High-quality Workforce Research Articles

The mediation effect of supervisor support and total rewards on the relationship between flexible work arrangements and turnover intentions in Gen Z

Purpose Flexibility in the workplace is increasingly considered an important aspect of human resource strategy aimed at attracting and retaining a high-quality workforce. The purpose of this study is to explore the direct relationships between both employee- and employer-centered flexible work arrangements and turnover intentions, specifically focusing on Generation Z employees. In addition, this study also examines the mediating role of supervisor support and total rewards in these relationships. Design/methodology/approach This study used a quantitative research design using a cross-sectional survey method to gather data from employees born from 1995 across three industries – logistics, retail sales, and manufacturing. Partial least-squares structural equation modeling was used to analyze the data. The survey was conducted online, ensuring a diverse geographical spread and adherence to the representativeness of Generation Z within these sectors. Findings Contrary to existing literature, the findings reveal no direct correlation between flexible working arrangements (FWAs) and turnover intentions in this demographic. Instead, the results highlight the significant mediating roles of perceived supervisor support and total rewards. Specifically, these factors were found to influence turnover intentions in relation to the availability of employee-centered FWAs. The findings provide theoretical and practical implications, suggesting an adaptation of human resource strategies to better align with the preferences and expectations of Generation Z in the workplace. Originality/value In contrast to existing literature, this study examines the relationship between the availability of two different types of flexible work arrangements (employee- and employer-centered) and turnover intentions, specifically among Generation Z employees. In addition, this research introduces mediation analysis to investigate the roles of perceived supervisor support and total rewards – constructs that have been rarely considered in the context of these relationships.

Developing high-quality workforce in Vietnam in the context of digital economy – opportunities and challenges

El desarrollo de una mano de obra de alta calidad se considera un factor fundamental para garantizar el avance, la integración profunda, la sostenibilidad y la estabilidad de la economía en la era del crecimiento económico digital. Al encontrarse en un periodo dorado de estructura demográfica con abundantes recursos humanos, una mano de obra joven, Vietnam puede acoger diversas oportunidades para desarrollar recursos humanos cualificados y de alta calidad. Sin embargo, la situación actual muestra que los recursos humanos de alta calidad aún se enfrentan a muchas deficiencias que no satisfacen los requisitos de la economía. Promover la transformación de la estructura laboral hacia el desarrollo de recursos humanos especializados y técnicamente cualificados, vincular la calidad de la formación con la demanda laboral y mejorar la gestión de la mano de obra en una dirección moderna, especialmente en el contexto del desarrollo económico digital, desempeña un papel crucial en el modelo económico de Vietnam. En la actualidad, la economía vietnamita se está acercando gradualmente a la economía digital como un paso adecuado para promover un crecimiento económico rápido y sostenible en Vietnam. En este estudio, el autor se centrará en el análisis y la evaluación de los actuales recursos humanos de alta calidad en Vietnam, al tiempo que esbozará las oportunidades y desafíos en el desarrollo de la economía digital, sugiriendo así algunas soluciones para el desarrollo de mano de obra cualificada en el contexto del desarrollo económico digital.

An International Competency Framework for High-Quality Workforce Development in Integrated Care (IC): A Modified Delphi Study Among Global Participants.

There have been increasing calls in the literature recommending training in integrated care (IC) for health and social care professionals. Although studies have focused on different stakeholders' perceptions of education and training, there is no consistent definition of the key competencies or approach to implementing these competencies among health and social care providers. This study used a modified Delphi consensus-building method with global panellists with experience in delivering and designing training in IC to ascertain which competencies are important in an international framework guiding workforce development in IC. A four-step methodological process was used. First, a scoping review identified a potential list of competencies and features of education and training in IC. Second, predefined criteria were used to identify global panellists with IC education experience. Third, two anonymous iterative Delphi rounds were conducted to (1) reach a consensus on the level of importance of the competencies and key themes to be included and (2) identify existing models of training in IC. This was followed by the analysis of the Delphi study and presentation of the results. A list of eight domains and 40 competencies was generated. Twenty-one panellists reviewed the competencies in the first and second round. The highest importance rankings were allocated to person-centred care, interprofessional teamwork and care coordination. The lower-ranking domains focused on professional workforce attributes. The study provides a global consensus on the competencies required for workforce training and development in IC and offers recommendations on how these competencies can be implemented in higher education and vocational institutions and workplace settings. The results will be useful for developing policy and curriculum by health and education providers and accreditation bodies.

