Qualitative Investigation into the Mental Health of Healthcare Workers in Japan during the COVID-19 Pandemic

The COVID-19 pandemic has negatively impacted the mental health of healthcare workers in many countries including Japan. While many survey-based findings have reported the serious state of their wellbeing among healthcare workers, the first-hand experience of the mental health and coping in this population remains to be evaluated. Accordingly, this study aimed to appraise them using constructionist thematic analysis on semi-structured interviews attended by a purposive and snowball sample of 24 healthcare workers in Japan conducted in December 2020–January 2021. Four themes were identified: (1) increased stress and loneliness, (2) reduced coping strategies, (3) communication and acknowledgement as a mental health resource, and (4) understanding of self-care. Participants noted that the characteristics of Japanese work culture such as long hours, collectivism and hatarakigai (i.e., meaning in work) to explain these themes. These findings suggest that robust support at an organizational and individual level, capturing intrinsic values, are particularly important for this key workforce to cope with increased stress and loneliness, leading to better patient care.

What Are the Common Themes of Physician Resilience? A Meta-Synthesis of Qualitative Studies

In the practice of medicine, resilience has gained attention as on of the ways to address burnout. Qualitative studies have explored the concept of physician resilience in several contexts. However, individual qualitative studies have limited generalizability, making it difficult to understand the resilience concept in a wider context. This study aims to develop a concept of resilience in the context of physicians’ experience through a meta-synthesis of relevant qualitative studies. Using a predetermined search strategy, we identified nine qualitative studies among 450 participants that reported themes of resilience in developed and developing countries, various specialties, and stages of training. We utilized the meta-ethnography method to generate themes and a line-of-argument synthesis. We identified six key themes of resilience: tenacity, resources, reflective ability, coping skills, control, and growth. The line-of-argument synthesis identified resilient physicians as individuals who are determined in their undertakings, have control in their professional lives, reflect on adversity, utilize adaptive coping strategies, and believe that adversity provides an opportunity for growth. Resilient physicians are supported by individual and organizational resources that include nurturing work culture, teamwork, and support from the medical community and at home. Our findings suggest that resilience in physicians is dynamic and must be supported not only by physician-directed interventions but also by organization-directed interventions.

Augment Human Resource Proximity Plumbing Cybernation

The expeditious proliferation of artificial intelligence in the mainstream has rejigged the simplest processes of the various sectors in the most efficient way. With the advent of the era of cybernation, the work culture has been curbed with the timely developments and upgradation of the technology. Cybernation has propelled the growth of every respective sector of the vast corporate diaspora with time. The main aim of the cybernation being that of smoothening the complex, bulk tasks which exploit mass human energy, has seen much success in its purpose so far. But certain domains of the corporate diaspora still await the technological transformation of their respective processes. One such prominent domain and the real fuel of the corporate diaspora, the human resource has yet to expand its purview to imbibe and imbue cybernation in its certain processes. Human resource domain being the custodian of the corporate, wherein it is for the people and by the people though with the niche of Industry 4.0 beholds more space to expand the angle of understanding the term resource for the human, than human as an element of resource in itself. Multifarious human resource processes can be enhanced further with apt utility of digitization in order to optimize the user interface and user experience, boosting the overall employee experience amidst the corporate. Several certain customary functions of the human resources entail the adaptation of automation in more nuanced way to evolve parallel with the digitalization. Moreover, the millennial era further looks up to a transformed human resource with higher echelons of functions to be performed, digitally evolved jobs, an automated work environment, work culture well acquainted with the artificial intelligence. The effect of cybernation on the business acumen of futuristic human resource leaders, working in the rapid concurrent era of disruptions, without losing the human touch, will carve the future human resource structure. Therefore, the intent of this chapter is to study the detailed implications of automation, digitalization, and cybernation in the domain of human resources and to study and examine the dynamically changing HR functions with technological interventions and disruptions by proposing a literature review.

