Employment Agencies Research Articles

MANDATORY INTEGRATION AGREEMENTS FOR UNEMPLOYED JOB SEEKERS: A RANDOMIZED CONTROLLED FIELD EXPERIMENT IN GERMANY

AbstractIntegration agreements (IAs) are contracts between the employment agency and the unemployed, nudging the latter to comply with rules on search behavior. We designed and implemented a randomized controlled trial involving thousands of newly unemployed workers, randomizing at the individual level both the timing of the IA and whether it is announced in advance. Administrative records provide outcomes. Novel theoretical and methodological insights provide tools to detect anticipation and suggest estimation by individual baseline employability. The positive effect on entering employment is driven by individuals with adverse prospects. For them, early IA increase reemployment within a year from 53% to 61%.

Developing a Customer Satisfaction Model for Non-Wage Recipients at BPJS Employment Office, West Kalimantan Province

This study aims to develop a customer satisfaction model for BPJS Employment participants who are non-wage recipients (BPU) in West Kalimantan Province. The research focuses on the impacts of Customer Relationship Management (CRM), service quality, government role, and customer trust on participant satisfaction. Using a quantitative methodology with Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 384 respondents was analyzed. Findings indicate that CRM and service quality are significant factors in customer satisfaction, with customer trust enhancing these effects. The government’s role further moderates satisfaction, suggesting policy and regulatory support are essential for public sector service providers.

The Influence of Financial Report Quality on Performance Accountability in the Regional Financial Management Agency of Mamasa Regency

This study employs a quantitative methodology to evaluate the impact of financial report quality on performance accountability within the Regional Financial Management Agency of Mamasa Regency. Data was collected through a structured questionnaire distributed to all agency employees, ensuring a comprehensive understanding of their perspectives. The analysis utilized hypothesis testing and basic linear regression to derive meaningful conclusions from the data collected. The sample for this investigation comprised all 52 employees from the Regional Financial Management Agency, allowing for an inclusive representation of the population. The results of the hypothesis test yielded a significance value (Sig.) of 0.001, which is less than the threshold of 0.05. This statistical finding leads to the conclusion that the quality of financial reports (variable X) significantly influences performance accountability (variable Y) in the agency. These findings underscore the importance of maintaining high standards in financial reporting, as it directly correlates with enhanced accountability in performance. The study highlights the need for continuous improvement in financial report quality to foster greater transparency and responsibility within public financial management practices.

Analysis of Human Resource Development Training in Improving Employee Performance

In the contemporary period marked by globalization and modernization, Indonesian society has made significant strides, particularly in the fields of information and technology. Despite these advancements, there remain challenges that necessitate the development of individuals into exceptional human beings equipped with comprehensive skills. This study focuses on evaluating the effectiveness of human resource development training at the National Narcotics Agency office in Gunungsitoli City. The objective is to ascertain the implementation and impact of such training programs on employee performance. Employing a qualitative field research approach, the study was conducted at the aforementioned office, with agency employees serving as key informants. Data were primarily gathered through interviews, and the analysis utilized descriptive methods to articulate the current conditions observed in the field. Findings from the research indicate that training and development are crucial for enhancing employee competencies and aligning them with the organization’s vision and mission, thereby fostering an adept workforce at BNNK Gunungsitoli.

Work First or Education First? Frontline Service Challenges of Providing Enabling Activation

Activation policies, especially formal upskilling, can strengthen social inequality among long-term unemployed people. Also, receiving skill-enhancing activities may be at odds with the ‘work first’ principle. Drawing on interviews with frontline workers in the Norwegian employment and welfare service (NAV), this article analyses how frontline workers handle the challenging aspects arising from activation policies in providing enabling activities to claimants who need comprehensive support. The findings suggest that frontline workers face claimants who expect to embark on an education, and on the contrary, claimants who lack motivation or capability to do so. In both cases, frontline workers are challenged in terms of experiencing contradictory expectations from policies and users and in assessing future outcomes and suitability of the services. Education activities provided by the public employment agency (PES) involves multiple policy fields and require specific competency on the part of frontline workers.

Unpaid overtime and non-standard employment among young people in Europe: do national context and institutions matter?

