Job Expectations Research Articles

SYSTEM LITERATURE REVIEW OCCUPATIONAL STRESS: AN OVERVIEW ANALYSIS BIBLIOMETRICS

Work stress is psychological reaction and physiological events when ability work of individuals and requirements work are not the same. The fundamental differences felt between individual competencies and the demands of the work environment are called stressor cases which are the same as what happens under pressure of overly responsible responses, job expectations, working conditions and opportunities for development. The aim of this study is to describe and discuss about occupational stress using PRISMA method with bibliometrics analysis technique. Result of filtering journal with the PRISMA method resulting in 35 journals and written by 111 authors. The result of this study is to the variable that is related with this occupational stress, including mental health, work satisfaction, and work performance. Overall, the research is expected to be the right reference for further research, especially researchers who will examine titles that related to work stress.

Factors Affecting Job Satisfaction Of Employees In Private Sector Bank: An Exploratory Study

The most thoroughly studied concept in human resource management across all industries is job satisfaction. Employees are the company's most valuable asset, so management must invest heavily to keep them happy and retained for a longer period of time. Any organization's strategic progress relies on productive people. It is true that a person's ability to be satisfied at work largely depends on how well those expectations match up with reality. Economical-factors (like retirement and compensation benefits) as well as family and occupational factors influence how these job expectations are shaped (job satisfaction, relocation, professional satisfaction, advancement opportunities, etc.). The researches of Hawthorne were among the most important precursors to the review of job satisfaction. The Harvard Business School's Elton Mayo experiment sought to determine how different elements, most particularly lighting, influenced workers' productivity. These studies ultimately established that momentary output intensifies are initiated by novel variations in working conditions (Hawthorne Effect). Subsequent investigation determined that this jump was triggered less by the introduction of novel circumstances than by the simple realisation that one's behaviour was perceived. The outcome of this study gave proof that employee do various jobs for reasons other than money also, which cleared the path for new researchers to explore various factors which affect job satisfaction. Indian banking sector is the largest sector which is like life blood of the economy. Private sector banks are the largest job provider in banking sector. The study was conducted in private banks of Mumbai. Prime objectives of this study was to explore various factors which affect job satisfaction among bank staff, to know the root source of job related dissatisfaction among employees of private bank, make recommendations for improvement of job satisfaction in private sector bank.

Resilient Nurses in the COVID-19 Compared to non-COVID-19 Wards.

Owing to daily exposure to high job stress, nurses need to use coping techniques. One of the coping strategies helping a person to cope with stressful situations effectively is resiliency skills. The aim of this cross-sectional study was to examine the factors related to nurses' resiliency during COVID-19 epidemic. The present study was cross-sectional and assessed the resiliency of 288 nurses working in the COVID-19 and non-COVID-19 wards was investigated. 25 items Connor & Davidson Resilience Questionnaire which scores the items between zero (completely incorrect) and five (always correct was used) was used for this end. This study was conducted in 2021 in four referral hospitals at Shiraz. In this study, nurses working in the COVID-19 care wards were selected as the study group and nurses in non-COVID-19 wards were selected as the control group. The mean age of participants was 32. The average resilience score in the in the participants worked in COVID-19 wards was 95.30 for men and 87.72 for women, and in the non-COVID-19 wards was 85.82 for men and 88.48 for women. Factors affecting resilience included age, job status, gender and job expectancy. The results of the present study showed that the mean resiliency scores of nurses working in COVID-19 and non-COVID-19 wards did not show a statistically significant difference. In this study Resiliency of nurses working in COVID-19 wards were not significantly differed from nurses of non-COVID-19 ones. This result should be further investigated and elaborated. With job planning regarding the employment and employment of nurses, considering their job expectation, gender, age and job status, we can be better prepared for future health system pandemics.

A competency framework for Ph.D. programs in health information management

IntroductionThe job expectations and professional competencies required by health information management (HIM) students/graduates are constantly changing and workforce development requires curricula in line with new emerging competencies. Although there are some competency frameworks in this field, there is no one specifically for Ph.D. educational programs in HIM. We aimed to develop a competency framework for Ph.D. programs in HIM in Iran. MethodsWe firstly developed a list of competencies based on those published in the literature or by related associations in nine domains and 51 sub-domains. We used the modified Delphi technique and invited Ph.D. students/graduates in HIM and related faculty members throughout the country to participate. Competencies with more than 75% agreement were considered as high priority competencies and those with 50% to 75% agreement as a medium priority. Competencies with less than 50% agreement were dropped. After two rounds, the competency framework was finalized. ResultsAll suggested competencies were considered a high priority in the first round. Based on suggestions, two new domains (health knowledge management and information technology) and 20 new sub-competencies were added and then accepted in the second round. The final framework includes these competency domains: health data and information management; health data analytics; information technology; teaching competencies; research competencies; health information technology and digital health; health information classifications, terminologies, and ontologies; health information systems governance; managerial competencies; health knowledge management; and digital health entrepreneurship. ConclusionThis framework suggests a list of competencies in 11 domains and 71 sub-domains for Ph.D. students/graduates in HIM that should be considered for the development of future curricula for these educational programs.

