Employment Retention Research Articles

The Employment Retention Propensity and Satisfaction with Competency-based Education of Pharmacy Students Prior to Graduation at Medical Institutions: A Survey-based Study

The Employment Retention Propensity and Satisfaction with Competency-based Education of Pharmacy Students Prior to Graduation at Medical Institutions: A Survey-based Study

The Right to Oncological Oblivion: A Legislative Response to Cancer Survivor Discrimination in Italy.

Despite the increasing efficacy of modern medicine in diagnosing and treating cancer, survivors often face discrimination in employment, economics, insurance, and society. Law no. 193/2023, also known as the "Oncological Oblivion Law", aims to provide an initial legislative response to discrimination against cancer survivors in Italy. After defining oncological oblivion in Article 1, the Law provides, in Articles 2, 3, and 4, directives to prevent discrimination against cancer survivors in the area of access to banking and insurance services, adoption procedures and access to or retention in employment. The aim of this work is to illustrate the content and the critical aspects of the recent Law 193/2023 in the landscape of European directives. The legislative process at the Chamber of Deputies and the Senate of the Italian Republic has been retraced through the consultation of preparatory works and bills registered on institutional databases. Law 193/2023 represents the first initiative in Italy aimed at the recognition of the right to oncological oblivion, not only in access to banking and insurance services as in other countries, but also in adoption, employment, and re-employment. Our opinion piece highlights the need for further clarification and expansion to prevent discrimination and protect the social-work-relational rights of people who have been affected by oncological diseases.

Retaining young employees in the hospitality and tourism sector: the role of workplace context and management practices

PurposeThis research study investigates the relationship between management practices and young employee retention in the hospitality and tourism industry in Lebanon. Besides, it examines the moderating role of the workplace context in the relationship between management practices and employment retention in the industry.Design/methodology/approachNon-probability purposive sampling method was used to collect 421 questionnaires through a survey of young employees. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability, and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of young employee retention.FindingsThe findings show that management practices tested in this study have significant relationships with young employee retention in the hospitality and tourism industry in Lebanon. Further, the findings reveal that the workplace context moderates the relationship between three management practices (participation in decision-making, training, and performance recognition) and young employee retention.Practical implicationsThe findings suggest that managers in hospitality and tourism businesses must improve their management practices and promote a positive workplace context to retain young employees.Originality/valueFinally, this study is the only one that tests the moderating role of the workplace context in the relationship between five selected management practices (participation in decision-making, training, performance recognition, remuneration and job continuity) and young employee retention. Previous studies used fewer variables.

Teaching close to home: Exploring new teachers’ geographic employment patterns and retention outcomes

In this quantitative study, we explored the demographic and educational backgrounds of hometown novice teachers, those employed geographically close to their high school alma mater. Drawing on a sample of over 80,000 teachers from the state of Texas in the U.S., we investigated whether hometown novice teachers had higher predicted retention rates, compared to other novices. Results suggest that hometown novices were more likely to remain in their current school in subsequent years. This study offers insights for diverse U.S. states like Texas but also lays the groundwork for similar research and policy efforts in other regions across the world.

Barriers and facilitators to achieving employment in mainstream settings in adults with autism spectrum disorder without intellectual developmental disorders: A scoping review

Autistic people without Intellectual Developmental Disorders (IDD) have a significantly lower employment rate compared to the general population even though employment favors social integration and quality of life. AimsTo examine the barriers and facilitators to employability in mainstream settings for autistic adults without intellectual disability. MethodsFollowing the scoping review guidelines, we searched the Cochrane, PubMed and PsycINFO databases for references published between 01/01/2000 to 01/08/2023. ResultsA review of the 44 identified articles suggests the existence of multiple individual and environmental factors influencing job access and retention. ConclusionsThis is the first review to assess the facilitators and barriers to employment support for autistic people without intellectual disability. The results underline the need for studying strategies to promote access to employment and job retention for autistic people. Future research should explore the mediating and moderating factors leading to the improvement of employability of autistic people WIDD.

