Employment Agencies Research Articles

Risk and subjective rationality as decision-making factors in the professional activity of Police Officers

The relevance of the study is conditioned by the lack of development of the problem of forming the decision- making ability at the stage of professional training and the need to improve the modern daily practice of future law enforcement officers to ensure the accuracy and timeliness of decisions made against the background of a constant increase in the volume and complexity of incoming information. The purpose of the study was to determine the conceptual basis for the influence of subjective rationality and risk readiness in the decision- making system in the professional activities of police officers. The paper uses the method of comparative and correlation analysis, and statistical analysis of primary data. According to the results of the study, significant correlations were established between rationality and risk factors in decision-making among police officers in groups with different levels of experience and professionalism. The current study focuses on intra-group variations in risk maximisation and the use of rational traits, particularly vigilance, procrastination, avoidance, and over-vigilance in decision-making. These psychological phenomena are explained by studying the main group of law enforcement officers (n=116), divided by the sample according to the criterion of experience in practice (n=59, n=57). A significant difference and psychological difference in the decision-making process component was found between groups with and without practical work experience in law enforcement. This provides an opportunity for further expansion and development in this area, defining the main approach to creating professional skills, forming the ability to make decisions in law enforcement officers without practical experience, and consolidating the basic skills of law enforcement officers with practical experience. The practical significance of the study lies in the prospect of developing psychocorrective programmes and trainings aimed at various employees of law enforcement agencies, depending on the practical experience gained and the area of activity. The research materials can be used in the process of optimising the educational process in professional institutions

Machine Learning Ensemble Modelling for Predicting Unemployment Duration

Predictions of the unemployment duration of the economically active population play a crucial assisting role for policymakers and employment agencies in the well-organised allocation of resources (tied to solving problems of the unemployed, whether on the labour supply or demand side) and providing targeted support to jobseekers in their job search. This study aimed to develop an ensemble model that can serve as a reliable tool for predicting unemployment duration among jobseekers in Slovakia. The ensemble model was developed using real data from the database of jobseekers (those registered as unemployed and actively searching for a job through the Local Labour Office, Social Affairs, and Family) using the stacking method, incorporating predictions from three individual models: CART, CHAID, and discriminant analysis. The final meta-model was created using logistic regression and indicates an overall accuracy of the prediction of unemployment duration of almost 78%. This model demonstrated high accuracy and precision in identifying jobseekers at risk of long-term unemployment exceeding 12 months. The presented model, working with real data of a robust nature, represents an operational tool that can be used to check the functionality of the current labour market policy and to solve the problem of long-term unemployed individuals in Slovakia, as well as in the creation of future government measures aimed at solving the problem of unemployment. The measures from the state are financed from budget funds, and by applying the appropriate model, it is possible to arrive at the rationalization of the financing of these measures, or to specifically determine the means intended to solve the problem of long-term unemployment in Slovakia (this, together with the regional disproportion of unemployment, is considered one of the most prominent problems in the labour market in Slovakia). The model also has the potential to be adapted in other economies, taking into account country-specific conditions and variables, which is possible due to the data-mining approach used.

Դրվագներ Կովկասի Հայոց բարեգործական ընկերության գործունեությունից (1914 թ․ սեպտեմբեր – 1915 թ. հունիս)

Following the outbreak of World War I, the Caucasian Armenian Benevolent Society (CABO) and its associated Armenian Central Committee (ACC) were reorganized to align with military and political considerations. The organization broadened its range of activities, in-cluding the establishment of hospitals for wounded soldiers, assistance for the loved ones of war victims, and support for refugee settlers. In 1914-1915, CABO branches carried on with their activities regardless of the war situa-tion. Institutions like orphanages, schools, and employment agencies were established by CA-BO and ACC. With the financial aid of the ACC and the initiative of Princess M. Tumanyan, Vice-President of the Charitable Society, CABO created workshops for refugees and the first charitable tea house "Cup of Tea" in the region. The funds generated were employed to sup-port the Armenian Hospital and immigrant refugees. A "Charity and Charity" day was also organized with the support of the ACC. In Novem-ber 1914 and the initial months of 1915, CABO and the ACC offered aid to around 100,000 war refugees by providing shelter, sustenance, and medical treatment. They additionally ma-naged the rescue, upkeep, and education of Armenian orphaned children who were left with-out guardians. Furthermore, they helped to reconstruct the destroyed homes and households of the refugees, repatriating them to their hometowns.

Talent management and sustainable performance in travel agents: do green intellectual capital and green servant leadership matter?

