Alternative Job Research Articles

Narcissistic Personality Features and Perceptions of Social Worth at Work: Implications for Job-Related Attitudes

We examined the role that perceptions of social worth played in the connections that narcissistic personality features had with job-related attitudes in a sample of Israeli community members (N = 814). Our results showed that the positive associations that the extraverted aspect of narcissism had with each of the job-related attitudes were mediated by status-based social worth. In contrast, the neurotic aspect of narcissism was negatively associated with job-related attitudes – with the exception of the perceived quality of alternative jobs – and these associations were mediated by status-based social worth. Antagonistic narcissism was negatively associated with job-related attitudes, but perceptions of social worth seemed to play little role in these associations. The discussion is focused on the role that perceptions of social worth may play in the connections between narcissism and job-related attitudes.

Career Indecisiveness and its Impact on Social Adjustment and Anxiety among Adolescents

Abstract: A lack of education, experience, and exposure to diverse job alternatives may lead to professional indecisiveness, which is described as a condition of doubt or bewilderment in making career selections. This research aims to better understand how teenage career uncertainty affects their levels of anxiety and their capacity to form healthy social relationships. Anxiety, despair, tension, and poor self-esteem are only some of the negative effects linked to teenage career indecision.

Ponggawaian Problems in Creating Job Opportunities in the Maritime Sector

The success of maritime development must be felt by the surrounding coastal communities, most of whom work as fishermen and have low education, so it is necessary to pay attention to efforts to improve the standard of living of the people in coastal areas and overcome the problem of unemployment. The fishing community group which is a Bugis-Makassar fisherman organization has been formed for generations. In general, this Bugis and Makassar fishing organization is referred to as Ponggawa-Sawi with all the problems in it. The purpose of this research is to find out how the problem of professionalism is in job creation. The research method used is qualitative with data collection using the in-depth interview method with key respondents and analyzed using the APPAS method. The results of the study show that 1) the problem of employment in creating employment opportunities has been going on for a long time, both in a structured way, in this case mustard (workers) have a low bargaining position because there are not many alternative job opportunities available; 2) business owners have problems in terms of lacking managerial ability so that business results are less than optimal. The use of the APPAS method recommends several things related to the problems that occur, namely 1) make a clear work contract for workers (sawi); 2) carry out training or assistance related to increasing the managerial capabilities of business owners.

The Role of Social Capital and Knowledge Capital for Freelance Creative Workers in Audiovisual Industry

This study explains how capitals shape the survival strategy of freelance creative workers who work in a precarious situations in the commercial audiovisual industry. This study was conducted with a qualitative approach. Through in-depth interviews with freelance creative workers, online observations, and digital data collection, this study shows that the survival strategy of the workers can be explained further based on capital analysis focused on social capital and knowledge capital as the recognized and valued capital in the field. Both the social and knowledge capital of the workers, accompanied by workers' capacity to accumulate and convert them continuously, are relevant in shaping workers' survival strategy, which leads to the establishment of a positive reputation and capacity enhancement. This eventually leads them to gain employability and occupy strategic positioning, reflected in high bargaining power and work opportunities in the industry sustainably, as it becomes their alternative job security to survive amidst precarious conditions

Development Strategy and Existing Qualities of Honeybee in Beekeepers Group Badung Regency-Bali

The cultivation of local honeybees is one of the new alternative jobs for the local community in Badung Regency, Bali to survive their life during Covid-19. This research aims to identify and determine of development strategy and to evaluate the quality existing of honeybees. The total sample was used 50 respondents consisting of 22 members of beekeepers of the “Sarining Trigona Pertiwi” group, 4 samples from local government, 4 from related institution government, and 20 local people. The SWOT method is used to formulate appropriate strategies and IE matrix is to analyze the condition of the honeybee-tourism strategy. The results of the analysis showed that internal factors have a total value of 3.20, with the highest factor being strategic partners in product innovation development. External factor analysis has a total value of 2.88 with the highest factor being increasingly diverse product diversification. Based on the IE matrix, tourism in quadrant IV shows the potential development of honeybees in Badung Regency, Bali is in a position to grow and develop with the appropriate intensive and integrated strategy. Based on the SWOT matrix were obtained strategies to conduct socialization of the cultivation program, having a research program regularly, developing products based on consumer demand, collaborating with cooperatives and Banks in credit services, conducting marketing and good market expansion, making SOP in the process, manufacture and storage of products, government policies on reforestation and forest area protection, human resource training, preparing market analysis and strategies, alternative food sources for the honeybees, and increasing product development. However, the qualities of Tetragonula laevicep honeybees produced by the beekeeper of “Sarining Trigona Pertiwi” are still lower than Indonesia National Standard (SNI) therefore; need to increase the quality in the future.

