Employment Outcomes Research Articles

Cost and cost-effectiveness of abstinence-contingent wage supplements for adults experiencing homelessness and alcohol use disorder

BackgroundAlcohol use disorder, unemployment, and risk of homelessness are linked and often co-occurring, but most interventions do not address both alcohol use disorder and unemployment. The Abstinence-Contingent Wage Supplement (ACWS) model of the Therapeutic Workplace offers participants stipends or wage supplements contingent on both their abstaining from alcohol and engaging with an employment specialist or working in a community job. Wearable biosensors continuously tracked alcohol use. Methods and dataThe study randomized participants to Usual Care (UC) (n = 57) and ACWS (n = 62). We used micro-costing methods to identify the resources and costs of the 6-month ACWS intervention. The study team tracked the cost of incentives for wearing biosensors, stipends, and wage supplements. We used 6-month cost and effectiveness data to calculate incremental cost-effectiveness ratios and cost-effectiveness acceptability curves. ResultsOver the 6-month study period, average intervention costs per participant were $7282, with contingent stipends and wage supplements accounting for 50 % of intervention costs. We also reported average per participant costs for healthcare (UC: $17,785; ACWS: $26,734), justice system (UC: $131; ACWS: $153), and public welfare (UC: $1107; ACWS: $1275). The incremental cost-effectiveness ratios (ICERs) at 6 months were $80,911 for an additional participant abstinent, $3894 for an additional drinking free day, $22,756 for an additional participant employed, and $1514 for an additional day worked. ConclusionsThe ACWS intervention for adults with an alcohol use disorder and experiencing homelessness increased costs and improved alcohol use and employment outcomes compared with Usual Care. For policymakers seeking a solution to alcohol use and unemployment with populations experiencing homelessness, ACWS may be a cost-effective solution.

PROTOCOL: The association between adverse childhood experiences and employment outcomes: Protocol for a systematic review

PROTOCOL: The association between adverse childhood experiences and employment outcomes: Protocol for a systematic review

Diagnosing leadership – construction and validation of the leadership impact inventory

PurposeThe purpose is to examine the connection between leadership and its proximal and distal outcomes on employee, team and organization-level outcomes. As a more practical endeavor, a leadership measurement is constructed and validated.Design/methodology/approachThe study takes a quantitative approach, statistically analyzing 301 online survey responses to a survey of leader attributes and their organizational impacts.FindingsThis study shows that the impact of leadership is associated more with actionable behaviors than personality traits. More specifically, leader success leans on leader dependability, management mode, emotive skills and coaching style, which relate to organizational outcomes. Additionally, preventative conflict management belongs to immediate supervisory foci, whereas already escalated conflicts ought to be outsourced to e.g. HR. Further, the findings verify that management is even more about communication than previously understood. Interestingly, employee satisfaction does not predict willingness to stay and is therefore irrelevant as a predictor of employee retention. This verifies the role of satisfaction as a proximal outcome and a post-goal state. Finally, the role of psychological safety is incoherent and equivocal in relation to organizational outcomes.Practical implicationsAs a practical ramification, we devise an instrument, the Leadership Impact Inventory, for (1) diagnosing the quality and effect of organizational leadership in an easy-to-adopt, cost-effective and quick manner and (2) analyzing the influence of various leadership dimensions on satisfaction and goals on individual, team and organizational levels.Originality/valueThis study expands the earlier body of research on leader influence to factors promoting not only proximal outcomes that are typically post-goal states but also distal outcomes. Further, it examines outcomes on all organizational levels, as an extension to prior studies which are typically limited to the entire organization. Finally, the study does not explore leadership as a force or process separate from culture but rather appreciates their synergy through the inclusion of cultural features. This is achieved by monitoring leader success with such subjective aspects describing employee experience and organizational culture that are associated with follower performance.

Multiple Stakeholder Perspectives of Implementing Work-Related Cognitive Behavioral Therapy (WCBT) in Vocational Service Settings: A Qualitative Exploration of Intervention Acceptability and Sustainability.

