Job Expectations Research Articles

INFLUENCE ON TURNOVER IN THE HOUSEKEEPING DEPARTMENT: A CASE OF SOME SELECTED HOTELS IN BOLGATANGA MUNICIPALITY

In the competitive business world, employee turnover has been a pressing issue facing organisations around the world. The study sought to investigate the influence on turnover in the housekeeping department of some selected hotels in Bolgatanga municipality. A descriptive survey design was used. The population of the study comprised 200 employees from the housekeeping department of five hotels in Bolgatanga Municipality. The study used purposive and simple random sampling to select 100 housekeeping employees and 40 hotel management employees. The main instrument used in this study was the questionnaire. Descriptive statistics such as mean and standard deviation were used to summarise the data. The study revealed high employee turnover in the housekeeping department of hotels in Bolgatanga municipality. It was revealed that 3-4 employees leave the housekeeping department of the sampled hotels in Bolgatanga Municipality every year. The results show that employees' expectations are a major determinant of turnover in the housekeeping department of hotels in Bolgatanga municipality. The study revealed that employee expectations have a significant influence on employee turnover in the housekeeping department (p<0.01). It was concluded that improving the employee benefit package, paying employees more and providing more flexible working hours would solve the problem of employee turnover in the housekeeping department of the hotels. It was recommended that hotel industry management should endeavour to use the interview as a tool during the hiring process to understand the job expectations of employees and that the qualified candidates whose job expectations can be met by the hotel should be hired.

The Effect of Job Demands and Job Resources on Turnover Intention Mediated by Work Engagement at PT Prinal

This research aims to identify the influence of job demands and job resources on turnover intention, with work engagement as a mediating variable at PT Prinal. The retail industry faces high turnover rates, posing a significant challenge at PT Prinal despite the industry's enormous potential. The study involved 250 employees of PT Prinal, using a non-probability sampling technique. Analysis was conducted with SmartPLS v4.1.0.5, utilizing Partial Least Square (PLS) and Structural Equation Model (SEM) techniques to test the hypotheses. The findings show that greater job expectations dramatically reduce employee engagement and increase the likelihood of leaving the position. The job demands at PT Prinal are generally counterproductive, as demonstrated by how they diminish employee engagement. On the other hand, more excellent job resources considerably raise employee engagement at work and lower the intention to leave. Since job demands and job resources directly affect turnover intention, work engagement plays a role in mediating the interaction between these three variables. These results highlight how crucial it is to manage job expectations and resources to boost work engagement and increase employee retention.

New development: A strategic re-set—Sustaining public service well-being

IMPACT This article explores how public servants’ well-being can be supported and enhanced strategically and sustainably. The author contemplates how a more strategic, proactive approach will benefit the public service over the medium to long term. Policy-makers, line managers and human resource professionals should consider the psycho-social well-being of public servants when organizing work and designing jobs. The significant cost in the UK of spiralling absenteeism, staff burnout and turnover must be compared to the investment required to prevent these issues. The author calls for appreciating the value of reasonable and sustainable job expectations, autonomous jobs, and sufficient feedback to further continuous growth and engagement. Challenging, fulfilling and balanced jobs support well-being, resilience and performance—ultimately ensuring trustworthy public service delivery to all citizens.

The Effect of Job Insecurity on Women’s Mental Health

Job insecurity on women’s mental health is a growing concern in these days in labour market, where economic instability. Women often experience heightened jobs insecurity due to factors like gender discrimination, caregiving responsibilities and the prevalence of part time or temporary positions. This insecurity can lead to significant psychological distress, manifesting as anxiety, depression and diminished self- esteem. The objective is to examine how job insecurity influences mental health outcomes in women, to identify the specific factors contributing to job insecurity for women. The study is based on secondary data such as books, journals, newspaper, government reports and internet etc. The main finding of the study is to increase psychological distress, organizational role to support for reduce negativity, stress and insecurity in women workplace and enhance their capability in workplace. The study suggests that increased job securities, fair wages and transparent communication regarding job expectations and security. The government should take steps for them maintain mantle health, supporting program, including counseling services and stress management workshops. They should equal rights to women in workplace to maintain women’s mental health.

