Content Of Job Research Articles

Knowledge management in HRM: so that the content of job offers could attract more candidates

The fundamental aim of the research was to deepen knowledge of the influence of developing the wording of job offers on the number of candidates responding to them. It stems from the overarching aim consisting in improving human resource management (HRM) by knowledge management (KM) related to the job market and job seekers' reactions to information concerning competence requirements published in job offers. The specific objective was to answer two questions: are there words in job offers that increase the number of job seekers, and whether this number is dependent on the length of the wording of the selected module of an offer. Particular attention was paid to positive words. It was checked whether their number in relation to the number of all words in an offer matters. In order to answer the research questions, text processing methods such as tokenization and lemmatization were first used, followed by the analysis by means of such statistical methods as the chi-square test (χ^2) and the Mann-Whitney U test. The obtained research results allowed to illustrate job seekers’ preferences. It was noted that the length of an offer is also important. However, it was not possible to confirm the assumption that positive words increase the attractiveness of an offer. Despite the limitations of a little diversified database (candidates were dominated by young people with little work experience), the research brought new value to competence and human resource management. The research resulted in extending the scope of knowledge on the use of the analysis of job offers in the area of effective communication with candidates for work in organizations.

The influences of the "industry 4.0" development on the human capital of the industrial enterprise: foreign

The factors and the consequences of the "Industry 4.0" development for the human capital of the industrial enterprise were arranged in this paper. Taking into consideration the limitations of the current approaches the attention was concentrate on such human capital elements, as: education (knowledge and skills), creative abilities, motivation, health, flexibility. The particularity of this investigation is connected with the correlations between the influences of the "Industry 4.0" development on all human capital elements of the industrial enterprise, potential impacts on the educational system, the employment in industry and the labour market. The main factors of the influences of the "Industry 4.0" development on the human capital of the industrial enterprise are such as: cyber physical systems implementation in manufacturing and its automation; work places computerization; implementation and development of advanced smart-technologies and informational systems; agile adaptability to the needs of customers; uprising the new risks for the health of the employees. Furthermore, the enterprise has to know all the answers for the market demand and the ecological situation. The main characteristics of the human capital in the age of "Industry 4.0" are increasing the importance of the creative workers and their motivation; taking into account the individual peculiarities; providing the mobility and flexibility of the employees, the content of job, working hours, places of work. The preservation of health is considered as the key to the working capacity. The human capital development should be made taking into account the influences on physical and mental health of the employees. Such hazards for the human capital of the industrial enterprise were summarized: confidential data losing, forthcoming the new risks for the health of the employees, workers’ creative abilities decreasing, "burnout", inappropriate motivation, etc. The consequences of the "Industry 4.0" development are creating "Education 4.0", remote work and outsourcing development, changing of the employment structure, the content of job, standards of health and safety at work. The prospects for overriding the risks and the consequences of changes should be identified taking into account the particularities of the country technological development, the demographic determinants, the indicators of the labour market, as well as the particular characteristics of the industrial enterprises. It was identified such main global trends against the risks of the "Industry 4.0", as: the flexible labour market development, increasing the efficiency of health and safety at work, STEM and STEAM employees training, commitment to improve the soft skills of workers, taking into consideration the particularities of the economic sectors, the level of the innovation development of the country and its human capital, investments in staff training, etc.

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

Introduction. With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers.
 Objectives. The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis.
 Methods. The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability.
 Results. There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524.
 Conclusion. This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

Формування знаннєвих ресурсів системи управління соціально-економічним розвитком регіонів