Lessons Learned From the Public Health Workforce's Experiences With the COVID-19 Response

Limited research is available on the COVID-19 response experiences of local, state, and federal public health workers in the United States. Although the response to COVID-19 is still presenting challenges to the public health workforce, public health systems must also begin to consider lessons learned that can be applied to future disasters. During July and August 2021, a random sample of participants from a cross-sectional study of the public health workforce was invited to participate in interviews to obtain information on the current state of public health operations, the ongoing response to the COVID-19 crisis, and takeaways for improving future preparedness and response planning. Interviews were transcribed and inductively coded to identify themes. Twenty-four initial interview invitations were sent, and random substitutions were made until thematic saturation was reached when 17 interviews were completed. Four thematic categories were identified, including challenges related to (1) ongoing lack of political support or policy guidance; (2) fluctuations in, and uncertainty about, future funding and associated requirements; (3) job expectations, including remote work and data-sharing capabilities; and (4) the mental health toll of sustained response and related burnout. As the public health response to the COVID-19 pandemic continues in its third year, it is crucial to identify lessons learned that can inform future investment in order to sustain a public health workforce and a public health preparedness and response system that is resilient to future disasters.

The Influence of Telework Motivation and Self Efficacy on Employee’s Job Performance during Working from Home

Since the pandemic Covid-19, the telework arrangement has played a significant role in Malaysia and has become one of the mechanisms to ensure business continuity. The changes in working arrangement somehow affected most of the employees as they need to adapt quickly to telework environment. This study aims to identify the relationship between teleworker’s motivation and self-efficacy on their job performance. Survey data was collected from 369 academicians who are working from home during the Covid-19 pandemic. The results of this study reveal that there is a significant positive relationship between teleworker’s motivation and self-efficacy on their job performance. In addition, both teleworker’s motivation and self-efficacy variable is perceived as the most important factor that affects the teleworker’s job performance. These factors need to be focused on to ensure the effectiveness of telework environment. On the other hand, the findings from this study have contributed to the significant development of WFH policies and guidelines for the company’s practices in ensuring employees performed their job expectations regardless of the conventional office setting. Future studies suggested to study other characteristics that affect employees’ job performance during working from home. Meanwhile, the organization may consider making working from home an option for academicians after moving into the endemic phase.

Enriching Transactional Leadership with Public Values

AbstractPast studies raise concerns that generic transactional leadership has low effectiveness and may reduce intrinsic motivations and commitments in the public sector. This study introduces public value‐focused transactional leadership (PVTL) as transactional leadership that makes public values central in employee job expectations and rewards and fills gaps in transformational leadership. A dyadic study finds that managers using public values in transactional leadership have significantly greater leadership effectiveness than managers using only generic transactional leadership. PVTL has comparable effectiveness as transformational leadership and adds a process for strengthening motivations through public values. Recommendations are made for application and further research into this distinctive public sector leadership style.

Understanding The E-Banking Adoption on MSMEs: An UTAUT Approach

This study analyzes the acceptance and use of e-banking among MSMEs in Kebumen Regency using the UTAUT model approach. The UTAUT model suggests that the factors that play an important role in user acceptance include job expectations, business expectations, social influences, and facilitating conditions. This type of research is quantitative research and the data source used is primary data. The sampling technique in this study was using purposive sampling. Respondents in this study were 50 MSME actors in Kebumen Regency who already used e-banking. The hypothesis in this study was tested using SEM-PLS with WarpPLS 7.0. The results in this study indicate that the first model, namely performance expectancy, effort expectancy, and social influence are factors that influence behavioral intention. The second model of behavioral intention is a factor that affects Use behavioral, while facilitating conditions do not affect Use behavioral in the use of e-banking for MSMEs in Kebumen Regency.

