Competitive Labor Research Articles

Entrepreneurial Intentions of Accounting Students Based on Entrepreneurial Knowledge, Self-Efficacy, Family Environment, and Accounting Knowledge

Competition for labor in Indonesia is getting tighter, especially for new graduates. Increasing entrepreneurial interest among students, especially accounting students, is one solution to overcome unemployment. This study aims to analyze the effect of entrepreneurial knowledge, self-efficacy, family environment, and accounting knowledge on entrepreneurial intentions of accounting students at public universities in the southern Sumatra region. This research uses quantitative methods with a sample of 104 accounting students class of 2019 who have taken entrepreneurship courses. Data were collected through questionnaires and analyzed using multiple linear regression. The results showed that the four independent variables, namely entrepreneurial knowledge, self-efficacy, family environment, and accounting knowledge, have a positive and significant influence on student entrepreneurial intentions. This study provides implications for the development of planned behavior theory and is an evaluation material for higher education institutions in improving entrepreneurship programs to encourage students to become entrepreneurs and reduce unemployment rates.

Socialist Exploitation of the Worker in the First Half of the 1950s: a Case Study of the H. Cegielski Industry Plant in Poznań

Building the "foundations of the socialist system" meant intensive industrialization in the economy, with an emphasis on heavy industry, which was to be achieved mainly at the expense of the standard of living and working conditions of workers. By adopting unrealistic indicators, political and administrative methods were used to force employees to make more effort, without compensating it with the amount of earnings. Various methods were used: one of the elements of exploitation was low wages, or even the so-called “starvation wages” for some of the workers. The authorities suggested the possibility of increasing them through additional work. In this case, labor competition or long-term production commitments were initiated. On the other hand, the working time needed to produce specific products was administratively shortened, standards were constantly raised, etc. As a result of these activities, the living conditions of employees not only did not improve but even deteriorated. It turned out that the socialist employer is not at all different from the capitalist, and sometimes is even worse than him, because he has a greater range of possibilities of pressure and, in case they resist, of repression. By paying starvation wages, the system kept the rest of the profit earned for its own needs. He was also blind in looking at the real problems, most often looking for a mythical “enemy” or activist party members. Exploited beyond measure, the workers tried in every way to limit this exploitation, hence the abysmal quality of production, huge consumption of materials, widespread waste or simply avoiding work. The party's methods of activation proved ineffective, which the Poznań workers reminded the authorities of on 28 June 1956 by taking to the streets.

Bridging the Gap: Technical and Management Competencies of BSHM Graduates in the Philippine Context

The advancement of the hospitality industry demands competent, well-educated, and highly trained staff for success in a competitive labor market. This study aimed to determine the work readiness of Bachelor of Science in Hospitality Management (BSHM) students by evaluating their technical and management skills and identifying factors affecting skill development. A mixed-method approach was used with 105 randomly selected BSHM-graduating students. Students’ self-assessed technical skills were measured using a survey questionnaire, while actual technical skills in housekeeping and food/beverage services were assessed via demonstration tests. Management skills were evaluated using a teacher-developed scale. An open-ended questionnaire gathered qualitative data on the factors affecting skill development from 30 participants. The results showed that the students assessed themselves as competent in housekeeping and food/beverage services. However, the actual assessment revealed competence in housekeeping, but only moderate competence in food/beverage services. Management skills, particularly in analyzing hotel reports and situational analysis, were found to be low. The factors affecting skill development included personal factors (lack of self-confidence, poor study focus), interpersonal factors, teachers’ expertise, internship experiences, laboratory exposure, and socioeconomic conditions. The findings suggest a need for continuous post-graduate training and development in specializations, implementation of comprehensive programs to enhance technical and essential skills, and addressing factors hindering skill development to better prepare graduates for industry demands. Recommendations include improving practical exposure, focused training in weaker areas, and enhancing teachers’ expertise through professional development.

