Abstract
This study explores the work environment of media organizations in Pakistan compared to international standards under the set rules of the International Labor Organization and its implementation level in large- and small-scale media organizations. The study explored the relationship of job satisfaction of media employees with facilities provided to them at their workplace, their health issues, and awareness level of ILO safety standards at work environment considering their gender, age, education, experience, job status, and job position. Two hundred fifty-four respondents submitted their responses. The results showed that most media employees were not aware of their rights, and there was no concept of occupational safety in a third-world country like Pakistan, where the unemployment rate is high. Salary and perks are a prime concern to fulfill the requirements of their families and ignore their health. The media industry's work environment standards in Pakistan are far behind the international world, especially in developed countries. This study finds out that the majority of employees were not aware of their rights, and ILO safety standards were not followed.
Key Words
Media Employees, ILO, Working Conditions, Job Satisfaction, Health Issues
Introduction
This study explores the work environment of media organizations in Pakistan compared to international standards under the set rules of the International Labor Organization and its implementation level in large- and small-scale media organizations. The study had explored the relationship of job satisfaction of media employees with facilities provided to them at their workplace, their health issues, and awareness level of ILO safety standards at work environment considering their gender, age, education, experience, job status, and job position.
Background and Context
The media industry in Pakistan is facing many challenges. The industry took a boost after the approval of licensing for electronic media to the private sector after the establishment of the Pakistan Media Regulatory Authority (PEMRA) in 2002. In Pakistan, the rapid growth of media organizations is used as a tool to get maximum profit, target own interest, enforce media ownership, influence political opinion, and get rid of taxes, especially by big media groups (Jamil, (2021).
In this race of power games, relatively financially or politically, media houses have ignored the critical potential behind running these media organizations, i.e., its workforce or media employees (Ong, & Cabanes, 2018). According to Pakistan Electronic Media Regulatory Authority (PEMRA), around 100 satellite licensed television are working in Pakistan Waris Khan, Nisar, & Aziz, (2021). Pakistan Bureau of Statistics revealed that 707 newspapers are currently working across the country (Pakistan, Newspapers, and Periodicals by Province, 2020).
Mass Media in Developing Countries
Mass media in developing countries like Pakistan is considered a central part of all activities as masses can make their opinion, report issues, development at the economic, political, social, or diplomatic level is being conveyed through it (Ida, Saud, & Mashud, 2020).
Working Conditions of Media Industry of Pakistan
The most prominent conditions of working environment that prevails in the media industry in Pakistan include no proper sitting arrangement, noise, crowd and disturbance of people moving to the places, strict deadlines, organizational pressure, long working hours, unavailability of the sperate washroom for ladies, no fixed working hours, income issues in some organizations, unavailability of health insurance, no social protection, no job security, unpaid sick leaves, stressful working environment, no proper lighting and, politics. These conditions are enough to cause stress to the media employees, leading to health hazards and severe well-being issues. (Spoorthy, Pratapa & Mahant, 2020).
It is generally observed that employees who do not have adequate facilities to do their work properly or work in poorly maintained or poor conditions often complain of many problems like lack of concentration, headache, uneasiness. In media organizations, such complaints are a routine that is mainly ignored. These initial problems aggravate with time if proper attention is not paid to them (Gandini, 2019)
Figure 1
Importance of Motivation for employees
Around the globe, every industry has set rules to protect the rights of employees regarding the safety, security, and welfare of employees. Under the aegis of the United Nations (U.N.), an international organization called the International Labor Organization (ILO), has established rules for employees' occupational safety.
Like all other industries, ILO has also set up rules for the media industry to ensure a conducive working environment for media employees. Nevertheless, unfortunately, in third-world countries, there is no set mechanism for implementing such rules (Yang, 2021). The Pakistani media industry is also suffering from the same issue.
International Labor Organization (ILO)
International Labor Organization (ILO) is working on setting labor standards device policies and developing programs that help promote decent work without discrimination for everyone. (McIlveen et al., 2020).
ILO Safety Standards
The organization has urged governments to set up a concrete policy giving them the right to select employment according to their own free will and aptitude (Heleno, Borges, & Agullo-Tomas, 2018).
The employees must be independent to perform their tasks without discrimination based on gender, social, religion, political affiliation, ethnicity, language, or any other base (Arimie, 2019). In light of Olanipekun & Jiboku (2021) opinion, ILO laws also elaborate that organizations should take proper care of employees' health and welfare benefits with complete hygienic measures imperative for the work environment as per the nature of work of any industry.
Organizations are responsible for ensuring employees' safety from the harmful effects of radiation, particularly in the industries where workers are exposed to such risk factors (Leso, Fontana, & Iavicoli, 2018).
The notion of Reese (2018) was that for every organization, it is mandatory to take steps to prevent its employees from occupational safety hazards. The social security standards for employees cover nine areas: medical assistance, employment opportunities, old-age benefit, disease or sickness, injury at the workplace, family benefits, approved benefits for maternity, and benefits for survivors in case of any mishap and invalidity.
The working environment of any organization has direct impacts on its capability to attract, engage, and retain its employees. This structure is a logical framework of any organization to define its standards and priorities for its financial goals and the health of its employees (Arasanmi & Krishna, 2019).
According to Parreira, et. al., (2018). There is a direct relationship between the stress level of employees with their productivity, analyzing them on their current productivity and also over them in long-term.
In this field, Pakistan faces several problems like the change of technology, inadequate infrastructure, lack of financial resources, weak legislation and law enforcement, lack of planning, and paucity of investment in training and skill development.
During the last few years, media organizations have faced an economic crisis that has directly affected employees of the media industry. Media owners laid off a large number of employees, announced a cut in salaries, and did not pay any attention to the basic requirements of their employees within the office environment due to a lack of proper rules and regulations for the protection of employees' rights media industry.
Literature Review
This research has focused on the areas which needed more attention to sorting out problems of media employees, especially in the media industry of third world countries, which are still far beyond the technologies used by developed countries for the betterment of their employees. The study was based on three primary constructs Practices and Policies, Occupation Safety and Perks and Privileges. Each construct is further divided into four sub-constructs.
Practices and Policies
Nature of Work
In the words of Lee et al. (2018). nature of work is an essential factor for any specific job, providing an ample opportunity to nurture, initiate, or provide satisfaction to any organization's workers. Pollack et al. (2020) describe this term as a process for finishing any task improving their abilities and grabbing opportunities for progress.
Improper facilities and misuse of technology are major risk factors that adversely affect employees' performance compared to organizations maintaining quality work standards Yazgan, (2018).
Working Conditions of Workers.
According to a study by James (Mora, Suharyanto,& Yahya, 2020), uncomfortable working conditions are one of the major causes that affect employees' productivity and efficiency.
Hiring and Termination Rules
In the light of Bonaccio,et.al., (2020). Views, organizations should provide equal opportunities to anyone without any discrimination. They explained that a specific procedure should be adopted to ensure equal opportunities for all to get a job as per their abilities and talent.
Policies of organization
Studies explored that giving a higher rank to employees or promoting them to be a supervisor position based on performance has direct consequences on raising the confidence level besides giving them a sense of pride and enhancing their level of job satisfaction which results in better performance (Weiss, & Morrison, 2019).
Occupational Safety
Indoor Office Environment
The study Wright, 2018 stated that lack of proper setup leads to "set up to fail." It means if employees of any organization do not have the proper space and resources to perform their work conveniently and give their best work, it is called the failure of set up. It includes convenient office buildings with proper safety precautions to prevent injuries. Health experts also consider imperative appropriate occupational health requirements to limit short- and long-term hazards required to prevent employees' physical or mental illness (Bahr, Clarsen & Ekstrand 2018).
Risk Factor
The findings of Vaitkus, ?ygas, & Skrodenis, 2018 disclosed risk factors at work zone and the frequency of accidents set. The contribution level of employees at workplaces as high risk reduce employee's input level at a particular organization. They find out that if employees do not know the intensity and importance of safety measures at any industry or organization, lack of safety measures implementation or the number of accidents affects their dedication and attachment to a particular job.
Health Issues
According to (Stogner, Miller, & McLean, 2020), working under stress for a long produces events, chronic strains, and traumas, and they have damaging impacts on physical and mental health on employee health.
The impacts of stressors on health and well-being are reduced when persons have high levels of mastery, self-esteem, and social support. Concerning policy, to help individuals cope with adversity, tried and true coping and support interventions should be more widely disseminated and employed.
Level of Satisfaction
In Davidescu, et al., (2020), satisfaction is people's value or importance through their work. It also includes that workers from any income group can quickly get necessary and basic facilities and manage their families conveniently.
Perks and Privileges
Pay and Reward
According to Ali & Anwar (2021), pay structure has significant results on the performance of employees of any organization, and it is the leading cause of employees leaving or switching job.
Medical Benefits
De Vito et.al.,(2018), in his study that the medical care and wellbeing of employees are rated as a dire or
the key factor for anyone while accepting any job offer.
Equal Opportunities
Equal employment opportunity is directly linked with the effects of direct and indirect discrimination. It focuses on planning and monitoring to ensure equal opportunities for all (Junor & Coventry 2020).
Future Consideration
MacDonald & Giazitzoglu (2019) describe that the job of journalism was a dream career among youngsters from the age group of 21 to 30 as they have more strength to work long hours the potential to resist sleeplessness or less sleep. He further determined that after six years of this nature of the job, they ultimately start switching if they do not get an adequate reward for their work in financial benefits and proper facilities for their families.
Theoretical Framework
Motivation Theories
The study is based on motivational theories divided into two groups. Motivation theories are used in the study to review the motivational behavior of employees in different circumstances according to their position and situation.
