External Job Research Articles

The Benefits of Early Work Experience for School Dropouts: Evidence From a Field Experiment

ABSTRACTThis paper focuses on the question of whether job‐related work experience, especially in tight occupations, is sufficient to increase the employment opportunities of school dropouts in comparison with graduates. To answer this question, we conducted a correspondence study with 6400 applications sent to real job offers and 8200 unsolicited applications between January and December 2018. We find that dropouts have lower probabilities of being interviewed for job positions than graduates, but this gap narrows for dropouts who gained work experience and even more so when skills certification is associated. Furthermore, we find that tougher competition with external job seekers shrinks the interview rate of all applicants toward the minimum interview observed rate.

Genocide and deprivation: Healthcare, utilities, and economic strain for displaced University College of Applied Sciences staff post-october 7

The October 7, 2023, Gaza genocide has caused a severe humanitarian crisis, disrupting healthcare, essential services, and economic stability for academic and administrative staff at the University College of Applied Sciences (UCAS). A quantitative survey was conducted involving 192 displaced UCAS staff to assess the impact of displacement, revealing significant hardships: 58% lack adequate healthcare access and face critical medication shortages due to Gaza’s damaged healthcare infrastructure. Utility disruptions are widespread, with 59% struggling to secure clean water and 55% facing inconsistent or no electricity, hampering their ability to work remotely. Additionally, 82% serve as primary family providers, yet 42% report a total loss of income. The collapse of income sources and lack of external job opportunities have intensified the financial strain on UCAS staff, threatening their professional and personal responsibilities. These findings underscore the urgent need for international intervention to restore Gaza's healthcare, utilities, and financial stability. Humanitarian efforts are crucial to support Gaza’s educational institutions and strengthen the resilience of displaced educators during this ongoing conflict.

Predictive Analysis of Employee Turnover: A Comprehensive Model for Attrition Forecasting

Employee attrition has become a critical concern for organizations seeking to maintain a stable workforce and minimize turnover-related costs. This study aims to develop a predictive model to forecast employee attrition by analyzing key factors influencing turnover. The research investigates a range of variables, including push factors (e.g., job dissatisfaction, workplace conflict), pull factors (e.g., external job opportunities), organizational factors (e.g., leadership, culture), and external factors (e.g., economic conditions). The data is collected via a structured questionnaire through Google Forms, which captures responses related to these influencing factors.Using advanced machine learning techniques, this study evaluates multiple models, including logistic regression, decision trees, random forests, and support vector machines, to determine the most accurate model for predicting employee attrition. The evaluation is based on accuracy, precision, recall, and F1-score to ensure a robust prediction. The findings offer organizations valuable insights into the primary causes of employee turnover and provide a data- driven approach to proactively address these issues, reducing attrition rates and improving employee retention strategies. This research contributes to the existing body of knowledge by offering a comprehensive framework for predicting employee attrition, and its practical implications extend to human resource management, organizational development, and strategic planning. Keywords: Employee attrition, Turnover prediction, Predictive model, Push factors, Pull factors, Organizational factors, External factors, Machine learning, Logistic regression, Accuracy, Precision, Recall, F1-score, Employee retention, Human resource management, Workforce stability.

Professional values, ethical climate and job satisfaction of nurses and their selected sociodemographic and occupational characteristics.

To explore the relationship of selected socio-demographic and occupational characteristics of nurses and their level of professional values, hospital ethical climate and job satisfaction. Cross-sectional study was conducted among 388 Polish nurses from the spring of 2021 to winter of 2023, in the eastern part of Poland; and followed by Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Four research tools were used to collect data together with questionnaire for socio-demographic and occupational characteristics. Professional values such as activism correlate negatively with religious beliefs (Z = -1.789; p = 0.044), this means that nurses who are more involved in professional change activities are likely to be less associated with religious beliefs. A positive correlation was observed between the Ethical Hospital Climate Survey subscale-peer relations and nurses' education level (H = 5.638; p = 0.048), indicating that a higher education level was associated with better relationships with colleagues at work. A negative relationship was identified between nurses' external job satisfaction and their marital status (Z = -1.958; p = 0.040), that is, married nurses feel less satisfaction with the external aspects of their jobs than their single colleagues. These findings underscore that medical staff management should take into account both sociodemographic factors [e.g., age, education, place of residence, marital status, religious beliefs, as well as professional factors (working hours, qualification course, etc.)] that affect nurses' professional values, job satisfaction and the ethical climate of the hospital. These underscore the need to adapt management strategies to the individual needs of employees, which can contribute to improving working conditions in healthcare facilities. The data collection tool consists of four sections. Collected background and demographic information. Assessed professional values among nurses. Assessed hospital ethical climate among nurses. Assessed job satisfaction levels among nurses.

