Right to Resignation——Thoughts of a lawyer

One day in March 2000, a young man came to the Qiankun Lawyer’s Office, asking for help in a labor dispute. He is Tong Li, 25. He signed a "life-long" labor contract with the Beijing Fenghua Engineering Co. Ltd. in June 1999. On January 5 of the following year, however, he demanded termination of the contract on account that he was far from home and he had to take care of his ailing mother. But he was refused. Later on, the workers’ congress of the company issued the rules on the management of labor contract and its detailed implementation rules.

Mental Health Intervention in the Workplace amidst the COVID-19 Pandemic

The purpose of this project is to examine why the mental health of employees should be prioritized in the workplace. Most employees have likely experienced a visible illness or injury at some point during their careers. It is easier to identify these physical ailments that may adversely affect an employee’s performance at work, such as a broken leg or the common cold. However, there are conditions that are much less visible that negatively impact employees every day, and mental health is one of them. A person’s mental health is a significant factor in their work life that should not be ignored. While it may be difficult to recognize when someone is struggling with depression, anxiety, or another form of mental illness on the surface, employers should not automatically assume their entire staff is okay. As a result of the COVID-19 pandemic coupled with an increase in civil unrest in society, employers must reevaluate the way they conduct business, starting with the treatment of their employees. To aid employers with prioritizing mental health at work, this paper’s objectives are to address the stigma associated with mental health issues/illness, develop recommendations for inclusive work environments, increase an employer’s investment in mental health, reduce employee turnover, and normalize respect in the workplace. The findings are discussed, and recommendations are provided. Employers who intentionally prioritize and invest in their employees’ mental health will significantly reduce the costs associated with attracting and recruiting new staff due to high turnover rates. Additionally, their reputation as a preferred employer will increase.

The Effect of the Group Cognitive Behavior Therapy in a Nurse’s Burnout and Intention to Resign

Purpose: The purpose of the present study was to decrease burnout and intention to resign by practicing cognitive behavioral approach to nurses of the 3 years nursing clinical experience. Methods: Nurses (N = 180) who worked at acute-care hospitals and whose clinical experience was 3 years were requested. Nurses (n = 95, male 5, female 90) who were able to do participation at all the sessions were objects. The program was created and carried out for a nurse’s burnout with reference to cognitive behavior therapy. Evaluation of intervention was asked to complete a questionnaire that measured burnout (MBI), job stressors (NJSS), automatic thoughts (the shorter version of Japanese version ATQ-R), Irrational Belief Test for Nurses (IBTN), coping measure and whether or not they had an intention to resign. Measurement was performed 3 times of a baseline, after the end of session and follow-up. Analysis of covariance which adjusted the baseline level was performed. Result: According to the results, “helplessness”, “positive thinking” and “personal accomplishment” were significant (p < 0.01). According to the results of Friedman test, significant difference was observed in “emotional exhaustion” in the group with low degree of irrational belief (p < 0.10 ) and in the group with high degree (p < 0.05). With regard to the intention to leave the job, “wants to continue working as a nurse” was significant in the group in 3 months after intervention (p < 0.05). Conclusion: It is suggested that cognitive behavioral approach appears to be effective for reducing nurse’s burnout or intention to resign in nurses of the 3 years nursing clinical experience.

The Phenomenon of Oncology Nurses’ Tendency to Change Duties in Greek Public Hospitals: A Study of Its Causes and Suggestions

Background: The concept of job satisfaction is of great importance regarding its impact on employees’ productivity and efficiency. Especially for oncology nurses has become apparent over the past decades that job satisfaction is a determinant factor not only for the quality of services they provide but also of their tendency to change duties and resign from workplace. While this phenomenon is vastly described by the literature, no survey that investigates nursing personnel’s tendency to resign from workplace has been conducted in Greece. Objectives: To investigate oncology nurses’ job satisfaction while examining the causes of their dissatisfaction in regard to their tendency to change duties, either by departing from the oncology field or by resigning. Material and Method: Using a structured questionnaire, a survey was conducted in four hospitals in the region of Attica that fall within the Greek National Health System, ESY. The research sample comprised 278 oncology nurses, men and women, with varied work experience. The data were analyzed using the SPSS software, applying descriptive statistics, inferential statistics, and Principal Component Analysis. Results: Our findings concerning participants’ job satisfaction were mainly positive. Most of the oncology nurses partaking in the study expressed their willingness to remain in their current workplace, as their placements enable them to diffuse in their tasks the knowledge and experience previously acquired. Conclusion: As oncology nurses’ job satisfaction influences their overall performance and dedication in their profession, parameters as working conditions, equal distribution of the workload, independent decision making and seniors’ management recognition of their work, need to be considered as primarily fields of improvement. With this being the first study in Greece that investigates oncology nurses’ job satisfaction in relation to their tendency to change duties, further research is required for the containment of said phenomenon.

Interpretations of CEOs’ Responsibilities During CorporateCrises in Japan

This article examines organizational crises and responses in Japan,focusing on chief executive officer(CEO)resignations to take responsibility and other punitive consequences as well as discussing the possible relationships between corporate crises and how CEOs accept their responsibilities,including resignation.A CEO’s voluntary step-down is sometimes regarded a Japanese custom.Even though CEOs are presumably the most influential members of firms,there have been few studies of this topic.Eighty-eight corporate crises that occurred in Japan over the past 10 years were examined,on the basis of which this study defines an explanation of how CEOs take responsibility using the following variables:the location of a crisis’s cause(origin),the degree to which a crisis could have been prevented(controllability),degree of damage,and the degree to which the crisis response was appropriate.Theoretical analyses of actual cases suggest that,besides the direct involvement of CEOs in intentional misconduct,problematic daily performance and poor crisis response influence their resignations and other penalty types.These findings imply that the consequences of how CEOs claim responsibility can be explained by several significant factors.Generally,the results show that CEOs do not take self-punitive actions,including resignations,because of Japanese custom but because of their performances and the degrees of damage the corresponding crises caused.

Voluntary resignation of independent directors and auditor responses:Empirical evidence from Chinese A-share listed firms

We examine auditor responses to the voluntary resignation of independent directors.We show that auditors respond by increasing audit fees or rescinding engagement with their clients,but not by increasing their audit effort.Mechanism tests reveal that independent directors’voluntary resignation leads to increased regulatory sanctions and negative media coverage,these relationships are more pronounced after the New Securities Law.Auditor response strategies follow an order of priority:at an acceptable level of perceived risk,auditors increase audit fees;when perceived risk exceeds this level,auditors will discontinue the client relationship.Auditors associate greater risk with firms that have(vs.have not)experienced consecutive voluntary resignations by independent directors.Mandatory resignation has no such effect.

谁代表了应用伦理学的“本质”?——对《究竟是“无本质”,还是“无根据”?》一文的答复

本文仅对甘绍平教授《究竟是“无本质”,还是“无根据”?》一文中值得讨论的几个观点作了回应。