Further Training for Older Workers: A Solution for an Ageing Labour Force?

The employment prospects of older workers in Germany are widely endangered because of age discrimination. The main indicator concerning recruitment is that from the age of 45 on the difficulties in finding a new job rise extraordinarily and, accordingly, the duration of unemployment rises. Concerning further training, there is a lack of participation by older workers in vocational training and, additionally, they face numerous risks in the deterioration of their skills. Given the long-term implications of the aging labor force, employers must adapt their approaches to recruiting and training older workers to prevent a further loss of skills and knowhow. A comprehensive strategy for integrating older workers and overcoming age barriers in employment is required. To promote recruitment, job-placement programs should be linked more closely to companies and public programs should be targeted to older unemployed workers. To promote further training of older workers, the workplace needs to create a learning environment, introduce a greater variety of tasks, and develop training schemes.

Although persons with disabilities are underrepresented in the workforce, a substantial portion of adults with disabilities does work. Job satisfaction, an important predictor of productivity, job tenure, and absenteeism, may be influenced by a unique set of personal and organizational factors for persons with disabilities. Using data from the 2015 Kessler Foundation National Employment and Disability Survey (KFNEDS), we examine personal and organizational predictors of job satisfaction for American workers with disabilities. Findings from the study suggest that educational attainment, perceived pay disparities, and supervisor attitudes are associated with job satisfaction for workers with disabilities. Coworker attitudes were not associated with job satisfaction for this population.

The Agricultural sector plays an important role in underpinning the economic development of a country. The study attempts to evaluate job satisfaction of workers in different agricultural organizations in the country. The focus of the study is the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also attempts to measure the impacts of the agricultural organization type, policies and culture on the attitudes towards job satisfaction. It is instructive to note that the overall job satisfaction of the agricultural sector is at unimpressive level. The study revealed that salary fringe benefits, motivation packages, accessibility to credits/loans and co-worker relation and availability of right tools to work with were most important factors contributing to job satisfaction. This paper highlighted some of these problems and presented a picture of level of job satisfaction among employees of agricultural sector and attempts to present a comprehensive diagnosis of job satisfaction indices of agricultural sector, the factors causing the dissatisfaction and suggestions to improve them. The study further revealed that job security, recognition and reward, compensation, salary and workers opinion were key factors to be considered by employers in improving job satisfaction of agricultural workers in Ghana.

Despite the fact that manufacturing is essential to global economies, the nature of the work usually causes emotional, mental, and physical stress for employees. Given the high demands of the sector, employee welfare measures are crucial for ensuring worker well-being and job satisfaction. This study looks at the relationship between work satisfaction and employee welfare measures in manufacturing businesses to better understand how various welfare initiatives could improve organizational performance, reduce turnover, and promote employee satisfaction. The study highlights how comprehensive welfare policies affect workers' job satisfaction by examining the functions of work-life balance, financial benefits, professional growth possibilities, social security, and health and safety initiatives. The results of the study show that employee welfare programs are crucial to establishing a positive work environment.

The purpose of this research is to investigate the job satisfaction of social workers in welfare facilities for the disabled. For the study, social work- ers of welfare facilities for the disabled in Daejeon-si were surveyed from the 10 th of April to the 22 nd of June, 2015. SPSS WIN 18.0 and Amos 21.0 pro- grams were used to conduct t-test, one-way analysis of variance, confirmatory factor analysis and structural equation process at a significance level of 5%. As a result, the job satisfaction of social workers in welfare facilities for the disa- bled varied significantly with their marriage status and educational level. The study showed that social workers who are unmarried and have the lowest edu- cational level of university graduation tend to have high job satisfaction. The implication of this study is that it provides the fundamental information for pol- icies, which can enhance the job satisfaction of social workers in welfare facili- ties for the disabled.

The backdrop to this inquiry into the relationship between worker job satisfaction and workplace representation in European nations is twofold. The first is that the bulk of research has focused on union membership and job satisfaction in Anglophone nations with their very different industrial relations systems and bargaining arrangements. The second and more immediate context is the dramatic shift from negative to positive in the association between union membership and job satisfaction (inter al.) observed in the most recent literature. Using data on 28 European nations from the last two waves of the European Working Conditions Survey, however, we report that workers in establishments with formal workplace representation record lower job satisfaction than their counterparts in plants without such representation. These findings of conditional correlation are then upgraded by constructing a pseudo‐panel with cohort fixed effects to take account of unobserved worker heterogeneity. First‐difference estimates suggest that the negative relationship between worker representation and job satisfaction found in cross section continues to hold. Next, an endogenous treatment effects model is deployed to address the possible endogeneity of worker representation. The results are supportive of a causal negative relationship between job satisfaction and worker representation. One interpretation of our findings is that in the matter of the association between unions and job satisfaction the jury is still out.

