Job Expectations Research Articles

It All Hinges on China: Environmental Governance in the Twenty-First Century

It All Hinges on China: Environmental Governance in the Twenty-First Century

Intensive Learning Experience: Development of STEM Mentorship Program for High School Gifted Students

Positive mentoring experiences for high school students with high academic ability who want more in-depth academic knowledge and real job expectations can contribute to individualized career guidance within the mentor’s profession. This study examined a governor’s school program that is designed as a residential mentorship program for high school students with high academic performance in the areas of engineering and marine science. Evaluation from mentors, mentees, and parents was collected after completing the program. Throughout the evaluations, we learned four lessons to develop a successful mentorship program. Setting goals and expectations, building effective communication, developing the right human resources and training, and building a developmental relationship were important elements to be considered for the development of the mentorship program.

The effect of self-fulfilling prophecy on developing auditors' ethical values

PurposeThe growth and development of positive psychology approaches in the areas of human resource management has created a successful conceptual basis in the psychology of business and jobs and has led to a tendency to apply knowledge and skills to job expectations in line with job expectations. That profession will grow, and this can also lead to the development of ethical practices. The purpose of this paper is the effect of self-fulfilling prophecy on developing auditors' ethical values.Design/methodology/approachThe target population of this study was auditors of auditing organizations and private sector audit firms that were selected through random sampling and evaluated over a period of 6 months. The research instrument was standard questionnaires, and partial least squares analysis was used to test and test the research hypotheses.FindingsThe results of this study show that the effect of self-fulfilling prophecy on ethical virtue and ethical conscientiousness as two dimensions of auditors' ethical values has a positive and significant effect.Originality/valueThis study explains how to clearly convey the social expectations of an auditor about value-based approaches in the audit profession, and it examines the role of these expectations in the professional performance of auditors. In fact, beliefs and expectations play a decisive role in improving auditors' level of value based on professional behavior, such as professional skepticism and objectivity, and this research can help increase the level of knowledge about this profession.

MP58-10 QUALITY IMPROVEMENT INITIATIVE TO OPTIMIZE OUTPATIENT TRIAGE WORKFLOW AND REDUCE BURNOUT

You have accessJournal of UrologyHealth Services Research: Quality Improvement & Patient Safety IV (MP58)1 Sep 2021MP58-10 QUALITY IMPROVEMENT INITIATIVE TO OPTIMIZE OUTPATIENT TRIAGE WORKFLOW AND REDUCE BURNOUT Loren Smith, Hannah Moreland, and Timothy Averch Loren SmithLoren Smith More articles by this author , Hannah MorelandHannah Moreland More articles by this author , and Timothy AverchTimothy Averch More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000002088.10AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Our rapidly expanding urology practice increased to eight providers in under two-years’ time with a corresponding growth in patient volume. Triage personnel reported an untenable escalation in workload with mounting burnout representing an opportunity for process improvement. The SMART (specific, measurable, achievable, realistic, timely) aim for this project was to reduce the frequency and duration of triage calls, increase the appropriateness of call content, and improve the well-being of the triage staff. METHODS: Starting September 2020 using Plan-Do-Study-Act (PDSA) quality improvement (QI) methodology, a multiprofessional team iteratively identified systems-level processes available for refinement, leading to optimized triage workflow. Quantitative and qualitative data were obtained sequentially through five phases. Data were collected through a multidisciplinary approach including triage call logs, direct observation, and one-on-one collaboration sessions. Triage personnel were surveyed periodically using an anonymous, validated, repeatable instrument. RESULTS: After five PDSA cycles, triage noted a reduction in call volume by 403 calls (20.3% reduction) with a median call duration of 58 seconds (21.1% reduction), down from a baseline of 1,986 calls with median call duration 73.5 seconds. Restructuring and refinement of the clinical phone tree (PDSA 1-2) and standardized management of non-urgent calls to triage not warranting triage attention (PDSA 3) contributed to the improvement. Notably, five call categories deemed inappropriate for triage were eliminated after the application of PDSA process improvement. Further modifications based on collected survey responses aimed to create a culture of recognition. They included triage interior redesign (PDSA 4), patient paperwork reallocation outside of triage (PDSA 5), and a patient education handout covering a common triage call topic (current PDSA). The latter refinements increased job satisfaction (20%), workload manageability, and fostered greater congruence between job expectations and triage duties. CONCLUSIONS: Small changes to the structure of the work and communication environment resulted in measurable improvements in both call volume and employee satisfaction. Relatively few systems factors were responsible for a majority of triage concerns. Further interventions, including implementing a monthly QI meeting, optimizing use of the patient portal, and improving staffing resource allocation are needed to actualize further employee satisfaction. Source of Funding: N/A © 2021 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 206Issue Supplement 3September 2021Page: e992-e992 Advertisement Copyright & Permissions© 2021 by American Urological Association Education and Research, Inc.MetricsAuthor Information Loren Smith More articles by this author Hannah Moreland More articles by this author Timothy Averch More articles by this author Expand All Advertisement Loading ...