The processes of formation of knowledge resource of specialists and managers of the regional management system are investigated. It is noted that in modern economic conditions, the knowledge resource is considered as the highest value, the quality of which does not decrease over time, but increases unlike all other types of resources, and without which no process of life in society is not carried out. The research focuses on the knowledge resource of specialists and managers of the management system of socio-economic development of the regions, which are the basic administrative-territorial units, the development of which ensures the development of the country as a whole. The formation of knowledge transfer processes and the organization of their mastery in higher education institutions are considered in relation to the completeness and compliance of this knowledge with the needs of regional management and economic entities of their managed systems. The needs and the list of priority program questions concerning the received knowledge are considered on a professional orientation of use of a knowledge resource. It is proposed to consider the process of mastering it by stages, content of programs, job and qualification requirements for specialists and managers to manage the development of regions. The logistic chain of formation of the process of knowledge acquisition as a knowledge resource of future specialists and managers of the management system is considered taking into account the content of needs of job competencies, requirements of positions, directions, programs and development plans of managed systems. The need to revise the methodology of organization of timely training, retraining and advanced training of specialists by integrating theoretical and practical content of training is emphasized. In the process of training it is proposed to use innovative teaching methods, trainings, master classes with the use of information base on existing and future positions of the planned employment. Requirements for wider application in the process of providing knowledge of smart education opportunities, benchmarking technologies, foresight, methods of innovative and strategic games and gaining experience in teamwork are identified. Suggestions for further development of knowledge management system and accumulation of knowledge resources of regions, technologies of formation and mastering of methods of its use and mastering are given, presented in author's realization of target preparation, retraining and advanced training in system of professional training of heads of system of management of regions.

Emerging Platform Work in Europe (Hungary in Cross-country Comparison)

In this paper, we aimed to assess the main characteristics of a growing form of precarious employment, namely the platform work. These digitally enabled services cover a wide range of activities from personal low or semi-skilled services (e.g. personal transportation) to highly skilled online services such as software development. In our paper, we aimed to characterize the digital platform labor force by their content of the job, working conditions, employment status, and the collective voice. The primary aim of the analysis was to give an overview of theoretical foundations and empirical evidence for an EU supported project on platform workers. Here we presented an overview of the variety of terminology, definitions of platform work, and platform workers and examine the grey zone of labor law regulation in which many of them operate. We assessed the size of platform employment in Europe, indicating the knowledge inequalities within the EU countries and some methodological inconsistencies. As a case study to scrutinize the regulatory challenges accompanying diffusion of platform work, we looked at the failed story of Uber in Hungary and by subsequent success of Bolt which took over the market share of the former. Our findings showed that while the size of the platform economy is growing in Europe, there is no consensus in the social scientific community either on the appropriate terminology or the most convenient methodology on how to measure its extent. This emerging form of employment represents a significant challenge not only for labor law jurisdictions but to the softer forms of social regulation as well. To better understand the proper governance of digital labor markets and the issue of ”collective voice” through the transformation of the content of work, working conditions, and employment status of the Platform Work sector, will be necessary to focus on both the transformation of work/labor as well as its interplay with value creation, governance, management and labor in the platform-based economy.

Bipartite Competency Schemas on Polish Labor Market

The complexity and variability of the contemporary labour markets creates the need for continuous improvement of methods used for their description, analysis and forecasting. Looking for a tool that allows for the simultaneous analysis of various aspects of contemporary labour markets, the authors focused their attention on k-partite graph models (with particular emphasis on bipartite graphs). The assessment of the usefulness of models based on bipartite graphs for analysis of regularities occurring on the Polish labour market is the main aim of the paper. The authors studied the regional distribution of the demand for employee competencies and evaluated the specificity of localities and competencies. The concept of bipartite competency schemas is also introduced in the paper. These schemas can be used as models representing strongly related competencies and localities. The usefulness of bipartite competency schemas was confirmed by empirical research presented in the paper. The content of job offers published online formed the main source of data examined. All analyses were performed with the use of the R programming language.