ABSTRACT Talent management (TM) can contribute to improving sustainable business performance in the face of a competitive and socially responsible environment. The use of TM to improve tourism staff skills and motivation is contentious, given such jobs are seen as routine and low-paid. Indeed, the precise processes through which TM techniques support sustained performance outcomes in tourism enterprises requires examination. This paper provides empirical evidence for the impact of TM practices on sustainable organizational performance (SOP). This effect of TM on performance is mediated by green intellectual capital (GIC). The moderating role of green servant leadership (GSL) on the link between GIC and SOP is also examined. PLS-SEM was employed to analyze 327 responses collected from travel agencies employees in Egypt. The results reveal that as expected, TM practices have significant effects on GIC, which in turn significantly impacts SOP. The mediating role of GIC on the relationship between TM practices (apart from talent retention) and SOP is supported. However, the moderating role of GSL is not confirmed. These results demonstrate the importance of an inclusive approach to developing staff, leading to intellectual capital and improved organizational sustainability. The study highlights the importance of strategic workforce planning and succession management.

Self-affirmation increases reemployment success for the unemployed

Losing a job is one of life's most stressful events. Furthermore, maladaptive reactions to unemployment can trap people in a vicious cycle that derails their reemployment efforts. The current research tested whether a brief values-based self-affirmation intervention increases the odds of reemployment after a job loss and during unemployment, which presumably breaks this vicious cycle. Two field experiments, including one with a governmental employment agency, found that a 15-min self-affirmation exercise-i.e., reflecting on one's most important values-increased key employment-related outcomes after 4 wk, including the probability and speed of reemployment and the number of job offers. Because the ordeal of job loss and the probability of reemployment may be particularly challenging for individuals above the age of 50 y, we also explored whether the intervention was equally effective for those above and below 50 y of age. Demonstrating the generality of this effect, the efficacy of the intervention did not differ between individuals below and above the age of 50, and it was also effective for both recently unemployed and chronically unemployed individuals. Because self-affirmations have more typically been tested in educational contexts, the current research demonstrates the wide-ranging value of this intervention. By diminishing the vicious cycle of unemployment, the present studies show how a simple self-affirmation intervention can help individuals succeed in the labor market.

Unpacking the effects of burdensome state actions on citizens' policy perceptions

AbstractAdministrative burdens appear to influence citizens' perceptions of welfare policies and attitudes toward beneficiaries. However, empirical evidence that has disentangled different state actions' effects on policy perceptions is scarce. We applied a 2 × 2 × 2 factorial survey experiment and manipulated the conceptually distinct state actions implemented in German unemployment benefits. We investigated whether and how exposure to learning demands, compliance demands, and sanctions affected citizens' prejudices against beneficiaries, policy support, and perceived legitimacy. The results from a sample of 1602 German citizens indicate that those confronted with program sanctions exhibit less policy support and expect higher policy spending. Similarly, sanctions decreased the Federal Employment Agency's perceived legitimacy. These results have implications for administrative burden and policy feedback research. Distinguishing different state actions provides nuances to assess policy feedback effects. Practitioners should consider whether program sanctions are necessary because they evoke unintended policy feedback effects.

노인일자리전담기관 사회복지사의 조직공정성과 이직의도의 관계에서 직무만족과 직무소진의 매개효과

The study purpose is analyzing the relationship between organizational justice and turnover intention and the mediating effect
 of job satisfaction and job burnout of social workers in senior employment agencies. A survey was conducted on 248 social workers of
 26 agencies in Daejeon and Chungcheong provinces. The main analysis methods are confirmatory factor analysis/structural equation modeling.
 The analysis results are as follows: Firstly, all the paths between the main variables of this study are significant. Secondly, it is analyzed
 that the mediating effect of job satisfaction and job burnout is significant in the relationship between organizational justice and turnover
 intention of social workers in the agency. Based on the analysis results, practical measures to reduce social workers’ turnover intention
 and to effectively promote the senior employment and social activity support programme are as follows: Firstly, to increase organizational
 justice, it is necessary to reduce the ratio of non-regular workers, involve social workers in organizational decision-making, and form
 organizational culture of smooth communication. Secondly, for improving job satisfaction, it is desirable to strengthen ethical awareness,
 support for self-development, and support for emotional labor. Thirdly, it is important to provide appropriate supervision and operate a
 family-friendly institution to alleviate job burnout. I hope that researches on field measures to decrease the turnover intention of the workforce
 of the senior employment agency will continue.

Opportunities to Improve Tobacco Control for State Agency Employees.

