Employment Demand Research Articles

The Impact of Youth Leadership Program on Perceived Employability Skills: Evidence from Brunei Darussalam

Youth leadership programs foster skills development in youth which are pivotal for gaining successful careers and being more employable throughout their career. Given the concerning youth unemployment issues in Brunei, the study aims to highlight the importance of youth leadership programs and examine their influence on perceived employability skills. By utilising structural equation modelling to analyse the survey data gathered from 229 samples of participants from youth leadership programs, it was revealed that the impact of learning involving skills-based and attitudinal outcomes has significant positive relationships with perceived employability skills. The results further confirmed the role of behavioural outcomes as a mediating variable in the relationship between learning and perceived employability skills. Findings from this study can be valuable for program designers, practitioners, and stakeholders in contributing to the process of structuring and making ongoing improvements to these programs to align with the essential employability skills. It also offers youth the foundation to be employable in the 21st-century job market, by highlighting the importance of youth leadership programs as a channel through which youth acquire desirable capabilities necessary for attaining a set of attributes that reflect the employability skills sought by employees in the current competitive job market. Therefore, the study can be a starting point in moving forward to mitigate the unemployment issues in Brunei through improving programs to meet the demand of employers concerning employability skills. The study provides notable contributions to the existing body of literature on youth leadership development in Brunei as well as contributing to a few other studies in the Asian region to demonstrate the impact of youth leadership programs on employability skills perceptions.

Job Opportunities in Various Field for Criminology Graduates: Indian Perspective

ABSTRACT The study explores the wide range of career options available to criminology graduates in India, focusing on both traditional fields and emerging ones that have developed due to technological, sociopolitical, and economic changes. Employers in areas such as public policy, corporate security, intelligence, and the criminal justice system are increasingly seeking criminology graduates. In this evolving job market, these graduates face both opportunities and challenges, as employers demand specific skills, practical experience, and real-world knowledge from new candidates. This research provides a thorough analysis of how criminology graduates can adapt to the Indian job market and offers targeted recommendations for curriculum reform, industry collaborations, and government initiatives to enhance employability. Drawing from both international and Indian studies, the paper highlights how technological advancements and contemporary security needs have shaped employment patterns in India’s private sector and its criminal justice system.

Dimensions of Job Demands Among New-Generation Employees Based on Online Reviews by Employees

Based on employees’ online reviews, this article analyzes the dimensions of job demand for new-generation employees, using a combination model of Latent Dirichlet Allocation, decision-making trials and evaluation laboratory, interpretative structural modeling, and cross-impact matrix multiplication (LDA—DEMATEL—ISM—MICMAC). The results show that job demand is composed of 10 dimensions, and there is significant interdependence between the dimensions. Changing one dimension will quickly affect the other dimensions. The dimension with the greatest influence degree is leadership and team atmosphere (s1), while the dimension with the highest affected degree and centrality degree is welfare and promotion (s3). Leadership and team atmosphere (s1), company culture and industry (s4), overall environment and platform (s5), and platform and technology (s7) were identified as the key factors. They play a causal role in job demand and have a significant impact on other dimensions. Dimensions such as working relationship and intensity (s2), welfare and promotion (s3), opportunity and resources (s6), business and industry development (s8), corporate prospects and personal development (s9), and work stress and position (s10) are affected by other dimensions and require special attention. The underlying need is present for the dimension of leadership and team atmosphere (s1), which has a direct or indirect impact on other dimensions in different ways.

Synchronous online learning and career readiness in higher education: student perceptions, challenges, and solutions

Synchronous Online Learning (SOL) environments have rapidly transformed the educational landscape. However, there is limited research on their efficacy in equipping students with the necessary skills to succeed in the workforce, particularly in developing essential professional skills like digital literacy, interpersonal communication, and practical experience. This study explores how SOL impacts students’ readiness for the workforce and the development of these critical skills. The research employed a qualitative methodology involving in-depth interviews with 27 third- and fourth-year students from a South African university. Purposive sampling was used to capture diverse experiences regarding SOL and its influence on professional skill development. Thematic analysis was performed to identify critical patterns and insights from the interviews. Findings reveal that SOL environments effectively enhance students’ technical skills and digital adaptability, essential for navigating a digital workforce. However, SOL is inadequate in developing interpersonal skills and providing practical, hands-on experiences. Students reported a lack of networking opportunities and expressed concerns about their preparedness for the demands of real-world employment, particularly in fields requiring strong interpersonal skills and practical experience. The study highlights the need for educational innovations that combine the benefits of digital learning with comprehensive skill development strategies, particularly in soft skills and experiential learning.