CAPACITY BUILDING IN JOB SUSTAINABILITY FOR PERMAI MEMBERS IN PULAU PINANG, MALAYSIA

This Community Service Program (PPM) aims to improve the self-actualization, competitiveness, and adaptability of Indonesian migrant workers in Malaysia, particularly members of the PERMAI organization in Penang. The challenges posed by regional labor competition, especially after the implementation of the ASEAN Economic Community (AEC), include low productivity, limited education, and insufficient skills among Indonesian workers. To address these issues, the program offers psychoeducation, training, and the introduction of new competencies such as digital literacy, sustainability-focused green skills, and an entrepreneurial mindset. These skills are designed to better prepare participants for the global job market, ensuring long-term employment sustainability and economic contribution. The program targets 50-100 PERMAI members from diverse professional backgrounds, including factory workers, lecturers, and data analysts. Through lectures, discussions, and interactive workshops, the initiative aims to boost self-efficacy in career and business planning while enhancing both hard and soft skills. The integration of digital competencies and environmental awareness aligns with global trends in sustainable work practices, contributing to the development of technology-driven and environmentally responsible workers. The anticipated outcomes include improved career planning, entrepreneurial development, and green job practices. The findings are expected to add theoretical value to sustainable human resource development and digital upskilling.

Higher education student engagement, leadership potential and self-perceived employability in the United Arab Emirates

ABSTRACT Higher education student engagement (HESE) is increasingly essential for developing employability and leadership potential. While several academic institutions worldwide have underscored the importance of fostering leadership skills, there remains an evident gap in the UAE’s understanding of the impact of student engagement on leadership potential and perceived employability. Thus, by adopting a quantitative research approach, this study validates the HESE scale and examines its associations with leadership potential (LP) and self-perceived employability (SPE) among undergraduate students in the UAE. The results reveal that increased student engagement significantly enhances LP and is positively associated with SPE. In addition, a higher level of HESE notably strengthens the relationship between LP and SPE. Universities in the UAE can leverage these findings to refine their activities to improve student engagement initiatives, which could bridge the current skills gap and boost student readiness for the competitive labour market. The research recommends integrating comprehensive student engagement strategies in higher education to develop essential leadership skills and confidence in employability among students, aligning academic preparation with market demands.

Migration and Economic Development: The Role of Migrant Flows in Shaping Turkey’s Emerging Economy and Uncovering Hidden Conflicts and Challenges

This research examines the economic impact of migration on Turkey's emerging economy, with a particular focus on the contributions of migrant remittances, labor market dynamics, and the socio-political challenges associated with large-scale migrant flows. By employing econometric models and field research, the study explores the relationship between remittance inflows and key economic indicators such as GDP growth, employment rates, and poverty reduction. Additionally, the research uncovers hidden conflicts and social tensions that arise from migration, including labor market inequalities and integration challenges faced by both migrants and Turkish workers. The project evaluates government policies, such as the EU-Turkey refugee agreement, and their effects on economic development and social stability. Field research in migrant-receiving communities reveals the complexities of labor competition and the social dynamics created by migrant dependency in sectors such as agriculture and construction. Findings highlight the need for inclusive migration policies that balance the economic benefits of remittances with the social integration challenges faced by migrant populations. This study also advocates for stronger labor protections and regulatory reforms to mitigate tensions and reduce exploitation in low-wage sectors. The research contributes to the broader understanding of migration’s role in shaping Turkey’s economy and provides insights for policymakers seeking to address both the economic and social dimensions of migration.

The Role of Soft Skills in University Education in Costa Rica: A Call for Change in Curriculum and Evaluation Practices

In this article, we analyze the importance of teaching soft skills in education and the need for them to be incorporated into a higher education curriculum. Therefore, the objective of this study is to provide a review of these aspects, which are very necessary today, both at the educational and business level; since the importance of soft skills in the professional training of students is demonstrated, as well as the need to implement training for teachers. It is through these skills that they will be able to face labor competition, since they are highly demanded by employers and companies, since they seek dynamic people, with adaptability, empowerment and the ability to react favorably to adversity, because they facilitate problem solving, teamwork, work ethics, among other aspects, in addition to the fact that, in the future, through these acquired skills, they will be able to provide significant contributions at a social level, as well as economic and productivity within their jobs. It is evident that communication skills, teamwork, problem solving and time management are necessary parts.