Growing mental health treatment access disparities elevate the urgency for identifying and implementing innovative approaches for delivering evidence-supported interventions. Work-related cognitive behavioral therapy (WCBT), a technology-assisted CBT (t-CBT) designed to address social anxiety and employment outcomes among job seekers at vocational service centers and for delivery by vocational service professionals, offers a promising way to increase access to needed mental health care. This qualitative study, guided by the Organizational Transformation Model (OTM), explored factors related to WCBT's implementation at two Jewish Vocational Services (JVS) Human Service sites in Detroit, MI and Los Angeles County, CA. Twenty-seven staff-stakeholders across the two JVS sites completed in-depth, semi-structured interviews focused on their experiences with WCBT over the four-year study period. Thematic analysis identified five core codes that most broadly captured participants' perceptions of WCBT implementation and the factors influencing implementation, including: (1) Need, (2) Buy-in and engagement, (3) Communication, (4) Sustainability concerns, and (5) Implementation facilitators. Core codes aligned with OTM factors related to impetus to transform, improvement initiatives, integration across boundaries, alignment from top to bottom, and leadership. Findings identify implementation strategies likely to optimize uptake and sustainability of WCBT within JVS sites that can be tested in a larger, multi-site implementation trial.

The Strategic Role of Digital Transformation: Leveraging Digital Leadership to Enhance Employee Performance and Organizational Commitment in the Digital Era

Given the rapid advancements in the digital transformation era, digital leadership has become essential for enhancing employee performance and organizational commitment. This study specifically examines the mediating role of digital transformation in the relationship between digital leadership, employee performance, and organizational commitment, drawing on data collected between June and August 2024 from 579 participants across diverse industries. The findings demonstrate that digital leadership significantly enhances employee outcomes by driving digital transformation, which serves as a crucial intermediary that amplifies the positive effects of leadership. This research underscores the importance of aligning leadership strategies with digital transformation initiatives, especially in the DT-driven business landscape, to promote sustainable growth and maintain a competitive edge. By highlighting the combined influence of leadership and digital transformation on employee performance and organizational commitment, this study provides valuable insights for organizations addressing the complexities of digital change. It also emphasizes the pivotal role of leadership in fostering innovation and organizational resilience in the digital transformation era.

Trust in leader and positive employee outcomes: To transform or to serve in cross-cultural leadership

Considering the potential impacts of context-specific value systems in individuals’ perceptions of phenomena, this study seeks to investigate whether and how cultural differences could influence the effectiveness of leadership styles in establishing trust and positive employee outcomes (PEOs) as well as the relationships between such outcomes based on the GLOBE project. The sample consisted of 1647 valid responses from 128 independent hotels’ employees in four countries from two GLOBE clusters (Anglo and South Asia). Multilevel structural equation modelling has been used for the analysis. Significant but different relationships were found between Servant Leadership and Transformational Leadership with Trust, and PEOs in the two clusters, which could be potentially attributed to societal and contextual factors as a deeper layer mechanism. Our findings have significant implications for both academics and hotel managers in terms of the critical role of alignment between context-specific contingencies and the selected leadership style in establishing trust and PEOs.

Imagined Communities of Chinese International Graduates in Australia and New Zealand

ABSTRACTThe rapid increase in the number of international graduates seeking employment opportunities in host countries has been accompanied by a corresponding growth in related discourse regarding how international students could successfully benefit from post‐study work visa schemes and whether or not they are ‘career‐ready’ in local job markets. This study focuses on the linguistic capital among international graduates during their study–work transition processes. The qualitative analysis highlights that international graduates encounter various language‐related challenges during their transitions. However, their increased investment in English could not be simply interpreted as actions to overcome the language‐related challenges that they had encountered but was also for gaining access to their imagined communities, achieving non‐linguistic goals and employment outcomes. The study draws implications for understanding how international graduates could be better accommodated and encouraged to participate in the wider communities in their host countries. This is important knowledge, as enhancing employment outcomes is not only a goal for students pursuing international education but also of critical interest to countries seeking to sustain the international education industry.