A Comparative Analysis of the Factors Influencing Job Expectations among Unemployed Men and Women in Sri Lanka

In Sri Lanka, persistent gender differences in unemployment rates exist, with women enduring greater rates of unemployment de-spite having a higher average educational attainment than men. Gender differences in job search intensity vary with attitudes to-ward employment or unemployment as attitudes play a significant role in employment decision-making. These differences are intimately linked to people's expectations and mindsets regarding their work, which are strongly influenced by societal and cultural gender roles. This study looks at how job expectations differ between unemployed men and women in Sri Lanka. This study relies on data from the Department of Census and Statistics Sri Lanka Labour Force Survey (2021) and a multinomial logistic model to analyse the total unemployed, male unemployed, and female unemployed separately while taking two dependent variables; job sector expectations and occupational expectations. The study's findings emphasise the pivotal role of gender in sharpening job expectations among the unemployed. Regarding job sector expectations, unemployed women are more inclined towards jobs in the public sector than those in the private sector because of the government's reputation for offering standardized working hours and a work-life balance conducive environment. Furthermore, there are noteworthy differences in occupational expectations as unemployed women are more likely to expect professional and managerial level jobs with the increase in higher education enrolment. This study offers a groundbreaking contribution to the literature by unveiling unique, gender-specific determinants of job expectations among Sri Lanka's unemployed, highlighting the influence of unemployment duration, and employing distinct analytical models to bridge significant theoretical, empirical and methodological gaps. Finally, this study puts forth the broader discourse on gender, unemployment, and labour market dynamics in Sri Lanka, offering gender-specific policy recommendations aimed at bridging the expectation gap between unemployed men and women in Sri Lanka.

Quiet quitting in the Dominican Republic: the employers’ perspective

Purpose This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic. Design/methodology/approach From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes. Findings The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic. Research limitations/implications The exploratory nature of this study limits its generalizability. Practical implications Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees. Social implications Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment. Originality/value To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.

Work orientation and job expectations among Chinese college students

Work orientation and job expectations among Chinese college students

To Study the Correlation Between Perceived Stress and Psychological Adjustment among Employees

Perceived stress is the amount of stress that employees experience in response to their job expectations and working environment. Psychological adjustment is defined as an individual's ability to regulate their emotional well-being while efficiently coping with the demands of their workplace. This study was to investigate the correlation between perceived stress and psychological adjustment among the employees with the sample size of 150.The research instruments used were perceived stress scale (PSS) and brief adjustment scale (Base-6). The statistical techniques used to analyze the data were correlation and one-way ANOVA. The results revealed that there is positive correlation between the variables. The one-way ANOVA results revealed that there is no statistically significant difference in the study variables based on gender and marital status.

Shifting job expectations in the era of generative AI hype – perspectives of journalists and copywriters

PurposeThis interview study examines Hungarian journalists' and copywriters' expectations of generative AI’s impact on their professions and factors influencing these views during a period of hype.Design/methodology/approachWhile acknowledging the specialized knowledge of journalists and copywriters relative to the general public, the study employs the sociology of expectations framework to interpret their anticipations not as objective forecasts of the future, but rather as phenomena shaped by diverse influences. The research comprises 30 semi-structured interviews conducted in spring 2023 to explore these expectations and their contributing factors.FindingsResults reveal ChatGPT’s media coverage as pivotal, encouraging the professionals interviewed to experiment with AI, reassess their roles, and cause a shift in their job expectations. At the same time, this shift was limited. Skepticism about hyperbolic media formulations, their own experiences with ChatGPT and projecting its constraints into the future, contextual factors, and optimism bias contributed to moderating their expectations. They perceived AI as an enhancer of efficiency and quality, not as a radical disruptor. Copywriters were more open to integrating AI in their work, than journalists.Research limitations/implicationsThe results underscore the importance of further research to explore subjective experiences associated with technological change, particularly considering their complex social, psychological, and cultural influences.Originality/valueThe study uniquely contributes to the sociology of expectations by highlighting how a complex interplay of factors can shape professionals' anticipation of the impact of AI on their careers, including optimism bias and media hype.

An Analysis of Organizational Citizenship Behavior and its Impact on Employee Well-being and Task Performance among Library Employees

Employees at the library have opinions about things like equality, processes, and how people should act around each other at work. Library workers are more likely to show organizational dedication, do their jobs, take on extra tasks, and be happy with their jobs when they think the workplace is fair. According to an Organizational Citizenship Behavior (OCB) study, library workers who feel unfairly treated are likelier to do bad things like not doing their jobs or trying to get something they do not deserve. To find out what makes library management work, a poll is given to librarians and the library management system to see how well organizational backing, Employee Well-Being (EWB), work liberty, Task Performance (TP), job expectations, and job stress are met. The results show that library management can be improved by giving workers more useful comments on their work and improving how they feel about the organization's help and their level of freedom. Executives make their workplaces more fair using methods focusing on library support, autonomy, and assessment. These methods aim to minimize views of inequality among workers

Literature Review of Leadership for Youth: Identifying the Most Effective Styles for Change Agents

