Job Environment Research Articles

Perceived Needs Versus Predisposing/Enabling Characteristics in Relation to Internet Cancer Information Seeking Among the US and Chinese Public: Comparative Survey Research.

BackgroundSince the rise of the internet, online health information seeking has become a worldwide phenomenon. However, health and health communication are inherently culture bound. A data-driven cross-country comparison enables us to better understand how cultural factors moderate the association between individual-level determinants and online health information seeking.ObjectiveThe objective of the study was to examine similarities and differences in determinants of internet cancer information seeking between the US and Chinese general public (excluding cancer patients and survivors) under the framework of a behavioral model of health services use.MethodsThis study used Health Information National Trends Survey (HINTS) 2017 (US data) and HINTS-China 2017 data to answer the research question. It focused on people with no cancer history and with internet access. For the HINTS 2017, the sample size was 2153; for the HINTS-China 2017, the sample size was 2358. To compare China and the United States, the researchers selected the same set of study variables for each dataset. Under the framework of the behavioral model of health services use, these predictors were predisposing factors, enabling factors, and need factors.ResultsIn terms of the predisposing factors, a higher age, college degree or above, being currently unemployed, and having a family history of cancer were associated with internet cancer information seeking for the Chinese respondents; none of these factors were related to information seeking for the US respondents, although a lower age was associated with information seeking. Regarding the enabling conditions, lower trust in family members and friends as reliable information sources was the only factor associated with information seeking for the Chinese respondents, while no enabling factor was related to information seeking for the US respondents. Regarding the need factors, perceived health status was not related to information seeking for the Chinese respondents, while perception of poorer health condition was related to information seeking for the US respondents. Higher cancer fear was related to information seeking for both groups, but the magnitude of association was smaller for the Chinese respondents than for the US respondents.ConclusionsOverall, under the framework of the behavioral model of health services use, the results based on multivariate logistic regression reveal clear patterns of cross-country/cultural differences in the factors associated with internet cancer information seeking behaviors: predisposing characteristics and enabling conditions are more important in China, while perceived needs are more significant in the US. Such differences might reflect possible US-China differences in job environment (eg, job pressure) and culture (individualism vs collectivism and family structure).

PENGARUH KEMATANGAN GURU, LINGKUNGAN KERJA DAN KEPEMIMPINAN KEPALA MADRASAH TERHADAP KINERJA GURU PADA MADRASAH ALIYAH NEGERI KABUPATEN BATU BARA

Problem of this study is how influence of teacher’s maturity on teacher’s performance. How influence of job environment on teacher’s performance. How influence of head leadership of madrasah on teacher’s performance. How influence teacher’s maturity, job environment and head leadership of madrasah on teacher’s performance. The purpose of this study to determine and analyze the effect of teacher’s maturity on teacher’s performance. Determine and analyze the effect of job environment on teacher’s performance. Determine and analyze the effect of head leadership of madrasah on teacher’s performance. Determine and analyze the effect of teacher’s maturity, job environment and head leadership of madrasah on teacher’s performance. Sample in the study is 52 teacher’s . Data analysis techniques used in this study is descriptive analyze and multiple linear regression analysis. The results of the study indicate teacher’s maturity variable has a positive and significant effect on teacher’s performance. Teacher’s job environment variable has a positive and significant effect on teacher’s performance. Head leadership of madrasah variable has a positive and significant effect on teacher’s performance. The teacher’s maturity, job environment and head leadership of madrasah variable has a positive and significant effect on teacher’s performance.

The Relationship of Human Resource Practices (HRP) Constructs With Turnover Intention Among Employees in Sarawak, Malaysia

Competition within the service industry is getting more intense due to privatisation and rising number of business entities creating toward competitiveness in the market. The banking sector is known as one of the service industries with a high rate of turnover in Malaysia. Some of the reason employees choose to leave an organisation are such as arduous and strenuous job environment as well as demanding workloads. When more and more employees leave the organization, it will cause unfavourable impacts on a bank’s performance and productivity. Previous literatures have revealed the relatedness of human resource practices (HRP) with turnover intention (TI). 283 questionnaires have been distributed to bank employees in Kuching, Malaysia. The collected data was analysed in the aspects of correlation and regression where the results show that HRP are negatively related to employee’s turnover intention. Results from the research demonstrated the importance for bank employers to further enhance its existing HRP to minimize employees' turnover intentions. Furthermore, implications as well as recommendation for future study are also provided by this research. This study extends the knowledge of the effectiveness of human resource practices by incorporating the various effects of human resources practices on turnover intention from the employee perspective. This study also recommended few strategies for enhancement of present HRP to lower bank employees’ intention to quit the job.