Career Guidance and Employment Issues for Neurodivergent Individuals: A Scoping Review and Stakeholder Consultation

ABSTRACTGrowing recognition of neurodivergence amongst individuals poses challenges for career counselors and human resource practitioners when advising, guiding, and supporting the careers of this diverse group. Despite the potential for neurodivergent individuals to contribute to organizations, career guidance for these individuals is a relatively new area. We conducted a multidisciplinary project comprising a scoping review and stakeholder consultation to generate evidence‐based recommendations for identifying and supporting career paths that lead to positive employment outcomes for neurodivergent individuals. The scoping review included 78 articles on career guidance and associated employment issues (e.g., facilitators and barriers to employment) for neurodivergent individuals, while stakeholders, including neurodivergent individuals, counselors, and others, provided insights into their employment experiences. Our scoping review yielded nine themes: career guidance practice, predictors of employment, employment interventions, different forms of employment, work barriers and facilitators, strengths and challenges, person‐job fit, occupation and industry fit, and employment outcomes. The stakeholder consultations complemented the scholarly themes. Results were interpreted using the Stone and Colella theoretical model of factors influencing the treatment of people with disabilities. The model was extended across educational and work contexts, and to include the nature of occupations and industries. Building on this project and our overarching theoretical model, we map a future research agenda for the study of careers amongst neurodivergent individuals. Specifically, we highlight persistent methodological limitations of the literature before turning to theoretical implications across career stages. We conclude with practical implications for career counselors and human resource practitioners. Ultimately, our review calls for researchers and practitioners to help promote sustainable, high‐quality, and fulfilling careers for neurodivergent individuals.

Educational and employment for adults with a history of migration and foster care in Finland

Abstract Several studies document the adverse educational prospects for both immigrant-origin as well as out of home placed children and youth. Few studies have examined the educational and employment outcomes of migrant-origin young adults with a history of out-of-home care (OHC), which is the aim of our study. Methods. We studied all subjects born in 1976 to 1995 abroad and immigrated to Finland as underage persons prior to 2010 (N = 20 037), comparing them to children born in Finland to foreign born parents (N = 3198) and a matched random sample of host population (N = 23 187) according to register data 1991 to 2015. We formed OHC alumni and non-OHC alumni groups among refugee-origin born abroad and in Finland, non-refugee-origin born abroad and in Finland as well as native Finns group. Logistic regression analysis was used in which age of the child in the first placement, number of placements and the type of the first place were adjusted. Results.Minors both with refugee and non-refugee background born in Finland were more likely than native Finns to be placed in OHC. A history of OHC predicted less chance of degrees completed and being employed compared to non-OHC peers in all study groups. Refugee background born abroad having history in OHC had lower educational and employment outcomes as young adults compared to other OHC groups. Education made difference since immigrant background having OHC history and post-compulsory degree had two times higher likelihood of being employed. The first OHC during teenage years decreased odds for post-compulsory education but increased odds for employment. Multiple placements in OHC decreased a youth’s chances of completing degrees and employment Key messages • Education made difference since persons with OHC history and degrees done had two times higher likelihood of being employed. • Refugee origin OHC alumni were in the most vulnerable position with less degrees and less employment, and thus they need any support in their studies.