These theories are divided into two groups. a) Content Theories b) Process and Performance Theories. These theories analyzed employees' responses to satisfaction from their work by fulfilling their desired needs. Based on this concept, media owners should know their employees' problems and their requirements to manage their issues. Few theories are applied to check employees' cognitive processes behind their behaviors and actions.
These theories elaborate that media employees do not accept unequal or unfair behavior in their organizations; they follow the results of their actions and repeat them if they get any positive response or incentive and boost their efforts if their endeavors are acknowledged and give them benefit in the form of rewards. The following diagram presents motivation theories and their adjustment.
Figure 2
Motivation Theories
Methodology and Data Analysis
This study investigates the working
conditions of media employees and their awareness level about safety standards
of ILO with a focus on knowing about the working conditions of media employees
in Pakistan. Using quantitative research design, the researcher finds out media
employees' level of understanding about their workplace rights and their
perception of the gravity of their problems on their health, productivity, and
family life.
The research study is based on a social
survey for which data is being collected through a structured questionnaire
disseminated among employees of media organizations working at different levels
to get their opinion regarding the working conditions of the organization.
A sample of 500 media employees representing almost each media house working in Rawalpindi and Islamabad
were targeted to get a response from employees of electronic, print, and
broadcast media organizations through purposive sampling.
Table 1. Sub-Constructs of the Study
|
Sub-Construct |
Definition/
Scope/Operationalization |
|
Nature of Work |
The type of
work that anyone does. |
|
Working Conditions |
The environment in which one works is
influenced by cleanliness, lighting, equipment, paid overtime, uniforms,
access to amenities, etc. |
|
Hiring and Termination |
Process of selection and termination in the media. |
|
Policies of Organization |
A course or method of action to guide and
determine present and future decisions and positions on public interest or
social concern matters. |
|
Indoor Office Environment |
The environment to support its occupants in
performing their jobs includes lighting, sitting arrangement, ventilation,
office equipment, acoustics (sound), comfort level, etc. |
|
Risk Factor |
Something that increases a person's chances of
developing a disease. |
|
Health Issues |
A state in which anyone is unable to function normally and without pain. |
|
Level of Satisfaction |
The perceived level of pleasure and
contentment is derived from individual performance. |
|
Pay and Reward |
Benefit in the form of salary, increment, and bonus. |
|
Medical/Family |
The payment or services provided for the health
care plan. |
|
Benefits |
The social benefits are intended to
support families to compensate for the expenses incurred for subsistence. |
|
Equal Opportunities |
The policy gives everyone the
same employment opportunities, pay, and promotion without
discriminating. |
|
Future Consideration |
A career in the job or profession that someone
does for an extended period. |
Multiple levels are used in
the study for measuring the values of variables. Ordinal and nominal levels
were used for demographic variables, while Likert scale analysis scales were
operated for other parts of the questionnaire. The demographic of gender was
measured as nominal, while age and education were measured as ordinal. Job
positions are nominal, while organizational structure, work experience, and
current position are measured through the ordinal level.
For job satisfaction,
respondents are asked to reply how satisfied they are with their job in five
levels, ranging from 1 for strongly dissatisfied and five as strongly
satisfied. Most of the queries were asked, giving five options ranging from 1=
strongly disagreed, 2= disagreed, 3= uncertain, 4= agreed, and 5= strongly
agreed.
While a question was asked
to know the awareness level of media employees about ILO safety standards
through a question, "To what extent do you know about the ILO safety
standard at the workplace." The respondents have given four options 1= to
some extent, 2= to moderate extent, 3= to a reasonable extent, and 4= to a great
extent. Likewise, respondents were asked about the promotion
opportunities by asking how
many times "you got promotion opportunities in their organization over the
last five years." Same as others, five options have been given to
respondents as 1= never, 2= seldom, 3= often, 4= frequently, and 5= very
frequently.
Like the time period used in many studies,
cross-sectional data collection was used due to constraints of time-limited
resources. Using this technique, data was gathered simultaneously from various
organizations and journalists and non-journalist groups of media employees
working in the twin cities of Rawalpindi and Islamabad in 2020. Data has been collected through an online
questionnaire through Google forms due to the lockdown restrictions in the area
due to Covid- 19. The questionnaire was disseminated through What's App
messenger and email.
Reliability Test for Main Study
For the reliability of
quantitative data, the result obtained from the pilot testing were incorporated
at the analysis level, and items were deleted whose significance value is lower
than the accepted region. A total of nine items were deleted from the construct
after pilot testing. Cronbach alpha values were computed for reliability
analysis.
Table 2. Cronbach's Alpha Coefficient for Main Study
|
|
Construct/Variable |
Cronbach's
Alpha |
Items |
|
Reliability |
Practices and
Policies |
.738 |
18 |
|
Occupational
Safety |
.854 |
10 |
|
|
Perks and
Privileges |
.821 |
13 |
Table 3. Demographics of the Media Employees
|
Variables |
Scale |
Frequency (Percent) |
|
Gender |
Male |
172 (67.7%) |
|
Female |
82 (32.3%) |
|
|
Total |
|
254 |
Data analysis was
run at three-level includes:
1.
Association and correlation were run to check
the strength and direction of the relationship among the study variables.
Aggregated scores in the form of Zscore were calculated to check its effect on
media employees, satisfaction, and their awareness level about ILO safety
standards.
2.
Analysis of the practices, descriptive
statistics, and test differences across the size of media and type of media.
3.
Distribution of the Respondent's scores on the
item statements.
As the primary objective of this study was to
explore possible associations between three latent variables
and sub-constructs, including Practices and Policies (a)Nature of Work b) Working Conditions,
c)Hiring and Termination, and d) Policies of the Organization. Occupation
Safety (a) Indoor Office Environment (b)Risk Factor (c) Health Issues, (d)
Level of Satisfaction. Perks and Privileges (a) Pay and Reward (b) Medical and
Family Benefits (c) Equal Opportunities and (d) Future Considerations.
Table 4. Correlation Analysis
|
Correlations |
||||||||||
|
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
|
|
Working Conditions |
Pearson Correlation |
1 |
.462** |
.427** |
-.549** |
.181** |
.352** |
.383** |
.333** |
.300** |
|
Sig. (2-tailed) |
|
.000 |
.000 |
.000 |
.004 |
.000 |
.000 |
.000 |
.000 |
|
|
Hiring and Termination |
Pearson Correlation |
|
1 |
.324** |
-.211** |
.104 |
.416** |
.339** |
.398** |
.255** |
|
Sig. (2-tailed) |
|
|
.000 |
.001 |
.098 |
.000 |
.000 |
.000 |
.000 |
|
|
Occupational safety measures) |
Pearson Correlation |
|
|
1 |
-.428** |
.193** |
.398** |
.500** |
.354** |
.301** |
|
Sig. (2-tailed) |
|
|
|
.000 |
.002 |
.000 |
.000 |
.000 |
.000 |
|
|
Future Consideration |
Pearson Correlation |
|
|
|
1 |
-.107 |
-.269** |
-.295** |
-.197** |
-.271** |
|
Sig. (2-tailed) |
|
|
|
|
.090 |
.000 |
.000 |
.002 |
.000 |
|
|
Policies of media organizations |
Pearson Correlation |
|
|
|
|
1 |
.194** |
.333** |
.092 |
.768** |
|
Sig. (2-tailed) |
|
|
|
|
|
.002 |
.000 |
.145 |
.000 |
|
|
Equal opportunities |
Pearson Correlation |
|
|
|
|
|
1 |
.348** |
.351** |
.344** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
.000 |
.000 |
.000 |
|
|
Medical Facility |
Pearson Correlation |
|
|
|
|
|
|
1 |
.377** |
.412** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
.000 |
.000 |
|
|
Salary and Benefits |
Pearson Correlation |
|
|
|
|
|
|
|
1 |
.192** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
|
.002 |
|
|
Organizational Policies |
Pearson Correlation |
|
|
|
|
|
|
|
|
1 |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
|
|
|
1. Sig.2 = Sig. (2-tailed)
=**. Correlation is significant at the 0.01 level (2-tailed).
2. Pay = 1; Working
Conditions = 2; = Hiring and Termination 3; Occupational safety = 4; Future
Consideration = 5; Policies of media organizations = 6; Salary and Benefits =
7; Equal opportunities = 8; Medical Facility = 9
3. r = Pearson Product Moment Correlation
Correlation
analysis was selected to find out the
association
level among variables. Correlation analysis was applied to measure the level of
correlation and derive the strength and direction of this possible association.
The coefficients of correlations named (Pearson Correlation) are measured
between the minimum value of (-1) and the maximum value of (+1). The (-1) shows
a negative correlation, (0) as no correlation, and (+1) as the positive
correlation among variables.
Table
5.
|
ANOVA |
|||||||
|
Model |
Sum of Squares |
Df |
Mean Square |
F |
Sig. |
|
|
|
1 |
Regression |
4.768 |
1 |
4.768 |
6.453 |
.012b |
|
|
Residual |
181.776 |
246 |
.739 |
|
|
|
|
|
Total |
186.544 |
247 |
|
|
|
|
|
a.
Dependent Variable: Promotion Opportunities
for Media Employees in the Last 5 Years.
b.
b. Predictors: (Constant), Size of Media
Organization
c.
