Frequent Job Changes Research Articles

Research on the Phenomenon of Frequent Job Changes among Young People in China

Nowadays, the phenomenon of job hopping in Chinese enterprises is becoming more and more serious. This article takes the phenomenon of frequent job changes among young people in China as a backdrop and analyzes the reasons that influence it from the perspectives of both companies and employees. This paper employs a questionnaire to collect data and analyzes the collected data to draw conclusions. The analysis of the survey results reveals that various factors, such as young people's employment prospects, their expectations for ideal jobs, the alignment between their academic majors and actual jobs, and other factors, contribute to the phenomenon of young people frequently changing jobs to varying degrees. The research findings indicate a significant positive correlation between the self-identity and organizational identity of the post-90s generation and their intention to leave their current jobs. Additionally, the disparity between corporate promises and reality has implications for the turnover of young job seekers, as it increases the likelihood of younger employees leaving the company. Furthermore, the employment prospects of young workers also play a role in their tendency to switch jobs frequently. Finally, this study provides recommendations at four levels: government, enterprises, educational institutions, and young employees themselves.

Okul Öncesi Eğitim Kurumlarında Görev Yapan Öğretmenlerin Mesleki Tükenmişliklerinin İncelenmesi

In this study, the professional burnout of teachers working in pre-school education institutions was examined, the literature on the subject was reviewed, and the problem focuses were emphasized by approaching the study with a holistic perspective. Teachers working in pre-school education institutions do not choose their profession consciously, the curriculum of the Ministry of National Education is full of intense and heavy workload, insufficient educational materials and equipment, frequent job changes and compulsory assignments, and educational problems in pre-school programs in universities. Teachers working in pre-school education institutions may experience some problems due to various reasons. These problems also cause intense and heavy pressures and stress factors on teachers working in pre-school education institutions and cause teachers to experience professional burnout. Therefore, the work performance level of teachers working in pre-school education institutions decreases and many of the teachers working in pre-school education institutions experience low productivity because they are faced with results such as job reluctance and job dissatisfaction. Keywords: Burnout, Occupational Burnout, Pre-School Education Institutions Key Words: Burnout, Occupational Burnout, Preschool Educational Institutions

Research of women’s attitudes towards men’s self-realization

The proposed article analyses the concept and aspects of self-realization of adults. The women’s attitudes of early and middle adulthood regarding the self-realization of men were studied. The problem of person’s self-realization is one of the most crucial in modern psychology. Social changes affect the manifestation and identification of personal resources. We consider the issue of studying gender attitudes towards self-realization of men and women to be especially important, as such visions significantly influence the process of self-realization of the individual. Self-realization is a constructive manifestation, embodiment, development and enrichment of a person’s potential. The study of women’s attitudes towards men’s self-realization shows that the most priority areas for modern man’s self-realization are professional and marital / family interaction. Interviewed women call work as the dominant life priority for a man. Тhis proves the women’s traditional notions about the priority of the professional sphere of a man’s self-realization. Most women think that the best way to share family power for a modern man is to make partnership decisions between spouses. In addition to this, both partners, regardless of gender, should be equally involved in all family functions: economic support, life support, raising children, etc. Respondents see the leading role of a woman in a man’s self-realization as a partner rather than a homemaker or a muse. According to women, the signs of successful self-realization of a man are effective marital / family interaction, financial security / financial independence, successful career development, work-life balance. The signs of a man’s unrealized life are unemployment or frequent job changes, addictions, destructive relationships in the family. The conditions of successful self-realization of a man, the interviewed women call the wife support, strong desires and understanding of the necessary areas for self-realization, sufficient willpower