Attitude Towards the Career Building in Journalism Among the Female Students of Communication

This research work looked at female students' attitudes toward Mass Communication and journalism to build a journalism career. This study's objectives were to determine female mass communication students' attitudes towards journalism as a career and to identify the obstacles to building a journalism career. This study employed the survey method with a questionnaire distributed among the female mass communication students of the Begum Rokeya University, Rangpur. From this research, it discovered that women have a negative attitude towards journalism as a career. Most female students do not want to build a journalism career because of family barriers, social or traditional outlook, extremist religious attitude, insecurity, physical limitation, discrimination between males and females at a media house, low salary, low evaluation of women, risk, and job environment. Keywords: Attitude, Journalism, Career, Female Student . DOI: 10.7176/NMMC/95-03 Publication date: January 31 st 2021

투어가이드의 직무환경이 직무몰입과 조직충성도에 미치는 영향 연구

The purpose of this study is to identify the relationship between the job environment, job commitment, and organizational loyalty of tour guides in order to provide a practical and efficient tour guide management policy for the continuous growth and stable management activities and achievements of the travel industry. The results of this study are summarized as follows. First, the job environment of the tour guide was found to be four dimensions of maintenance, achievement evaluation, decision making, and human relationship. Multiple regression analysis showed that there is a significant influence on dependent variables such as job satisfaction, job satisfaction, job responsibility, and turnover Respectively. The relationship between job environment and job satisfaction was influenced by pay, human relations, and achievement evaluation, and decision making was not significant. In the relationship between job environment and job satisfaction, there were significant influences in terms of human relations, achievement evaluation, and decision making, and remuneration was not significant. In terms of job environment and job responsibilities, human relations and decision making were influenced in order, and there was no meaningful relationship between pay and performance evaluation. Job satisfaction and job desire were influenced by achievement evaluation and human relationship order, and remuneration and decision making were not significant. Second, job involvement is divided into four dimensions : job satisfaction, job responsibility, and turnover need. Multiple regression analysis shows that there is a significant influence on organizational loyalty. The relationship between job commitment and organizational loyalty was influenced by job responsibilities and job satisfaction. Job satisfaction and turnover need were not significant. The Tour Guide is a group of experts devoted to the safe and satisfying tourism activities of the people in other countries, and should continuously improve the travel industry and improve and manage the work environment for stable management activities in a changing business environment.

부산지역 호텔기업의 직무환경, 조직몰입, 직무성과 관계연구

The purpose of this study was to investigate the relationship among Job Environment, Organizational Commitment and Job Performance of hotel company. For the purpose of study, 250 survey questionnaires were distributed among the employees who are working for hotel company from 12th Oct, 2020 to 31th Oct, 2020. Lastly 235 samples were put to actual analysis by using SPSS Win 26. The results of the study are as follows. First, the job environment which are consist of human environment, welfare environment and physical environment had significant effects on organizational commitment. Second, the job environment which are consist of human environment, welfare environment had significant effects on job performance. Lastly, the organizational commitment had significant affect on job performance. As employees perceive the working environment positively, the better their job performance. Therefore, hotel corporates should make various efforts to expand the range of positive perceptions by actively communicating with employees through various channels.

항공사객실승무원에 대한 항공서비스전공 대학생의 직업이미지 인식유형 연구: Q방법론 적용

This study was conducted to explore and classify the types of the subjectivity on the occupational image of the undergraduates majoring in airline service as flight attendants. Using Q methodology, 52 Q-statements were selected as the Q sample through literature reviews, interviews and 35 selected P-samples from participants. The collected data was analyzed using PQMethod program. As a result, there is a common recognition based on the job environment, job characteristics, and job security. Meanwhile, three distinctive types of the occupation image were identified based on job value attitudes, gender roles, functions and roles: Type 1 was ‘Value-oriented responsibility type’ and making effort with a strong sense of vocation. TypeⅡ was ’Task-based professional type’ of refined manners and vocational skills. Type Ⅲ was ‘Function-oriented office workers type’ with sense of belonging, and putting organization before individual. This result will be contribute and help provide the strategies for improving the occupational image for flight attendants.

