Employment Agencies Research Articles

Recruitment of Ukrainian refugee-background nurses. Challenges for recruitment agencies during the refugee crisis in Poland – a qualitative descriptive study

Abstract Aim. The present paper aims to explore the challenges faced by employment agencies when recruiting Ukrainian refugee-background nurses (UKR-N) during the Ukrainian war refugee crisis in Poland, after the outbreak of war in February 2022. Material and methods. Data were collected through semi-structured, in-depth interviews conducted in Poland with two representatives of one recruitment agency between May and July 2023. There were two female participants, one of Polish origin and one of Ukrainian origin. The data were analyzed using inductive thematic analysis. The ATLAS.ti 8 software was used for data management. Results. Two themes were identifi ed: 1. Business-as-usual factors determining the eff ectiveness of international nurse recruitment and 2. Issues specifi c to the recruitment of Ukrainian refugee nurses. These two themes were further subdivided into six subthemes. Conclusions. Recruitment agencies have an obligation to adopt a comprehensive approach to the recruitment of this group of applicants. In addition, the inappropriate recruitment of refugee-background nurses by recruitment agencies (RAs), which may lead to abuse and exploitation, violates fundamental human rights, and should be universally condemned and strongly discouraged.

Mobility power and society: Managing migrant workers among Chinese multinational companies in Europe

This paper examines how Chinese multinational companies manage labour mobility, with a focus on the sourcing and circulation of labour. Drawing on secondary sources, this study argues that labour mobility is a central issue in employment relations in China and for the Chinese MNCs operating abroad. It presents three employment archetypes that illustrate the varied strategies Chinese firms use to manage labour mobility within China’s societal constraints. Adaptive diffusion of these employment archetypes is not evident among Chinese MNCs in Europe. Instead, Chinese MNCs strategize to secure continued supplies of workers, replace migrant sources that become undesirable or inaccessible, and mitigate disruptions caused by voluntary labour turnover. Several mechanisms enable Chinese MNCs to manage their overseas workforces to maintain the employer dependency like that of migrant workers in China. These mechanisms include internal firm transfer arrangements administered directly by the employer; bilateral labour agreements negotiated through government interventions; and international and local worker deployment mediated through employment agencies. By highlighting the conflicts and negotiations underlying the management of labour mobility among leading Chinese MNCs in Europe, the paper provides an analytical framework for understanding the diversity of Chinese MNCs in structuring employment relations in an increasingly interconnected global labour market.

A systems perspective on gaps in the person-centered sick leave and rehabilitation process: a Swedish interview study

Background Consensus on priorities to optimize the sick leave and rehabilitation process (SRP) is lacking. Objective To explore perspectives of stakeholders in the SRP on bridging the gap between desired process scope, and actual practice, from a multi-professional, multi-organizational, and interdisciplinary approach. Design and setting Focus group interviews were conducted with various SRP frontline professionals in Region Västra Götaland, Sweden, using purposive sampling to capture a range of experiences. Participants discussed their perceptions of critical changes and priorities needed to meet patients’ SRP needs in a primary care context. All interviews were analyzed using systematic text condensation, as described by Malterud. Subjects General practitioners (n = 6), rehabilitation coordinators and licensed healthcare professionals from primary healthcare (n = 13), administrators from the Social Insurance Agency, the Employment Agency and Social Services (n = 12). Results Through data analysis, the following themes emerged: 1) The need for rules and regulations to enable coherent process governance 2) Challenges and opportunities in person-centered SRP: Professional collaboration, organizational priorities, and the need for enhanced leadership, and 3) Balancing resources and patient needs in the SRP: How to improve care quality and accessibility. In summary, participants mainly discussed how to improve process efficiency and quality of care while balancing available resources and a heavy workload. A main goal was to prevent negative spirals of suboptimal decision-making in individual cases, which could lead to increased work, unfortunate outcomes, and patient suffering. Conclusions This qualitative study indicated that gaps between a desired process scope and actual practice might be bridged by enabling coherent cross-organizational process governance, prioritizing person-centered ways of working, and balancing available resources and workload. The above changes were believed to improve process quality and overall efficiency. Trial registration The study project plan was pre-registered on September 21st, 2020, in the database FOU i VGR (researchweb.org), project number 274941.

