OBJECTIVE: To establish normative values for a functional capacity evaluation (FCE) of healthy working subjects.DESIGN: Descriptive.SETTING: Rehabilitation center.PARTICIPANTS: Healthy working subjects (N=701; 448 men, 253 women) between 20 and 60 years of age, working in more than 180 occupations.INTERVENTIONS: Subjects performed a 2-hour FCE consisting of 12 work-related tests. Subjects were classified into categories based on physical demands according to the Dictionary of Occupational Titles.MAIN OUTCOME MEASURES: Means, ranges, SDs, and percentiles were provided for normative values of FCE, and a regression analysis for outcome of the 12 tests was performed.RESULTS: Normative FCE values were established for 4 physical demand categories.CONCLUSIONS: The normative values enable comparison of patients' performances to these values. If a patient's performance exceeds the lowest scores in his/her corresponding demand category, then the patient's capacity is very likely to be sufficient to meet the workload. Further, clinicians can make more precise return-to-work recommendations and set goals for rehabilitation programs. A comparison of the normative values can be useful to the fields of rehabilitation, occupational, and insurance medicine. Further research is needed to test the validity of the normative values with respect to workplace assessments and return-to-work recommendations.
Tipping is a social norm in many countries and has important functions as a source of income, with significant social welfare effects. Tipping can also represent a form of lost tax revenue, as service workers and restaurants may not declare all cash tips. These interrelationships remain generally insufficiently understood. This paper presents the results of a comparative survey of resident tipping patterns in restaurants in Spain, France, Germany, Switzerland, Sweden, Norway, and the Netherlands. ANOVA and ANCOVA analyses confirm significant variation in tipping norms between countries, for instance with regard to the frequency of tipping and the proportion of tips in relation to bill size. The paper discusses these findings in the context of employment conditions and social welfare effects, comparing the European Union minimum wage model to gratuity-depending income approaches in the USA. Results have importance for the hospitality sector and policymakers concerned with social welfare
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With employer branding (EB), businesses aim to align their organizational norms with the norms of their current and prospective employees, and they explicitly communicate about the firm’s norms. Communication, however, carries different meanings depending on the context in which one operates. Also, the organizational norms may vary depending on the context, i.e., industry, different countries, and geographical context in which a firm operates. As such, the process of EB may be context-dependent, too. This study explores if and how EB is applied differently in different country and industry contexts. The analysis draws on a quantitative content analysis of 226 job vacancies targeted at highly educated graduates and professionals in IT, energy, and healthcare from the North of the Netherlands and comparable regions from Germany and Bulgaria. Our findings show that EB, as manifested in core values and distinctive characteristics, is not widely adopted in the vacancies we included in our analysis. When adopted, different values are emphasized depending on the context. General information and job-specific information are most frequent among all industries and countries. EB is a multidimensional concept with different dimensions used according to the context. The study’s main implication is that companies need to be mindful of the context in which an EB strategy is used. A one-size-fits-all approach in EB is likely not the most effective. This is particularly relevant for multinationals that adopt a worldwide organizational brand.
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