Job Classification Research Articles

Effects of employees living with an ‘arthritis’ on sickness absence and transitions out of employment: a comparative observational study in the UK

PurposeTo assess sickness absence and transitions from employment for employees with arthritis compared with employees without arthritis over time.MethodsWe use 10 waves of the UK Household Longitudinal Survey (2009–2019). The...

Analysis of Body Posture and Mental Workload in Production Operators Using the Rapit Entire Body Assesment and Modifiet Cooper Harper Methods

Muscle fatigue can cause problems or musical symptoms. The problem of musculoskeletal can be affected by such factors as energy, posture, action over and over - again, and longer working hours, with a 20% delay production percentage. It aims to analyze the body posture and mental workload on the production operator. The study's sample removal was made of 15 production operators at the XYZ corporation. The purpose of the study is, to know the impact of body posture, evaluate the risk factors of less-ergonomic working posture, and know the category of mental workload experienced by production operators at the XYZ pt. The data analysis techniques used in this study are Reba and MCH analysis. Research results by using the Reba method score 7 which means moderate risk work if carried on a long period, and changes need to be made immediately. On MCH methods obtained underload job classifications on purging and refining activities, installment of the plate, end of the plate, final fitting, casting, finishing, shipping, release of the product, PC strand cutting, and removal of the product. Whereas an optimum classification load on the scrounging activities section. Overload classification is the installation, spiral, and PC strand, and early 20% stress.

Role of teacher learning agility: an empirical study for islamic educational success in Indonesia

This research aims to analyze the role of teacher learning agility in supporting the success of Islamic education in Indonesia. Researchers used a survey method distributed via a Google Form questionnaire. The population of this study were elementary, middle school, high school, bachelor’s and master’s level teachers, and a sample of 517 people was obtained, taken using random sampling techniques with the classification of 150 elementary school teachers, 135 middle school teachers, 148 high school teachers, 85 undergraduate lecturers, and 53 master level lecturers. The data were analyzed descriptively and measured using the analysis of variance (ANOVA) test assisted by the SPSS 22 program. The results of the research show that outstanding educators in Indonesia have high learning agility at work. More than 50% of respondents respond to current developments and apply learning agility in the workplace. Based on job classification, lecturers have higher learning agility with an overall average of above 4.20. Meanwhile, based on gender, women are superior to men in its application. Educators with learning agility display maximum work performance, are able to draw lessons from work experience, adapt to change with full awareness and enthusiasm for learning to improve their skills, knowledge and competence.

Using Laboratory Documentation to Extend a Large Language Model to Serve as a Laboratory Assistant

Abstract Demographic and structural changes in the workforce are resulting in ever smaller cohorts of laboratory medical professionals while medical advancements and an aging population has increased demand for laboratory testing. Furthermore, the inexorable aging of our technologists has resulted in a workforce with a high variation in experience. The need for new tools to help bridge the experience gap and increase productivity are readily apparent. Recently, large language models (LLMs) have emerged as powerful tools in various industries, including healthcare. However, numerous concerns have been raised regarding data security particularly with respect to proprietary and patient data. Furthermore, these models must be adapted to function effectively within the unique context of laboratories. To this end, we present a proof of concept project that uses laboratory documentation to extend a locally run LLM to serve as a laboratory assistant. To develop this tool, we collected and analyzed job aids, SOPs, multidisciplinary guidelines, and classification systems relevant to a particular laboratory at our institution. We then used retrieval augmented generation (RAG) on these documents to locally extend open source large language models to understand laboratory-specific terminology, procedures, and contexts. Preliminary results suggest that the language model can accurately process and generate responses related to specific lab tasks, including sample handling, testing protocols, and data interpretation. For example, it can suggest possible differential diagnoses based on test results and generate suggested follow-up tests even for complex workflows such as leukemia/lymphoma flow cytometry. By using existing specific laboratory documentation as training data, we have demonstrated that it is possible to securely adapt large language models to function effectively within the context of laboratories. This represents an essential step towards integrating advanced technologies into the laboratory. Future work includes evaluating the language model’s performance in different lab settings and expanding its functionality. We envision that this project could evolve into an integral component of laboratories’ digital infrastructure, hopefully enhancing training, knowledge sharing, and operational efficiency.