ABSTRACT This article presents a multilevel analysis of unpaid overtime among young people (aged 15–34) across EU-28 member states. It finds that non-standard employment and the specific characteristics and institutions of Europe’s labour markets are related to unpaid overtime. Use has been made of the European Union Labour Force Survey database for 2019. The econometric analysis shows that a national level and a greater scope of collective bargaining agreements, a higher rate of involuntary part-time employment and lower levels of unemployment expenditure increase the probability of unpaid overtime among young people. Furthermore, our results reveal that how flexibility is boosted in European countries drives unpaid overtime. Temporary employment, working from home and a higher number of hours worked are positively related to unpaid overtime, while part-time employment and temporary work agencies are negatively related. Finally, the older and higher educated young workers have a greater propensity towards unpaid overtime, while there is a negative effect of shift work and no significant one in terms of gender and the degree of protection against dismissal. Policy implications for the implementation of flexibility policies and working time regulations are also discussed.

Precarious employment expectancy by history of mental-health-related sickness absence in Finland

Abstract Background Poor mental health may lead to labour market insecurity including precarious employment and vice versa. Less is known of how mental health is associated with cumulative engagement in precarious employment over the working career. We examined how the working career is expected to be distributed into precarious and other types of employment by history of mental-health-related sickness absence. Methods We used a register-based 70% population sample to examine wage-earners living in Finland in 2018. Applying the Sullivan method, we calculated the expectancy of precarious and non-precarious employment between age 25 and 63 (N = 1268666) based on a novel measure (score with items on temporariness, agency employment, multijob holding, underemployment and income level) and limited employment (due to which precariousness could not be assessed) among those with and without compensated (granted after 10 weekdays) sickness absence due to mental disorders in the past five years (mental SA history). Results Precarious employment expectancy was higher among those with than among those without a mental SA history (2.5 vs. 1.5 among men and 3.5 vs. 2.8 years among women). The difference in the limited employment expectancy was in the same direction, but much larger among men (6.5 vs. 3.3 among men and 4.4 vs. 3.4 years among women). Men with a mental SA history were expected to spend almost a fourth of their working career with either precarious or limited employment, whereas for men without such a history the number was 13%. Conclusions Individuals with mental disorders have notable accumulation of precarious employment over the working career. They also spend excessive time with limited employment, which may have similar elements as precarious employment and reflect broader labour market insecurity. Attempts should be made to ensure that insecure employment conditions among people with mental health problems do not further deteriorate their health and work ability. Key messages • People with mental disorders spend a disproportionate part of their working career either precariously employed or facing other insecurities in the labour market. • Interventions aiming to promote health and work ability should take into account the interplay between poor mental health and poor employment conditions.

The Effect of Employee Engagement on Employee Performance by Moderation of Generational Characteristics of Employees in Private Agencies

Employee engagement is an important issue that is the main concern of the organization's leaders in managing its employees. The changing characteristics of the employee generation are becoming a specific challenge for human resource management. Employees who are engaged with their work will exert all their abilities, efforts, and thoughts and significantly contribute, where the engagement and personal characteristics possessed by employees in carrying out their work can directly impact their performance. This study aimed to analyze employee engagement's effect on employee performance by moderating the generational characteristics of private agency employees in the City of Padang, West Sumatra. Data was collected through questionnaires distributed to 100 employee respondents working in private institutions in the city of Padang, with purposive sampling technique. Then, the data is processed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results of this study indicate that employee engagement generational characteristics (Y and Z generation) have a positive and significant effect on employee performance. Generational characteristics (Y and Z generation) also positively and significantly impact employee engagement. Generational characteristics do not moderate the relationship between employee involvement and employee performance, but directly employee engagement and employee performance can be improved with generational characteristic variables. Organizational leaders should pay attention to employee engagement and the characteristics of the generation of employees and can make it a potential to improve employee performance.

Paradoxical Leadership and Employee Proactive Work Behavior: Exploring the Mediating Role of Perceived Psychological Contract Fulfillment.

Background This study delves into the intricate interplay among paradoxical leadership (PL), employees’ proactive work behaviour (PAB), and perceived psychological contract fulfilment (PPCF). PL, characterized by its simultaneous emphasis on apparently contradictory behaviours, has garnered attention due to its potential to foster innovation, adaptability, and creativity. The study’s main objective is to thoroughly explore the complexities of PL, its influence on PAB, and whether the PPCF serves as a mediator. Methods A survey was distributed to 338 hotel and travel agency employees to gather data. The data was analysed using structural equation modelling through a SmartPLS program. Results The results reveal a positive correlation between PL and PAB. Additionally, PPCF partially mediates this relationship, indicating its vital role in exploring the positive impact of PL on boosting proactive behaviours. Conclusions This research brings forth meaningful contributions to both theoretical and practical dimensions. Theoretically, it enhances our comprehension of how PL manifests in the distinctive landscape of the hospitality and tourism domain, substantiating its potential to drive proactive behaviours among employees. The mediation of PPCF enriches our grasp of the underlying mechanisms, accentuating the significance of maintaining harmonized and consistent leadership practices. From a practical vantage point, these findings offer valuable insights for hospitality and tourism establishments aspiring to optimize their leadership strategies for cultivating proactive work behaviour among their workforces.

