Differences In Work Experience Research Articles

Improving Retention in Child Welfare: Comparing Needed Support for Supervisors and Caseworkers

ABSTRACT Supervisor retention is important due to their critical role in child welfare; nevertheless, most research examining child welfare workforce retention has an explicit focus on caseworkers, with less attention to supervisors. This study examined the differences in work experiences between child welfare supervisors and caseworkers and the specific factors contributing to their retention, with a focus on various domains of support. Data were drawn from a large survey, the Comprehensive Organizational Health Assessment (COHA), conducted by the National Child Welfare Workforce Institute (NCWWI). The findings revealed that child welfare supervisors and caseworkers had different work experiences. Supervisors were less satisfied with peer support and supervision than caseworkers. Supervisors and caseworkers had similar factors predicting their retention; however, job position was found to be a critical factor influencing their intent to stay.

Occupational sex segregation in agriculture: Evidence on gender norms and socio‐emotional skills in Nigeria

AbstractOccupational sex segregation is a key driver of the gender gap in earnings. Using data from 11,691 aspiring agribusiness entrepreneurs in Nigeria, this article explores factors that drive sectoral choice, gender differences in the choice decision, and especially the role played by norms around gender roles. When given a choice of 11 agricultural value chains in a government program, we find the majority (54 percent) of the applicants chose to enter into the poultry value chain, and women were more likely to choose poultry than men. This article finds evidence of more restrictive gender norms in Northern Nigeria states, which lowers women's likelihood of entering into agricultural value chains where the potential for profit may be higher. The gender bias in sectoral choice is also attributed to differences in work experience especially in agricultural activities and in the chosen value chain, as well as in land ownership. Women with more experience in male‐dominated agricultural value chains exhibit lower self‐efficacy, which could reflect the challenges they face when deviating from social norms to operate within nontraditional value chains.

Audit partner characteristics, career advancement and audit quality in the USA

PurposeThis study aims to explore the relation among US audit partners’ characteristics, their career advancement and audit quality.Design/methodology/approachThis study uses data from Public Company Accounting Oversight Board Form AP, Auditor Reporting of Certain Audit Participants, and publicly available online data sources. The hand-collected data on audit partners’ personal characteristics include gender, work experience and educational background. The measures for audit quality include restatements and audit fees.FindingsThe authors find that audit partner characteristics matter for the time it takes an individual to reach partnership after completing a bachelor’s degree. There are significant differences in work experience and educational background between partners in the largest (Big N) audit firms and smaller (non-Big N) audit firms. Audit partner traits are related to audit quality, and the effects differ between Big N and non-Big N partners.Originality/valueThe literature has examined audit partners’ career paths using international data. However, little empirical academic research has examined the career advancement of US audit partners. This study provides initial insights on the career advancement of US partners on a large scale and complements the recent research that examines audit partner characteristics and audit quality in the US market.

Demographic Influences on Perceived Stressors of Construction Workers during the COVID-19 Pandemic.

Construction work is one of the most stressful occupations in the world, and the COVID-19 pandemic has only exacerbated this reality. This research conducted a detailed investigation on the perceived stressors of different demographic groups among construction workers. Empirical data were collected using a structured questionnaire in the Chinese construction industry. The empirical data were processed using both an independent sample t-test and an Analysis of Variance (ANOVA). The findings indicated that male workers reported greater workloads than did females. Married workers experienced more pandemic fear and job insecurity, and they were more sensitive to the poor working environment. Highly-educated workers were inclined to be more satisfied with organizational pandemic responses, and had lower job insecurity and role ambiguity, but they experienced heavier workloads. In addition, the differences in work experience and age were statistically significant with regards to job insecurity. This research contributes to the body of knowledge by giving a comprehensive understanding of demographic influences on perceived stressors among construction workers. It also provides valuable insights to identify sensitive demographic groups and promote their health and wellbeing during and after the pandemic.

