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In this study the authors examine whether bridge employees tend to hold non-standard jobs, and if so, whether non-standard job choice is deliberate. Moreover, the authors examine whether fulfillment of employment expectations affects the personal and work attitudes of bridge employees.

The authors' research and hypotheses are supported and developed through psychological contract theory. The authors collected data from 195 bridge employees, employed in a variety of jobs, through an online survey. Hypotheses were tested using hierarchical multiple regression.

This study suggests that some bridge employees may engage in non-standard employment deliberately. Moreover, we show that fulfillment of perceived obligation by employers (psychological contract) is associated with personal and work attitudes (life satisfaction, job satisfaction, affective commitment, normative commitment and intentions to stay) of bridge employees.

While this study supports psychological contract theory as an important framework for understanding bridge employment, sample size, cross-sectional data and a lack of diversity in the sample limit causality, generalizability and data robustness. Future research should strive to replicate and extend the current findings.

The present study underlines the importance of designing jobs to meet the expectations of bridge employees. Also, it highlights the preference of bridge employees to engage in non-standard employment.

The authors extend bridge employment research by empirically examining the relationship between unmet employment expectations and the personal and work attitudes of bridge employees.

Efficient decision-making must be reinvigorated to make a good decision towards retirement by construction workers. In developing countries such as Ghana, researchers conducted investigations into the effects of investing in retirement decision-making and planning, but none has considered to examine and identify the factors/determinants influencing efficient decision-making by construction workers towards retirement. This study aims to examine and identify the determinants/factors that affect the retirement decision-making of construction workers in developing countries such as Ghana.

This study used primary data collected from workers of four construction companies in Ghana. The sampling technique adopted for the study was a purposive sample approach, with a survey questionnaire as a collection instrument. Means score was adopted to reveal the major determinant/factor prioritized by the respondents while binary logistic regression was used to examine and identify the effect of the retirement determinants on the retirement decision of construction workers.

The findings established the main significant determinants impacting retirement decision, namely, “financial condition,” “homeownership,” “age” and “family issues.” Among the determinants, “financial condition” was revealed as the major determinant of retirement decision-making in the construction industry of developing countries, which is an economic condition by which the workers can easily secure credit.

Practically, the outcome of this study serves as a base for policymakers and practitioners in making decisions concerning the retirement of workers, especially construction workers. This study also serves to provide lesson for other classifications of workers aside from the construction workers in Ghana and other developing countries.

This study contributes to knowledge by filling in the lacuna in research by examining and identifying the determinants/factors that impact the efficient decision-making by construction workers in developing countries towards retirement.

The purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the psychological benefits of age on relationships between WLB and well-being might be stronger for those “younger” older workers than those working toward or beyond retirement age. This study tests a moderated mediation model whereby the effects of WLB on anxiety and depression (through job stress) are moderated by age.

Survey data from 512 New Zealand employees in three older age cohorts (55–59 years, 60–64 and 65+ years).

This study finds that WLB reduces job stress and leads to lower anxiety and depression. Job stress positively influences anxiety and depression and partially mediates the influence of WLB. Significant interaction effects are found by age, with the lower age cohort (55–59 years) reporting the strongest benefits from WLB and this effect reduces as employees get older but remains significant.

Even when focusing on older workers, the findings show younger older workers elicit stronger benefits from WLB toward well-being, although all age groups find WLB beneficial.

This paper offers novel insights into the question of whether the importance of WLB for well-being differs among older workers.

This article analyses how the MONDRAGON Group has overcome the barriers that the literature identifies in the creation of employee owned companies (Mygind and Poulsen, 2021), and how it has managed to grow over the last few decades.

To this end, based on an analysis of the legislative framework and the internal documentation of the MONDRAGON Group and its cooperatives, the case of what is often considered the most successful and highly developed network of co-operative firms is studied.

The study leads us to conclude that MONDRAGON has had sufficient capacity to overcome the barriers faced by worker-owned companies and has known how to adapt to the economic and social demands of each moment, despite the fact that at certain times it has had to act flexibly in its principles.

The work is limited to the analysis of the Group's internal documentation. It would be interesting to complement this vision with the perceptions of MONDRAGON's partners.

The MONDRAGON Group's study can show other cooperative experiences what the keys to success are.

MONDRAGON has been analysed from different perspectives, but how it has overcome the specific barriers presented by employee-owned companies has not been specifically studied. This perspective makes it possible to identify some of the group's success factors.

The purpose of this Real Impact Viewpoint Article is to analyze the phenomenon of the Great Resignation from the knowledge management perspective.