Debt Stress, College Stress: Implications for Black and Latinx Students' Mental Health.

Educational debt is an economic stressor that is harmful to mental health and disproportionately experienced by African American and Latinx youth. In this paper, we use a daily diary design to explore the link between mental health, context specific factors like "college stress" and time use, and educational debt stress, or stress incurred from thinking about educational debt and college affordability. This paper utilizes data from a sample of predominately African American and Latinx college students who provided over 1,000 unique time observations. Results show that debt-induced stress is predictive of greater self-reported hostility, guilt, sadness, fatigue, and general negative emotion. Moreover, the relationship may be partly mediated by "college stress" reflecting course loads and post-graduation job expectations. For enrolled students then, educational debt may influence mental health directly through concerns over affordability, or indirectly by shaping facets of college life. The window that our granular data provides into college experiences suggest that the consequences of student debt are manifest and immediate. Further, the documented day-to-day mental health burden for minority students may contribute to downstream processes like matriculation.

Differing career expectations in the hospitality industry: a cross-cultural study

PurposeThe primary purpose of this study is to examine hospitality and tourism undergraduate students' attitudes to work and career expectations as they prepare to enter the workforce in the hospitality industry in both the United States and South Korea.Design/methodology/approachThe measurement instrument was developed from previous studies (Chen and Shen, 2012; Kong, 2013) and included questions related to job attitudes, job satisfaction, job motivations, job involvement, and career expectations and aspirations upon graduation. T-tests were conducted first for the mean values of the constructs between the United States and South Korea to ensure the comparison of two different cultural groups.FindingsFirst, students from the United States (US) have more and better work attitude than those students from South Korea. Second, students from South Korea appear to be less motivated to work and less satisfied with their current jobs and earnings than students from the US. Third, the results also have managerial implications for both countries. It is very important to know that higher grade point average is not an answer to find the right person but more likely, positive attitudes to work and higher levels of job involvement are more likely to have higher job expectations and aspirations for employment in the industry.Originality/valueThis study adds to the hospitality literature by examining the different perspectives of hospitality and tourism undergraduate students from the US and South Korea, specifically examining their attitudes toward work, job satisfaction, work involvement and job expectations as they prepare for careers in the industry. The results of this study help stakeholders (i.e. students, educators and practitioners) in the hospitality and tourism industry gain a better understanding of their undergraduate students as they prepare for careers in the industry. In addition, the study contributed to understanding cultural differences present among hospitality and tourism students from individualist and collectivist cultures.

Gender differences in job satisfaction among disabled workers.

This paper explores the association between job satisfaction and gender for workers with disabilities, using data from the Panel Survey of Employment for the Disabled, which interviews officially registered persons with disabilities in Korea. To take full advantage of the longitudinal data, we apply random-effects ordered probit models to investigate the underlying factors that affect gender differentials in job satisfaction. Our findings reveal that merely different work values between women and men do not account for the significantly higher job satisfaction among women. We suggest that workers' expectations play a role in explaining why female workers are happier in the workplace than their male counterparts; that is, holding other factors constant, women's expectations from jobs are lower than men's. This hypothesis is partially supported by the empirical analyses that gender differentials diminish among the highly educated workers, for whom there is less likely to be a gender gap in terms of job expectations.

Direct Support Professionals' Perspectives on Workplace Support: Underappreciated, Overworked, Stressed Out, and Stretched Thin.