The Effect of Perception of Job Characteristics of MZ Generation Hairdressers on Job Values and Job Satisfaction

This study is to verify the effect of the recognition of job characteristics of MZ generation hair designers on job values and job satisfaction. In this study, the purpose of this study is to contribute to the development of the beauty industry by reducing the intention of hair designers to quit the job through job satisfaction and realizing their value as professionals in a situation where hair designers are increasing. This study was conducted in a self-written method with a structured questionnaire for MZ generations working as hair shop designers. A total of 350 copies of the questionnaire were distributed, 310 copies were collected, and 269 copies were used as the final analysis data, excluding the questionnaire errors. The analysis results are as follows. First, it was found that diversity, importance, identity, and feedback factors all had a significant effect on external job values. Second, as a result of examining the effect of job characteristics on internal job values, diversity, importance, and feedback factors have a significant positive (+) effect on internal values. Third, it was found that diversity, importance, and feedback factors had a significant positive (+) effect on intrinsic job satisfaction. Fourth, in the relationship between job characteristics on external job satisfaction, importance and feedback were found to have a significant positive (+) effect. Fifth, it was found that both external and internal values had a positive (+) effect on both intrinsic and external satisfaction. As a result of this study, it was found that efforts will be needed to increase the satisfaction of MZ generation hair designers through coordination of job characteristics and restoration of flexibility. By increasing the satisfaction of MZ generation hair designers, we can expect the continuous development of the hair beauty industry.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Why I'm Careful About Encouraging My Best Employees to Consider Outside Job Offers

This article examines the complex issue of encouraging top employees to consider external job opportunities and provides a strategic perspective on retaining high-performing talent. Drawing from academic research and professional experience, it explores why high-caliber employees represent strategic assets deserving proactive retention efforts. The brief discusses the full costs of turnover, importance of loyal commitment, and balancing internal versus external mobility. It emphasizes crafting fulfilling career paths through development opportunities, mobility channels, and individualized career discussions. Additionally, the article advocates balancing traditional retention tactics with flexible, motivation-harnessing approaches to engage today's workforce. Overall, it argues the savviest talent management thoughtfully weighs open career coaching against organizational needs through attentive, long-term relationships with each employee.

신규교사 직무환경과 직무만족도와의 영향관계 분석

This study analyzed the perception of job environment and job satisfaction of 748 new teachers, and the influence relationship between job environment and job satisfaction. The research results are as follows. First, new teachers’ job satisfaction was at a normal level, and their perception of the work environment was at a normal and below average level, excluding job stability. Second, in the analysis of group differences in new teachers’ job satisfaction and work environment, the perception of new elementary school teachers was statistically lower than that of new teachers at other school levels. Third, both internal and external job factors were influencing the job satisfaction of new teachers. Based on the research results, suggestions were made to improve the financial compensation system and Creating conditions for participation in the decision-making process for new teachers, cooperate with homeroom teachers, develop capabilities, and establish a work environment evaluation system.

The hiring of older workers: evidence from Germany

This article analyses how hiring older workers adjusts to demographic change in the labour force by using information from more than 500,000 firms in Germany. We find robust evidence that firms faced with an ageing labour market hire relatively more older workers. However, the pace of this adjustment is relatively slow, particularly when ageing happens outside the firm. The tendency to employ older people is more considerable in East Germany, where the demographic change moves forward faster. Furthermore, part-time working models support hiring older workers, but this effect becomes less important in larger firms and East Germany. Finally, while partial retirement regulations enhance flexibility within the firm, they, unfortunately, diminish the employment opportunities for older external job seekers.

