Sustainable work for health and job longevity

While improved public health in groups with high or middle socioeconomic status (e.g. educational level) permits many to work for more years, the gap is widening for less advantaged groups, such as those with only compulsory level education. Within manual jobs, individual health status and the challenges of physical demands exceed the physical capacity of many middle-aged, and with a low bargaining power, constitute major threats to job longevity. Artificial intelligence and digitization are also rapidly transforming the labour market, especially for low-mid grade (level) white-collar workers. Young workers often have insecure job contracts, while older workers may have a permanent position but have a fear of leaving a safe position for a new one, and ultimately may be forced to leave their job when they are unable to meet the demands. Current economic incentives to prolong working life – often combined with more restrictive unemployment and disability benefits – may overall increase work participation but may also decrease sustainability in the more disadvantaged part of the labour market. Recent research suggests that unemployment is the most important factor behind lost working years among workers with less education, and that primary prevention focused on the work environment rather than individual health promotion (lifestyle habits), will enhance sustainability together with inclusive welfare systems. Resilience, or reduced vulnerability, in the workforce on a macro- and workplace level can be achieved by well-established societal measures.

Differences In Work-Related Values Between The Mexican-American And Anglo-American Accounting Professionals

<p class="MsoNormal" style="text-justify: inter-ideograph; text-align: justify; margin: 0in 37.2pt 0pt 0.5in;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This study examines differences in job satisfaction work-related values between the Mexican-American and Anglo-American Accounting Professionals.<span style="mso-spacerun: yes;">&nbsp; </span>Survey instruments were sent to accounting alumnae of two universities: (1) a primarily Mexican-American university and (2) a primarily Anglo-American university.<span style="mso-spacerun: yes;">&nbsp; </span>Factor analysis and logistic regression were performed.<span style="mso-spacerun: yes;">&nbsp; </span>When analyzing between groups, the findings indicated that while Mexican-American respondents are less satisfied with compensation, benefits and supervisors, they have greater overall job satisfaction than the Anglo-American respondents<span style="color: maroon;">.</span><span style="mso-spacerun: yes;">&nbsp; </span>These results are also statistically significant when the two groups are compared by gender and age.<span style="mso-spacerun: yes;">&nbsp; </span>However, within group the results indicated that Anglo-Americans females are more satisfied with benefits and coworkers than their male counterparts; whereas there is no significant difference within the Mexican-American group by gender.<span style="mso-spacerun: yes;">&nbsp; </span>One explanation is that the Mexican-Culture includes values such as loyalty to one&rsquo;s employer and appreciation for job longevity, whereas Anglo-American has a greater appreciation for job mobility. </span></span></p>

Determinants Of Job Satisfaction And Retention Of Mexican-American Accounting Professionals

<p class="MsoNormal" style="text-align: justify; margin: 0in 34.2pt 0pt 0.5in;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This study examines differences in work-related values (e.g., compensation, coworkers, and supervisors) between the Mexican-American and the Non-Hispanic White Accounting Professional. Using a survey research design, questionnaires are sent to accounting alumnae of two universities: (1) a primarily Mexican-American public university and (2) a primarily Non-Hispanic White private college. Tests indicate that while Mexican-American respondents are less satisfied with compensation, benefits, and supervisors, they have greater overall job satisfaction than the Non-Hispanic White respondent. This result is also statistically significant when the two groups are compared by gender and age. One explanation is that the Mexican-American culture includes values such as loyalty to one&rsquo;s employer and job longevity that are not as appreciated by Non-Hispanic Whites. </span></span></p>

Phamacists’ Inter-Gender Differences in Behavior and Opinions: Is work Input an Important Mediator?

Objective: Identify and assess inter-gender differences in pharmacists’ behavior and perceptions while controlling for number of hours worked. Design: Every respondent is classified into two independent categories: gender and work input. Behavior and opinion variables are studied. Behavior variables measure who the pharmacist is and what he/she does; opinion variables measure perceptions related to satisfaction with his/her professional life. Setting: Survey questionnaire mailed to 5,000 registered pharmacists throughout the U.S. in 2004. Results: Compared to their male counterparts, female pharmacists are younger, possess less experience and job longevity, and earn lower levels of income and wage rates. These patterns are observed in every work-input category. Systematic variation in behavior variables by work-input category is more common within men than within women. Practitioners respond more positively toward job-specific than toward career-specific opinion variables, and this trend occurs more often for men than for women. In their general perception of pharmacy as a profession, women respond more positively than do men, but with respect to their own job situation, fewer gender disparities and more differences by work-input category are detected. As the level of work effort increases, male practitioners report less satisfaction, more appreciation, greater workload, more stress, less autonomy, and fewer advancement opportunities about their jobs, whereas women’s response is limited to heavier workloads and more stress. Conclusion: Male and female pharmacists exhibit different behavior characteristics, and these differences appear consistently in the three work-input categories. The conclusions derived from the analysis of opinion variables are less definitive, but provide a meaningful contribution towards understanding the forces shaping practitioners’ perceptions.

Job Satisfaction in EMS: A Different Approach

There has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.