Crossing the Same River Multiple Times

Every year, the editors of Pharmaceutical Technology Europe conduct a survey (1) designed to measure the state of the bio/pharma industry. The editors selected several intriguing areas of opportunities for participants to choose between, and as shown in Figure 8, just under half (47.3%) chose cell and gene therapies. In addition to cell and gene therapies, machine learning and artificial intelligence (22.3%) also drew significant interest from the survey population.

Introduction

Individualised employment relations formed a key pillar of the shift to neoliberal economic policy in the 1980s, complementing other dimensions of orthodoxy deployed across governments, public administrations and central banks in the same time. In the neoliberal narrative, market forces would ‘naturally' and justly compensate labour for its contribution to productivity, like any other input to production. Consequently, redistributive institutions empowering workers to win more adequate wages and conditions (through minimum wages, Awards, unionisation, and collective bargaining) were dramatically eroded, or discarded entirely. Combined with welfare state retrenchment, this restructuring of labour market policy increased the pressure on people to sell their labour, and under terms over which workers wielded little influence. Since then, forms of insecure, non-standard work have proliferated globally, and employment relations have been increasingly individualised. Now, most workers in Anglo-Saxon market economies, and a growing proportion of workers in European and Nordic nations, rely on individual contract instruments (underpinned only by minimum wage floors typically far below living wage benchmarks) to set the terms and conditions of employment. Wages have stagnated, the share of GDP going to workers has declined, and inequality and poverty (even among employed people) has intensified. More recently, after years of this employer-friendly hegemony in workplace relations, successive crises (first the GFC and then the COVID-19 pandemic) have more obviously shattered traditional expectations of a natural linkage between economic growth and workers' living standards.After a generation of experience with this individualised model of employment relations, and with the human costs of that approach becoming ever-more obvious, there is renewed concern with reimagining policies and structures which could support improvements in job quality, stability, and compensation. Important policy dialogue and innovation is now occurring in many industrial countries, in response to the negative consequences of neoliberal labour market policies. In those conversations, institutions like collective bargaining have returned to centre stage.

Salary Survey: The Age of COVID

With large shift to decentralized strategies, industry roles appear set for change Our 2022 Clinical Research Industry Salary and Employee Satisfaction Survey Report, a biennial survey of clinical trials professionals, conducted with our survey partner SCORR Marketing, shows no overwhelming deviations this year from previous years. In Figure 1 on the facing page, you can see the various functional areas and, expectedly, a higher proportion of clinical operations respondents, as that is our core content focus. [...]75% of the respondents do not receive non-cash compensation such as a car, stock options, or mobile phones. In the first five to seven years, employee value increases much more quickly than 3% a year (a typical merit increase). "Because the leaving and onboarding process is time-consuming and costly for employers, why not look to increasing the base pay via merit increases for current employees?

The Three Dimensions of the Indian Wage Code (2019): Shifting Economic, Socio-political and Legal Values?

The value of work is intrinsically linked to its monetary equival ent expressed in wages. Changes in wage laws therefore impact a wide-ranging frontier of tensions inherent in the politics around remuneration, at the individual, the firm and the state level. In othe r words, wages do not form a single line of conflict, but in fact matters of payment unfold multiple struggles in the spheres of institutions, at the shop-floor and within the household. From thi s three-fold perspective, the paper analyses unravelling tensions in the economic, legal and sociopolitical constitution of wages in the Indian Wage Code of 2019. This evaluation shows the importance of strengthening need-based approaches to wages such as minimum wage pol i ci e s, not just to facilitate decent working standards, but also to guarantee adequate social safety nets, particularly in times of crisis such as the COVID-19 pandemic.

