Actual Job Research Articles

READINESS OF THE RETRIEVAL TEAM FOR DECEASED DONOR KIDNEY TRANSPLANTATION IN THAILAND

Background: Deceased donor kidney transplantation has a tendency to increase in Thailand since the implementation of Service Plan in Donation and Transplantation in 2016. Kidney retrieval team serves an essential part, where the retrieval scheme is assigned and allocated for the central and regional teams by Organ Donation Centre, Thai Red Cross Society, based on computerized scoring system and geographical areas. In 2019, the number of deceased kidney donors increased, while some cases lost to be retrieved due to retrieval team unavailability. Never had a clear study about the gaps before. Here, we focused to explore the situation and cause of this problem. Methods: We retrospectively reviewed the retrieval of actual brain death kidney donors data in 2019, from Organ Donation Centre, Thai Red Cross Database. The data was analyzed by using frequency and percentage. We also collected the qualitative data by in-dept interview the key informants and by lesson learned. Results: There were 298 kidney deceased donors in 2019, with 139 cases (46.7%) were donated from Northeastern region donors. Only 54.4% of the first candidate on retrieval team lists had undertaken the surgical kidney retrieval. Available rates of the central and regional team were 28.7 % (43 out of 150 cases) and 79.7% (118 out of 148 cases), respectively. The majority of the first-order teams were Northeastern region team (76.3%) that were available to perform their retrieval within regional designated areas (figure). Qualitative data revealed that the common refusal reasons were unacceptance of controversial high-risk kidney donors, inconvenience to travel via road transportation, unavailability due to their actual job responsibilities, and inappropriate incentives.Conclusions: Majority of the available kidney retrieval teams were the regional teams, compared to the central teams. As for the controversial high-risk kidney donors, using donor’s clinical and histological features predicting donor quality would be helpful in the decision process. In order to improve the kidney retrieval schemes for the central teams, providing faster and more convenient transport, particularly, in the areas not currently reached by air, and providing appropriate incentives should be considered and supported. Meanwhile, promoting and strengthening the regional retrieval teams aside from Northeastern to serve the kidney recovery within the health region areas is prioritized and empowered.

Trustworthiness in the Financial Industry

The financial industry has been struggling with widespread misconduct and public mistrust. Here we argue that the lack of trust into the financial industry may stem from the selection of subjects with little, if any, trustworthiness into the financial industry. We identify the social preferences of business and economics students, and follow up on their first job placements. We find that during college, students who want to start their career in the financial industry are substantially less trustworthy. Most importantly, actual job placements several years later confirm this association. The job market in the financial industry does not screen out less trustworthy subjects. If anything the opposite seems to be the case: Even among students who are highly motivated to work in finance after graduation, those who actually start their career in finance are significantly less trustworthy than those who work elsewhere.

Role of entrepreneurial education in nurturing entrepreneurial orientation among engineering students

Purpose The purpose of this paper is to understand whether entrepreneurial education imbibes entrepreneurial orientation (EO) among engineering students. The authors wanted to test whether students’ performance in the Technology Entrepreneurship Programme (TEP) influences the propensity of entrepreneurial firms to hire them. Design/methodology/approach Data was collected from 1,296 students who were enrolled with the two-year TEP during the academic year 2016–2018 using structured questionnaires. Multinomial and Ordinary Least Squares regressions were used to examine the hypotheses. Findings The findings of this study suggest that superior student performance in the programme is positively correlated with the students being hired by entrepreneurial firms. Practical implications This study identifies aspects of EO that relates with employability. The positive relationship found between student performance in the programme and chances of getting hired insists on the need to inculcate entrepreneurial values among students at the college level. The findings will also provide valuable insights for graduate entrepreneurs, policymakers, corporates and educators on multiple dimensions for customizing EO among students during their study at college level. Originality/value The authors used a live intervention titled TEP as empirical context to explore how training in entrepreneurial, design and management concepts influences EO. The authors also tracked the success of the programme through actual job offers made to the participants of the programme.