A STUDY ON DOMESTIC INSTITUTIONAL INVESTMENTS AND ITS IMPACT ON MEJOR SECTORS OF ECONOMY

India is a developing economy, which has undergone a series of developmental events in last two years. Covid -19 Pandemic has created a lot of challenges across various sectors of the economy. Major sectors of the economy has underwent a series of changes during this phase. IT industries adopted work from home as a long-term cost cutting strategy bringing in necessary changes in work culture. The government has also made all the possible efforts to keep up the phase of development in spite of the challenges posed by the pandemic. Pandemic gave a new dimension to the Indian stock market as many DII & FII became active leading to the further growth of the market in spite of the pandemic.The paper attempts to identify Impact of DIII in the Indian Stock Market. An attempt is made to study the relationship between Selected Nifty Indices movements, DII Inflow/Outflow, by evaluating their investments in equity, Debt and Future& Options segments by applying Statistical Tools. Thus,overall impact of these Players on the Stock Market & Economy is studied. Paper concludes suggesting the measures to identify the major players and empower them as it is necessary tobuild future developing India.

AN IMPACT ON QUALITY RELATED TO WORK LIFE AND ITS EFFECT ON EMPLOYEE PRODUCTIVITY DURING COVID-19

In highly globalized and competitive society, the work culture of the organization is much stressful due to the requirement of the highest level of performance for the sustenance in the market. The stack- holders (employees, employers, client’s customers, and consumers) increase productivity in organization when there is an excessive expectation which takes into the count of professional’s physical and mental well-being. Clear-cut of an equitable balance is better in work and life. Productive HR and Operations activities help the employees to work in addition which help them to not abandon their personal life. When there is an optimum productivity, minimum staff turnover, depletion in absenteeism and talent optimization then the organization would be in beneficial. In the Month of December 2019 due to Covid-19 virus attack there was a stressful time on the earth and it paralysed the social and economic development of the Earth. The professionals today are in the Covid-19 ERA. Latterly, Before COVID-19 ERA professionals were extremely well recognized and were in high demand. As there is rapidly new-fangled pandemic situation, Demand and supply chain and Job opportunity has totally collapsed. Individual started living their lives in the big threats. Purpose: To examine employee productivity during Covid 19 associated with the quality related to work life. Design/Methodology – In a context, a survey method was to analyse the efficacy and the quality related to work life in the COVID-19 which was used to furnish an outline of concept about the work life and its quality to efficacy during the COVID-19 period in India. Employee answered the question related to the productivity of employee and quality of work life and questions pertaining to culture, and different associated dimensions of quality of services. Finding – The Endowment of work-life program was neither properly implement nor discussed in firms. As far as the employee job satisfaction was concerned, the work-life increases the level of job satisfaction. The endowment of work-life brings the very positivechanges in the productivity of the firm. A model for QWL dimensions was proposed in this paper. Research Limitations/ implementation – The finding is based on the fact provided by the respondent at a specific time window of the study with limited respondent and sample is also convenient in my study and it has been not interpreted as observable .Practical implications - Now days the industry is becoming more competitive more ICT managed and technologically -driven and grater employee competence and quality of work culture will be required for many industries to survive.

Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

This study aims to determine the effect of organizational culture on employee performance, leadership style on employee performance, work motivation on employee performance, organizational culture on work motivation, leadership style on work motivation, organizational culture on employee performance through work motivation and determine the effect of leadership style and organizational culture on employee performance through work motivation. The research was conducted at PT. Kereta Commuter Indonesia involves 122 employees of the company. Data analysis using path analysis. The results showed that organizational culture variables affect employee performance, leadership style affects employee performance, motivation affects employee performance, organizational culture affects motivation, leadership style affects motivation. Organizational culture on employee performance is 0.564. The influence of organizational culture on performance through motivation is 0.697 x 0.865 = 0.603. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening. The direct influence of organizational work culture on employee performance is 0.657. In contrast, the influence of work organizational culture on employee performance through motivation is 0.782 x 0.865 = 0.676. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

The Social and Health Impact of Accidents at Work: The Analysis of the Italian Case

The months of a gradual exit from the pandemic show some significant data and phenomena regarding the phenomenon of accidents at work and occupational diseases. The Italian figure highlights a recovery in injuries and illnesses, but also in the impact of new risk factors deriving from the digitalization of work, which grew with smart working during the pandemic. At the same time, the new organizational models highlight the increased risk of work-related stress diseases. The Italian situation makes clear the need to intervene on the issue of organizational well-being and welfare, to limit the negative impact of risk factors associated with this economic system on society and the health system through a new work culture.