Некоторые аспекты нетипичной занятости (на примере населения г. Новосибирска)

The study discusses several aspects of atypical employment: the economic sector full of atypical elements, the conformity of education to real labor activity, the level of satisfaction with job and working conditions. The author examines three major groups of atypical employed people: official employees involved in day-to-day job, unofficial employed and self-employed people. Job satisfaction, the content of job, duties and their compliance with the desired level are necessary to do the social portrait of each employed group. The study reveals the most common working conditions for atypical employed people. These conditions are ranked on a scale from the most important to the least important ones; the main motivating factors are presented as well. The author concludes that there is a tendency among employees to formal employment that provides guarantees and responsibilities of employers and customers. Despite the human needs for free time, creativity, and a comfortable psychological environment, most people strive for material well-being followed by a sense of stability and security.

Paying People to Risk Life or Limb

ABSTRACT:Does the content of a physically dangerous job affect the moral permissibility of hiring for that job? To what extent may employers consider costs in choosing workplace safety measures? Drawing on Kantian ethical theory, this article defends two strong ethical standards of workplace safety. First, the content of a hazardous job does indeed affect the moral permissibility of offering it. Unless employees need hazard pay to meet basic needs, it is permissible to offer a dangerous job only if prospective employees have a reason other than hazard pay to choose this job instead of safer alternatives. Second, employers typically cannot justify omitting expensive safety measures by paying employees more, even if employees prefer higher pay to greater safety. Employers offering dangerous jobs must meet these two standards to avoid treating their employees merely as means.

Diversity Management as a Responsible Way of Searching for Job Candidates – Case Study of Big Companies that Signed Diversity Chart in Poland

The aim of the paper is to analyse the usage of diversity management in the recruitment process in companies operating in Poland, which signed D iversity Charter (DC) document. The main emphasis is put on three most important aspects of diversity: gender, age and disability, as they are the leading barriers for hiring employees in Poland. I n order to achieve this goal, the following objectives has been set: (1) to identify elements of job offers that are opened for diversity, (2) to analyse job offers of big companies which signed D C in terms of using the elements opened for diversity (3) to discuss diversity management issues in the recruitment process of Polish companies. The case study analysis is a research method applied in the paper. The investigation is based on the content of job offers to be found in different platforms designed for recruitment as well as on the companies’ websites and the opinions of experts expressed in non-standardized interviews. The results of the research indicate that the majority of companies follow with the principles of diversity management, as they have declared. However, many of them should improve their communication related to diversity issues. I t is worth emphasizing that companies should more carefully create descriptions of job offers. What is more, there is much to be done in the context of caring for people with disabilities during recruitment.

Reflections of Caretakers on the Process of Implementation of Life Space Crisis Intervention at a Therapeutic Centre for Youngsters with Emotional and Behavioural Disorders

Life space crisis intervention (LSCI) is a therapeutic and verbal strategy used to intervene when children are in crisis. It has its roots in the work of Aichorn, Redl, Wineman and Bettelheim, and is part of the milieu-therapeutic tradition. In 2000, LSCI was introduced at the Orthopedagogical Observation and Treatment Centre, a school and day unit for 60 children with emotional and behavioural disorders affiliated with the Department of Orthopedagogy at Ghent University (Belgium). The particular position of orientation towards 'therapeutic environments' in the department's history has encouraged the integration of LSCI in the daily activities of the departments' school (Broekaert et al., Int J Ther Communities 30(2):122-145, 2009). In 2003, LSCI was implemented and studied in several Flemish Institutes. Positive effects were found on school results, attendance in the classroom and number of conflicts. In this article, the reflections of the caretakers are taken into account. Analyses of these reflections resulted in 4 major themes: content of job and tasks, the youth in the centre, working with the youth in the centre, and cooperation with colleagues and other teams. The results of this analysis will be discussed.

