The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI) in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.
In the work of a dentist there are many factors that affect the occupational risk. They cover the area of the human factor, work organization and technical area. The latter often determines the safety and ergonomics of the workplace. The purpose of this article is to identify occupational hazards in the work of a dentist, with particular emphasis on the technical area. The method used in the article is a survey supported by observation with elements of a direct interview. The research tool used in the article is a questionnaire in the form of a checklist.
Occupational accidents are among the most important issues of the agenda of working life in Turkey recently. Recently the causes and consequences of occupational accidents which are related to human, occupational and environmental factors have received great attention from the researchers but it has been paid little attention to focused on economic factors. The purpose of this paper is to make a contribution to redressing this gap by examining the relationship between fatal occupational accidents and economic development over the period of 1980 to 2012 for Turkey. In this context, bounds testing approach which is also known as autoregressive distributed lag model is performed. The results indicate the existence of positive relationship between gross domestic product per capita and fatal occupational accidents in the short-run while in the long run this turns out to be in a negative way via economic growth and changes in structure of the economy.
Research purpose. The job types might be potential determinants of subjective well-being (SWB), which is seldom investigated in the current literature. This article examines this relationship by collecting data from the Chinese Household Income Project in 2013 to explore this relationship.
Approach. In line with existing studies on SWB, we apply the ordered probit model and further estimate the effects of different job types on SWB.
Findings. This article demonstrates that individuals employed by Sino-foreign joint enterprises tend to have the lowest SWB. On the contrary, those employed by the public sector and private enterprises are more likely to acquire higher satisfaction.
Practical implications. To conclude, job types are closely linked with SWB and job types should be incorporated as a crucial factor when further analysing the SWB.
The high rate of job loss in most crude oil dependent countries, which may be attributed to the recent drop in the price of this commodity in international markets, has intensified the perception of threats associated with potential job loss among the employees who are still employed. Hence, perceived job insecurity, its associated outcome, coupled with how it can be mitigated has become a global phenomenon, which requires the attention of managers and practitioners alike. In this work, we built upon Hobfall’s conservation of resource theory (CRT) to present a research model that links employee’s self-efficacy and gender to the strength or weakness of the relationship between self-esteem and self-perceived job insecurity. Research data were collected from 153 randomly selected Nigerian Bank employees out of 217 drawn from a total population of 509. Based on the results from relevant statistical analysis, it is discovered that, while increase in self-esteem would lead to a significant decrease in job insecurity perception, such significant decrease is, however, not associated with self-efficacy and gender meaning that these variables are not moderators in the self-esteem/perceived job insecurity relationship. In line with these outcomes, we conclude by recommending that managers should focus on developing intervention strategies aimed at improving employee self-esteem with a view of reducing perceived job insecurity. In addition, important areas in need of future research were also identified.
The inherent benefits of an accident prevention program are generally known only after an accident has occurred. The purpose of implementation of the program is to minimize the number of accidents and cost of damages. Allocation of resources to implement accident prevention program is vital because it is difficult to estimate the extent of damage caused by an accident. Accurate fatal accident predictions can provide a meaningful data that can be used to implement accident prevention program in order to minimize the cost of accidents. This paper forecast the fatal accidents of factories in India by using Auto-Regressive Integrating Moving Average Method (ARIMA) model. Accident data for the available period 1980 to 2013 was collected from the Labour bureau, Government of India to analyze the long term forecasts. Different diagnostic tests are applied in order to check the adequacy of the fitted models. The results show that ARIMA (0, 0, 1) is suitable model for prediction of fatal injuries. The number of fatal accidents is forecasted for the period 2014 to 2019. These results suggest that the policy makers and the Indian labour ministry must focus attention toward increasing fatal accidents and try to find out the reasons. It is also an opportunity for the policy makers to develop policies which may help in minimizing the number fatal accidents.