Scarring Dreams? Young People’s Vocational Aspirations and Expectations During and After Unemployment

Young people’s early‐career unemployment experience has been found to have long‐lasting effects, resulting in lower earnings even decades later. However, while this so‐called “scarring effect” is well established, there is still little knowledge about the mechanisms through which it comes about. We take a closer look at the period that produces the wounds that later turn to scars. Drawing on a panel survey in which young adults in Austria were interviewed once at the beginning of an unemployment period and again one year later, we study how job aspirations and expectations changed during this period. We find that respondents on average lowered their aspirations and expectations over time, particularly those who experienced latent deprivation during unemployment. Furthermore, while the aspirations and expectations of those who were unemployed at the time of the second interview remained relatively unchanged, those who were employed lowered their expectations and to some extent also their aspirations. Our results suggest that research should pay more attention to the heterogenous effects of early‐career unemployment: It produces scarred dreams for some while others manage to keep their aspirations and expectations alive.

Analysis of the Factors That Influence the Behavior of the Millennial Generation to Use the Go PAY Digital Wallet

The purpose of this research is to empirically prove the "Unified Theory Of Acceptance And Use Of Technology 2" model on the behavior of the millennial generation to use the Go-PAY Digital Wallet. This study uses primary data collected by questionnaires distributed through self-managed twitter media involving a sample of 185 respondents from Go-Pay users in Indonesia. Methodology of data analysis was carried out using the SEM approach using SmartPLS 3 tools. The results of this study found that only the Habit Variable, Price Value had a positive and significant influence on the intention to use Go-Pay while the Job Expectation Variable, Supporting Conditions, Hedonic Motivation, Social Influence, Perceived Risk and System Related Privacy does not have a significant effect. Meanwhile, to see the Usage Behavior, only the variables of Habits, Supporting Conditions, Interest in Use have a positive and significant effect, while the others do not have a significant effect. The results of this study are expected to provide references and information to Go-PAY companies regarding the interests and behavior of the Millennial Generation in using Go-PAY so that the results of this study can be used as a strategic guideline model for the future development of Go-PAY and other Fintech companies in Indonesia. Indonesia.

Employment Training at the University: Employment Expectations in Times of Pandemic

This study analyses the job expectations found in early childhood education students as well as the main personal and academic aspects that influence their training during the COVID-19 pandemic. A nonexperimental ex post facto study based on a descriptive, correlational and inferential approach is developed. A total of 168 students from the University of Seville (Spain) participated. The results show a moderate to high level of expected employability. However, salary expectations and how the university is perceived regarding employability reveal more negative data. Expectations are higher for men, first-year students and those from a high socioeconomic background. The results suggest the value of offering guidance to students according to their employment preferences, before and during their training, to avoid considering the university as the only educational institution available.

Exploring job satisfaction among pharmacy professionals in the Arab world: a multi-country study.

The study objectives were to (1) describe the characteristics of the pharmacy professionals and (2) explore the association between job satisfaction and factors, such as work control, work stress, workload and organization and professional commitments. This study was a cross-sectional design. The survey items were mainly adapted from the US National Pharmacist Workforce Survey. An electronic (Qualtrics) questionnaire was posted on pharmacist social media in several Arab countries. The survey link was posted from 22 March 2021 to 1 May 2021. The multiple linear regression measured the association between 12 independent variables and pharmacist job satisfaction. A total of 2137 usable surveys were received from pharmacists (54.7% female) working in 18 Arabic countries. The job satisfaction rate varied among countries in the Arab world. The fields with the highest satisfaction average included pharmaceutical marketing, academia and the pharmaceutical industry. At the same time, pharmacists working in community pharmacy and Ministry of Health/administrative positions had the lowest satisfaction rates. Overall, pharmacist satisfaction was average (3.1 out of 5). The pharmacists had the lowest satisfaction averages with income and job expectations. The pharmacists with bachelor's degrees had significantly lower satisfaction than pharmacists with postgraduate degrees. Male pharmacists had significantly higher job satisfaction compared with female pharmacists. Workload and the feelings of organization and professional commitments had significant positive associations with job satisfaction. The pharmacy profession in Arabic countries faced several challenges that negatively impacted job satisfaction. Improving work environment, professional management, income and organization loyalty is necessary to enhance pharmacist job satisfaction.

Shared trust of resident physicians in top-management and professional burnout: A cross-sectional study towards capacity for patient-focussed care, peer support and job expectations.