Physical Activity Assessment of Physicians in Primary Healthcare Centers in Makkah, Saudi Arabia.

Physical inactivity is a significant global health concern and a major contributor to numerous non-communicable diseases. A focus on physical activity in healthcare services, particularly among healthcare professionals, is crucial. This study aims to explore physical activity levels and influencing factors among physicians in Primary Healthcare Centers in Makkah, Saudi Arabia. A cross-sectional study was conducted involving physicians from Primary Healthcare Centers in Makkah. An online questionnaire was used to collect data, which included demographic factors and the General Practice Physical Activity Questionnaire (GPPAQ). Data were analyzed using the SPSS, version 29.0 (IBM Corp., Armonk, NY, USA). Of the 194 physicians included in the study, 25.3% were found to be inactive, 24.1% moderately inactive, 25.3% moderately active, and 25.3% active. There was no significant association between the Physical Activity Index and age, gender, nationality, income, having children, or job classification. However, marital status, Body Mass Index (BMI), smoking status, and the presence of diabetes mellitus, hypertension, dyslipidemia, and depression were significantly associated with the Physical Activity Index (p<0.05). The study provides valuable insights into the physical activity levels among physicians in Makkah, Saudi Arabia. The findings suggest the need for strategies to increase physical activity among physicians, particularly those who are single, overweight or obese, smokers, and those with certain health conditions.

Strategic Workforce Analysis: Identifying Skills and Gaps Among Frontline Public Health Workers Amidst Transformation.

Recent shifts in public health (PH) include consistent budget cuts, workforce attrition, and loss of vital skills and institutional knowledge followed by heightened pandemic-driven attention, new responsibilities, and renewed funding. This study investigates whether frontline employees working in different types of public health departments have different educational characteristics and whether these characteristics are associated with differentials in skill gaps toward informing targeted interventions to nurture a competitive workforce. Utilizing 2021 Public Health Workforce Interests and Needs Survey (PH WINS) data, we document variations in educational qualifications, skill gaps, and workforce characteristics among frontline workers in different sizes of health departments and examine attributes associated with skill gaps: level and field of education, years of experience, program areas, and job classifications using a negative binomial model. Skill gaps in resource management, systems and strategic thinking, and change management persist across all local health departments (LHDs), but the extent of these gaps is greater in small LHDs. Small LHDs also have few employees with graduate and public health degrees. Additionally, whereas public health degrees were not associated with fewer skill gaps, tenure in public health was, suggesting people learn on the job. The results highlight the role regional training centers can play in emphasizing the need for strategic skills and foundational public health concepts, as well as customizing training content by agency size and educational levels to improve accessibility, particularly for small LHDs with resource constraints.

: Analisis Persebaran Intensintas Penerangan Di Laboratorium Balai Keselamatan Dan Kesehatan Kerja (K3) Samarinda Berdasarkan PERMANKER No. 5 Tahun 2018 Menggunakan Metode Mapping

A light is needed by humans to recognize an object visually. Good lighting allows people to see the objects they are working on clearly and quickly. There is a national standardization that is used as a race for the intensity of lighting that is categorized based on the type of work performed. Therefore, this study aims to determine the level of intensintas lighting in the Laboratory of the Center for Occupational Safety and health (K3) Samarinda based PERMENAKER No. 5 of 2018. In this study using the mapping method used as the determination of the coordinate points and then use the Lux meter EC 1 and Laser Meter Distance for data retrieval illumination. The results obtained the intense level of illumination in the Laboratory of the Center for Occupational Safety and health (K3) Samarinda based on PERMENAKER No. 5 of 2018 (lighting standards according to job classification) the work areas that meet the standards are on the administration workbench, pretreatment table (Room 8), and fume hood laying room (Room 7) while the work areas of the weighing room (Room 1), UV-VIS room (Room 2), Spectrophoto room (Room 3), Natural absorption room (Room 4), and solid chemical room (Room 5) did not meet the standards.