The Direct Support Professional (DSP) workforce has experienced a multidecade period of disinvestment in the field leading to DSPs being in high demand, while efforts to recruit, train, and retain these professionals pose challenges. To gain a better understanding of the needs of DSPs themselves, 440 survey responses and 24 interviews of DSPs were analyzed to understand what would help DSPs do their jobs better and ensure they feel more supported by their agencies. Results revealed six distinct support needs: (a) ensure quality participatory management practices, (b) provide fair compensation and recognition, (c) enhance access to training opportunities, (d) assure reliable and quality staffing, (e) adequately fund basic needs of both programs and people receiving support, and (f) maintain reasonable job expectations.

Gender and Generation: Job Expectations of Chinese Professionals and Students amid Complexity and Change

We note a challenging picture for prospective employers in China related to rapid economic growth and related heightening labor demand, concurrent with labor supply contraction and demographic changes. This research contributes to theoretical and practical understanding in this context, as findings reveal significant differences in mean importance scores for job expectations rated by professionals and students across gender. We suggest that, in order to survive and thrive in this complex and shifting labor market, Chinese firms must learn how to attract and retain the human resources most pivotal to their continuing success

Should I go or Not go to Office? Challenges And Opportunities in Remote Working in An Indian Commercial Vehicle Organisation

Ensuring business continuity and achieving employee productivity are the major questions which commercial vehicle organizations try to find the answer while implementing work from home or remote learning. Traditionally the commercial vehicle organization being physical in nature had limited or no scope of remote working. Increase in technology and digital collaboration platforms have paved the way for remote working in commercial vehicle organization also. While there are many advantages and positive aspects of implementing the remote working, it also comes with its share of challenges and difficulties implementing them. While setting a clear and structured job expectation is necessary, equal important is to have a well-defined employee friendly human resource policy suitable for remote working to equip the executives to deliver.

Employee Job Satisfaction and Work Motivation in The Context of Public Sector Organization

The purpose of this research was to measure the effect of work motivation on employee job satisfaction in Ceylon Electricity Board (CEB), Batticaloa district. A Self-administered questionnaire consisting of several measures was employed to gather data from the technical and supporting employees who work in different sections of the CEB like the Distribution Maintenance Office, Area Chief Engineer Office, Distribution Construction Engineer Office and Sub Stores of Batticaloa district. A simple random sampling method was applied to get 285 responses from the respondents. The gathered data were utilized to test the model using the PLS-SEM approach with Smart PLS. The results showed that the essential features of work motivation are manager’s leadership styles, motivation practices, employee job expectations, reward management system and working environment, whereas the identified consequence was employee job satisfaction. All five variables had a positive effect on job satisfaction and among them, employee job expectations and manager’s leadership style had the highest influence and the reward management system had the least influence on job satisfaction. Further, this study offers thoughts for managers by pinpointing the critical factors influencing that motivate employees in CEB.

Participation in the National Collaborating Centre for Methods and Tools’ Knowledge Broker Mentoring Program: a public health inspector perspective

Although evidence-informed decision making is an important part of the field of public health inspection, finding the time to stay informed of current research can be a challenge amidst day-to-day job expectations. This article will explore how two Public Health Inspectors (PHIs) from Ottawa Public Health, a municipal public health unit in Ontario, incorporated evidence-informed decision making (EIDM) into their work. They built their EIDM skills through participating in the 18-month Knowledge Broker (KB) Mentoring Program offered by the National Collaborating Centre for Methods and Tools. The program required a substantial time commitment, including nine in-person workshop days and dedicated hours to practice research appraisal skills and to complete a rapid review. The inspectors were approved and supported to spend the necessary time; however, they still found it difficult to designate hours for learning while balancing their frontline inspection workload. This article will share observations about the PHI’s involvement, including benefits and challenges as well as factors that facilitated their successful completion of the KB Mentoring Program.