ВЫСШЕЕ ОБРАЗОВАНИЕ КАК МОДЕРАТОР ВЗАИМОСВЯЗИ НЕУСТОЙЧИВОСТИ ЗАНЯТОСТИ И СУБЪЕКТИВНОГО БЛАГОПОЛУЧИЯ РАБОТНИКОВ

The article compares employees with higher education and those without, firstly, by the prevalence of attributes of instable, precarious employment, accompanied by low social and legal security, vulnerability; secondly, by the nature of the relationship between the employment instability and subjective well-being, interpreted in a broad sense as a set of diverse assessments of life in general, the situation in the field of work. Based on the analysis of the data from the All-Russian survey of the working population, it was found that employees with higher education are less involved in precarious forms of labor relations, they are less likely to encounter such attributes of the employment instability as the absence of a termless employment contract, paid sick leave and vacation, unofficial salaries, frequent job changes. With an increase in the employment instability, life satisfaction decreases equally for workers with and without higher education, whereas job satisfaction is more significant for the latter. The relationship between precarization and job satisfaction is mediated by the presence of higher education, which slightly compensates and smoothes out the negative effects of the employment instability, but at the same time does not help to completely avoid the attributions of precarization and their consequences for subjective well-being.

Does Relational Ethics in Family Influence the Relationship between Ethical Leadership & Turnover Intention?

Recent years have witnessed frequent job changes for the new generations. These changes have been coupled with a corresponding trend toward greater employment possibilities and availability of new positions. In this regard, it has become a new normal for employees to regularly change jobs and positions. On the other hand, there is an agreement within the literature (e.g., Ongori, 2007) that minimizing turnover of employees is critical for organizations due to the potential costs of losing talent and experience. In this research, our overreaching objective was to examine the role of ethical leadership over employees’ intention to leave and to introduce relational ethics as a moderating factor on this relationship. The findings revealed the considerable impact of perceptions of ethical leadership on employees’ intentions to leave. In other words, the results showed the explanatory effects of ethical leadership on employees’ turnover intention. In this regard, this study enhances our understanding with regard to turnover intention. On the other hand, contrary to our expectations, no moderating effect with respect to relational ethics was observed. Our findings underline the critical role ethical leaders have on employees’ intentions to leave their organizations.

Are you OK?

2020 and, at the time of writing, the start of 2021 has been very difficult for many doctors. COVID-19 has compounded other stresses doctors regularly experience, including long hours, antisocial...

頻回転職の意味の再検討:13 回の転職を経たある男性の語りの分析を通して

頻回転職の意味の再検討:13 回の転職を経たある男性の語りの分析を通して

Factors affecting “preparedness for practice” among newly graduated dentists – A cross-sectional study

Objectives: Consequent to the drastic growth that has occurred over the past few decades in the dental education sector, dental profession in India, has also undergone changes. Hence, it is critical to inquire whether the current training that is being offered to dental students is successful in preparing them adequately to meet the challenges of the changing dental profession. We have aimed to assess the level of preparedness for independent dental practice among newly graduated dentists of Kerala and to explore the factors associated with their preparedness. Materials and Methods: This cross-sectional survey was conducted among a random sample of 400 recently graduated dentists from Kerala. We developed and validated a self-administered scale named Preparedness for Practice among Dental Graduates-Scale, PPDG-S, to assess the level of preparedness. The overall preparedness scores were categorized based on the median value of the total score (87) – score less than or equal to the median was considered “low preparedness” (0–87) and score greater than the median (>87) was considered “high preparedness.” The difference in proportion between high and low prepared participants across socio- demographic background, training characteristics, and employment characteristics was assessed and the significance was tested using the Chi-square test. A binary logistic regression analysis was conducted to identify the predictors of preparedness among recent dental graduates. Results: The majority of the participants reported themselves to be in the “low preparedness” category (209, 52.3%) as compared to the “high preparedness” category (191, 47.8%). In the bivariate analysis, five variables were found to have significant differences in their proportions between the high and low preparedness categories – gender, caste, type of training institution, work experience, and frequent job changes. According to multivariate analysis, being trained in a private/cooperative college (as opposed to a public institution) and not possessing continuous work experience of even 1 year in a single job (as opposed to having a continuous work experience) were found to pose significant adjusted risk for the lower preparedness among graduates. Conclusion: The high proportion of our study participants reporting lower preparedness for independent practice, reflect poor self-rating of their employability. This is critical, when we consider the competitive, saturated private practice sector, and unemployment among young dentists. The relatively higher proportion of poor preparedness among the private sector trained graduates when compared to the government college trained graduates is another matter that raises concern.

