Despite the unpleasant conditions, such as lower and insufficient wages, higher working hours, longer length of service, total absence of casual workers union, indirect employment aided by the bank’s top directors, etc., casual workers are highly committed in performing their roles and achieving their organizational goals. Neoliberal theory and Equity theory were used for guidance in this study. The study employed qualitative analysis style; Total of ten banks were selected as a sample of the study involving sixty participants who were all casual workers; twenty-four female and the remaining thirty-six were male, have been selected using purposeful sampling. Content analysis was used as the method of data analysis. The study shows some of the functions performed by the casual workers of Nigerian banks include quick client service, amenability to work, client care services, opening of accounts, marketing, and timely task completion. Others include furnishing prompt client service, being prepared to work, and finishing assignments on schedule., thus, the study concludes that despite the outstanding performance of casual workers in achieving their organizational pretensions, they’re largely exploited. The recommendation of the study is that employment should be grounded on fair stipend, safety at work and protection for casual workers, in short, work should encompass fairness, equivalency, and freedom of association. Also, Payment of the benefit accumulated by the casual workers should be linked directly between casual workers and their associations.

Crowd humanitarian fund, otherwise termed as mutual fund, has overwhelmingly been discussed by many scholars and researchers in western countries. There is obscurity in existing literature in Islamic countries with respect to the interconnectedness between various Islamic financial concepts within the Islamic legal framework and the conceptualization of crowd humanitarian funds. The primary objective of this paper is to address this obscurity by investigating the perspectives of middle- and high-skilled workers among members of the Organization of Islamic Cooperation (OIC) with respect to the crowd humanitarian fund. Hence, the central research question (CRQ) was formulated as follows: How do the middle and high-skilled workers perceive the generation of crowd-humanitarian funds for the purpose of helping the less privileged citizens in Organization of Islamic Cooperation (OIC) countries? The qualitative method was used as the methodology of the study. In order to collect data for the study, an open-ended interview was employed, and a total of 22 participants were interviewed. Three major themes were generated from the interview, namely: An overview of crowd humanitarian funds, categories of less privileged people in OIC countries, and the use of humanitarian funds for poverty reduction. The findings indicated that the traditional method of collecting funds from crowds is to assist with any humanitarian issue is still applicable in many Muslim countries. In addition, the unity in contributing to the humanitarian fund from the crowd, that is, common practice in Muslims’ culture is what Western society terms as crowdfunding. It is further revealed that there are different categories of people, such as the poor, the needy, and people with low incomes, who can benefit from crowdfunding, especially by using it for investment purposes. In addition, crowdfunding is considered an essential monetary relief to less fortunate individuals or communities in order to have a sustainable life. It can also be used for provision of social amenities such as food, shelters, clothes, hospitals, schools, and job opportunities.

The hospital is a complex system, which evolving practices, knowledge, tools, and risks. This study aims to assess the level of knowledge about risks at Hassan II Hospital among healthcare workers (HCWs) working in three COVID-19 units. The action-research method was adopted to address occupational risks associated with the pandemic. The study involved 82 healthcare professionals in the three COVID-19 units mentioned above. All participants stated they were familiar with hospital risks. Seventy-four HCPs reported no knowledge of how to calculate risk criticality, while eight mentioned the Occurrence rating, Severity rating, and Detection rating (OSD) method, considering Occurrence rating, Severity rating, and Detection rating as key elements for risk classification. Staff indicated that managing COVID-19 patients differs from other pathologies due to the pandemic’s evolving protocols. There is a significant lack of information among healthcare professionals about risks associated with COVID-19, highlighting the need for a hospital risk management plan at a subsequent stage.

This study highlights the importance of social capital within third sector organizations, as in other sectors of the economy, and confirms the influence of social capital on human capital. In this case, it contributes to the analysis of the structure and quality of relationships among members of a social organization, which enables motivation and commitment to collective action. Based on exploratory and confirmatory factor analysis, from a 45-item survey applied to 190 workers in social organizations; the constructs were reconfigured for the construction of the model of organizational social capital, was carried out using the structural equation methodology. It is argued that the cognitive and structural dimensions of social capital affect its relational dimension in terms of identification, trust and cooperation, which in turn influences worker motivation and other key aspects of human capital. The relational dimension, measured by workers’ identification, trust, and cooperation, has significant effects on their motivation and work engagement, which leads to important practical considerations for human resource policies in these organizations. The article contributes to the existing literature on human capital management by exploring the perception of workers in nonprofit organizations that are part of Ecuador’s third sector.