Use of cognitive-behavioral career coaching to reduce work anxiety and depression in public employees

BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.

What is the role of cognitive-behavioral career coaching in mitigating work anxiety and depression among public employees?

This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public sector workers often face significant psychological stressors,leading to mental health issues that impair well-being and job performance.The study employed a grouprandomized trial design,involving 120 public employees diagnosed with severe anxiety and depression.Participants were divided into a treatment group,receiving CBCC,and a control group with no intervention.Results showed a significant reduction in anxiety and depression levels in the treatment group,sustained through follow-up assessments.The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees.Future research should explore the scalability of CBCC across different sectors and cultural contexts,as well as its integration with other mental health interventions.This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being.By addressing cognitive distortions and fostering adaptive coping mechanisms,CBCC can help public employees navigate complex professional environments,ultimately contributing to a healthier and more efficient workforce.

An Improved Enterprise Resource Planning System Using Machine Learning Techniques

Traditional Enterprise Resource Planning (ERP) systems with relational databases take weeks to deliver predictable insights instantly. The most accurate information is provided to companies to make the best decisions through advanced analytics that examine the past and the future and capture information about the present. Integrating machine learning (ML) into financial ERP systems offers several benefits, including increased accuracy, efficiency, and cost savings. Also, ERP systems are crucial in overseeing different aspects of Human Capital Management (HCM) in organizations. The performance of the staff draws the interest of the management. In particular, to guarantee that the proper employees are assigned to the convenient task at the suitable moment, train and qualify them, and build evaluation systems to follow up their performance and an attempt to maintain the potential talents of workers. Also, predicting employee salaries correctly is necessary for the efficient distribution of resources, retaining talent, and ensuring the success of the organization as a whole. Conventional ERP system salary forecasting methods typically use static reports that only show the system’s current state, without analyzing employee data or providing recommendations. We designed and enforced a prototype to define to apply ML algorithms on Oracle EBS data to enhance employee evaluation using real-time data directly from the ERP system. Based on measurements of accuracy, the Random Forest algorithm enhanced the performance of this system. This model offers an accuracy of 90% on the balanced dataset.

Research on Work-Life Balance of Female Employees

Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.

Exploring Efficient Salary Management Systems:A Case Study of Hefei Yusheng Hotel Management Co.,Ltd.

The issue of brain drain poses a significant obstacle to the development of the hotel and catering industry.Attracting and retaining skilled personnel to engage in management within this sector has emerged as a primary challenge.This paper examines the current landscape of China’s catering service industry and its salary management system,identifying key challenges encountered in salary management within the industry.Drawing upon salary management theory and insights into existing challenges,the paper proposes specific treatment measures and management strategies.

The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’pro-environmental behaviors.However,the extant literature has either ignored or not fully examined various factors(e.g.,negative or positive non-green workplace factors)that might affect employees’pro-environmental behaviors.Realizing these voids,the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity,emotional exhaustion,met expectations,and proactive pro-environmental behavior.We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China.After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30,the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences.The findings delineated support for the hypothesized associations.Specifically,emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior.More importantly,emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior.These findings have important theoretical implications as well as significant implications for diminishing job insecurity,managing emotional exhaustion,increasing met expectations,and enhancing ecofriendly behaviors.

Making Sense of Anything thru Analytics: Employees Provident Fund (EPF)

Employees Provident Fund (EPF) has always been a hot topic, from the previous Government permitted “withdrawals” during the pandemic to the present Government disallowing further withdrawals (afraid it would lead to a financial crisis) and allowing emergency loans through an EPF collateral agreement. The latter used median studies to “contribute” MYR 500 to EPF members with less than RM 10,000 in their accounts. Baffled/bewildered by the current Government’s generosity and highlighted in this paper, I used Monte Carlo simulation, a method used by analysts when determining the size of a client’s portfolio to support their desired retirement lifestyle, to establish a reference-type table displaying ideal savings when reaching 50. The Government could use the table mentioned above to give more meaningful contributions to EPF members, apart from EPF active and inactive members, knowing where they stand concerning their current EPF savings.

