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Welfare through Work
High economic growth and relatively equitable distribution were among the most conspicuous characteristics of the postwar Japanese political economy. The lure of the Japanese model, however, has faded since the 1990s. Growth is in short supply and equality a thing of the past. InWelfare through Work, Mari Miura looks in depth at Japan's social protection system as a factor in the contemporary malaise of the Japanese political economy.
The Japanese social protection system should be understood as a system of \"welfare through work,\" Miura suggests, because employment protection has functionally substituted for income maintenance. A gendered dual system in the labor market allowed a high degree of labor market flexibility, which enabled Japan to achieve high employment rates as well as strong legal protections for regular workers. In recent years, conservatives gradually replaced the productivism and cooperatism that had resulted from earlier party politics with neoliberalism, which, in turn, hampered the effectiveness of the welfare through work system.
In Miura's view, the dynamics of partisan competition fostered ideational renewal, just as the political visions and ideologies of the governing party strongly affected the design of the social protection system. In the scenario Miura describes, the partisan dynamics since the 1990s resulted in the policy change that further undermined the social protection system, and the ensuing disruption has been felt throughout Japan.
eBook
Sustainable Employability of Emergency Nurses: The Effects of Precarious Work and Mental Toughness on Capabilities and Mental Health
Studying the sustainable employability of emergency nurses is important, given the precarious environment in which they work. This study used a cross-sectional survey of 204 emergency nursing professionals to investigate their sustainable employability in a South African context from the perspectives of precarious work, mental toughness, capabilities, and mental health. The Precarity Position Profile, Mental Toughness Questionnaire-Short Form, Capability Set for Work Questionnaire, and Flourishing-at-Work Scale-Short Form were administered. Three precarious work dimensions negatively predicted emergency nurses’ capabilities. Significantly, precarious work conditions and professional development were associated with most work capabilities. Emergency nurses’ capability set positively affected their mental health, with mental toughness moderating the effect of poor salary (a component of precarious work) on capabilities. Precariousness regarding salary, work conditions, and professional development affected emergency nurses’ mental health indirectly and negatively through a poor capability set, while mental toughness indirectly and positively affected their mental health through a strong capability set.
Journal Article
Plum rains
\"2029: In Japan, ... childbirth rates are at a critical low and the elderly are living increasingly long lives. This population crisis has precipitated a mass immigration of foreign medical workers from all over Asia--as well as the development of refined artificial intelligence to step in where humans fall short. In Tokyo, Angelica Navarro, a Filipina nurse who has been working in Japan for the last five years, is the caretaker for Sayoko Itou, an intensely private woman about to turn 100 years old ... But one day Sayoko receives a present from her son: a cutting-edge robot caretaker that will educate itself to anticipate Sayoko's every need. Angelica wonders if she is about to be forced out of her much-needed job by an inanimate object--one with a preternatural ability to uncover the most deeply buried secrets of the humans around it. While Angelica is fighting back against the AI with all of her resources, Sayoko is becoming more and more attached to the machine. The old woman is hiding many secrets of her own--and maybe now she's too old to want to keep them anymore\"-- Provided by publisher.
Book
Quartet of Sustainable Job Security, Job Performance, Organizational Commitment, and Motivation in an Emerging Economy: Focusing on Northern Cyprus
High-performing employees are essential for an organization to achieve its goals and gain a competitive advantage. Hence, human resource factors are crucial drivers of an organization’s success. These factors include organizational commitment, which is an employee’s sense of belonging to an organization; motivation, which pushes employees to act in line with the organization’s goals; perceived job security; and sustainable job performance. In particular, job security, including excess job security, has significant effects on sustainable job performance, and policymakers and managers must continuously monitor this relationship via their employment policies. However, the legal and social dimensions of employment policies lack clarity, particularly in developing countries, affecting the development of sustainable economic and social structures. This study focuses on the public and private banking sectors of Northern Cyprus, which operate in a developing economy and cannot provide a sustainable political–social work balance. It analyzes and separately compares data collected from 582 public- and private-sector bank employees, examining the mediating effects of organizational commitment and motivation on the relationship between perceived job security and sustainable performance. The study found that job security positively affects sustainable job performance, with organizational commitment and motivation positively mediating this relationship. Moreover, the positive effects of job security on organizational commitment and motivation and, hence, on sustainable job performance differ across the public and private sectors. The findings of this study can provide a reference for labor employment policies in developing countries aiming to build a sustainable economic structure.
Journal Article
Obesity, Long-Term Health Problems, and Workplace Satisfaction: A Longitudinal Study of Australian Workers
This study investigates the impact of obesity, long-term health problems and their interaction on three specific aspects of job satisfaction among Australian adult workers. Exploiting longitudinal data from the Household, Income and Labour Dynamics in Australia (HILDA) survey for the years 2006–2017, this study estimates overall job satisfaction, pay satisfaction and job security satisfaction using a common set of explanatory variables. Results from both random effects generalized least squares estimation and random effects ordered probit model confirm that obesity has a significant negative impact on workers’ pay and job security satisfaction. The results indicate that overweight workers are dissatisfied about their job security compared to normal weight peers. The study results reveal that long-term health problems significantly reduce all aspects of job satisfaction of the workers. However, the results indicate that the interaction of obesity and long-term health problems positively influences workers’ overall job satisfaction. Overall, the study findings are in line with the hypothesis that obese workers with long-term health problems have low expectations about their job.
Journal Article
Comprehensive Income: Who's Afraid of Performance Reporting?
Firms can report comprehensive income in either an income-statement-like performance statement or the statement of equity. Traditional theories of contracting incentives cannot explain this reporting location choice that only affects where comprehensive income data appear, because the contractible values of net income, other comprehensive income items, and comprehensive income are exactly the same regardless of the location where the firm reports comprehensive income. Drawing on theory, analysis of comment letters, and results of survey-based and behavioral research, we identify two factors—equity-based incentives and concerns over job security—that help explain why most firms do not follow policymakers' preference to report comprehensive income in a performance statement. Our empirical evidence on a broad cross-section of firms shows that managers with stronger equity-based incentives and less job security are significantly less likely to use performance reporting. Overall, our study suggests that even though the reporting location choice is inconsequential in a traditional rational markets view, managers act as if they believe that comprehensive income reporting location matters.
Journal Article