The Influence Of Total Production, NTP And Grdp On Labor Absorption In The Coconut Plantation Subsector In Riau Province

This research aims to determine the effect of total production, Farmer Exchange Rate (NTP) and Gross Regional Domestic Product (GRDP) on labor absorption in the smallholder coconut plantation subsector in Riau Province in 2012-2023. In this research, multiple linear regression techniques were used using the Ordinary Least Square (OLS) method. The research results show that the simultaneous test (F test) shows that total production, NTP and GRDP together have a significant influence on labor absorption in the coconut plantation subsector in Riau Province in 2012-2023. Meanwhile, the partial regression test (t test) shows that total production has a positive and significant effect on labor absorption, NTP has a positive and significant effect on labor absorption, and GRDP has a negative and insignificant effect on labor absorption. The results of the coefficient of determination (R2) of the independent variable on the dependent variable obtained a value of 0.973238. This means that the contribution of the independent variables (total production, NTP and GRDP) to the dependent variable (demand for employment) is 97.32% and the remaining 2.68% is influenced by other variables outside the regression model in this research.

Rules and Rulers: Demanding, Commanding and Assuming Responsibility

Directive authorities such as police officers, judges and employers demand our obedience. Demands for obedience come in two forms. First authorities issue commands meant to bind us to obey. Second authorities frequently threaten to enforce their commands by coercion, to extract obedience by force. Liberals, anarchists and others have long regarded command and coercion as being especially problematic ways of getting someone to act, as raising a question about the legitimacy of such directive authorities but it remains unclear why being ordered about is any worse than being subject to social rules, rules that require us to behave in various ways. I argue that someone who demands your obedience seeks to assume responsibility for your compliance. That is why the claims of a ruler threaten our liberty as those of binding social rules do not.

FACTORS INFLUENCING YOUTH EMPLOYMENT IN EU

Youth unemployment is not only a challenge in Europe but also a global issue, with varying degrees of severity across different countries. The causes and potential solutions for youth unemployment differ widely, highlighting the need for tailored approaches. Given the long-term risks associated with prolonged unemployment, addressing this issue is crucial, as young people represent the future potential of every nation. This topic has garnered significant media attention and has been a prominent discussion point in various business and policy forums. Within the European Union, youth unemployment is a high priority on the policy agenda. The European Commission has recently launched the “Youth Opportunities Initiative” to support unemployed young people. This initiative aims to provide funding for apprenticeship and entrepreneurship programs, facilitate company placements, and offer guidance for young individuals with business ideas. Current levels of youth unemployment need to be understood in the context of increased labor market flexibility, an expansion of higher education, youth migration, and family legacies of long-term unemployment. Compared with previous recessions, European-wide policies and investments have significantly increased with attempts to support national policies. We argue that understanding youth unemployment requires a holistic approach that combines an analysis of changes in the economic sphere around labor market flexibility, skills attainment, and employer demand, as well as understanding the impact of family legacies affecting increasingly polarized trajectories for young people today.

