Employment Demand Research Articles

What we do not see, does exist: exploring the realities of work engagement in virtual teams

Purpose The purpose of this study is to shed light on the job resources and demands of employees working in virtual teams and the impact of these job factors on their work engagement levels. Specifically, the authors focus on identifying the differing significance of employee job resources and demands on their virtual work engagement levels. Design/methodology/approach A qualitative approach grounded on abductive analysis is used to arrive at the findings. The methods for data collection include participant observation and semistructured interviews of 27 software engineers in the Indian information technology sector, working with virtual teams. Findings The authors identified the virtual-work-induced job demands and resources. Primarily, the authors found 14 job factors related to high and low levels of individual virtual work engagement, and classified them under eight aggregate dimensions: psychosocial hurdles, collaboration challenges, leadership and operational issues, dehumanization under job demands, supportive leadership, personal resources, alternate sources of income and learning goal orientation under job resources. Consequently, the authors built an importance–frequency work engagement map based on how these job factors are related to low and high levels of work engagement. Research limitations/implications This study’s qualitative nature limits the generalizability of the findings. Hence, further studies are encouraged to corroborate the findings. There is also a possibility of the social desirability bias that could have affected the results as participants may have perceived an element of risk in sharing all their honest feelings and perceptions. This may have especially been the case for those with higher status or positions in the company. Practical implications The findings suggest practical measures either to engage employees in their free time or to improve loyalty. There is a clear potential for the organization and virtual leader to communicate effectively about the expected goals, arrange informal interactions and reduce scrutiny of monitoring, thereby increasing the remote workers’ resources. Originality/value The originality of this study comes from multiple factors. First, the authors highlight ta contextual adaptation of the job demands-resources (JD-R) model into a virtual team context. By extension, the authors examine “how much” does both the job resources and demands contribute to the wellbeing of the employees working in virtual teams. Second, the authors construct an importance–frequency work engagement map (specifically for the virtual work context) based on the findings, which categorizes the observed resources and demands into four quadrants. The authors propose that this map could be a possible extension to the JD-R model, highlighting the differing significance of each resource and demand to employee work engagement.

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

Objectives. To determine whether job postings from employers seeking master of public health (MPH) graduates require skills aligning with Council on Education in Public Health (CEPH) competencies. Methods. I analyzed a data set of 70 343 job postings in the United States for MPH graduates from Lightcast, a data vendor that collects, cleans, and analyzes millions of job postings per year. I contrasted skills from the postings with CEPH competencies. Results. Most postings were from for-profit industry, academia and research, or hospitals and health care, with only 12% from government. The skills from job postings aligned well with CEPH competencies, but some CEPH competencies did not appear in the top skills in job postings. Conclusions. Although accredited public health degree programs provide key competencies demanded by employers, they can improve graduate employability by ensuring that their graduates also obtain specific technical skills listed in job postings. (Am J Public Health. 2024;114(12):1388-1393. https://doi.org/10.2105/AJPH.2024.307834).

Industrial technological advance and the employment demand for China's labour force-Micro evidence from labour hiring in companies.

Technological advance in industry has complexity, divisibility, systematicity and market selectivity, and companies may generate technological investment expansion and form technological job demand, which may also lead to the occupation of company resources and trigger the replacement of the original jobs. This paper empirically examines the impact of technological advance in industry on the labour employment demand of companies by taking Chinese A-share listed companies as research samples from 2008 to 2022, and finds that: overall technological advance in industry has a suppressive effect on the labour employment demand of companies; The heterogeneity test shows that industrial technological advancement mainly produces inhibitory effects on the labour employment of low-education level employees and production sectors, while it produces incentive effects on the labour employment of high-education level employees and non-production sectors Industrial technological advancement mainly produces job substitution and destructive effects on the labour employment of low-education level employees and production sectors, while it produces incentive effects on the labour employment of high-education level employees and non-production sectors. Mechanism test shows that industrial technological advancement has incentive effects such as technology investment expansion effect and industry chain conduction effect, and also produces inhibitory effects such as enterprise resource occupation effect and employment delay effect. This paper extends the research on the impact of industrial technological advances on the labour employment demand of companies, and provides empirical evidence and policy insights for rationally arranging industrial structural transformation and labour employment decisions of companies in the context of 'stable employment'.

AACSB-Accredited Colleges and Universities: An Examination of Standard A5 as a Guide to Prepare Accounting Graduates for the Digital Workplace

Employers demand that accounting graduates are well-versed in information and communication technologies. The Association to Advance the Collegiate Schools of Business (AACSB) establishes Standards for business and accounting schools, colleges, and universities across the globe. This systematic literature review examines the peer-reviewed research surrounding AACSB-Standard A5 Information Technology Skills, Agility, and Knowledge for Accounting Graduates and Faculty. Specifically, how AACSB-accredited institutions employ Standard A5 to guide curriculum innovation and change management best practices is emphasized. Results underscore the importance and significance of Standard A5 in navigating continuous improvement curriculum efforts in higher education.