Support for Workers in the Covid-19 Emergency

This article first briefly describes pre-Covid-19 support for workers who lose their jobs in New Zealand, then outlines and evaluates the government response to potential and actual job loss in the Covid-19 emergency. The main response was a wage subsidy. Some aspects of it were highly effective; others were problematic and tolerable only because it was a crisis and temporary. It demonstrated the systemic weaknesses in New Zealand’s support for displaced workers. The article finally considers what is needed to prepare New Zealand better for times of job loss.

Expnloring the job placement of recent emergency management graduates.

Graduate job placement is an important issue for emergency management higher education programs, practitio-ners, and students. Yet, despite considerable discussion about the topic, no line of empirical research has emerged. This article begins to address this gap by reporting the findings of an exploratory study that examined the actual job placement of students who recently graduated with a bachelor's degree in emergency management and the extent to which their placement was consistent with their intent. This study found that the vast majority of recent graduates are indeed securing jobs they want, but, for about half, the jobs they want are not emergency management. There is sig-nificant diversity in the career-paths and sectors being pursued by graduates. This article discusses the potential impli-cations of these findings as well as the critical need for further research in this area.

From equal pay to overcoming undervaluation: The Australian National Pay Equity Coalition 1988–2011

Australian feminists have struggled to define the International Labour Organisation’s Equal Remuneration Convention’ goal of gender pay equity and find a platform for achieving it. Approaches based on discrimination, or a male comparator, have proved unworkable. Networking nationally and internationally, the National Pay Equity Coalition (1988–2011) formulated many submissions to industrial tribunals and parliamentary inquiries. Early interventions argued the disadvantages to women of the decentralisation of bargaining in the 1990s, but following the failure of discrimination-based cases, this focus shifted. National Pay Equity Coalition submissions came to define the gender gap, not as one between women and male comparators, but as a recognition gap. They argued that indicators of a history of gender-based undervaluation should lead to a bias-free work value assessment. Bias lay in the distance between actual job demands and their characterisation in classification descriptions. It could be redressed by fuller recognition of the work value of feminised service roles. This approach to the recognition and remedy of undervaluation informed the 1998 NSW Pay Equity Inquiry and the NSW Equal Remuneration Principle, but is not recognised in federal labour law. No Equal Remuneration Principle yet applies in the federal jurisdiction which since 2009 has governed most Australian wage setting amidst growing social inequality.

Enhancement of Permit to Work System Toward Safety Risk Assessment Supporting by GPS Face Recognition and IoT Research on Company XYZ

An increase in the number accident related to the permit to work (PTW) has overwhelming, as in the past, the explosion and fire accident which occurred in the Piper Alpha offshore oil and gas platform in 1988, have killed 167 workers, and also the lack of an issued permit for the actual job, was one of the reasons for the Hickson and Welch accident in 1992 was attributed mainly to human error including deficiencies in the permit to work (PTW) system. Moreover, at company XYZ (2015) because of PTW risk assessment is not adequately conducted onsite, and the technician neglect the potential hazard associated with his work, his experience a lost-time injury (LTI). Therefore, an enhancement of PTW by using GPS, Bio Metric (Face recognition) and IoT to make sure the worker doing PTW properly and make the risk assessment (process with Natural language) onsite before commencing the non-routine job is the essential safety requirement. This research is aim to enhance the existing conventional permit to work system (PTW) into ePTW, (Electronic Permit to Work) information system focus on creating Risk Assessment support by implementing a mobile cloud computing using GPS and Face recognition to verify that the workers are on-premises to do proper PTW and smart lock (IoT) to ensure the isolation done properly, all these features is to help reduce the probability of human errors or non-conformance. PTW enhancement evaluation is using Analytic Maturity Assessment Model to analyze whether the established system in the company or organization is mature enough and valuable of the safety processes and gives positive impacts to the company its overall business performance through safety best practice.

Nurses' mental health and patient safety: An extension of the Job Demands-Resources model.

