Job Experience Research Articles

전문대학 졸업자의 첫 직장 취업성과에 대한 영향요인 분석

By analyzing the factors affecting employment outcomes of junior college graduates, this research aimed to provide the basic data needed at a university level to enhance employment outcomes of college graduates. Accordingly, the data of junior college graduates were extracted from the 2020 Graduate Occupation Mobility Survey (GOMS) data of the Korea Employment Information Service. Both objective (i.e., employment status, salary) and subjective (i.e., job satisfaction, work satisfaction, work-education level concordance, necessary skills and retained skills concordance) employment outcomes were analyzed in this study.
 First, age, major field, job experience programs, interviews/creating a resume, and employment camp experience had a statistically significant effect on employment status. In terms of wages, gender, age, university location, major field, and job experience programs had a significant impact. Second, regarding job satisfaction, major field, career counseling and support system satisfaction, and major curriculum and content satisfaction had a significant effect. Third, regarding work satisfaction, grades, university location, teaching method and quality satisfaction, and job camp experience showed a significant effect. Finally, regarding work-education level concordance level, grades, major field, overall school satisfaction, and job experience programs had a statistically important effect, and regarding necessary skills-retained skills concordance level, grades, university location, major field, career counseling and support system satisfaction, overall school satisfaction, and job experience programs had a significant impact.
 The findings suggest that the efforts at the institution level should made to develop a career and employment education roadmap and strategies tailored for each field and major, provide diverse voluntary job preparation opportunities, and expand and strengthen major curriculum based on field-centered curriculum.

Cytogenetics Technologists and Workforce- Private and Academic Collaboration to Sustain Expertise as Formal Training Programs get curtailed

Abstract Introduction/Objective Cancer Cytogenetics (CG) and Fluorescence in-situ Hybridization (FISH) testing are essential parts of molecular genetics (MG) in clinical diagnosis for patients suffering from hematopoietic disorders. Even though MG assays are clinically offered, and technical expertise is available, the need for expertise in CG and FISH cannot be understated. Due to budget constraints, deviated focus on innovation by academic programs and lack of awareness in the undergraduate programs, only a handful of centers offer formal training programs. Therefore, the need for qualified CG and FISH technologists to support the industry pipeline is continuously needed. Methods/Case Report With the increased workload and the need to combat workforce shortages, we continue to support academic centers as an on-site training facility. In addition, we have initiated academic collaborations with accredited training programs, both national and international, by training of our own technicians with a pilot program. These individuals hold bachelor’s degrees in biological sciences and are qualified to perform high-complexity testing under Clinical Laboratory Improvement Amendments (CLIA) and College of American Pathologists (CAP) regulations. Results (if a Case Study enter NA) Since 2009, we have had 32 qualified CG/FISH technologists with a CG (ASCP) board certification, most of whom graduated through academic programs. We took the initiative to train four staff members who acquired job experience while working in our CLIA/CAP accredited lab. After the ASCP year requirement was fulfilled, they became eligible to take the ASCP registry exam in CG. All four have passed and are certified cytogenetic technologists. Conclusion Challenged by a reduction in training programs and increasing demand in the industry, we have been successful in training and certifying our technologists with academic and private collaborations. More collaborative efforts are needed to fulfill such an important need in the field of CG.

A CONCEPTUAL TAAJIR MULTI-SIDED PLATFORM BUSINESS MODEL:NURTURING ENTERENEURIAL SKILLS AND ENHANCE JOB OPPORTUNITIES FOR B40 STUDENTS

It is not a secret that many university students are looking for job opportunities to do during their period of higher education. There are many reasons behind this search of theirs with monetary cases–especially for the B40 students–and job experience seeking that are related to their areas of study, being the top reasons. Unfortunately, finding a job that does not interfere with their studies is very hard to do. This paper is aiming to offer conceptual ideas of Taajir multi-sided platform business model that plan to address the two problems mentioned above which are aligned with the United Nations Sustainable Development Goals (SDGs) in reducing poverty and creating a decent work and economic growth (SDG 1 and SDG 8). This paper discusses the key challenges and extreme pains that various customer segments confront, as well as a conceptual solution for overcoming those challenges. Adapting the Design Thinking (DT) approach using business modelling tools such as the Business Model Canvas (BMC) and the Value Proposition Canvas (VPC), the key problems and extreme pains were identified and viable conceptual solutions were generated. The DT approach entails conducting literature review, benchmarking, and interviews in understanding the extreme pains; ideation and brainstorming, design and testing of business model prototype in the form of BMC and VPC framework with various customer segments via surveys; and establish possible conceptual solutions in terms of business model and low-fidelity apps.