Hospitals desire to achieve the strategy of patient-centred care but burnout inhibits its implementation. Management has a role in responding to needs of patients, junior professional staff, and the hospital, in the present and future. To test the association between shared organisational trust (OT) of resident physicians in top-management, a systemic organisational process, and professional burnout among residents. Participants in this cross-sectional study, are 316 residents assigned to 31 internal medicine departments at eight out of 15 academic Israeli general public hospitals in various locations and sizes. All measures were published: Burnout, patient-focussed care, shared trust in top-management, and antecedents of organisational trust, which are: peer support, clinical autonomy, meeting expectations, and value congruence. Structural Equation Modelling was performed. The structural equation modelling model was recursive, explaining 14% of the variance in burnout. Shared trust in top-management was the strongest antecedent of burnout. The facilitation of patient-focussed care created shared trust in top-management which reduced burnout. To achieve patient-centred care, management is called upon to reduce burnout by aligning organisational processes with patient-focussed care. Shared trust in top-management may reduce burnout and enhance residents' sense of meaningfulness, engagement, and well-being.

Do Leadership, Organizational Communication, and Work Environment Impact Employees' Psychosocial Hazards in the Oil and Gas Industry?

Workplace hazards can have a significant influence on a worker’s physical and mental health, reducing an organization’s effectiveness in terms of safety. However, psychosocial hazards are being recognized as a crucial component that must be addressed for the individual’s and organization’s safety. The purpose of this research was to propose and statistically evaluate a brief theoretical framework based on leadership, organizational communication, work environment, and psychosocial hazards in Malaysia’s upstream oil and gas sector. The framework was tested on 380 Malaysian upstream oil and gas workers. The collected data were analyzed using partial least squares and structural equation modelling (PLS-SEM). The study’s findings revealed that in the Malaysian oil and gas industry, leadership, communication, and work environment negatively influenced the psychosocial hazards. This negative association between predictors and psychosocial hazards, particularly job expectations, control, role, and relationships, indicates new grounds for research. It is discussed how the findings could be used to track employees’ well-being over time and generate focused treatments.

Job expectations and intolerance to uncertainty of nursing students: Results from a multicentre, mixed-methods study in Spain

AimTo identify the job expectations and intolerance to uncertainty in final-year nursing students from three Spanish universities and evaluate the differences between them. DesignMulticentre, mixed-methods study. MethodologyWe included nursing students from three universities in Spain (Lleida, A Coruña and Murcia). Questionnaires were used to collect data on sociodemographic variables, job expectations and intolerance to uncertainty. In addition, in-depth personal interviews were conducted to complement quantitative data. Descriptive statistics were calculated and comparison tests (ANOVA, chi-square) were performed to analyse the differences between universities and a content analysis was carried out for qualitative data. ResultsThe sample included 305 final-year nursing students enrolled in the 2017–2018 and 2018–2019 courses, of which 21 participants were interviewed for the qualitative phase. Findings were reported based on four main themes: Expected employment conditions, perceptions of working conditions, job uncertainty and increased chances of getting a job by continuing education after finishing the nursing degree. Results showed that 92.13% of the students were concerned about their future employment. Analysis of the in-depth interviews highlighted the uncertainty of finding a job as a nurse and the anticipated precarious employment conditions (i.e. lack of stability stemming from daily or weekly temporary contracts) in case they managed to find work. Moreover, it was shown that these perceptions affect their health, leading to situations of anxiety, stress and negativity during their time as nursing students. Overall, 65.57% considered migrating outside their town/region to increase their job opportunities and 97.0% wanted to continue their education after finishing their degree, motivated by their vocation, professional aspirations and to increase their possibilities of finding work. ConclusionNursing students find themselves in a situation of great uncertainty before finishing their studies, anticipating a future with great stress and even frustration as a result of unemployment and job insecurity. They even consider the possibility of migrating when they finish their degree to increase their job opportunities. Therefore, it is necessary to improve the recruitment process of nurses in Spain through increased security and stability and thus contribute to reducing the stress and frustration of future nurses.

The impact of Internet use on labor wage distortions: Empirical Evidence From China

With the general growth of human capital, it is urgent to reduce and eliminate the distortion of labor factor allocation, which may cause the loss of productivity. This study focuses on whether internet use has a moderating effect on labor wage distortion and its mechanism. Based on the national China Family Panel Studies survey in 2016, the study uses a stochastic frontier approach. The results show that the degree of average wage distortion in the labor market ranged from 45.02% to 55.24%, while internet use alleviated wage distortion by 3.76% on the whole. This reduction was maintained after treatments for endogeneity and tests for robustness. Internet use effectively reduced wage distortion through educational matching, employment security, and job expectation.

How do Russian companies’ top managers shape their job expectations?