Path Model for Working Conditions on Awareness of ILO Safety Standards,
Level of Satisfaction and Size of Media Organization
Figure 3
|
|
Effects of Working Conditions of Media
Organizations on Health of Their Employees |
|
|
|
|
|||
|
Saadia Anwar Pasha |
Assistant Professor, Department of Mass
Communication, Allama Iqbal Open University, Islamabad, Pakistan. Email: saadia.pasha@aiou.edu.pk |
||
|
Humaira Sharif |
Sub Editor, Associated Press of Pakistan. |
||
|
|
|||
|
Abstract: This study explores the work
environment of media organizations in Pakistan compared to international
standards under the set rules of the International Labor Organization and its
implementation level in large- and small-scale media organizations. The study
explored the relationship of job satisfaction of media employees with
facilities provided to them at their workplace, their health issues, and awareness
level of ILO safety standards at work environment considering their gender,
age, education, experience, job status, and job position. Two hundred
fifty-four respondents submitted their responses. The results showed that
most media employees were not aware of their rights, and there was no concept
of occupational safety in a third-world country like Pakistan, where the
unemployment rate is high. Salary and perks are a prime concern to fulfill
the requirements of their families and ignore their health. The media
industry's work environment standards in Pakistan are far behind the
international world, especially in developed countries. This study finds out
that the majority of employees were not aware of their rights, and ILO safety
standards were not followed. |
|
|
|
Key
Words: Media Employees, ILO,
Working Conditions, Job Satisfaction, Health Issues |
|
|
Introduction
This study explores the work environment of
media organizations in Pakistan compared to international standards under the
set rules of the International Labor Organization and its implementation level
in large- and small-scale media organizations. The study had explored the
relationship of job satisfaction of media employees with facilities provided to
them at their workplace, their health issues, and awareness level of ILO safety
standards at work environment considering their gender, age, education,
experience, job status, and job position.
Background and Context
The media industry in Pakistan is facing
many challenges. The industry took a boost after the approval of licensing for
electronic media to the private sector after the establishment of the Pakistan
Media Regulatory Authority (PEMRA) in 2002. In Pakistan, the rapid growth of
media organizations is used as a tool to get maximum profit, target own
interest, enforce media ownership, influence political opinion, and get rid of
taxes, especially by big media groups (Jamil, (2021).
In this race of power games, relatively financially or politically, media
houses have ignored the critical potential behind running these media
organizations, i.e., its workforce or media employees (Ong, & Cabanes, 2018).
According to Pakistan Electronic Media
Regulatory Authority (PEMRA), around 100
satellite licensed television are working in Pakistan Waris Khan, Nisar, & Aziz, (2021).
Pakistan Bureau of Statistics revealed that
707 newspapers are currently working across the country (Pakistan, Newspapers,
and Periodicals by Province, 2020).
Mass Media in Developing Countries
Mass media in
developing countries like Pakistan is considered a central part of all activities as
masses can make their opinion, report issues, development at the economic,
political, social, or diplomatic level is being conveyed through it (Ida, Saud, & Mashud, 2020).
Working
Conditions of Media Industry of Pakistan
The most prominent conditions of working
environment that prevails in the media industry in Pakistan include no proper
sitting arrangement, noise, crowd and disturbance of people moving to the
places, strict deadlines, organizational pressure, long working hours,
unavailability of the sperate washroom for ladies, no fixed working hours,
income issues in some organizations, unavailability of health insurance, no
social protection, no job security, unpaid sick leaves, stressful working
environment, no proper lighting and, politics. These conditions are enough to
cause stress to the media employees, leading to health hazards and severe
well-being issues. (Spoorthy, Pratapa &
Mahant, 2020).
It is generally observed that employees who do not have adequate
facilities to do their work properly or work in poorly maintained or poor
conditions often complain of many problems like lack of concentration,
headache, uneasiness. In media organizations, such complaints are a routine
that is mainly ignored. These initial problems aggravate with time if proper
attention is not paid to them (Gandini, 2019)
Figure 1: Importance of Motivation for employees
Around the globe, every industry has set
rules to protect the rights of employees regarding the safety, security, and
welfare of employees. Under the aegis of the United Nations (U.N.), an
international organization called the International Labor Organization (ILO),
has established rules for employees' occupational safety.
Like all other industries, ILO has also set
up rules for the media industry to ensure a conducive working environment for
media employees. Nevertheless, unfortunately, in third-world countries, there
is no set mechanism for implementing such rules
(Yang, 2021). The Pakistani media industry is also suffering from the same issue.
International Labor Organization (ILO)
International Labor Organization (ILO) is working on setting labor
standards device policies and developing programs that help promote decent work
without discrimination for everyone. (McIlveen et al., 2020).
ILO
Safety Standards
The organization has urged governments to set up a concrete policy giving
them the right to select employment according to their own free will and
aptitude (Heleno, Borges, & Agullo-Tomas, 2018).
The employees must be independent to perform
their tasks without discrimination based on gender, social, religion, political
affiliation, ethnicity, language, or any other base (Arimie, 2019). In light of Olanipekun & Jiboku
(2021) opinion, ILO laws also elaborate that
organizations should take proper care of employees' health and welfare benefits
with complete hygienic measures imperative for the work environment as per the
nature of work of any industry.
Organizations are responsible for ensuring
employees' safety from the harmful effects of radiation, particularly in the
industries where workers are exposed to such risk factors (Leso, Fontana, & Iavicoli, 2018).
The notion of Reese (2018) was that for every organization, it is
mandatory to take steps to prevent its employees from occupational safety
hazards. The social security standards for employees cover nine areas: medical
assistance, employment opportunities, old-age benefit, disease or sickness,
injury at the workplace, family benefits, approved benefits for maternity, and
benefits for survivors in case of any mishap and invalidity.
The working environment of any organization has direct impacts on its
capability to attract, engage, and retain its employees. This structure is a
logical framework of any organization to define its standards and priorities
for its financial goals and the health of its employees (Arasanmi
& Krishna, 2019).
According to Parreira,
et. al., (2018). There is a direct
relationship between the stress level of employees with their productivity,
analyzing them on their current productivity and also over them in long-term.
In this field, Pakistan faces several problems like the change of
technology, inadequate infrastructure, lack of financial resources, weak
legislation and law enforcement, lack of planning, and paucity of investment in
training and skill development.
During the last few years, media
organizations have faced an economic crisis that has directly affected
employees of the media industry. Media owners laid off a large number of
employees, announced a cut in salaries, and did not pay any attention to the
basic requirements of their employees within the office environment due to a
lack of proper rules and regulations for the protection of employees' rights
media industry.
Literature Review
This research has focused on the areas which
needed more attention to sorting out problems of media employees, especially in
the media industry of third world countries, which are still far beyond the
technologies used by developed countries for the betterment of their employees. The study was based on three primary
constructs Practices and Policies, Occupation Safety and Perks and Privileges.
Each construct is further divided into four sub-constructs.
Nature of Work
In the words of Lee et al. (2018). nature of work is an essential factor for any specific job, providing an
ample opportunity to nurture, initiate, or provide satisfaction to any
organization's workers. Pollack et al. (2020) describe this term as a process for finishing any task improving their
abilities and grabbing opportunities for progress.
Improper facilities and misuse of technology
are major risk factors that adversely affect employees' performance compared to
organizations maintaining quality work standards Yazgan, (2018).
Working Conditions of Workers.
According
to a study by James (Mora, Suharyanto,& Yahya, 2020), uncomfortable
working conditions are one of the major causes that affect employees'
productivity and efficiency.
Hiring and Termination Rules
In
the light of Bonaccio,et.al., (2020). Views, organizations should provide equal opportunities to anyone
without any discrimination. They
explained that a specific procedure should be adopted to ensure equal
opportunities for all to get a job as per their abilities and talent.
Policies of organization
Studies explored that giving a higher rank
to employees or promoting them to be a supervisor position based on performance
has direct consequences on raising the confidence level besides giving them a
sense of pride and enhancing their level of job satisfaction which results in
better performance (Weiss, & Morrison, 2019).
Occupational Safety
Indoor Office Environment
The study Wright, 2018 stated that lack of proper setup leads to
"set up to fail." It means if employees of any organization do not
have the proper space and resources to perform their work conveniently and give
their best work, it is called the failure of set up. It includes convenient
office buildings with proper safety precautions to prevent injuries. Health
experts also consider imperative appropriate occupational health requirements
to limit short- and long-term hazards required to prevent employees' physical
or mental illness (Bahr, Clarsen & Ekstrand 2018).
Risk Factor
The findings of Vaitkus, ?ygas, &
Skrodenis, 2018
disclosed risk factors at work zone and the frequency of
accidents set. The contribution level of employees at workplaces as high risk
reduce employee's input level at a particular organization. They find out that
if employees do not know the intensity and importance of safety measures at any
industry or organization, lack of safety measures implementation or the number
of accidents affects their dedication and attachment to a particular job.
Health Issues
According to (Stogner, Miller, & McLean, 2020),
working under stress for a long produces events, chronic strains, and traumas,
and they have damaging impacts on physical and mental health on employee
health.
The impacts of stressors on health and well-being are
reduced when persons have high levels of mastery, self-esteem, and social
support. Concerning policy, to help individuals cope with adversity, tried and
true coping and support interventions should be more widely disseminated and
employed.
Level of Satisfaction
In Davidescu, et al.,
(2020),
satisfaction is people's value or importance through their work. It also
includes that workers from any income group can quickly get necessary and basic
facilities and manage their families conveniently.
Perks and Privileges
According to Ali & Anwar (2021), pay structure has significant results on the
performance of employees of any organization, and it is the leading cause of
employees leaving or switching job.
Medical Benefits
De Vito et.al.,(2018), in his study that the medical care and wellbeing of employees are rated
as a dire or
the key factor for anyone while accepting
any job offer.