Quality of work life: A study conducted among IT professionals in Taramani, Chennai

The success of an organization is highly dependent on happy and satisfied workforce. Today’s organizations need to be more flexible so that they get equipped to develop their workforce according to the changing industrial scenario. Hence organizations are required to adopt a strategy to improve their employee's quality of work life to satisfy both the organizational objectives and employee needs. The term quality of work life refers to the favourableness or unfavourableness towards a total job environment for people to work. This study aims to measure such favourableness or unfavourableness by analysing four significant dimensions of workplace namely work environment, compensation and rewards, opportunities for career growth and development and work life balance of IT professionals in Taramani - The IT corridor of Chennai. The population of the study consists of 7 million units (as per CEO World Magazine Survey in 2016) among which the researcher chose 30000 units from two IT parks namely Tidal park and Ascendas for the study. The researcher had adopted a representative random sampling method by which 210 units that adequately replicates the larger population were studied to analyse the quality of work life of IT professionals in Taramani, Chennai. The researcher had used structured questionnaire with five-point scale to record the responses. Keywords: Quality of work life, Work force, IT professionals.

The Fourth Industrial Revolution and Employment in Sub-Saharan Africa: The Role of Education

ABSTRACT The heat of the fourth industrial revolution (4IR) in the form of automated technologies in industrial production processes is on the global world. This has raised worries regarding the potential impact of the 4IR particularly on the future of jobs in developing countries. The study investigates the impact of the 4IR on industry labor employment, with particular emphasis on the role of tertiary education in SSA from 2000 to 2018. Due to the dearth of adequate data relating to the elements of 4IR such as robotics, internet of things (IoT), and cloud technologies, the study is benchmarked on the technology achievement of SSA countries, tertiary education attainment, and some elements of Information and Communication Technologies (ICTs) like mobile phone technology and internet densities. The study employed instrumental variable regression, within the framework of the System GMM estimator, covering the 48 SSA countries. The result shows that technology achievement index (TAI), technology, mobile, mobile phone technology, and education exert a positive effect on industry labor employment in SSA. This suggests that advancement in the elements of 4IR will eventually bring about improvement in the level of industry labor employment. Based on these findings, the study recommends that the governments of SSA countries should embark on structural reforms of the educational system as well as massive investment in ICT penetration and diffusion. These efforts will produce digital manpower to fit into the new job environment while offsetting the immediate job losses occasioned by the 4IR

The Fourth Industrial Revolution and Employment in Sub-Saharan Africa: The Role of Education

ABSTRACT The heat of the fourth industrial revolution (4IR) in the form of automated technologies in industrial production processes is on the global world. This has raised worries regarding the potential impact of the 4IR particularly on the future of jobs in developing countries. The study investigates the impact of the 4IR on industry labor employment, with particular emphasis on the role of tertiary education in SSA from 2000 to 2018. Due to the dearth of adequate data relating to the elements of 4IR such as robotics, internet of things (IoT), and cloud technologies, the study is benchmarked on the technology achievement of SSA countries, tertiary education attainment, and some elements of Information and Communication Technologies (ICTs) like mobile phone technology and internet densities. The study employed instrumental variable regression, within the framework of the System GMM estimator, covering the 48 SSA countries. The result shows that technology achievement index (TAI), technology, mobile, mobile phone technology, and education exert a positive effect on industry labor employment in SSA. This suggests that advancement in the elements of 4IR will eventually bring about improvement in the level of industry labor employment. Based on these findings, the study recommends that the governments of SSA countries should embark on structural reforms of the educational system as well as massive investment in ICT penetration and diffusion. These efforts will produce digital manpower to fit into the new job environment while offsetting the immediate job losses occasioned by the 4IR

Can an Abusive Supervision Be a Predictor of Doocing? Comment on Akram, Z.; Li, Y.; Akram, U. When Employees Are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective. Int. J. Environ. Res. Public Health 2019, 16, 3300.