Unveiling the impact of school organizational justice on students’ professional commitment through academic stress mediation

Accurately understanding the critical elements influencing college students’ professional commitment is both an urgent practical requirement and a critical theoretical proposition in today’s intensely competitive job market. In order to provide new light on career development in the context of higher education, this study intends to investigate the complex interactions among college students between perceived organizational justice, academic stress, and professional commitment. Using descriptive statistics, correlation analysis, regression analysis, and structural equation modeling, we carried out a thorough investigation of H University’s full-time undergraduate students in Central China in order to thoroughly examine our hypothesis. The results show that students’ professional commitment is much lower when they view organizational justice to be lacking, and that there is a partial mediating role for academic stress in this relationship. Interestingly, organizational justice has a positive correlation with professional commitment and a negative correlation with academic stress. These findings provide educators and policymakers with insightful information, indicating that, in an increasingly competitive labor market, professional commitment is largely dependent on students’ ability to manage their academic stress and develop a sense of organizational justice. This study adds a new understanding of career development in higher education settings by merging professional commitment research with organizational justice theory. It also has significant implications for educational practices and career support measures.

Research of Practices of Formation and Development of Human Capital in Companies of Various Industries on the Russian Market

Almost all global trends create a synergistic effect, which increases the importance of forming and developing human capital to ensure the survival of companies in the market and their confidence in the future, regardless of their size and type of activity. However, despite the unflagging and continued interest of the scientific community in the issues related to human capital, there are still many “white spots” in this area. The aim of this work is to explore the approaches to forming and developing human capital applied by companies doing business in Russia in the current realities and modern conditions, to identify industry specifics and to outline recommendations. To achieve this goal, the authors conducted a questionnaire survey of managers of enterprises from different segments of the economy. As a result of the analysis of the obtained data, the conclusions were made that not all organisations have a generally accepted definition of HR and not everywhere there are procedures for its assessment. The problems related to personnel development, creation of competitive labour conditions for employees, search for potential employees and internal filling of vacancies were also revealed. The methodology of this work is based on a systemic approach and surveying, as well as general scientific methods such as synthesis, analysis, comparison, and generalization. Research results: Despite the fact that, in the opinion of the authors of the study, it did not consider all the problems of human capital formation and its impact on the sustainability of organisations, the obtained results allowed for the identification of the peculiarities of approaches to forming and developing human capital, considering industry specifics, and can be useful to develop practical recommendations for managers of companies aimed at improving this activity. Originality: This study presents, for the first time, a comprehensive overview of the approaches to forming and developing human capital in companies across various industries in the Russian labor market.

Learners’ Attitudes and Practices towards Learning Communication Skills: The Cases of Mbeya University of Science and Technology and Arusha Technical College

This study investigated learners' attitudes towards learning communication skills as a fundamental module among ordinary diploma students of science programmes. The study involved a sample of 112 students. A cross-sectional research design was employed. Data were collected through questionnaires and interviews. Quantitative data were analysed using SPSS version 20, while qualitative data were analysed thematically. The findings revealed that diploma students have positive attitudes towards learning communication skills. By comparison, female students were revealed to be more positive than male students. Moreover, first- and third-year students showed more positive attitudes than second-year students. It is recommended that students be emphasised about the importance of communication skills as future professional engineers and for the competitive labour market. To make training sessions more interesting and facilitate the smooth acquisition of the necessary skills, efforts must be made to strengthen communication skills training at colleges and universities.