Equal Opportunities
Equal employment opportunity is
directly linked with the
effects
of direct and indirect discrimination. It focuses on planning and monitoring to
ensure equal opportunities for all (Junor & Coventry 2020).
Future Consideration
MacDonald & Giazitzoglu
(2019) describe that the job
of journalism was a dream career among youngsters from the age group of 21 to
30 as they have more strength to work long hours the potential to resist
sleeplessness or less sleep. He further determined that after six years of this
nature of the job, they ultimately start switching if they do not get an
adequate reward for their work in financial benefits and proper facilities for
their families.
Theoretical
Framework
Motivation
Theories
The study is based on motivational theories divided into two groups. Motivation theories
are used in the study to review the motivational behavior of employees in
different circumstances according to their position and situation.
These theories are
divided into two groups. a) Content Theories b) Process
and Performance Theories. These theories analyzed employees'
responses to satisfaction from their work by fulfilling their desired needs. Based on this concept, media owners should
know their employees' problems and their requirements to manage their issues. Few theories are applied to check employees'
cognitive processes behind their behaviors and actions.
These theories elaborate that media employees do not accept unequal or
unfair behavior in their organizations; they follow the results of their
actions and repeat them if they get any positive response or incentive and
boost their efforts if their endeavors are acknowledged and give them benefit
in the form of rewards. The
following diagram presents motivation theories and their adjustment.
Methodology
and Data Analysis
This study investigates the working
conditions of media employees and their awareness level about safety standards
of ILO with a focus on knowing about the working conditions of media employees
in Pakistan. Using quantitative research design, the researcher finds out media
employees' level of understanding about their workplace rights and their
perception of the gravity of their problems on their health, productivity, and
family life.
The research study is based on a social
survey for which data is being collected through a structured questionnaire
disseminated among employees of media organizations working at different levels
to get their opinion regarding the working conditions of the organization.
A sample of 500 media employees representing almost each media house working in Rawalpindi and Islamabad
were targeted to get a response from employees of electronic, print, and
broadcast media organizations through purposive sampling.
Table 1. Sub-Constructs of the Study
|
Sub-Construct |
Definition/
Scope/Operationalization |
|
Nature of Work |
The type of
work that anyone does. |
|
Working Conditions |
The environment in which one works is
influenced by cleanliness, lighting, equipment, paid overtime, uniforms,
access to amenities, etc. |
|
Hiring and Termination |
Process of selection and termination in the media. |
|
Policies of Organization |
A course or method of action to guide and
determine present and future decisions and positions on public interest or
social concern matters. |
|
Indoor Office Environment |
The environment to support its occupants in
performing their jobs includes lighting, sitting arrangement, ventilation,
office equipment, acoustics (sound), comfort level, etc. |
|
Risk Factor |
Something that increases a person's chances of
developing a disease. |
|
Health Issues |
A state in which anyone is unable to function normally and without pain. |
|
Level of Satisfaction |
The perceived level of pleasure and
contentment is derived from individual performance. |
|
Pay and Reward |
Benefit in the form of salary, increment, and bonus. |
|
Medical/Family |
The payment or services provided for the health
care plan. |
|
Benefits |
The social benefits are intended to
support families to compensate for the expenses incurred for subsistence. |
|
Equal Opportunities |
The policy gives everyone the
same employment opportunities, pay, and promotion without
discriminating. |
|
Future Consideration |
A career in the job or profession that someone
does for an extended period. |
Multiple levels are used in
the study for measuring the values of variables. Ordinal and nominal levels
were used for demographic variables, while Likert scale analysis scales were
operated for other parts of the questionnaire. The demographic of gender was
measured as nominal, while age and education were measured as ordinal. Job
positions are nominal, while organizational structure, work experience, and
current position are measured through the ordinal level.
For job satisfaction,
respondents are asked to reply how satisfied they are with their job in five
levels, ranging from 1 for strongly dissatisfied and five as strongly
satisfied. Most of the queries were asked, giving five options ranging from 1=
strongly disagreed, 2= disagreed, 3= uncertain, 4= agreed, and 5= strongly
agreed.
While a question was asked
to know the awareness level of media employees about ILO safety standards
through a question, "To what extent do you know about the ILO safety
standard at the workplace." The respondents have given four options 1= to
some extent, 2= to moderate extent, 3= to a reasonable extent, and 4= to a great
extent. Likewise, respondents were asked about the promotion
opportunities by asking how
many times "you got promotion opportunities in their organization over the
last five years." Same as others, five options have been given to
respondents as 1= never, 2= seldom, 3= often, 4= frequently, and 5= very
frequently.
Like the time period used in many studies,
cross-sectional data collection was used due to constraints of time-limited
resources. Using this technique, data was gathered simultaneously from various
organizations and journalists and non-journalist groups of media employees
working in the twin cities of Rawalpindi and Islamabad in 2020. Data has been collected through an online
questionnaire through Google forms due to the lockdown restrictions in the area
due to Covid- 19. The questionnaire was disseminated through What's App
messenger and email.
Reliability Test for Main Study
For the reliability of
quantitative data, the result obtained from the pilot testing were incorporated
at the analysis level, and items were deleted whose significance value is lower
than the accepted region. A total of nine items were deleted from the construct
after pilot testing. Cronbach alpha values were computed for reliability
analysis.
Table 2. Cronbach's Alpha Coefficient for Main Study
|
|
Construct/Variable |
Cronbach's
Alpha |
Items |
|
Reliability |
Practices and
Policies |
.738 |
18 |
|
Occupational
Safety |
.854 |
10 |
|
|
Perks and
Privileges |
.821 |
13 |
Table 3. Demographics of the Media Employees
|
Variables |
Scale |
Frequency (Percent) |
|
Gender |
Male |
172 (67.7%) |
|
Female |
82 (32.3%) |
|
|
Total |
|
254 |
Data analysis was
run at three-level includes:
1.
Association and correlation were run to check
the strength and direction of the relationship among the study variables.
Aggregated scores in the form of Zscore were calculated to check its effect on
media employees, satisfaction, and their awareness level about ILO safety
standards.
2.
Analysis of the practices, descriptive
statistics, and test differences across the size of media and type of media.
3.
Distribution of the Respondent's scores on the
item statements.
As the primary objective of this study was to
explore possible associations between three latent variables
and sub-constructs, including Practices and Policies (a)Nature of Work b) Working Conditions,
c)Hiring and Termination, and d) Policies of the Organization. Occupation
Safety (a) Indoor Office Environment (b)Risk Factor (c) Health Issues, (d)
Level of Satisfaction. Perks and Privileges (a) Pay and Reward (b) Medical and
Family Benefits (c) Equal Opportunities and (d) Future Considerations.
Table 4. Correlation Analysis
|
Correlations |
||||||||||
|
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
|
|
Working Conditions |
Pearson Correlation |
1 |
.462** |
.427** |
-.549** |
.181** |
.352** |
.383** |
.333** |
.300** |
|
Sig. (2-tailed) |
|
.000 |
.000 |
.000 |
.004 |
.000 |
.000 |
.000 |
.000 |
|
|
Hiring and Termination |
Pearson Correlation |
|
1 |
.324** |
-.211** |
.104 |
.416** |
.339** |
.398** |
.255** |
|
Sig. (2-tailed) |
|
|
.000 |
.001 |
.098 |
.000 |
.000 |
.000 |
.000 |
|
|
Occupational safety measures) |
Pearson Correlation |
|
|
1 |
-.428** |
.193** |
.398** |
.500** |
.354** |
.301** |
|
Sig. (2-tailed) |
|
|
|
.000 |
.002 |
.000 |
.000 |
.000 |
.000 |
|
|
Future Consideration |
Pearson Correlation |
|
|
|
1 |
-.107 |
-.269** |
-.295** |
-.197** |
-.271** |
|
Sig. (2-tailed) |
|
|
|
|
.090 |
.000 |
.000 |
.002 |
.000 |
|
|
Policies of media organizations |
Pearson Correlation |
|
|
|
|
1 |
.194** |
.333** |
.092 |
.768** |
|
Sig. (2-tailed) |
|
|
|
|
|
.002 |
.000 |
.145 |
.000 |
|
|
Equal opportunities |
Pearson Correlation |
|
|
|
|
|
1 |
.348** |
.351** |
.344** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
.000 |
.000 |
.000 |
|
|
Medical Facility |
Pearson Correlation |
|
|
|
|
|
|
1 |
.377** |
.412** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
.000 |
.000 |
|
|
Salary and Benefits |
Pearson Correlation |
|
|
|
|
|
|
|
1 |
.192** |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
|
.002 |
|
|
Organizational Policies |
Pearson Correlation |
|
|
|
|
|
|
|
|
1 |
|
Sig. (2-tailed) |
|
|
|
|
|
|
|
|
|
|
1. Sig.2 = Sig. (2-tailed)
=**. Correlation is significant at the 0.01 level (2-tailed).
2. Pay = 1; Working
Conditions = 2; = Hiring and Termination 3; Occupational safety = 4; Future
Consideration = 5; Policies of media organizations = 6; Salary and Benefits =
7; Equal opportunities = 8; Medical Facility = 9
3. r = Pearson Product Moment Correlation
Correlation
analysis was selected to find out the
association
level among variables. Correlation analysis was applied to measure the level of
correlation and derive the strength and direction of this possible association.
The coefficients of correlations named (Pearson Correlation) are measured
between the minimum value of (-1) and the maximum value of (+1). The (-1) shows
a negative correlation, (0) as no correlation, and (+1) as the positive
correlation among variables.