Data-driven news work culture: Reconciling tensions in epistemic values and practices of news journalism

This study investigates the epistemological implications of the appropriation of audience analytics in a data-driven news culture. Focussing on two central aspects of epistemology, epistemic value and epistemic practices, we ask two overall questions (1) How are audience metrics balanced and reconciled in relation to other standards in the justification of news as valuable knowledge? How are different practices of research and presentation, truth-seeking and truth-telling, prioritized in a news organization marked as a data-driven news work culture? The study presents a case study of a Scandinavian legacy news publisher that has pursued the embracing of a data-driven news work culture. It is based on a qualitative multi-method approach. The findings show how metrics are used as a superior standard in deciding on the epistemic value of news. This is expressed in strategies, guidelines and discussions in the newsroom, and put into practice in coaching, evaluations and rewarding of the performance of individual journalists. In the everyday news production, metrics are reconciled in relation to independent standards in journalism, related to the claims of news journalism to provide relevant and verified public knowledge about current events. Moreover, the study shows how the embracement of metrics radicalizes the focus on presentation, packaging and timing in the optimization of news material and in the valuing of professional practices. Efforts in research and truth seeking are more seldom explicitly valued. The work of fulfilling reasonable truth claims is mainly taken for granted.

PERFORMANCE OF HUMAN RESOURCES DEVELOPMENT AGENCY (BPSDM) OF SOUTHEAST SULAWESI PROVINCE

This study intends to analyze the impact of work culture and job satisfaction on employee performance at BPSDM Southeast Sulawesi Province. This type of research is explanatory research, with a total sample of 47 respondents. The sample size was determined based on the slovin method, the sampling technique was carried out directly. Data was taken using a questionnaire with a Likert scale. Analysis of the data by descriptive and multiple linear regression. The results of the research prove that work culture has a positive effect on employee performance with a significance number of 0, 000 and t is 43, 757 with a coefficient of 0, 74. Job satisfaction has a positive effect on employee performance with a significance number of 0, 000 and t is 82, 629 and a coefficient of 0, 93. Based on the results of data analysis, it is concluded that work culture and job satisfaction greatly affect employee performance. This shows that the two variables, both work culture and job satisfaction, have been tested to significantly affect employee performance.AbstrakPenelitian ini bermaksud untuk menganalisa akibat aspek budaya kerja serta kepuasan kerja terhadap kinerja pegawai di BPSDM Provinsi Sulawesi Tenggara. Tipe penelitian merupakan eksplanatory research, dengan jumlah sampel sebesar 47 responden. Besar sampel didetetapkan berdasarkan pada metode slovin, teknik penarikan sampel dilakukan secara langsung. Data diambil menggunakan angket dengan skala likert. Analisa data dengan cara deskriptif serta regresi linier berganda. Hasil riset membuktikan kalau budaya kerja mempengaruhi positif terhadap kemampuan pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 43, 757 dengan angka koefisien 0, 74. Kepuasan kerja mempengaruhi positif terhadap kinerja pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 82, 629 serta angka koefisien 0, 93. Berdasarkan pada hasil analisa data, disimpulkan kalau budaya kerja serta kepuasan kerja sangat mempengaruhi kinerja pegawai. Hal ini menunjukkan bahwa kedua variable tersebut, baik budaya kerja maupun kepuasan kerja teruji secara sognifikan mempengaruhi kinerja pegawai.

Pengaruh Lingkungan Kerja, Koordinasi, dan Budaya Kerja terhadap Efektivitas Kerja Pegawai di Era Pandemi

This study was conducted to determine the effect of the work environment, coordination, and work culture on the effectiveness of employees' work in the era of the COVID-19 pandemic at the Yogyakarta Special Region of Youth and Sports Education. The method used in this study is a quantitative method with a sample of 95 respondents. Based on the multiple linear analysis method, it was found that the work environment has no significant effect on work effectiveness because the t-count value is 1.577 < 1.986, the decision shows that the work environment is not always importantto improve the quality of employee performance. Coordination has a positive effect on work effectiveness with a t value of 2.807 > 1.986. Work culture has a positive effect on the effectiveness of employees' work as evidenced by the t value of 5.988 > 1.986. Simultaneously work environment, coordination, and work culture have a significant positive effect on employee work effectiveness with Fcount of 81.861 > 0.020.