Women's Participation in Firms' Management and Their Impact on Financial Performance: Pre-COVID-19 and COVID-19 Period Evidence

At a time when gender equality is a key priority of all international organizations, this paper can be considered a remarkable contribution to the role of women executives in firms' performance. More specifically, this study focuses on the effect of women holding positions of responsibility on firms' performance worldwide. For the purposes of our research, we applied cross-sectional and panel data analysis for all sectors at an international level from 2019, the year preceding the breakout of the pandemic crisis, to 2021, while the indicators used to measure the participation of women in executive positions are classified as ESG indices. The empirical analysis findings end up showing that the participation of women in executive positions positively affects firms' performance over time, while there is no material change observed before and during the COVID-19 pandemic period. More specifically, when the percent of women processing job positions of responsibility increases by 10%, then the index of profitability will increase from 1.4% to 1.8%, regardless of the measurement of female participation in executive positions used. The results of this study constitute a remarkable contribution to the promotion of the creative economy, the progress of societies, and sustainable development. The research's outcome can be primarily used by policymakers drawing up policies for achieving gender equality in the labor market and workplaces and by shareholders and firms' managers in order to trust females in executive positions in favor of their firms' financial performance. The current study is unique in that it focuses on the period before and during the COVID-19 period, as a period of high volatility in economic activity worldwide, while the sample includes firms from large and mid-cap companies belonging to developed and emerging markets. The above approach will contribute to providing more credible information related to the role of women executives in firms' performance.

The Differential Impact of COVID-19 on Labour Market Outcomes of Immigrants in Canada.

Based on Canadian Labour Force Survey data, we estimate the differential effect of the COVID-19 pandemic on seven labour market outcomes, and separate between recent and established immigrants relative to domestic-born Canadians. We also use Recentered Influence Function (RIF) unconditional quantile regressions to estimate the differential effects across the distribution of outcomes. We find that the pandemic had an adverse effect on the labour market outcomes for all workers, and that the adverse effects were generally larger for immigrants and especially recent immigrants as well as for immigrants at the bottom of the outcome distributions. The adverse effects were generally larger at the earliest waves of the pandemic, and for recent immigrants who were female, less educated, and those with child responsibilities, and for jobs at greater risk of contact with the pandemic.

Sur la base des données de l'Enquête sur la population active du Canada, nous estimons l'effet différentiel de la pandémie de COVID-19 sur sept résultats sur le marché du travail, séparément pour les immigrants récents et établis par rapport aux Canadiens nés au pays. Nous utilisons également des régressions quantiles inconditionnelles de la fonction d'influence recentrée (RIF) pour estimer les effets différentiels sur la distribution des résultats. Nous constatons que la pandémie a eu un effet négatif sur les résultats du marché du travail pour tous les travailleurs, les effets négatifs étaient généralement plus importants pour les immigrants et en particulier les immigrants récents ainsi que pour les immigrants au bas de la distribution des résultats. Les effets néfastes étaient généralement plus importants pour les premières vagues de la pandémie et pour les immigrants récents qui étaient des femmes, moins instruits, ceux qui avaient des responsabilités envers les enfants et pour les emplois les plus à risque d'être en contact avec la pandémie.

Analysis Of the Effectiveness of Risk- Based Internal Audit Implementation: A Case Study: Acces la Success

Background: Risk Based internal audit is a control and supervision activity carried out by internal auditors using the output of risk management. Purpose: The purpose of this study was to obtain a comprehensive understanding of the implementation of risk based internal audit at BPJS Ketenagakerjaan. Internal auditors need to know about risk management and risk maturity to identify key areas that require immediate supervision and follow-up. Method: This research is a case study qualitative research with a descriptive approach. Data was collected by means of interviews, observation and documentation. The analysis technique using triangulation is to collect data, reduce and draw conclusions. Results and findings: Researchers found that Social Security Agency while in Indonesian term is Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan as an institution that is mandated to manage labor social security membership fees and implement good governance and manage business risks. The risk management output is then used as the basis for conducting an internal audit. Discussion: BPJS Ketenagakerjaan carries out risk management to identify risks, identify areas that have potential risks and carry out risk profiling. This makes it easier for internal auditors to carry out the internal audit process. Impact: The results of risk management make it easier for auditors to identify risks and identify specific areas so that internal audits can run effectively and efficiently.