We employed the job demands-resources model to examine the impacts of job demands and resources on Chinese nurses' mental health and patient safety. Employee mental health and patient safety represent important organisational goals in most hospitals. However, their relationships to insomnia, professional resources and job crafting, as related to the job demands-resources model among nurses, remain unclear. A convenience sample of 2095 registered hospital nurses was recruited from 25 provinces of mainland China from June 2019 to July 2019. Data were collected using self-reported questionnaires that included the following instruments: the Chinese version of the Athens Insomnia Scale, the Practice Environment Scale of the Nursing Work Index, the Job Crafting Scale, the Emotional Exhaustion Scale, the Utrecht Work Engagement Scale, the General Health Questionnaire and the Safety Attitudes Questionnaire. The final model confirmed our hypotheses: burnout mediated the relationship between actual job demands and mental health; work engagement mediated the relationship between perceived job resources and attitudes with regard to patient safety; and job crafting enhanced work engagement and practice environment. The job demands-resources model was extended based on the nurses' job characteristics and mental health, as well as patient safety. These findings may contribute to nursing management strategies that encourage employees to prevent burnout, promote work engagement and job crafting, and in turn promote nurses' mental health and patient safety.

A gray-box modeling methodology for runtime prediction of Apache Spark jobs

Apache Spark jobs are often characterized by processing huge data sets and, therefore, require runtimes in the range of minutes to hours. Thus, being able to predict the runtime of such jobs would be useful not only to know when the job will finish, but also for scheduling purposes, to estimate monetary costs for cloud deployment, or to determine an appropriate cluster configuration, such as the number of nodes. However, predicting Spark job runtimes is much more challenging than for standard database queries: cluster configuration and parameters have a significant performance impact and jobs usually contain a lot of user-defined code making it difficult to estimate cardinalities and execution costs. In this paper, we present a gray-box modeling methodology for runtime prediction of Apache Spark jobs. Our approach comprises two steps: first, a white-box model for predicting the cardinalities of the input RDDs of each operator is built based on prior knowledge about the behavior and application parameters such as applied filters data, number of iterations, etc. In the second step, a black-box model for each task constructed by monitoring runtime metrics while varying allocated resources and input RDD cardinalities is used. We further show how to use this gray-box approach not only for predicting the runtime of a given job, but also as part of a decision model for reusing intermediate cached results of Spark jobs. Our methodology is validated with experimental evaluation showing a highly accurate prediction of the actual job runtime and a performance improvement if intermediate results can be reused.

Pharmacists ascribing value of technician certification using an organizational behavior framework.

To gather rich details about the value of technician certification from diverse groups of pharmacists of various practice settings and levels of experience. Focus groups of pharmacists were conducted using a semistructured interview guide in 4 states (California, Idaho, Tennessee, and Washington) varying in pharmacy technician scope of practice, regulation, and education and/or training environment. Participant pharmacists came from health-system, clinic, and community pharmacy environments. The focus groups took the unique approach of an organizational behavior perspective to contextualize technician readiness for practice change and employer fit. The sessions were audio-recorded and transcribed verbatim. Rapid-based qualitative analysis was used to code the data, with summary templates completed by 2 of the researchers for each of the 4 sessions. There were a total of 33 focus group participants, including 13 male and 20 female pharmacists ranging in age from 27 to 68 years. The 4 major themes yielded by the data were (1) impact of certification, (2) context of certification, (3) organizational culture considerations, and (4) future credentialing. Certification was deemed to have a greater impact on technician maturation, professional socialization, and career commitment than on actual job skills, even while job knowledge was also deemed to be enhanced. In fact, the certification process was also deemed beneficial in that it meshes with on-the-job training. Participants indicated preferences for technician certification examinations to incorporate more content in "soft skills" and also for development of more specialty and/or differentiated certification products. Pharmacists from 4 states saw value in certification but agreed that certification is but one component of readying technicians for future practice. Suggestions for furthering the value of certification were shared.

Teaching Partial-Interval Recording of Problem Behavior with Virtual Reality

Virtual reality (VR) places individuals within a simulated experience using an array of visual, auditory, and tactile interfaces. Research suggests VR, which facilitates the rehearsal of actual job duties and performance assessment during training, may improve professional development across a range of disciplines. Although studies incorporating technology into professional development for educators are increasingly common, few have examined the potential for VR as a training tool. Direct observation represents a fundamental skill for professionals involved in behavior change. The present study evaluated the effectiveness of an automated simulation in teaching graduate and undergraduate students (N = 31) to collect partial-interval recording data pertaining to inappropriate behavior. Participants were randomly assigned to either a control condition or intervention condition consisting of a brief simulated observation of a student exhibiting problem behavior. Results suggest participants who used VR were more confident in their ability to collect data; however, evidence for improved outcomes related to data collection was not identified. These mixed findings provide tentative support for further research in this area.