Unlocking Nurse Satisfaction Global Imperatives for Retention and Wellbeing

This study explores job satisfaction among nurses through a descriptive cross-sectional analysis conducted from January to April 2024, using a purposive sample of 400 participants. The findings reveal that while 85.9% of nurses are moderately satisfied with their jobs, satisfaction varies significantly between internal job elements (77.5% satisfaction) and external job factors (62.2% satisfaction). The study recommends the implementation of career development programs, recognition initiatives, and work-life balance strategies, alongside stress management and resilience training, to enhance overall job satisfaction and prevent burnout. These measures are crucial for improving healthcare outcomes and reducing staff turnover. Highlights: Moderate Satisfaction: Most nurses are moderately satisfied, highlighting areas for improvement. Satisfaction Disparity: There's a significant gap between satisfaction with internal and external job elements. Strategic Interventions: Career development and stress management programs are recommended to boost satisfaction and retention. Keywords: Nurse Satisfaction, Job Factors, Healthcare Management, Stress Prevention, Workforce Stability

Testing the determinants of job satisfaction among police administrative officers in Taiwan

PurposeThe current paper aims to provide insights into the determinants associated with job satisfaction among police administrative (personnel) officers in Taiwan, especially both internal organizational predictors and unique external predictors related to the Chinese cultural context.Design/methodology/approachData were gathered from police administrative officers across major and medium-sized police agencies in Taiwan. Multiple regression models were employed to analyze the relationship between both internal factors to the organization (e.g. workplace fairness, supervisor support, self-efficacy) and external factors (related to traditional Chinese culture and its expectations) and job satisfaction.FindingsThe external factors of work-family life balance and financial benefits are strong predictors, emphasizing the cultural significance of family harmony and financial stability in Taiwanese society. This finding challenges the prevailing notion in the literature that the primary source of job satisfaction among police officers is derived from internal organizational factors. Collectively, the findings concluded the multi-faceted determinants of job satisfaction among administrative officers in Taiwan, intertwining both individual and internal organizational factors with broader external cultural influences.Practical implicationsThis study investigated the job satisfaction among administrative officers who play a key role in a police department. The findings showed that external factors exert a significant impact on job satisfaction. This offers a new frontier to examine job satisfaction among not only administrative officers but also patrol officers in Taiwan and Asian countries. In addition, training courses can be developed and focus on work-family relations when officers are off duty.Originality/valueWhile previous research has extensively explored job satisfaction among police officers in various roles and countries, by integrating internal organizational and external predictors, this study pioneers the focus on “police administrative officers” within Taiwanese police agencies.

The determinants of job satisfaction and auditors' performance in the Saudi context

PurposeThis study aims to examine the relationship between internal and external factors and job satisfaction, and between job satisfaction and auditors’ performance.Design/methodology/approachThis research used deductive approach. Data was gathered from 83 auditors in the Saudi Organisation for Certified Public Accountants (SOCPA) database. By implementing the partial least squares-structural equation modelling (PLS-SEM) technique, the suggested hypotheses were examined.FindingsThe results show that internal factors, i.e., achievement, advancement, recognition and growth, significantly impact job satisfaction. Subsequently, the external factors, i.e., company policies, relationship with a peer and relationship with supervisor, significantly impact job satisfaction. In contrast, work security has no relationship with job satisfaction. Furthermore, job satisfaction is a significant driver for auditors' performance.Research limitations/implicationsThis research sheds light on the relationships between internal and external factors, job satisfaction and auditors' performance in the Saudi context. It would be interesting to investigate these relationships in a different setting, such as a different country, time or industry. Future studies should broaden the sample frame to include different types of employees to obtain more generalisable results.Practical implicationsThis study may help managers of auditing departments formulate appropriate strategies and design effective programs to increase the level of job satisfaction between auditors by enhancing such factors, which will lead to improving the auditors' performance.Originality/valueThis research provide an empirical evidence to support the theoretical assumptions of Herzberg's which is much needed.

Internal and external job stress of high school teachers in a private institution

Private schools are working tirelessly to provide a quality education without support from the government. This article aims to evaluate the internal and external job stress of high school teachers in private schools in Leyte, Philippines, and determine its governing factors. The study involved a complete enumeration process in selecting the participants and gathering primary data. In analyzing and extracting relevant information from the data, standard descriptive metrics, correlation analysis, and Chi-square test for independence were employed with the aid of statistical software. The findings of the study depicted that private teachers are both internally and externally moderately stressful in their jobs. The Chi-square test revealed that employment status and years in service are associated with the private teachers’ internal job stress and it is significant at a 10% level. In addition, it is depicted that gender, monthly salary, and years in service are significantly dependent on the teachers’ external job stress at a 10% level. Conclusively, the school heads and management of private schools must lessen the work assignments to avoid exhaustion and increase benefits to improve the well-being of teachers. Moreover, it is suggested that teachers in private schools must be provided with training and seminars, incentives, supplies for teaching, and other benefits that improve their productivity and become globally competitive educators.