Pursuing Graduation: Differences in Work Experience Supports for Young SSI Recipients Pursuing Diplomas or Certificates

Students with Individualized Education Programs (IEPs) or Section 504 Plans may earn a diploma or a certificate of completion when leaving secondary education. This study examined differences in career- and work-based learning services and work experiences of students who earned a high school diploma or a certificate of completion upon exiting high school. Case service data of 969 students with disabilities were analyzed. Results suggested groups differed in the number and types of career- and work-based services, work experiences, post-high school expectations, and work-related concerns expressed by parents. Differences between groups were observed by types of career and work experiences. Significantly greater proportions of diploma-earners expressed expectations to work and attend college. Parents of both groups expressed concerns about their youth losing Supplemental Security Income (SSI) benefits and about their youths’ safety and ability to work independently. Limitations and implications for research, policy, and practice are provided.

The gender gap in wages over the life course: Evidence from a British cohort born in 1958

AbstractWe trace the gender wage gap (GWG) though a mid‐life peak for a cohort born in Britain in 1958 (National Child Development Study) to quantify their life‐course experience of equal and unequal opportunities. Taking hourly pay of full‐timers and part‐timers together, an initial gap between men and women widened substantially during childrearing years. Much, but not all, of the GWG is attributable to divergent work experience, especially in mid‐life. Education‐related differences are minor. Family formation primarily affects the GWG through gender differences in work experience. Family composition is similar for male and female workers, but it attracts opposite wage premia. The GWG, however, is not only linked to family formation. There is a sizeable GWG on labor market entry and there are some otherwise unexplained gaps between the pay of men and women who had not (and did not) become parents, belying the notion that unequal wage treatment is confined to parents.

Relationship Between Work Experience and Safety Climate in Veterans Affairs Nursing Homes Nationwide.

Staff values and beliefs about resident safety (safety climate) represent one potential driver of nursing home safety. Staff with more work experience (length of service) may possess richer knowledge of resident safety for strengthening safety climate. We investigated the association of length of service with safety climate in the U.S. Department of Veterans Affairs nursing homes or Community Living Centers (CLCs). Fifty-six of 134 CLCs participated in 2017 and then 2018 in the previously validated CLC Employee Survey of Attitudes about Resident Safety, which comprised 7 safety climate domains and employee characteristics. We conducted 2 cross-sectional analyses of length of service on each safety climate domain, controlling for occupation, shift, work hours, and clustering by VA hospital, service network, and geographic region, in mixed random-effect regression models. A total of 1397 and 1645 staff participated in the survey (26% and 28% response rates) at round 1 and 2, respectively. At each round participants working greater than 6 months were less positive than those working less than 6 months about supervisor commitment to safety, coworker interactions around safety, and CLC global ratings. Differences in work experience contributed to incongruence in perceptions about supervisors, coworkers, and the facility. Workers with more experience may have higher perceived job aptitude and thus higher expectations of supervisory recognition and more criticisms of coworkers. Pairing experienced workers with newer ones may narrow the knowledge gap and increase collaboration. Huddles, team meetings, and organizational initiatives represent opportunities to recognize and leverage experienced workers' accumulated safety knowledge.

Occupational Sorting and Wage Gaps of Refugees

Refugee workers start low and adjust slowly to the wages of comparable natives. The innovative approach in this study using unique Swedish employer-employee data shows that the observed wage gap between established refugees and comparable natives is mainly caused by occupational sorting into cognitive and manual tasks. Within occupations, it can be largely explained by differences in work experience. The identification strategy relies on a control group of matched natives with the same characteristics as the refugees, using panel data for 2003-2013 to capture unobserved heterogeneity.

The execution rate of procedures to diagnose extrapulmonary tuberculosis in Botswana.

BackgroundExtra-pulmonary tuberculosis (EPTB) accounts for about 20% of TB cases worldwide. Its diagnosis is challenging.AimThis study meant to assess the prevalence of EPTB types, procedures to diagnose EPTB and medical officers’ (MOs) views on procedures performed in the diagnosis of EPTB over a 2-year period in Botswana.SettingThe study was conducted in 13 urban and rural facilities of 29 health districts in Botswana.MethodsThis was a cross-sectional study that reviewed patients’ TB data and administered a questionnaire to MOs.ResultsAbout 2 in 10 TB (n = 2996, 22.7%) cases were classified as EPTB. The most common site of EPTB was pleural (n = 1066, 36.7%) followed by lymph node (LN) (n = 546, 18.8%). A pleural tap was performed in 182 (17.0%) cases of pleural TB and a fine needle aspiration (FNA) in one-third (n = 160, 29.6%) of LN TB cases. There were statistical differences in work experience amongst MOs’ responses regarding their self-reported confidence to undertake basic procedures to diagnose EPTB such as pleural tap (p = 0.032) or FNA (p < 0.0001).ConclusionThis study reviewed and evaluated the proportion of EPTB and inquired about MO’s experience in managing EPTB. Despite MOs’ attendance at Botswana National Tuberculosis Programme (BNTP) TB case management (TBCM) training, the emphasis by the BNTP guidelines and availability of logistics, the execution rate of procedures to diagnose EPTB was still low in Botswana.