Organizational Identification and Alternative Job Opportunities of Hotel Internship Students During COVID-19

ABSTRACT This study highlights the major challenges faced by hotel interns in their career development and the human resource management of hotels in the current macroeconomic environment, particularly during the COVID-19 pandemic. The paper developed a conceptual model for organizational identification, turnover intention, and perceived alternative job opportunities in the context of hotel internships. A total of 350 samples were collected from hotel internships in Macau. The presented results indicate that organizational identification has a significant negative impact on turnover intention. In addition, alternative job opportunities do not moderate the relationship between organizational identification and turnover intention. The results also showed that females had a higher level of evaluative identification for hotel internships compared to males. In addition, interns from high-income families had a higher level of evaluative identification compared to those from low- and middle-income families. The theoretical contribution extends the concept of organizational socialization to include internship stages in the field of hospitality management. Finally, this paper proposes measures for managing hotel internships during the COVID-19 pandemic.

Post-Mining goes international: Hurdles to climate neutrality using the example of China

The topic of post-mining is becoming increasingly important globally in times of climate change and sustainability. This includes not only dealing with the post-mining heritage through adequate mine water management or environmental monitoring. Rather, it requires concepts for a successful transition in affected mining regions. China, as the world’s largest mining country, offers an important point of reference here. In coal-intensive regions, economic viability is closely linked to the coal industry. Structural change requires additive policies and restructuring to create, on the one hand, innovative conversion opportunities such as the integration of renewable energies into existing mines. On the other hand, plant closures are followed by unemployment for former workers. Here, on the other hand, the creation of alternative employment and new incentives is needed to minimize the consequences for citizens and the environment. Nevertheless, it can be stated that it is essential to reuse abandoned mines in order to support several factors: Efficient use of existing resources, cost reduction, creation of alternative jobs, protection of industrial heritage, modernization of history, sustainability and green development. The driver behind this research is to actively contribute to a livable sustainable future, nationally and internationally. This area has many research gaps that need to be filled to promote internationalization and individual development. Therefore, the results are transferred from German experiences to an international level by taking China as a dominant coal player into account.

Gender differences in the association between job characteristics, and work satisfaction and retention

PurposePrevious research shows a positive effect of job satisfaction and retention on both workers’ and organizations’ welfare, it is important to understand whether the characteristics of a job and workers’ perceptions of certain job traits can predict job satisfaction and retention in an organization. This paper explores the effect of 18 job characteristics on the likelihood that a worker is satisfied with his or her job, the chance that he or she looks for an alternative employer in the following year and the number of years employed by the same organization.Design/methodology/approachThe author adds to the current state of the literature on the importance of job characteristics in several ways. First, the author utilizes a list of 18 job characteristics or perceptions, which to the best of our knowledge is one of the most extensive sets of characteristics that has been considered. This allows us to examine lots of aspects of the job, and their connection to the outcomes of interest. Second, the author uses not only basic regression methods but also ordered Logit specifications to obtain more precise estimates of the effect of job characteristics on job satisfaction and workers’ propensity to look for a new job. Third, the author considers the possibility that a combination of job characteristics, rather than a single factor, influences the level of satisfaction with the job and retention, measured by the likelihood that a worker plans to look for an alternative job in the following year and the years at the current job. The author explores the latter through principal component analysis. Fourth, the author explores gender differences in the effect of job characteristics on job satisfaction and retention. Finally, the author discusses the implications of this research to policy decision-making and managerial decisions.FindingsThe author finds that personal development opportunities and job security are positively related to job satisfaction, and negatively related to the likelihood of looking for a new job. Opportunities for personal development have a stronger effect on job satisfaction of men than women. Male workers’ job satisfaction also depends on whether they are given enough time to complete assigned tasks. The perception of security in the current job, having reliable coworkers and receiving sufficient help in a job make it less likely for women to perform a job search. Fringe benefits encourage workers of both genders to stay in an organization longer. Job security also has a positive relationship with the years in a given job for women, but not for men.Originality/valueThe findings have implications for managers and policy decision-makers. For managers, it is important to be aware of the value male and female workers place on different job characteristics, because a number of studies show the importance of job satisfaction on the success of companies (Porter et al. 1977; Mobley et al., 1979; Tett et al. 1993; Posner et al. 1993), and the author shows that job satisfaction depends on different characteristics for men and women. In addition, managers’ awareness of the findings related to the factors that are likely to retain workers in a company is important because of the costs of recruiting new workers, including hiring, training and opportunity costs. For policy considerations, programs that help in matching employers with potential workers are likely to find good fits for both sides of the labor market if they direct women to jobs that provide more security, opportunities for personal development, and help at work. Jobs that offer more time to complete tasks would retain and increase the chance of keeping male workers satisfied with their job.