The role of compensation in shaping employee's behaviour: a mediation study through job satisfaction during the Covid-19 pandemic

PurposeThis research aimed to study the impact of compensation on employee retention and turnover intentions among healthcare employees. The study also tested the mediation role of job satisfaction in the relationship.Design/methodology/approachIn the present study, self-administrated questionnaires were distributed among 600 doctors working in public hospitals of Pakistan, following stratified sampling. The data analysis was conducted through SPSS and smart-PLS.FindingsResults of the present study supported all the hypotheses (H1–H7), such as the significant relationship of compensation with employee retention and turnover intentions. Results further confirmed the mediation effect of job satisfaction between compensation and employee retention as well as compensation and turnover intentions.Practical implicationsThis study is useful for policymakers and organizational managers since the study provides guidelines on employee retention and high turnover intentions and how these factors are influenced by improved compensation.Originality/valueThis study sheds light on the relationship of compensation together with employee retention and turnover intentions through the mediating role of job satisfaction in healthcare context, which was overlooked in the existing literature.

Dynamics and Regional Features of Labour Market Recovery During COVID-19

The imbalance between labour supply and demand, both by types of economic activity and by professional groups, differs in Russian regional labour markets, causing long-term unemployment and impoverishment of the population. The article examines the transformation of the labour market, regional characteristics of market failures and its recovery during the COVID-19 pandemic. Based on sample surveys of the labour force conducted by the Federal State Statistics Service, we determined monthly unemployment dynamics and, subsequently, the vulnerability and instability of regional labour markets. It is hypothesised that the stronger the contraction of employment and the greater the unemployment, the longer the process of labour market recovery during the pandemic;regions recover from the crisis at different speeds. Indicators of the intensity of labour market failures and its recovery are proposed. Since the pandemic is a peculiar phenomenon that affected the economy and society, human behaviour in the labour market, the concept of excessive unemployment was used (the difference between actual unemployment and its pre-pandemic level). We performed a correlation analysis of the relations between labour market failures and its recovery in four groups of regions characterised by different labour market fluctuations. The calculated Spearman's coefficients showed a positive relationship between the indicators. The depth of labour market failures and its recovery rate in regions with developed infrastructure, attracting labour migrants, are revealed. A positive relationship was established between the unemployment dynamics and the increase in vacancy rate reported by employers to employment agencies, increase in the average monthly salary. This article presents the results of the first research stage. Further studies will expand the time series of employment and unemployment in order to identify long-term trends and build a forecasting model. © 2023 Institute of Economics, Ural Branch of the Russian Academy of Sciences. All rights reserved.

"I Could Be Unemployed the Rest of the Year”: Unprecedented Times and the Challenges of "Making More”

The COVID-19 pandemic has been unprecedented in many ways, but perhaps no more so than in the sudden expansion of—and increase in—unemployment assistance benefits. We ask how precarious workers, many of whom were "hustling” for money or engaged in creative fields, feel about making more on unemployment. How are they using the funds? We draw on remote interviews and online surveys with 199 gig and precarious workers in New York City during the first wave of the pandemic. We find that workers are ambivalent about unemployment assistance and concerned that a financial influx today portends a shortage tomorrow. This "specter of the unknown” affected workers' use of their benefits. As a result, even though the Coronavirus Aid, Relief, and Economic Security Act was intended to mitigate the social and economic impact of the pandemic, these programs—despite being helpful—may have also contributed to precarious workers becoming even more certain of their insecurity.

Build resilient enterprises with resilient people: the case of ASK Consulting

PurposeWhile strong risk management and contingency planning are important for building capabilities useful for quick adaptation to foreseeable disruptions, they may not be useful for preparing for black swan-type events or situations that lack sufficient precedent to understand how they impact businesses. The key to creating a resilient organization relies most on resilient human capital, who are capable of withering whatever changes Chance may throw at them and the organization.Design/methodology/approachUsing company data and semi-structured interviews, this paper presents the case study of ASK Consulting, a medium-size entrepreneurial enterprise that learned that human resources are the cornerstone of a resilient organization.FindingsResilient people exhibit three common traits: discipline, open-mindedness to change, and a sense of service to the team rather than themselves. Insights about these traits can be elicited by asking prospective employees three questions during their interview.Practical implicationsThis case provides an illustrative case study and straightforward guidance for identifying whether a job candidate has the traits of a resilient person.Originality/valueMuch of the research into organizational resilience focuses on scenario planning, contingencies, and building organizational capabilities. This provides a much more straightforward and actionable approach that focuses on only one type of resource and is not contingent on the availability of slack time and money to implement.