TOWARDS THE EFFECTIVE PROFESSIONAL UPSKILLING OF LOW-SKILLED EMPLOYEES: KEY INFLUENCING FACTORS

The increasing demand for skilled employees in contemporary economies underscores the importance of effective upskilling of the low-skilled. This study addresses the significant challenge of enhancing the professional development of low-skilled workers, focusing on the factors that either facilitate or hinder their engagement in learning activities. The primary aim was to identify the key characteristics that contribute to the effective professional development of low-skilled employees and the practical application of the skills they acquire. A systematic review was conducted, examining empirical studies published between 2004 and 2024. The search encompassed six databases, resulting in 352 identified articles. After rigorous screening and quality assessment, 22 high and good-quality studies (published in 2011-2023) were included in the final selection. The studies spanned various countries and methodologies, including qualitative, quantitative, and mixed-method designs. Key findings highlight that both personal and contextual factors influence the effectiveness of professional upskilling for low-skilled employees. Personal factors include motivation, self-direction, and reflexivity, while contextual factors encompass the quality of the work environment, learning opportunities, and institutional support. The review emphasises the importance of tailored training programmes, practical and interactive learning methods, continuous support and mentorship, and robust evaluation mechanisms. Effective transfer of training is facilitated by the relevance and applicability of training content, learner engagement and organisational support. The results highlight the need for holistic approaches that address both personal and contextual factors to enhance the professional development and skill utilisation of low-skilled workers; ultimately contributing to their career trajectories and job satisfaction. Keywords: adult education, low-skilled employees, upskilling, systematic review, training transfer

Employer Demand and Desired Skills for Public Health Graduates: Evidence From Job Postings.

Objectives. To determine whether job postings from employers seeking master of public health (MPH) graduates require skills aligning with Council on Education in Public Health (CEPH) competencies. Methods. I analyzed a data set of 70 343 job postings in the United States for MPH graduates from Lightcast, a data vendor that collects, cleans, and analyzes millions of job postings per year. I contrasted skills from the postings with CEPH competencies. Results. Most postings were from for-profit industry, academia and research, or hospitals and health care, with only 12% from government. The skills from job postings aligned well with CEPH competencies, but some CEPH competencies did not appear in the top skills in job postings. Conclusions. Although accredited public health degree programs provide key competencies demanded by employers, they can improve graduate employability by ensuring that their graduates also obtain specific technical skills listed in job postings. (Am J Public Health. Published online ahead of print October 3, 2024:e1-e6. https://doi.org/10.2105/AJPH.2024.307834).

Impact of Leadership on Employee Behaviour and Attitude in The Ministry of Finance, Ghana

Purpose: This study investigates the influence of leadership on employee behaviour and attitude in the Ministry of Finance in Ghana. It specifically focusses on how leadership practices affect productivity in a public sector setting. The research investigates the adaptive qualities of leadership styles and their efficacy in meeting the varied demands of employees, based on the principles of Situational Leadership Theory (SLT). Methodology: The study utilises a descriptive survey method. The study population consists of all 628 employees of the Ministry, with a sample size of 246 determined through a multi-stage sampling process. Data is obtained by questionnaires. Findings: The findings suggest that leadership roles and practices have a moderate impact on employee behaviour and productivity. Leaders are seen as successful role models, but they are lacking in providing personalised support and effectively communicating goals. The effectiveness of leadership tactics is not considerably influenced by age. The study's findings suggest that implementing leadership development programs, improving communication methods, and providing individualised support mechanisms will promote organisational efficiency and employee engagement in the Ministry of Finance. Policy Implications and Recommendations: Ministries should develop and implement comprehensive training programmes for leaders that focus on enhancing role modeling, setting high performance expectations, and providing effective intellectual stimulation. Governmental ministries should introduce policies and practices that improve the communication of organizational goals and increase employee involvement in the goal-setting process.

Specific cultural traits of the precarity of older Latinos living alone with cognitive impairment in the San Francisco Bay Area

Objectives Latinos are about twice as likely to develop cognitive impairment. Culturally, filial support and familismo are expected within Latino families. Yet approximately twenty percent of Latinos live alone in the United States. The purpose of this study is to explore the concerns and priorities of older Latinos living alone with cognitive impairment, using a precarity framework. Method We conducted 22 in-home interviews with older Latinos living alone with cognitive impairment, and we supplemented the interviews with interviews with members of the older adults’ social circle and providers. Themes influencing the precarity of Latino older adults living alone were organized through the major areas of the precarity lens; 1) Limited awareness of cognitive impairment; 2) Self-management of cognitive impairment; and 3) Lacking tailored services for cognitive impairment. Results Latino culture permeated and intersected across the lived experiences of participants living alone with cognitive impairment. Precarity was prevalent in all participants’ lives and was exacerbated by familismo combined with cognitive impairment. Conclusion Findings showed precarity in the experiences the participants shared. Participant narratives reveal how the Latino culture intersects with the experience of precarity while living alone with cognitive impairment, especially in reference to the role that family plays through the expectation of familismo. However, given the difficult demands of employment and raising their own families, familismo can become more like a goal than a practice. Further research is needed to better understand how to bridge the gap between the needs of these older Latino adults living alone with cognitive impairment, their families, and formal services.