Research on Accounting Issues of the Pension Insurance Fund for Urban Employees

Pension insurance is a vital component of China's social security system,ensuring the welfare of the general publie.This study centers on the revenue and expenses of City S's urban employee basic pension insurance fund.It introduces and analyzes the fund's accounting status from four key perspectives:fund raising.expenditure,financial statement system,and accounting information disclosure.The research identifes existing problems in City S's accounting system and conducts in-depth research on these issues.Furthermore,an empirical analysis is conducted on the management of the pension insurance fund.Through this empirical study,the paper aims to offer insights and recommendations for promoting stable and healthy development measures for City S'8 urban employee basic pension insurance fund.

Management Practices:Shaping Employee Satisfaction and Commitment in Large German Companies

The rapid evolution of the political,economic,and social landscape has generated increased interest in understanding the contextual application of management styles and behaviours toward employees.In this context,organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals.Therefore,this study aims to investigate the prevailing and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.To achieve the research objective,the study will employ a qualitative method to explore management behaviours toward employees.Data were collected through interviews with randomly selected managers from different companies and departments.The study aims to uncover discrepancies or variations in employee expectations regarding management behaviour.The findings will provide a better understanding of the most prevalent and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.The results will be valuable to management in adopting suitable leadership styles and improving employee satisfaction,leading to increased productivity and organizational performance.The research will contribute to the existing body of knowledge in the field of management and human resource management by providing insights into the impact of management behaviours on employees.It will also offer recommendations to management on how to enhance employee satisfaction and job commitment,leading to improved organizational performance.In conclusion,this study will investigate the prevailing management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

A Study on the Problem of Employee Punch Card Substitution in Enterprise Management:The Case of Jingdong Enterprise

With economic progress and the continuous advancement of science and technology,the issue of employees substituting punch cards has gradually become a significant challenge in enterprise management.The purpose of this paper is to discuss the causes,effects,and countermeasures of the employee punch card phenomenon,with the aim of providing effective management recommendations for Chinese enterprises.In practice,enterprises should flexibly apply the countermeasures proposed in this paper according to their specific circumstances to prevent substitute punch card incidents and improve overall management efficiency.

Critical Success Factors for Citizen Development

The purpose of the research was to assess the impact of Citizen Development activities on digital transformation. The research identified eight categories that contribute to the success of Low-code No-code (LCNC) projects: 1) Strategy;2) Infrastructure;3) Technology;4) Processes & Procedures;5) Governance;6) Culture;7) People;8) Goals & Metrics and selected six critical success factors from these categories: 1) Operational Efficiency;2) Time Savings;3) Timeframe to Realize Value;4) Employee Engagement;5) Participation;6) Number of Sponsored Ideas. End users of the digital transformation efforts through Citizen Development were asked to assess the six critical success measures in terms of performance and importance criteria. The research results identified that focus should be applied to improving “Timeframe to Realize Value”, on “Operational Efficiency”, and on “Time Savings” to deliver success.

Coping Strategies Adopted by Construction Employees to Deal with the Causes and Effects of Occupational Psychological Disorders: A Study in Ghana

Coping strategies adopted to deal with psychological health issues could have influences on the general health, productivity and task performance of the employee. This study sought to investigate the coping strategies adopted by construction employees to deal with the causes and effects of occupational psychological disorders such as burnout and workaholism. To achieve this aim, the methods of focus group discussions were first employed. A total of 16 semi-structured focus group discussions were held in Ghana, with 90 construction employees. The focus group study revealed 25 coping strategies adopted as efforts to mitigate the causes and 22 coping strategies adopted as responses to moderate the effects of occupational psychological disorders. A quantitative study involving 150 construction professionals and 150 construction trade workers were also conducted in Ghana to investigate the coping strategies that were highly adopted by the two construction working groups. The findings from the study revealed that the construction professionals adopted delegating complicated tasks and seeking medical attention as the most common coping strategies to manage the causes and effects respectively. The construction trade workers were also revealed to adopt withdrawing from work duties or changing jobs and taking in more caffeinated drinks as the most common coping strategies to manage the causes and effects respectively. Exploratory factor analysis was employed, and the findings were put into the main constructs. The causes focused coping strategies were categorized under avoidance, alteration, adaptation, and acceptance. The effects focused coping strategies were also categorized under healthy and unhealthy coping strategies. This study recommends appropriate coping strategies and interventions in the construction industry such as education of construction personnel on the consequences of various coping strategies.