Self-Presentational Communication in Context Digital Realities of Modern Society

Introduction. In the age of the digital economy and hyper-competition, self-presentation communication as a type of self-promotion, as the ability to present oneself to a communication partner, employer, business partner or target audience, is considered by experts as a key skill of the 21st century. It is also considered as one of the significant factors of competition both in the modern highly competitive labor market and in the consumer market, both global and local. The article discusses the theoretical foundations of self-presentational communication in its historical retrospective, traditions, innovations and development trends in the conditions of new realities.Methodology and sources. The methodology of philosophical, sociological and interdisciplinary approaches is used. The article uses the following sources: specialized literature from domestic and foreign authors, scientific research, publications and websites that allow one to explore the specifics of digital self-presentation, its new formats and current practices.Results and discussion. Digital society is a society whose distinctive feature is the electronic-digital method of receiving, storing and distributing information, as well as the electronic-digital mediation of social relations and communicative interaction. One of the ways of such interaction is digital self-presentation, which combines the traditions of this content and innovations caused by the development of new technologies.Conclusion. Self-presentational communication, like the entire communicative component of modern society, including the «human-AI» interface, is carried out in three spatial dimensions: real/offline/Physics, virtual/online/Digital, as well as in their interaction offline online/Phygital. In each dimension, self-presentational communication has its own specifics and could can be considered both as a separate phenomenon and in the process of continuity and development.

Employer branding and monopsony power in the labour market: a vignette experiment

Abstract Many firms engage in marketing efforts to improve their image as an employer (employer branding [EB]). This article re-conceptualises EB as an instrument used by firms to increase their monopsonistic power (Robinson, 1933), that is, the power of firms to set wages below the level that would be expected in a competitive labour market. To test this hypothesis, we perform a vignette experiment using original data collected via Amazon Mechanical Turk in which we randomly vary wage offers at employer-branded and not-branded firms. Our results indicate that employer-branded firms possess more monopsonistic power, particularly over male workers. We conclude by arguing that the wage-setting power of firms not only arises from illegal practices and clear aberrations of the economic system—as is the dominant discourse—but also from certain legal and widely accepted business practices.

Assessing Evidence-Based Disability Inclusion Policy and Practices to Promote Employment of People With Disabilities in the Workplace: Scale Development and Validation

There is a strong commitment in the United States and the European Union to better support people with disabilities in the competitive labor market, where disability inclusion is widely viewed as a social imperative and underscored in policies, such as the European Union’s Disability Inclusion Policy and Strategy 2020–2030, the Americans with Disabilities Act, and the Workforce Innovation and Opportunity Act. However, there is a lack of readily available strategies and tools for rehabilitation counselors to collaborate effectively with businesses and organizations in assessing their progress toward these inclusion goals. To address this need, the Disability Inclusion Profiler (DIP23) was developed to assess disability inclusion policies and practices. This study aimed to examine the factor structure, reliability, and validity of the DIP23 in a sample of 466 human resources managers. Exploratory factor analysis indicated a two-factor measurement structure: (1) Executive Level and (2) Middle Management and Staff Level Disability Inclusion Policies. Both factors demonstrated strong internal consistency and correlated with employment rates of people with disabilities. The DIP23 is a psychometrically sound measure for rehabilitation counselors to help organizations assess their disability-inclusive climate and identify areas of strengths and areas needing improvement to increase disability representation in the workplace.

STEM Education in the Caribbean: Challenges, Goals, and Possibilities

In their seminal Caribbean Education Strategy Report, Jules, Miller, and Armstrong (2000) argued that in order to meet the developmental objectives of an internationally competitive labour force by the year 2020, the Caribbean region would need to be able to demonstrate “a 30% increase in persons with qualifications in science and technology at the postsecondary level” (p. xviii). These authors also noted their concern that “the region as a whole lags far behind in science and technology, and a more concerted effort is needed to bridge that gulf” (p. 27). Responding to similar concerns, the Vice-Chancellor of The University of the West Indies indicated that by the year 2020, the institution should be training at least 50% of its students in science-technology-engineering-mathematics (STEM) and STEM-related disciplines to meet science and technology infrastructure needs in the Caribbean (Jaipaul-O’Garro, 2016).

Labour Market Arrangements and Competition Law in Australia: Time for Change?

AbstractAs part of an ongoing review of Australia's Competition and Consumer Act (CCA) by Treasury, consideration is being given to removing the exemption from that law for conduct related to the labour market. This article considers whether there is sufficient justification to do so and, if so, how such conduct should be assessed under the CCA. No‐poach agreements are cartel conduct and other restrictive agreements may substantially lessen competition in labour markets. Nevertheless, in some circumstances there are legitimate reasons for some of these arrangements. Some suggestions are made as to how restrictive labour arrangements could be addressed by competition law.