Dialectical Behavior Therapy for Reducing Emotional Eating in Emerging Adult Women

Emerging adulthood is a transitional period from adolescence to adulthood characterized by instability in roles and relationships as individuals navigate the demands of higher education, employment, intimate relationships, and self-identity formation. This transition often triggers various negative emotions, such as anxiety, distress, and self-doubt, particularly in women, making them more susceptible to engaging in emotional eating as a means of seeking temporary comfort or distraction. Emotional eating is a mechanism for temporary emotional relief, but feelings of regret or guilt often follow it. Emotion regulation skills are crucial when experiencing negative emotions. This study aims to demonstrate the effectiveness of Dialectical Behavior Therapy (DBT), an intervention designed to enhance emotion regulation skills, in reducing the occurrence of emotional eating among emerging adult women. The study employed a single case experiment design with two 21-year-old female participants experiencing emotional eating. The Emotional Eating Scale (EES) and emotional eating self-recording were used as measurement tools. Each participant received DBT over 7 sessions, each lasting 60-90 minutes. The results indicated that DBT reduced the frequency of emotional eating in both participants, with the effect persisting up to 14 days post-intervention. These findings suggest that DBT is an effective intervention for reducing emotional eating in emerging adult women.

Employment, income, and sleep in South Africa: An actor-partner interdependence model approach

ObjectiveWe analyze the relationship between employment status, income, and sleep in South Africa to address two research questions: (1) How does employment status influence the sleep quantity of the individual and their partner? (2) How does income impact the sleep quantity of the individual and their partner? MethodUsing data from 1600 Black African couples in the South African Time Use Study, we employ the Actor-Partner Interdependence Model to investigate the relationship between employment status, income, and sleep in couples. We categorize nighttime sleep into three categories: recommended sleep (7-9 hours), short sleep (<7 hours), and long sleep (>9 hours). ResultsEmployed individuals were more likely to get the recommended amount of sleep and less likely to experience long sleep. However, men whose wives are employed are almost twice as likely as men whose wives are unemployed to experience short sleep, and they experience 47% lower risk of long sleep. Men with a medium level of income have a higher risk of short sleep than those with low income, while those in the highest income category are more likely to get the recommended amount of sleep. ConclusionThese results highlight the intricate dynamics between managing employment demands and securing economic stability for both men and women in the context of high unemployment and shifting gender norms.

Employment demand and generation under MGNREGA in India: examining external and internal shocks with special reference to climate change and COVID-19 pandemic

PurposeDespite India achieving many milestones under MGNREGA, the external and internal shocks result in below potential outcomes in employment demand and generation. This study examines how these shocks matter and how the migration-prone regions perform.Design/methodology/approachThis study, employing district-level data from 2018 to 2021, investigates how climate change and COVID-19 have affected the employment demand and supply. We applied RE-GLS and IV-2SLS regressions to examine the effects of shocks on employment demand and generation, respectively. The difference in difference panel model is employed to test the spatial effects of the pandemic. Further, we used RE-GLS and extended regression model to examine how external shocks interacting with migration affect unemployment rates.FindingsIt was found that the pandemic increased employment demand and generation. This reflects the adverse effects of the pandemic and the swift action by the government. However, the responses were possibly different during climate shocks. The wage differential increased employment demand. However, demand decreased due to poor support from the support staff. The employment generation was higher in migration-prone districts, indicating that seasonal migration, being a lean-season phenomenon, continues to occur despite employment generation.Originality/valueThis study contributes to the literature in several ways. It captures spatial variations while examining the impact of climate change and COVID-19. It investigates the performance of MGNREGA in migration-prone areas. In effect, the findings provide policymakers with greater insight into the issues.Peer reviewThe peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2024-0132.