Evaluasi Struktur dan Skala Upah (SSU) UKM Katering XYZ dengan Metode Skala Ganda Berurutan dan Tumpang Tindih

Micro, Small, and Medium Enterprises (MSMEs) in Indonesia continue to encounter various challenges such as limited capital, marketing barriers, and management issues, particularly in human resource management. Compensation serves as a crucial factor influencing employee performance and motivation. It is mandatory for every business in Indonesia to formulate a Pay Structure. This research aims to evaluate the Pay Structure of XYZ Catering MSME in Denpasar, Bali based on the 3P principle (Pay for Position, Person, and Performance). The data utilized comprises primary data obtained through in-depth interviews with business managers, supplemented by secondary data sourced from business websites and relevant literature. Job classification is conducted through job value analysis employing pairwise comparison based on 10 compensation factors assessed by business managers. Salary mapping is executed using a simple ranking method with adhered and overlapping double scales. Salary mapping with the adhered method yields a total salary increase of Rp10,218,890 from the initial total salary, whereas overlapping method result in a total salary increase of Rp5,789,746. Based on the analysis, the rectification of pay structure utilizing the overlapping simple ranking method is chosen due to its greater flexibility and offers pay structure improvement that aligns with the company's capabilities.

The influence of occupational heat stress on serum inflammatory cytokines among traditional bakery workers in Iran.

Heat exposure exceeding the ISO7243:1989 standard limit can contribute to health problems among employees in a variety of workplaces. Ignoring heat standard requirements in hot working conditions such as bakeries results in physiologic and health problems, as well as an elevated risk of later illnesses. In this analytical case-control study, the serum levels of four inflammatory factors (interleukin-1 beta, interleukin-6, tumor necrosis factor-α, and C-reactive protein) were assessed using an enzyme-linked immunosorbent assay. 105 male artisan bakers (in four job classifications in bakeries and staff) were compared based on demographic characteristics and inflammatory factors. The findings of the study showed correlations between serum interleukin-1β, interleukin-6, and C-reactive protein levels and thermal exposure in the occupational environment and employment type. Moreover, some differences in serum level of interleukin-1β and job type were observed. Heat overexposure affected the increase of interleukin-1β and C-reactive protein secretion. As a result of years of working in high-temperature conditions, inflammation can lead to subsequent diseases in workers. To protect their health from this occupational hazard, additional safeguards are needed. Our recommendations could also be applied to overly hot work environments that may cause heat stress in workers.

Using social role theory to predict how gender and ethnicity of aviation job candidates affects perceived job classifications

Prior investigations reveal a challenging landscape for women and minorities in the aviation industry as they grapple with issues that prevent them from landing high-paying, prestigious roles. The existing research does not investigate public perceptions' biases toward the suitability of individuals based on their genders and ethnicities to particular aviation roles. To bridge this knowledge gap, we employed Social Role Theory in two separate studies, requesting that participants assign certain aviation roles to candidates based on images. Each image portrayed only slight variations, namely in gender (male or female) and ethnicity (Caucasian, African, Hispanic, or Asian descent). Surprisingly, our findings showed a bias towards picturing Caucasians in the pilot's seat, while other ethnicities were stereotypically relegated to less remunerative service roles. Candidates of African descent were most frequently assigned the least lucrative service roles, such as ground crew or TSA agents. Notably, males were favored for pilot roles over females, who were most commonly envisioned as flight attendants. Piloting roles were most often bestowed upon white and Asian males, while flight attendant roles saw a higher representation of Asian, Hispanic, and Caucasian females. We delve into these data's significant theoretical and pragmatic repercussions in the following discussion.