PurposeThe purpose of this paper is to analyse the effect of job satisfaction on the intended retirement age of self‐employed and organisationally‐employed white‐collar professionals. The analysis also examines potential boundary conditions imposed by other domains of life for the applicability of this relationship.Design/methodology/approachThe study employs ordered probit regressions to analyse primary survey data comprising 1,262 Finnish white‐collar professionals.FindingsThe econometric results suggest that job satisfaction is a significant determinant of the intention to retire later and thus prolong a career. The analysis does not find a difference in the effect of job satisfaction between salary earners and self‐employed individuals. However, the analysis finds that other domains of life influence how job satisfaction affects retirement‐age intentions, and that these influences differ between self‐employed and salaried respondents.Practical implicationsThe findings imply that developing measures to improve the job satisfaction of (highly educated) older workers is an alternative to the widely debated regulatory approach of prolonging working careers by increasing the statutory retirement age. The principal limitation is the focus on white‐collar professionals in a single country.Originality/valueThis is the first empirical comparison of the effect of job satisfaction on the intended retirement age between salary earners and self‐employed individuals. It is also the first examination of the effect of job satisfaction on retirement intentions or behaviour that accounts for the effects of other domains of life satisfaction.

The present study is an attempt to measure overall job satisfaction of industrial workers, to identify some determinants of job satisfaction, and to evaluate the perceived importance of job facets to their overall job satisfaction. The study was conducted on 1560 workers selected randomly from four jute industires in Bangladesh. The results indicate that the statisfaction variables are not unidirectional in their effects. Job facets can be sources of both satisfaction and dissatisfaction. Overall job satisfaction of industrial workers seems to be influenced by the satisfaction with job facets and personal life, and the degree of satisfaction appears to depend on the satisfaction with the number of job facets as well as their perceived importance.

Background. The success of a medical organization, as well as the quality of medical services to patients, depends on the satisfaction of medical workers. This is due to the fact that job satisfaction is one of the key factors influencing motivation, the psychological climate in the team, labor efficiency, and employee loyalty. The presence of rumination in healthcare teams may lead to decreased job satisfaction. On the one hand, conflicts can contribute to the development of communication between employees, on the other hand, they can worsen relationships. The purpose is to study the influence of teamwork on the job satisfaction of healthcare workers. Methods. 86 medical workers took part in the training, including doctors, nursing and junior medical staff. To study job satisfaction and violations with its indicators, the methods “Attitude of employees of a medical organization to patient safety” (SAQ) (J. Sexton et al., Russian version by K.N. Tsaranov et al.) and “Methodology for studying the integrity of labor” (N.P. Fetiskin, V.V. Kozlov, G.M. To study a person’s predisposition to conflict behavior, the “Type of Behavior in Conflict” technique (Thomas-Kilmann Test) was used. Statistical study was carried out using Mann-Whitney tests, Spearman correlation analysis and regression analysis. Results. The majority of representatives of the world market are satisfied with their activities; they prefer such styles of behavior in conflict as cooperation and flight. For health workers, choosing unconstructive solutions to resolve conflict are prerequisites for ensuring job satisfaction in good working conditions. For medical developers choosing constructive solutions, conflict resolution requires that job satisfaction conditions be achieved, which are negotiated with department-level management. Conclusion. Increasing the job satisfaction of healthcare workers is an important aspect for ensuring high-quality and efficient healthcare delivery to patients, as well as reducing work-related consequences. It is necessary to provide employees with working conditions that meet their requirements, provide opportunities for professional growth and training, as well as support and understanding from management and the team.