Strategies for Enhancing Employee Morale in the Workplace: A Comprehensive Approach

This article examined staff morale and its improvement methods. According to recent research, boosting staff morale boosts productivity, retention, and business culture. Employee rewards, open communication, and real-time feedback were crucial short-term and long-term initiatives. Objectives included career advancement, professional growth, flexible work arrangements, and an inclusive workplace. Many companies struggle to match short-term decisions with long-term objectives and tailor morale-boosting programmes to various employee demands. Morale-boosting approaches were evaluated. The research offered real suggestions for improving staff morale. According to the research study, a friendly workplace, recognition, work-life balance, professional development, diversity and inclusion, and effective leadership boost employee morale. Leadership and targeted recognition programmes were crucial to boosting morale, as these characteristics demonstrated. Organisations encouraged friendly work cultures, individual recognition, work-life balance, professional growth, diversity, and inclusion. These methods boosted morale, productivity, and company culture. Keywords: Employee morale, Organizational success, Productivity, Employee retention, Business Culture.

Research on the Impact of Digital Transformation on the Sustainable Development Capability of the Information Service Industry

Digital transformation is a trend in the information service industry that is gaining traction. Enterprises can benefit from the development of innovative business models as well as improved service quality and efficiency, thereby promoting sustainable development of the information services industry. A rapid advancement in technology has led to the introduction of new digital technologies such as cloud computing, big data, artificial intelligence, etc. Several fields of the information service industry are slowly becoming impacted by these technologies, creating new opportunities and challenges for its sustainable growth. Information services can be optimized through digital transformation and work efficiency can be improved. Digital technologies facilitate the transmission of information and facilitate the processing of information, which helps enterprises respond to market changes quickly and enhance their competitiveness. Furthermore, businesses can use digital technology to better understand and meet the needs of their customers. Using big data, companies can gain a deeper understanding of customer behavior and preferences, enabling them to adjust their service strategies accordingly. Despite the benefits of the digital transformation, it has brought some problems and challenges, such as privacy and security concerns, as well as an increased demand for employees with specialized skills. As a result, enterprises should pay attention to solutions to these issues during the digital transformation process, such as strengthening data security measures, providing employee training and skill upgrades.

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

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

Job Opportunities in Various Field for Criminology Graduates: Indian Perspective

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

The impact of digital transformation on labour demand quantity and structure: Evidence from China

While the impact of digital transformation on firms’ labour demand has attracted considerable attention, no studies have examined how different types of digital transformation impact different workforce labour demand. Using data from Chinese A-share listed manufacturing companies from 2013 to 2022, this study employs a two-way fixed effects model, the instrumental variable method and multi-temporal difference-in-differences analysis. The findings reveal that digital convergence technologies significantly increase manufacturing firms’ labour demand, whereas e-commerce technologies have no significant effect on employment. Furthermore, digitalisation has a negative effect on the demand for operational employees and a positive effect on the demand for skilled and service employees. The mechanism test reveals that digital transformation primarily substitutes labour through productivity effects and generates labour demand via financing constraints and business scope effects, ultimately increasing manufacturing firms’ labour demand. These results further enhance the understanding of how digital technology development impacts labour demand.

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

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

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

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

Rules and Rulers: Demanding, Commanding and Assuming Responsibility

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

FACTORS INFLUENCING YOUTH EMPLOYMENT IN EU

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

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

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

Role of Training and Development Programs in Enhancing the Employees Job Satisfaction and Loyalty

Purpose: The aim of this literature review is to examine the relationship between training and development programs and employee loyalty and job satisfaction. By evaluating how these programs improve abilities and promote development, the research aims to emphasize how crucial they are for developing potential and assisting Design/Methodology/ A narrative analysis of relevant literature was conducted, utilizing Boolean operators such as "OR" and "AND" to refine the search. Specifically, the search strategy employed the query ((training) OR (development)) AND (job satisfaction)) OR (employee loyalty), focusing on articles published in English between 2018 and 2024. PubMed served as the primary database for sourcing pertinent studies. Findings: Effective training and development initiatives greatly increase employee loyalty and work satisfaction, according to the report. These programs improve productivity and performance on an individual basis while also enhancing company culture and overall efficacy. Implications/Originality/Value: The results highlight how important it is for businesses to undertake training and development strategically. Long-term success depends on these programs' ability to increase operational effectiveness and cultivate a dedicated staff. Companies must give priority to tailored training programs that meet employee demands in order to adjust to the changing business environment and guarantee long-term growth, productivity, and happiness.

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

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

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

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

Dialectical Behavior Therapy for Reducing Emotional Eating in Emerging Adult Women

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

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

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

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

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