The work and training situation for young physicians undergoing specialty training in gynecology and obstetrics in Germany: an assessment of the status quo

PurposeGeneral conditions in the health-care system in Germany have changed dramatically in recent years. Factors affecting this include above all demographic change, rapid developments in diagnostic and therapeutic options, and the application of economic criteria to the health-care sector. This study aimed to establish the current status quo regarding conditions of work and training for young doctors in gynecology and obstetrics, analyze stress factors, and suggest potential improvements.MethodsBetween October 2015 and March 2016, a web-based survey was carried out among residents and members of the German Society for Gynecology and Obstetrics. The electronic questionnaire comprised 65 items on seven topics. Part of the survey included the short version of a validated model of professional gratification crises for analyzing psychosocial work-related stress.ResultsThe analysis included a total of 391 complete datasets. Considerable negative findings in relation to psychosocial work pressure, time and organizational factors, quality of specialty training, and compatibility between work and family life and work and academic tasks were detected. A high level of psychosocial work pressure is associated with more frequent job changes, reduced working hours, poorer health among physicians, and a lower subjectively assessed quality of care.ConclusionsGreater efforts are needed from all the participants involved in patient care to achieve high-quality training and working conditions that allow physicians to work in a healthy and effective way. These aspects are all prerequisites for sustainably maximizing the resource “physician” and for ensuring high-quality patient care.

Frequent Job Changes can Signal Poor Work Attitude and Reduce Employability

AbstractWe study whether employment history provides information about a worker’s “work attitude”, that is, the tendency to act cooperatively and reliably in the workplace. We conjecture that, holding all else equal, frequent job changes can indicate poor work attitude and that this information is transmitted through employment histories. We find support for this hypothesis across three studies that employ complementary laboratory, field, and survey experiments, as well as in labor market panel data. First, a tightly controlled laboratory labor market experiment demonstrates that prior employment information allows employers to screen for reliable and cooperative workers and that these workers obtain better employment outcomes. Secondly, we conduct a field experiment that varies the frequency of job changes in applicants’ resumes and find that those with fewer job changes receive substantially more callbacks from prospective employers. Thirdly, a survey experiment with human resources professionals confirms that the resume manipulations in the field study create different perceptions of work attitude and that these largely account for the callback differences. Finally, we find evidence consistent with our hypothesized relationships in empirical labor market data. Our work highlights the potential importance of job history as a signal of work attitude in labor markets, and points to a potential cost of frequent job changes.

User-friendly, requirement based assistance for production workforce using an asset administration shell design

Abstract Future production methods like cyber physical production systems (CPPS), flexibly linked assembly structures and the matrix production are characterized by highly flexible and reconfigurable cyber physical work cells. This leads to frequent job changes and shifting work environments. The resulting complexity within production increases the risk of process failures and therefore requires longer job qualification times for workers, challenging the overall efficiency of production. During operation, cyber physical work cells generate data, which are specific to the individual process and interaction data. Based on the asset administration shell for Industry 4.0, this paper develops an administration shell for the production workforce, which contains personal data (e.g. qualification level, language skills, machine access, preferred display and interaction settings). Using worker and process specific data as well as interaction data, allows supporting, training and instating workers according to their individual capabilities. This matching of machine requirements and worker skills serves to optimize the allocation of workers to workstations regarding the ergonomic workplace setup and the machine efficiency. This paper concludes with an user-friendly, intuitive design approach for a personalized machine user interface. The presented use-cases are developed and tested at the ARENA2036 (Active Research Environment for the Next Generation of Automobiles) research campus.