Generations on the Polish labor market in the context of competences needed in the economy based on knowledge and 4.0

Motivation: The Polish labor market employs employees from four generations, but not all of them have the competences required by the knowledge-based economy and the 4.0 economy. According to the author, adjusting employees’ competences to the requirements of the modern labor market is determined, among others, by specificity of generations. Their features, attitudes, values and job expectations affect competences, which generates quantitative and qualitative changes in the labor market. Therefore, it was decided to check which generations of employees have the competences most appropriate to the needs of these economies.Aim: The aim of the paper is to assess the adjustment of competences of four generations of Polish employees to the competences required of employees of the knowledge-based economy and the 4.0 based on a literature review.Results: Research results confirm that generations Y and C have competences best suited to the modern labor market. Moreover, they indicate areas of skills shortages that require support in order to adjust the requirements of the labor market. The added value is provided by a self-developed list of differences between the labor markets of the knowledge-based industrial economy and 4.0 (there was no such was not such a broad list comparison in the literature for the three types of economies) and synthetic assessment of the key competences of four of generations of employees in the context of KBE and economy 4.0 based on a literature review.

Transient nature of the employees’ job satisfaction: The case of the IT industry in Bosnia and Herzegovina

In a time of persistent and fierce “war for talents,” which is naturally inherent to the knowledge-intensive industries, the issue of employees’ job satisfaction is of the utmost managerial significance. In that respect, this study explores certain intrinsic factors that underlie the job satisfaction concept, as well as the durability of employees’ job satisfaction. Based on the extant literature, a theoretical model of job satisfaction was designed, which was subsequently tested using the data gathered through the surveys conducted over the ten years. The results obtained by model testing show that employees’ job expectations make up that particular intrinsic factor that differentiates job satisfaction from non-satisfaction. More intriguingly, the results showed that prior job satisfaction is not a reliable predictor of later job satisfaction.

Employability in autism spectrum disorder (ASD): Job candidate's diagnostic disclosure and asd characteristics and employer's ASD knowledge and social desirability.

Participants assessed the employability of vignette characters whose presentation varied across two dimensions during a job interview: presence of autism spectrum disorder (ASD) characteristics (present, absent) and disclosure of diagnosis (ASD, ADHD, diabetes, or no disclosure). Participants more knowledgeable about ASD had more positive perceptions of vignette characters, particularly when they disclosed an ASD diagnosis and did not show ASD characteristics. Participants high in social desirability perceived vignette characters more positively. Participants expressed the most concern about job candidates showing inflexible adherence to a routine and sensory sensitivity, although such concerns may have been context-dependent due to job expectations. Overall, these results emphasize that employer factors, particularly employer knowledge of ASD and social desirability, significantly affect the perceived employability of job candidates with ASD. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Analysis Related To Job Stress (With reference to Healthcare Personnel of Prayagraj Region)

Any change in work, work pattern and working environment which is perceived as of adversial kind can create stress often called a “Silent Killer”. Stress is perceptual aspect as what is stress to one may not be stress to another due to perceptual differences. When it comes to the stress in healthcare, by nature highly volatile, highly stressful sector due to large level of unprediction in nature of job, job hours, needs of patients, nature of diseases and treatment required, all are quite variable. Rising complexities in the healthcare sector are compounded with surge in the job expectations and role expectations with the healthcare workers, while at the same there is sharp fall in the numbers of workers willing to serve in the sector. All these prompted to conduct a descriptive research study in healthcare sector with aims to identify the causes behind stress among healthcare workers, nature of stress experienced by them and to arrive with viable techniques of stress management for them. The research design is qualitative by nature, based on the analysis of available secondary data as well as survey of healthcare professionals, staff and support system. The tool used for primary data collection is questionnaire circulated among healthcare professionals and staff of the hospitals in Prayagraj. The study revealed the prime sources of stress and impacts on the service providers as well as on the healthcare sector itself. The research study concluded with some result-oriented measurements to decline the level of stress experienced in general by the healthcare workers and professionals.