공공 통합사례관리사의 직무 경험에 관한 내러티브 탐구

The purpose of this study is to explore in-depth the meaning of the job experience of public integrated case managers. To this end, the understanding and meaning of job experience for public integrated case managers were studied using a narrative inquiry method. The subject of this study was one of the public integrated case managers who retired at the retirement age, and an in-depth interview was conducted using a semi-structured questionnaire. As a result of analyzing the job experience of the study participants in public integrated case management, it was found to be four areas: 'starting and overcoming unfamiliar fears in confusion', ' accompanying people in crisis', 'living as an effective public integrated case manager', and 'serving daily care after that'. As a result of this study, first, confusion and unfamiliar fear in the early days were overcome with internal and external strengths and job enthusiasm. Second, we overcame job burnout by expressing achievement-oriented job attitude and positive coping resources. Third, being recognized for his expertise as a competent public integrated case manager became a catalyst for self-realization by enhancing self-efficacy. Fourth, the experience of living as a public integrated case manager is leading everyday life to care with a receptive attitude and insight. Policy and practical suggestions were made for this.

INNOVATIVE STRATEGIES FOR TEACHER ENGAGEMENT: A DUAL-DRIVE MODEL INTEGRATING JOB RESOURCES AND SELF-LEADERSHIP IN PRIVATE UNIVERSITIES, HUNAN PROVINCE, CHINA

This research investigated one possible mechanism of a dual-drive model integrating external job resources and internal self-leadership, aiming at developing innovative strategies for improving teacher engagement. An exploratory sequential design, one of the mixed-methods approaches, was adopted. Five private universities in Hunan Province, China, were selected for data collection, and the sample of instructors in the current study is 356. The qualitative data analysis results revealed that there was still significant room for improvement in the five universities. Advanced statistical analyses demonstrated the significant impacts of seven job resources and six self-leadership strategies on teacher engagement. The interactive effect between job resources and self-leadership on teacher engagement was also verified to be statistically significant. Accordingly, the dual-drive model was conducted, which highlighted the role of job resources as the external force and self-leadership strategies as the internal drive. The model consisted of 13 significant factors, based on which innovative strategies were finally developed for teacher engagement with experts’ validation.

Effect of the Job Values and Job Professionalism of Hairdressers on Job Satisfaction

This study is meaningful in analyzing the impact of job values and job expertise of hairdressers on job satisfaction and identifying that job values and job expertise are related to job satisfaction, and providing data that contributes to the strengthening and development of professionalism in hairdressers and the beauty industry, and the results of the study are as follows. First, the validity and reliability of the measurement tool were met, and the use of the reference group, which is a sub-factor of job value, external job value, and job expertise, had a significant positive correlation with job satisfaction. Second, the higher the intrinsic and external values, which are sub-factors of job values, the higher the job satisfaction, as a result of verifying the effect of job values of hairdressers on job satisfaction. Third, the higher the autonomy, self-control, utilization of reference groups, and sense of vocation, the higher the job satisfaction, as a result of verifying the effect of job expertise of hairdressers on job satisfaction.

Stew in silence or boil up gradually? A process model of employees’ remedial voice

Abstract Prior studies have treated employees’ remedial voice as a single-stage phenomenon. However, it is problematic because, in reality, employees often respond to mistreatment in a sequence. This paper aims to add new insights by empirically testing a three-stage process model to explain employees’ remedial voice. Also, this study intends to test important factors in the employees’ remedial voice decision-making process. Based on data obtained by surveying 382 Chinese employees, we found that mistreatment severity, mistreatment source, and employees’ external job opportunities are related to employees’ remedial voice. Our data provides support for a three-stage-process model for remedial voice. We contribute to the gaps in the existing research which largely views employees’ remedial voice as a single ‘snapshot.’ The study also deepens understanding of what factors affect employees’ remedial voice.