The article is devoted to the dynamics of the formation of psychological contracts of a separate and hard-to-reach category of employees — top managers of organizations. The theory of psychological contracts is presented as a dynamic construct that evolves and changes over time. The authors consider the dynamics of the PC as the main tool for forming and changing the expectations of top managers from their employers. Empirical data were obtained by conducting in-depth interviews with managers: the target sample was 30 respondents. One of the most important confirmed results of the study is that the PC of top managers undergoes minor changes over time, forming a “core” idea or career model that is embedded in all subsequent expectations from the employer. The dynamics of the formation and development of psychological contracts, namely, the study of changes in the content of the PC of top managers over time is a new material for further research in the field of motivation, reasons for changing jobs and career tracks of senior managers.

Job satisfaction: towards internalizing the feeling of inequality between men and women

ABSTRACT The more pronounced job satisfaction among women is generally observed despite their less favorable work situation compared to men. However, regression analysis alone in a sample of non-comparable men and women may be subject to model misspecification. Our work uses an innovative matching procedure, Coarsened Exact Matching (CEM), to address this issue and analyze the reasons for the differential in job satisfaction between men and women with the same characteristics. Data from the Sixth European Working Conditions Survey are considered including five measures of satisfaction with career development prospects taken as a new measure. The results show that women are more satisfied with job security, while they seem less satisfied with their career development prospects. A similar level of satisfaction is observed between men and women with regard to social relations, overall satisfaction and salary. Exceptionally, the youngest women, or those with higher education, or employed at a higher hierarchical level, or working in male-dominated sectors, expressed levels of satisfaction that were the opposite of the other women. This is likely due to the fact that these women align their job expectations with those of their male counterparts.

Drop-out, stop-out or prolong? The effect of COVID-19 on students' choices

PurposeThe aim of the paper is to identify the causal effect of the COVID-19 induced crisis on students' decisions about their educational plans. The authors hypothesise that students adjusted their decisions by delaying graduation, dropping out or change the field of education because of increased uncertainty about future employment and monetary returns.Design/methodology/approachThe empirical approach is based on a survey done during the first wave of COVID-19 in Slovenia. The probability of dropping out, prolonging or stop-out is designed by applying probit and probit with insturmental variables empirical model.FindingsPrimary orientation towards work increases the probability of dropping out and financial constraints increase the probability of prolonging studies. The same holds after accounting for endogeneity. However, the authors do not find that poor job expectations due to COVID-19 affect students' decisions to prolong, drop-out or stop-out. The authors also find that the primary orientation toward work or study explains the differences in the probability of each outcome that is not influenced by enrolment in a particular field of study.Research limitations/implicationsThe results cannot be read as an objective prediction of the impact of the COVID-19 crisis on college failures. However, the study provides insight into how students' expectations change their intentions to prolong, drop-out, or stop-out during periods of high uncertainty. The extent, to which measured intentions are realised, however, is uncertain.Practical implicationsUnderstanding the response diversity and motives behind students' study decisions represents extremely valuable insights for economic policy. Mapped apprehensions, augmented by heterogeneity in personal and financial characteristics, are relevant for policymakers. In terms of future research, it would be interesting to analyse what changes occurred over a five-year period, specifically which field of study was most affected by students' adjusted plans due to the pandemic.Social implicationsStudents have always been a special group in the labour market. After the initial shock of closing activities, studying online and the drastic decrease in student work due to COVID-19, the decision was made in spring 2020 to continue on the chosen path or not. This paper provides insight into the changing decision students made about their educational plans.Originality/valueThis paper is one of the first to highlight the implications of COVID-19 for the adaptation of student plans in the transition from school-to work in Europe. It departs from the classical literature of college failures, as specific macroeconomic conditions influence students to reconsider their educational decisions. Moreover, the paper also contributes to the rapidly growing literature on the impact of the COVID-19 pandemic on household-level labour market outcomes, particularly with respect to job search and labour supply decisions in general.

The art of delegation: integration of the veterinary nursing assistant into New Zealand veterinary practice

Background: In 2016 veterinary nursing assistants (VNAs) were introduced as an additional tier to New Zealand veterinary practice. Aim: This study explores the utilisation of VNAs in New Zealand veterinary practices to ascertain the impact of an additional staffing layer to patient outcomes, workload management and staff wellness. Method: Through focus groups and semi-structured interviews with 30 participants, three themes emerged allowing evaluation of the Allied Veterinary Professionals Regulatory Council (AVPRC) Scope of Practice (SP) (AVPRC, 2020) and development of delegation guidelines (DG). Results: Analysis identified weak processes in delegation. The practice-based perspectives of VNA staff utilisation supports the AVPRC SP. Conclusion: Effective communication of the SP and DG for veterinary practice utilisation could contribute to reducing workload pressure. Additionally, individual practice staff discussions regarding own and colleague job expectations, along with review of contractual job descriptions, could further evolution of multi-tiered practices leading to improved patient outcomes, team wellness and business success.