Individual placement and support for young adults: One-year outcomes.

Many young adults who are unemployed and not in school need support achieving employment goals. Individual Placement and Support (IPS) is an evidence-based employment practice for adults with serious mental illness, but its applicability to young adults with mental health conditions has not been well-researched. The present study prospectively assessed IPS effectiveness in a national sample of young adults enrolled in routine practice settings in the U.S. public mental health system. Nine community agencies in five states participated in a 1-year follow-up study of young adults (aged 16-24) enrolled in IPS services. The study examined three outcomes: retention in services, employment, and education. State fidelity reviewers examined IPS fidelity using a new fidelity scale, the IPS-Y. In a sample of 111 participants, the mean age was 19.2, 72 (64.9%) had never worked, and 76 (68.5%) had a diagnosis of depressive and/or anxiety disorder. Participants averaged 8 months of enrollment before terminating from IPS services. During follow-up, 51 (45.9%) participants obtained a competitive job (N = 50) or paid internship (N = 1); 14 (12.6%) achieved a new education outcome. IPS has promising outcomes for helping young adults with mental health conditions achieve positive employment outcomes, but its effectiveness in helping young adults achieve education goals has not been demonstrated. IPS should be offered to young adults with employment goals. Targeted funding for supported education and training for IPS specialists in delivering educational supports may be necessary to ensure optimal education outcomes in IPS. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Job insecurity and job performance as the key research issues of the modern labor market

The analysis of the contemporary labour market requires consideration and multidimensional interpretation of the concept of "insecurity" in relation to employment and job retention, as well as changes in working circumstances. It points to correlations between the concept of uncertainty and work efficiency and time. This article aims to contribute to the understanding of the relationship between job insecurity and productivity by looking at two important research issues that have received relatively little empirical attention so far. An intra-individual model is presented here, combining job insecurity, understood as a more or less continuous and long-term stress factor, with work efficiency. It was pointed out that job insecurity changes over time, and employees achieve better professional results feeling confident in their future in the workplace. It presents the mechanisms underlying job insecurity and labour productivity. A thesis has been proposed according to which the relationship between job insecurity and self-assessment of work performance may be non-linear, or more precisely "U-shaped". According to this perspective, it has been suggested that job insecurity negatively affects work productivity by weakening occupational energy, the so-called vigor, enthusiasm for work. The article can be a starting point for further studies on the problem job insecurity.

The Road to Reintegration: Evaluating the Effectiveness of VA Healthcare in Vocational Rehabilitation and Employment Retention for Veterans with Mental Health and Substance Use Disorders.

Veterans diagnosed with mental health and/or substance use disorders (SUD) often face significant barriers to employment and reintegration into civilian society. In the current study, we investigated whether how the VA healthcare system for mental health and/or SUD treatment predicted program enrollment into vocational rehabilitation, simultaneous mental health and/or SUD treatment while enrolled in vocational rehabilitation predicted employment at discharge, and mental health and/or SUD treatment continues and employment remain 60-days-post-vocational-rehabilitation discharge. An outcome-based, summative program evaluation design to measure quality assurance of vocational rehabilitation services provided to 402 veteran patients enrolled in a VA healthcare located within the Great Lakes Health Care System - Veterans Integrated Services Network. Multivariable logistic regression analyses showed psychological empowerment (confidence in one's ability to work or find work) is a significant factor determining whether a veteran is enrolled in the vocational rehabilitation program, prior mental health treatment (yes/no) and frequency of mental health treatment did not predict program enrollment, and frequency of SUD VA system treatment 60 days prior did not predict program enrollment. Other findings showed that simultaneous mental health and/or SUD treatment while enrolled in vocational rehabilitation did not predict employment at discharge, and employment at discharge did not predict continued mental health and/or SUD treatment post-discharge from vocational rehabilitation. However, veterans with both SUD and mental health and continued mental health treatment were less likely to be employed. Utilization of real-world program evaluation data from an actual VHA vocational rehabilitation program enhances the study's ecological validity, offering practical implications for policymakers and practitioners in the field. The findings support the importance of veterans enrolling in mental health and/or SUD treatment simultaneously while enrolled in vocational rehabilitation services, as integrating vocational rehabilitation with mental health and SUD treatment services can lead to improved vocational and health outcomes for veterans (eg, development of targeted interventions to support veterans' successful reintegration into the workforce and society).