Development of High-Quality Human Resources for Tourism in Quang Binh Province in the Context of International Integration

According to the economic and social development plan with a vision towards 2030, Quang Binh province identifies tourism as a key economic sector. To achieve this goal, alongside its natural and human resource advantages, the high-quality workforce is a crucial factor in determining the development of tourism in Quang Binh. Through the use of analytical and synthesis methods, and historical and logical comparisons, we have conducted research to identify one of the key factors influencing the transformation of the quality of tourism in Quang Binh is the high-quality workforce. From analyzing the role of developing a high-quality workforce, and understanding the achievements, limitations, and challenges posed in the development of a high-quality tourism workforce in Quang Binh today, this article focuses on several solution groups such as: i) strengthening the state's management role in developing high-quality tourism workforce, ii) enhancing the quality of training for high-quality tourism workforce, iii) raising awareness of the role, position, and importance of high-quality workforce in tourism development.

The ‘it’ factor: expectations of ‘good’ early childhood teachers in Australia

ABSTRACT Preparing early childhood teachers for the workforce is a national priority for Australia due to shortages of qualified early childhood professionals and increases in children attending early childhood centres. A workforce strategy (2022–2031) has been developed to ensure a sustainable, high-quality workforce, but there is little information about what is recognised by the profession as ‘good’ teachers and teaching. Drawing on interpretivist theory, and data from focus groups and interviews, we identify what constitutes a ‘good’ early childhood teacher from the perspectives of experienced early childhood mentor teachers. Bourdieu’s concepts of habitus, field, and doxa are used to understand the dynamics of what is interpreted by mentor teachers as ‘good’ teachers in the profession and to consider implications for early childhood and teacher education in general. Findings show that specific skills and dispositions were repeatedly identified as essential to achieve ‘good’ teacher status, highlighting prior experience and natural ability.

School education reform in India 2020: Economic prerequisites and purposes

In 2023, India surpassed China in terms of population, becoming the most populous country in the world. Many experts emphasize that India has a demographic dividend, which allows for high rates of economic growth. However, millions of young people enter India’s labor market each year, a significant portion of whom lack basic education and can only be engaged in low-skilled jobs. This situation affects the quality of life, working conditions, and overall socioeconomic situation in the country. The Government of N. Modi, along with other reforms relevant and timely for India, has developed a comprehensive transformation of basic and higher education in the country. The objective of the research is to identify the economic prerequisites, tasks, and methods for implementing the reform of the basic education system. It has been identified that despite the 2002 amendment to the Constitution and the Right to Education Act passed in 2006, many families do not send their children to school, and in other cases, some children do not complete their education. This is due to several reasons, including the remoteness of schools, difficulty in entrance and transfer exams, the need to help parents, among others. The new National Education Policy of 2020 aims to provide holistic early childhood and school education. The traditional structure of the education system has been changed: preschool education is now incorporated into the education system, allowing kindergarten graduates to transition smoothly into school. The traditional 10+2 model has been replaced with a 5+3+3+4 model. Regional languages are given special importance - education will be conducted in the mother tongue up to the fifth grade, and then students will also learn Hindi and English. Age-appropriate teaching methods are applied at each stage of education. In the final stage of schooling, students are given the freedom to choose disciplines based on their interests. Each stage of education aims to develop critical thinking, the ability to engage in discussions, and case analysis. Thus, the education system reform, if successfully implemented, aims to provide India’s economy with a higher quality workforce, regardless of whether the school graduate continues their education in college or enters the labor market after completing school.