Assessing alternative occupations for truck drivers in an emerging era of autonomous vehicles

This study identifies alternative occupations for heavy truck drivers and evaluates the relative attractiveness of these alternatives in terms of compensation, ease of entry and future job growth. We also evaluate the geographic correspondence between truck driving jobs and available alternatives within the same state given research evidence about geographic rigidities in job seekers. We develop two strategies for identifying alternative occupations. One approach suggests that there may not be sufficient job alternatives for a displacement of 35% or more of the truck-driving workforce. The second alternative suggests insufficient job alternatives when displacement levels exceed 50%. Despite these varied pictures, our results present some important trends among job alternatives. Most alternatives were in Job Zones 1 and 2 which require little additional training and/or education for displaced drivers. Unfortunately, the identified alternatives paid lower wages than truck-driving jobs, indicating a potential loss of income. The projected demand for alternative jobs also varied by occupation. Some alternatives are projected to have employment growth, while others are projected to have job losses. Lastly, there were geographic trends in states projected to experience greater losses of driving jobs, and that do not have sufficient alternative jobs for workers. Our findings indicate that this is particularly true for states located in Middle America. Proactive labor policies that are tailored to the regional labor market and available job alternatives will be needed to help truck drivers transition into new occupations. These policies should be particularly mindful of the specific characteristics of the truck-driving workforce.

Evaluating the Socioeconomic Factors on Deforestation in Northern Pakistan: A Study on Existing Economic Incentive Tools for Reducing Deforestation

Deforestation is a common threat to the environment that has a substantial impact on the forest’s distribution across territorial boundaries. It is simply defined as the loss of forest cover, which most commonly occurs as a result of deforestation for various reasons. Pakistan is among those countries which have a very high deforestation rate. This paper analyzes the various socioeconomic factors which cause deforestation in northern Pakistan and the existing economic incentive tools for reducing deforestation. Data collected from 602 respondents were analyzed using descriptive statistics and a logistic regression model, while the Likert scale was used to determine the mean socioeconomic factor score encouraging deforestation and the economic incentives used to reduce deforestation. Gender distributions showed that the majority (65.9%) of the respondents were male while 34.1% were female. On family size, the majority of the respondents (66.8%) had a family size of 5–8. On age, between 21–25 years (46.0%) recorded the highest number. The average age of the respondents was 24 years. Educationally, 13.8% had a master’s education, 11.1% a bachelor’s education, 4.3% no formal education, 5.6% a higher education level, meaning master’s or PhD students, 56.1% had a primary education, and 9.0% had a secondary education. On occupation, the majority (50.4%) of the respondents were involved in farming as their main occupation. On income, the major income recorded a mean of 25,000 net, while the minor income recorded a mean of 15,500 net. Setting the forest ablaze, increasing farming activities, low level of literacy, increasing timber mafia, growing population, and poverty were the socioeconomic factors found. The economic incentives listed were for forest crop subsidies, an enhanced system of taxes on exploited forest products, the acquisition of well-monitored hunting licenses, alternative job opportunities, credit provision, and a limited ban on round log exports. The results of the logit regression established that rewarding socioeconomic factors were statistically significant variables at (p < 0.05). Conclusively, if adequately controlled and applied, economic incentives can be an important instrument for reducing deforestation. Therefore, deforestation activities cannot be entirely eradicated but they can be reduced to the barest minimum by properly enforcing forest policies in terms of efficient forest policing. The goals of this study are to help with the implementation of appropriate policies and decision-making in forest management, as well as to provide a foundation for future scenario analysis of deforestation potential or to investigate potential environmental and human implications.