Table
5.
|
ANOVA |
|||||||
|
Model |
Sum of Squares |
Df |
Mean Square |
F |
Sig. |
|
|
|
1 |
Regression |
4.768 |
1 |
4.768 |
6.453 |
.012b |
|
|
Residual |
181.776 |
246 |
.739 |
|
|
|
|
|
Total |
186.544 |
247 |
|
|
|
|
|
a.
Dependent Variable: Promotion Opportunities
for Media Employees in the Last 5 Years.
b.
b. Predictors: (Constant), Size of Media
Organization
c.
Path Model for Working Conditions on Awareness of ILO Safety Standards,
Level of Satisfaction and Size of Media Organization
Figure 3:
Table 4. Regression Weights: (Group Number 1 - Default Model)
|
Estimate |
S.E. |
C.R. |
P |
Label |
|||
|
LevelofSatisfaction |
<--- |
AwarenessofILOSafetyStandards |
.191 |
.030 |
6.427 |
*** |
par_9 |
|
ZNatureofWork |
<--- |
ZSizeofmediaorganization |
-.019 |
.056 |
-.349 |
.727 |
par_1 |
|
ZNatureofWork |
<--- |
LevelofSatisfaction |
.302 |
.036 |
8.413 |
*** |
par_5 |
|
working conditions |
<--- |
ZSizeofmediaorganization |
-.029 |
.024 |
-1.185 |
.236 |
par_2 |
|
ZWorkingConditions |
<--- |
LevelofSatisfaction |
.123 |
.018 |
6.867 |
*** |
par_6 |
|
ZWorkingConditions |
<--- |
ZNatureofWork |
.814 |
.028 |
29.416 |
*** |
par_10 |
|
ZHiringandTermination |
<--- |
ZSizeofmediaorganization |
-.152 |
.055 |
-2.762 |
.006 |
par_3 |
|
ZHiringandTermination |
<--- |
LevelofSatisfaction |
.025 |
.043 |
.573 |
.567 |
par_7 |
|
ZHiringandTermination |
<--- |
ZWorkingConditions |
.427 |
.067 |
6.353 |
*** |
par_11 |
|
ZOrganizationalPolicies |
<--- |
ZSizeofmediaorganization |
.096 |
.059 |
1.617 |
.106 |
par_4 |
|
ZOrganizationalPolicies |
<--- |
LevelofSatisfaction |
.167 |
.040 |
4.224 |
*** |
par_8 |
|
ZOrganizationalPolicies |
<--- |
ZHiringandTermination |
.197 |
.062 |
3.173 |
.002 |
par_12 |
When the size of a media organization goes up by 1 standard deviation,
the nature of work goes down by 0.019 standard deviations. When the level of
satisfaction goes up by 1 standard deviation, Nature of Work goes up by 0.467
standard deviations. Path Model
Perception of media employees regarding available and missing facilities
considering Awareness Level of ILO Safety Standards
Hence the output for media employee’s model under the hypothesis of
"close fit" (i.e., that RMSEA is no greater than .05 in the
population), and with a p = .000 and (?2= 412.901, DF = 21; CFI=.984; GFI= .991; RMSEA=.122) for the model is correct
and fit good.
Answer to Research Questions
Q 1: To what extent do media
employees know about the International Labour Organization (ILO) safety
standards for the media organization
133 respondents said that they know about
International Labour Organization's (ILO) safety standards for media
organizations to some extent. 70 respondents said that they know about
International Labour Organization's (ILO) safety standards for media
organizations to a moderate extent. 38 respondents said that they know about
International Labour Organization's (ILO) safety standards for media
organizations to a great extent. Only 11 respondents said that they know about
International Labour Organization's (ILO) safety standards for media
organizations to an extreme extent.
Q 2: Non-observance of ILO
safety standards and poor working conditions affect the health of media
employees.
129 respondents agreed that non-observance of ILO
safety standards and poor working conditions affects the health of media
employees. 106 respondents strongly agreed that non-observance of ILO safety
standards and poor working conditions affects the health of media employees. 9
respondents are uncertain that non-observance of ILO safety standards and poor
working conditions affects the health of media employees. 5 respondents
strongly disagreed that non-observance of ILO safety standards and poor working
conditions affects the health of media employees. 5 respondents disagreed that
non-observance of ILO safety standards and poor working conditions affects the
health of media employees.
Q 3: The health of employees is important for media houses, and they conduct free medical
check-ups of their employees regularly
102 respondents strongly disagreed that media
houses observe ILO safety standards and conduct free medical check-ups
of their employees regularly 78 respondents disagreed that media houses observe ILO safety standards and conduct
free medical check-ups of their employees regularly 37 respondents agreed that media houses observe ILO safety standards and conduct
free medical check-ups of their employees regularly 29 respondents strongly are
uncertain that media houses observe ILO safety
standards and conduct free medical check-ups of their employees
regularly. Only respondents strongly agreed that media
houses observe ILO safety standards and conduct free medical check-ups
of their employees regularly.
Hypothesis Testing
H: People who have more
awareness of ILO safety standards have less satisfaction towards friendly
workplaces in media organizations.
The assumption of this hypothesis is considered the same for all media
organizations. The results of the applied test Kruskal-Wallis show that the
independent sample retains showing p-value of 0.334, which does not support the
hypothesis.
The second hypothesis assumed that practices of media organization are
the same across selected categories of (a) Working Conditions, (b) Occupational
Safety Measures, (c) Future Consideration, (d) Pay and Reward, (e) Policies of
Organization was tested. The results of the applied test Kruskal-Wallis show
that the estimated value is 0.072 for Working Conditions, 0.388 for
Occupational Safety Measures, 0.100 for Future Consideration, 0.070 for Pay and
Rewards, 0.463 for Policies of Organization. The results indicate that
hypothesis is not supported. The significance level is 0.005.
The third hypothesis, which assumed that the age of employees is the
same across selected categories of (a) Hiring and Termination, (b) Equal
Opportunities, (c) Medical Benefit, was tested. The results of the applied test
Kruskal-Wallis show that the estimated value is 0.004 for Hiring and
Termination, 0.019 for Equal Opportunities, and 0.016 for Medical Benefit. The
results indicate that hypothesis is supported. The significance level is 0.005.
The fourth hypothesis assumed that media organizational practices are
the same across selected categories of
(a) Working Conditions, (b) Hiring and
Findings
Health Issues Frequently Reported By Media Employees
Most media employees
reported frequent health issues due to their challenging work routine, long
working hours without a break, long working hours, improper health facilities,
and constantly working under pressure to meet deadlines.
Figure 4:
The results showed that 46.9 percent agreed
that they have antimony of work, 22.8 percent disagreed, and 17.3 percent
remained uncertain. It shows that most of the respondents agreed with the
autonomy of work they enjoy, but the sum of disagreed and uncertain showed the
figure of 40.1 percent, which is not a huge difference. Most of the people were
reluctant to show their responses. The same is the case in the finding of other
questions.
Those who consider their work environment
friendly have 51.2 percent agreed, 20.1 percent disagreed, and 13 percent
uncertain. Results of quires regarding poor working
conditions have harmful effects on health showed that 41.7 percent strongly
agreed, and 50.8 percent agreed. In contrast, the effects of long working hours
on their health, 26.4 percent strongly agreed, and 44.5 percent agreed, whereas
16.5 percent did not consider it any factor to affect their health and
disagreed while 9.4 percent were uncertain. The query results regarding
most of the employees getting their appointment letter at their joining or
contract renewal letter regularly, 35.8 percent disagreed, 27.2 percent agreed,
19.7 percent were uncertain, and 14.6 percent strongly disagreed.
Results of query regarding their
organization follow specific rules for termination of employees, 40.2 percent
agreed, 23.2 percent disagreed, and 16.9 percent were uncertain. Results of
quires regarding the respondents consider policies of media organization are by
the requirements of media employees, 40.2 percent disagreed, 25.6 percent
strongly disagreed, and 15.7 percent were uncertain while 15 percent agreed.
Observance of specific labor administration
and inspection rules in media houses 45.7 percent of respondents agreed, 40.9
percent disagreed, and 5.9 percent were uncertain.
The response rate of the right of media
employees to join the union, 53.5 percent agreed, 23.2 percent strongly agreed,
and 12.6 percent were uncertain. The awareness level of media employees about
ILO safety standards showed that 52.2 percent have the awareness to some
extent, 27.2 percent to a moderate extent, and 15 percent to a reasonable
extent.
About media houses' healthy indoor work
environment, 34.3 percent agreed, 28.3 percent disagreed, 19.3 percent were
uncertain, 10.6 percent strongly disagreed, and 7.5 percent strongly agreed.
Regarding the query regarding favorable and comfortable workplace facilities,
42.1 percent agreed, 24.8 percent disagreed, 15.4 percent uncertain and 11 percent strongly disagreed. Results of the element
of risk at their workplace: 41.3 percent agreed, 24 percent disagreed and 22
percent uncertain, and 7.5 percent strongly agreed.
Concerns of the media organization regarding
occupational safety 29.5 percent agreed, 28.7 percent disagreed, 22.8 percent
uncertain, 10.6 percent strongly disagreed, and 8.3 percent strongly agreed.
About satisfaction level of employees with their job 51.1 percent satisfied,
16.1 percent uncertain, 13 percent strongly satisfied, 13 percent dissatisfied,
11 percent strongly satisfied, and8.3 percent strongly dissatisfied.
The variable shows that more than fifty
percent of respondents, 131 (51.6 %), are dissatisfied with their offices' jobs
and work environment. 41 or 16.1% are uncertain whether they are satisfied or
not satisfied with their job.
When the respondents were
asked, they considered their pay as per education, experience, and potential;
32.7 percent agreed, 26.8 percent strongly disagreed, 26 percent agreed, and
11.4 percent were uncertain.