Decision support system for employee recruitment optimization

In a production process, various production factors can affect the resulting performance. Employees, as a factor of production, play an important role in the production process, so it is necessary to get a high-quality workforce. In this regard, the recruitment process is very important, so it needs to be carried out strictly and thoroughly. The problem that is often encountered in the recruitment process is that applicant files are still handled manually, which allows errors to occur in the recruitment process. This error will impact the resulting performance because the industry has employees who do not fit the criteria. Therefore, a Decision Support System is needed in the recruitment process so that decision-making can be done quickly and accurately, reducing errors. This research aimed to find a decision support system application in employee recruitment. The recruitment process can be faster, more precise, and optimal because we get prospective employees who fit the required criteria. The method used to achieve the research objectives was the Analytical Hierarchy Process (AHP) to develop weights or priorities. The results obtained in this study were an application that shows the ranking of accepted prospective employees based on assessments in the recruitment process. In addition, the test results showed that 95% of the application could meet the Usability and Efficiency characteristics, and 70% meet the overall characteristics.

Some solutions for building an educational culture at universities in the context of international integration in Vietnam today

The document from the 13th National Congress of the Communist Party of Vietnam defines the education and training objectives in Vietnam towards “building a comprehensive, healthy, competent, and well-qualified Vietnamese individual, who takes high responsibility for themselves, their family, society, and the homeland”. Building an educational culture within schools is one of the fundamental foundations for achieving those objectives, contributing to fulfilling the mission, values, and educational goals of the institution, following the moral-intellectual-physical-aesthetic direction. In order to develop human resources and meet the high-quality workforce demands of the Fourth Industrial Revolution and international integration in schools, the establishment of a healthy, democratic, open, and joyful academic culture is a crucial requirement for any universities aspiring for sustainable development. The article focuses on clarifying the concept of educational culture within schools, its achievements and limitations in its establishment, and subsequently proposes solutions for building an educational culture at universities in Vietnam in the current context of globalization and international integration.

Analysis of Innovation Management in Higher Educational Institutions Based on Perceptions Formed among the Teaching Personnel

The workforce’s competency defines the efficiency of production in the country and, therefore, the welfare of the population. Higher education institutions play a considerable role in this as they prepare the workforce for the organizations in the country. Designing a high-quality workforce requires universities to keep up with the new technologies and innovations in higher education. Thus, managing innovation is the highest priority for higher education institutions. The present article aims to investigate the perceptions developed among the teaching personnel of higher education institutions, which will serve as an evaluator of innovation management efficiency. The research method has been adapted to fit the research problem and goals. The limitations of the research are that it is limited to several universities located in one city and may not fully reflect the situation in other cities. To fulfill this aim, an expert interview has been prepared, which assesses the perception and attitude towards innovations and innovation management efficiency. The analysis incorporated answers of 20 respondents employed at higher education institutions. The expert interview answers have been categorized and synthesized to reveal the hidden patterns and prepare practical recommendations for policymakers and future researchers. The analysis findings are that the teaching personnel has sufficient knowledge of the innovations in the educational sphere. Moreover, they are willing to engage in innovative processes by creating or using existing solutions. However, the study reveals funding-related issues and a necessity to adjust the university remuneration and internal policy to motivate greater engagement in innovation management.

Who's in the House? Staffing in Long-Term Care Homes Before and During COVID-19 Pandemic.

Critical gaps exist in our knowledge on how best to provide quality person-centered care to long-term care (LTC) home residents which is closely tied to not knowing what the ideal staff is complement in the home. A survey was created on staffing in LTC homes before and during the COVID-19 pandemic to determine how the staff complement changed. Perspectives were garnered from researchers, clinicians, and policy experts in eight countries and the data provides a first approximation of staffing before and during the pandemic. Five broad categories of staff working in LTC homes were as follows: (1) those responsible for personal and support care, (2) nursing care, (3) medical care, (4) rehabilitation and recreational care, and (5) others. There is limited availability of data related to measuring staff complement in the home and those with similar roles had different titles making it difficult to compare between countries. Nevertheless, the survey results highlight that some categories of staff were either absent or deemed non-essential during the pandemic. We require standardized high-quality workforce data to design better decision-making tools for staffing and planning, which are in line with the complex care needs of the residents and prevent precarious work conditions for staff.