Whoever You Want Me to Be: Personality and Incentives

What can employers learn from personality tests when job applicants have incentives to misrepresent themselves? Using a within-subject, laboratory experiment, we compare personality measures with and without incentives for misrepresentation. Incentivized personality measures are weakly to moderately correlated with non-incentivized measures in most treatments but are correlated with intelligence when test-takers have information about desired personalities or are warned that responses may be verified. We document that actual job ads provide information about desired personalities and that employers in the UK who administer personality tests are also likely to administer intelligence tests despite the potential for substitution between the tests.

Trustworthiness in the Financial Industry

The financial industry has been struggling with widespread misconduct and public mistrust. Here we argue that the lack of trust into the financial industry may stem from the selection of subjects with little, if any, trustworthiness into the financial industry. We identify the social preferences of business and economics students, and follow up on their first job placements. We find that during college, students who want to start their career in the financial industry are substantially less trustworthy. Most importantly, actual job placements several years later confirm this association. The job market in the financial industry does not screen out less trustworthy subjects. If anything the opposite seems to be the case: Even among students who are highly motivated to work in finance after graduation, those who actually start their career in finance are significantly less trustworthy than those who work elsewhere.

UNEMPLOYMENT IN THE MAZOWIECKIE VOIVODESHIP – EFFECTS AND METHODS OF LIMITATIONS

Unemployment is an economic phenomenon where part of the working-age population are unable to find jobs despite seeking employment. The actual job search amongst the unemployed can be more or less intense. The Mazowieckie Voivodeship is characterized by high spatial diversity in the standard of living of the inhabitants and the conditions of economic development. On the one hand, the voivodeship boasts the highly economically developed capital of the country, on the other, there are medium or relatively underdeveloped areas. The aim of the article is to indicate the range of the phenomenon of unemployment in the Mazowieckie Voivodeship and to indicate the effects and methods of reducing it. The concept of unemployment is presented, the research methodology is outlined and the unemployment of Mazowieckie Voivodeship is analysed.

Labour market effects of urban riots: An experimental assessment

AbstractWe measure the effects of urban riots on the labour market prospects of workers in the case of the French riots of 2007. The town of Villiers‐le‐Bel is our treatment unit while two other towns serve as control groups, Sarcelles and Enghien‐les‐Bains. Using the technique of correspondence testing, we are able to discern disparities in call‐back rates for fictitious candidates who respond to actual job postings over four dimensions: gender, ethnic origin, locality of residence (advantaged vs. disadvantaged), and the degree of media exposure during the riots. We implement an empirical approach to measure discrimination across several dimensions that integrates a set of relevant parameters into one unified system of equations. We find statistically significant negative estimates of a media exposure effect. People residing in the area which received negative publicity were 3.2 percentage points less likely to receive a callback. The group of workers who tend to be the most associated with the riots, namely, men of North African origin (at least in terms of perceptions), are the least affected by potential discrimination by region of residence, while women of French origin are the most affected.

Negative word-of-mouth and applicant attraction: The role of employer brand equity

Word-of-mouth (WOM) is a valued source of employment information for job seekers. Given mixed prior research findings, we do not yet understand when and why negative WOM affects applicant decision-making. Building on signaling theory and brand equity literature, we propose that the strength of the negative signal provided by negative WOM varies depending on applicants' knowledge of an employer and its image and reputation, conceptualized as employer brand equity. First, in an experimental study, we find that employer brand equity moderates the relation between negative WOM and potential applicants' attraction to employers. Specifically, the negative effect of negative WOM is weaker when the organization is positively or negatively well-known than when the organization is unknown. Second, a qualitative field study among actual job seekers shows that employer brand equity buffers against the negative effect of negative WOM not only on applicants' attraction, but also on their application and job choice decisions. In case of sufficient prior positive employer knowledge, most job seekers would apply, even after receiving negative WOM. Moreover, the consistency between the negative WOM and job seekers' prior knowledge about the organization seems to play a role. Finally, in case of limited prior knowledge, certain contingency variables (i.e., consensus, verification, and direct experience) influence the signaling power of negative WOM. Providing more insights on the potential impact of negative WOM and the role of employer brand equity can help applicants to take a more informed approach in their job search and offer organizations possible avenues to minimize the impact of negative WOM.