Trade, Piecework, and the Liberty Principle

AbstractJohn Stuart Mill does not contradict himself in On Liberty with respect to the issue of piecework, contrary to Dale E. Miller's charge that he does. Miller fails to understand that the liberty principle (LP) limits society's authority to regulate trade in that society has no legitimate authority to prohibit or make unduly expensive a buyer's post-trade use of his purchased product in self-regarding ways. LP gives an employer who has purchased labor under a trade contract in a free and fair competitive labor market a right to conclude a separate mutually consensual self-regarding piecework contract with any skilled worker already in his employ.

Employee Compensation of Nonprofit Child Welfare Agencies in New York: Crises and Strategies

ABSTRACTWhile existing literature documents the low compensation of nonprofit human services workers, it is not well understood how managers of these organizations perceive and respond to the problem. Adopting resource dependency and competing institutional logics perspectives, we chose the New York nonprofit child welfare sector—a heavily government‐funded field—as a collective case to study these issues. Based on interviews with 17 leaders of the primary NY nonprofit child welfare agencies, we found that these agencies' employee compensation was primarily constrained by government contracts, and they were torn by conflicting institutional logics from the state, the labor market, private funders, and unions. Overall, government contracts and market competition determined worker pay, and nonprofit child welfare agencies faced labor competition not only from peer organizations, but also from the government and for‐profit sectors. With the “great resignation” atmosphere and increased cost of living intensified by the COVID‐19 pandemic, agencies were under tremendous pressure to raise worker pay. However, programs chronically underfunded by the government were incapable of providing competitive wages and were experiencing high staff turnover and vacancies. Agency leaders agreed on the need to push the government to pay programs adequately but disagreed about advocacy goals and messaging. Most leaders had reservations about aggressive collective bargaining measures such as “going on strike.” These common but attenuated labor dynamics, related managerial responses, and implications for the future of the sector are discussed, particularly in response to competing institutional pressures.

How can emotional intelligence organizations improve job performance of job candidates?

Background: Prospective workers need to have good work performance to be able to increase competitiveness and work productivity. Candidates who have the ability to monitor their emotions will find it easier to achieve good performance. Therefore, the purpose of this study was to determine the effect of emotional intelligence organizations to work performance of prospective workers. Methods: Quantitative method was used in this study with ex post facto as the research design. The subjects of this study were 155 trainees at Semarang Job Training Center 1 class of 2023. In this study, the hypothesis was tested using a simple linear regression test. Finding: This study found the level of organizational emotional intelligence of trainees is in the low category, the level of job performance is in the low category, and emotional intelligence organizations has a positive influence on the job performance of trainees. This research found that trainees with high emotional intelligence at work have good performance, and vice versa. Conclusion: Further researchers can use other methods to obtain more comprehensive results and add or change other variables relevant to job performance. This reaserch suggest that career guidance services play a crucial role in enhancing job performance for job candidates. Novelty/Originality of this study: This study provides a new perspective on the importance of organizational emotional intelligence in improving the job performance of prospective workers. This study offers insights that can be directly applied in developing training programs at the Job Training Center, focusing on improving emotional intelligence to increase the competitiveness and productivity of prospective workers in a competitive labour market.

Goods market desirability of minimum wages

AbstractThis paper presents a general equilibrium model incorporating heterogeneous firms and a perfectly competitive labour market to explore the desirability of minimum wages. We demonstrate that a low minimum wage could enhance social welfare, assuming equal weighting for all individuals. This occurs because the introduction of minimum wages has the potential to mitigate the goods market distortions arising from imperfect competition, firm heterogeneity and free entry. Additionally, we illustrate that the optimal minimum wage is positively associated with the preference intensity for differentiated products relative to the numeraire and population size, while it negatively correlates with the degree of love for variety, entry cost, and upper bound of marginal labour requirements.

Public policy and labour market competition

Abstract Broad recent interest in the failure of competition in labour markets has led to several new public policy initiatives. This commentary reviews initiatives related to antitrust laws, as well as initiatives associated with the labour market effects of firm mergers and non-compete and non-solicitation agreements.