Psychological Influence Factors Analysis of the New Generation Employees’ Moral Choices from the Perspective of Cognitive Neurology

At present,the academic researches on moral choices focus mainly on the individuals’external behaviors,without fully considering the influences of the individuals’internal psychological factors.Based on the model of complete information static games in the Non-cooperative Game theory,the present research has designed a“Red and Blue Experiment”to explore the psychological influencing factors of the new generation employees’moral choices.The research has conducted psychoanalysis on the new generation employees through experiments and interviews with 118 data sources,and concluded the characteristics in relation to the different stages of psychological processes and moral choices of the experimental population.Through comparative analysis,it is found that:the psychological factors,such as trust,doubt,and guilt will influence the new generation employees’moral choices,guiding them to make choices,such as risk aversion and mutual benefit and win-win,in the process.Additionally,the research has also provided effective scientific evidence for the new generation employees’mental health development and career planning.

Exploring Personal Factors That Might Influence the Vulnerability of Construction Employees to Occupational Psychological Disorders

Personal factors could act as intervening variables between the causes and effects of psychological health conditions of employees. This study focused on six personal intervening factors that were associated with the risks of occupational psychological disorders namely: low self-esteem, negative personality trait, unproductive core beliefs, poor self-concept evaluation on performance, poor relationship with others and poor time management skills. An investigation on the level of severity of these personal intervening factors was conducted involving 150 construction professionals and 150 construction trade workers, who were purposively selected in Ghana. The personal factors that were found to be prevalent among the construction employees were low self-esteem and poor time management skills. Correlation analysis and regression analysis were used to determine the relationships between the personal intervening factors and demographic factors such as the age, educational levels and marital status of the research participants. The results of the study indicated that the age and marital status of the respondents had no significant relationship with any of the personal intervening factors. Personal factors such as personality trait and relationship with others also had no relation with any of the demographic factors analyzed. The educational level of the respondents, however, had a significant relationship with the factors of self-esteem, productive core beliefs, self-evaluation on performance and time management skills. An independent two-sample T-test was used to compare the means of the factors with significant relations. This study revealed that construction employees who were highly educated had better self-esteem and time management skills than those who were less educated. The findings from this study broaden the view of moderators on influential sources of psychological health conditions of employees.

Effects of Job Burnout on Employees Satisfaction in Selected Health Service Sector in Southwestern Nigeria

This paper examined the effects of job burnout on job satisfaction among selected health service employees in Southwestern Nigeria. The issue of job burnout has been researched, with limited attention to the health service employees in Southwestern Nigeria. The state of health of the people is vital to the survival of any economy as well as the development of any Nation. Data were obtained from the administration of questionnaires to 400 employees who were Doctors, Nurses, Pharmacists & Administrators with permanent employees’ status. Multiple regression was used to analyze the data. Major causes of burnout discovered include emotional exhaustion, depersonalisation while personal achievement increases employee job satisfaction. Results of the study showed that insufficient motivation, low organisational support and high job demand could lead to job burnout. The study revealed an inverse relationship between job burnout and employee satisfaction which makes them to perform below expectations. The study concluded that since job burnout inhibits performance and manifests significantly in their service delivery, employers should put policies in place to mitigate it.

The Investigation of Jordanian Education Ministry Employees’ Attitude toward the Using of Cloud ERP

ERP systems have become an optimal solution for companies to perform their works with maximum advantages of Enterprise Resources Planning (ERP). Moreover, even though the cloud computing has many obstacles which need to be solved, but the enterprises always embrace the cloud. Many enterprises tend to adopt the cloud computing paradigm in order to get its leverage in successful and benefits. With the development of cloud computing technology, there is a growing orientation to move the ERP from inside boundaries of organizations into the cloud computing technologies. In addition, there were many studies that covered the cloud ERP without concentrating on acceptance the end user for this technology. Thus, this study comes to increase the understanding the attitude of the end user for cloud ERP technology. The main aim of this study is to investigate the employees’ attitude towards use of cloud ERP. The conceptual research framework of cloud ERP is prepared based on the technology acceptance model (TAM). The employees of Queen Rania Center (QRC) in Jordanian Education Ministry used the cloud ERP system which implemented according to this study. The questionnaires are distributed online to the sample. The results indicate that the QRC employees enjoyed using the cloud ERP system.