Enhancing the clinical research workforce: a collaborative approach with human resources.

Jobs for clinical research professionals (CRPs) have grown increasingly complex over the past 20+ years. This is due largely to additional administrative burden for investigators, study teams, sponsors, Clinical Research Organizations (CROs), and sites, particularly Academic Medical Centers (AMCs). Furthermore, National Institutes of Health (NIH) has reduced capacity to effectively fund research recognizing this is dependent on the overall congressional budget, which creates greater pressure for clinician scientists to secure external support. It is widely known clinical research will continue to become increasingly more complex for clinician scientists. This manuscript explores adoption of a clinical research competency-based job classification framework from the Joint Task Force for Clinical Trial Competency (JTFCTC) across several AMCs and the role of Human Resources (HR) in facilitating this process. This collaboration focuses on fostering successful projects tied to the business case in order to address equity and improve support for the clinical research enterprise.

The Effects of Demographic Factors on Professional Career Success: An Investigation of Higher Education Staff in South Africa

Professional career success has received great attention in the organisational management literature since the 1980s as organisations strive to attract and retain top talent, understanding the factors that contribute to career success has become imperative. Since it is an important topic for individuals, organisations and researchers, there have been efforts to comprehend the organisational elements and people-related factors that contribute to employees' professional career success. Located within the career development theory, this study aims to understand the sociodemographic aspects of academics that contribute to favourable perceptions of professional career success. Data were collected using a structured questionnaire on 253 male and female academics and the data were analysed using descriptive and inferential statistics, namely the Mann-Whitney and Kruskal-Wallis tests. The results of the empirical survey revealed that there were practical significant differences among academics concerning their job classification, professional experience, and their perceptions of their career as successful. Nonetheless, the findings reported no statistically significant differences among gender and age of academics and their perception of successful professional careers. Additionally, the results showed that job classification and professional experience of academics were significant predictors of professional career success since individuals with higher job classifications often have more autonomy and decision-making power within their organisations and departments. Individuals with more professional experience may have a better understanding of their industry and are required to comply with its requirements. These findings may enrich career success theories and offer developmental recommendations to support academics’ professional career success in higher education institutions in South Africa.

An Analytical study on Navigating Sustainability Challenges and Opportunities in the era of AI and the Gig Economy

The gig economy, characterized by its flexible work arrangements and independent contractors, has witnessed rapid growth in recent years. However, it faces sustainability challenges related to worker welfare, income security, and job classification. This paper explores the emerging role of artificial intelligence (AI) in the gig economy and its potential impact on these sustainability concerns. Through an analytical lens, it examines the current applications of AI in the gig economy across various platforms and tasks, highlighting both efficiencies and potential biases.The anticipated effects of AI on gig workers including job displacement, skill requirements, and potential for wage changes.The implications of AI for the sustainability of the gig economy, analyzing how it might exacerbate existing challenges or pave the way for improvements in worker protections and platform governance.Potential policy considerations and recommendations to ensure a more sustainable and equitable gig economy in light of AI integration. The paper concludes by emphasizing the need for a nuanced understanding of AI's potential in the gig economy, advocating for proactive measures to address potential disruptions and harness its capabilities to create a more sustainable and rewarding future for the flexible workforce.

Help Wanted: Job Descriptions for Digital Workers in the Water Industry

Key TakeawaysThe water industry needs updated job descriptions, not just for positions requiring digital expertise but to cultivate a digital workforce that expects to learn new skills over time.Novel technologies such as digital twins, drones, and virtual reality training require new job classifications for digital workers in the water sector, now and in the future.To meet water workforce challenges like employee retention and retirements, accurate job announcements can help utilities fill vacancies faster and maintain a professionally agile staff.

