Care Employees Research Articles

A meta-Analysis of Health Care Employees Experience with Covid-19 in Africa

The objective of this review was to present evidence gathered from research studies across African countries on Health Care Employees experiences with COVID-19 pandemic focusing mainly from Human Resource perspective. A scoping review method was used to search materials from Google Scholar, PubMed, Thematic scholar, Web of Science, Cochrane Library, and Science Direct. Data on HCEs was collected from 12 countries from Africa. Out of 93 articles retrieved from search, screening left 19 for final analysis. Findings indicate that there were poor leadership on COVID-19 management in many health care facilities across Africa. There was shortage of HCEs in various COVID-19 treatment centers, increased workload and other HCEs had to go to work while ill. In some countries HCE experienced lack of training on COVID-19 management, poor staff welfare such as food and resting space, and majority of them were poorly paid. It was also reported that HCEs experienced disconnection from family members and others were exposed to physical and psychological work place violence. Governments in Africa should ensure that there is a proper leadership in managements of health facilities that will oversee adoption and implementation of human resource practices that enables HCE to properly fight against outbreaks of pandemics like COVID-19. The current review provided evidence that human resource practices as experienced by HCEs during the outbreak of COVID-19 pandemic in Africa had negative effect on their physical and mental well-being.

Path of career planning and employment strategy based on deep learning in the information age.

With the improvement of education level and the expansion of higher education, more students can have the opportunities to obtain better education, and the pressure of employment competition is also increasing. How to improve students' employment competitiveness, comprehensive quality and the ability to explore paths for career planning and employment strategies has become a common concern in today's society. Under the background of today's informatization, the paths of career planning and employment strategies are becoming more and more informatized. The support of Internet is essential for obtaining more employment information. As a representative product of the information age, deep learning provides people with a better path. This paper conducts an in-depth study of the career planning and employment strategy paths based on deep learning in the information age. Research has shown that in the current information age, deep learning through career planning and employment strategy paths can help students solve the main problems they face in career planning education and better meet the needs of today's society. Career awareness increased by 35% and self-improvement by 15%. This indicated that in the information age, career planning and employment strategies based on deep learning are a way to conform to the trend of the times, which can better help college students improve their understanding, promote employment, and promote self-development.This study combines quantitative and qualitative methods, collects data through questionnaires, and uses deep learning model for analysis. Control group and experimental group were set up to evaluate the effect of career planning education. Descriptive statistics and correlation analysis were used to ensure the accuracy and reliability of the results.

ROC and COPRAS Algorithms in a Decision Support System for Employee Career Assessment

PT. Union Confectionery, a long-established company in the confectionery production industry, had encountered significant challenges in managing employee career progression, including transfers, demotions, and promotions. The primary issue faced was the difficulty in conducting objective employee performance assessments and determining the appropriate criteria for career development. These assessments involved various complex factors such as work experience, discipline, education level, age, job performance, attendance, teamwork, and work ethics. To address these challenges, this study proposed the implementation of a web-based Decision Support System (DSS) utilizing the Rank Order Centroid (ROC) method for criteria weighting and the Complex Proportional Assessment (COPRAS) method for ranking decisions. The implementation of this system was expected to assist the management of PT. Union Confectionery in making more accurate and transparent decisions, while also improving employee satisfaction and operational efficiency. This research also compared previous studies that used similar methods for performance assessment, albeit with a narrower focus, specifically at the supervisory level. The findings from this study were anticipated to provide a comprehensive and innovative solution for employee career management across all levels of PT. Union Confectionery’s organization, as well as contribute to the development of more effective human resource management practices.

Work-family conflicts and sickness absence due to mental disorders among female municipal employees - a register-linked study comparing health and social care employees to employees in other sectors.