Disability Evaluations: Common Questions and Answers

Disability is a physical or mental impairment that substantially limits at least one major life activity. Family physicians are often asked to assess patients with disabling conditions that can impact insurance benefits, employment, and ability to access needed accommodations. Disability evaluations are needed for short-term work restrictions following a simple injury or illness and for more complex cases involving Social Security Disability Insurance, Supplemental Security Income, Family and Medical Leave Act, workers' compensation, and personal/private disability insurance claims. Using a stepwise approach built on awareness of the biologic, psychological, and social elements of disability assessment may facilitate this evaluation. Step 1 establishes the role of the physician in the disability evaluation process and the context of the request. In Step 2, the physician assesses impairments and establishes a diagnosis based on findings from an examination and validated diagnostic tools. In Step 3, the physician identifies specific participation restrictions by assessing the patient's ability to perform specific movements or activities and reviewing the employment environment and tasks. Steps 4 and 5 ensure proper documentation, billing, and coding. In complex cases, consultants such as psychiatrists and physical therapists may assist by providing insight into a patient's mental and physical impairments, activity limitations, and response to treatment. (Am Fam Physician. 2023;107(5):490–498. Copyright © 2023 American Academy of Family Physicians.)

Inflation and wage growth since the pandemic.

Following the worst of the COVID-19 pandemic, inflation surged to levels last seen in the 1980s. Motivated by vast differences in pandemic support across countries, we investigate the subsequent response of inflation and its feedback to wages. We exploit the differences in pandemic support to identify the effect that these programs had on inflation and the passthrough to wages. Our empirical approach focuses on a novel dynamic difference-in-differences method based on local projections. Our estimates suggest that an increase of 5 percentage points in direct transfers (relative to trend) translates into about a peak 3 percentage points boost to inflation and wage growth. Moreover, higher inflation accentuates the role of inflation expectations on wage-setting dynamics.

Addressing employee turnover in retail through CSR and transformational leadership

PurposeEmployee turnover, a reality that Indian retail organizations cannot ignore, is the central theme of this paper. The authors have aimed to empirically establish corporate social responsibility initiatives (CSRI) and transformational leadership (TL) as rather unconventional predictors that can potentially influence retail employees' intention to stay (ITS) through sequential mediation by employer branding (EB) and organizational identification (OI).Design/methodology/approachData collected using a structured questionnaire from three hundred and five frontline employees working with twenty-nine Indian retail outlets in the Delhi-National Capital Region (NCR) region was tested using structural equation modelling.FindingsFindings confirmed the impact of both CSRI and TL on ITS, with sequential mediation by EB and OI. While OI partially mediated the effect of EB on ITS, TL exerted more influence than CSRI in enhancing EB.Originality/valueThis study enhances retail literature by empirically testing a unique fusion of organization and individual-level predictors that influence ITS as an individual-level outcome. Having TL and a firm corporate philosophy of CSR spending can enhance a retailer's image as a preferred employer brand and generate OI to successfully address employee turnover

The Great Resignation: survival strategies for pediatric practice

The Great Resignation According to surveys from The Physicians Foundation in 2020 and 2021, 8% of medical practices closed, 32% of practices had to reduce staff, and 49% of physician experienced a reduction in income during the pandemic.1,2 Additionally, the US Bureau of Labor Statistics reported that health care workers were leaving the industry at a rate of 500,000 per month during 20223;Elsevier Health reports that 47% of US health care workers plan to leave their positions by 2025.4 Many physicians took government loans or pay cuts to keep practices afloat during the pandemic;when they reopened, patient volume took months to return to prepandemic levels. Over 230,000 physicians, nurse practitioners, and physician assistants quit their jobs by the end of 2021;the health care industry lost 20% of its workforce.6'7 Thus, the "Great Resignation" is considered one of the most significant sequalae of the COVID-19 pandemic. The Great Resignation today As I write this in February 2023, we continue to wear masks in our offices, work with significant clerical and clinical staff reductions, see more patients daily than we did prepandemic, and regularly see patients with mental health issues who need therapy. Many visits, such as for rashes, mental health and atten-tion-deficit/hyperactivity disorder medication checks, weight checks, conjunctivitis, and follow-up illness visits, are appropriate for virtual care.