KOMPETENSI PENULISAN KARYA ILMIAH GURU DALAM PERSPEKTIF AGIL

This study analyzes academic writing competence among teachers at SMA Negeri 6 Pontianak using Talcott Parsons' AGIL theory. This study involves nine teachers with job classifications IVa/b as participants. Employing qualitative methods, data were collected through in-depth interviews, academic paper observations, and performance document reviews. In the digital age, writing skills are crucial for educators adapting to evolving education trends. Findings reveal inadequate adaptation to educational policies and limited commitment to teacher professionalism. Despite achieving commitment to academic writing, teachers focus on cognitive goals, neglecting practical applications in the classroom and facing resource planning constraints. There is a moderate integration of research findings into teaching tasks. Competence development is sporadic, with a significant percentage having not undergone training, and All respondents lack support for research funding latency. Urgent actions are necessary to improve teachers' policy adaptation, broaden academic writing goals to include practical applications, enhance resource planning, and provide consistent support for competence development through training and financial assistance. This research emphasizes the critical need for comprehensive improvements to address current challenges in teacher professionalism and academic writing competencies, contributing valuable insights for educational policy and practice

Development and implementation of an on-demand competency-based onboarding program for clinical research professionals in academic medicine.

Over the past 7 years, Duke has implemented competency-based job classifications for clinical research professionals (CRPs) with a defined pathway for career advancement. The workforce is defined specifically as the collection of staff employed across the clinical research enterprise to operationalize clinical research and human participatory protocols through the hands-on conduct of protocol activities including participant enrollment, regulatory coordination, study documentation, data collection and management, and sponsor engagement. The competency framework for this critical workforce laid the foundation for a centrally developed on-demand onboarding program at Duke. The self-paced program is designed to engage learners through competency-based learning modules, guided mentor/manager discussions, and applied learning activities. Consisting of an initial E-Learning orientation to clinical research at Duke, called Express Start, followed by a 90-day role-based Onboarding Learning Plan, our onboarding program includes training in foundational pre-defined core competency areas and customizable learning paths. Associated Engagement Activity Packets for many clinical research competencies encourage mentor and/or manager involvement and hands-on learning for the employee through suggested enrichment activities. The program has been widely adopted for CRPs within the Duke University Schools of Medicine and Nursing, and newly hired CRPs and their managers have expressed satisfaction with these centrally offered tools. In this paper, we describe the methods used to develop and implement our competency-based onboarding program. We will share an evaluation of the program and planned next steps for expanding the suite of onboarding resources.

Factors Influencing the Degree of Employee Involvement in Preventive Nutrition and Physical Activity Web-Based Programs in Medium and Small Enterprises.

This cross-sectional study was part of a comprehensive workplace health promotion program (WHPP) implemented in the work environment of small- and medium-sized enterprises (SMEs) in Western Slovenia, which included web-based educational campaigns aimed at promoting positive lifestyle changes among workers, including healthy eating habits and physical activity. As part of this program, which included campaigns in the areas of stress management, ergonomics, sleep hygiene, communication, work climate, and absenteeism, we developed and examined the engagement frequency in web-based content on healthy eating and physical activity for the companies included in the WHPP. This part of the project lasted from 2020 to 2022. Prior to the educational campaign, participants voluntarily completed a screening questionnaire. We analyzed the patterns of 370 workers in terms of their job classification (predominantly sedentary, predominantly standing, or predominantly physical), body mass index (BMI), gender, age, and selected indicators of diet and physical activity. Of the 88 companies participating in the WHPP, 26 took part in our web-based educational campaigns on nutrition and physical activity. Through an empirical analysis using descriptive and inferential statistics and a linear regression, we found that, on average, the engagement frequency (i.e., proportion of educational personal e-mails read) was highest among men with sedentary work, with older employees participating more actively than expected. Moreover, workers with good dietary habits and a favorable BMI proved to be the most avid readers of the web-based campaigns. Despite the overall low participant engagement frequency, it is clear that web-based educational campaigns are more appealing to workers with sedentary jobs and good dietary habits. This study provides valuable information on the potential effectiveness of appropriate workplace health promotion campaigns for SMEs and public health practices.

Sustainment of the TeleSleep program for rural veterans.

