Dying to get to work or getting to work to die?
-
DOIhttp://dx.doi.org/10.21511/nfj.2.2019.01
-
Article InfoVolume 2 2019-2020, Issue #1, pp. 1-3
- 1033 Views
-
103 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Dying for a Paycheck: How Modern Management Harms Employee Health and Company Performance – and What We Can Do About It. Jeffrey Pfeffer. New York, New York: Harper Business, 2018, 272 pp., ISBN 13: 978-0062800923
Why isn’t there a sustainability plan for humans in their workplace? Almost every serious multinational company has a sustainability policy concerning the environmental pollution. Companies are obliged to make EIR (Environmental Impact Reports). However, when it comes to the human resources, no policies are set into place to protect the physical and mental wellbeing of their employees. If there are attempts made to ban toxic products and processes, why isn`t there a protection against toxic management systems?
This is one of the challenging questions Jeffrey Pfeffer presents in his latest book “Dying for the paycheck”. No, there is no error, the title indeed is “Dying for the paycheck”. Pfeffer explains his provocative title in an interview with Dan Schawbel: “Two colleagues and I estimated that about one-half of the 120,000 excess deaths from workplace exposures annually was preventable” (retrieved from Dan Schawbel personal branding blog: http://www.personalbrandingblog.com/jeffrey-pfeffer-employers-care-health-employees/).
These numbers are being put into perspective by comparison to 27 European countries and Pfeffer’s conclusion is that by estimate, 60,000, or half the death, and about 63 billion, or one-third of the excess costs, might be preventable (Pfeffer, chapter 2, page 6).
- Keywords
-
JEL Classification (Paper profile tab)Q56, J28
-
References0
-
Tables0
-
Figures0
-
Impact of career development, job insecurity, and tech awareness on the quiet quitting of hospitality employees in Indonesia
Nurul Sukma Lestari
,
Veithzal Rivai Zainal ,
Syafrizal Chan ,
Lenny Christina Nawangsari
doi: http://dx.doi.org/10.21511/ppm.22(3).2024.33
Problems and Perspectives in Management Volume 22, 2024 Issue #3 pp. 427-439 Views: 547 Downloads: 170 TO CITE АНОТАЦІЯEmployee performance is one of the main drivers for company development. However, there is an emergence of quiet quitting behavior, which many Generation Z workers experience. This behavior is detrimental to the company because it affects employee performance. The objective of this study is to analyze the influence of perceptions of career development opportunities, job insecurity, and awareness of intelligent technology on quiet quitting and its correlation with work performance, especially in Generation Z in Jakarta, Indonesia. This paper adopts an explanatory research design to elucidate the causal relationships between these variables using quantitative methods. Stratified random sampling was used to ensure representative data. Questionnaires were distributed to 289 hotel employees in Jakarta, capturing diverse perspectives across various job roles and departments. The data were analyzed using SmartPLS. The results showed a significant negative relationship between perceived career development opportunities and quiet quitting behavior. A positive and significant relationship exists between job insecurity and quiet quitting behavior. The study identifies a positive correlation between awareness of smart technology and quiet quitting behavior. Additionally, the paper reveals a significant negative relationship between quiet quitting behavior and employee performance. Perceived career development opportunities significantly reduce quiet quitting behavior, while job insecurity and awareness of smart technology increase it. Quiet quitting behavior, in turn, significantly negatively impacts employee performance. Organizations can develop targeted strategies to reduce this behavior by understanding the factors influencing quiet quitting.
-
Effect of job insecurity on the relationship between locus of control and supervisor performance
Muhammad Zaky ,
M. Sandi Marta
doi: http://dx.doi.org/10.21511/ppm.23(1).2025.18
Problems and Perspectives in Management Volume 23, 2025 Issue #1 pp. 238-248 Views: 74 Downloads: 4 TO CITE АНОТАЦІЯSupervisor performance is a highly interesting topic to study and research in state-owned enterprises, considering its critical role in improving the performance of state-owned companies in Indonesia. However, supervisor performance is hindered by job insecurity, which they experience as long as they do not have job assurance from the company. Therefore, this study aims to investigate the relationship between locus of control and supervisor performance while also examining the moderating role of job insecurity in this relationship within the national electricity company. This study uses an explanatory method with a quantitative approach. The purposive sampling technique was applied to survey 137 respondents, all of whom are supervisors with at least one year of experience in planning, operations, and electrical evaluation at the State Electricity Company in West Java, Indonesia. The data analysis technique is moderated regression analysis, assisted by SPSS version 27 software. The results show that locus of control has a positive and significant effect on supervisor performance (Coef = 0.529, p < 0.05), and job insecurity weakens the relationship between locus of control and supervisor performance (Coef = –0.108, p < 0.05). This study emphasizes the importance of organizations providing job security to supervisors to enhance the performance of state-owned enterprises. Jobs that the organization does not guarantee can reduce the sensitivity of supervisors in developing the organization.