Assessing and Forecasting Current and Future Trends of ICT Employment in European Enterprises

In the current context, the labor market volatility in the information and communications technology sector (ICT), the challenges faced by companies in identifying and hiring these specialists, as well as the challenges faced by specialists in this field in terms of employment and job retention, necessitate a detailed and comprehensive analysis of the ICT labor market developments in close correlation with the current trends of digitalization of the economy. On this premise, the research presented in this article seeks to examine data about European firms that have engaged or tried to hire ICT specialists in the period 2014-2020, as well as the trends for the period 2021-2030. The purpose of the research will be to provide, on the one hand, the development of the selected variables for research during the analysis period and, on the other hand, the trends related to the ICT labor market for the categories of enterprises under study. The study aim will serve as the basis for the development of research questions and hypotheses, which will be tested using two types of methodological techniques, namely linear analysis and linear regression-based predictions.

Research on Spatial Migration Patterns and Influencing Factors of Western Talents: Based on Data from "Double first-class" Universities in China

The western region's talent loss issue has received widespread attention. Promoting the construction of human resources in the west has become key to forming an important high-quality development pole in western China. This study analyzes the graduate migration data of first-class universities in western China between 2016 and 2020 and draws the following conclusions: Overall, the retention rate of college graduates in western China across seven provinces is high, with a relatively higher retention rate observed in the place of study in four southwestern provinces. The retention rate of different provinces' place of study showed different trends during the period of 2016-2020, and the retention rate of different provinces also showed different trends during the same period. In 2020, western college graduates continued to show a preference for employment in popular provinces such as Guangdong, Beijing, and Shanghai, while they showed a greater inclination towards choosing employment opportunities in the South and Central regions of China. The results based on the directed migration model show that economic factors and natural and educational resources in a city have a greater impact on employment decisions. Analysis of heterogeneity found that graduates from areas with a high sticking rate are more susceptible to population size, human resources, and economic factors, and that cultural resources and transportation resources also have a significant impact on talent migration. Policy recommendations include western provinces taking higher education as a key factor to utilizing employment retention advantages to attract and retain high-quality talents.

HUMAN RESOURCES MANAGEMENT STRATEGY FOR BUSINESS SUSTAINABILITY IN MSMES

Human Resource Management (HRM) is very much needed in Micro, Small and Medium Enterprises (MSMEs) because it can improve HR competency through increasing the knowledge and skills of MSMEs. Managing human resources for MSMEs is a skill that must be possessed by MSME players. HR management in MSMEs includes recruitment, selection, placement, development, compensation (wages), retention, evaluation, promotion and termination of employment. Managing human resources for MSMEs is a skill that must be possessed by MSME players. As the global economy develops, business competition is increasingly competitive. Micro, Small and Medium Enterprises have low competitiveness, one of the causes is low product quality, lack of product innovation and limited mastery of technology. MSME products have not been able to penetrate the free market. One of the causes is the quality of goods that is not yet competitive and technological limitations, even though competitive advantage is very important for the sustainability of MSMEs. Business sustainability is a stability of business conditions, where sustainability is a business continuity system that includes growth, continuity and approaches to protect business continuity and business expansion. Business sustainability in MSMEs can be implemented by responding to rapid changes in technological innovation, focusing on long-term interests, producing environmentally friendly products and striving for the preservation of natural resources and efficient use of technology.

