Job Competency Research Articles

Telework Beyond the COVID-19 Pandemic: Exploring Residential Density and Travel Behavior

The COVID-19 pandemic was a teleworking catalyst, but less is known about the implications for the built environment, travel behavior, and social equity following the pandemic. Using three rounds of survey data ( n = 474) in Flanders, Belgium—at the onset of the pandemic (April–May 2020), 1 year into the pandemic (April–May 2021), and after a return to normal (October–November 2022)—this research investigates teleworking profiles using residential population densities, necessary trip behavior and satisfaction, and sociodemographic characteristics. Four profiles are evaluated: not teleworking; teleworking during the pandemic and continuing afterward; teleworking during the pandemic but returning to work physically; and teleworking before, during, and after. Results indicate a negative relationship between teleworking and residential population density, so teleworking options might contribute to equitable access to employment. Alternatively, beginning to telework might prompt a residential movement to less dense areas with more space. Non-teleworkers were generally more mobile (frequency, distance, and duration) in regard to necessary trips than teleworkers. Women were more likely to return to work physically, indicating challenges in work–life balance that might benefit from the structure and separation that comes with commuting. Finally, experienced teleworkers were older and full-time employed, indicating that skill and job competence might relate to flexible contracts that include teleworking alongside employer trust. Increases in and the normalization of teleworking following the COVID-19 pandemic are related to work–life balance, equity, the urban form, and travel patterns, and understanding these relationships can aid in predicting teleworking trends and informing supportive policy.

Trauma nursing practitioners’ preferences for training for trauma specialist nurses based on job competencies

IntroductionOptimizing trauma nurse training is of great significance in enhancing nurses’ professional skills, strengthening their emergency response capabilities, facilitating career development, and improving patient rescue success rates. This study aims to investigate the preferences of trauma nursing practitioners for trauma specialist nurse training based on job competency. Methods631 Trauma nursing practitioners from 20 hospitals in Guizhou Province, China, participated in this cross-sectional study. The instruments used were the General Information Questionnaire and the Self-designed training preference questionnaire for trauma specialist nurses based on job competency theory. Questionnaires are distributed and collected through online questionnaires. Results93.03% of trauma nursing practitioners expressed their willingness to participate in trauma nurse specialist training, of which 80.35% had high-level training needs. 78.92% of trauma nursing practitioners expressed their hope to receive trauma nurse specialist training through operational demonstration training, online live broadcasts, and scenario simulation drills. Among the various dimensions of job competency, the highest demand was for professional knowledge, skills, and ability. ConclusionTrauma nursing practitioners highly value and recognize the professional training of trauma nurse specialists and prefer training methods that are highly practical and can directly improve clinical skills. The research results provide an important basis for further optimizing the training program for trauma nurse specialists.

Lookism, a Leak in the Career Pipeline? Career Perspective Consequences of Lookism Climate and Workplace Incivility.

Despite strides toward gender equality in the workforce, women continue to face significant challenges, including the "glass ceiling" and the "leaky pipeline", partially stemming from low occupational self-confidence. This study examined whether a climate of lookism leads to workplace mistreatment, undermining employees' perceptions of job competence and career potential, with a focus on gender differences. Using a cross-sectional design, data from 699 Italian workers (42.8% male, 56.3% female) were analyzed through multi-group structural equation modeling. The model explored relationships between lookism climate, workplace incivility, imposter syndrome, and perceived employability. The results revealed a full serial mediation for women; lookism climate was positively related to workplace incivility, which in turn was related to imposter syndrome, negatively impacting perceived employability. For men, no serial mediation was found; lookism climate was directly related to both incivility and imposter syndrome, with no significant relationship between the two. Like women, men experienced a negative relationship between imposter syndrome and perceived employability, yet this relationship was stronger for men. This study highlights that identifying and addressing workplace climates that foster subtle mistreatment can prevent larger issues like the leaky pipeline, suggesting targeted organizational-level intervention and prevention strategies can enhance job competence perceptions and career potential for both genders.