Who’s in the House: Staffing in Long-Term Care Homes During the COVID-19 Pandemic

There is an absence of high-quality workforce data that could be used globally for comparative research on workforce planning in the residential long-term care (LTC) sector. We know that older adults residing in the LTC settings have multimorbidities resulting in complex care needs, yet the workforce is insufficiently able to meet their needs. A further reduction in LTC workforce was noted during the COVID-19 pandemic which increased the risk of adverse outcomes for residents. Survey results focused on the workforce in LTC homes collected from several countries during the current pandemic, highlighted that several members of the workforce were either absent or worked virtually (e.g., physicians, social workers). A better understanding of who is/or should be in the house to meet the needs of residents during or after future pandemics requires a workforce data system that routinely collects this information to ensure best quality outcomes for residents and their carers.

Liability of foreignness or outsider’s advantage? MNCs, diversity signals, and local human capital

This research uses signaling theory as an overarching framework to contribute to the question of whether foreign multinational companies (MNCs) enjoy an advantage when pursuing recruiting in local labor markets that show discriminatory practices towards one group of job seekers. While recent research in the field of international management found that foreign MNCs often leverage their otherness by attracting disadvantaged labor market populations, the details of the underlying mechanisms remain unclear. My research addresses this gap by distinguishing between the effect of signals about a company’s foreignness and signals about its support for diversity and inclusion of women on corporate attractiveness. The experimental data for this research was collected by means of manipulated job advertisement vignettes that were distributed to 1,000 university students in South Korea. The results suggest that foreign companies are generally perceived as more attractive than local companies. However, local companies can offset their initial disadvantage vis-à-vis foreign firms if they invest in measures of diversity and inclusion – at least among the female population. The findings call for a more nuanced view of the debate about the liabilities of foreignness and the role of gender. At the same time it alerts to the competitive possibilities for managers of local and foreign companies who are looking to assemble a high quality workforce.

Performance-Based Management to Motivate University Lecturers in Vietnam: A Case Study of Tan Trao University, Vietnam

University lecturers are professional knowledge workers who have the function of training, fostering and developing a high-quality workforce for the society. They perform two tasks at the same time: teaching and researching. The motivation to work of university lecturers is born from the need and is expressed through the aspects of awareness, attitude and behavior. From case study of performance- based management in TanTrao university, an investigate among 107 responders who are lecturers of the University was implemented. The results showed factors affecting on working motivation of university lecturers and their level of satisfaction with motivating activities in performance-based management system in the University. After that, the author recommended some solutions to motivate lecturers in Vietnam’s university to further advance their performance.

Auditors’ Influence on Clients’ Accounting Estimates

Accounting estimates are susceptible to managerial errors and bias, thereby generating audit risk. Quantifying and understanding the determinants and consequences of auditors’ influence on clients’ accounting estimates is therefore important. Using a novel econometric technique, we estimate annual measures of auditors’ influence on clients’ tax reserves – a complex and subjective account pervasive across industries. Influence varies across audit offices and within audit offices over time. Influence is smaller (larger) in busier audit offices, offices in geographic areas with greater mutual trust, and offices where clients draw employees from a higher-quality workforce (offices with growth in tax non-audit services and more task-specific expertise in auditing tax reserves). We find greater auditor influence is associated with more relevant tax reserves, fewer SEC comment letters related to tax reserves, and fewer tax-related restatements. Our finding that greater auditor influence is beneficial to clients informs auditors, audit committees, regulators, and financial statement users.