This study aimed to examine (i) if work-to-family conflicts (WtFC) and family-to-work conflicts (FtWC) are associated with sickness absence due to mental disorders and (ii) whether these associations are different among health and social care (HSC) employees compared to other municipal employee sectors. The Helsinki Health Study survey data collected in 2017 among 19-39-year-old female municipal employees (N=2557) were prospectively linked to administrative Social Insurance Institution of Finland register data on long-term sickness absence due to mental disorders (SA-MD) covering a follow-up of up to five years. The associations of WtFC and FtWC and SA-MD were analyzed using Cox regression models stratified by employment sector (HSC, education, other), adjusting for sociodemographic and health-related covariates. Of HSC employees, 16% had SA-MD during the follow-up, which surpassed the figures for employees in education (12%) and other (11%) sectors. In the HSC sector, the youngest employees had the highest prevalence of SA-MD and, among HSC employees, prior SA-MD was the most common. In Kaplan-Meier curves, the steepest increase in SA-MD was observed for HSC employees. WtFC [hazard ratio (HR) 1.84, 95% confidence interval (CI) 1.39-2.45] and FtWC (HR 1.78, 95% CI 1.32-2.40) were associated with SA-MD among HSC employees. The associations were rather similar for employees in education and other sectors. Adjusting for work-related factors and health history somewhat attenuated the associations. Better possibilities to combine work and family life might aid in preventing SA-MD in all employment sectors.

A study on the impact of career planning on employability among college students in Hebei Province, China

With the deepening of educational reform in China, higher education has shifted from elite education to mass education, that leading to an annual increase in the number of graduates. However, many college students lack the corresponding competitiveness in the job market. Therefore, enhancing the employability of college students to increase competitiveness has become crucial. Drawing on the Career EDGE employability model as the theoretical framework, this study explores the impact of career planning on employability among college students, with learning attitude as a mediating variable. Through convenient sampling of college students in Hebei Province, China, 430 valid questionnaires were used to empirically test the theoretical hypothesis model. The results indicate that career planning has a direct impact on employability, and learning attitude also has a direct impact on employability. After incorporating learning attitude as a mediating variable, it was found to partially mediate the relationship between career planning and employability.

A Study on Work-life Balance Initiatives and Training Programs Towards Employee Productivity and Career Development

This study explores the impact of work-life balance initiatives and training programs on employee productivity and career development, particularly in the IT sector. It highlights the importance of flexible work arrangements, wellness programs, and continuous learning opportunities in enhancing employee engagement, reducing stress, and fostering career growth. The research is based on data collected from 104 IT employees and uses statistical methods such as correlation, regression analysis, chi-square, and ANOVA to assess the relationship between these initiatives and key outcomes like productivity, well-being, and retention. The findings suggest that while flexible work options and training programs moderately support career advancement, challenges such as time management and insufficient resources still exist. The study recommends better aligning training programs with employee career goals, offering improved time management workshops, and allocating adequate resources to create a work environment that balances personal well-being with professional growth.

Pengaruh Budaya Organisasi dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Duta Raja Gas Depok

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

Under Pressure: Employee Work Stress, Supervisory Mentoring Support, and Employee Career Success

ABSTRACTDespite consistent findings that stressed employees benefit from social support, these employees do not always have access to such support. We propose and test a conceptual model suggesting employee work stress will negatively affect supervisory career and psychosocial mentoring support. Drawing from social exchange theory, we predict this will indirectly affect employee career success (lower career satisfaction and promotability ratings, fewer promotions), and that the relationship between employee work stress and lower supervisory mentoring support can be explained by lower levels of work engagement experienced by, and attributed to, stressed employees. We tested our model across three studies. In Study 1, we collected four waves of multisource field data (254 employees, 127 managers, and company records) at a large postal organization in the United Kingdom (UK). Employee work stress was negatively related to supervisor career and psychosocial mentoring support, and indirectly affected career satisfaction and manager promotability ratings of employees via supervisor career mentoring support. Cross‐lagged panel analyses in a supplemental study additionally supported the proposed directionality of relationships. Study 2 included data across three waves from employees in Hong Kong (n = 137) and showed that employee work stress had indirect effects on supervisor career and psychosocial mentoring via lower employee engagement. In Study 3, using data from supervisors in the UK (n = 240) we showed that supervisor perceived employee stress had indirect effects on their provision of supervisor career and psychosocial mentoring support via lower perceived employee engagement.