According to the UU Kepemudaan, the youth are those aged 16 to 30 who have a vital role in driving change in social, economic, and political domains. The objective of this study is to determine the leadership styles that have a beneficial impact on young people, examine how these styles influence them, and uncover any common qualities among these styles. Although there has been considerable research on leadership, there is a lack of studies explicitly concentrating on youth. Young people display distinct attributes, including a significant reliance on technology and a drive to have a positive impact. Effective leadership styles should elicit inspiration, motivation, and empowerment in individuals. This study used a literature review methodology to investigate the following research questions: What are the most appropriate leadership styles for young people? What impact do these methods have on young people as agents of change? Do these styles share any similar characteristics? The results suggest that transformational, transactional, and supporting leadership have a major impact on young people by increasing their motivation, engagement, and productivity. Typical antecedents encompass well-defined objectives, unambiguous job expectations, assistance, acknowledgment, personal growth opportunities, and consistent evaluation. The study asserts that comprehending different leadership styles is crucial for optimizing the potential of young individuals and suggests additional empirical investigation and examination of the function of technology in leadership.

Exploring Work-Life Balance: Challenges and Strategies for Women in the Modern Professional Landscape

The current professional landscape poses distinct difficulties and possibilities for women seeking work-life balance. This research investigates the many hurdles that women experience while managing job expectations with personal life duties, as well as successful techniques for overcoming these obstacles. Gender prejudices, uneven family obligations, and the impact of distant work on personal time are among the most significant difficulties. This study identifies strategies for improving work-life balance for women through a comprehensive literature review and qualitative analysis of women's experiences across various industries. These strategies include flexible working arrangements, organizational support, and personal time management techniques. The findings emphasize the necessity of policy changes, workplace culture adjustments, and individual resilience in creating an egalitarian professional environment. By addressing these issues, the research hopes to add to the ongoing discussion on gender equality and work-life integration, providing practical insights for employers, legislators, and female professionals. KEYWORD: Flexible Working Arrangement, Women professionals, Gender equality, Professional landscape, Gender biases, Career and family balance

Corrigendum to “Met expectations, job satisfaction, and intention to leave: The effects of discrepancy between job expectations and experiences on journalists’ intention to leave”

Corrigendum to “Met expectations, job satisfaction, and intention to leave: The effects of discrepancy between job expectations and experiences on journalists’ intention to leave”

Work-Life Balance of Faculty in Professional Physical Therapist Education: A Mixed-Methods Study.

The purpose of this mixed-methods study was to explore perceptions of work-life balance (WLB) of full-time faculty in professional physical therapist (PT) education programs. Studies show that faculty are at risk of diminution of WLB and subsequent burnout due to job expectations and changing educational landscapes. Limited evidence exists to describe perceived WLB of faculty in professional PT education. Full-time faculty in professional PT education programs (n = 239) responded to an online survey and 16 participated in focus group discussions. The Work/Nonwork Interference and Enhancement Survey (W/NW Scale), faculty characteristic prompts, and open-ended questions were disseminated electronically to all accredited professional PT education programs within the United States. Focus groups were conducted to further explore nuances of WLB. Frequencies and percentages were calculated for survey categorical variables with means and standard deviations for continuous variables. Differences in W/NW Scale and faculty characteristics were analyzed using independent-samples Mann-Whitney U tests. Open coding and an iterative process of thematic analysis was used to analyze the qualitative data. Medians for all W/NW Scale dimensions were between 2 and 3 out of 5. W/NW Scale dimension scores differed significantly in each of the faculty characteristics of gender, defined workload, and faculty job searching (Z = -2.399 to -3.517, P ≤ .016). Qualitative data yielded 3 main themes: 1) implicit and explicit job duties; 2) leadership; and 3) individual boundaries. Ebb and flow of WLB emerged as an overarching theme. This study offers a portrayal of the lived experience of faculty regarding WLB. Results offer useful information about faculty demographics, work-related factors, and personal responsibilities. One limitation was that cultural, community, and religious demands were not explored. Findings may facilitate improved understanding of faculty WLB perceptions and can guide leadership to optimize the balance between faculty's paid work and personal life.

Green human resource management and millennial retention in Indonesian tech startups: mediating roles of job expectations and self-efficacy

Green human resource management and millennial retention in Indonesian tech startups: mediating roles of job expectations and self-efficacy

Met expectations, job satisfaction, and intention to leave: The effects of discrepancy between job expectations and experiences on journalists’ intention to leave

This study examined whether and to what extent journalists’ unmet expectations about their work as journalists affect their job satisfaction and intention to leave based on the Met Expectation Model used in organizational behavioral research. Representative survey data of South Korean women journalists showed that before entering the news industry women journalists had three types of expectations about journalists’ work: Professionalism & Compensation, Attractiveness of Journalism Work, and Public Service. Findings of this study showed that Public Service was the most important expectation whereas Professionalism & Compensation was the least important. Regarding the three types of discrepancy between journalists’ pre-entry expectations and post- experience perceptions, Public Service showed the highest level of discrepancy. Levels of discrepancy were also found to be negatively associated with journalists’ job satisfaction and positively related to their intention to leave, while journalists’ job satisfaction mediated the relationship between the levels of discrepancy and the journalists’ intention to leave.