Harnessing nature-based solutions for economic recovery: A systematic review

Nature-based solutions (NbS) involve working with nature to address societal challenges in ways that benefit communities and biodiversity locally. However, their role supporting economic recovery from crises, such as those arising from conflicts or pandemics remains underexplored. To address this knowledge gap, we conducted a systematic review of 66 reviews on the economic impact of nature-based interventions. Most demonstrated positive outcomes for income and employment, though those with critical appraisal of underlying studies reported more mixed outcomes. These varied results were influenced by factors such as the balance between short-term and long-term gains, market conditions, regional effects, reliance on subsidies, and discrepancies between expected and actual economic benefits. National-scale economic growth assessments were scarce. Half of the cases featured nature-based food production investments, with much evidence from sub-Saharan Africa, East Asia and the Pacific. The few reviews comparing NbS with alternatives found that NbS delivered equal or better economic outcomes. NbS also provided broader benefits like food and water security, flood protection and community empowerment. We identified key factors influencing the delivery of benefits and trade-offs, finding that NbS must adhere to best practice standards, with community involvement being critical for equitable outcomes. Well-designed NbS can create diverse job opportunities at different skill levels, diversify income, and improve resilience, offering a rapid, flexible response to economic shocks that can be targeted at deprived communities. By integrating traditional, local and scientific knowledge, NbS can enable eco-innovation, and drive the transition to a clean and efficient circular economy, with high economic multipliers spreading benefits throughout economies. The evidence underscores the need to incorporate NbS in investment programs to concurrently address economic, environmental, and societal challenges. However, improved monitoring of economic, social and ecological outcomes and the development of comprehensive accounting systems are needed to better track public and private investments in NbS.

Comorbid mental illness and intellectual disability: impact on employment

Objectives In the general population, studies have revealed that mental health concerns negatively impact employment. Research has also begun to reveal similar negative employment outcomes among individuals with an intellectual disability and co-occurring mental health disorder. This study sought to expand upon these findings and examine whether specific diagnoses relate to inclusive employment. Methods We conducted Chi-square tests to examine if reported diagnoses and challenging behaviors related to paid community employment among 378 individuals with an intellectual disability in Pennsylvania who participated in the Independent Monitoring for Quality program. We selected participants from a statewide database compiled via stratified random sampling and structured interview. Results We found statistically significant differences in community-based employment rates between those with and without a mood disorder (χ 2 (2) = 6.07; p = 0.01) and behavior challenges (χ 2 (2) = 5.04; p = 0.03). Anxiety disorders approached statistical significance (χ 2 (2) = 3.73; p = 0.05). Conclusions The significant relationships between employment and mental health is consistent with studies in the general population. We discuss diagnostic challenges and limitations of this study, proposing future research explore a transdiagnostic approach to targeting mental health concerns for those with an intellectual disability.

Employment, work ability and sick leave in melanoma patients within the first year of diagnosis.

Malignant melanoma affects younger working individuals. This study investigated work ability and sick leave within one year after diagnosis, as well as the impact of rehabilitation and psycho-oncological measures on employment outcomes. In this monocentric, prospective, observational cohort study, 221 patients (62.4% females), aged 19-65, participated. 78.5% had tumor stageIB or lower at baseline. Routine clinical documentation, occupational history, work ability, subjective prognosis of employment, need for and satisfaction with rehabilitation measures were repeatedly assessed. 181 patients (82%) were employed at first visit, 172 (78%) at last visit. Approximately 75% of patients initially rated work ability as "moderate", with up to 9 sick leave days. In the following year, sick days increased significantly in patients with stageIB and IIA (p=0.044) and highly significantly in patients with stageII B and above (p<0.001). Psycho-oncologic consultation (24%) and rehabilitation (18%) did not change the significantly worse self-rated work ability of these patients. Melanoma affects work ability, even in tumor stages without lymph node involvement or distant metastasis. Controlled clinical trials would be useful to evaluate the success of rehabilitation and psycho-oncological interventions for patients with melanoma.