When media employees were
asked chances of promotion are good in their organization, 28 percent strongly
disagreed, 26.8 percent disagreed, 23.6 percent were uncertain, and 18.5
percent agreed. The question results were that for the last five years, how
many times did they get the promotion, 62.2 percent never replied, 17.7 were
uncertain, and 16.1 percent replied seldom.
The media organization's regular check-ups
of media employees, 40.2 percent strongly disagreed, 30.7 percent disagreed,
14.6 agreed, and 11.4 were uncertain. The result of the query was that their
organization offers promising benefits for the health and welfare of the
family, 35.8 percent disagreed, 28.7 percent
strongly disagreed, 16 percent agreed, and12.2 percent were uncertain.
When asked is it hard for media employees to
balance family and professional life, 45.7
percent agreed, 20.1 percent strongly agreed, 15 percent were uncertain, and
16.1 percent disagreed. The query results
consider it essential that everyone gets
an equal salary for the same post rather than working in any media
organization, 43.3 percent agreed, 23.6 percent strongly agreed, 15.4 percent
disagreed, and 13 percent were uncertain. The reply of the results their
respective organization ensure equal
opportunities for males and females to get a job at any post, 39.4 percent
agreed, 20.1 percent disagreed, 15 percent were uncertain, 14,2 percent
strongly disagreed, and 11.4 percent strongly agreed.
The results of the query that their
organization discouraged any disparity among
employees based on gender for hiring, promotion, and staff training
opportunities, 40.2 percent agreed, 22.4
percent disagreed, 22.4 percent were uncertain, 7.9 percent strongly disagreed,
and 7.1 percent strongly agreed. Results of the query whether they leave
their organization if they got an excellent opportunity, 42.5 percent strongly agreed, 36.6 percent agreed, and 12.2
percent disagreed. The query results are that they were fed up with
their office environment, 29.5 percent agreed,
29.1 percent disagreed, 24 percent were uncertain, and 11 percent strongly
agreed.
This research has focused on the areas which
needed more attention to sorting out problems of media employees, especially in
the media industry of third world countries, which are still far beyond the
technologies used by developed countries for the betterment of their employees.
Most employees have to face more difficulties while
chances to get rewards, appreciation, and promotion are significantly less,
which has a subsequent effect on the satisfaction level of employees.
The expectancy theory supports this concept that the
behavior of employees generally depends upon the expectations of media
employees of the financial and other benefits they get in reward of their
services. Employees endeavors to achieve goals and show determination if they
are satisfied with the salary and other advantages associated with the
financial benefits.
Conclusion
The study was focused on exploring the
working conditions of media employees in Pakistan in light of ILO safety
standards. The study finds out that 52.6 percent of respondents, both
journalists, and non-journalists, know ILO standards to some extent only, and
only 4.3 percent have an extreme extent. These results show that most media
employees are not aware of their rights and consider them enough. There is no concept
of occupational safety in a third-world country like Pakistan, where the
unemployment rate is high. Salary structure is their prime concern to fulfill
the requirements of their families, and working conditions are of secondary
importance for them. The working standards of the media industry in Pakistan
are far behind than the international world, especially in developed countries.
This study finds out that the majority of employees are not aware of their
rights, provision of ILO safety standards at the workplace, and their
importance for their physical and mental health.
These theories analyzed employees' responses
to satisfaction from their work by fulfilling their desired needs. Based on
this concept, media owners should know their employees' problems and what their
requirements are to manage their issues. The researcher finds out that the
awareness level of media employees regarding their rights in the light of ILO
safety standards is relatively low, making them vulnerable to several diseases.
1) Environment of
media organizations will not be improved until the employees have a good
awareness of their rights and demand a proper setup to nurture their
productivity.
2) There is a need
to establish a concrete policy to implement occupational safety standards
issued by the International Labor Organization for the media industry to ensure
the security of media employees in all media organizations of Pakistan.
3) ILO needs to
inspect media organizations in Pakistan to ensure observance of ILO safety
standards and monitor their progress regularly for raising the working
standards of the media industry in Pakistan.
4) The subject of
occupational safety is to be introduced in the syllabus of Mass Communication
discipline at the university level and conduct a training session for working
at media organizations as per international standards.
5) Media
professionals need to organize training workshops on prescribed standards of
ILO safety for the media industry to protect employees from diseases.
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role of organizational commitment—industrial and Commercial Training.
Arimie, C. J. (2019). Employer-employee relations and
employee engagement in a tertiary institution in Benin-City, Edo State. Annals
of Management and Organization Research, 1(1), 9-24.
Bahr, R., Clarsen, B., & Ekstrand, J. (2018). Why we
should focus on the burden of injuries and illnesses, not just their
incidence. British Journal of Sports Medicine, 52(16),
1018-1021.
Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A.,
& Martin Ginis, K. A. (2020). The participation of people with disabilities
in the workplace across the employment cycle: Employer concerns and research
evidence. Journal of Business and Psychology, 35(2),
135-158.
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I.
(2020). Work flexibility, job satisfaction, and job performance among Romanian
employees—Implications for sustainable human resource management. Sustainability, 12(15),
6086.
De Vito, L., Brown, A., Bannister, B., Cianci, M., &
Mujtaba, B. G. (2018). Employee motivation based on the hierarchy of needs,
expectancy and the two-factor theories applied with higher education
employees. IJAMEE, 3(1), 20-32.
Gandini, A. (2019). Labor process theory and the gig
economy. Human relations, 72(6), 1039-1056.
Healy, M., Hammer, S., & McIlveen, P. (2020). Mapping
graduate employability and career development in higher education research: A
citation network analysis. Studies in Higher Education, 1-13.
Heleno, C. T., Borges, L. O., & Agullo-Tomas, E.
(2018). The meaning of work as a predictor of the intention to remain/leave
among teachers. RAM. Revista de Administração Mackenzie, 19.
Ida, R., Saud, M., & Mashud, M. I. (2020). An
empirical analysis of social media usage, political learning and participation
among youth: a comparative study of Indonesia and Pakistan. Quality
& Quantity, 54(4), 1285-1297.
Jamil, S. (2020). Ethnic news media in the digital age:
the impact of technological convergence in reshaping journalists' practices in
Pakistan. Journal of Multicultural Discourses, 15(2),
219-239.
Jamil, S. (2021). Increasing accountability using data
journalism: Challenges for the Pakistani journalists. Journalism
Practice, 15(1), 19-40.
Junor, A., & Coventry, H. (2020). Diversity
management. In Australian Handbook of Public Sector Management (pp.
86-98). Routledge.
Lee, G. T., Williams, D. E., Simmons, J., &
Johnson-Patagoc, K. (2018). The right to effective treatment for people with
developmental disabilities and severe problem behaviors. Behavior
Analysis: Research and Practice, 18(4), 436.
Leso, V., Fontana, L., & Iavicoli, I. (2018). The
occupational health and safety dimension of Industry 4.0. La Medicina
del lavoro, 109(5), 327.
MacDonald, R., & Giazitzoglu, A. (2019). Youth, enterprise
and precarity: or, what is, and what is wrong with, the 'gig economy'?. Journal
of Sociology, 55(4), 724-740.
Mora, Z., Suharyanto, A., & Yahya, M. (2020). Effect
of work safety and work healthy towards employee's productivity in P.T. Sisirau
Aceh Tamiang. Burns, 2, 1.
Olanipekun, L. O., & Jiboku, J. O. P. (2021). Occupational
Health and Safety standards and employee performance in Nigeria: A Theoretical
Exposition. Texas Journal of Medical Science, 1(1),
4-12.
Ong, J. C., & Cabanes, J. V. A. (2018). Architects
of networked disinformation: Behind the scenes of troll accounts and fake news
production in the Philippines. Architects of networked disinformation:
Behind the scenes of troll accounts and fake news production in the Philippines.
Parreira, P., Maher, C. G., Steffens, D., Hancock, M. J.,
& Ferreira, M. L. (2018). Risk factors for low back pain and sciatica: an
umbrella review. The Spine Journal, 18(9), 1715-1721.
Pollack, J. M., Ho, V. T., O'Boyle, E. H., & Kirkman, B.
L. (2020). Passion at work: A meta?analysis of individual work outcomes. Journal
of Organizational Behavior, 41(4), 311-331.
Reese, C. D. (2018). Occupational health and
safety management: a practical approach. CRC press.
Santos-Silva, D. (2021). Innovation in European journalism.
Spoorthy, M. S., Pratapa, S. K., & Mahant, S. (2020).
Mental health problems faced by healthcare workers due to the COVID-19
pandemic–A review. Asian journal of psychiatry, 51,
102119.
Stogner, J., Miller, B. L., & McLean, K. (2020). Police
stress, mental health, and resiliency during the COVID-19 pandemic. American
journal of criminal justice, 45(4), 718-730.
Vaitkus, A., ?ygas,
D., & Skrodenis, D. (2018). Are roadwork zones safe. 7th Transport Re.
Waris Khan, D., Nisar, H., & Aziz, I. (2021). Evolution
of Worldwide Cable Television and Rating Systems: A Case Study of
Pakistan. Pakistan Journal of International Affairs, 4(1).
Weiss, M., & Morrison, E. W. (2019). Speaking up and
moving up: How voice can enhance employees' social status. Journal of
Organizational Behavior, 40(1), 5-19.
Wright, R. K. (2018). Setting them Up to Fail: The
Challenge of Employing Project-Based Learning within a Higher Education
Environment. Event Management, 22(1), 99-110.
Yang, C. (2021). Rules of Origin and Auto-Parts Trade.