Enhancing TVET Education for the Future: A Comprehensive Review of Strategies and Approaches

This systematic literature review investigates the future enhancement of TVET education. The review examines a variety of studies and research articles to gain insight into the role of vocational education in shaping and improving the TVET system. The review begins with an introduction that provides background information on the importance of TVET and vocational education in preparing individuals for the workforce. The review's objective is to analyse and synthesize existing literature to identify the critical role of vocational education in developing the TVET system. In the method section, we describe the systematic approach we used to identify relevant studies and select appropriate articles for review. In this paper, we provide a systematic review analysis based on preferred reporting items for the Systematic Reviews and Meta-Analysis (PRISMA) technique for virtual reality implementation. We conduct advanced searches using two robust databases: Scopus and Eric. Our search finally yielded the primary data (n = 35), which we will analyse using the synthesis approach. Four central themes were decided: (1) career development and employability in TVET; (2) digital transformation in TVET; (3) pedagogy and teaching approaches in TVET; and (4) assessing competency and training in TVET education. The findings section presents the key findings extracted from the selected studies, highlighting vocational education's various roles and contributions to the TVET system. The conclusion section summarizes the review's main findings and provides insights into the importance of vocational education in fostering the growth and effectiveness of the TVET system. The review highlights the need for continued research and collaboration to further enhance the role of vocational education in TVET education and meet the evolving demands of the workforce.

Employee's Work-Life Balance, Career Development, Motivation and Satisfaction as the Determinants of NGO’s Performance

This study investigates the determinants of employee performance in the Service Industry in Malaysia, with a specific focus on work-life balance, job satisfaction, employee motivation, and career development. 300 survey questionnaires were distributed in total, and 170 respondents from both executive and non-executive groups were analyzed using IBM's SPSS version 23. The findings validate a substantial correlation among work-life balance, job satisfaction, employee motivation, career development and employee performance at Non-Government organizations (NGO’s). This study provides significant insights that can be employed by NGO’s in Malaysia to design effective strategies for enhancing employee performance. The proposals aim to advance research on employee management to improve corporate effectiveness and promote employee success in NGOs as its strategic influence on government policy at domestic and international levels.

Supervisor Impact on Employee Careers: The Role of Rating Differentiation

ABSTRACT Organizations invest heavily in supervision to increase the competitive advantage of their human capital. Although recent studies show that supervisors add value in general, it is not well understood what specific supervisory behaviors are relevant for employee career outcomes. To that end, this study explores the performance evaluation process and focuses on supervisors’ evaluation behavior. Interpreting a supervisor’s tendency to differentiate as a way of advancing employee development, I provide theory-consistent evidence revealing the relevance of differentiation for employee career outcomes. Using proprietary archival data, I demonstrate that differentiation relates positively to employees (1) performing more successfully in a new position upon promotion, (2) receiving a promotion to the next position, and (3) remaining in the organization. Therefore, this study presents novel and relevant evidence on the importance of specific supervisory behaviors in establishing effective human capital management practices.

Look busy do nothing: does professional isolation and psychological strain of overqualified employee leads to goldbricking behaviour?

PurposeDrawing on person-job fit theory, this study examined the link between perceived overqualification (POQ), professional isolation, psychological strain and goldbricking behaviour. We also investigated the moderating influence of employee career self-management on the association between the POQ and professional isolation.Design/methodology/approachA time-lagged data approach were used to collect data from service sector organisations. The study model was analysed using PLS-SEM.FindingsThe results show that POQ is positively related to goldbricking behaviour. Professional isolation and psychological strain mediate the link between POQ and employee goldbricking behaviour. The mediated relationship between POQ and goldbricking behaviour through professional isolation was moderated by employee career self-management.Originality/valueThis research contributes to the existing literature by examining the novel concept of goldbricking behaviour in the context of person-job fit theory. The originality of this study lies in its nuanced investigation of the mediating role of professional isolation and psychological strain in the relationship between POQ and goldbricking behaviour. Additionally, this study adds value by examining the moderating influence of employee career self-management, offering practical insights for organisations.