European Cross-Sectoral Collective Bargaining as Post-Crisis Social Policy

This article proposes a policy project, centered around coordinated collective bargaining at the European Union level, to redistribute income towards low-wage workers in post-crisis Europe. It suggests we allow labor unions in sectors employing low-wage workers to present common wage demands across sectors and EU Member States. It shows that this would make union wage increases less harmful to workers and consumers than under uncoordinated sectoral bargaining, while coming more directly at the expense of managers and investors. The article then describes existing EU legal institutions that-although they do not quite amount to the policy proposed here-constitute useful precedents for it. These institutions are European social dialogue, European Works Councils, and European Framework Agreements bargained for by multinational firms and worker representatives. The article also discusses doctrines of EU competition and internal market law that could potentially be held to prohibit European cross-sectoral collective bargaining coordination. The article lays out arguments in favor of finding such coordination lawful, so that it may form part of the EU's policy arsenal to address wrenching economic inequalities worsened by the ongoing economic and health crises.

Support Decent Work for All as a Public Health Goal in the United States. (APHA Policy Statement Number 20223, Adopted November 2022).

This policy promotes decent work as a U.S. public health goal through a comprehensive approach that builds upon existing APHA policy statements and addresses statement gaps. The International Labour Organization defines decent work as work that is "productive, delivers a fair income, provides security in the workplace and social protection for workers and their families, offers prospects for personal development and encourages social interaction, gives people the freedom to express their concerns and organize and participate in the decisions affecting their lives and guarantees equal opportunities and equal treatment for all across the entire lifespan." The World Health Organization has emphasized that "health and employment are inextricably linked" and "health inequities attributable to employment can be reduced by promoting safe, healthy and secure work." Here evidence is presented linking decent work and health and action steps are proposed to help achieve decent work for all and, thus, improve public health. In the United States, inadequacies in labor laws, structural racism, failed immigration policies, ageism, and other factors have increased income inequality and stressful and hazardous working conditions and reduced opportunities for decent work, adversely affecting workers' health and ability to sustain themselves and their families. The COVID-19 pandemic highlighted these failures through higher mortality rates among essential and low-wage workers, who were disproportionately people of color. This policy statement provides a strategic umbrella of tactics for just, equitable, and healthy economic development of decent work and proposes research partnerships to develop, implement, measure, and evaluate decent work in the United States.

Pandemi, krisehåndtering og arbejdsliv

Da Mette Frederiksen lukkede ned for det danske samfund i midten af marts måned 2020 – som respons på den globale coronapandemi – var det en historisk uset grad af intervention på det danske arbejdsmarked, der medførte en næsten øjeblikkelig nedlukning for mange danske arbejdspladser både i det private og det offentlige. Det var på mange måder en usædvanlig beslutning, som fik store konsekvenser på stort set alle samfundsområder. Siden anden Verdenskrig, har der ikke været gennemført så pludselige og omfattende ændringer af arbejdsvilkår og arbejdets organisering med konsekvenser for de sociale relationer på arbejdspladser og for forholdene på arbejdsmarkedet mere generelt, som det skete under coronapandemien. I starten steg arbejdsløsheden voldsomt, og man indførte en række hjælpepakker til både virksomheder og lønmodtagere, som blev hjemsendt, f.eks. den såkaldte lønkompensation som skulle holde hånden under de ansatte i særligt udsatte brancher. Denne tilgang var ikke unik for Danmark. Alternate abstract:When Mette Frederiksen shut down Danish society in mid-March 2020 – in response to the global corona pandemic – it was a historically unprecedented degree of intervention in the Danish labor market, which led to an almost immediate shutdown of many Danish workplaces both in the private and the public sector. It was in many ways an unusual decision, which had major consequences in virtually all areas of society. Since the Second World War, there have not been such sudden and comprehensive changes to working conditions and the organization of work with consequences for social relations at workplaces and for conditions on the labor market more generally, as happened during the corona pandemic. At the start, unemployment rose sharply, and a number of aid packages were introduced for both companies and wage earners, who were sent home, e.g. the so-called wage compensation, which was supposed to hold the hand of the employees in particularly vulnerable industries. This approach was not unique to Denmark.