Employee quality, internal control and corporate social responsibility: An empirical study from a perspective of informatization management

Recently, the COVID-19 has swept the whole world. Under this situation, the firm, as a member of the society, should also undertake social responsibilities to jointly respond to the COVID-19. The employee, as a principal part of firm, plays an important role in informatization management which may affects the level of corporate social responsibility. Their ability of informatization management will inevitably affect their access to the information of corporate social responsibility, thus affecting the level of corporate social responsibility. This paper takes A-share listed companies from 2011 to 2018 collected in CSMAR as samples to explore the relations between employees’ ability of informatization and corporate social responsibility. This study, as an interdisciplinary research related to computer and management, adopts OLS, IV method and other mathematics methods to build models. Using the employee education level as a proxy for employees’ ability of informatization management, this paper finds that firms with a high-quality workforce exhibit higher level of corporate social responsibility, especially in the areas with lower degree of marketization. According to the further analysis using the model of Sobel test, the internal control plays a mediating role between employees’ ability of informatization management and corporate social responsibility. This study suggests that employee quality plays an important role in performing corporate social responsibility. This study should be of interest to top managers and regulators who wish to use information technology to improve corporate social responsibility.

Quality management of the industrial enterprises workforce

The use of the latest production technologies by industrial enterprises requires availability of a high quality workforce that matches their level of complexity and uniqueness of the equipment and materials used. Therefore, for any enterprise a very urgent task is to manage the quality of the workforce, the solution of which will allow it to maintain an infallible balance between the level of development of material and personal factors of production. The article presents the results of the research of the dynamics of the labor force quality at a number of industrial enterprises having different types of production organization. The paper carries out the analysis of the revealed dynamics. The study proposes the author’s method for determining the need to improve the level of quality of labor force. The article shows the possibility of automatization of labor force quality assessment by means of a computer program developed by the authors. The paper makes a conclusion that the most effective method of labor force quality management is the organization of intra-company training, which allows you to form special knowledge and skills of workers, which are most in demand at this enterprise. The study offers methodical recommendations for building a system of intracompany labor quality improvement, determines its principal differences from the existing ones.

Defined benefit pension policies and social responsibility performance: do socially responsible firms walk the talk?

PurposeThis study aims to examine whether socially responsible firms have well-funded employee pension programs and whether corporate social responsibility (CSR) performance is associated with management discretionary choice of pension accounting assumptions.Design/methodology/approachThe current study examines the impact of CSR performance on two measures of pension funding and two pension accounting assumptions using regression analysis. This study uses a panel data of 13,099 firms-years across 1,428 US firms from 1992 to 2015.FindingsFirms with higher CSR scores report higher pension net assets and are less likely to have underfunded pension than their counterparts. These firms also adopt more responsible (conservative) pension accounting assumptions (i.e. lower discount rate and a higher rate of compensation increase) to estimate pension benefit obligations. Results are stronger for firms that operate in the materials and industrial sectors and for the post-2000 period when underfunded pension has become more prevalent. Firms with higher CSR scores are also less likely to have a pension freeze.Originality/valueThis study examines the signaling role of CSR by using the signaling theory to explain how senders view the signaling process as a channel to build their reputation and the correspondent inference theory to explain how receivers process and assess the signal. It provides evidence that the signal provided by CSR score is reliable in assessing firms’ commitment to non-investing stakeholders, such as employees, providing valuable information for potential employees making career decisions and for managers considering employee pension as part of corporate strategies to attract high quality workforce. This study provides inputs for public accountants providing assurance services that CSR performance has a significant impact on management reporting choices. This study also provides evidence that CSR could be considered a private provision of public goods that internalize the negative externality of the prevalent underfunded pension phenomenon.