The goods (and bads) of self‐employment

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Kebertahanan Angkringan pada Era New Normal di Kelurahan Sentanan, Kota Mojokerto

Angkringan is one of the typical culinary delights of the people who are now increasingly enjoying themselves, including in the New Normal era. This study aims to how does it survive in the New Normal era in Mojokerto City. This study uses the Functionalism theory by Bronislaw Malinowski and the Hierarchy of Human Needs theory by Abraham Maslow that uses a qualitative research method with an ethnographic research model through observation, interviews, and literature studies. The results of the study, it was found that the background of the existence of angkringan started from the economism respons of the Wong Kulonan overseas group who lived in Mojokerto City, the angkringan business in Mojokerto City also were accustomed to opening side jobs. Which then becomes an alternative job, and the needs of the people of Mojokerto City will have a wider public space The survival strategy of angkringan in the New Normal comes from the form of angkringan business that adapts to the New Normal era with simple capital and easy operations, high consumer interest with prices that adjust in the midst of a crisis and public space.

Urban–ruraljustice

<scp>Urban–rural</scp>justice

Choosing Alternative Career Pathways after Immigration: Aspects Internationally Educated Physicians Consider when Narrowing down Non-Physician Career Choices

Many developed countries admit internationally educated physicians (IEPs) as highly skilled migrants. The majority of IEPs arrive with the intention of becoming licensed physicians to no avail, resulting in underemployment and underutilization of this highly skilled group of people. Alternative careers in the health and wellness sector provide IEPs opportunities to use their skills and reclaim their lost professional identity; however, this path also includes great challenges. In this study, we determined factors that affect IEPs' decisions regarding their choice of alternative jobs. We conducted eight focus groups with 42 IEPs in Canada. Factors affecting IEPs' career decisions were related to their individual situations and tangible aspects of career exploration, including resources and skills. A number of factors were associated with IEPs' personal interests and goals, such as a passion for a particular career, which also varied across participants. Overall, IEPs interested in alternative careers took an adaptive approach, largely influenced by the need to earn a living in a foreign country and accommodate family needs and responsibilities.

SISTEM INFORMASI LES PRIVAT KOTA KEDIRI BERBASIS ANDROID

Demanding knowledge Made of things that must be and must be implemented for every human being. One example of the demand for science at official official institutions such as in school. Currently there is no science that exist in schools that can improve the quality of students. Some of the learners at school may not be full-fledged. Lessons are taught in schools. For the exams undertaken the learners need to learn by alternative methods outside the school such as learning to learn or private lessons. Not a few individuals who also provide ease in the form of private lessons, in addition to alternative side jobs to help and improve the potential participants better locked in understanding the lessons in school or to face the school exam. The methods used are methods that still use manual methods, and are not effective in finding target participants and also participants who will choose a location close to home. Therefore, this research has resulted in an information application that allows users to access services and services that exist among the participants of the personal service and the learners. For the development of personal information system applications in cities using android systems still need to improve the security system because the system used is still needed and still needed, but also need to develop some features such as giving the rating on tentor, learners comment feature on tentor and validity period for account tentor or want a date or application.

Alternative Careers toward Job Market Integration: Barriers Faced by International Medical Graduates in Canada.

International Medical Graduates (IMGs), who completed their medical degree and training outside Canada constitute a notable portion of the skilled migrants of the country. However, due to a long and uncertain licensure process and limited opportunities many IMGs look for alternative career pathways where they can utilize their learned skills. Alternative careers in the health and wellness sector may offer such opportunities; however, IMGs' success in these pathways were also less evident despite their high potential. In this study, we investigated the barriers that IMGs stated to face when attempting alternative jobs in Canada. Eight focus groups with 42 IMGs in Canada were conducted. Using a thematic analysis approach, we identified that IMGs encounter these barriers in different stages of their resettlement journey in Canada, including both the pre-migration and post-migration phases. In the pre-migration phase, IMGs were not aware of the success rates of the licensing pathways and did not have sufficient information regarding potential alternative careers. In the post-migration phase, the lack of information continues to affect IMGs where IMGs exhaust their resources pursuing alternative careers without proper guidance and support. Further, IMGs struggle with taking preparation for alternative careers by obtaining further certifications and completing other prerequisites for some barriers, such as financial constraints. While looking for jobs, some IMGs perceived systemic discrimination such as non-recognition of their credentials and experience. Furthermore, the mismatch of expectations and limited growth opportunities offered by potential careers serve to disincentivize IMGs from pursuing an alternative career. Addressing the current employment inequity experienced by IMGs in Canada warrants research collaborations between organizations supporting IMGs and policymakers that target known barriers to the pursuit of alternative careers by IMGs.