Proprietary fragmentation and public-private management of UNESCO sites owned by the Italian state

This article is intended to develop the topic of the relationship between UNESCO sites owned by the Italian state and the profiles of their profitability and sustainability. If it is true that a common characteristic of Italian (and not only) UNESCO sites is the heterogeneity of the legal titles of ownership of such objects, then at the same time, for UNESCO sites belonging to the Italian state (25 out of 55: 45,55 %), the heterogeneity of management models is added to the multiplicity of legal regimes. In this case, the plurality of these properties affects both the valorization of the object and the quality of its management. The negative consequences of the fragmentation of the management of a UNESCO state site can be grouped as follows: 1) differences in recruitment approaches; 2) differences in management models; 3) qualitative differences in work experience; 4) differences in economic profitability; 5) differences in the accounting system. If such diversity is hardly understandable even when objects belong to different institutions, it is even less understandable when they belong to the state. The consequence of the absolute heterogeneity of the legal and organizational framework is the heterogeneity of economic results. The gap is huge and unacceptable: The Etruscan tombs of Tarquinia and Cerveteri bring in the following revenue: € 38 964,84 (2018) and € 57 127,00 (2019). At the same time, the income of the Archaeological Park Colosseum is: € 46 347 249,57 (2018) and € 48 465 096,71 (2019). If it is true that the award of UNESCO site status to a cultural monument is independent, as it should be, of its economic capabilities, then it is also true that increasing its economic profitability contributes to the achievement of the objectives of the UNESCO Convention: the protection and valorization of the cultural heritage object. Hence it is necessary to conduct autonomous financial reporting of UNESCO sites, which is currently absent in many state-owned UNESCO sites or they do not have their own accounting and financial autonomy. In conclusion, the topic of the fragmentation of ownership of the 55 Italian UNESCO sites and its impact on governance and financial returns allows us to explore the actual attention that the national legal system actually attaches to UNESCO sites, that is, the importance that, in addition to official declarations, UNESCO sites have in the domestic legal system.

The execution rate of procedures to diagnose extrapulmonary tuberculosis in Botswana

Background: Extra-pulmonary tuberculosis (EPTB) accounts for about 20% of TB cases worldwide. Its diagnosis is challenging. Aim: This study meant to assess the prevalence of EPTB types, procedures to diagnose EPTB and medical officers’ (MOs) views on procedures performed in the diagnosis of EPTB over a 2-year period in Botswana. Setting: The study was conducted in 13 urban and rural facilities of 29 health districts in Botswana. Methods: This was a cross-sectional study that reviewed patients’ TB data and administered a questionnaire to MOs. Results: About 2 in 10 TB ( n = 2996, 22.7%) cases were classified as EPTB. The most common site of EPTB was pleural ( n = 1066, 36.7%) followed by lymph node (LN) ( n = 546, 18.8%). A pleural tap was performed in 182 (17.0%) cases of pleural TB and a fine needle aspiration (FNA) in one-third ( n = 160, 29.6%) of LN TB cases. There were statistical differences in work experience amongst MOs’ responses regarding their self-reported confidence to undertake basic procedures to diagnose EPTB such as pleural tap ( p = 0.032) or FNA ( p &lt; 0.0001). Conclusion: This study reviewed and evaluated the proportion of EPTB and inquired about MO’s experience in managing EPTB. Despite MOs’ attendance at Botswana National Tuberculosis Programme (BNTP) TB case management (TBCM) training, the emphasis by the BNTP guidelines and availability of logistics, the execution rate of procedures to diagnose EPTB was still low in Botswana.