Introducing Communicative Event As A Tool To Communicate Via the Medium Of Language: The Case of Job Advertisement

This study is going to investigate the language style of classified advertisements of job vacancies in order to understand how advertisers manipulate language in convincing the job-seekers to apply for the advertised jobs. Furthermore, the study tries to examine the ways that advertisements’ language may be concisely used to convey the meaning in the fewest words and avoid blurring the job seekers. To gain a clear picture of the form and content of job advertisements the views of (Lunde, 1974) and (Fairclough, 1989) are exploited to clarify how job advertisements may be perceived as a class of communicative events in order to communicate via the medium of language with potential job seekers and persuade them towards applying for the advertised jobs. The data for this qualitative study which came from the local English newspaper (Star) in the month of August were analyzed through content analysis. Being grounded in Lund (1974), who believes that an advertisement should: attract attention, arouse interests, stimulate desires, create conviction and get action, the sample advertisements were examined and the results revealed that all are in accordance with Lund’s AIDEA formula. An analysis of the surface structure of the samples did not reveal how the basic structure of English sentences was adapted. The spaces allocated to these types of advertisements were so limited. Thus, the advertisers manipulate language in a way that they can convey their purposes with the use of minimum words. This may only be achieved by the use of the key words to convey the message and nominalizations.

P-1394 - Interaction of occupational conditions in affceting physical health of women workers in multinational establishments

The Philippines has established many export zones as a response to the Structural Adjustment Programs of the World Bank in order to stabilize its economy. The study aimed at looking into the problems caused by organizational factors such as job autonomy, content of job, nature of task, hazard exposure and management styles to mental health of women workers. This was conducted in an export zone involving 31 industries and an interview with 613 women workers. The results showed that there were several interactions between variables which include the following- the need for new quality for products is associated with the need to upgrade knowledge and skills, fast-pace work is associated with heavy physical load, poor health and safety policies at work with exposure to vapors, and participation in benchmarking with better policies on promotion and training.Hazardous work was also correlated with boring and repetitive jobs, work pressure and those without autonomy in accomplishing work. Mental type of task was less repetitious and less boring but with greater work pressure. Manual work as in assembly-line type of work was correlated too with work pressure and lesser autonomy in accomplishing work. Those with health and safety programs had lesser boring jobs, lesser work pressure, better salaries, more autonomy in accomplishing work, and lesser hazard exposures.The study proposed for a massive review of the existing regulations for work and its relations to mental and psychological health. This study has policy implication and can serve as a basis for advocacy work.

Occupational Stress and Its Associated Factors among Male Workers in Small-scale Manufacturing Industries under 50 Members

This study of male workers of small manufacturing companies with 50 or less determine the level of job stress and Investigated the relevance of these demographic characteristics, health behaviors, and job-related characteristics. The study subjects were 856 male workers, health checkups and screening agencies are engaged in small manufacturing companies with 50 or less people. Data collection period from April 1, 2010 until June 30, during the self - administered questionnaire through a survey was done. The Study results, several demographic characteristics, health-related behavioral characteristics and job-related characteristics of the variables and job stress is surveyed, there was a significant association. Drinking status, occupation, hours of sleep, leisure activities, whether working position, duration, number of hours per week, for inpatient and outpatient experience, whether in the workplace satisfaction, especially those affecting the job stress factors, such as has been pointed out, Therefore, in order to reduce job stress, health-related behaviors and the work environment, and efforts to improve the content of the job.

SP4-1 Interaction between subjective and objective occupational conditions in affecting physical health of women workers in multinational establishments

The Philippines has established many export zones as a response to the Structural Adjustment Programs of the World Bank in order to stabilise its economy. The study aimed at looking...