대학생의 자아개념과 진로대안영역, 직업포부와의 관계

In this study, in order to reveal how college students choose their jobs, the relationship with self-concept was examined after confirming career alternative areas and job aspirations. A total of 422 cases were used for the final analysis by distributing questionnaires consisting of selected jobs to college students. Based on the collected data, descriptive statistics, cross-analysis, and correlation analysis were conducted using Excel 2019 and SPSS 22.0. As a result of the study, first, it was neutral and the perception of status was high. Second, the range of gender roles in the career alternative area was 3.27 points to 5.01 points, and the status level was 3.67 points to 5.29. Third, it was confirmed that 203 (48.1%) out of 422 job aspirations were located in the career alternative area. Fourth, the lower limit of gender roles in the career alternative area and the desire for success were found to be a low negative relationship, the upper limit of status, academic performance, surrounding expectations, and the desire for success were found to be a low positive relationship. And job aspiration was found to have a low positive relationship with the level of status, expectations around it, and desire for success. Based on the above results, suggestions and implications were discussed.

Of how streaming platforms are changing the audiovisual space in Latin America

ABSTRACT This essay focuses on the way streaming services participate in the production and distribution of films and series in Argentina. It is part of a more general attempt to comprehend ways in which multinational media corporations are altering the Latin American audiovisual space, given that global/local interactions have become ever more integrated. Thus, the series El marginal and El reino offer evidence to analyse the interfaces between public and private, foreign and domestic organizations that negotiated the creation and distribution of both series. They also illuminate certain aspects of the narratives (genre tropes, universalized content) that may have contributed to their international success. Substantial foreign funding and ease of availability through streaming platforms have placed otherwise obscure series at the centre of global attention. But there are foreign corporations that come to Latin America just to take advantage of inexpensive production opportunities. While they create job alternatives for local audiovisual workers, some critics are asking whether there is an audiovisual sovereignty that needs to be reclaimed, in view of the foreign intervention. Reframing such question, this work proposes that constructing a national culture through the audiovisual industry does not entail being alienated from global currents – development may depend on negotiation and integration.

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Background: Employee turnover represents permanent withdrawal from the organization, which brings longterm unfavorable consequences, especially when it comes to the voluntary early departure of quality employees. Turnover intention is a preliminary step that can predict the employee's intention to leave and is very often the main precursor to the final decision to leave or stay. In addition to internal organizational influences, a strong influencing factor on such a decision is represented by perceived alternative job opportunities. Purpose: The goal of the paper is, therefore, to examine the employee's perception of the possibilities of alternative employment and their turnover intention to determine that the main factor of the environment strongly shapes thinking in the context of leaving. Study design/methodology/approach: The primary research was conducted on a convenience sample of 423 in 15 medium and large enterprises in Croatia (Slavonia and Baranja region) and in various economic sectors: Agriculture, Industry, Energy, Construction, Services, Trade, Transport, Education, and Tourism and Hospitality. The data were subjected to univariate and bivariate analysis. The influence of sociodemographic variables was also tested to identify possible differences between different groups of employees. Findings/conclusions: The results of the research indicate fairly low rates of turnover intention, with a simultaneous perception of very few or weak possibilities for alternative employment. There are no statistically significant differences between the sociodemographic groups, so all employees, for the most part, do not intend to leave the organization in which they are currently employed, but they also do not think that they could easily be employed elsewhere. Limitations/future research: The biggest limitation is the examination of only these two variables without studying cause-effect relationships, which is also a recommendation for future research. It could be helpful to analyze competitiveness on the labor market, because the situation of the market can also affect the perception of employability, which would determine whether the perceptions are close to the real picture.

Something Beautiful and Powerful: Politics, Art, and Bread and Puppet Theater

Something Beautiful and Powerful: Politics, Art, and Bread and Puppet Theater