An analysis framework of portable and measurable higher education for future cybersecurity workforce development

An educated workforce is essential to government and industry, hence the need to provide a high-quality workforce has been crucial in higher education academic program development. In the cybersecurity field, the situation is not quite satisfactory, the reason comes down to the fact that this new industry is lacking a portable and measurable framework to evaluate the efficacy of the academic programs, thus, to provide the industry with the unified high-quality workforce. In this paper, we aim to come up with a design of an analytical framework for portable and measurable academic programs for future workforce development.The ultimate purpose for our research is to develop cybersecurity workforce through the increase of the number of cybersecurity professionals with a 4-year degree, in this project we will develop a seamless pathway for students transferring from 2-year programs such as Ivy Tech Community College of Indiana(Ivy Tech) Cybersecurity AAS program to a 4-year program such as Purdue University Northwest(PNW) CIT program.

ЗАБЕЗПЕЧЕННЯ РОЗВИТКУ ІННОВАЦІЙНИХ ВИДІВ ЗАЙНЯТОСТІ З УРАХУВАННЯМ ПОВЕДІНКОВИХ МОДЕЛЕЙ СУБ’ЄКТІВ РИНКУ ПРАЦІ

The article seeks to explore the transformation of behavioral models of labor market actors in modern realia which is characterized by a range of diverse manifestations of economic, institutional, social and psychological nature. It is observed that a key distinctive feature of this transformation is the effects from new challenges and risks on the formation and implementation of professional and educational trajectories in the contemporary society. It is argued that encouraging and supporting innovative types of employment is critical to improving the living standards and quality of life for the population and has a positive impact on the nation’s socioeconomic development. The study presents the pathways to ensure innovative types of employment in Ukraine by using new regulatory tools which lay the basis for the respective management mechanism. The purpose of this research is to design a framework to ensure the development of innovative types of employment with regard to various behavioral models of labor market actors. In this context, the key objective is to explore alternative professional and educational trajectories as well as to search for factors to ensure their effectiveness. To attain the research goals, the methods of analysis, synthesis, comparison, system analysis, abstraction and logical generalization were employed to work out a mechanism to development innovative types of employment. It has been verified that a significant increase in the services sector employment challenges implementation of a proactive labor market policy to respond promptly to changes in demand for labour and will contribute to building innovative professional and educational capacity of the population, in particular, train highly skilled personnel able to effectively use their knowledge, skills and competences acquired. The study offers a mechanism to ensure the development of innovative types of employment in Ukraine which includes the following structural elements: the purpose, principles, objectives, functions, methods, criteria of innovative employment, its actors and objects, priority areas, factors and tools to promote innovative employment in Ukraine. It has been reasoned that a key to successful implementation of the proposed mechanism is the harmonization of interests of all stakeholders involved, in particular, the government and employers, along with the development and implementation of joint programs of social support for economic transformation. The implementation of the proposed mechanism will contribute to ensuring high quality workforce by improving their skills and professional competences, work experience, boosting innovation, mobility and adaptability of employees which ultimately will translate into an effective management framework to enhance behavioral trajectories of individuals and foster their better productivity.

Human capital threshold, foreign direct investment and economic growth: evidence from sub-Saharan Africa

Purpose The purpose of this study is to analyze the mediating effect of human capital in foreign direct investment (FDI) and growth nexus and establish the threshold of human capital in 28 sub-Saharan African (SSA) countries over the period 1999–2017. Design/methodology/approach This study used a secondary source of data obtained from the World Development Indicator and used the system generalized method of moments and dynamic panel threshold regression (TR) to analyze the data. Findings This study found that FDI and human capital have no significant impact on the economic growth in SSA. However, when the interactive term of FDI and human capital was introduced in the model, the economic growth effect of FDI became positive and significant, while the coefficient of the interactive term is negative and significant. This presupposes that SSA does not have a sufficient high-quality workforce that can absorb and transform the spillover benefits of FDI into economic growth. As a result, this study applied the TR to determine the minimum level of human capital and established a threshold level at 63.91%. Practical implications It, therefore, becomes pertinent for policymakers in the SSA region to have a human capital policy to build up their absorptive capacities to fully take advantage of FDI. Originality/value The contribution of this study lies in establishing a threshold of human capital at 63.91% for countries in the SSA region.