Education Employment Research Articles

Markovian Approach to Forecasting Personnel Populations and Costs

The Board of Education in New York City typically negotiated three-year contracts with their staff. It was found that costs over the three-year period invariably exceeded projections by 10%–20%. An analysis showed that although the number of employees was relatively constant, the distribution of employees with respect to salary levels had changed significantly. As a result, projections of salary costs were substantially understated. Over the course of the contract term, salaries increased due to longevity and additional employee education. Classic methods for forecasting costs include regression analyses, time series analysis, and simulation methods. Markov chains have also been used to project population changes over time. In this paper, we present a Markov chain model that was successfully used to forecast teacher populations as well as costs with much greater precision than had been possible previously. The model incorporated personnel as well as cost projections. For a given total salary budget, management was thus able to place salary increases in levels so as to keep costs to a minimum. As a result, management was able to obtain significant reductions in labor costs. In addition, the model can help by incorporating issues of diversity and inclusion in the workplace. By being able to track where employees would likely be down the line, a fairer distribution could be achieved.

Analisis Efektivitas Program Pendidikan dan Pelatihan dalam Meningkatkan Kinerja Pegawai Rekam Medis

There is an era 4.0 where information and communication technology is maximally utilized. Medical records and registration are written evidence of the service process that contains the patient’s clinical data during the diagnosis and treatment process. Medical record management in hospitals is to support the achievement of orderly administration in order to achieve hospital goals, namely improving the quality of health services in hospitals by conducting education and training programs for employees. The purpose of this study is to measure the extent to which the success of the program, the success of the program objectives, satisfaction with the program, the level of input and output produced and the achievement of overall goals need attention from the organizers of education and training (diklat). This research is a qualitative research using primary data and secondary data. Data collection techniques in this study were through observation and interviews. The selection of informants in this study was carried out using purposive sampling method. The results of this study as what has been conveyed by the three informants can be said that the implementation of the education and training program (diklat) in xyz hospital has not been able to meet its objectives, namely to increase employee motivation, employee productivity, and organizational performance.

Educate Employees About “Promises”

Educate Employees About “Promises”

Office gossip related to gays and lesbians: An ‘otherness’ perspective

Cross-cultural encounters with diverse individuals, such as gays and lesbians, has resulted in these persons often encountering a sense of otherness. Within the workplace context, there exists a preferable cultural identity of heteronormativity, where heterosexual individuals dominate and represent the ‘we,’ while those who are ‘different,’ including gays and lesbians, represent the ‘cultural other.’ The study that informs this article investigated how Black African gay and lesbian people, as the ‘cultural other,’ experience otherness through workplace gossip, and why gossipers engage in such behavior. Using a qualitative research approach comprising semi-structured face-to-face interviews with 18 Black African gay and lesbian persons, in various South African organizations, thematic analysis was the basis for data analysis. Findings suggest that Black African lesbian women at lower organizational levels experience greater marginalization in the form of gossip compared to Black African gay men. Furthermore, the perception among gay and lesbian participants is that gossip related to the sexual orientation of the other is more rooted in the Black African than the White, Coloured and Indian South African communities. It was also found that intersecting identities (socio-economic class; educational qualifications; geographic location) result in marginalized, lower educated employees from Black African townships gossiping to a greater extent about gay and lesbian people, than those with higher qualifications and socioeconomic profiles residing in suburbs. Organizational cultures where people were rooted in religious beliefs produced more intense office gossip than workplace cultures where managers and peers embraced diversity. We recommend that in embracing cross-cultural management practices, training of employees regarding cross-cultural adjustment and understanding the other, will bring positive outcomes in the workplace environment.