LGBT employees in state agencies and their creation of psychological meaningfulness

The purpose of this qualitative descriptive study was to explore how LGBT employees in state government agencies described how they created their own meaningfulness in the workplace in the US. The theoretical foundation for this study was the Employee Engagement theory by Kahn [Acad Manag J 33(4):692–724, 1990]. Purposive sampling was used to identify 43 questionnaires and 15 semi-structured interviews. Data were then coded and thematically analyzed to answer the research question. Findings revealed LGBT state employees created their psychological meaningfulness by ensuring that they make an impact or difference at work, and by connecting with other people or colleagues. Limitations include the research method and bias. Future research is recommended to explore how other groups within the LGBT community create their psychological meaningfulness.

The system of international legal norms and principles – the basis of legal regulation of the activities of national law enforcement bodies

It is indicated that the introduction of advanced international and European norms regarding the functioning of law enforcement agencies into Ukrainian legislation is a key indicator that the country not only declares a sustainable course for the democratization of all aspects of public life, but also takes concrete measures for its implementation. Ukraine has made significant progress in this direction, but there are still a number of challenges, the legal analysis of which will contribute to the further approximation of the domestic system of law enforcement agencies to global and European standards. In this context, one of the priority areas of scientific research is the justification of the need to update and improve the ethical codes of conduct of law enforcement officers based on international standards. This task becomes particularly relevant in view of the need for constant improvement of professional ethics and standards of behavior in the law enforcement sphere. This approach will not only improve the efficiency of law enforcement agencies, but also strengthen public trust in them, which is crucial for building the rule of law and civil society. In addition, it will allow Ukraine to demonstrate its commitment to the principles of the rule of law and the protection of human rights in the international arena. The article examines the system of international legal norms and principles that form the basis of legal regulation of the activities of national law enforcement agencies. Two groups of international standards are distinguished. The first group includes international legal acts that declare human rights and freedoms, primarily those that may be violated by the unethical behavior of law enforcement officers as representatives of state bodies. The second group represents international legal standards of professional and ethical behavior of employees of a specific law enforcement agency, the norms of which directly indicate the proper behavior of law enforcement officers in a specific area of law enforcement activity (judicial, prosecutorial, police, investigative, etc.). The main emphasis is on the need to cover the rules of professional ethical behavior of employees of all law enforcement agencies without exception, including those legally endowed with special rights and competence.

Navigating conflicting expectations in addressing healthcare scarcity: a q-methodology study on the Dutch National Health Care Institute.

In many European countries, semi-autonomous agencies have been created in health policy to safeguard general public interests. In executing their tasks, these agencies need to deal with conflicting expectations. Particularly avoiding the risk of regulatory capture and aligning with parent ministries are frequently studied challenges, even more so when complex issues such as scarcity are at stake. In this paper, we use q-methodology to provide a thorough overview of the debate regarding the role of an important agency in the Dutch healthcare system; the National Health Care Institute (Zorginstituut Nederland). We conducted 41 q-interviews with agency employees, evaluators, regulatees, ministry employees, health policy experts, members of its advisory committees, and peer agencies. We identify three viewpoints on what the agency should focus on. These are on societally relevant issues, strict package management, and efficient organisation of care. In doing so, our study shows how agencies are pulled in different directions by conflicting expectations. We show that this can be problematic because it complicates a clear role of the agency that allows addressing such issues. We thereby contribute to theories on agencies' complex relations with their external environment such as regulatory capture, tripartism, reflexive regulation, legal boundaries, and stewardship theory.