The Politics and Economics of the US-China Trade War

The US declared trade war after substantial defections from the internationalist (in geo-strategy and economics) lobby in US politics to a new coalition between conflict-is-inevitable proponents and anti-globalization activists. Many internationalist businesses changed sides after experiencing disappointments on economic fronts including China's non-compliance with some of its WTO obligations; China's acquisition of foreign technology at lower-than-expected prices; and the serious inadequacies in the WTO's governance of global trade. Many of the disillusioned internationalists have given too much weight to the contribution of globalization to negative developments in the US labor market, and too little weight to the role of powerful capital-biased technological changes and to the inadequacies of state-provided programs for social insurance and human capital formation. Resolution of the trade war and prevention of its frequent occurrence will become more likely when (a) China adopts much greater reciprocity in its economic engagement with the advanced countries despite its status as a developing country under WTO rules; and (b) US stops equating geostrategic competition with economic competition; recognizes that economic dynamism and economic resilience comes from strengthening indigenous innovation capability rather than from holding China back technologically; and institutes social programs to significantly reduce the trauma that is created by frequent job changes. Deep reform of WTO is urgently needed but is unlikely to happen in the medium run. For the medium-run, the US should mobilize country cooperation in regional settings (like the TPP) to introduce policy innovations to serve as templates for a re-designed WTO architecture, and to harness collective market power to be used in future negotiations on WTO reform.

The Politics and Economics of the U.S.-China Trade War

The United States declared trade war after substantial defections from the internationalist (in geo-strategy and economics) lobby in U.S. politics to a new coalition between conflict-is-inevitable activists and anti-globalization proponents. Many internationalist businesses changed sides after experiencing disappointments on economic fronts including China's non-compliance with some of its World Trade Organization (WTO) obligations, China's acquisition of foreign technology at lower-than-expected prices, and the serious inadequacies in the WTO's governance of global trade. Many of the disillusioned internationalists have given too much weight to the contribution of globalization to negative developments in the U.S. labor market, and too little weight to the role of powerful capital-biased technological changes and to the inadequacies of state-provided programs for social insurance and human capital formation. Resolution of the trade war and prevention of its frequent occurrence will become more likely when (a) China adopts much greater reciprocity in its economic engagement with the advanced countries despite its status as a developing country under WTO rules; and (b) the United States stops equating geo-strategic competition with economic competition, recognizes that economic dynamism and economic resilience comes from strengthening indigenous innovation capability rather than from holding China back technologically, and institutes social programs to significantly reduce the trauma that is created by frequent job changes. Deep reform of the WTO is urgently needed but is unlikely to happen in the medium run. For the medium run, the United States should mobilize country cooperation in regional settings (like the Trans-Pacific Partnership [TPP]) to introduce policy innovations to serve as templates for a re-designed WTO architecture, and to harness collective market power to be used in future negotiations on WTO reform.

Precarity: The Significance of a Controversial Concept

The authors focus on the category of precarity that refers to the phenomenon of dynamic instability resulting from income fluctuation and frequent job changes. Precarious workers view their situation as deviating from the norm and standards of living typical of their immediate circles. Thus, the term precarity describes a situation which is beyond the scope of the labour market and not confined to categories representing non-standard employment relations. As both objective and subjective parameters need to be taken into consideration in precarity studies, the conceptualisation of the phenomenon should not be subject to rigid universalist categories. Identification criteria prove to be contextual. The authors are convinced that the term precarity denotes a fundamentally new phenomenon not reduced to employment insecurity situations of the past. The article demonstrates that it is wrong to equate the modern situation of precarity with the position of an exploited proletarian worker, as the structural components of the labour market have changed, and the experience of the previous generation has affected the development of employment standards used as a benchmark today. The concept of precarity refers to a phenomenon without any precedents in the past and is highly relevant for studying modern labour markets.

Frequent Job Changes Can Signal Poor Work Attitude and Reduce Employability

We study whether employment history provides information about a worker’s “work attitude,” i.e., the tendency to act cooperatively and reliably in the workplace. We conjecture that, holding all else equal, frequent job changes can indicate poor work attitude and that this information is transmitted through employment histories. We find support for this hypothesis across three studies that employ complementary lab, field, and survey experiments, as well as in labor market panel data. First, a tightly controlled laboratory labor market experiment demonstrates that prior employment information allows employers to screen for reliable and cooperative workers and that these workers obtain better employment outcomes. Second, we conduct a field experiment that varies the frequency of job changes in applicants’ resumes and find that those with fewer job changes receive substantially more callbacks from prospective employers. Third, a survey experiment with Human Resources professionals confirms that the resume manipulations in the field study create different perceptions of work attitude and that these largely account for the callback differences. Finally, we find evidence consistent with our hypothesized relationships in empirical labor market data. Our work highlights the potential importance of job history as a signal of work attitude in labor markets, and points to a potential cost of frequent job changes.