Extending the job demands-resources theory beyond the work domain: narratives of Chinese senior executives

PurposeExtensive research has demonstrated the influence of job resources on mitigating the impact of high job demands on individual well-being. Still, little is known about how individuals use job resources to cope. This study advances job demands-resources (JD-R) theory by investigating the process of job resource utilization from a coping perspective.Design/methodology/approachThis study is based on in-depth interviews with 32 Chinese senior executives using a Critical Incident Technique (CIT) for data collection and thematic analysis for data analysis.FindingsData analysis reveals a 2x2 matrix model of resource utilization, highlighting the relevance of internal and external job resources in coping and resource creation.Practical implicationsThe findings suggest that work stress intervention should look beyond the organizational domain and assist senior executives in exploring and developing external resources for coping. Additionally, organizations should equip senior executives with sufficient support to create new job resources that effectively manage complicated job demands.Originality/valueThe results of this study extend the understanding of job resources by distinguishing internal and external job resources. It also provides a dynamic view of resource utilization, emphasizing the role of job crafting in creating adaptable job resources to meet job demands.

The mediating role of psychological capital on the relationship between authentic leadership and nurses’ caring behavior: a cross-sectional study

BackgroundCaring behavior among nurses would have an impact on patient outcomes. External organizational job resources and personal internal psychological resources are correlated to nurses’ caring behavior. Authentic leadership and psychological capital were shown to be correlated with nurses’ caring behavior in previous studies. However, the relationships among the three are nevertheless unclear. This study aimed to examine if psychological capital could act as a mediator between nursing managers’ authentic leadership and nurses’ caring behavior.MethodsIn December 2021, a total of 3,662 nurses were recruited from 37 hospitals in Anhui Province, China. They filled out online surveys, including general demographic information, the Authentic Leadership Questionnaire, the Psychological Capital Questionnaire, and the Caring Behavior Inventory. Structural Equation Modeling and the bootstrapping procedure were used to examine the mediating role of psychological capital.ResultsThe scores of authentic leadership, psychological capital, and caring behavior of 3,495 nurses were 52.04 ± 13.24, 96.89 ± 17.78, and 104.28 ± 17.01, respectively. Psychological capital significantly mediated the relationship between authentic leadership and nurses’ caring behavior (β = 0.378, p < 0.001, 95% confidence interval: 0.350 ~ 0.402), which made up 78.75% of the total impact (0.480).ConclusionThe findings of this study suggested that nursing managers should develop an authentic leadership style, which can effectively improve nurses’ caring behaviors toward patients in clinical practice. Meanwhile, nursing leaders should strengthen nurses’ psychological evaluation and training, and promote nurses’ caring behavior in clinical settings.

Diagnosis Aspek yang Berkaitan dari Pergantian Petugas Medis RS “X”

Introduction: The study extensively investigates the factors associated with employee turnover, particularly concentrating on nurses, at Hospital "X". Hospitals play a pivotal role in providing healthcare services to communities, but intense competition and societal changes have implications for employee turnover, including that of nurses. The turnover rates of nurses in the years 2019-2021, encompassing the period from January to October, depict figures of 15.5%, 14.7%, and 23.6% consecutively. Employing a dual-pronged methodology encompassing quantitative and qualitative approaches, the research aimed to identify the driving forces behind employee turnover at Hospital “X” Methods: The study is an analytical study using mixed method measurements, using a combination of quantitative and qualitative methods to understand the cause of employee turnover at Hospital “X”. This study was conducted between November 2020 and February 2022. The quantitative study population was all 79 nurses who resigned. Results: The qualitative insights derived from (FGD) outcomes emphasize that remuneration, the work environment, growth prospects, recognition, and external job offer collectively shape employee turnover patterns at Hospital “X”. While most of these aspects are adequately addressed, suggestions are made for refining issue-resolution strategies within management and facilitating better access for employees residing beyond the local area. In the quantitative analysis, The analysis findings underscore that specific variables exhibit a significant correlation with the factors prompting resignations, whereas others lack such a discernible link. Notably, gender, age, and education level demonstrate limited influence on reasons for resignations, whereas marital status, recruitment origin, and tenure significantly impact the decision to leave. Discussion: In conclusion, this study offers a comprehensive understanding of the variables impacting employee turnover rates, particularly those concerning nurses, at Hospital “X”. The amalgamation of findings from quantitative and qualitative analyses furnishes a more holistic comprehension of the subject, serving as a foundation for management to enhance retention strategies and foster an environment conducive to a motivated workforce. The research significantly contributes to unraveling the intricacies of hospital organizational dynamics and fostering initiatives to retain highly skilled personnel.