The aim of the study is to explore tobacco-related knowledge and perceptions at Washington State (WA) agencies. The study used a cross-sectional employee survey and qualitative focus groups with managers/supervisors. We produced descriptive statistics to examine differences in awareness and perceptions of tobacco-control efforts among employees and conducted a rapid thematic analysis of focus group data. Of employees, only 18% with a history of tobacco use had used their agency's cessation benefits. Employees who did not use tobacco and who had higher education had more favorable attitudes toward tobacco-control efforts. In the focus groups, manager/supervisors described limited tobacco cessation promotion at their agency, barriers to tobacco control implementation, and concerns about the perceived effectiveness of additional tobacco-control efforts. State agencies should increase promotion of tobacco control policies and programs to increase awareness and reduce disparities in tobacco use.

Influence of Work Environment, Leadership and Reward Employee Performance Research and Development Agency Musi Rawas Regency

Research conducted at the Musi Rawas District Research and Development Agency aims to see whether there is an influence on the work environment, leadership and rewards on the performance of Musi Rawas District Research and Development Agency employees. Where the data analysis in this study uses multiple regression analysis. From 42 questionnaires distributed to all employees of the Musi Rawas Regency Research and Development Agency, the following research results were obtained: 1) the p-value for the work environment variable (X1) of 0.0001 < 0.05 shows that H1 is accepted, namely the Work Environment has a significant partial effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 2) the p-value for the leadership variable (X2) of 0.0000 < 0.05 shows that H2 received, namely Leadership has a significant partial effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 3) the p-value for the reward variable (X3) of 0.0453 < 0.05 shows that H3 is received, namely Reward has a partial significant effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 4) and the Prob value (F-statistic) of 0.0000 < 0.05 shows that H4 is accepted, namely the Work Environment, Leadership and Reward have a significant effect simultaneously on the Performance of Musi Rawas District Research and Development Agency Employees.
 Research conducted at the Musi Rawas District Research and Development Agency aims to see whether there is an influence on the work environment, leadership and rewards on the performance of Musi Rawas District Research and Development Agency employees. Where the data analysis in this study uses multiple regression analysis. From 42 questionnaires distributed to all employees of the Musi Rawas Regency Research and Development Agency, the following research results were obtained: 1) the p-value for the work environment variable (X1) of 0.0001 < 0.05 shows that H1 is accepted, namely the Work Environment has a significant partial effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 2) the p-value for the leadership variable (X2) of 0.0000 < 0.05 shows that H2 received, namely Leadership has a significant partial effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 3) the p-value for the reward variable (X3) of 0.0453 < 0.05 shows that H3 is received, namely Reward has a partial significant effect on the Performance of Musi Rawas Regency Research and Development Agency Employees, 4) and the Prob value (F-statistic) of 0.0000 < 0.05 shows that H4 is accepted, namely the Work Environment, Leadership and Reward have a significant effect simultaneously on the Performance of Musi Rawas District Research and Development Agency Employees.

“If Another Person Says, ‘You’re So Articulate,’ So Help Me”

Few studies have examined the nature of microaggressions experienced by employees of human service agencies. This exploratory study identified the types of microaggressions that women and non-binary people of color experience within their agency settings. Narrative data were collected using a web survey. The survey consisted of two instruments, both developed by the researcher--a non-categorical demographic questionnaire and a survey that asked participants about their experiences of four types of workplace microaggressions. The sample consisted of 52 self-identified women and non-binary people of color employed by non-profit agencies or governmental departments providing human services in the United States. Data were analyzed by applying interpretive phenomenological analysis (IPA) and a constant comparative approach, generating three overarching themes: (a) misperceptions of identity or circumstances, (b) navigating racial stereotypes, and (c) racialized objectification. Findings stress the importance of addressing microaggressions among employees to foster inclusive workplaces and the salience of race/ethnicity as a targeted identity in the human service professions. Recommendations include the development of workplace policies that create clear and effective avenues for addressing subtle discrimination. Individual social workers can effectively implement these policies by acknowledging, validating, and ultimately reducing unintended harm to colleagues.