Thanks to the research work of Akram and colleagues on the consequences of an abusive supervision, it is possible to hypothesize a new point of view of the doocing phenomenon. According to the authors, an abusive supervision can cause, through the interaction of some mediators and moderators, counterproductive work behaviors; this comment proposes that these behaviors can be performed also in an online context. As a consequence, a worker could be fired because of something posted on social media (doocing). Another relevant point of view concerns the great responsibility given to supervisors and management with regard to the care of job environment from an emotional point of view.

An Examination of Burnout Predictors: Understanding the Influence of Job Attitudes and Environment.

Burnout amongst healthcare employees is considered an epidemic; prior research indicates a host of associated negative consequences, though more research is needed to understand the predictors of burnout across healthcare employees. All employees in a cancer-focused academic healthcare institution were invited to participate in a bi-annual online confidential employee survey. A 72% response rate yielded 9979 complete responses. Participants completed demographic items, a validated single-item measure of burnout, and items measuring eight employee job attitudes toward their jobs and organization (agility, development, alignment, leadership, trust, resources, safety, and teamwork). Department-level characteristics, turnover, and vacancy were calculated for group level analyses. A univariate F test revealed differences in burnout level by department type (F (3, 9827) = 54.35, p < 0.05) and post hoc Scheffe’s tests showed employees in clinical departments reported more burnout than other departments. Hierarchical multiple regression revealed that employee demographic and job-related variables (including department type) explained 8% of the variance of burnout (F (19, 7880) = 37.95, p < 0.001), and employee job attitudes explained an additional 27% of the variance of burnout (F (8, 7872) = 393.18, p < 0.001). Relative weights analysis at the group level showed that, of the constructs measured, alignment is the strongest predictor of burnout, followed by trust and leadership. The relationships are inverse in nature, such that more alignment is related to less burnout. Turnover and vacancy rates did not predict group level burnout. The results reported here provide evidence supporting a shift in the focus of research and practice from detection to prevention of employee burnout and from individual-focused interventions to organization-wide interventions to prevent burnout.

How do mid-level managers experience data science disruptions? An in-depth inquiry through interpretative phenomenological analysis (IPA)

PurposeRapid advancement of data science has disrupted both business and employees in organizations. However, extant literature primarily focuses on the organizational level phenomena, and has almost ignored the employee/individual perspective. This study thereby intends to capture the experiences of mid-level managers about these disruptions vis a vis their corresponding actions.Design/methodology/approachIn a small-sample qualitative research design, Interpretative Phenomenological Analysis (IPA) was adopted to capture this individual-level phenomenon. Twelve mid-level managers from large-scale Indian organizations that have extensively adopted data science tools and techniques participated in a semi-structured and in-depth interview process.FindingsOur findings unfolded several perspectives gained from their experiences, leading thereby to two emergent person-job (mis)fit process models. (1) Managers, who perceived demands-abilities misfit (D-A misfit) as a growth-alignment opportunity vis a vis their corresponding actions, which effectively trapped them into a vicious cycle; and (2) the managers, who considered D-A misfit as a psychological strain vis a vis their corresponding actions, which engaged them into a benevolent cycle.Research limitations/implicationsThe present paper has major theoretical and managerial implications in the field of human resource management and business analytics.Practical implicationsThe findings advise managers that the focus should be on developing an organizational learning eco-system, which would enable mid-level managers to gain their confidence and control over their job and work environment in the context of data science disruptions. Importantly, organizations should facilitate integrated workplace learning (both formal and informal) with an appropriate ecosystem to help mid-level managers to adapt to the data-science disruptions.Originality/valueThe present study offers two emergent cyclic models to the existing person–job fit literature in the context of data science disruptions. A scant attention of the earlier researchers on how individual employees actually experience disruption, and the corresponding IPA method used in the present study may add significant value to the extant literature. Further, it opens a timely and relevant future research avenues in the context of data science disruptions.

