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Working for low pay may have substantial negative consequences at both the individual and societal level. This article adds to scarce research on low pay in Czechia, employing pooled longitudinal EU-SILC data for 2004 – 2017. It analyses patterns of low-wage employment and estimates the degree of low-pay persistence in terms of genuine state dependence in low-wage employment, accounting for both observed and unobserved heterogeneity among workers and endogeneity in the initial conditions. The results indicate that low pay exhibits a significant degree of state dependence in Czechia: having a low-paid job on average increases the likelihood of staying low paid in the future by 14 percentage points. The most important individual factors predisposing workers to earn low wages and get stuck in a low-paid job are low education and the female gender.

This article evaluates the job quality of work in the remote gig economy. Such work consists of the remote provision of a wide variety of digital services mediated by online labour platforms. Focusing on workers in Southeast Asia and Sub-Saharan Africa, the article draws on semi-structured interviews in six countries (N = 107) and a cross-regional survey (N = 679) to detail the manner in which remote gig work is shaped by platform-based algorithmic control. Despite varying country contexts and types of work, we show that algorithmic control is central to the operation of online labour platforms. Algorithmic management techniques tend to offer workers high levels of flexibility, autonomy, task variety and complexity. However, these mechanisms of control can also result in low pay, social isolation, working unsocial and irregular hours, overwork, sleep deprivation and exhaustion.

PurposeAs a step toward more firmly establishing factors to promote retention among younger employees in the hospitality industry, this study aims to focuses on fun in the workplace (fun activities, manager support for fun and coworker socializing) and training climate (organizational support, manager support and job support) as potential antecedents of turnover in a European context.Design/methodology/approachLogistic regression was used to analyze the impact of fun and training climate on turnover with a sample of 902 employees from Belgium, Germany and The Netherlands. Data on fun and training climate were obtained through surveys, which were paired with turnover data from organizational records.FindingsWith respect to fun in the workplace, group-level manager support for fun and coworker socializing were significantly related to turnover, but not fun activities. With respect to training climate, individual-level job support was significantly related to turnover, but not organizational support and manager support.Research limitations/implicationsAs the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results.Practical implicationsGiven the challenge of turnover, organizations should foster informal aspects of fun in the workplace and learning opportunities to promote retention.Originality/valueThe study examined the fun–turnover relationship in a context outside of the USA where previous fun–turnover research has been conducted, and it examined fun relative to training climate, which has not been studied heretofore. This study also investigated group- and individual-level effects of both fun and training climate on turnover.

Online labor markets allow rapid recruitment of large numbers of workers for very low pay. Although online workers are often used as research participants, there is little evidence that they are motivated to make costly choices to forgo wealth or leisure that are often central to addressing accounting research questions. Thus, we investigate the validity of using online workers as a proxy for non-experts when accounting research designs use more demanding tasks than these workers typically complete. Three experiments examine the costly choices of online workers relative to student research participants. We find that online workers are at least as willing as students to make costly choices, even at significantly lower wages. We also find that online workers are sensitive to performance-based wages, which are just as effective in inducing high effort as high fixed wages. We discuss implications of our results for conducting accounting research with online workers.

The impact of the COVID-19 pandemic has increased the search for solutions to social problems associated with the Sustainable Development Goals (SDGs). Main actors are turning to Digital Social Innovations (DSIs), defined as collaborative innovations where enterprises, users and communities collaborate using digital technologies to promote solutions at scale and speed, connecting innovation, the social world and digital ecosystems to reach the 2030 Agenda. This study aims to identify how digital transformations and social innovations solve social problems and address SDGs. We conducted a systematic review based on a sample of 45 peer-reviewed articles published from 2010 to 2022, combining a bibliometric study and a content analysis focusing on opportunities and threats impacting these fields. We observed the spread and increasing use of technologies associated with all 17 SDGs, specially blockchain, IoT, artificial intelligence, and autonomous robots that are increasing their role and presence exponentially, completely changing the current way of doing things, offering a dramatic evolution in many different segments, such as health care, smart cities, agriculture, and the combat against poverty and inequalities. We identified many threats concerning ethics, especially with the increased use of public data, and concerns about the impacts on the labor force and the possible instability and impact it may cause in low skill/low pay jobs. We expect that our findings advance the concept of digital social innovations and the benefits of its adoption to promote social advancements.