Measuring financial distress in German cancer patients: development and validation of the Financial Distress of Cancer Assessment Tool (FIAT)

Cancer diagnosis and therapy can lead to significant financial distress for those affected, even in universal health care systems. We present the development and validation of a patient-reported outcome measure for financial distress in German cancer patients. Validation of the newly developed instrument followed a two-step approach, including two quantitative paper-pencil surveys (N1= 111, N2= 267) with patients of all types of cancer and treatment status at two German university hospitals. Factorial validity, reliability, construct, and criterion validity were assessed using exploratory and confirmatory factor analysis, correlative and linear regression analysis. The Financial Distress of Cancer Assessment Tool (FIAT) comprises 19 items across three domains of subjective financial distress: (i) financial worries; (ii) dissatisfaction across various life domains, and (iii) challenging experiences with authorities and benefit providers (e.g. employment agency, health insurance). Confirmatory factor analysis confirmed the instrument's factorial structure. Composite reliability (Raykov's rho) ranges from 0.88 to 0.96, and retest reliability ranges from 0.64 to 0.75. Correlational analyses showed significant associations between FIAT scores and related constructs [e.g. correlations with the EORTC-QLQ-C30 financial distress subscale (Q28) ranging from 0.47 to 0.60], supporting its construct validity. Additionally, higher FIAT scores were significantly associated with lower health-related quality of life measured by Q29 and Q30 of the EORTC-QLQ-C30, with correlations ranging from-0.21 to-0.28. They were also positively correlated with depression (PHQ-4), with correlations ranging from 0.33 to 0.45, and anxiety (PHQ-4) with correlations ranging from 0.25 to 0.36, confirming its criterion validity. The newly developed patient-reported outcome measure is the first reported measurement tool to assess financial distress in German cancer patients. The instrument can be used for research purposes and to enable the provision of coordinated support services.

Pengaruh Kesehatan Keselamatan Kerja, Beban Kerja, dan Gaji Terhadap Motivasi Kerja: Studi pada Karyawan Badan Penanggulangan Bencana Daerah Kota Pasuruan

The aim of this research is to determine and measure the influence of Occupational Health and Safety, Workload and Salary on Work Motivation in Pasuruan City disaster management agency employees. This research is a quantitative study with a sample size of 86 respondents using a purposive sampling technique with an analysis tool, namely SPSS version 25. The results of the research show that Occupational Health and Safety has a significant effect on Work Motivation, Workload has a significant effect on Work Motivation, Salary has a significant effect on Work Motivation , Occupational Health, Safety, Workload, and Salary have a significant effect on Work Motivation.

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.

Особенности безработицы в Республике Тыва

The article examines the features of the labor market in the Republic of Tuva and analyzes its current state. One of the key indicators of the labor market is the unemployment rate. It is important to note that this indicator is relatively high in the Republic of Tuva. Unemployment has its own traditional specificity, which is related to the peculiarities of the population’s way of life and the socio-economic development of the region. Tuva is a mono-ethnic, traditionalist region where a significant part of the population is engaged in agriculture, mainly as herders (arat), which reduces the level of actual unemployment but does not contribute to the official employ-ment of workers who remain de jure unemployed. Moreover, unemployed citizens are often reluctant to change their status. Despite having the opportunity to seek employment, they do not utilize all available channels for official employment. Instead, they tend to look for jobs on the Internet and are quite satisfied with their semi-official dual status. Additionally, they are hesitant to make use of the tools offered by the government of the republic, indicating a state of stagnant unemployment in the region. The average job search period is more than 6 months. In Tuva, government organizations implement state programs aimed at employing unemployed citizens, including those related to the traditional occupations of the Tuvan people. These initiatives reflect an effort to address the unique challenges of unemployment in the region while recognizing the cultural and eco-nomic context in which it occurs.

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.