Exploring relationships among servant leadership, role clarity and creative self-efficacy

PurposeLeadership is an essential contributor to employee creative self-efficacy, and past research suggests a positive relationship between servant leadership and creative self-efficacy. However, the relationship is complex and contingent upon moderating variables, and this research examines the moderating effect of role clarity by drawing on social exchange theory and social cognitive theory.Design/methodology/approachData collected from a survey among 116 emergency room employees is used to test the research model using moderated ordinary least squares regression.FindingsThe results confirm a positive relationship between servant leadership and creative self-efficacy and suggest a U-shaped relationship between role clarity and creative self-efficacy. Furthermore, role clarity positively moderates the relationship between servant leadership and creative self-efficacy.Research limitations/implicationsThe sample used for this research mainly consisted of highly educated employees within a specific setting. Future research is needed to study if the relationships found in this research can be generalized to other organizational settings.Practical implicationsThis research suggests that leaders can support employees' creative self-efficacy through servant leadership, particularly when coupled with high role clarity.Originality/valueRapidly changing work environments are characterized by decreased role clarity, so attention is needed to its moderating role on the relationship between servant leadership and creative self-efficacy.

Change in attitudes and beliefs about implicit bias education: a demonstration among members of a police department

ABSTRACT Law enforcement organizations invest in ongoing education of employees on various topics concerning diversity, equity and accountability. Such education is designed to ensure the highest levels of performance and to earn the trust of the public. Traditional approaches to education, however, have proved challenging. The effectiveness of what passes as “training” is unregulated, and negative attitudes and beliefs about mandatory educational programs themselves may sabotage any possible benefits for policing. Utilizing a 2-wave, pre-/post-education panel design (N = 263), we demonstrate significant, even dramatic attitude and belief change among members of a police department concerning the value and importance of implicit bias education. That the program succeeded in promoting positive attitudes and beliefs offers a possible path forward given that law enforcement desires a rational, science-based approach to improving professional conduct and police-community relations, and given increased demands for implicit bias education as a component of police reform. Self-reported attitude change is most emphatically not an indication of reduction in bias in the trenches of policing. Nevertheless, positive shifts in attitudes and beliefs about bias education is a notable step forward as it likely reduces resistance to procedures and policies for individual and institutional reform that might otherwise remain elusive.

Cybersecurity 4.0: safeguarding trust and production in the digital food industry era

The food industry is vital manufacturing sector globally, with an ever-increasing reliance on digitalisation and technology-driven processes. However, this advancement introduces inherent cyberattack risks, encompassing data breaches and system disruptions, which can severely impact production and disrupt the entire food chain. Consequently, cyber threats can evoke fear and mistrust among consumers, potentially tarnishing a company's brand. This paper presents a comprehensive research methodology, including an extensive literature review and a detailed survey, aimed at assessing the current state of cybersecurity within the food industry. The problem at hand is the industry's apparent lack of robust cybersecurity measures to protect against the growing threat landscape, which this research aims to address. Our findings reveal a clear gap in cybersecurity preparedness within the food industry, with potential vulnerabilities that could be exploited by cyber adversaries. In response, we propose a specialised security framework designed to mitigate these risks. The framework is built upon a thorough analysis of the industry's existing cybersecurity posture and the identification of both current and emerging cyber threats. The contribution of this research relies in the development of a security framework that strengthens the industry's cyber defenses, thereby enhancing its competitive advantage. The framework emphasizes the importance of continuous employee education and training as a cornerstone for improving the security environment. Enhancing the security environment through ongoing employee education and training is crucial for fostering consumer trust and enabling seamless growth within the industry. By adopting a proactive approach to cybersecurity, the food industry can ensure the sustainability and reliability of its operations in the face of evolving cyber threats.

Which employers pay a higher college wage premium?

PurposeThe authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.Design/methodology/approachThe authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.FindingsThe authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.Originality/valueThe authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

Designing an Ethically-Oriented Management Model for Employee Education Development in Higher Education Using Grounded Theory (Case Study: Free Universities of Mazandaran Province)