Analisis Pengembangan Karier Pegawai Pada Badan Narkotika Nasional (BNN) Kota Gorontalo: Studi pada Badan Narkotika Nasional (BNN) Kota Gorontalo

This research aims to see how employees' careers develop at the Gorontalo City Narcotics Agency. The research method used in this research is a descriptive qualitative method. The data used is primary data obtained from interviews with 3 informants. Data analysis in this research uses an interactive model, namely data obtained from interviews, field notes and documentation, by organizing data into categories, describing it into units, synthesizing it, arranging it into patterns, choosing what is important and what is important. will be studied, and make conclusions so that they are easily understood by yourself and others. The results of the research show 1) Career development for Gorontalo City BNN employees are given the opportunity to take part in education and training that is appropriate to the scientific field and also the needs of the BNN organization to strengthen the organization and also improve the work skills of employees at Gorontalo City BNN, 2) Employees at City BNN Gorontalo is given the same opportunity and opportunities in the promotion process by paying attention to employee performance based on the regulations that apply to employees which are carried out objectively and transparently by fulfilling a sense of justice in accordance with the criteria and requirements. 3) Key role in employee career development at BNN Gorontalo City is the leader of the organization other than the individual employee himself, and 4) The obstacles faced by the Gorontalo City BNN in developing the career of its employees are limited human resources, opportunities, unclear career paths and limited achievements.

Increased incidence of myxedema coma during the COVID-19 pandemic and in the post pandemic era: a single-center case series.

The COVID-19 pandemic was a major challenge for all health care employees, but it was also difficult for patients to gain access to health care services. Myxedema coma (MC) is an extremely rare but potentially fatal endocrine emergency. The aim of the study was to report an increased incidence of life-threatening myxedema coma that occurred in relation to the COVID-19 pandemic. In this paper, we report a cohort of 11 patients with MC who were treated at the University Hospital in Krakow, Poland, in the period from 2015 to 2023. Only 1 case of MC was recorded in the period from 2015 to 2019, and, in the same area, 10 cases of MC were recorded after the start of COVID-19 pandemic until present. Hypothyroidism was diagnosed de novo in 2 (18%) patients; the remaining patients were severely hypothyroid due to therapy non-compliance. Nine patients had primary hypothyroidism, and 2 had central hypothyroidism. Besides longstanding hypothyroidism, an additional precipitating factor for MC was identified in 4 (36%) of the patients. Due to the inaccessibility of parenteral levothyroxine, patients were treated with oral, mostly liquid, form of levothyroxine. The mortality rate in this cohort was 27.2%. In conclusion, the increase of the incidence of MC, which is a life-threatening complication of inadequately treated hypothyroidism, during the COVID-19 pandemic, when resources were limited, and in the post-pandemic era, underlines the importance of adequate communication with patients and of long-term availability of primary care for patients with thyroid disease.

The Mediating Effect of Positive Psychological Capital in the Relationship between Protean Career Attitudes and Employability among Special Education Undergraduate Students

The Mediating Effect of Positive Psychological Capital in the Relationship between Protean Career Attitudes and Employability among Special Education Undergraduate Students

MBTI Personality Types and Their Impact on the Effectiveness of Employment Services and Career Guidance for Modern College Students

MBTI is a widely used psychological tool, which categorizes individual personality preferences based on four dichotomies. It is applied across diverse fields like career counseling and personal development it fosters collaboration and guiding individuals toward fulfilling career paths. There is growing need to understand how diverse MBTI personality types influence career related decisions and the overall success of employment services. The objectives of the study are to explore the relationship between MBTI personality types and college students' career choices, the efficacy of needs on career decision-making, and examine associated challenges and ethics. This research systematically analyzes studies published between 2015 and 2023, focusing on the impact of MBTI personality types on career outcomes. It highlights the diverse influence of MBTI personality types on college students, impacting their cross-cultural adjustment, occupational competence, coping skills, mental well-being and turnover intention. These insights contribute valuable knowledge to enhance personalized career guidance and employment services, facilitating better alignment with individual preferences for improved professional success and satisfaction.