Legal principles of pre-trial investigation war crimes

The modern legal principles of the activity of law enforcement agencies regarding the investigation of war crimes have been defined. It is emphasized that war crimes are complex in terms of their mechanism of commission, which is characterized by consequences in the form of significant destruction of civilian infrastructure objects, a large number of unidentified dead; instruments of commission, which neither pre-trial investigation bodies nor forensic experts have encountered before; by persons of criminals who change their locations, including those who are in the territory of another state, etc. It is noted that in Ukraine since the declaration of the legal regime of martial law by the Decree of the President of Ukraine, significant changes have taken place in the criminal procedural legislation, which established a special regime of pre-trial investigation and trial under martial law conditions, provided for in Section IX-1 of the Criminal Procedure Code of Ukraine. It is noted that the pre-trial investigation of war crimes requires considerable expenditure of resources, including human resources, due to which employees of various law enforcement agencies, including units of the National Police, are involved in carrying out certain procedural actions. Legal problems in the activities of the National Police of Ukraine regarding the organizational features of the pre-trial investigation that need to be resolved at the legislative and departmental levels are highlighted. Proposals are made to improve the legislation on the regulation of the term “war crime” in the Criminal Code of Ukraine. The requirements regarding the procedure for collecting evidence of war crimes for the purpose of further transfer of materials for consideration by the International Criminal Court have been updated. Attention is focused on the fact that the principles, subjects and forms of interaction at the national and international levels during the pre-trial investigation of war crimes should be properly regulated. During the writing of the article, the methods of dialectics, comparative legal and systemic analysis, and formal logic were used.

Job Satisfaction and Turnover Intention among Travel Agency Employees in Selangor

Job satisfaction is among the most difficult issues for many business leaders to address. Researchers have widely discussed this problem, yet statistics still show an alarming increase, and various factors cause it to happen often. This study aims to examine the relationship between job satisfaction and turnover intention and investigate the moderating effect of employee gender and years of experience on the relationship. The four workplace satisfaction determinants—career advancement, employee empowerment, pay level, and nature of the work—that affect employee turnover intention are covered in this study. This study involved respondents among the travel agencies’ employees within the state of Selangor, regardless of their working position. A set of questionnaires was distributed to 130 employees from 26 travel agency companies that participated in the study. The results show employee empowerment has a significant negative relationship with turnover intention. It has been also found that the relationship between job satisfaction and turnover intention is significantly moderated by gender and years of experience. This study recommends that further research should use a larger sample size and qualitative methods to gain comprehensive knowledge regarding the phenomenon.

Pengaruh Motivasi Kerja dan Budaya Organisasi Terhadap Efektivitas Kinerja Pegawai Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Pemerintah Kota dan Kabupaten Malang

This research aims to examine the variables that influence performance effectiveness and their influence on employees at the Personnel and Human Resources Development Agency of the Malang City and Regency Government. The type of research used is quantitative with a descriptive approach. Primary data in this study used a questionnaire which was distributed using a questionnaire sheet. The population in this study were employees of the Personnel and Human Resources Development Agency of the Malang City and Regency Government and a sample of 99 respondents. Using the Partial Least Square (PLS) analysis method 3. Based on the research results, it shows that the work motivation variable is not significant on the effectiveness of employee performance at the Personnel and Human Resources Development Agency of the Malang City Government. And the Organizational Culture variable is significant for the effectiveness of employee performance in the Malang City Government Personnel and Human Resources Development Agency employees. It can be concluded that this shows that the work motivation of employees of the Personnel and Human Resources Development Agency in Malang City and Regency has not been able to reduce the level of performance effectiveness. This shows that the better the organizational culture that exists among the employees of the Personnel and Human Resources Development Agency in Malang City and Regency, the lower the level of performance effectiveness.

Анализ профессиональной культуры сотрудников органов внутренних дел: философско-антропологический ракурс

The article provides an analysis of the professional culture of employees of internal affairs agencies from a philosophical and anthropological perspective. The work notes that two elements can be defined in the structure of professional culture - professional competence and personal qualities. A general description of each of these elements is given. It is noted that it is the philosophical and anthropological perspective that allows us to fully analyze the essence of the personal element in the structure of a certain type of professional culture. From the philosophical and anthropological perspective, three principles on which it is based have been identified: the unity of normativity and initiative; the unity of dynamism and statics; the need for systematic information exchange. These principles are of a dialectical nature and are defining, distinguishing the professional culture of employees of internal affairs agencies from other types. The personal component turns out to be of primary importance, influencing decision-making in a specific situation. Paths for further research into the professional culture of employees of internal affairs agencies are outlined.

Information and Psychological Security of Employees of Law Enforcement Agencies and Law Enforcement Agencies: The State and Prospects of Research

Information and Psychological Security of Employees of Law Enforcement Agencies and Law Enforcement Agencies: The State and Prospects of Research