Opportunities and challenges of integrating genetics education about human diversity into public health nurses\u2019 responsibilities in Japan

BackgroundMany genetic tests are now available due to evolution by the Human Genome Project. However, the growing use of genetic testing and screening may not only lead to improvements in public health and health promotion, but also trigger grave ethical, legal, and societal concerns. The involvement of community healthcare providers is expected in the future because they have direct contact with the residents through their health programs. The aims of the current study were to clarify how public health nurses perceive the relationship between genetics and professional duties and to identify opportunities and challenges of integrating genetics education into their professional duties.MethodsIn 2017, data were collected through a focus group interview. Content related to the ‘presence or absence of health consultation related to genetic issues as part of actual job duties’ and ‘training for handling genetic-related health consultations’ was extracted. Entire sentences were coded and categorized based on similar semantic content.ResultsPublic health nurses had difficulties in recognizing genetic issues in public health activities. In some cases, genetic contents were included in conversation and consultation with the general public. Through the professional education and experiences, public health nurses needed specialized education, post-graduation studies and mentoring about genetics.ConclusionsPublic health nurses whose professional duties do not directly relate to genetics were exposed to genetics-related episodes on a regular basis without their awareness. The provision of accurate information and knowledge related to genetics by public health nurses would also provide an opportunity for clients to be informed about their latent genetic risks. Hence, there is a need for practical resources, the establishment of collaboration networks, and the development of professional organizations for public health nurses.

Using the Elaboration Likelihood Model to Explain Performance Appraisal Inaccuracies

Performance appraisal inaccuracy has received research attention partly due to actual job performance explaining a small portion of rating variance. This paper uses the Elaboration Likelihood Model (ELM) to explain how and when factors unrelated to job performance will influence the performance evaluation process due to a rater’s lack of ability or motivation. Potential variables affecting rater motivation and ability to accurately assess employee performance are explained via the ELM, and several factors shown in previous research to affect rater accuracy are explained via the ELM framework. Suggestions for future research examining performance appraisal accuracy via the ELM are provided.

Development of Propositions on Human Cognitive Abilities Matching Impacts on Accounting Job Performance

The purpose of this research paper is to analyze the matching factors between the human expectation of accounting job cognitive ability needed and the actual cognitive ability requirement of those jobs and how this relationship impacts job performance. First, based on the human information processing theory and previous research of cognitive ability analysis related to jobs, this paper proposes a research model to analyze the cognitive abilities’ matching factors between human expectation and actual job requirements of accounting jobs. Secondly, seven propositions are developed based on this research model. Thirdly, an instrument is developed to quantitatively measure these matching factors on job performance. Finally, theoretical and practical implications associated with the accounting job design also presented in this paper.

The Impact of Academic, Personal, and Professional Attributes on the Occupational Identity of School Counselors in Israel

<p style="text-align:justify">This article focuses on the influence of academic training, job issues, personality and demographic characteristics of school counselors on their professional identity construction, which is developed in a theoretical model based on educational-psychological theories. Most of the training in Master's degree studies in school counseling is incompatible with actual job demands; Consequently, when beginning work, school counselors lack suitable training and relevant professional tools. Moreover, in Israel and elsewhere, the definition of school counseling is unclear and inconclusive, and this affects the counselors' professional identity and the quality of their work. The proposed model of the variables that affect school counselors’ professional identity may enhance the relationship between academia and the field, with the aim of promoting academic excellence and a well-formulated professional identity for the profession of school counseling, as well as improving the employment terms of school counselors, in light of the challenges facing higher education systems in the 21st century.</p>