율무 청국장 아몬드 쿠키의 항산화 활성과 품질 특성

Job's tears (Coixlachryma-jobi L.) and Chungkukjang (soybean-fermented food) were abundant source of phenolic compounds. In this study, almond cookies were prepared with different concentration(5%, 10%, 15%), of Job's tears Chungkukjang powder. The total phenolic contents were measured by the Folin-Ciocalteu method, total flavonoids contents were measured, and antioxidant activities were evaluated by DPPH assay. Antioxidative activity was highly correlated with the total phenolic and total flavonoids contents of Job's tears Chungkukjang almond cookies (r=0.867, r=0.647). In addition, the quality characteristics of the Job's tears Chungkukjang almond cookies were estimated based on the bulk density and pH of the dough, spread factor, color, texture profile analysis, proximate composition, and sensory evaluations. The spread factor, hardness, a value and b value, total polyphenolic contents, and DPPH free radical scavenging activity of cookies significantly increased with increasing content of Job's tears Chungkukjang powder (p<0.01), whereas the L values of the cookies decreased with the increasing Job's tears Chungkukjang powder content (p<0.05). The acceptability scores for the 5-15% Job's tears Chungkukjang almond cookie groups were ranked higher than those of the other groups in appearance, texture, and overall preference. The results of this study were shown that Job's tears Chungkukjang powder was a good ingredient for increasing the consumer acceptability and the functionality of cookies.

Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ)

Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared with clerical workers. Worsening of job satisfaction was related to poor job control and lack of support. Strategies to alleviate job stress are therefore urgently needed.

Nurse entrepreneurs’ well‐being at work and associated factors

This study describes the well-being at work of nurse entrepreneurs and owner-managers of social care companies in Finland from the vantage point of health and working capacity, general coping and job satisfaction and identifies factors associated with well-being. In recent years, increasing numbers of nurses have been starting up in business in the social care sector. As yet, there has been only limited research into their well-being at work. Survey. This study was conducted as part of a questionnaire survey among 335 social care entrepreneurs with different educational backgrounds. The sample for the study reported here consisted of those respondents who had a registered nurse degree (n = 84). The data were analysed by SPSS statistical software. Most of the respondents rated their physical, mental, financial and social situation and working capacity as good. Less than half of the respondents had experienced stress during the past year. Over half felt their coping efficacy was better than it had been shortly after starting up in business. The respondents' resources were consumed and strengthened by a range of different work-related factors. The majority were satisfied with their job as an entrepreneur. Several background factors were associated with the results. Most of the nurse entrepreneurs reported being content with their well-being at work. Nevertheless, the results also highlighted factors that could and should be addressed to improve the well-being at work of entrepreneurs who struggle to cope. The results provide useful information for the development of entrepreneurial training for nurses, for the design and provision of occupational health care services and for the enrichment of the content of the entrepreneur's job.

Industrial management for professional engineers. Part 1: The duties of a manager

A feature of industry in recent years has been the growing emphasis placed on management as such, leading to a closer examination of management and more self-examination by managers about their own duties and performance. Recent advances in technology, while putting a premium on scientific knowledge, have at the same time enhanced the importance of managerial skills. In the electrical industry—particularly in the supply and heavy manufacturing industries—an engineering training has always been an accepted path to the ranks of management. However, management calls for qualities and knowledge which are not necessarily related to technical competence. They can be developed by practice and training. But if advantage is to be taken of these it is important that the engineer should be keenly aware of the content of a manager's work, and that he should appreciate that it presents a challenge different from that of scientific knowledge and no less worthy of his attention.The article printed below is the first of a series of six on industrial management that will be appearing in the Journal this year. They will treat the subject in a way that we hope will be helpful and interesting to the professional engineer who finds himself at a manager's desk after years in the development laboratory, the assembly shop or the contracts office. They are concerned with general principles more than with specialized techniques of management. But, of course, no one should expect that he can teach himself much about management by reading even the best textbook on industrial administration. Practice is essential. Thus, the articles, which will be written from different standpoints and a wide variety of experience, can be no more than signposts. Nevertheless they will represent a consensus of views upon the responsibilities of a manager and the attitude in which these responsibilities should be approached.The series has been arranged with the help of the Administrative Staff College, Henley. Most of the authors, who are serving in managerial, positions in various industries, have taken courses at the college; its work, as many members will recollect, was described in an article by a chartered electrical engineer in the November 1956 Journal.The first article is introductory and demonstrates the balance required between the technical content of a manager's job and the social skills and wider knowledge that he needs. The author was formerly Assistant to the Chairman of J. Bolding and Sons and is now Group Personnel Officer of Guest Keen and Nettlefolds.