사회복지전담공무원의 메타역량, 직무역량, 직무몰입 간 관계에 관한 탐색적 연구

The aim of this study is to examine the relationship between meta-competence, job competence, and work engagement among social workers in local government. Using data collected from social workers in local government across the country, a PLS-based structural equation model analysis was conducted. The analysis revealed significant paths among meta-competence, job competence, and work engagement. Firstly, meta-competence had a positive impact on both job competence and work engagement. Secondly, the relationship between job competence and work engagement was also found to be positive. Thirdly, job competence acted as a partial mediator in the relationship between meta-competence and work engagement. Based on the research findings, the importance of competency development for social workers in local government was discussed, as well as integrated approaches to meta-competence and job competence in social work education.

Identifying the job competencies of Generation Z hotel employee in an intelligent environment in China

This study aims to identify and enhance the job competencies of Generation Z hotel employees in China, focusing specifically on how intelligent environments influence their job roles. Employing a mixed-methods approach, the research integrates focus group interviews with five groups to explore how job roles evolve in response to intelligent environments and uses questionnaires with 167 participants to develop a competency framework. The investigation addresses various dimensions of the intelligent hotel environment, including work support, internal communications, customer experience, and staff-customer interactions. Results show that the sense of responsibility towards customer interactions escalates to another level after hotels adopt an intelligent environment. Furthermore, this study establishes a job competency framework with 3 dimensions and 33 evaluation factors for Generation Z hotel employees, validated through Exploratory Factor Analysis and Confirmatory Factor Analysis. The framework of job competencies assists hotels in refining job competency assessment standards, developing robust performance appraisal systems, planning effective career development pathways, and designing targeted training programs. We expect these enhancements to significantly enhance the operational excellence and competitive advantage of hotels in China.

The Impact of Soft Skills Management in High-Tech Companies

The purpose of this academic report is to conduct research on the impact of soft skills management, with a special focus on job competencies in high-tech companies. The content of the chapters will be as follows: The first chapter addressed the theoretical foundations related to soft skills management, especially in high-tech companies. In the next chapter, examples of global companies using soft skills management to achieve efficient results were studied. In the last chapter, a diagnosis of workforce management will be made to propose strategies to increase the progress of soft skills.

ОБЪЕКТИВНЫЕ ПРИЗНАКИ ЗЛОУПОТРЕБЛЕНИЯ ДОЛЖНОСТНЫМИ ПОЛНОМОЧИЯМИ В ФИНАНСОВО-БЮДЖЕТНОЙ СФЕРЕ

The article substantiates the thesis about the high nature and degree of public danger of abuse of office in the financial and budgetary sphere. The author's vision of the direct object of abuse of office in the financial and budgetary sphere has been formulated, signs of the objective side of the criminal encroachment have been identified, recommendations have been developed on the qualification of abuse of office on objective signs of corpus delicti. The conclusion is formulated that when qualifying an action that goes beyond the authority of an official, first of all, it is necessary to establish the rights and obligations granted to the person within the limits of the job competence established by law and regulatory legal acts (decree, order, job regulations and instructions, etc).

Relationship between work readiness, transition shock, and job competency among new nurses in oncology hospitals - A longitudinal study based on a latent growth model

BackgroundNursing job competency is critical for talent development both globally and in China, relating to work readiness and transition shock. Previous studies, which have typically relied on average measurements at fixed time points, have not provided comprehensive longitudinal insights. AimThis study aimed to investigate the developmental trajectories of transition shock in new nurses at oncology specialty hospitals. Furthermore, we sought to explore the longitudinal mediating role of transition shock in the relationship between work readiness and the development of nursing job competency. DesignLongitudinal follow-up study. MethodsWe conducted three follow-up surveys over 8 months using the Work Readiness Scale, the Transition Shock Scale, and the Nursing Job Competency Scale to assess 252 novice nurses at two high-volume oncology centers. The surveys were conducted at 0, 4, and 8 months, with demographic information collected during the first survey. Data were analyzed using R 4.1.2 and Mplus 8.0. Results(1) Over the 8-month period, transition shock exhibited a linear decrease. Notably, nurses with a higher initial transition shock experienced a slower rate of decline. (2) There were positive correlations between work readiness and nursing job competency at all three measurement points. Conversely, transition shock was negatively correlated with both work readiness and nursing job competency. (3) Transition shock functioned as a longitudinal mediator in the relationship between work readiness and nursing job competency. ConclusionThis study clarified the longitudinal mediating role of transition shock in the relationship between work readiness and job competency in oncology settings. Targeted interventions are necessary to mitigate excessive transition shock, thereby improving the nursing job competency of new nurses in oncology hospitals. Registration23/313-4055.