The Role of Continuing Professional Training or Development in Maintaining Current Employment: A Systematic Review

The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job education or professional development influences the retention of current employment. We searched the PubMed and Embase databases from their start dates to January 2023. Two reviewers screened the full texts of relevant reports and assessed the methodological quality of the included studies using the adapted Effective Public Health Practice Project quality assessment. We qualitatively synthesized the results of the included studies. We screened 7338 publications and included 27 studies consisting of four cohort and 23 cross-sectional studies in the review. The participants of the selected studies were mostly from the health sector (24 studies). There were 19 studies on staying or leaving a current job, six on employee turnover intention, two on job change, one on return to work, one on early retirement, and one on employment. Continuing employee development or training opportunities were associated with increased intention to stay in a current job, decreased intention to leave a current job, decreased employee turnover intention, job change, or early retirement and with faster return to work. One of the two studies that examined the role of age showed that continuing employee development is a more important factor for retaining current employment among younger than older employees. A few studies found that job satisfaction and commitment fully mediated the relationship between employee development and employee intention to leave current employment. This study suggests that participating in professional training/development is related to a lower risk of leaving current employment.

A Systematic Review to Move Australian Disability Employment Forward for Autistic People

AbstractThe current Disability Employment Service (DES) model serving autistic job seekers in Australia will end in the year 2023. The Australian Government is exploring new options for a replacement model. Aiding these efforts a systematic review of the literature examined the evidence base of effective assisted employment supports for autistic people in Australia. Using PRISMA guidelines, of 1839 search results, eight papers met inclusion criteria concerning: (a) autistic individuals, (b) assisted employment in Australia, (c) enablers to employment gain or retention, and (d) original evidence. All effective activities require providers to understand autism and the needs of autistic adults. We suggest the first steps in enhancing DES include educating providers and their staff in autism and hiring autistic employment consultants.

Beyond Employment: Lower Income Participants' Experiences in a Healthcare Training Program for Medical Assistants, Pharmacy Technicians, and Certified Nursing Assistants

Purpose: The purpose of this study was to gain a deeper understanding of participant experiences in a healthcare training program for medical assistants, pharmacy technicians, and certified nursing assistants in areas beyond employment procurement or retention. During the year 2020, employment rates decreased and the cost of living increased. Those changes ultimately put lower-income populations at risk for not meeting the basic needs of life, as it became increasingly more difficult to obtain an adequately paying job. Healthcare training programs for lower income individuals allow for participants to gain the appropriate knowledge and experience required for working in the healthcare industry while also providing them necessary skills and confidence for securing and maintaining employment. While the primary objective of the Genesis Center Healthcare Training Program was to increase employment rates, this study found the program substantially contributed to participant’s lives in many ways that will contribute to their overall life satisfaction, financial well-being, and mental wellness for many years. Method: This current research adds to existing literature by utilizing a mixed methods sequential exploratory strategy that analyzes quantitative survey data (n=51) and qualitative data from phone interviews with program participants (n=19). Results: Findings from this study provide evidence that healthcare training programs for lower income populations may improve participant lives by increasing financial well-being and financial capability. Participants also reported enhanced opportunities, increased motivation, and improved mental health following participation. Conclusion: Employment programs for future allied health professionals targeting lower income populations should ensure that financial coaching and additional supports are included in their protocols. Future research on these types of training programs should include pre/post measures and ideally experimental design procedures using standardized measures for life satisfaction, financial well-being, and mental health.

Analysis on Materiality Discloser of ESG Report by Hong Kong Consumer Staple Listed Companies under HKEx

The materiality approach has been recommended as the instrument in capital market for scoping and defining the content for sustainability reporting or reports that ESG factors that are relevant to both businesses and stakeholders. The study aims to analyze whether firms’ ESG disclosure comply with the expectation of the Hong Kong Stock Market. This research selects 51 samples among year 2020 ESG reports from 107 number of Hong Kong listed companies in consumer staples industries to conduct statistical comparison analysis. Hong Kong listed companies in consumer staples industries’ concerns about environmental and social topics in ESG report are unevenly distributed. These companies that provides materiality assessment mark social aspects as priority whereas the environment aspects as least relevant to both the company and the stakeholders. This research reveal that Hong Kong food companies have different weight on disclose from HKEx. The suspected reason for low materiality level of environment aspect by those corporations is that high fine for environment disturbance may disclose by the ESG report of such companies. The speculated causes for companies mark high materiality might be in response to the current government policy of talent employment retention. The proposed suggestion to the Hong Kong Stock market as they have the imitative to regulate listed companies. To improve the quality of listed company through their ESG report, the Hong Kong exchange market could implement punishment and premium to promote these company to meet the disclose standard.