Green Attitudes, Human Values, and Wellbeing among Hospitality Service Employees

This research aims to explore the intricate nature of the association between green attitudes and well-being in theworkplace. Based on the basic human value theory, this study attempted to unearth the moderating effects of itstwo main bipolar segments, namely self-transcendence-self-enhancement and openness to change-conservation.A quantitative approach with a sample of 1,532 hospitality employees from 35 European countries was used. Wefound that a green attitude contributes to deriving employee well-being. Further, we found empirical support forthe influence of human values, in the sense that this relationship is reinforced among the workers who are morealtruistic and receptive to changes. Moreover, this research suggests strategies oriented to reduce environmentaldegradation and achieve sustainable development in the hospitality sector. This article provides ideas to cope withthe challenges posed by COVID-19, particularly in the hospitality industry seriously damaged by the pandemicwhere the future of many jobs is in jeopardy.

Occupational risk assessment based on employees’ knowledge and awareness of hazards in mining

Analyses and assessments of hazards occurring in work processes are carried out by teams,in which there is usually one representative of the personnel,as the embodiment of the active participation of employees in the assessment of occupational risks.This is why the article presents research on all employees’knowledge and awareness about risks in their work environment.The research was carried out in the form of an employee survey in one of the open-pit mines,at workstations dealing with the loading and transporting of excavated material.The survey included a list of 40 hazards divided into four groups:(1)hazards related to machines and equipment used,(2)hazards related to exposure,(3)hazards with an impact extending beyond the workstation and(4)hazards of an ergonomic nuisance nature,where employees were required to indicate which hazards apply to their workplaces and determine their level of signifcance,probability of occurrence and the scale of possible efects.In this way,a hierarchical identifcation of threats occurring at the analyzed workplaces was made,and the obtained results were used to determine the amount of occupational risk both for specifc workstations and for the whole technological process.The measures of the magnitude of occupational risk obtained using the proposed method have showed that,according to the respondents,greatest risks at the workstation are associated with moving machines and vehicles and with mobile equipment.Equally important risks,which were often mentioned by employees,were those directly related to their health,i.e.,related to ergonomic nuisance and exposure.Threats resulting from geological and mining conditions,considered typical for mining,were important for the surveyed miners but they were not the most important owing to proper prevention,good organization of work and high safety culture The active involvement of the crew in the process of assessing occupational hazards allowed to identify the signifcance of each hazard,in the opinion of the personnel working at various places and to use this ranking for determining occupational risk levels in the mining company concerned.The research has also outlined another goal to be achieved:a comparison of the relative signifcance of hazards identifed by the employees and of the hazards listed in occupational risk assessment matrices used by mines.

Predictors of Metabolic Syndrome among Employees: A Study from Jordan

Background: Metabolic syndrome (MetS) is a major health problem around the world including Jordan and it has received notable consideration from epidemiologists in the latest years. The objective of this study was to estimate MetS prevalence among employees and its associated factors including socio-demographic, lifestyle, and dietary. Methods: A total of 491 employees (344 men and 147 women aged 20 - 65 years) participated in this study. Data concerning fasting plasma glucose level, lipid profile, blood pressure, anthropometric measurements and 24-dietary recalls were obtained. Results: MetS prevalence was 36.3% (38.7% among men and 30.6% among women). Multiple logistic regression analysis results showed that the odds ratio of MetS was increased in older ages (OR: 3.0;95% CI: 1.43 - 6.47;p < 0.01) and smokers (OR: 2.6;95% CI: 2.58 - 4.22;p < 0.01). With elevation 1 unit in the body mass index (BMI), risk of MetS increased by 30% (95% CI: 22.9% - 38.4%;p < 0.01) and an increase1 mg/day in dietary iron intake, the risk of MetS increased 2.4% (95% CI: 0.07% - 4.3%;p < 0.01). Conclusions: MetS prevalence is considered to be high among Jordanian employees which highlights the urgent need to develop comprehensive national strategies for prevention and treatment of MetS.

Structural Dimensions Analysis of Service Employees' Innovation Behavior Based on Structural Equation Model

In order to know about the essence of service employees' innovation behavior, the service employees' innovation behavior scale based on their unique characteristics is designed. Data were collected from high-star hospitalities. Through the issuance and the collection of questionnaires, the scale is verified to have good reliability and validity by SPSS software analysis. Meanwhile,the structural equation model( SEM) is suited for testing structural dimensions of service employees' innovation behavior. The results showed that service employees' innovation behavior could be decomposed into a four-dimensional structure,namely innovation orientation, ideas generation, innovation implementation and innovation practice. In addition,there are significant differences in service employees' innovation behavior about subjects' gender,position,education background and years of working.