The Effect Of Work Engagement And Income Satisfaction To The Work Competence Of Employees With Satisfaction Work As An Intervening Variable In The Office Binjai City Regional Secretariat

The aim of this research is to determine and analyze the influence of Job Involvement and Income Satisfaction on Job Competence which is mediated by Job Satisfaction at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 10,633 > 1.96 and the P Value of 0.000 < 0.05. On the influence of Income Satisfaction on employee work competence, the T-Statistic data obtained was 6,260 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Income Satisfaction on Work Competence. Work Engagement has a significant effect on Employee Job Satisfaction with a T-Statistic value of 15,172 > 1.96 with a P-Value value of 0.001 < 0.05. Income satisfaction has a significant effect on employee job satisfaction. This can be seen from the results of the T-Statistic value of 9,523 > 1.96 with a P-Value value of 0.000 < 0.05. On the influence of Job Satisfaction on Job Competence, the T-Statistic value is 1,060 < 1.96 with a P-Value of 0.290 > 0.05, which means that Job Satisfaction has no significant effect on the Job Competence of the Binjai City Regional Secretariat Office. In the indirect effect, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Income Satisfaction and Job Competence. This shows that improvements in Income Satisfaction can increase Job Satisfaction, which ultimately contributes to increasing Work Competence at the Binjai City Regional Secretariat Office.

교사의 교직선택동기와 직무역량 및 삶 만족도 간의 관계

Purpose: The aim of the study was to examine the relationships among teachers’ motives for career choice and satisfaction with life being a teacher, mediated by job competence. Special attention is given to the moderated mediation effect by job burnout. Methods: To address the research questions we utilized data from the first wave of the Seoul Educational Longitudinal Study, including 2418 teachers in elementary/secondary education. A structural equation model was conducted and for the main analysis a Process Macro (59) was applied to examine the moderated mediation effect in the main model. Results: Results indicate that a partial mediation effect of competence on the relationship between motivations and satisfaction. Also, the positive relationship of internal motivation and competence was moderated by job burnout. In sum, only internal motivation impacts teachers’ satisfaction with life and the competence’s mediation effect is moderated by job burnout (-). Conclusion: The implications of thefindings are that teachers motivated by internal factors show higher satisfaction with life being a teacher and that job competence plays a positive role in the psychological process. However, job burnout limits the chance by reducing the internal motivation’s positive effect on competence. Policy implications are drawn based on the results of the study.

Interrelations Among Adolescents’ Family Connections, Solitude Preferences, Theory of Mind and Perceptions of Academic and Work Competence

This study explored the links among family connections, solitude preferences, perceptions of work (academic and job) competence, and Theory of Mind (ToM) in 73 Canadian adolescents aged 11–18 (M age = 13.1). Previous studies show significant connections among these factors, although little is known about how such associations may relate to one another, especially the role of young people’s perceptions. To address these gaps in the literature, this study focused on adolescents’ experiences and perceptions of their family relationships, solitude preferences, and competence in the school context and workplace. Participants completed a series of self-report measures, advanced ToM tasks and written explanation for perceived family emotional connections. Results revealed that adolescents with more positive family connections reported higher levels of self-perceived academic and job competence, embraced solitude positively, yet felt less desire to be alone. Girls showed a higher affinity for solitude than boys, and the presence of more siblings reduced the desire for solitude. Those youth who were proficient in ToM skills reported positive family connections and high levels of academic competence. Findings hold implications for future research and education in adolescent’s social cognition and social and academic outcomes.

University job competences and their challenges in complex times

This study focused on the topic of competences and challenges faced by university teachers in Ecuadorian higher education. The objective of this study was to identify the essential competences that university teachers must possess to confront the current challenges in the Ecuadorian educational field. A mixed research methodology was utilized. A concurrent triangulation design (DITRIAC) was applied. The data collection technique was through documentary study and focus groups. Eight experts in Ecuadorian higher education participated as key informants. Among the findings, there was a consensus on 7 key competences (disciplinary mastery, pedagogical competences, technological skills, research and continuous updating, critical thinking development, ethical and social commitment, flexibility and adaptability to change). It was concluded that Ecuadorian higher education requires teaching professionals who not only master their disciplines and possess advanced pedagogical and technological skills, but who are also leaders in research, promoters of critical thinking, and exemplify ethical commitment and adaptability.