Improving university competitiveness and quality education through Human Resource Development in the digital era

In its quest for quality education, Higher Education Institutions (HEI) ascribed to the UN's SDG 4 Quality Education in ensuring that inclusive and equitable quality education will promote lifelong learning and opportunities for all. The critical role of Higher Education Institutions (HEIs) in building teaching skills, fostering knowledge, and engagement with society are significant factors in developing its human resources, particularly, the faculty. The benefits and challenges brought about by Industry 4.0 drive the universities to integrate quality education into their mission of promoting positive change, lifelong learning, and competitiveness. The study utilized qualitative and descriptive design to probe the variabilities and similarities of Human Resource Development strategies, quality education initiatives, and university competitiveness of HEIs in Bandung and Manila. Thematic analysis was carried out to produce more conclusive results. The researchers applied a data condensation process to form a perceived relevant category and a theme was created based on strategies and competitiveness. The significant result shows a deficit in the strategy to target specific faculty KSAs in the personal development in-service programs instituted by the HEIs in Manila. Remarkable are the many organizational strategies employed by both cities that yields quality education indicator (management) particularly the essential role of the HEI in instituting policies for faculty’s wholistic development. Results on competitiveness denote compliance to most functional capacities of both cities as a valuable means of mobility as the education workers meet the demands of their job. Moreover, the strong partnership with local and international agencies solidifies various developmental programs and the social relevance of the university. The study recommends further study on the impact of the educational global ranking system in the retention of human resources and employment of graduates.

Factors Influencing Employability of Persons with Disabilities in India: A Systematic Review Protocol

Employment is a social determinant of health. There is compelling evidence that work improves general health and well-being and reduces psychological stress. People with disabilities are more likely to be unemployed and generally earn less even when employed. Despite the recent strides in terms of legislative frameworks aligned to the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) 2004 (which India ratified in 2007) like the Rights of Persons with Disabilities (RPWD) act 2016, the social reality of the employment status of the Persons with Disabilities (PwDs) is in stark contrast. Several barriers contribute to the disadvantages experienced by people with disabilities while seeking jobs and retention of meaningful employment. Literature showed many studies regarding employment-related issues particularly employability of PwDs, but very few have studied local factors coming into play. This study aims to develop a systematic review protocol to systematically analyze and synthesize the existing knowledge within this area in India for planning future interventions. The protocol has already been registered to PROSPERO International Prospective Register of Systematic Reviews. (Registration ID. CRD42023407717) Keywords: Persons with disabilities, Systematic review protocol, Employment, Health care, Sustainable development, Indian context, Rights of persons with disabilities

한국장애인고용공단의 상용형, 맞춤형 보조공학기기 지원사업 분석과 고용유지 효과 분석

In this study, the status of support and returns through the assistive technology device support project of the Korea Disabled Employment Agency was investigated, and the effect of employment retention period according to the type of assistive technology device was analyzed. In order to analyze the status of assistive technology device support and return status, the number and amount of assistive technology devices supported by the Korea Disabled Employment Agency from 2016 to 2019, and assistive technology devices returned by the disabled were analyzed by type. The difference in employment period by type was analyzed. In the case of the support status of assistive technology devices, the number of applications for commercial assistive technology devices is increasing, but customized assistive technology devices have been decreasing since 2017, and the amount of payments has increased sharply in 2019. Regarding the return status, from 2016 to 2019, the ratio of assistive technology devices under 1 million won was the largest at 56.0%, and the total amount of returned devices is increasing from 2018 to 2019. In the case of the employment maintenance period, 25.44 months were for disabled workers who received customized auxiliary engineering devices, longer than 24.91 months for disabled workers who received commercial assistive technology devices, which showed a statistically significant difference. This study investigated the support and return devices of the assistive technology device support project of the Korea Disabled Employment Agency, compared and analyzed the employment retention period of disabled workers according to commercial and customized devices. This study is the first study in Korea to analyze the effect of maintaining employment according to the type of assistive technology devices, and it is meaningful to support customized assistive technology devices for disabled workers, and it is hoped that the research results will provide a foundation for building a hub for integrated management of assistive technology.

