Purpose
As one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it ...aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.
Design/methodology/approach
Based on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.
Findings
Findings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.
Originality/value
This research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.
Active Labor Market Policies Crépon, Bruno; van den Berg, Gerard J
Annual review of economics,
01/2016, Letnik:
8, Številka:
1
Journal Article
Recenzirano
Odprti dostop
Active labor market policies are massively used with the objective being to improve labor market outcomes of individuals out of work. Many observational evaluation studies have been published. In ...this review, we critically assess policy effectiveness. We emphasize insights from recent randomized controlled trials. In addition, we examine policy effects that have not been the primary object of most of the past evaluations, such as anticipatory effects of advance knowledge of future treatments and equilibrium effects, and we discuss the actual implementation of policies. We discuss the importance of heterogeneity of programs and effects and examine the extent to which potential participants are interested in enrollment. We also discuss the assessment of costs and benefits of programs.
Cross‐cultural competence is an essential component of the nursing profession, but little is known about the specific psychosocial work characteristics that potentially promote or hinder such ...competence. In the present study, psychosocial work characteristics were based on Karasek's Job Demand—Control Model. The researchers examined whether Karasek's psychosocial work characteristics, such as high‐strain jobs, high‐strain isolated jobs, active jobs, and active collective jobs, are associated with cross‐cultural competence (empathy, skills, positive attitudes, and motivation), and whether there are differences between native and foreign‐born registered nurses (RN) in these potential associations. A random sample of 744 native RNs (91.0% women) and a total sample (n = 212) of foreign‐born RNs (94.3% women) working in Finland were used. Data were collected using a questionnaire and analyzed with a series of multiple linear regression analyses. High‐strain and high‐strain isolated jobs were negatively associated with all four dimensions of cross‐cultural competence. Active collective jobs, but not active jobs, were positively associated with cross‐cultural skills. There were no differences between native and migrant nurses in these associations. The psychosocial work environment is associated with cross‐cultural competence in both native and migrant nurses. Improvements in psychosocial working conditions, especially minimizing negative factors in the work environment, such as high‐strain and high‐strain isolated jobs, may need to be considered as a part of the efforts aimed to enhance cross‐cultural competence among nursing personnel.
The impact of modern technology around the globe on both humans and other physical environments cannot be overstated. Technology has widely affected general ways of life and events. The level of ...technology has continued spreading to many developing nations, which is not only affecting human lives but has a great impact on employment and business activities as well. This situation is analysed from two perspectives in this paper; concerning the negative and positive effects. The study gives a short overview on how work was done before and after the advent of digital technology, and with the help of collecting problems resulting from modern technology, it suggests possible ways of minimisation the negative effects of the technology, especially in developing nations struggling to adapt to new changes.
This paper examines how different types of eco-innovation activities affect firms’ employment patterns. Using a linked employer–employee administrative dataset for the Netherlands we take an ...individual level task-based approach to differentiate between green and non-green jobs within firms. Our results show that while eco-innovation does not impact overall employment, eco-product innovation does lead to a 19.72% increase in green jobs. The growth in green jobs mainly comes from a compositional shift towards a small yet significant increase in green workers and reduction in non-green workers. Further analysis suggests that firms that voluntarily undertake eco-innovation create more green jobs but also that it is subsidy-driven policies rather than stricter regulations that drives the increase in green employment.
The purpose of this study was to examine the effects of supported employment in securing and maintaining competitive employment for people with autism spectrum disorder, a group that has typically ...been found to be underemployed or unemployed. This prospective study followed and collected data on 33 individuals with autism spectrum disorder as they progressed through a supported employment model, working one-on-one with an employment specialist. Of the 33 individuals included in the study, 27 successfully obtained competitive employment, with a total of 29 positions secured. The successful results were achieved through the use of a supported employment model and skilled employment specialists who were able to provide a high level of social supports and compensatory training strategies for skill acquisition. Specifically, employment specialists supported individuals through four steps of an individualized supported employment model: (a) the development of a jobseeker profile and assessment, (b) guiding the job development and career search, (c) conducting job site training, and (d) designing long-term supports to promote job retention. The multitude and variance of specific methods and strategies used in each case to execute these key steps of the supported employment model accurately reflect an emphasis on a highly individualized approach. Although the outcomes of this preliminary study were positive in terms of employment outcomes, further research remains to be conducted.
Sustainability Careers Boone, Christopher G; Bromaghim, Erin; Kapuscinski, Anne R
Annual review of environment and resources,
11/2023, Letnik:
48, Številka:
1
Journal Article
Recenzirano
Odprti dostop
Addressing climate change and achieving sustainable development are the grand challenges for this century. This review assesses how sustainability and green jobs are changing in response to these ...formidable challenges, with a focus on energy transitions and responsible production and consumption. The energy transition to renewable sources will generate a net increase in employment, although some regions of the world may see net losses. Jobs in responsible consumption and production, motivated by changing consumer demand and savings from circular economy strategies, will increase the number of green and sustainability jobs. Since sustainability and green jobs require higher levels of creative problem-solving, more nonroutine activities, formal education, and on-the-job training than traditional jobs, more training will be necessary to meet skills demands in green and sustainability positions. We review how competency and capacity approaches to learning, credentialing, and on-the-job training have been employed to meet growing demand for sustainability and green jobs.
Implementation of job development practices Migliore, Alberto; Butterworth, John; Nord, Derek ...
Intellectual and developmental disabilities,
06/2012, Letnik:
50, Številka:
3
Journal Article
Recenzirano
We investigated the extent to which employment consultants implemented job development practices recommended in the literature when assisting job seekers with intellectual or developmental ...disabilities. We contacted 83 employment consultants from 25 employment programs in Minnesota and Connecticut. Fifty-nine participants were eligible and completed surveys. We found inconsistencies between the employment consultants' practices and the job development literature in areas such as involvement of family members and acquaintances, observation of job seekers in work and nonwork environments, analyses of employers' needs, development of customized jobs, and assistance with work incentives planning. We recommend a system-wide effort for supporting employment consultants in implementing promising job development practices. This effort needs to involve funding agencies, employment programs, accreditation agencies, training programs, and researchers.
In 2020, COVID-19 triggered rapid growth in the use of flexible work arrangements (FWA) in universities. While the impacts of this shift are still emerging, this article contributes analysis of the ...ways university staff experienced FWAs prior to the pandemic. In-depth discussions with sixty staff across eight focus groups highlighted substantial inequalities in access to and take-up of FWAs. Staff described different levels of access to flexibility among academic and professional staff. Many felt individualised processes of requesting flexibility deterred the use of FWAs, and meant capacity to utilise flexibility was serendipitous, and dependent on local managers' mindsets. By exploring the inequalities and tensions characterising flexible work in universities prior to the pandemic, the article contributes evidence against which to assess the profound changes in university workplaces associated with COVID-19, and informs discussions of the ways equity and access can be addressed in emerging higher education landscapes.
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