Exploration and Research on the "Dual Teacher" Classroom Teaching and Training Model

Classroom teaching is a key link in achieving talent cultivation goals. It is a necessary process to enhance students' professional knowledge and job competency. In the process of classroom teaching, teachers should arrange the content and process of teaching and training reasonably based on the differences in students, knowledge, and skills, research and explore effective classroom teaching and training models, and effectively improve the quality of classroom teaching and training. There are many factors that can improve the quality of classroom teaching, and one of the most important ones is how to guide students to follow the teacher's ideas and maintain their enthusiasm for learning. During classroom listening or training, one can engage in active thinking, interaction, and communication with the teaching teacher. In order to better improve the quality of classroom teaching and training, adapt to the new requirements of teaching and training in the new era, a "dual teacher" classroom teaching and training model is adopted for the same classroom. The main lecturer is responsible for imparting and teaching the main knowledge and skills. During the teaching process of the main lecturer, the auxiliary lecturer acts as a dual identity of both the teacher and the student in the classroom. At key teaching stages and knowledge points, they timely guide students to learn and think through various means, so that students can deepen their understanding and mastery of knowledge and skills.

반도체 제조공정 전문인력 양성을 위한 NCS 기반 교육 프로그램 개발

Objectives This study was conducted to develop an education program based on the NCS(National Competency Standards) that can be applied to students in semiconductor-related departments to train semiconductor manufacturing process experts. Methods To this end, a development team was formed including content experts in the semiconductor field and instructional design experts in the pedagogy field. In addition, NCS in the next-generation semiconductor manufacturing process field was selected through analysis of previous research on job competencies in the semiconductor field. Afterwards, an educational program was developed according to the procedures and methods of the RPISD(Rapid Prototype to Instructional System Design) model, an alternative instructional design model. Results The training program developed in this study consisted of two main components: group training for theoretical training and subgroup training for practical training. Theoretical education was designed as a mixture of online and offline methods to accommodate differences in learners' prerequisite knowledge, allowing students to repeat the course according to their individual level. In addition, content related to equipment operation and advanced learning was conducted offline to increase convergence with practical training. In addition, the entire program was operated as a team-based project learning to promote constructivist learning activities. In addition, programs such as career suitability assessment, counseling, and semiconductor company interview mentoring were also conducted to support employment activities. Conclusions This study is significant in that it developed an educational program that can develop job competencies for job seekers in semiconductor-related departments in a situation where there are very few opportunities to experience the semiconductor manufacturing process. In particular, it is more meaningful in that it was developed systematically by actively reflecting the opinions of education consumers, and that classes were structured using constructivist teaching and learning methods using online/offline blending and team-based project learning.

Recognition of Prior Learning: How Its Impact on Village Official Competencies?

Recognition of Prior Learning (RPL) represents an educational innovation necessitating adaptability and flexibility from academic institutions. Village officials must bridge the knowledge gap, as many have only completed high school. This study investigates the effectiveness of RPL in enhancing the competencies of village officials in Indonesia. The sample included 1,260 village officials across Indonesia, divided equally into 28 experimental and control groups. Data were gathered using a job competency assessment scale. Findings revealed a significant competency improvement in the experimental group following RPL implementation compared to the control group. This underscores the importance of RPL, inspired by Experiential Learning Theory and Job and Performance Theory, in fostering competency development through work activities. Continuous application of RPL is essential, tailored to the specific competency needs of various job types, with ongoing monitoring and evaluation to ensure quality.

Competence enhancement from interactive learning: Does attending conferences affect CEO turnover?

Managers can benefit from learning about stock prices and voluntary disclosure feedback to solidify their position. However, the value of managerial interactive learning is often overlooked. This paper examines the impact of CEO conference interactions on forced turnover. In specifications that include CEO fixed effects to absorb certain personality traits or work abilities, we find that directly interactive CEOs have a lower probability of turnover and weaken turnover-performance link. CEOs with interactive learning can change post-turnover profitability and curb declining performance. This entrenched CEO job after conference interactions is equally strong for first-time visitors, after excluding debriefings from other executives, where external pressures are higher, and it is much weaker for non-CEO executives, consistent with a role for CEOs' competence improvement from interactive learning. Positive and negative information content can be captured during meetings as reflected by the CEO's emotional tone and response to rumors. Our findings differ from earlier studies because of our emphasis on within-group estimation, and we focus on the impact of CEOs' interactive learning to acquire abilities rather than personality traits or job competence.