Return to work and employment retention after uni-compartmental and total knee replacement: findings from the Clinical Outcomes in Arthroplasty study

BackgroundLittle is known about ability to work after unicompartmental knee replacement (UKR) and total knee replacement (TKR), especially in physically-demanding occupations. This study described rates of return-to-work (RTW) and ability to sustain work by job after arthroplasty. MethodParticipants from The Clinical Outcomes in Arthroplasty Study (COASt) aged 18–65 were eligible if they underwent UKR or TKR and had at least 5 years’ follow-up post-operation. We posted a survey asking about pre-operative occupation, post-operative occupations and associated physical demands, and whether they had quit a job post-surgery due to difficulties with the operated knee (knee-related job loss (KRJL)). We fitted Cox Proportional Hazard Models to investigate the role of demanding physical activities on KRJL. Results251 people (143 UKR, 108 TKR) returned a questionnaire, of whom 101 UKR and 57 TKR worked post-operatively. Rates of RTW were highest amongst those in managerial and professional or technical roles, whichever operation they received. RTW was poorest amongst those in elementary occupations. In associate professional/technical occupations, RTW rates were better amongst UKR recipients. Amongst participants who returned to work, 17 reported KRJL (8.5% UKR and 16.7% TKR). Respondents were more likely to have KRJL if their job involved carrying/lifting ≥10 kg (HR:4.81, 95%CI 1.55–14.93) or climbing >30 flights of stairs (HR:4.03, 95%CI 1.36–11.98). ConclusionsKnee arthroplasty recipients working pre-operatively mostly RTW. RTW may be more difficult after TKR than UKR. Jobs which involve lifting and climbing stairs may be particularly challenging. Surgeons offering knee arthroplasty should counsel patients about workability as well as risk of revision.

The Organizational Factors that Impact Employment: Agreed-Upon Barrier and Facilitators

<h3>Research Objectives</h3> To describe and compare the perspectives of employees with disabilities (EWD) and employers on the organizational factors that affect employment. <h3>Design</h3> Cross-sectional surveys of EWD and employers. <h3>Setting</h3> EWD and employers in the Midwestern United States. <h3>Participants</h3> Convenience sample of 270 EWD and 53 employers involved in hiring and managing EWD. <h3>Interventions</h3> None. <h3>Main Outcome Measures</h3> Organizational factors that affect employment from the perspective of EWD and employers. Respondents categorized factors as related to social interactions, the work environment, or job demands. <h3>Results</h3> A similar proportion of employers (33%) and EWD (32%) agreed that negative attitudes of others in the workplace were barriers to job retention. In contrast, EWD reported support from their supervisor (80%) and acceptance of disability from co-workers (77%) were key facilitators of employment retention. Employers recognized the need for disability awareness and acceptance: 82% reported the benefit of training for job accommodations and 66% reported disability awareness training as a useful facilitator. Overall, safety of the work environment was not a major concern; fewer EWD reported concerns about safety in the workplace (23%) compared to employers (37%). While 41% of EWD reported challenges related to job demands and workload, 34% of employers worried that EWD could not perform essential job functions and 37% fear disciplining an EWD for poor job performance. <h3>Conclusions</h3> Achieving disability inclusion in the workplace is a goal of people with disabilities and employers alike. Employment for people with disabilities is complex and influenced by various personal and contextual factors. Our findings demonstrate that employers and EWD have similar perceptions of the barriers and facilitators to employment. Employers may benefit from participating in disability training and developing employee/business resource groups to encourage diversity, equity and inclusion goals broadly, and disability awareness and support specifically in the workplace. <h3>Author(s) Disclosures</h3> The authors report no conflicts of interest.