In fiscal year 2021, the Veterans Health Administration (VHA) provided care for sleep disorders to 599,966 Veterans, including 189,932 rural Veterans. To further improve rural access, the VA Office of Rural Health developed the TeleSleep Enterprise-Wide Initiative (EWI). TeleSleep's telemedicine strategies include tests for sleep apnea at the Veteran's home rather than in a sleep lab; Clinical Video Telehealth applications; and other forms of virtual care. In 2017 and 2020, VHA provided 3-year start-up funding to launch new TeleSleep programs at rural-serving VA medical facilities. In early 2022, we surveyed leaders of 24 sites that received TeleSleep funding to identify successes, failures, facilitators, and barriers relevant to sustaining TeleSleep implementations upon expiration of startup funding. We tabulated frequencies on the multiple choice questions in the survey, and, using the survey's critical incident framework, summarized the responses to open-ended questions. TeleSleep program leaders discussed the responses and synthesized recommendations for improvement. 18 sites reported sustainment, while six were "on track." Sustainment involved medical centers or regional entities incorporating TeleSleep into their budgets. Facilitators included: demonstrating value; aligning with local priorities; and collaborating with spoke sites serving rural Veterans. Barriers included: misalignment with local priorities; and hiring delays. COVID was a facilitator, as it stimulated adoption of telehealth practices; and also a barrier, as it consumed attention and resources. Recommendations included: longer startup funding; dedicated funding for human resources to accelerate hiring; funders communicating with local facility leaders regarding how TeleSleep aligns with organizational priorities; hiring into job classifications aligned with market pay; and obtaining, from finance departments, projections and outcomes for the return on investment in TeleSleep.

MOBILITY OF EMPLOYEES AND STUDENTS IN A UNIVERSITY TOWN IN A POST-COMMUNIST COUNTRY

Transportation is undergoing its most significant transformation since the inception of road transport. This transformation is fueled by concerns about climate change and technological advancements. Understanding the current situation in medium-sized cities across Europe is crucial to developing transportation concepts for urban areas within the EU. This study offers insights into the current state of urban mobility in post-communist countries and depicts the current spatial mobility in a medium-sized city. The aim of this study is to evaluate the influence of selected socioeconomic factors on the mobility of employees and students. This study, conducted in 2019, employed quantitative research methods, including a questionnaire survey. In total, 545 employees and students participated in the survey, representing a significant indicator of mobility in the city of Zlín. Data analysis was performed using nonparametric methods. The results indicate a relationship between respondents’ job classification, age group, transportation time, and choice of means of transport. These findings can be applied to countries with similar historical and cultural development backgrounds, such as Poland, Hungary, and Slovakia.

Occupational Safety and Health (OSH) Awareness at the Higher Institution: Does it Matter to the Staff?

Maintaining awareness of occupational safety and health (OSH) is crucial in reducing occupational risks. This study aimed to assess the level of OSH awareness among staff at UiTM Cawangan Terengganu Kampus Bukit Besi (UiTMCTKBB), particularly those directly involved with high-risk equipment, machines, and substances in the School of Mechanical Engineering, School of Chemical Engineering, and Faculty of Applied Sciences. The findings indicate that UiTMCTKBB staff showed a high level of OSH awareness, with an overall mean score of 4.67 out of 5. Among the six factors used to evaluate the level of OSH awareness among respondents, standard operating procedures achieved the highest mean score (4.83), while the lowest mean score was for the safety and health committee (4.31). Although an independent sample t-test found no significant difference in OSH awareness based on job classification, the study's findings showed that non-academic staff members possess a higher level of OSH awareness in comparison to academic staff. The university management needs to proactively highlight the significance of the safety and health committee's function, as it plays a pivotal role in cultivating a culture of workplace safety. Consistent implementation of OSH initiatives, campaigns, training sessions, informative materials, safety discussions, and ongoing activities is essential to nurturing a secure and protected working atmosphere.