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Health particularities of the employees of clothing factories

Abstract

We present the particularities of the morbidity with temporary labor incapacity (TLI) of the employees of confection factories during the years 2011 - 2017. We placed emphasis on the risk factors affecting the health of the employees. It is an established fact that the main risk factors are unfavorable microclimate, vibration, dust, noise, and others. Morbidity with TLI according to frequency index (IFc) has practically a constant character. The highest level of IFc was registered in 2013, reaching 93.3 cases per 100 workers, while the severity index being oscillatory in nature constituted 1311.2 days in 100 workers in the same year. Both indices have shown a growth trend towards the end of 2017. The average duration of a case remained at the same level of 13-14 days. There were also particularities of morbidity based on gender, profession, etc. The data obtained can be the basis for the elaboration of the prophylaxis measures.

Open access
Chinese Paternalistic Leadership and Leadership Effectiveness in Textile Industry

Abstract

The textile industry at one time, used to be one of the key industries in the economic development of Taiwan. Nevertheless, this labour- and time-intensive activity resulted in those employed in the industry not being able to devote adequate attention to both the family and business, that resulted in the enterprises being shipped out to other parts of labour-intensive Southeast Asia. This study aims to discuss the correlations between Chinese paternalistic leadership and organisational commitment, leadership effectiveness in the textile industry, and understanding the effects of supervisor–subordinate guanxi . Using quantitative questionnaire surveys, the supervisors and employees in 398 textile-related businesses in Taiwan, including 137 textile factories, 98 dyeing and finishing factories and 153 clothing factories, are studied. After applying hierarchical regression analysis to analysing the data, it is found that moral and benevolent leadership do not enforce as much obedience and performance as authoritarian leadership does. Instead, their loyalties are based on the “heart” of the employees to enhance their commitment to the organisation, by which the supervisor–subordinate guanxi could effectively adjust strong-arm leadership and the attitude of the employees. Therefore, it is suggested that Chinese supervisors should adopt benevolent leadership, maintain favourable guanxi with the employees, and improve the work atmosphere.

Open access