The Moderating Effect of Demographics in the Relationship between Graduate Employability and Course Outcomes Contribution

The Moderating Effect of Demographics in the Relationship between Graduate Employability and Course Outcomes Contribution

Research on the impact of WTO trade policy review mechanism (TPRM) on the employability of Chinese college students during the economic structural transformation of its member countries

The WTO TPRM is a very important machinery where the WTO members submit for evaluation their trade policies and structures as well as their economic reforms. This research used secondary evidence from employment reports, government statistics and various industry research and employed expert policy and economic opinion. It analyses employment rates prior to and after the implementation of the “mass entrepreneurship and mass innovation” policy and the policy of integrated enterprise-school and university-enterprise. In total, the general sample consists of 500 students half of whom are male and the other half are female. The employment rates stands at an average of 78% among the students. In terms of the standard deviation, the figure is equal to 9.3% which he described as moderate variability of employment outcomes. . Similarly the analysis reveals a positive relationship between GPA, entrepreneurial intention and participation in vocational programs on employability ( p &lt; 0. 001). The coefficient for entrepreneurial intention is especially significant (β = 0. 38), which means that students, who had entrepreneurial intentions, are more likely to be employed. Employment prospects for college students were found to be especially enhanced through adoption of the above policies showing a very strong implication of education and training to economic needs especially during structural change. This study has implication for policy formation and course offering for higher institutions of learning to enhance the employment status of graduates in the current world economy.

Enablers of successful employment outcomes for people with disabilities

Abstract Successful employment outcomes are often beyond the reach of people with disabilities, but relatively little is known about the factors that best enable the achievement of this goal. Using survey data from 803 people with and without disabilities, we examine the association of eight factors with successful employment outcomes. Using regression tree analysis, five factors emerged as statistically significant predictors of successful employment outcomes for people with disabilities: corporate culture and climate, job characteristics, government support, employer attitudes, and societal attitudes. Key interrelationships between factors include: (1) government support linking with corporate culture and climate; and (2) job characteristics linking with corporate culture and climate. Findings are relevant to organisations and governments to inform policy and practice to improve employment outcomes for people with disabilities.

A Future in the Past

Australia's History educators frequently face challenges regarding the value of post-school qualifications in history. Comments from Australian Government ministers have intensified claims that history degrees lack broad skills valued by employers. This study addresses the dearth of research examining the alignment between learning outcomes from history degrees and occupational skills. A comprehensive analysis was conducted on learning outcomes from 27 history degrees offered by Australian universities. These outcomes were mapped against the Australian Government's Skills Classification Core Competencies and Occupation Listings, employing a rigorous curriculum mapping methodology. The results identified 126 occupations that align with the skills and competencies developed through history degrees. This research not only challenges misconceptions about the employability of history graduates but also provides empirical evidence of the broad applicability of historical skills across various sectors. The findings reveal a significant concentration of history graduates in managerial and professional roles, indicating the high value placed on critical thinking, analytical, and communication skills developed by studying history. However, the study also highlights areas for improvement, particularly in digital engagement and numeracy skills. The research demonstrates that history degrees cultivate a range of transferable skills highly sought after in the modern job market, including advanced communication, critical analysis, research proficiency, and adaptability. These skills position history graduates to excel in diverse fields such as public policy, journalism, law, business, and education. Furthermore, the study underscores the importance of interdisciplinary approaches in curriculum design to enhance graduate employability. This research contributes valuable insights for curriculum development and career guidance in history education, demonstrating that history degrees lead to diverse and meaningful employment outcomes. It also provides a robust evidence base for advocating the value of historical studies in an increasingly skills-focused higher education landscape.

Feeling like owners: the impact of high-performance work practices and psychological ownership on employee outcomes in employee-owned companies

ABSTRACT A central finding of scholarship on employee ownership (EO) is that EO has the strongest impacts on employee outcomes when implemented with other management practices that are typically associated with high-performance work systems (HPWS). However, our explanations for why these complementary practices matter remain underdeveloped. In this paper, we examine whether the extent to which employees feel like owners, using the construct of psychological ownership (PO), mediates the impact of three HPWS practices on four employee outcomes in a dataset of 881 employees in nine companies with employee stock ownership plans (ESOPs) in the United States. Our findings support our core argument that these practices make it more likely that employees will feel like owners, which in turn leads to positive impacts on employee outcomes. More specifically, we find that the extent to which employees perceive that they have influence, are engaged as owners through information sharing and business literacy training, and receive high quality communications about EO are positively associated with PO, and that PO is positively associated with organizational commitment, turnover intention, voice behavior, and helping behavior. We discuss the theoretical, management, and policy implications of our analysis and findings.

