected by hotel employees, especially those who have worked in the food and beverage division, react by adjusting to the conditions that occur. They make various types of food that are sold online using WhatsApp, I.G. and F.B. social media. The attitude of women who are former hotel workers in the food and beverage division in Bali towards termination of employment shows that creativity is driven by the spirit of survival as a modality that needs to be supported and worthy of being a good practice as well as a model on develop women’s capacities during pandemic Covid-19 and new normal.

Fear after being fired: the moderating role of resilience in lessening the time between employment

PurposeThe purpose of this paper is to study how the interplay of the emotion of fear and the personality trait of resilience affect time to reemployment after job termination. The authors carried out the research by extending affective events theory (AET) beyond the workplace.Design/methodology/approachThis paper is a conceptual paper intended to lay the groundwork for future analysis in the areas of fear and resilience, specifically in the time after job termination.FindingsThe paper suggests that fear is a natural response to job termination, and there are two responses to fear: one of action to rid oneself of fear (“fight or flight”) and one of paralysis, in which an individual remains in a fear state. The authors put forth that one's level of resilience is a factor in determining time to reemployment.Originality/valueWhile there are numerous studies on the role emotions play in the workplace and in particular, the role of fear about potentially getting fired, there are few, if any, studies on the role of fear after losing a job. The authors feel this is a warranted area of study as fear can have both positive and negative responses. The authors also contend that a major diver of these fear responses is an individual's level of resilience, and this can be a significant predictor of the individual's time to reemployment.

What We Mean by the American Dream

This book invites us to question the American Dream. Did you earn what you have? Did everyone else? The American Dream is built on the idea that Americans end up roughly where we deserve to be in our working lives based on our efforts and abilities; in other words, the United States is supposed to be a meritocracy. When Americans think and talk about our lives, we grapple with this idea, asking how a person got to where he or she is and whether he or she earned it. This book tries to find out how we answer those questions. It investigates how we think about whether an individual deserves an opportunity, job, termination, paycheck, or fortune. The book looks into the fabric of American life to explore how various people, including dairy farmers, police officers, dancers, teachers, computer technicians, students, store clerks, the unemployed, homemakers, and even drug dealers got to where they are today and whether they earned it or not. The book's frank assessment of the state of the US workforce and its dreams allows the author to truly and meaningfully ask the question that underpins so many of our political debates and personal frustrations: Did you earn it? By doing so, the book sheds new light on what we mean by — and how we can deliver on — the American Dream of today.

Occupational Participation of Persons with Schizophrenia: Exploring Issues of Job-Termination in Supported-Employment

Occupational participation in a supported-employment is a rehabilitation strategy to improve both vocational and non-vocational domains of people with psychiatric disabilities, enabling them to access and/or re-enter employment. This study aims to identify the factors associated with unsatisfactory job-termination among the participants of supported-employment to inform future intervention. A cross-sectional survey was conducted on a group (with a diagnosis of schizophrenia) who participated in a supported-employment program in a large psychiatry institution in Malaysia. Within the first week of job termination, interviews were conducted with three subgroups independently - the participants, the employers and the hospital employment specialists, using the Job-Termination Interview. Factors linked to job-termination and job-accommodation were analysed using univariate and multivariate logistic regression.Key reasons for job termination were- poor job performance (n = 32; 47.1%), interpersonal issue (n = 31; 45.6%), medical illnesses (n = 30, 44.1%), incompatibilities between work-schedule and environment (n = 30; 44.1%), and job-dissatisfaction (n = 29, 42.6%). Key factor for sustaining job/ job-accommodation was “higher pay” (n = 4; 33.3%). Overall, an unsatisfactory trend of job terminations was observed where many (n = 53; 77.9%) quit their job without a ready job at hand. Unsatisfactory job-terminations were associated with three factors -(i). Enrolment in the Individual Placement-Support (IPS) (Adj. OR = 10.70, 95% CI 1.32-86.98, p = 0.012), (ii). Unstable medical issues (Adj. OR = 22.51, 95% CI 1.74-291.08, p = 0.003), (iii). Interpersonal issues (OR = 18.26, 95% CI: 2.24-149.15, p < 0.001).Most participants terminated their jobs in an unsatisfactory manner (77.9%). A high 63.2 percent quit their job without another ready-job at hand, while 14.7 percent were fired. Unsatisfactory job-endings were correlated to, poor job-performance, interpersonal problems and medical illnesses. Occupational re-entry intervention program must be tailored to the individual levels and needs, and be fully integrated within the clinical system to ensure job-person-environment fit, in order to improve job-experience and to lower unfavourable job terminations.

A TOP-DOWN APPROACH FOR THE MULTIPLE EXERCISES AND VALUATION OF EMPLOYEE STOCK OPTIONS

We propose a new framework to value employee stock options (ESOs) that capture multiple exercises of different quantities over time. We also model the ESO holder’s job termination risk and incorporate its impact on the payoffs of both vested and unvested ESOs. Numerical methods based on Fourier transform and finite differences are developed and implemented to solve the associated systems of PDEs. In addition, we introduce a new valuation method based on maturity randomization that yields analytic formulae for vested and unvested ESO costs. We examine the cost impact of job termination risk, exercise intensity and various contractual features.

Work Ability and Job Survival: Four-Year Follow-Up

Background: Employees with impaired work ability might be at higher risk of remaining shorter in the job than those with adequate work ability. The aim of the study was to establish whether work ability plays a role in job survival. Methods: Four-year follow-up (2008–2012) study of 1037 employees of a hospital in São Paulo, Brazil. Work ability was categorized as “adequate” or “impaired”. Employment status at the end of follow-up was categorized as active, resignation or dismissal. Survival analysis was performed using the Kaplan–Meier method and the Cox proportional-hazards model. Results: About 78.9% of the participants had adequate and 21.1% impaired work ability. Job survival was longer for the participants with adequate work ability independently from the type of job termination (p < 0.001). The odds of job termination were higher for the participants with impaired work ability (p < 0.001) who either resigned (hazard ratio—HR = 1.58) or were dismissed (HR = 1.68). Conclusion: Job survival was shorter for the employees with impaired work ability independently from the type of job termination. It was also shorter for the employees who were dismissed compared to those who resigned. Duration in the job might be extended through actions to enhance work ability.

Starting: Whoop ’N’ Ride

People usually turn to trucking when their other options run out because the training is brief and it’s easy to get hired. However, recruiters are dishonest and turnover rates are extremely high. For marginalized workers, the chance to work alone outweighs the low pay and inadequate training, but job termination is common.