Crowd work in STEM‐related fields: A window of opportunity from a gender perspective?

After the Global Financial Crisis (2008) many people found new job opportunities on crowd platforms. The COVID‐19 crisis reinforced this trend and virtual work is expected to increase. Although the working conditions of individuals engaged on these platforms is an emerging topic, of research, the existing literature tends to overlook the gendered dimension of the gig economy. Following a quantitative approach, based on the statistical analysis of 444 profiles (platform Freelancer.com in Spain and Argentina), we examine the extent to which the gig economy reproduces gender inequalities such as the underrepresentation of women in STEM‐related tasks and the gender pay gap. While the findings reveal lower participation of women than men, this gap is not higher in Argentina than in Spain. Moreover, gender variations in hourly wages are not as marked as expected, and such differences disappear once STEM skill levels are controlled for. Asymmetry in individuals' STEM skill level provides a better explanation than gender of the hourly wage differences. This finding opens a window of opportunity to mitigate the classical gender discrimination that women face in technological fields in traditional labor markets. Finally, the paper identifies some issues concerning the methodological bias entailed by the use of an application programming interface in cyber‐research, when analyzing gender inequalities.

A New Approach for Forecasting Crude Oil Prices Based on Stochastic and Deterministic Influences of LMD Using ARIMA and LSTM Models

Crude oil is one of the non-renewable power sources and is the lifeblood of the contemporary industry. Every significant change in the price of crude oil (CO) will have an effect on how the global economy, including COVID-19, develops. This study developed a novel hybrid prediction technique that depends on local mean decomposition, Autoregressive Integrated Moving Average (ARIMA), and Long Short-term Memory (LSTM) models to increase crude oil price prediction accuracy. The original data is decomposed by local mean decomposition (LMD), and the decomposed components are reconstructed into stochastic and deterministic (SD) components by average mutual information to reduce the computation cost and enhance forecasting accuracy, predict each individual reconstructed component by ARIMA, and integrate the residuals with LSTM to capture the nonlinearity in residuals and help to find the final prediction result. The new hybrid model LMD-SD-ARIMA-LSTM has reduced the volatility and solved the issue of the overfitting problem of neural networks. The proposed hybrid technique is validated using publicly accessible data from the West Texas Intermediate (WTI), and forecast accuracy are compared using accuracy measures. The value of Mean Absolute Error (MAE) and Mean Absolute Percentage Error (MAPE) for ARIMA, LSTM, LMD-ARIMA, LMD-SD-ARIMA, LMD-ARIMA-LSTM, LMD-SD-ARIMA-LSTM, and Naïve are 1.00, 1.539, 5.289, 0.873, 0.359, 0.106, 4.014 and 2.165, 1.832, 9.165, 1.359, 1.139, 1.124 and 3.821 respectively. From these results, it is concluded that the proposed model LMD-SD-ARIMA-LSTM has minimum values for MAE and MAPE which assured the superiority of the proposed model in One-step ahead forecasting. Moreover, forecasting performance is also compared up to five steps ahead. The findings demonstrate that the suggested approach is a helpful tool for predicting CO prices both in the short and long term. Furthermore, the current study reduces labor costs by combing the stationary and non-stationary Product Functions (PFs) into stochastic and deterministic components with improved accuracy. Meanwhile, the traditional econometric model can strengthen the prediction behavior of CO prices after decomposition and reconstruction, and the new hybrid forecasting method has better performance in medium and long-term forecasting of the CO price. Moreover, accurate predictions can provide reasonable advice for relevant departments to make correct decisions. © 2013 IEEE.