Explore the vast range of titles available.

Crowdsourcing (CS) of micro tasks is a relatively new, open source work form enabled by information and communication technologies. While anecdotal evidence of its benefits abounds, our understanding of the phenomenon’s societal consequences remains limited. Drawing on value sensitive design (VSD), we explore microtask CS as perceived by crowd workers, revealing their values as a means of informing the design of CS platforms. Analyzing detailed narratives of 210 crowd workers participating in Amazon’s Mechanical Turk (MTurk), we uncover a set of nine values they share: access, autonomy, fairness, transparency, communication, security, accountability, making an impact, and dignity. We find that these values are implicated in four crowdsourcing structures: compensation, governance, technology, and microtask. Two contrasting perceptions—empowerment and marginalization—coexist, forming a duality of microtask CS. The study contributes to the CS and VSD literatures, heightens awareness of worker marginalization in microtask CS, and offers guidelines for improving CS practice. Specifically, we offer recommendations regarding the ethical use of crowd workers (including for academic research), and call for improving MTurk platform design for greater worker empowerment.

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (\"organizational spirituality\") appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed.

Background The present study aims to observe how societal indicators of workers’ values at the state-level are related to health and safety outcomes, particularly major injuries and fatalities in the U.S. Underscoring workforce flexibility and workability over workforce stability and safety might be indicative of the worth of workers which can be associated with occupational safety and health concerns. Methods Linear regression analysis with a log-transformed dependent variable was adopted to examine how the state-level indicators of worker value in terms of 1) minimum wage, using data from 2015; 2) average of workers’ compensations for the loss of an arm, hand, leg, or foot in 2015 were concurrently and prospectively associated with occupational fatality rates averaged across 2015, 2016 and 2017. Socioeconomic contextual variables such as education level, GDP per capita, and population at the state-level were controlled for. Results The present study showed that state-level quantitative indicators of how workers are valued at work, namely minimum wage and workers’ compensation benefits, were significantly and negatively associated with fatality rates in the following year. Conclusions The present study illustrates the gap in how workers are valued across the U.S. The study speaks to the importance of contextual factors regarding worker value, as they can affect outcomes of health and safety culminating at a state-level.

This study investigates the impact of cross-cultural adjustment and subjective well-being on the achievements and intentions of Spanish self-initiated expatriates (SIEs) regarding their decision to stay abroad or return to Spain. Using resource conservation theory, the research examines how SIEs’ agency influences their adjustment and well-being, thus affecting their achievement and propensity to repatriate. A tailored online survey was administered to Spanish SIEs, incorporating validated scales to cross-cultural adjustment, subjective well-being, and intention to stay abroad. Using non-probability sampling, a final sample of 309 SIEs was obtained. Data analysis employed partial least squares structural equation modelling (PLS-SEM) to validate the hypotheses. The results show that improved adjustment and well-being of SIEs correlate with improved achievement and reduced likelihood of repatriation. These results underline the importance of cultural adjustment and subjective well-being in shaping SIEs’ expatriation experiences and their intentions to stay abroad. Furthermore, the research lays the groundwork for future comparative studies and underlines the need for home institutions to facilitate the repatriation process. Moreover, the implications of the findings for management offer ideas for improving the experiences of SIEs abroad and recognising their value as assets to both national and global organizations, while addressing the challenges associated with repatriation. Plain language summary This study explores the impact of cross-cultural adjustment and subjective well-being on the achievements and intentions of Spanish self-initiated expatriates (SIEs) in deciding to stay abroad or return to Spain. Using resource conservation theory, it examines how SIEs’ agency influences their adjustment and well-being, affecting their achievements and propensity to repatriate. An online survey with validated scales for adjustment, well-being, and intention to stay abroad was administered to 309 Spanish SIEs. Data analysis via PLS-SEM confirmed that improved adjustment and well-being correlate with better achievements and lower repatriation likelihood. The findings highlight the importance of cultural adjustment and well-being in shaping SIEs’ experiences and decisions, suggesting home institutions should support the repatriation process. The research offers management insights for enhancing SIEs’ experiences abroad and recognizing their value to organizations.

The paper analyses the disparity in the performance of the agriculture and food industry sectors in EU countries during the period from 2002 to 2013, and identifies significant differences between countries as well as the dynamics of change. The individual countries are clustered according to the long-term average of the World Bank collection of development indicators such as agricultural raw materials exports, agricultural raw materials imports, crop production index, food production index, livestock production index, cereal yield, agriculture value added and agriculture value added per worker. The analysis reveals convergence in the given period and identifies significant differences in the indicator of agriculture value added per worker at the end of the analysed period.