Expected work experience and the gender wage gap: A new human capital measure

Work experience is a key variable in earnings function estimates and wage gap decompositions. Because data on actual work experience are rare, studies commonly use proxies, such as potential experience. But potential experience is identical for all individuals of the same age and level of education, so it ignores labor market intermittency because of childbirth and child rearing—a critical omission when analyzing gender differences in earnings. This paper constructs a better proxy: expected work experience, which is the sum of the annual probabilities that an individual worked in the past. This measure can be generated using commonly available data on labor force participation rates by age and gender to gauge the probability of past work. Applying the measure to labor force survey data from the Philippines shows that conventional proxies underestimate the contribution of gender differences in work experience in explaining the gender wage gap.

Visual representations for communication in geographically distributed new product development projects

This study addresses the role of visual representations in supporting communication between an R&D team and geographically distributed suppliers for a new product development (NPD) project. It specifically focuses on the design and use of visual representations as a feasible way for communication between the distributed actors when they face communication challenges originating from differences in skills in the English language, but also from differences in work experiences. Relying on empirical materials from a Swedish manufacturing company in the mechanical engineering industry, this paper makes the following contributions to the literature. First, it shows that visual representations are effective boundary objects able to support process-oriented and product-oriented communication in distributed NPD projects. Second, it illustrates that visual representations do not necessarily have to follow graphic design principles, but can still be effective if distributed actors share the same project context. Finally, it highlights the need for a dynamic and context-dependent perspective on communication in NPD projects.

Expected Work Experience: A New Human Capital Measure

Work experience is a key variable in earnings function estimates and wage gap decompositions. Because data on actual work experience are rare, studies commonly use proxies, such as potential experience. But potential experience is identical for all individuals of the same age and level of education, so it ignores labor market intermittency because of childbirth and child-rearing—a critical omission when analyzing gender differences in earnings. This paper constructs a better proxy: expected work experience—the sum of the annual probabilities that an individual worked in the past. This measure can be generated using commonly available data on labor force participation rates by age and gender to gauge the probability of past work. Applying the measure to labor force survey data from the Philippines shows that conventional proxies underestimate the contribution of gender differences in work experience in explaining the gender wage gap.

The Gender Gap in Wages Over the Life Course: Evidence from a British Cohort Born in 1958

Using data tracking all those born in a single week in Great Britain in 1958 through to their mid-50s we observe an inverse U-shaped gender wage gap (GWG) over their life-course: an initial gap in early adulthood widened substantially during childrearing years, affecting earnings in full-time and part-time jobs. In our descriptive approach, education related differences are minor. Gender differences in work experience are the biggest contributor to that part of the gender wage gap we can explain in our models. Family formation primarily affects the GWG through its impact on work experience. Family composition is similar for male and female workers but attracts opposite wage premia. Not all of the GWG however is linked to family formation. There was a sizeable GWG on labour market entry and there are some otherwise unexplained gaps between the pay of men and women who do not become parents.

Workplace psychosocial stressors experienced by migrant workers in Australia: A cross-sectional study.

ObjectiveTo explore work-related psychosocial stressors among people of Chinese, Vietnamese and Arabic-speaking backgrounds currently working in Australia.MethodsIn 2015, a telephone survey of 585 Vietnamese, Chinese and Arabic-speaking workers asked about workplace bullying, ethnic discrimination, job complexity, degree of control, security and fairness of payment along with demographic and employment information. Estimates of job-related psychosocial stressors were derived and regression analyses used to identify significant associations.ResultsAt least one workplace stressor was reported by 83% of the workers in the study. Education was significantly associated with experiencing any psychosocial stressor and also with the total number of stressors. Workers aged 45 years and older were more likely to be bullied or experience racial discrimination compared with younger workers of any ethnicity. There was a greater likelihood of reporting low control over a job when the interview was conducted in a language other than English and the workers were either Chinese or Arabic. Workers on a fixed-term contract, independent of ethnicity were more likely to report a job with low security. Overall psychosocial job quality decreased with education and was associated with occupation type which interacted with ethnicity and gender.ConclusionsThe results suggest that job-related psychosocial stressors are widespread but not uniform across ethnic groups. Further research into what drives differences in work experience for migrant groups would provide information to guide both employers and migrants in ways to reduce workplace psychosocial stressors.