Does carbon emission trading scheme inhibit corporate executives' pursuit of excess compensation? Evidence from a quasi-natural experiment in China

Carbon regulation, which affects corporate management's carbon reduction and related decisions, has the potential to influence corporate executives' pursuit of excess compensation. Using the pilot policy of the carbon emissions trading scheme (CETS) in China as a quasi-natural experiment, we examine the impact of this policy shock on corporate executives' excess compensation through data from listed manufacturing companies from 2007 to 2020. Our findings show that the executives' excess compensation of manufacturing companies in the pilot regions shows a significant decline owing to the policy shock of CETS, which is supported by a rich set of robustness tests. Furthermore, the mechanism tests indicate that reducing agency costs and stimulating employment demand are two channels for CETS to inhibit excess compensation of corporate executives, and that the factor marketization and the nature of firms' property rights play moderating roles in this inhibitory effect. Heterogeneity analysis indicates that the inhibitory effect of CETS on the excess compensation of corporate executives also varies depending on the differences in corporate governance characteristics. Overall, these findings provide evidence for the regulatory effect of CETS in the contract design of corporate executives' compensation and also provide empirical support for emerging economies to alleviate income inequality by achieving carbon equality.

Does B2B salespeople’s love of money attitude mediate the relationships between a growth mindset, a fixed mindset, grit, and job performance?

Purpose To most people, money is a motivator, which is robustly true for salespeople. A high love of money attitude predicts university students’ poor academic performance in a business course and cheating in laboratory experiments and multiple panel studies, but money (income) itself does not predict dishonesty. Extrinsic reward undermines intrinsic motivation. Very little research has incorporated the grit construct in the sales literature and explored the relationship between grit and the love of money. Further, a growth mindset and a fixed mindset may also impact salespeople’s job performance. This study aims to explore a brand-new theoretical structural equation model (SEM) and investigate the relationships between individual characteristics (growth and fixed mindsets and grit orientation) and job performance directly and indirectly through a mediator – salespeople’s love of money attitude. Design/methodology/approach This study uses Qualtrics and collects data from 330 business-to-business (B2B) salespeople across several industries in the USA. This study uses a formative SEM model to test this study’s hypotheses. Findings First, there are significant correlations among grit, a growth mindset and a fixed mindset, revealing no construct duplication or redundancy. Second, both a growth mindset and grit indirectly enhance job performance through the love of money attitude – a mediator, offering a brand-new discovery. Third, counter-intuitively, a growth mindset and grit do not directly improve job performance. Fourth, grit is significantly and negatively related to the love of money attitude, adding a new twist to this study’s theoretical model. Fifth, a fixed mindset undermines job performance directly but is unrelated to the love of money. Overall, B2B salespeople’s love of money attitude (employee demand) undermines sales personnel’s self-reported job performance (organization demand) in the organization and employee’s supply and demand exchange relationship. Originality/value The findings reveal that a growth mindset, a fixed mindset and grit contribute differently to sales personnel’s love of money attitude and job performance in this study’s theoretical model. The love of money serves as a mediator. A commonly accepted belief is that money is a motivator. Money (income) itself and the love of money attitude are two separate constructs. This study’s novel discoveries provide the essential missing monetary-aspirations-to-job-performance link in the literature – ardent monetary aspiration undermines self-reported job performance. This study offers inspiration to help decision-makers make happy, healthy and wealthy decisions and improve performance.

Letters from Sodom: ‘Emotional’ Agency and Evidence of Sexual Crime in the Early Modern Courts of Italy and Spain

In the judicial system of the Ancien Régime, some crimes were notoriously difficult to prove. It was essential for the prosecution to properly argue the case and, to this end, it was necessary to develop a hierarchical system of evidential means that would allow any hint of suspicion to yield results. The goal of the essay is to carry out a detailed study of the written documents confiscated in judicial proceedings for sodomy in civil courts of the Mediterranean area during the early modern period. The objective is to understand the ‘expressiveness’ that this judicial evidence contributed to the process of signalling criminal practices within the judicial system of Spanish and Italian courts. In addition, by studying love letters between men, missives from their relatives and friends commenting on disagreements, the popular literature consumed by the defendants, certificates and other official documents, and their demands for employment, the essay will shed light on their everyday life and forms of dissidence, with the aim of understanding the particular ‘emotional’ agency of these individuals.

Adaptation of the content of education in the training of occupational safety specialists to the requirements of the professional standard and the demands of employers

Adaptation of the content of education in the training of occupational safety specialists to the requirements of the professional standard and the demands of employers

Clinical effects of teriparatide, abaloparatide, and romosozumab in postmenopausal osteoporosis.