The Effect of Compensation and Job Environment on Employee Loyalty through Job Satisfaction as an Intervening Variable

This study aims to determine the effect of compensation and job environment on job satisfaction, the effect of compensation, and job environment on employee loyalty, the effect of job satisfaction on employee loyalty. It is also intended to analyze the effect of compensation and job environment on employee loyalty, through job satisfaction as an intervening variable. This study uses a path analysis model. The sample in this study was 62 permanent employees of the BNI Makassar Branch. The data in this study were obtained by distributing questionnaires. The results showed that the compensation and job environment had a significant effect on job satisfaction. Further, the research indicates that compensation, job environment, and job satisfaction have a positive and significant effect on employee loyalty. The result also found that job environment has a significant effect on employee loyalty through the job satisfaction variable as an intervening. Job satisfaction has a significant effect on employee loyalty and compensation has a significant effect on employee Loyalty through the job satisfaction variable as an intervention.

Using the interactive whiteboard for teaching from the viewpoint of physics teachers in the Sultanate of Oman

Interactive whiteboards are provided in most schools in Oman, including those in the Al-Batinah North Governorate of the Sultanate, but many are not activated. Some teachers abandon them despite their presence and prefer to use the traditional blackboard or whiteboard for teaching. This study reveals the views of physics teachers in the Al Batinah North Governorate about the use of the interactive whiteboard for teaching physics. This study adopts a descriptive approach to collecting data from 377 male and female physics teachers, undertaken in the second semester of the 2017-2018 academic year. Statistical analysis shows that the teachers’ responses to the tool were positive and profound, and there were no significant differences in their views about the effectiveness of using interactive whiteboards for teaching due to the variables of gender, educational qualification, or years of experience. This result is satisfactory because of the similarity of the job environment for all members of the sample, which leads to the absence of a difference in the viewpoints of male and female teachers. In light of the results, the study recommends holding workshops and training courses for teachers to develop their skills in using the interactive whiteboard in teaching and conducting similar studies in other provinces with larger samples to generalize the results.&#x0D; Keywords: interactive whiteboard; teaching; physics teachers; Oman

Equipo multiprofesional y trabajo interdisciplinario en cuidados paliativos: reflexiones sobre factores contextuales y profesionales que afectan la práctica de Terapia Ocupacional

Aunque la atención interdisciplinaria ha sido el modelo filosófico y teórico de trabajo del equipo multiprofesional en los cuidados paliativos, en la práctica, este modelo no asegura una atención conjunta. Este artículo de reflexión presenta diferentes cuestionamientos en torno a la visibilidad y el quehacer de Terapia Ocupacional dentro del equipo de cuidados paliativos. Se rescatan las dinámicas de trabajo de terapeutas ocupacionales brasileñas que han actuado en este campo junto con profesionales de otras áreas, analizando las características del entorno laboral y los factores profesionales que pueden estar influenciando la prestación de una atención profesional conjunta durante el proceso de acompañamiento paliativo. Se espera que este diálogo genere incomodidad y que despierte la motivación de las y los lectores para proyectar y concretar oportunidades que aborden e incorporen la dimensión ocupacional en este tipo de cuidado, cuyo enfoque sea la conservación de la identidad profesional, su visibilidad epistémica y la flexibilización de las competencias intraprofesionales, para una genuina práctica interdisciplinaria.

엘리트 태권도지도자의 직무환경과 그릿 및 코칭열의 관계

이 연구는 엘리트 태권도지도자의 직무환경과 그릿 및 코칭열의의 관계를 규명하는데 목적이 있다. 이를 위해 2019년 대한태권도협회 경기단체에 등록한 지도자를 모집단으로 선정하여 209명의 표본을 추출하였으며, 이 중 응답의 일관성이 결여되는 13명의 자료를 제외한 총 196명의 자료를 최종분석에 사용하였다. 수집된 자료처리는 가설을 검증하기 위해 SPSS 23.0, AMOS 23.0 통계프로그램을 활용하여 빈도분석, 확인적 요인분석, 신뢰도분석, 상관관계분석, 구모방정식모형을 실시하였으며, 다음과 같은 결과를 도출하였다. 첫째, 직무환경은 그릿의 하위요인인 지속적인 관심에 정적인 영향을 미치는 것으로 나타났다. 둘째, 직무환경은 그릿의 하위요인인 꾸준한 노력에 정적인 영향을 미치는 것으로 나타났다. 셋째, 직무환경은 코칭열의에 정적인 영향을 미치는 것으로 나타났다. 넷째, 그릿의 하위요인인 지속적인 관심은 코칭열의에 유의한 영향을 미치지 않는 것으로 나타났다. 다섯째, 그릿의 하위요인인 꾸준한 노력은 코칭열의에 정적인 영향을 미치는 것으로 나타났다.