Purpose: One of the modern management approaches that has received significant attention and has addressed the weaknesses and problems of traditional management models is ethically-oriented management. Therefore, the purpose of this research is to design an ethically-oriented management model to enhance employee education in higher education, utilizing grounded theory in the free universities of Mazandaran province. Methodology: The nature of this study is exploratory and utilizes qualitative data. The research population consists of management experts and professors with management experience in the free universities of Mazandaran province. The researcher employed the snowball method to achieve theoretical saturation after conducting interviews with 13 experts and opinion leaders. Qualitative data were collected through structured interviews and analyzed using the qualitative method of grounded theory. Findings: Causal factors influencing ethically-oriented management for the development of employee education include personal characteristics, psychological capability, job identity, and organizational communications. Contextual factors include organizational ethics, organizational foundations, organizational justice, and leadership roles. Influential intervening factors include political, executive, infrastructural, and cultural factors. Additionally, three core phenomenon components have been identified and reported: ethical educational leadership skills, ethical literacy, and instructional design. Resulting strategies include external and internal university strategies, formal and informal strategies. Lastly, outcomes include structural development, educational development, communicational development, and performance development. Conclusion: This research began with the aim of achieving an ethically-oriented management model for the development of employee education in higher education using grounded theory and has completed its evolutionary journey through qualitative methods, resulting in a model. Finally, recommendations derived from the researcher's experiences are presented.

Employee education, labor protection intensity and auditor risk perception.

Prior literature finds senior executives can influence auditor decision making. However, few studies have discussed the impact of employee's personal characteristics. Our research aims to fill the above research gaps by examining the impact of employee level education on audit costs. Taking A-share listed companies in Shanghai and Shenzhen from 2006 to 2021 as the research object, this paper examines the impact of employee education on audit fees. It is found that highly educated employees can effectively reduce the audit fees borne by the company, but the implementation of the Labor Protection Law weakens this inhibitory effect. In the case of low marketization level and weak Confucian culture intensity, employee education level has a more significant inhibitory effect on audit fees of listed companies. This study provides a basis for empirical research on the impact of employee attributes on auditor decision making, provides a new research perspective on the impact of labor protection law at the corporate micro level, and enriches the theoretical research on corporate governance rooted in traditional Chinese culture. We contribute to the practice that implications for evaluating the effectiveness of adopting labor protection.

ФІНАНСОВА БЕЗПЕКА ВІДНОСИН ІНОЗЕМНОГО ІНВЕСТОРА З УПРАВЛІНСЬКОЮ КОМПАНІЄЮ В ПАРАДИГМІ «АСИМЕТРІЇ ІНФОРМАЦІЇ» ТА «МОРАЛЬНОГО РИЗИКУ»

The article is devoted to scientific analysis and characterization of the foreign investor's (the subsidiary owned by such investor) relations with the management company. The high level of information asymmetry and moral risk in relations between foreign investors and management companies was emphasized. The main advantages and disadvantages of transferring the functions of the executive body to the management company were highlighted (more effective management – on the one hand and higher risks of breaching non-compete or non-disclosure rules, higher expenses – on the other hand). The current state of legislative regulation of the status of the management company was analyzed. It was suggested to enshrine recommendations in legal acts regarding: financial indicators (the size and the form of payment of the share capital, the volume of net assets, indicators of financial stability and sustainability), qualification, skills, experience, and education of employees, premises, technical and software indicators, non-compete and non-disclosure rules, which the management company should meet. Institutional analysis of the agreement on transferring the functions of the executive body to the management company was carried out, main distinctions of this kind of agreement from the agency agreement, the mandate contract, the service agreement, and the property management contract were explained. It was proposed to determine the agreement on transferring the functions of the executive body to the management company as the business-law contract, according to which the legal entity-management company undertakes to provide managerial services for the company, to perform the functions of the executive body, stipulated by the corporate legislation and the charter of the company, is empowered to dispose the property and to make transactions on behalf and in the interests of the company, and shall receive payments for such services from the company. Practical recommendations regarding improvement of legal regulation of relations with the management company were given in order to increase the investment attractiveness of Ukraine.