Unwanted sexual attention (UWSA) and sexual harassment (SH) are prevalent experiences for women in working life and often accompanied by poor health. Despite increasing numbers especially of young people working in insecure and irregular employment settings, there is little empirical evidence if such precarious arrangements are associated with UWSA or SH. To investigate this, we used a representative sample of the European working population consisting of 63,966 employees in 33 countries who participated in the European Working Conditions Survey in 2010 or 2015. Precarious employment (PE) was assessed on the basis of seven indicators and a formative index derived from them: temporary employment, contractual duration < 1 year, schedule unpredictability, involuntary part-time, low information on occupational health and safety risks (OSH), low pay (wage < 60%), and multiple job-holding. We measured self-reported experiences of workplace UWSA during the last month and SH during the last 12 months each using a single-item questionnaire. Multi-level Poisson regressions were used to estimate prevalence ratios for UWSA and SH according to PE adjusted for survey year, age, education, type of household, migration background, job tenure, weekly working hours, occupational position, working sector, company size, workplace gender ratio, and visiting customers or clients. 0.8% of men reported UWSA in the last month and 2.6% of the women. SH in the last year was reported by 0.4% of the men and 1.3% of the women. For both men and women, PE was significantly associated with elevated prevalence of UWSA and SH, in particular when reporting schedule unpredictability, multiple job-holding and low information on OSH. Our results suggest that precariously employed individuals may be more prone to experience unwanted sexual behaviour at the workplace compared with workers in non-precarious settings.

Home health and personal care aides are one of the largest groups of health care workers in the US, with nearly three million people providing direct care for people with serious illness living in the community. These home care workers face challenges in recruitment, training, retention, and regulation, and there is a lack of data and research to support evidence-based policy change. Personal care aides receive little formal training, and they experience low pay and a lack of respect for the skill required for their jobs. High turnover and occupational injury rates are widely reported. There is little research on the factors associated with higher-quality home care, the extent to which worker training affects client outcomes, and how regulations affect access to and quality of home care. Health care leaders should seek to fill these gaps in knowledge, support the establishment of training standards and programs, implement Medicaid reimbursement strategies that incentivize improvements in pay and working conditions, reform regulations that now prevent the full utilization of home care workers, and create sustainable career pathways in home care policies.

OP 18: Mental Health 1, B304 (FCSH), September 4, 2025, 13:30 - 14:30 Background While there is significant literature on migration journeys, the focus is often economic or political, while mental health (MH) along these corridors is less explored. There is increasing awareness of the need to address MH issues. This review aimed to explore the MH of South Asian migrants to the UK and Gulf Countries (GCC) at all stages of their migration journey and what interventions exist to support their needs. Methods Following PRISMA-ScR guidelines, a systematic scoping review was conducted across EMBASE, PsycInfo, Cochrane, PubMed, and Web of Science for empirical papers discussing the MH of South Asian migrants (Bangladesh, Nepal, Pakistan, India, Sri Lanka, Afghanistan) to the UK or GCC (UAE, Saudi Arabia, Qatar, Kuwait, Oman, Bahrain). Results From 11868 records retrieved, 28 studies met the inclusion criteria; over a third of these were published pre-2005 (n = 11). MH vulnerabilities among South Asian migrants were consistently high, with reported prevalence of depression and anxiety. Challenges varied by ethnicity and gender, with differences seen in condition prevalence, symptom presentation, reporting, and referrals. Context-specific challenges emerged: Gulf-based studies (n = 10) highlighted employment-related stressors such as long hours, low pay, unsafe conditions, and workplace abuse, while UK-based studies (n = 18) focused on community belonging, cultural adaptation, and disparities in service use. Among children, a longer duration of stay was linked to reduced vulnerabilities. Importantly, no tailored MH interventions for migrants were identified in either the UK or the Gulf States. Conclusion South Asian migrants face distinct and intersecting MH risks across the migration journey, yet lack tailored interventions in both the UK and GCC. Addressing these challenges requires co-designed, culturally-adapted interventions that span the life course and account for gender, ethnicity, and context. A shift from documenting vulnerabilities to implementing actionable, inclusive care strategies is urgently needed.

Congress and activists recently proposed giving shareholders a say (vote) on executive pay. We find that when the House passed the Say-on-Pay Bill, the market reaction was significantly positive for firms with high abnormal chief executive officer (CEO) compensation, with low pay-for-performance sensitivity, and responsive to shareholder pressure. However, activist-sponsored say-on-pay proposals target large firms, not those with excessive CEO pay, poor governance, or poor performance. The market reacts negatively to labor-sponsored proposal announcements and positively when these proposals are defeated. Our findings suggest that say-on-pay creates value for companies with inefficient compensation but can destroy value for others.

Developed from meaningful work and business ethics, we investigate the motivational effect of meaningful work on paid staff (not volunteers) with a “shortage” of ethical employment practices situated in the Not-for-Profit sector. We tested the traditional notion of meaningful work by nature and by line manager support (under its business-like practices) to compensate for the “sacrifice” (low pay and job stress caused by poor employment terms) of front line staff working alongside professional managers paid the market rate. Using a mixed-method case study, we employed SEM modelling to analyse a staff survey of 125 valid responses and administrative records of staff resignation, alongside interviews. The results show that meaningful work by nature and by line manager support are positively and significantly associated with job satisfaction but neither has a significant effect on staff resignation action. There is no empirical evidence to support the compensating effect of meaningful work by nature; meaningful work by line manager support has a stronger effect only through reduced job stress, rather than compensating for the low pay, in preventing resignation. The qualitative analysis reveals that continued low pay and using precarious employment contracts have evoked the questioning of ethics of employment practices in this sector. We discuss the implications and suggest further areas of research.