Knowledge dimension in investment of the human capital as perceived by staff working in Jordanian insurance companies

The main objective of this research is to address knowledge dimension of human capital in insurance sector in Jordan. There is an urgent need for studies on human capital, including intellectual capital (IC). After a thorough review of the research literature, the researchers were able to develop a questionnaire to apply to insurance companies in Jordan. In this study, the sample of 30 companies has been randomly selected from Amman, Zarqa, and Irbid in the insurance sector in Jordan. Means, SD, ANOVA analysis, and “Tukey Test” were used. Multiple regression was extracted for the first hypothesis, for subhypothesis simple regression is used. For the correlation indicator, we used Multicollinearity, finally Stepwise Regression was used. The values of the calculated t‐ratios for the staff position show that the nonsupervisory staff feel more than the supervisory staff in Staff Recruitment and Job Environment variables. And the supervisory staff feel more than the nonsupervisory staff in Staff Development. The values of the calculated t‐ratios for the gender show that the male staff feel more than the female staff in Staff Recruitment and Job Environment variables. And the female staff feel more than the male staff in Staff Development. The values of the calculated F‐ratios for each of the factors affecting knowledge dimension of the investment in human capital high and it can be concluded that there is significant statistical evidence that differences between factors exist according to the staff Work Place in variables Staff Recruitment, Job Environment, and Staff Development. Result of the test showed that staff who's working in Irbid feel in Staff Recruitment variable more than staff who's working in Zarqa. And the staff who's working in Zarqa feel in Staff Development variable more than staff who's working in Amman.

호텔조리사가 인지하는 고용가능성이 개인 창의성과 경력몰입에 미치는 영향에 관한 연구

The purpose of this study is to find out the relationship of hotel cook's employability, personal creativity and career commitment. The results of the study were as follows: First, employability had a significant positive effect on individual creativity. Second, employability had a significant positive effect on career commitment. Third, personal creativity had a significant positive effect on career commitment. Hotel companies have to provide various opportunities for education and training at different stages of experience as well as ensure the stability of the chef's job and employment environment. In addition to menu development and cooking, this should include educational opportunities to develop managerial skills. However, since employability refers to the perception of the ability to leave one's organization and to be employed by another organization, it is necessary to ensure that the chef's ability and creativity can lead to job performance, as well as stable job performance, through various benefits and fair performance compensation to avoid leading to turnover intention

STRENGHTENING PERFORMANCE OF INDONESIAN NATIONAL POLICE IN SOUTH SUMATERA REGIONAL POLICE

Excellent police service is very important. Community expected the excellent police service, so that the National Police needs to create positive performance. The study aims to determine whether there is a direct or indirect effect of reward and job satisfaction on performance and strengthening the performance of the National Police. The research method is a survey with path analysis. The research variables are 2 exogenous variables, reward system (X1) and job satisfaction (X2) and 1 endogenous variable, performance (X3). Sampling of 548 Polri personnel in the South Sumatra Regional Police used stratified random sampling. Based on the results of statistical calculations, there is a positive direct effect of rewards on performance with a path coefficient of 0.381 and a T-count of 10.217. Job satisfaction on performance has a positive direct effect with a path coefficient of 0.475; T-count value of 12.740. The positive direct effect of rewards on job satisfaction with a path coefficient of 0.714 and the T-count of 23.817 and the indirect effect of rewards on performance through job satisfaction has a path coefficient of 0.339; T-count value is 11,242. Strengthening the performance of the National Police is done by building a healthy job environment through the accuracy of the management of reward, based on the accuracy of performance assessment instruments, so that it has an impact on job satisfaction and has positive effect on performance.