Paul Jiménez, Borut Milfelner, Simona Šarotar Žižek and Anita Dunkl
Job insecurity is a serious stressor in the work environment, with negative work-related outcomes. The effects of job insecurity strongly depend on the country’s economic condition. The present study investigated the relationship among job insecurity, job satisfaction, and the intention to quit as well as possible mediating variables (resources/recovery and stress). The samples of 251 Slovene and 219 Austrian workers were analyzed. The data indicated that job insecurity is related to higher stress and intention to quit as well as to lower resources/recovery at the workplace. Stress is an important mediator in the relationship between resources/recovery and job satisfaction as well as intention to quit. These relationships were found in both samples.
There is an intrinsic link between the success of service firms and the availability of high-quality human resources, making employee attitudes and behaviors a critical concern for service organizations. This paper examines the role of generational differences in the relationship between person-environment fit, job satisfaction and work engagement in the tourism industry. The study was based on a group of 981 tourism employees in 15 localities in Poland. Data were collected through self-administered paper-based questionnaires. The hypothesized relationships were tested using a hierarchical regression analysis. This research revealed that Generation Y employees experienced lower job satisfaction, lower work engagement, and a lower degree of needs being met in the workplace than did their predecessors. It was also found that person-group fit was a stronger predictor of work attitudes for Millennials. The paper contributes to the ongoing debate on generational diversity in the workplace and its implication for human resources management. Specifically, in the service context, it adds a generational perspective of the person-environment fit influence on work-related attitudes.
The Knowledge Management (KM) has been defined as performing activites in discovering, capturing, sharing and applying knowledge in a more effective and effieicnt way. This study looks at only two such processes namely: capruring and sharing knowledge and their sub-processes. The purpose of this study is to conduct exploratory research to investigate the extent to which the sub-processes of knowledge capture and knowledge sharing of knowledge management impact the employee learning, adaptability, Job satisfaction and intention to stay on the job. This research was conducted using a purposive sample from financial services firms in Bangladesh. The sample consisted of 254 respondents from 23 different branches of eight commercial banks drawing from all levels of employees in the organizational hierarchy. The partial least squares (PLS) approach using Smart PLS has been used to test both the measurement and structural models. The findings of this study confirm that it is not the KM processes rather the sub-processes of KM process that can positively impact on employees' outcomes. This study involved self-administrated questionnaires and was open to all levels of staff and measured perceptions of the employees as opposed to actual behavior. This study suggests that employees' learning and adaptability depend on the usability and comfortability of the knowledge management initiatives undertaken by the management. Practitioners may employ the same experimental method using the instruments developed for this study to analyze the impact of the subprocesses of knowledge capture and knowledge sharing on employee outcomes. This study contributes to the existing literature of knowledge management that how the sub-processes of knowledge capture and knowledge sharing motivate employees to learn and adapt and how learning and adaptability contribute to job satisfaction and staying intention.
Adriana Grigorescu and Arina Mihaela Niculescu Diaconu
Along with joining the EU and with the desire to be compatible with the European labor market, flexicurity begins to penetrate gradually the Romanian labor market, becoming a topical concept, an economic and social recovery tool. In the simplest possible way, flexicurity can be defined as the compromise between flexibility and work safety. The flexicurity principle was born as a solution to the European dilemma: how to increase the competitiveness of European enterprises in global competition without sacrificing the European social model.
Although a gradual passage is attempted, the tradition of a profession inherited from one generation to another or a stable job still exists in the human resource mentality, but it no longer exists in the present society. The concept of flexicurity is relatively new, introduced in Europe in 2006, when the principles of flexicurity were developed, but they were implemented according to the economic specificity of each EU member state.
The purpose of this paper is to analyze the effects that EU accession has had on the Romanian labor market and the subsequent steps to harmonize Romania with the European Union requirements from the point of view of human resources management, flexicurity at the labor market.
In Romania, the flexicurity balance is balanced, in the sense that the trade unions support a broader level of security, and the employers tend to a greater degree of flexibility.
In conclusion, the Romanian labor market to develop a high degree of flexicurity must aim at increasing employment and reducing long-term unemployment, promoting workplace security and reducing the rigidity of labor law, especially in case of voluntary dissolution of firms, or of collective redundancies. In addition, the flexibility of collective and individual work contracts is also sought.