New Trends in Migration from Kyrgyzstan to the Russian Federation

In recent decades, population migration has become one of the main components of socio-economic development of Kyrgyzstan. In recent years, Kyrgyz citizens have been working in Russia and Kazakhstan. A comparative analysis of the number and structure of flows of Kyrgyz labour migrants is carried out on the basis of data from a sample national survey of household budgets, the National Statistical Committee of Kyrgyzstan, the Federal Migration Service of Russia, the Main Directorate for Migration Issues of the Ministry of Internal Affairs of Russia, and Rosstat. The key problems of the social and legal situation of Kyrgyz migrants in Russia were identified: lack of registration at the place of stay, restriction/ ban on entry, non-payment of wages, access to medical care, and receipt of pensions. Gradually, under the influence of external and internal factors, new trends of labour migration to the Middle East and the Persian Gulf, the Republic of Korea and Japan, Europe and America have emerged. Migration flows are becoming more and more organised, as they involve the country's public authorities, private employment agencies, international companies and other actors. The study shows that the key needs for Kyrgyz migrant workers in the near future are concentrated in the following regions (in addition to traditional destinations): first, Western European countries (Great Britain and Germany); second, East Asia (Republic of Korea and Japan); third, Eastern European countries (Poland, Hungary, Bulgaria); fourth, the Middle East (Turkey and the Gulf countries); fifth, Northern Europe (Sweden and Finland). The official discourse in Kyrgyzstan is increasingly gaining momentum on the need to transform migration policy from large-scale export of labour resources to employment of surplus labour resources within the country by creating new jobs and expanding production. New ideological approaches to the transition of Kyrgyzstan from the category of countries– exporters of labour resources to the category of countries actively developing their own production and labour market are practically formed.

W Galicji i za kordonem. Aktywność polityczna Jana Hupki w czasach Wielkiej Wojny (1914 – 1918). Część I

The article presents the political activity of Jan Hupka – a Galician conservative, a member of the Conservative Club, then of the National Right Party, an advocate of the orientation towards Austria-Hungary, one of the closest associates of Władysław Leopold Jaworski. Jan Hupka’s area of activity included – first of all – activity within the framework of the Supreme National Committee, bringing humanitarian aid to the population of Galicia and the Kingdom of Poland, coordinating relief efforts for war invalids, legion veterans, widows and orphans of legionaries, as well as creating a network of employment offices, hospitals, health care centers, setting up vocational courses, funding relief for the needy. Jan Hupka’s political contacts with representatives of various political options and participation in the Legions’ recruitment campaign were also analyzed. Also shown is Hupka’s attitude towards the hierarchy of the Church, leaders of leading parties and political camps, as well as the events and processes taking place (e.g., the formation of the Legions, the formation and evolution of the orientation towards Austria-Hungary, the November 5 Act, the “oath crisis”, the rule of the Regency Council, etc.). In addition to discussing Hupka’s political activities, an attempt was made to determine the role he played both in Galician politics and in the milieu of Polish activists seeking opportunities for the rebirth of the Polish state based on an orientation toward the central states. The analysis was based on internally diverse source material (e.g., archival documents, the press, memoirs and diaries). Studies (compact works and scientific articles) played only a supporting role.

Анализ изменения стойкости бетонных конструкций в промышленности при химическом воздействии с учетом потенциальных рисков для работников и окружающей среды

The requirements for industrial facilities’ resistance to external impacts and reliability are higher when compared with other facilities. The most common construction material, inter alia, in various industrial sectors is concrete due to its easy production and use, relatively low cost, and wide application. The environmental cleanliness is traditionally considered one of the advantages of concrete. All lifecycle stages of concrete, however, from the production process until the end of the service life of ready-to-use objects, imply serious environmental risks. Therefore, already at the design stage of (ferro)concrete structures, it is necessary to consider, in addition to the functions of the future object, the external impacts it will be exposed to. Concrete properties are not constant and change from the moment of mixing, during the transportation, and until its complete hardening. Apart from the composition and compliance with standards, many factors affect the properties. One of the main factors is an aggressive environment, whose impact can not only damage but completely disable building structures. The design service life of structures must exceed the operation lifecycle or comply with it. Concrete is considered durable if, during the design service life, it withstands loads and negative impacts of external factors and remains undamaged, taking into account industrial operation and timely maintenance. Already at the beginning of design jobs, the duration of the design service life must be estimated correctly. Both under- and overestimation of the design service life of ferroconcrete structures reduce safety and reliability and cause an unjustified rise in production and operating costs. The authors of the study analyze problems that may arise at the plants of the chemical industry in case of destruction of concrete under the impact of the aggressive liquid medium by conducting a practical study in conditions as realistic as possible. Within the framework of accelerated study, the authors examined the changes in concrete strength by control samples under pressure impacted by hydrochloric acid and sodium hydroxide. Test trials have clearly demonstrated the importance of the correct definition of concrete class in accordance with the medium of application. This must be considered during the practical work of employees of disaster protection agencies at industrial facilities with tanks to collect and store aggressive liquids, including firewater.