Judge rules against former transportation agency employee

Age discrimination

The Effect of Homesickness to Employee Performance with Work Stress as a Mediation Variable at Social Security Administrator for Employment (BPJS Ketenagakerjaan) Office Area in Central Java and Special Region of Yogyakarta

The purpose of this study was to analyze the effect of homesickness on employee performance with work stress as a mediating variable at Social Security Administrator for Employment in Central Java and Daerah Istimewa Yogyakarta Regional Offices. This study uses a quantitative method with a causal research type. Data used primary data collected through questionnaires and secondary data through literature. The population used was all permanent employees of Social Security Administrator for Employment (BPJS Ketenagakerjaan) in the regional offices of Central Java and Daerah Istimewa Yogyakarta Regional Offices, totaling 566 employees, were taken a sample of 200 employees with simple random sampling technique. The research instrument used a questionnaire with a Likert scale. The data analysis includes validity, reliability, normality, linearity, T test, R2 test, and mediation test (Sobel test). The results showed that homesickness has a negative and significant effect on employee performance, homesickness has a positive and significant effect on work stress, work stress has a negative and significant effect on employee performance, work stress can be used as an intervening variable in the relationship between homesickness and employee performance. The effect of work stress as an intervening variable between homesickness and employee performance is smaller than the direct effect between homesickness and employee performance. Determining work placement, visiting homes regularly, and family gathering can be used as solutions to this research problem. Further research that can be done is the addition of other variables that can affect employee performance. Keywords: homesickness; employee performance; work stress; BPJS Ketenagakerjaan (Social Security Administrator for Employment)

Leadership And Cummunication Quality Affect Performance With Organizational Culture As An Intervening Variable

This study examines the practice of human resources on leadership styles, communication, and performance of employees of local tax management agencies in Indonesia. This study also investigates the intervening role of organizational culture in the relationship between human resource practice, leadership style, communication, and employee performance of tax management agencies in Indonesia. This article has used a questionnaire to collect data and smart-PLS to examine the relationship between variables. The results show that the sub-structure equation shows that leadership and communication quality partially affect organizational culture, and in the leadership structure equation, communication quality and organizational culture have a positive effect on employee performance, but the leadership variable has a very dominant influence on local tax management agencies in Indonesia. Indonesia. The findings also show that organizational culture is a significantly strong intervening between leadership and communication quality on the performance of employees of local tax management agencies in Indonesia

Analisis Strategi Penanganan Keluhan dan Kepuasan Konsumen pada Toko Lantikya Store Jombang

Complaint is a feedback or feedback given by consumers for the service they have received. Complaints given by consumers usually arise from dissatisfaction with the services provided by company or agency employees. Satisfaction is someone's pleasure or disappointment that occurs after a comparison of product performance is set based on expected performance. Lantikya store is a store engaged in the sale of office stationery items (ATK), galleries, accessories, baby shops, children's toys, and many more. Lantikya Store often finds consumer complaints in the form of unsatisfactory service and empty items that consumers are looking for. Sales assistants at the Lantikya store have their own way of dealing with consumer complaints, while this research was conducted to analyze the strategies employed by the Lantikya store employees when they received complaints, as well as benchmarks for consumer satisfaction. The method used in this research is descriptive qualitative research method. The results of this research are data obtained from several strategies carried out by employees of the Lantikya store when they find consumer complaints, namely listening, apologizing and providing solutions to these consumers. As well as measuring consumer satisfaction can be seen from its loyalty.

Penyelesaian Perselisihan Hubungan Industrial yang Disebabkan oleh Hak Atas Upah Lembur di PT Tirta Investama Kabupaten Langkat Dihubungkan dengan UU No 2 Tahun 2004

In connection with the dispute that occurs between the rights of overtime pay experienced by workers or laborers at PT. Tirta Investama Langkat Branch, workers are entitled to receive wages that should be received by workers but in the opinion of workers this has not been optimally fulfilled by the company. However, the company denied it and was of the view that so far they had optimized wages for their workers. Based on this phenomenon, the formulation of the problem in this study is (1) What is the background of the existence of disputes between employers and workers at PT. Tirta Investama Langkat which is connected with Law no. 2 of 2004?, (2) What is the process for resolving industrial relations disputes that occur between employers and workers at PT. Tirta Investama Langkat? This research used a normative juridical approach using a strategy based on the main legal materials by examining various concepts, theories, legal principles, and laws and regulations that have relevance to this research through research specifications, namely analytical descriptive. Primary and secondary law-based data sources adapted to laws and regulations and several books related to overtime pay rights through analysis of data use, namely analyzing qualitative data. The conclusions obtained from the research results of industrial relations dispute resolution processes are due to differences of opinion regarding overtime pay rights between workers and PT. Tirta Investama Langkat with settlement steps through a Bipartite process based on Law Number 2 of 2004 but did not obtain results, so it was continued with the Mediation stage with the mediator, namely the North Sumatra Provincial Employment Office. 
 Keywords: industrial relations disputes, worker’s right, wages, mediation

THE NEXUS BETWEEN RECRUITMENT AND SELECTION PRACTICES AND BUSINESS PERFORMANCE OF NIGERIAN SMALL AND MEDIUM-SIZED MANUFACTURING ENTERPRISES