Sex Differences in Work Experiences and Work Outcomes among Egyptian Managers and Professionals: An Exploratory Study

AbstractThis research examined potential sex differences in work experiences and work outcomes in a sample of Egyptian managers and professionals. Relatively little research has been undertaken on potential sex differences in human resource management in Egyptian organizations and even less during and following the Arab spring. Data were collected from 121 managerial and professional employees, 77 males and 44 females, using anonymously completed questionnaires. Respondents were relatively young, had university educations, had short job and organizational tenures, and held lower level -management jobs. All measures employed here had been used and validated previously by other researchers. Work experiences included supervisor empowerment behaviors and levels of personal empowerment. Work and well-being outcomes included job satisfaction, organizational commitment, work engagement, exhibiting voice behaviors, workplace learning opportunities, intent to quit and employee health symptoms. Significant sex differences were present on most personal demographic and work situation characteristics: men were at higher organizational levels, earned more money, were older and had longer organizational tenures, among others. There were fewer significant sex differences on work experiences and work outcomes. When differences were observed here, women indicated less positive responses.

Work-injury absence and compensation among partnered and lone mothers and fathers.

The purpose of this study is to examine the risk of a work-injury absence and the likelihood of receiving compensation among partnered and lone mothers and fathers. This study utilized data from an annual survey of Canadian residents. Logistic regression models examined the association between family status and the receipt of workers' compensation, and absences due to work-related injury or illnesses of 7 or more days. Being a lone mother was significantly associated with the risk of work-injury absence. Gender differences were observed for workers' compensation: mothers were half as likely as fathers to receive workers' compensation benefits, which may be attributed to differences in work experiences between men and women. Findings may help in understanding whether some parental situations are more vulnerable than others and may contribute to identifying policies that could help workers sustain employment or return to work following an injury.

Gender Differences in Perceptions of Work Experiences and Service Quality Provided By Front-Line Service Workers in Four- And Five- Star Hotels in Turkey: A Research Note

Two studies considered possible gender differences in work experiences and service quality behaviors of front-line service employees working in hotels in Turkey.. The first study examined perceptions of servant leadership provided by their supervisors/managers and worker’s reports of service quality provided to clients by their hotels of male and female front line workers employed in four- and five –star hotels. Data were collected from 221 front-line employees, 122 males and 82 females, a 37% response rate, using anonymously completed questionnaires. Previously developed and validated measures of servant leadership (Liden, Wayne, Zhao & Henderson, 2008) and service quality (Parasuraman, Zeithaml & Berry, 1998) were used and both were found to be highly reliable in this study. Males and females were similar on five personal demographic items. Males tended to report higher levels (p<.10) on two dimensions of servant leadership (Emotional support, Conceptual skills) than did females. In addition, males rated the quality of service provided higher on three dimensions (Tangibles, Reliability, Responsiveness, and tended top rate the quality of service higher on the composite score (p<.10) than did females. The differences on perceptions of service quality might be attributed to the departments in which males and females were more likely to work, males tended to work in departments having greater direct client contact. The second investigation examined gender differences in levels of service rewards provided by their hotels and employees engaging in in three prosocial service behaivors:estra0role, role prescribed, and cooperation (Bettencourt & Brown, 1997). Data were collected from241` employees, 151 males and 88 females working in 18 different hotels in the Cappadocia region, using anonymously completed questionnaires, a 60% response rate. There were no differences in perceptions of service rewards or in prosocial behaviors. In essence, male and female front-line service workers generally indicated more similar than different appraisals of their work experiences in both investigations. .

Gender differences in work experiences and work outcomes among Turkish managers and professionals

Purpose – The purpose of this paper is to explore gender differences in the work and career experiences and psychological health of women and men in managerial and professional jobs in Turkey.Design/methodology/approach – Data were collected for 94 men and 48 women in managerial and professional jobs in Turkey. Comparisons of women and men using one‐way ANOVA provided considerable support for the hypotheses.Findings – Women and men were found to differ on many personal demographic and work situation characteristics: women were younger, less likely to be married or have children, were at lower organizational levels, worked fewer hours and earned less income. Women and men had similar levels of education, however. Women and men were similar on almost all work outcomes (e.g. job satisfaction, work engagement, intent to quit) and indicators of psychological health (e.g. exhaustion, life satisfaction). However, men worked significantly more hours than did women.Originality/value – The research extends previous...