Purpose– There is a growing body of comparative research examining country differences in job satisfaction and its determinants. However, existing research cannot explain similarities in job satisfaction levels across very different countries, nor can it explain the differences between seemingly similar countries. Moreover, there has been no significant research conducted to date that has examined the country-level contextual conditions that are poised to impact worker satisfaction and its determinants. The paper aims to discuss these issues.Design/methodology/approach– In this research, the author address this existing gap in the academic literature on job satisfaction by using non-panel longitudinal data from the International Social Survey Program (Work Orientations I, II, and III: 1989, 1997, and 2005) to examine cross-national differences in job satisfaction and its determinants. The author compare and combine previous international political economy theoretical work and hierarchical linear modeling (HLM) to examine global macro-level variables and their impact on worker satisfaction cross-nationally.Findings– Study results demonstrate that both intrinsic and extrinsic work characteristics strongly impact worker job satisfaction. Furthermore, country by country regression and HLM results suggest that there are important country differences in both the perceived importance of various work characteristics and workers’ self-report experiences with both intrinsic and extrinsic work characteristics.Research limitations/implications– To get a clearer picture in the HLM analysis as to the full impact of these various country-contextual impacts on differences in perceived job characteristics and worker satisfaction, future research needs to examine a greater number and wider variety of countries, while exploring other theoretically relevant country-level variables that may help to explore country-level differences from these various cross-national theoretical frameworks. Additionally, a more diverse and greater number of participating countries would also potentially help in achieving levels of significance in the level-2 covariates in the HLM models.Practical implications– Due to the fact the worker job satisfaction impacts firm performance and various measures of worker well-being, firms (regardless of economic sector or private/public status) need to be cognizant of these differences and unique challenges and work to tailor management philosophy and policy to create a unique work atmosphere that will benefit the interests of both the employer and the employee, as well as society at large.Originality/value– While the nature of work has changed dramatically in the post-war era in response to economic shifts and an increasingly global economy, particularly over the past two decades, this paper examines the previously unexamined country-level contextual and global macro-historical variables driving differences in work quality and perceived worker satisfaction.

Based on the analysis results that can further enhance organizational satisfaction and response to changes in the employment environment of cosmetic employees and workers through organizational commitment and turnover intention of cosmetic. This research paper empirically analyzed changes in employment environment due to coronavirus disease-19 (COVID-19) pandemic and 4th industrial revolution and the effect of employees and job satisfaction on turnover intention in the cosmetic industry, and sought measures necessary for conflict management in industrial sites. A self-report questionnaire was conducted on 508 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process. Changes in the employment environment were found to have a significant effect on job satisfaction (t=-11.728, p < 0.05). Changes in the employment environment were found to have a significant effect on organizational commitment, which is a dependent variable (t=-9.476, p < 0.05). Changes in the employment environment and job satisfaction were found to have a significant effect on organizational commitment, and this regression model was found to be statistically significant (F=67.703, p < 0.05). Job satisfaction showed a significant positive (+) effect on organizational commitment rather than the employment environment (t=6.235, p < 0.05). As a result, it was found that the organizational commitment and job satisfaction of cosmetic employees and workers affected their turnover intentions due to changes in the employment environment due to the 4th industrial revolution and the COVID-19 pandemic. This study focused on the relationship between employment environment changes in the cosmetic industry due to the recent 4th industrial revolution and the COVID-19 pandemic, and the effects of job satisfaction and organizational commitment of cosmetic employees on turnover intention. Based on the results of the analysis that can further increase the organizational commitment and search for job satisfaction of cosmetic employers and workers, we intend to establish the identity of cosmetic industry organizations nationwide and raise community awareness. This study will help the development and growth of the cosmetic industry by providing basic data that can be reborn as a better cosmetic service organization.

Health workers who are working in the front line during pandemic are vulnerable to mental health problems such as anxiety, which can affect their job satisfaction negatively. This study aims to determine the job satisfaction and anxiety levels of workers working in COVID-19 diagnostic centers during the pandemic. The sample comprised of 184 biologists working in 17 diagnostic centers. A total of a 52 item questionnaire was applied to the employees consisting of questions about their demographic information, satisfaction level, and anxiety level. The data were analyzed with SPSS v.22.0. Nonparametric tests (i.e., Mann Withney U Test and Kruskal Wallis Test) were used to determine the statistical significance of the comparative analysis results. Spearman correlation coefficient was used in the correlation analysis of job satisfaction and anxiety levels. Statistical significance was evaluated at p&amp;lt;0.05 level. The reliability of the scales was assessed through the Cronbach alpha coefficient. The average age of the participants was 27.11±4.01. Most of the participants were women (71.7%), and 47.8% had a master’s degree. 89% of participants voluntarily started this work during the pandemic process. 94.6% stated that they were committed to their profession, and 77.7% indicated that they were very suitable for the profession. The anxiety level of the participants was found as average (mean=3.74±5.76). Gender and working hours affected the anxiety level. The anxiety level of women (4.31±6.02) was significantly higher than men (2.29±4.81) (p=0,002). The highest anxiety level was in those who worked at the 4-12 pm shift (4.45±6.18). On the other hand, there was no statistically significant difference in anxiety levels according to education level, marital status, and working experience (p&amp;gt;0.05). The average job satisfaction of the participants was 4.18±0.61. Committed employees had higher job satisfaction levels (4.20±0.61) than others (3.81±0.54) (p=0.026). The study showed that although health workers work at high-risk units, the commitment to their job and being a volunteer for the job are very important to keep their anxiety levels lower and job satisfaction levels high.