In the management of osteoporosis, anti-resorptive agents serve as a primary therapeutic approach. However, in cases where individuals exhibit an increased susceptibility to fractures, such as those characterized by severe low bone mass or a history of vertebral or hip fractures that markedly diminish life expectancy, the immediate reduction of fracture risk through the administration of osteoanabolic agents could be beneficial. Teriparatide, available in daily, once-weekly, or twice-weekly dosages, along with abaloparatide and romosozumab, constitutes a trio of such agents. Each of these medications is defined by unique characteristics, distinct efficacy profiles, and specific adverse effects. There is growing evidence to suggest that these agents have a superior effect on enhancing bone mineral density and reducing fracture incidence when compared to traditional bisphosphonate therapies. Nonetheless, their employment demands thorough consideration of clinical indications, which includes evaluating economic factors, the frequency of injections required, and the potential for adverse effects. The objective of this review is to consolidate the current evidence focusing primarily on the efficacy of these agents, with the goal of enhancing understanding and aiding in making more informed treatment decisions, particularly for those individuals who are at an elevated risk of fractures.

P-455 Exploring the impact of fertility care on the modern workforce: key research findings

Abstract Study question Is there a need for a fertility revolution to accommodate the modern workforce, and how canit be safely and effectively implemented? Summary answer Offering care to employees facing fertility issues is vital as access to reproductive healthcareis more needed and more of a challenge than ever before. What is known already The UK faces a fertility care crisis as NHS struggles and private insurance premiums soar,prompting employees to seek support from employers. Challenges include an ageing parent demographic, falling fertility rates, and a global decline in sperm quality. Employees demand healthcare support, with 55% wanting fertility assistance, and 1 in 3 considering job change due to inadequate fertility or baby loss support. Financial concerns further delay fertility journeys for 56% of employees, impacting mental well-being. While high-cost fertility benefits emerge, the call is for holistic, early-stage support to mitigate stress and improve overall fertility outcomes for employees. Study design, size, duration During September 2023, a survey was conducted to explore and make the link between the personal / human experience of infertility and the corporate impact / responsibility in supporting someone through it. The survey was disseminated to 1031 employees, 511 of which were struggling with fertility issues and 508 were trying to conceive or considering future fertility. Participants/materials, setting, methods An online survey anonymously gathered responses from UK employees across various sectors, posing 22 targeted multiple-choice questions on fertility, pregnancy loss, and miscarriage. The survey sought to understand the intricate connections between theseaspects and the provision of employer-based support and benefits, shedding light on the current landscape of fertility-related concerns within the workforce. Main results and the role of chance The survey shows that 28% reported personal fertility experiences, and 37% faced challenges themselves or through partners. 55% desire increased employer support during their fertility journey, peaking at 66% among BAME individuals. Importantly,30% prioritise fertility benefits over a condensed work week, with Gen Z (37%) emphasising this more than Gen X (28%). Attrition concerns are evident, with 21% contemplating job changes due to fertility struggles, higher among BAME (31.54%) and LGBTQ + (25.62%) individuals. Productivity is impacted for 30%, with LGBTQ+ individuals experiencing a higher impact (38%). workplace relationships suffer for 25%, while 24% believe their workplace poorly support those facing fertility challenges.Taking time off for fertility-related issues is prevalent, with 64% having done so, and 22% believe more employer support could have reduced their time off. Workplace policies appear lacking, as 39% find them non-inclusive, with BAME (44%) and LGBTQ + (49%) individuals expressing higher dissatisfaction. Attraction and retention are influenced by fertility support, as 47% of Gen Z and 47% of BAME respondents prioritise it when considering new roles. Limitations, reasons for caution No limitations identified. Male, female and gender neutral/ non-binary respondents were included in the survey, along with those who identified as single or were in heterosexual same sex relationships. People from BAME communities were also included in the survey. Wider implications of the findings The survey underscores a growing need for employer support in fertility challenges. Attrition concerns and productivity impacts reveal potential economic ramifications for organisations neglecting fertility support and inclusive strategies. Findings position comprehensive fertility support and emotional wellbeing support as a competitive advantage for talent attraction. Trial registration number not applicable