Figure 4
The results showed that 46.9 percent agreed that they have antimony of work, 22.8 percent disagreed, and 17.3 percent remained uncertain. It shows that most of the respondents agreed with the autonomy of work they enjoy, but the sum of disagreed and uncertain showed the figure of 40.1 percent, which is not a huge difference. Most of the people were reluctant to show their responses. The same is the case in the finding of other questions.
Those who consider their work environment friendly have 51.2 percent agreed, 20.1 percent disagreed, and 13 percent uncertain. Results of quires regarding poor working conditions have harmful effects on health showed that 41.7 percent strongly agreed, and 50.8 percent agreed. In contrast, the effects of long working hours on their health, 26.4 percent strongly agreed, and 44.5 percent agreed, whereas 16.5 percent did not consider it any factor to affect their health and disagreed while 9.4 percent were uncertain. The query results regarding most of the employees getting their appointment letter at their joining or contract renewal letter regularly, 35.8 percent disagreed, 27.2 percent agreed, 19.7 percent were uncertain, and 14.6 percent strongly disagreed.
Results of query regarding their organization follow specific rules for termination of employees, 40.2 percent agreed, 23.2 percent disagreed, and 16.9 percent were uncertain. Results of quires regarding the respondents consider policies of media organization are by the requirements of media employees, 40.2 percent disagreed, 25.6 percent strongly disagreed, and 15.7 percent were uncertain while 15 percent agreed.
Observance of specific labor administration and inspection rules in media houses 45.7 percent of respondents agreed, 40.9 percent disagreed, and 5.9 percent were uncertain.
The response rate of the right of media employees to join the union, 53.5 percent agreed, 23.2 percent strongly agreed, and 12.6 percent were uncertain. The awareness level of media employees about ILO safety standards showed that 52.2 percent have the awareness to some extent, 27.2 percent to a moderate extent, and 15 percent to a reasonable extent.
About media houses' healthy indoor work environment, 34.3 percent agreed, 28.3 percent disagreed, 19.3 percent were uncertain, 10.6 percent strongly disagreed, and 7.5 percent strongly agreed. Regarding the query regarding favorable and comfortable workplace facilities, 42.1 percent agreed, 24.8 percent disagreed, 15.4 percent uncertain and 11 percent strongly disagreed. Results of the element of risk at their workplace: 41.3 percent agreed, 24 percent disagreed and 22 percent uncertain, and 7.5 percent strongly agreed.
Concerns of the media organization regarding occupational safety 29.5 percent agreed, 28.7 percent disagreed, 22.8 percent uncertain, 10.6 percent strongly disagreed, and 8.3 percent strongly agreed. About satisfaction level of employees with their job 51.1 percent satisfied, 16.1 percent uncertain, 13 percent strongly satisfied, 13 percent dissatisfied, 11 percent strongly satisfied, and8.3 percent strongly dissatisfied.
The variable shows that more than fifty percent of respondents, 131 (51.6 %), are dissatisfied with their offices' jobs and work environment. 41 or 16.1% are uncertain whether they are satisfied or not satisfied with their job.
When the respondents were asked, they considered their pay as per education, experience, and potential; 32.7 percent agreed, 26.8 percent strongly disagreed, 26 percent agreed, and 11.4 percent were uncertain.
When media employees were asked chances of promotion are good in their organization, 28 percent strongly disagreed, 26.8 percent disagreed, 23.6 percent were uncertain, and 18.5 percent agreed. The question results were that for the last five years, how many times did they get the promotion, 62.2 percent never replied, 17.7 were uncertain, and 16.1 percent replied seldom.
The media organization's regular check-ups of media employees, 40.2 percent strongly disagreed, 30.7 percent disagreed, 14.6 agreed, and 11.4 were uncertain. The result of the query was that their organization offers promising benefits for the health and welfare of the family, 35.8 percent disagreed, 28.7 percent strongly disagreed, 16 percent agreed, and12.2 percent were uncertain.
When asked is it hard for media employees to balance family and professional life, 45.7 percent agreed, 20.1 percent strongly agreed, 15 percent were uncertain, and 16.1 percent disagreed. The query results consider it essential that everyone gets an equal salary for the same post rather than working in any media organization, 43.3 percent agreed, 23.6 percent strongly agreed, 15.4 percent disagreed, and 13 percent were uncertain. The reply of the results their respective organization ensure equal opportunities for males and females to get a job at any post, 39.4 percent agreed, 20.1 percent disagreed, 15 percent were uncertain, 14,2 percent strongly disagreed, and 11.4 percent strongly agreed.
The results of the query that their organization discouraged any disparity among employees based on gender for hiring, promotion, and staff training opportunities, 40.2 percent agreed, 22.4 percent disagreed, 22.4 percent were uncertain, 7.9 percent strongly disagreed, and 7.1 percent strongly agreed. Results of the query whether they leave their organization if they got an excellent opportunity, 42.5 percent strongly agreed, 36.6 percent agreed, and 12.2 percent disagreed. The query results are that they were fed up with their office environment, 29.5 percent agreed, 29.1 percent disagreed, 24 percent were uncertain, and 11 percent strongly agreed.
This research has focused on the areas which needed more attention to sorting out problems of media employees, especially in the media industry of third world countries, which are still far beyond the technologies used by developed countries for the betterment of their employees.
The respondents of the study unveiled that practices followed in media organizations affect the theoretical concepts of motivation theories highlighting the gaps and the steps needed to fulfill the requirements of employees. These areas are desired to be addressed to improve media organizations' productivity.
Most employees have to face more difficulties while chances to get rewards, appreciation, and promotion are significantly less, which has a subsequent effect on the satisfaction level of employees.
The expectancy theory supports this concept that the behavior of employees generally depends upon the expectations of media employees of the financial and other benefits they get in reward of their services. Employees endeavors to achieve goals and show determination if they are satisfied with the salary and other advantages associated with the financial benefits.
Conclusion
The study was focused on exploring the working conditions of media employees in Pakistan in light of ILO safety standards. The study finds out that 52.6 percent of respondents, both journalists, and non-journalists, know ILO standards to some extent only, and only 4.3 percent have an extreme extent. These results show that most media employees are not aware of their rights and consider them enough. There is no concept of occupational safety in a third-world country like Pakistan, where the unemployment rate is high. Salary structure is their prime concern to fulfill the requirements of their families, and working conditions are of secondary importance for them. The working standards of the media industry in Pakistan are far behind than the international world, especially in developed countries. This study finds out that the majority of employees are not aware of their rights, provision of ILO safety standards at the workplace, and their importance for their physical and mental health.
These theories analyzed employees' responses to satisfaction from their work by fulfilling their desired needs. Based on this concept, media owners should know their employees' problems and what their requirements are to manage their issues. The researcher finds out that the awareness level of media employees regarding their rights in the light of ILO safety standards is relatively low, making them vulnerable to several diseases.
Recommendations
1) Environment of media organizations will not be improved until the employees have a good awareness of their rights and demand a proper setup to nurture their productivity.
2) There is a need to establish a concrete policy to implement occupational safety standards issued by the International Labor Organization for the media industry to ensure the security of media employees in all media organizations of Pakistan.
3) ILO needs to inspect media organizations in Pakistan to ensure observance of ILO safety standards and monitor their progress regularly for raising the working standards of the media industry in Pakistan.
4) The subject of occupational safety is to be introduced in the syllabus of Mass Communication discipline at the university level and conduct a training session for working at media organizations as per international standards.
5) Media professionals need to organize training workshops on prescribed standards of ILO safety for the media industry to protect employees from diseases.
6) Based on this concept, media owners should know their employees' problems and what their requirements are to manage their issues.
References
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- Arasanmi, C. N., & Krishna, A. (2019). Employer branding: perceived organizational support and employee retention-the mediating role of organizational commitment-industrial and Commercial Training.
- Arimie, C. J. (2019). Employer-employee relations and employee engagement in a tertiary institution in Benin-City, Edo State. Annals of Management and Organization Research, 1(1), 9- 24.
- Bahr, R., Clarsen, B., & Ekstrand, J. (2018). Why we should focus on the burden of injuries and illnesses, not just their incidence. British Journal of Sports Medicine, 52(16), 1018-1021.
- Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135-158.
- Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees-Implications for sustainable human resource management. Sustainability, 12(15), 6086.
- De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba, B. G. (2018). Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories applied with higher education employees. IJAMEE, 3(1), 20-32.
- Gandini, A. (2019). Labor process theory and the gig economy. Human relations, 72(6), 1039-1056.
- Healy, M., Hammer, S., & McIlveen, P. (2020). Mapping graduate employability and career development in higher education research: A citation network analysis. Studies in Higher Education, 1-13
- Heleno, C. T., Borges, L. O., & Agullo-Tomas, E. (2018). The meaning of work as a predictor of the intention to remain/leave among teachers. RAM. Revista de Administração Mackenzie, 19.
- da, R., Saud, M., & Mashud, M. I. (2020). An empirical analysis of social media usage, political learning and participation among youth: a comparative study of Indonesia and Pakistan. Quality & Quantity, 54(4), 1285-1297.
- Jamil, S. (2020). Ethnic news media in the digital age: the impact of technological convergence in reshaping journalists' practices in Pakistan. Journal of Multicultural Discourses, 15(2), 219-239.
- Jamil, S. (2021). Increasing accountability using data journalism: Challenges for the Pakistani journalists. Journalism Practice, 15(1), 19-40.
- Junor, A., & Coventry, H. (2020). Diversity management. In Australian Handbook of Public Sector Management (pp. 86-98). Routledge.