Management Control System In University Libraries : Challenges and Remedies

Management control system is an essential process by which all members of the organisation work as team to achieve a better output and improved service delivery. Despite the importance of management control system, university libraries in South East, Nigeria seem to have issues with its application. This study investigated management control system, issues and prospects in university libraries. The main purpose of this study was to assess the management control system and challenges associated with its application in university libraries in South East, Nigeria. The research design adopted was descriptive survey design. The population of the study was 163 librarians in federal and state university libraries in South-East, Nigeria, and was all used without sampling as the number was considered manageable. The instrument used in gathering data for the study is questionnaire which was analysed using mean and standard deviation. Findings revealed that university libraries employed performance appraisal system, duties rotation system, controlled activities system and regulation of staff attendance. Result also showed that management control system contributes to effective job performance by enabling employees to understand their job expectations and encourages librarians' attitude to work. Challenges associated with utilising management control system include lack of adequate staff development, training and effective communication. Strategies for enhancing management control system in university libraries include adequate financial support to libraries to enable them acquire necessary facilities in order to achieve effective management control system, frequent training and development programme. The researcher recommended that federal and state governments should make funds available to university libraries to enable them adopt effective management control system and procure facilities and resources to enhance job performance.

Management Control System for Effective Job Performance Among Librarians in Federal And State University Libraries : Evidence From South East Nigeria

In this study, we assessed the management control system used for effective job performance among librarians in five federal university libraries and five State university libraries in South East, Nigeria. Our 38-item questionnaire was validated by three experts: one from the Department of Science Education (Education Measurement and Evaluation unit) and two from the Department of Library and Information Science at the University of Nigeria, Nsukka. Later we used descriptive statistics and found out that the university libraries adopted performance appraisal system, duties rotation system, controlled activities system and regulation of staff attendance to a great extent, and also that the management control system has contributed to the effective job performance since it enables employees to understand their job expectations and to encourage librarians’ positive work attitude. Based on these findings, we recommended that performance appraisal and staff evaluation should be performed from time to time to identify areas which require improvements. Henceforth, federal and state governments in Nigeria should make funds available for university libraries to enable them adopt effective management control system and procure facilities and resources to enhance job performance in their libraries among others

The Influence of Teachers’ Expectation and Principal’s Supportive Supervision on Teachers’ Performance

The study aimed to explain the teachers’ expectations and the principal’s supportive supervision on the teachers’ performance. It was also to reveal the mediation of supportive supervision variables between job expectation and teachers’ performance. The respondents included the private madrasa teachers in Kudus, Demak, and Jepara. The research produced several findings. First, madrasa teachers have an expectation regarding their job. The indicators included expectations for career opportunities (becoming a permanent employee/obtaining a permanent position, certification) and that madrasa will take some efforts to increase their well-being. Second, according to the teachers, the principal's supportive supervision included listening to the subordinates’ problems, motivating the subordinates, and providing positive feedback. Third, the measurement results indicated that expectation and supportive supervision influenced the teachers’ performance by 30%. Meanwhile, the rest 70% was by other variables outside the model used in the research. Fourth, the expectation has a significant effect on teacher performance through supervision support variables in the t-statistic 2.732 with a significance of 5%. The supportive supervision variable can mediate the relationship between expectation and teacher performance expectation significantly affected the teachers’ performance through supportive supervision with t-statistics score of 2,732 and 5% significance. Supportive supervision mediated the relation between expectation and teachers’ performance.

Influence of the CoViD-19 Pandemic on Mental Workload and Burnout of Fashion Retailing Workers in Spain.

This study analyzed the levels of mental workload and the presence of burnout on a sample of fashion retailing workers from Spain and its relationship with the current CoViD-19 (Coronavirus disease-19) pandemic. We established a cross-sectional design. Participants (n = 360) answered an online survey including questions about sociodemographic data, perception of CoViD-19, CarMen-Q questionnaire (workload), and MBI (burnout syndrome). The survey campaign took place in October and November 2020. The results showed that participants exhibited deep concern about the CoViD-19 pandemic and its influence in the workplace. Although the mental workload was near the middle point of the scale, participants showed moderate to high burnout levels, revealing that the sample was at risk of experiencing higher burnout levels over time as the pandemic and associated economic crisis continued. The multiple regression analysis results indicated that environmental changes, work overload, somatic symptoms, insomnia, negative job expectations, and uncertainty constituted significant mental workload predictors. Insomnia, somatic symptoms, and negative job expectations constituted significant predictors for burnout. Differences between job positions and genders in mental workload and burnout were found. In conclusion, the uncertainty at work derived from the CoViD-19 pandemic harms fashion retailing workers’ psychological well-being in Spain.