Purpose – Taking into account the social / political influence theory, it is aimed to reveal the regulatory role of the foreman's political ability in the conflict between women working in the textile sector with their foremen. Design/methodology/approach – Research, data of 478 working women and 125 foreman were obtained through face-to-face survey method. The hypotheses included in the study were tested with Process and HLM (Hierarchical Linear Modeling) applications since the collected data has a hierarchical and bilateral structure. Findings – As a result of the analysis, it was revealed that the interpersonal conflict that women workers working in textile companies operating in Bursa have with their foreman has a negative effect on job satisfaction of women workers. On the other hand, it was determined that the political ability of the foreman perceived by female workers had a statistically significant and positive effect on the job satisfaction of female workers, while the political ability perceived by the foreman himself did not have a direct meaningful effect on the job satisfaction of female workers. Moreover, it has been found that the political ability of the foreman assessed by female laborers and the foreman himself has a regulatory role in this relationship. Discussion – It has been revealed that the political faculty factor has a buffering role on negative job satisfaction resulting from interpersonal conflicts between organizations and subordinate. For this reason, political competence factor should be taken into consideration in business life.

Job satisfaction is an emerging indicator for measuring workers' occupational well-being; however, this has been poorly studied in managers. We aimed to explore job satisfaction between managers and employees and assess its factors. Data from Wittyfit's users were collected between January 2018 and February 2020. Volunteers anonymously provided their sociodemographic profile, their sense of job satisfaction, and their psychosocial feelings (ambiance, meaning, organization, recognition, values, work-life balance). Data of 10,484 employees and 836 managers were collected. Job satisfaction was higher in managers than employees. All psychosocial factors had an impact on job satisfaction in workers. There was a higher prevalence of satisfied managers than employees. Managerial position and other sociodemographic variables influenced this prevalence. Managers seem to be more satisfied than employees. Psychosocial and sociodemographic factors can influence workers' job satisfaction.

With the gradual impact of globalization, the number of the foreign students in Korea is increasing. Chinese students have always been the first in the number among the foreign students in Korea. Most Chinese students do arbeit while studying in Korea. However, there is a lack of research on student workers in Korea and expecially on how the support of universities, which is a major sponsoring organ- ization of foreign students, affects their psychological well-being (Cho et al., 2015). Moreover, studies on the psychological well-being and job satisfaction of student workers are also insufficient. Thus, this study aims to investigate the relationship among ethnic identity behavior (home country media use), school belonging, psychologic wellbeing and job satisfaction among Chinese student workers in Korea. Based on the regression analysis for 158 Chinese student workers, we got the following results. First, Chinese student workers’ ethnic identity behavior (home country media use) and school belonging sig- nificantly influenced their psychologic wellbeing. Second, ethnic identity behavior was found to moderate the relationship between school belonging and psychological wellbeing. More specifically, the influence of school belonging on psychological wellbeing was higher among those who used home country media less than those who used the media more. This finding was contradict to our hypothesis. This is because the effect of ethnic identity behavior on psychological well-being is much smaller than that of school belonging (β=.513, P&lt;.001) among Chinese students although ethnic identity behavior has a positive effect on psychological well-being (β=.254, P&lt;.001), Thus, it is more advantageous to reduce ethnic identity behavior for psychological well-being in terms of the interaction between school belonging and ethnic identity behavior. These results can be attributed to a special intercultural setting. In other words, in- tegration strategy that embraces both home and host culture is more desirable for psychological well-being than segregation strategy which insists only home culture (Berry, 1980). Finally, psychological wellbeing was found to mediate the relationship between school belonging and job satisfaction as well as between ethnic identity behavior (home country media use) and job satisfaction. This means that in order to increase the job satisfaction of foreign student workers, it is necessary to maintain psychological well-be- ing by promoting the sense of school belonging and ethnic identity behavior. Theoretical and managerial implications for organizational and school practices are discussed at the end. Specifically, in order to improve the psychological well-being of international student workers, it is necessary to support con- venient use of smart phones or computers for better use of the media in their home countries. Moreover, language training, cross-cultural training, international festivals and Buddy programs (mentoring pro- grams in which Korean students help foreign students) are necessary to increase the sense of school belonging among international students. In addition, companies that employ foreign student workers could increase their job satisfaction by promoting their psychological well-being through psychological counsel- ing or mentoring programs.