- Lee, G. T., Williams, D. E., Simmons, J., & Johnson-Patagoc, K. (2018). The right to effective treatment for people with developmental disabilities and severe problem behaviors. Behavior Analysis: Research and Practice, 18(4), 436.
- Leso, V., Fontana, L., & Iavicoli, I. (2018). The occupational health and safety dimension of Industry 4.0. La Medicina del lavoro, 109(5), 327.
- MacDonald, R., & Giazitzoglu, A. (2019). Youth, enterprise and precarity: or, what is, and what is wrong with, the 'gig economy'?. Journal of Sociology, 55(4), 724-740.
- Mora, Z., Suharyanto, A., & Yahya, M. (2020). Effect of work safety and work healthy towards employee's productivity in P.T. Sisirau Aceh Tamiang. Burns, 2, 1.
- Olanipekun, L. O., & Jiboku, J. O. P. (2021). Occupational Health and Safety standards and employee performance in Nigeria: A Theoretical Exposition. Texas Journal of Medical Science, 1(1), 4-12.
- Ong, J. C., & Cabanes, J. V. A. (2018). Architects of networked disinformation: Behind the scenes of troll accounts and fake news production in the Philippines. Architects of networked disinformation: Behind the scenes of troll accounts and fake news production in the Philippines.
- Parreira, P., Maher, C. G., Steffens, D., Hancock, M. J., & Ferreira, M. L. (2018). Risk factors for low back pain and sciatica: an umbrella review. The Spine Journal, 18(9), 1715-1721.
- Pollack, J. M., Ho, V. T., O'Boyle, E. H., & Kirkman, B. L. (2020). Passion at work: A metaâ€Âanalysis of individual work outcomes. Journal of Organizational Behavior, 41(4), 311-331.
- Reese, C. D. (2018). Occupational health and safety management: a practical approach. CRC press.
- Santos-Silva, D. (2021). Innovation in European journalism
- Spoorthy, M. S., Pratapa, S. K., & Mahant, S. (2020). Mental health problems faced by healthcare workers due to the COVID-19 pandemic-A review. Asian journal of psychiatry, 51, 102119.
- Stogner, J., Miller, B. L., & McLean, K. (2020). Police stress, mental health, and resiliency during the COVID-19 pandemic. American journal of criminal justice, 45(4), 718-730.
- Vaitkus, A., Čygas, D., & Skrodenis, D. (2018). Are roadwork zones safe. 7th Transport Re.
- Waris Khan, D., Nisar, H., & Aziz, I. (2021). Evolution of Worldwide Cable Television and Rating Systems: A Case Study of Pakistan. Pakistan Journal of International Affairs, 4(1).
- Weiss, M., & Morrison, E. W. (2019). Speaking up and moving up: How voice can enhance employees' social status. Journal of Organizational Behavior, 40(1), 5-19.
- Wright, R. K. (2018). Setting them Up to Fail: The Challenge of Employing Project-Based Learning within a Higher Education Environment. Event Management, 22(1), 99-110.
- Yang, C. (2021). Rules of Origin and Auto-Parts Trade.
- Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees' Motivation and its Influence Job Satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees' Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), 21- 30.
- Arasanmi, C. N., & Krishna, A. (2019). Employer branding: perceived organizational support and employee retention-the mediating role of organizational commitment-industrial and Commercial Training.
- Arimie, C. J. (2019). Employer-employee relations and employee engagement in a tertiary institution in Benin-City, Edo State. Annals of Management and Organization Research, 1(1), 9- 24.
- Bahr, R., Clarsen, B., & Ekstrand, J. (2018). Why we should focus on the burden of injuries and illnesses, not just their incidence. British Journal of Sports Medicine, 52(16), 1018-1021.
- Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135-158.
- Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees-Implications for sustainable human resource management. Sustainability, 12(15), 6086.
- De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba, B. G. (2018). Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories applied with higher education employees. IJAMEE, 3(1), 20-32.
- Gandini, A. (2019). Labor process theory and the gig economy. Human relations, 72(6), 1039-1056.
- Healy, M., Hammer, S., & McIlveen, P. (2020). Mapping graduate employability and career development in higher education research: A citation network analysis. Studies in Higher Education, 1-13
- Heleno, C. T., Borges, L. O., & Agullo-Tomas, E. (2018). The meaning of work as a predictor of the intention to remain/leave among teachers. RAM. Revista de Administração Mackenzie, 19.
- da, R., Saud, M., & Mashud, M. I. (2020). An empirical analysis of social media usage, political learning and participation among youth: a comparative study of Indonesia and Pakistan. Quality & Quantity, 54(4), 1285-1297.
- Jamil, S. (2020). Ethnic news media in the digital age: the impact of technological convergence in reshaping journalists' practices in Pakistan. Journal of Multicultural Discourses, 15(2), 219-239.
- Jamil, S. (2021). Increasing accountability using data journalism: Challenges for the Pakistani journalists. Journalism Practice, 15(1), 19-40.
- Junor, A., & Coventry, H. (2020). Diversity management. In Australian Handbook of Public Sector Management (pp. 86-98). Routledge.
- Lee, G. T., Williams, D. E., Simmons, J., & Johnson-Patagoc, K. (2018). The right to effective treatment for people with developmental disabilities and severe problem behaviors. Behavior Analysis: Research and Practice, 18(4), 436.
- Leso, V., Fontana, L., & Iavicoli, I. (2018). The occupational health and safety dimension of Industry 4.0. La Medicina del lavoro, 109(5), 327.
- MacDonald, R., & Giazitzoglu, A. (2019). Youth, enterprise and precarity: or, what is, and what is wrong with, the 'gig economy'?. Journal of Sociology, 55(4), 724-740.
- Mora, Z., Suharyanto, A., & Yahya, M. (2020). Effect of work safety and work healthy towards employee's productivity in P.T. Sisirau Aceh Tamiang. Burns, 2, 1.
- Olanipekun, L. O., & Jiboku, J. O. P. (2021). Occupational Health and Safety standards and employee performance in Nigeria: A Theoretical Exposition. Texas Journal of Medical Science, 1(1), 4-12.
- Ong, J. C., & Cabanes, J. V. A. (2018). Architects of networked disinformation: Behind the scenes of troll accounts and fake news production in the Philippines. Architects of networked disinformation: Behind the scenes of troll accounts and fake news production in the Philippines.
- Parreira, P., Maher, C. G., Steffens, D., Hancock, M. J., & Ferreira, M. L. (2018). Risk factors for low back pain and sciatica: an umbrella review. The Spine Journal, 18(9), 1715-1721.
- Pollack, J. M., Ho, V. T., O'Boyle, E. H., & Kirkman, B. L. (2020). Passion at work: A metaâ€Âanalysis of individual work outcomes. Journal of Organizational Behavior, 41(4), 311-331.
- Reese, C. D. (2018). Occupational health and safety management: a practical approach. CRC press.
- Santos-Silva, D. (2021). Innovation in European journalism
- Spoorthy, M. S., Pratapa, S. K., & Mahant, S. (2020). Mental health problems faced by healthcare workers due to the COVID-19 pandemic-A review. Asian journal of psychiatry, 51, 102119.
- Stogner, J., Miller, B. L., & McLean, K. (2020). Police stress, mental health, and resiliency during the COVID-19 pandemic. American journal of criminal justice, 45(4), 718-730.
- Vaitkus, A., Čygas, D., & Skrodenis, D. (2018). Are roadwork zones safe. 7th Transport Re.
- Waris Khan, D., Nisar, H., & Aziz, I. (2021). Evolution of Worldwide Cable Television and Rating Systems: A Case Study of Pakistan. Pakistan Journal of International Affairs, 4(1).
- Weiss, M., & Morrison, E. W. (2019). Speaking up and moving up: How voice can enhance employees' social status. Journal of Organizational Behavior, 40(1), 5-19.
- Wright, R. K. (2018). Setting them Up to Fail: The Challenge of Employing Project-Based Learning within a Higher Education Environment. Event Management, 22(1), 99-110.
- Yang, C. (2021). Rules of Origin and Auto-Parts Trade.
Cite this article
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APA : Pasha, S. A., & Sharif, H. (2021). Effects of Working Conditions of Media Organizations on Health of Their Employees. Global Regional Review, VI(I), 330 - 343. https://doi.org/10.31703/grr.2021(VI-I).36
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CHICAGO : Pasha, Saadia Anwar, and Humaira Sharif. 2021. "Effects of Working Conditions of Media Organizations on Health of Their Employees." Global Regional Review, VI (I): 330 - 343 doi: 10.31703/grr.2021(VI-I).36
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HARVARD : PASHA, S. A. & SHARIF, H. 2021. Effects of Working Conditions of Media Organizations on Health of Their Employees. Global Regional Review, VI, 330 - 343.
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MHRA : Pasha, Saadia Anwar, and Humaira Sharif. 2021. "Effects of Working Conditions of Media Organizations on Health of Their Employees." Global Regional Review, VI: 330 - 343
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MLA : Pasha, Saadia Anwar, and Humaira Sharif. "Effects of Working Conditions of Media Organizations on Health of Their Employees." Global Regional Review, VI.I (2021): 330 - 343 Print.
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OXFORD : Pasha, Saadia Anwar and Sharif, Humaira (2021), "Effects of Working Conditions of Media Organizations on Health of Their Employees", Global Regional Review, VI (I), 330 - 343
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TURABIAN : Pasha, Saadia Anwar, and Humaira Sharif. "Effects of Working Conditions of Media Organizations on Health of Their Employees." Global Regional Review VI, no. I (2021): 330 - 343. https://doi.org/10.31703/grr.2021(VI-I).36