PENGARUH BUDAYA ORGANISASI, KOMPETENSI KERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DINAS PENDIDIKAN PROVINSI RIAU

ABSTRACT THE EFFECT OF ORGANIZATIONAL CULTURE, JOB COMPETENCE AND WORKLOAD ON THE PERFORMANCE OF EMPLOYEES OF DEPARTMENT EDUCATION PROVINCIAL RIAU This study aims to determine and analyze the effect of organizational culture, job competence and workload on the performance of employees of Departmen Education Provincial Riau. This research is a quantitative study with a research sampling method, namely the saturated sample Dispropotionate Stratified Random Sampling, which is a sampling technique when all members of the population are used as samples with a sample of 126 respondents. The data analysis method used in this research is multiple linear regression analysis using SPSS v. 24. The results of this study are organizational culture variables have a positive and significant effect on the performance of employees of Departmen Education Provincial Riau, job competence variables have a positive and significant effect on the performance of employees of Departmen Education Provincial Riau, and workload variables have a positive and insignificant effect on the performance of employees of Departmen Education Provincial Riau Keywords: Organizational culture, job competence, workload on the performance of employees.

TRANSFORMATIONAL LEADERSHIP, JOB COMPETENCE, AND JOB SATISFACTION AS A CRITICAL PREDICTOR OF EMPLOYEE PERFORMANCE: A QUANTITATIVE STUDY

Every employee has the same goal: to be successful and develop where they currently work. For a business to be successful, it needs to promote the performance of its employees. This study uses quantitative methods to explore the influence of transformational leadership and job competence on job satisfaction and their impact on employee performance. The research was conducted at PT BPRS Bhakti Sumekar Sumenep, with a total sample of 91 employees participating. After testing the hypothesis using the Multivariate Analysis Structural Equation Model Partial Least Square (SEM-PLS), the research findings reveal that transformational leadership and job competence have a positive and significant effect on job satisfaction and impact employee performance. Theoretical and practical implications are examined in this study.

Factors Associated with Teacher Wellbeing: A Meta-Analysis

Teacher wellbeing has received widespread and increasing global attention over the last decade due to high teacher turnover, growing teacher shortages, and the goal of improving the quality of teaching and student performance. No review has yet sought to undertake a cumulative quantitative assessment of the literature pertaining to teacher wellbeing. Using meta-analysis, we address this gap by systematically examining the relative strength of key antecedents, consequences, and correlates of teacher wellbeing, using the Job Demands-Resources theory as a guide to positioning factors in the nomological network. Following PRISMA guidelines, our systematic search yielded 173 eligible studies for inclusion (N = 89,876). Results showed that hope, autonomous motivation, psychological capital and job competencies were the top four strongest positive predictors of overall wellbeing, whereas neuroticism and disengagement coping were the top two strongest negative predictors. Occupational commitment was the strongest positive consequence of overall wellbeing, and turnover intentions were the strongest negative consequence. Burnout and work engagement were the strongest correlates of overall wellbeing. We also found that some effects were moderated by factors such as whether teachers were in-service or pre-service, and the educational setting (e.g., K-12, initial teacher education). Our review provides a useful empirical resource that may help guide practice in terms of how teachers, school leaders, and policy makers can support teacher wellbeing.

INDIVIDUAL COMPETENCY CAUSAL FACTORS AFFECTING PERFORMANCE OF ACADEMIC PERSONNEL IN HIGHER EDUCATION INSTITUTION

The objective of this research was to test an individual competency causal model affecting performance of personnel in higher education institutions. The study was conducted among education institutions in the upper southern of Thailand. The instrument used in the study was questionnaire. Data analysis was conducted using descriptive statistics, Pearson's correlation coefficient, confirmatory factor analysis, and causal factor analysis.The findings from the study found that 1) the individual competency causal model had an effect on performance of personnel in higher education institutions. It was consistent with the empirical data, considered from χ² = 994.860, df = 249, p = 0.000, χ²/df = 3.99, CFI = 0.94, TLI = 0.93, RMSEA = 0.06, SRMR = 0.04. Individual competency causal factors had an effect on performance of personnel with statistical significance. All predictor variables in the model could describe variance of performance, core competency, and job competency by 70.0%, 83.0% and 88.0% respectively.