Perspectives in Hiring Academic Librarians with Frequent Job Changes

ABSTRACTLibrarian candidates’ frequent job changes can affect the probability of being hired. The aim of this study is to investigate the perspectives of library administrators and other librarians who had made hiring recommendations (e.g., served in search committees) toward librarian candidates with frequent job changes; 230 participants completed the online survey. Age, gender, type of academic institution and the number of libraries that the participant had worked during their career were not predictors of bias. More than half believed frequent job changes reflected unfavorably on candidates. Findings suggested that there is no systematic bias of librarian candidates with frequent job changes.

Research on the mobility behaviour of Chinese construction workers based on evolutionary game theory

The Chinese construction industry is characterised by the frequent job changes of lower-level workers, which has been identified as one of the principal causes of poor performance, quality and safety accidents, and high technology loss in the construction industry. Assuming that each party has incomplete market information about the other, we can thus define a dynamic game relationship between employers’ incentives to retain workers and workers’ mobility behaviour. By using evolutionary game theory, in this study we analyse various conditional evolutionary stable strategies and explore how employer behaviour influences the mobility of the workers in this industry in China. The results show that under the prevailing employment model, construction workers are bound to change jobs regardless of whether their employers adopt incentives to retain them or not. This finding suggests that the government, as the market regulator, should reform its employment model to ensure that construction workers switch jobs in an orderly and rational manner.

Unemployment as a liminoid phenomenon: Identity trajectories in times of crisis

This article explores the formation of work identities in times of financial crisis and extreme austerity. In particular, we build upon prior studies of liminality, a state of in-betweenness and ambiguity, and explore how individuals, whose employment opportunities and career paths have been disrupted, construct their work/professional identities. The study draws on 39 semi-structured interviews conducted in Greece, where high levels of unemployment and economic stagnation prevail. Persistent crisis and austerity have prompted extended periods of instability and unpredictability during which the unemployed narratively (re)construct their past, present and future work selves. We propose that frequent job changes and persistent lack of work are not linear experiences but, instead, require multiple and, at times, ambiguous, fluid and incomplete identifications. These identifications include attempts to re-affirm prior stable professional identities, to institute new, yet still unidentified, careers or to enact what we term ‘liminoid identity positions’. When in liminoid positions, instead of pursuing intangible work futures, the unemployed create anti-structural spaces in which they collectively practice alternative forms of work and organization. Concluding, the article provides grounds for the study of individuals’ capacity to challenge the neoliberal restructuring of work and the possibilities for transformation in periods of unemployment and crisis.

Validation of the Job-Hopping Motives Scale

Job-hopping is the practice of making frequent voluntary job changes. Integrating theory and research from career and organizational turnover research, two distinct motives for job-hopping were proposed. The escape motive describes frequently changing jobs to escape disliked work environments, whereas the advancement motive describes frequently changing jobs as a means of career advancement. A self-report measure of job-hopping motives was developed and validated using responses from 221 students and 1,528 adults. Factor analysis showed that the motives are distinct but moderately related. The escape motive was associated with negative reactivity (impulsivity, negative affect) and script-based turnover decisions. The advancement motive was associated with positive proactivity (persistence, growth need strength), and protean, boundaryless, and kaleidoscope career theory components. Both motives were associated with organizational withdrawal, quick turnover decisions, and increased turnover. Job-hopping motives predicted historic job change rate over and above demographic, career, and organizational turnover variables.

Building your career capital: why you should avoid following your passion

Deciding to follow your passion at the beginning of your career is a flawed concept that can potentially lead to frequent job changes, anxiety and regret. Jason Ratcliffe discusses the traits of jobs that people love to do, and some rules to consider to get out there. He also introduces the three basic principles of self-determination theory and how they relate to workplace satisfaction