It applies the knowledge-based view of the firm to the notion of the Great Resignation, reviews the extant literature and relies on secondary data.

The Great Resignation has created numerous knowledge-related impacts on the individual, organizational and national levels. On the individual level, because of an accelerating adoption of freelancing, the future may witness an expansion of the category of the knowledge worker and a growing need for personal knowledge management methods and information technologies. Organizational effects include knowledge loss, reduced business process efficiency, damaged intra-organizational knowledge flows, lower relational capital, lost informal friendship networks, difficulty attracting the best human capital, undermined knowledge transfer processes and knowledge leakage to competition. Countries may also witness the depletion of national human capital.

Managers should learn how to use the available human capital more efficiently; realize the importance of universal succession planning programs; automate knowledge-centric business processes; facilitate knowledge-based IT initiatives by implementing self-functioning virtual communities, including enterprise social networks; restructure organizations to optimize intra-organizational knowledge flows; adjust strategies, products and target markets based on the available human capital; and create telecommuting conditions for people with disabilities who cannot be physically present. Knowledge management scholars are presented with a unique opportunity to convert the numerous theoretical insights accumulated within the boundaries of their discipline into practical application to facilitate the Great Knowledge Revolution.

This viewpoint offers managerial recommendations and inspires future Great Resignation investigations.

This study aims to examine the relationship between job burnout, psychological well-being and intention to change occupation among accounting professionals. It focuses on the role of psychological well-being in explaining the link between job burnout and intention to change occupation.

Data were collected with the help of a structured questionnaire. The final sample includes 218 accounting professionals in the private sector. To test the hypothesized model in this study, IBM AMOS ver26 was used to perform the structural equation modeling (SEM).

The results of this study show that job burnout has a positive impact on the intention to change occupation and a negative impact on psychological well-being. In addition, psychological well-being was found to mediate the relationship between job burnout and intention to change occupation.

This study provides important implications for accounting firms and recommends that they implement the necessary practices to increase the psychological well-being of accounting staff to reduce job burnout and intention to change occupation.

This work complements current studies in the field of accounting by highlighting the intermediary role of psychological well-being on the relationship between job burnout and intention to change profession among accounting professionals.

Polish agriculture is one of the main sectors of the national economy that, under the influence of political transformations and European integration, is subject to measures stimulating its development. The instruments of the Common Agricultural Policy (CAP) have been an important supporting stimulus.

This chapter aims to evaluate the significance of the common agricultural policy to the growth and development of agriculture and to structural transformations therein triggered primarily by the influx of additional CAP funds.

The agricultural sector was examined together with its selected characteristics in the context of CAP instruments' impact after 2004. Data included the streams of funding for Polish agriculture and indicators illustrating changes in structural features, economic performance and productivity of production factors. The indicators included changes in the number, structure and potential of farmsteads, changes in the level of employment in agriculture, this sector's share in total gross value added, profitability of farmsteads, capital expenditure level and changes in labour and land profitability compared with changes in the level of employment and agricultural production intensity. They were calculated based on data from EUROSTAT, Statistics Poland and Farm Accountancy Data Network (FADN).

The outcomes confirm that common agricultural policy has contributed to create development processes in Polish agriculture. Changes in the sector affected structural characteristics, production factors productivity and the income of agricultural producers. Since Poland joined the European Union (EU), the percentage of agricultural workers declined by 8.4 p.p. and the number of farms decreased by nearly 30%. These changes were accompanied by a nearly twofold increase in agricultural labour productivity, 50% increase in land productivity and the profitability of land increased by 43%.

This paper explores how individual and collective burnout has become an organizational concern for school leaders, why burnout matters and what might be done to address the problems individual and organizational burnout generates.

This paper presents an analysis of the current literature regarding individual and collective burnout, identifies contributing factors and explores the impacts of each. Following a discussion and synthesis of the research literature, implications for practice are presented.

Highlighting exhaustion as a factor in burnout and as a significant consequence of stress, the paper proposes specific individual teacher and leader actions focused on addressing broad organizational responses with the potential to address the consequences of burnout including depersonalization, cynicism, emotional and compassion fatigue, and a loss of individual and collective efficacy. The authors argue that for burnout to be successfully mitigated, urgent strategic and focused organizational responses are essential to identify, track, and counter individual and collective burnout.

Much of the existing burnout literature focuses on the individual as the locus of experience and inquiry. The authors contend that this predominant focus on individual experience is insufficient to address systemic organizational issues, problems and concerns facing educational organizations that perpetuates and accelerates the experience of individuals. This paper contribution elevates conceptions of and discussions about burnout to the organizational level and reframes the conversation by focusing on organizational responses.