Labor market impacts and human resource management practices

The purpose of this paper is to examine how impacts from the labour market affect human resource management (HRM) practices in Croatian manufacturing companies. The goal of this paper was to find out do companies acknowledge labour market impacts; with what intensity mentioned impacts are related to HRM practices and do companies have developed practices of dealing with such issues. The research was conducted during 2021 and 2022 on the sample of 31 large Croatian manufacturing companies. Four labour market impacts were observed: population ageing, deficiency of vocationally educated employees, deficiency of highly educated employees in specific deficit occupations, automation and robotization, and young employees’ characteristics. The results showed that the companies did not acknowledge the presence of these impacts and/or did not react adequately to them by specially designed HRM practices. Since the research on relationship between labour market impacts and HRM practices are rare in the Croatian context, and wider, the insights of this paper could be a unique contribution to new knowledge enhancement. This paper showed that the companies’ acknowledgment of certain negative labour market impacts was poor and accordingly have undeveloped strategic HRM. The stated results are not in accordance with the theoretical assumptions and data on the unfavourable impacts from the labour market in Croatia. A pro-active approach of companies was expected in the application of various activities available to them, in the form of their independent practices, and in the use of stimulating legislation, which was also not determined by the results of this research. The reasons for this should be determined by some future research, with the expectation that there have been some recent changes in this area. The small research sample oriented only on one industry and only one country is the first research limitation. Additional limitation is the self-created questionnaire and self-reported measures. The cross-sectional analysis is also a research limitation. The awareness of these limitations could be additional base for further research in order to clarify the meaning and importance of strategic HRM.

PRINCIP ZERO WASTE U FUNKCIJI POVEĆANJA EKONOMSKOG RAZVOJA U HOTELSKOM POSLOVANJU

The aim of this research is to determine the impact of implementing the Zero Waste strategy on economic benefits in the hotel industry of the Republic of Serbia. A quantitative methodology was employed, comprising a survey among managers from various hotels, combined with statistical data analysis to verify hypotheses. The results indicate that investments in employee education, effective waste management policies, and investments in sustainable technologies significantly contribute to profit enhancement. This research contributes to the theoretical understanding and practical application of the Zero Waste strategy in the hospitality sector, providing evidence supporting the economic and environmental value of sustainable practices.

Insider Perspective: Streamlining Life Science Corporate Training by Embracing AI

In this dynamic exploration of the transformative impact of generative AI in the field of adult learning and employee education, the author, a seasoned professional at MilliporeSigma, sheds light on the rapidly evolving landscape of biotechnology. Emphasizing the pivotal role of employees, the article outlines the challenges faced by commercial sales professionals in keeping abreast of the ever-expanding knowledge landscape. The introduction of generative AI, represents a step change in creating efficient training materials at enterprise scale by enabling a shift in the role of high-value SMEs from content creators to reviewers.

Features of the demand for specialists in the labor market in the sphere of physical education and sports of the Russian Federation

The present investigation aims to evaluate the labor market indicators and qualitative characteristics of the need for specialists in the physical culture and sports industry of the Russian Federation. This study based on the analyze of official government statistics about staff persons in the physical culture and sports and data gathered from a questionnaire survey of organizations operating in the physical culture and sports in 59 regions of the Russian Federation. “Saint-Petersburg scientific-research institute for physical culture” (SPbNIIFK) carried out the survey in 2023 with the participation of 674 state and municipal organizations. The survey conducted using specialized software and a survey web service created by SPbNIIFK’s employees to collect, process, and analyze the data. The research revealed regional differences and indicators of the labor market with the identification of trends in demand for specific qualifications. The collected data may be used to support government and municipal management on personnel policy issues, to create suggestions for employers on attracting skilled personnel, inform job seekers and employees in the physical education and sports about trends in demand for various specialties, and to improve their market labor competitiveness.

The impact of social capital on the public general education governance

Scientists from a variety of disciplines have recognized social capital as a valuable resource in Vietnam since the early 2000s; nevertheless, this kind of capital can only exist when it is observable and the benefits of social capital can be quantified (Uphoff & Wijayaratna, 2000). As seen by the poor engagement in social activities and social media networks, social capital is actually very restricted in Vietnam’s state general education schools. This makes it difficult to raise the standard of instruction and learning objectives. This study aims to investigate the influence of social capital on the advancement of public general education. By analyzing the structural equation model (SEM), the study’s survey method uses a questionnaire with a scale of 488 teachers and employees in public general education. As shown in the result, social capital impacts not only directly and positively but also indirectly on the development of public general education through intermediary factors such as in-school knowledge transfer, school brand, and training service quality. The study makes several recommendations to increase social capital in order to set the groundwork for the growth of public general education in Vietnamese schools, based on these findings.