Gender Roles in Corrections: How Gendered Expectations Impact Female Correctional Officers

Compared to other organizations within the criminal justice system, the world of corrections is hidden from public view, and therefore, quickly forgotten. However, like many of these male-dominated organizations, there are significant issues regarding gender and women's roles in the job. With the considerable lack of research regarding correctional officers within Canada and the relatively small percentage of women in the correctional workforce, it is vital to expand this topic to understand the complication of a gendered role. Research has shown gendered issues among female correctional officers and the lack of the support they may receive. With all these persistent issues, we ask ourselves, why do women continue a career path that appears to be working against them? More specifically, how does gender influence women's experience in long-term careers in corrections? To answer this, I conducted in-depth qualitative interviews with women who maintained long-term roles in Correctional Service Canada (CSC). This presentation will discuss these women's gendered experiences working within a masculine organization, how their gender affected their relationships and job expectations, and how CSC may view them.

New Graduate Nurses Transition: Role of Lack of Experience and Knowledge as Challenging Factors

Background: Insufficient experience and practical knowledge makes challenges in addressing health-care practice-related issues. Being a professional nurse after completing your nursing studies is a challenging time. Most frequently, the quantity of patients with severe illnesses and co-morbidities, the lack of mentorship, performance anxiety, communication issues, and the blame/complaint culture are blamed for the difficulties faced by inexperienced nurses. The study aimed to identify the challenges and the associated factors which limit the knowledge acquisition of new nurse graduates in Oman. Methodology: Using a cross-sectional study design, 104 people were selected as a sample from Ibri Hospital. We have adopted convenience and snowball sampling methods to reach out to the participants. The data was collected between June, 2022, to September, 2022. Data from nurses was gathered by a primary survey approach utilizing a closed-ended questionnaire. The statistical analysis was carried out using IBM SPSS (Statistical Tool for Social Sciences) version 20.0. Results: Nursing professionals face a number of obstacles, including role expectations, lack of confidence, workload, fear, and orientation concerns. In addition, variables including the physical environment, responsibility, support, and professional development contribute to their dissatisfaction. It is rare for newly graduated nurses to be assigned to cases where they lack the confidence to handle clinical cases. The study also found positive relationship between preceptor support and leadership/communication, organizing and prioritizing, professional satisfaction, and work satisfaction. Conclusion: The study came to the conclusion that the main problem facing nurses in the healthcare setting is transition. During their transitional time, newly graduated nurses face a variety of obstacles related to job expectations, confidence, workload, orientation, and concerns. To overcome these obstacles, nursing administrators and preceptors must come up with and apply important solutions. As a result, the current study suggests that transitional support initiatives are helpful in assisting recently graduated nurses. Also, hospital orientation programs are necessary to adapt to the changing demands of new nurses in a constantly evolving healthcare setting.

Discrepancy Between Employment Expectations and Realities Among College Students in the Post-Pandemic Era: Psychological Adaptation

This paper delves into the gap between college students job expectations and realities in the post-pandemic era, assessing the psychological toll and adaptive strategies. The pandemic has deeply shaken the global job market, heightening uncertainty and difficulties for students. Mismatches between their job aspirations and actual opportunities can trigger anxiety, depression, and selfesteem issues. This study scrutinizes this employment gap s psychological impact, highlighting the significance of psychological resilience and social support networks for coping with job-related challenges. Lastly, we explore how universities and students can collaborate to enhance students job market adaptability. This research aims to gain a deeper understanding of the psychological state of college students when facing employment challenges in the post-pandemic era and how to provide support and resources to help them better cope with these challenges. This is signifi cant for universities, governments, and society at large to ensure that college students can achieve career success while maintaining their mental well-being.

Age and job expectations—A study from the IT industry

In a time of a growingly age-diverse workforce, modern organizations are facing the challenge of simultaneously maintaining job satisfaction for both younger and older workers. In that regard, this study aims to analyse and further explore the difference in job expectations of employees from the IT industry who belong to different age groups. Based on the extant literature, an appropriate research model was designed, which was subsequently tested using the data gathered through the surveys conducted over the past fourteen years. The research results show that the main difference between younger and older employees within the IT industry is related to professional and personal growth. Specifically, younger employees primarily look for personal development and rapid professional advancement, which are of minor importance to their older counterparts. Intriguingly, the obtained results showed no difference between the younger and older employees regarding the work environment, including its competitiveness.