Spirit at work and its impact on employee outcomes in Australian higher education

ABSTRACT This study adopted a mixed methods approach, with the quantitative element forming the core component and the qualitative dimension assuming the supplementary component to assess Job Satisfaction (JS) and Organisational Commitment (OC) as mediators in the relationship between Spirit at Work (SAW) and Organisational Citizenship Behaviour (OCB) within the Australian higher education sector. It is expected that by 2025, job satisfaction and burnout will cause large numbers of academic staff to leave Australian universities. Regression and structural equation modelling analysed the study’s quantitative data. NVivo was used to analyse qualitative data. The findings illustrate that SAW significantly predicts OCB, JS and OC. Most notably, the results indicate no significant differences between the permanent and casual staff’s level of SAW and none between their JS, OC and OCB levels. This finding contradicts previous research. The overall findings in this article further highlight necessary changes to Australian universities’ current management and leadership approaches to create more satisfied and committed employees.

Flourishing With Flexibility: Leader Communicative Support of Flexible Work Arrangements Enhances Employee Engagement and Well-Being

In the wake of the COVID-19 pandemic, more than half of U.S. employees whose work is capable of being done remotely report they use a hybrid work arrangement that includes some remote work and some work in the office. This poses a challenge for leaders because research shows that employee use of flexible work arrangements (FWA) can negatively affect employee outcomes. The current study, a cross-sectional survey of 1,258 employees who work full time in the U.S., uses the theory of communicative leadership to understand the influence of leader communicative support of FWA on the relationship between employee use of FWA and two employee outcomes: flourishing at work (a measure of well-being) and job engagement. Results show that higher levels of employee use of FWA is associated with less flourishing at work and job engagement; however, leader communicative support of FWA moderates this relationship, with high-quality leader communicative support associated with higher levels of flourishing at work and job engagement. The results have implications for leadership and work-life scholarship and provide practices that leaders can implement to help support employee engagement and well-being.

A type 1 hybrid multi-site randomized controlled trial protocol for evaluating virtual interview training among autistic transition-age youth

A number of policies mandate that autistic transition-age youth receive employment services to prepare for the workforce before high school graduation. A key limitation to these services is the job interview component, which relies on non-standardized, resource-intensive, staff-led role-plays to help autistic transition-age youth improve their interview skills. The autism community has called for better job interview preparation. To address this gap in services, our team, collaborated with the autism community to adapt the intervention, Virtual Reality Job Interview Training (VR-JIT; effective among adults with serious mental illness), into Virtual Interview Training for Transition Age Youth (VIT-TAY). This adapted intervention was tailored to meet the needs of autistic transition age youth while maintaining the core components of VR-JIT (i.e., an online job interview simulator with four levels of automated feedback and e-learning content). A pilot randomized controlled trial (RCT) demonstrated VIT-TAY's feasibility and initial effectiveness at improving job interview skills, reducing anxiety, and increasing employment rates within six months when added to transition services or pre-employment transition services (Pre-ETS). Thus, the overarching goal of this Hybrid Type 1 effectiveness-implementation study protocol is to conduct a fully-powered RCT of VIT-TAY across 16 schools in various geographical locations. Our specific aims are to 1) Evaluate whether Pre-ETS (or transition services) with VIT-TAY, as compared to Pre-ETS (or transition services) with an active control intervention (i.e., job interview didactics/e-learning with a series of 3–5 min videos of employed autistic adults talking about their career pathways) enhances employment outcomes; 2) Evaluate mechanisms of employment by nine months post-randomization; and 3) Conduct a multilevel, mixed-method process evaluation of the initial implementation of VIT-TAY across settings (e.g., acceptability, feasibility, and barriers and facilitators of implementation).