Changes in Higher Education and Well-being of Academic Employees: Storylines from Higher Education Academic Employees in Ghana

Changes in Higher Education and Well-being of Academic Employees: Storylines from Higher Education Academic Employees in Ghana

ІНТЕГРАЦІЯ ЦИФРОВИХ ІНСТРУМЕНТІВ В УПРАВЛІННЯ ПЕРСОНАЛОМ: ПІДВИЩЕННЯ ПРОДУКТИВНОСТІ РОБОТИ ЧЕРЕЗ ІННОВАЦІЇ

The article is devoted to the study of digital personnel management tools as another method of increasing labor productivity in the context of global remote work. The article analyzes the latest research and publications on the theory and practice of personnel management, highlighting the growing scientific interest in modern technologies of personnel management and the role of digital tools in this process. The directions of integration of digital tools in personnel management were analyzed and methods of implementation were determined. The work presents the main directions and possibilities of using digital technologies to increase the efficiency of personnel management, in particular through computerization, the Internet as a business environment, the use of information technologies for full technical and information support of management processes. Special attention is paid to distance learning and staff development using various digital tools, such as e-learning, m-learning, u-learning, f-learning and blended-learning, which allow to improve the quality of education and training of employees. Issues of typology of digital learning tools, involvement of employees in the digitalization process and improvement of their qualifications are also covered. According to the results of the study, specific methods of integrating innovative digital tools are given in order to optimize the working time of management personnel, which in turn leads to an increase in the provision of information and prompt response to challenges that do not allow the enterprise to work as a single whole organism with the most optimized internal mechanisms. For each of the methods of integration of digital personnel management tools, possible ways of their implementation in the conditions of accelerated digital transformation and implementation of innovations in this direction are determined. The article calls for further research in the field of implementation of innovative digital technologies in personnel management, which opens up new perspectives for increasing labor productivity and the efficiency of the enterprise as a whole.

Unveiling Excellence: An Appreciative Inquiry with Performing Secondary Schools in Region IV-A CALABARZON

The full implementation of the Results-based Performance Management System (RPMS) in the Philippines has significantly heightened the motivation among Department of Education (DepEd) employees to achieve high-quality school performance for 21st-century students. This study sought to uncover the most effective leadership styles and techniques contributing to high performance by examining the insights, experiences, and factors shared by successful secondary school administrators. Using a descriptive-qualitative methodology (DQM) based on the Appreciative Inquiry (AI) 4-D cycle, the study evaluated five purposefully selected secondary schools in Region IV-A CALABARZON. Relevant data were acquired using structured interviews, focus group discussions, on-site observations, and document analysis. Thematic analysis was used, which included data familiarization, coding, and theme development. The study found that high-performing schools excelled in financial stewardship, process efficiency, leadership, and learning and growth. Key contributing factors include assertive leadership styles, innovation, explicit direction, and humane approaches; high-point experiences such as shared responsibility, community responsiveness, passion for teaching, and specialized curricula; and alternative and innovative techniques. The schools’ best practices were determined to be important in promoting learners’ holistic development, with both mental and physical well-being.

Ensuring the environmental safety of technogenic objects based on green standards

A certification in accordance with ISO 14 001 and EMAS allows the impact of economic activities on ecosystems to be understood and assessed, as well as environmental goals and objectives to be set. The effects of environmental management systems (EMS) largely depend on how companies decide to use them after certification. In this regard, the author explores issues, related to the use of ISO 14 000 and EMAS standards for improving the environmental safety of companies. The methodology is presented in the form of an environmental standardisation model and various levels of the company environmental certification. The importance of environmental education of employees and a positive organisational climate is explained. However, the introduction of environmental management systems does not always lead to improved environmental performance of companies. Some companies focus on formal criteria. Nevertheless, EMS, environmental auditing and the principles of ISO 14 000 can help companies reduce their negative impact on the environment and increase their competitiveness. In a situation of uncertainty, the organisational climate, especially the attitude of employees towards the environment and environmental values, is of a priority importance for the implementation of the EMS objectives. Problems, associated with an ambiguous interpretation of standard requirements, were identified. It is recommended to pay attention to the creation of a positive organisational climate for successful environmental certification. In addition, there is a need for a more accurate assessment of the environmental activity effectiveness with a clear formulation of the requirements to standards and a control over their implementation.