Error management atmosphere, employee career resilience and employee innovation behavior: The mediating role of psychological empowerment

In order to study the specific influence path and mechanism of different dimensions under error management culture on employees' innovation behavior, this paper takes the perception of error management atmosphere and employee career resilience as independent variables, psychological empowerment is taken as intermediary variable, active innovation motivation is taken as the moderating variable of psychological empowerment and employee innovation behavior, and employee innovation behavior is taken as the dependent variable. This paper systematically discusses the multi-dimensional and multi-level relationships among error management culture, employee occupational resilience, psychological empowerment, active innovation motivation and employee innovation behavior. The research finds that by enhancing employees' psychological empowerment, that is, making them feel the meaning, self-efficacy, self-determination and influence of work, enterprises can stimulate employees' intrinsic motivation and encourage them to be more actively involved in innovation activities. This research not only enriches our understanding of how organizational culture shapes the way employees behave, but also reveals the critical role that individual employee traits (such as occupational resilience) and psychological states (such as psychological empowerment) play in the innovation process. This paper provides some suggestions on how to build a culture that encourages innovation and tolerates errors.

Why do aged care employees leave? Two explanations compared

PurposeThe aim of the study was to compare the explanatory power of the dissatisfaction-based account of aged care employee turnover against that of Lee and Mitchell’s (1994) unfolding theory of turnover.Design/methodology/approachMixed method prospective cohort study with three waves of employee survey data and an exit interview drawn from employees of a large Australian not-for-profit aged care provider. Independent t tests and mediated logistic regression analyses were conducted. Final sample: nStayers at Wave 3 = 138; nLeavers by Wave 3 = 42).FindingsThe classic dissatisfaction-based theory accounts for 19% of actual leavers. The five unfolding theory exit pathways accounted for 73.8% of all leavers. Stayers had the same dissatisfaction as leavers. Shock-based turnover (40.5% of all leavers) was more common than dissatisfaction-based turnover (33.5%). An additional 11.9% of leavers resigned to retire from paid work.Research limitations/implicationsDissatisfaction-based theory provided a relatively weak explanation of aged care turnover in this organisation. The unfolding theory provided a better and more nuanced account of employee leaving.Practical implicationsUnfolding theory exit interviews will assist aged care employers to better identify organizationally specific exit patterns and assist in finding appropriate organizational solutions to employee turnover.Originality/valueThis paper provides the first direct comparison of two explanations of aged care employee turnover and provides guidance to better retention at a time of labour shortage.

Using image-reflections to support undergraduate students’ relational employability: A practitioner reflection

This practitioner reflection explores our integration of the Relational Employability Framework within the Health Research Project capstone unit of a Bachelor of Health Science degree. To address the historically low quality of student reflections, we incorporated image-based reflective activities to improve engagement and depth. These activities encouraged students to use visual media to examine their developing relational employability. We developed and implemented a series of tutorial activities designed to scaffold this process, aiming to foster deeper reflective practice and highlight its importance for career development and employability. Our reflections indicate that, while grades did not significantly increase, students showed enhanced critical thinking and engagement with reflective practice, suggesting the framework’s effectiveness in broadening awareness and enriching employability overall. We discuss the need for peer support among educators to sustain and enhance reflective practices in teaching-learning and conclude with thoughts on our ongoing efforts to embed and expand reflective practices in teaching approaches

Analysis of Antecedents and Consequences of Employee Career Development at PT. Krakatau Engineering Cilegon

The problem of career development of employees at PT. Krakatau Engineering City of Cilegon is important because career development is a process of improving a person's ability to work in order to achieve their career goals. This research aims to identify and analyze career planning, career management, career development, job satisfaction, and career commitments that can affect employees of PT. Krakatau Engineering City of Cilegon. This research using the survey method uses a quantitative approach, i.e., a questionnaire. The research's population consists of the 113 employees of P.T. Krakatau Engineering City in Cilegon. We took samples of up to 88 employees from the population using a random sampling technique. The results of this study may indicate that career planning towards career development obtained a statistical t-value of 3.144 (greater than t-table 1.96) with a path coefficient of 0.388. Career management towards career growth obtains a statistic t-value of 4.820 (greatest than t-table 1.96), with a path coefficient of 0.588. Careers development towards job satisfaction obtains a statistics t-value of 25.711 (greater than t-tabel 1.96) with a path coefficient of 0.860. Career development towards career commitment obtained the statistical t-values of 99.011 (larger than t-table 1.96) with a track factor of 0.960. The conclusion of this study is that there is an influence of career planning and career management (as an antecedent) career development, job satisfaction and career commitment (as a consequence) of employees at PT. Krakatau Engineering City of Cilegon, both partially and simultaneously.