This paper examined the relationships between recruitment and selection practices with business performance in the manufacturingsector using the Small and Medium Enterprises (SMEs) in the Lagos metropolis as the unit of analysis. It identified employee referral,job vacancy advertisement, employment agency and employee promotion as the most commonly used recruitment and selectionpractices in the manufacturing SMEs’ environment. The study made use of a questionnaire administered to 288 respondents and the results obtained showed that the vacancy advertisement and employment agency have a moderate relationship with business performance while employee promotion has a weak relationship with business performance while employee referral has a negative relationship with business performance. Regression results also indicated a positive relationship between combined recruitment and selection practices and business performance. It was concluded that the management of SMEs should prioritise employment agency among the recruitment and selection practices since it was found to have a more decisive influence on business performance. Thus, having the patronage of the employment agency with sound personnel policies that will be costeffective and outline human resource requirements is recommended.

Pengaruh Keselamatan dan Kesehatan Kerja, Lingkungan Kerja terhadap Produktivitas dengan Kepuasan Kerja sebagai Variabel Intervening pada karyawan Dinas Perdagangan dan Perindustrian (Disdagperin) Kabupaten Pati

This study aimed to analyze the effect of occupational safety and health, work environment on productivity with job satisfaction as an intervention at the Department of Trade and Industry (Disdagperin) Kab. Pati. The sampling method used purposive sampling with the calculation of the Slovin formula, a sample of 132 respondents was obtained. The data analysis method used in this study is SEM PLS analysis using the SmartPLS statistical test version 3.2.9. The results of the analysis of this study indicate that occupational safety and health directly and the work environment have a positive and significant effect on job satisfaction of employees of Disdagperin Pati. Directly, occupational safety and health, work environment and job satisfaction have a positive and significant impact on the productivity of the Pati Industry Industry and Trade Agency employees. Indirectly, occupational safety and health, work environment has a positive and significant effect on productivity through job satisfaction as an intervening variable.

Linking information on unemployment benefit sanctions from different datasets about welfare receipt: proceedings and research potential

AbstractMost studies on benefit sanctions within the German welfare system rely on established datasets about welfare receipt. This paper analyzes how using a dataset from the operational system of the German Federal Employment Agency for processing welfare claims can contribute to further research on benefit sanctions. For this purpose, I use a random sample of welfare recipients with at least one sanction between 2016 and 2018. First, this allows the detailed analysis of time lags between different steps in the sanction process. Second, linking this dataset with established datasets allows the identification of imposed sanctions for which sanction periods could not be (fully) implemented. This is largely explained by individuals leaving the welfare system between sanction events and sanction periods, e.g., by taking up employment. Third, the paper shows differences in benefit cuts across subgroups. This opens up paths for future research.

Impacts of Daily Life and Job Satisfaction on Social Participation of Persons with Visual Impairment.

This study is aimed at providing baseline data for improving the social participation of persons with visual impairment by verifying the impacts of daily life satisfaction and job satisfaction on their social participation. This study utilized data from the 5th survey of the 2nd wave of the Panel Survey of Employment for the Disabled (PSED) provided by the Korea Employment Agency for Persons with Disabilities (KEAD). Of the 511 persons with visual impairment who participated in the panel survey, 151 people who met the inclusion criteria were selected as the research subjects. This study compared social participation, job satisfaction, and daily life satisfaction, which were validated by experts' review, consulting, and research at the KEAD. Daily life satisfaction and job satisfaction of persons with visual impairment had positive correlations with social participation. Job satisfaction had a statistically significant impact on social participation. Additionally, the stability of employment and monthly income were the variables affecting social participation. The result drawn in this study can be applied as basic data related to the social participation of people with visual impairment.

Unwanted Recommendation

Abstract: In performance appraisal processes, corporations face the problem that the subjective ratings of employee performance tend to be largely biased toward being too favorable and too homogeneous. Drawing on prospect theory, we conceptualize below-average employee ratings as perceived losses and suggest that the proportion of such ratings increases under a recommended rating distribution because of a higher rating dispersion. The perceived losses may decrease employees’ organizational commitment, job satisfaction, and cooperation while increasing their turnover intentions. Using a large-scale, dual-source proprietary panel dataset from the German Federal Employment Agency, we show that a recommended distribution rating system is negatively related to organizational commitment, while job satisfaction, turnover intentions, and cooperation are unaffected when considering the whole sample. Post-hoc analyses reveal that the adverse effects appear in employees without managerial responsibility, while employees with managerial responsibility remain unaffected by the recommended distribution rating system.