How female directors, producers, and writers navigate the challenges and barriers facing female-driven projects at each stage of filmmaking in contemporary Hollywood. Conversations about gender equity in the workplace accelerated in the 2010s, with debates inside Hollywood specifically pointing to broader systemic problems of employment disparities and exploitative labor practices. Compounded by the devastating #MeToo revelations, these problems led to a wide-scale call for change. The Value Gap traces female-driven filmmaking across development, financing, production, film festivals, marketing, and distribution, examining the realities facing women working in the industry during this transformative moment. Drawing from five years of extensive interviews with female producers, writers, and directors at different stages of their careers, Courtney Brannon Donoghue examines how Hollywood business cultures \"value\" female-driven projects as risky or not bankable. Industry claims that \"movies targeting female audiences don't make money\" or \"women can't direct big-budget blockbusters\" have long circulated to rationalize systemic gender inequities and have served to normalize studios prioritizing the white male-driven status quo. Through a critical media industry studies lens, The Value Gap challenges this pervasive logic with firsthand accounts of women actively navigating the male-dominated and conglomerate-owned industrial landscape.

Background: The risk of exposure to COVID-19 pandemic was substantially higher in frontline young health care workers. Due to repeated exposure while treating patients, the viral load is exponentially higher than the other population. Lungs being the earliest organ to be affected carry more risk of long-term morbidity. Thus, pulmonary function tests (PFTs) on post-COVID young health care workers provide a better view on the impact, recovery and residual effects. Aim and Objectives: The objectives of the study are as follows: (i) To assess the PFT in study group who have recovered from COVID-19 within the past 3 months; (ii) to compare their lung function with that of health care workers who have not been infected by COVID-19; and (iii) to determine obstructive, restrictive or mixed pulmonary changes if any in health care workers after 3 months of recovery. Materials and Methods: This study involving 50 young health care workers was done in the department of pulmonary medicine for a period of 4 months between January and April 2021. The study (mild COVID-19 positive) control group involved 25 participants each. PFT and diffusing capacity of lung for carbon monoxide (DLCO) were measured using computerized spirometer and single breath method. Results were analyzed using Shapiro–Wilk test, Independent sample t test, and Chi-square test. Results: A statistically significant difference was observed among the subjects of case and control group with respect to the level of FEV1 (P < 0.05), FEV1/Forced vital capacity (FVC) (P < 0.01), and FEF. FVC, Peak expiratory flow (PEF), forced expiratory time, DLCO, and peak inspiratory flow (PIF) were not statistically different between the study and control group. (P > 0.05).The 3-month post recovery values were high in males when compared to females, except for PIF, PEF and FEV1%. Conclusion: PFT and DLCO values were normal in young health care workers after 3 months of COVID-19 infection except for a decrease in FEF 25–75%.

This book is part of a concentrated series of books that examines child maltreatment across minoritized, cultural groups.Specifically, this volume addresses American Indian and Alaska Native populations. However, in an effort to contextualize the experiences of 574 federally recognized tribes and 50+ state recognized tribes, as well as villages, the authors focus on populations within rural and remote regions and discuss the experiences of some tribal communities throughout US history. It should be noted that established research has primarily drawn attention to the pervasive problems impacting Indigenous individuals, families, and communities. Aligned with an attempt to adhere to a decolonizing praxis, the authors share information in a strength-based framework for the Indigenous communities discussed within the text. The authors review federally funded programs (prevention, intervention, and treatment) that have been adapted for tribal communities (e.g., Safecare) and include cultural teachings that address child maltreatment. The intention of this book is to inform researchers, practitioners, policy makers, and advocates about the current state of child maltreatment from an Indigenous perspective.

Amidst unprecedented levels of union organizing in higher education, Gary Rhoades combines the perspectives of a scholar and labor movement activist and leader to provide a comprehensive analysis of organizing campaigns and collective bargaining agreements for faculty (contingent and tenure-track), graduate students, and postdoc employees. Academic employees are organizing and negotiating for respect for workers, their work, and the public value of higher education. Rhoades analyzes how academic employees are shifting the imbalance of power between labor and management, reducing the internal professional stratification between segments of the academic workforce, and intersecting workplace issues with broader issues of equality, public value, and social justice, and in the process organizing and negotiating for a new, more progressive academy.