Results of the 2023 AORN Salary and Compensation Survey.

AORN conducted its 21st annual compensation survey for perioperative nurses in May and June of 2023. A multiple regression model was used to examine how several variables, including job title, education level, certification, experience, and geographic region, affect perioperative nurse compensation. Comparisons between the 2023 data and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials, benefits) on total compensation are also examined. Additional analyses explore the current state of the nursing shortage and the sources of job satisfaction and dissatisfaction.

Exploring Job Stress Among Public Health Workforce in Northeastern Malaysia.

Introduction Job stress is recognized as a significant concern across various occupational settings which have profound implications for both individuals and organizations. During the COVID-19 pandemic, job stress among the public health workforce (PHW) has been a significant concern, as they face a significantly increased risk of infection and mortality due to excessive COVID-19 exposure. This study presents a descriptive exploration of key job stress-related factors among PHW in Terengganu, Malaysia. Methodology This is a cross-sectional study conducted from May 2022 to April 2023, encompassing all eight District Health Offices (DHO) and government health clinics in Terengganu. Data collection involved a Malay version of the Job Content Questionnaire (M-JCQ), which assesses job characteristics based on Karasek's demand-control-support model and consists of four main domains: decision latitude, psychological job demands, physical job demands, and social support. Data was collected from 1044 participants, and statistical analysis was performed using SPSS version 27 (IBM Corp., Armonk, NY, USA). Findings Of the 1044 participants, 18.9% experienced job stress. The highest percentage of job stress was observed among nurses (24.3%), followed by medical assistants (18.3%) and physicians (16.0%). In contrast, the public health assistant (PKA) group had the lowest rate of job stress. Job types based on Karasek's model also showed variations, with doctors having the highest percentage of active jobs (46.4%), while medical assistants had the highest percentage of low job strain (17.9%), and PKAs had the highest percentage of passive job types (44.7%). Conclusion This study offers significant insights into the work-related challenges faced by the public health workforce in Terengganu, Malaysia, especially during the COVID-19 pandemic. Job stress is a substantial concern, and understanding its underlying factors is essential for improving the well-being of PHWs. Decision latitude, job demands, and social support play critical roles in shaping job stress among PHWs. Strategies and interventions are needed to mitigate job stress, improve working conditions, and enhance the effectiveness of PHWs in public health initiatives. This study highlights the importance of addressing job stress in this sector, with potential benefits for both the mental and physical health of PHW.

Introducing effective parameters for predicting job burnout using a self-organizing method based on group method of data handling neural network.

In addition to affecting people's bodily and mental health, the Covid-19 epidemic has also altered the emotional and mental well-being of many workers. Especially in the realm of institutions and privately held enterprises, which encountered a plethora of constraints due to the peculiar circumstances of the epidemic. It was thus anticipated that the present study would use a group method of data handling (GMDH) neural network for analyzing the relationship of demographic factors, Coronavirus, resilience, and the burnout in startups. The test methodology was quantitative. The research examined 384 startup directors and representatives, which is a sizable proportion of the limitless community. The BRCS, the MBI-GS, and custom-made assessments of stress due to the Coronavirus were all used to collect data. Cronbach's alpha confirmed the polls' dependability, and an expert panel confirmed the surveys' authenticity. The GMDH neural network's inherent potential for self-organization was used to choose the most useful properties automatically. The trained network has a three-layered topology with 4, 3, and 2 neurons in each of the hidden layers. The GMDH network has significantly reduced the computational load by using just 7 parameters of marital status, stress of covid-19, job experience, professional efficiency, gender, age, and resilience for burnout categorization. After comparing the neural network's output with the acquired data, it was determined that the constructed network accurately classified all of the information. Among the achievements of this research, high accuracy in predicting job burnout, checking the performance of neural network in determining job burnout and introducing effective characteristics in determination of this parameter can be mentioned.

Determinants of Employability of Fresh Business Graduates: A Statistical Analysis on Perspective of Private Universities in Bangladesh

The employability of business graduates refers to their capability to gain and maintain employment. It encompasses a range of attributes, skills, qualifications, and personal qualities that make individuals desirable to potential employers. In this study, an attempt has been made to find the determinants of employability of fresh business graduates in Bangladesh. Data has been collected through a snowball sampling technique over the year 2022 using a self-administrated questionnaire from a sample of 385 business graduates of the same batch who completed their graduation at a same time point from different private universities in Bangladesh and among those 270 were employed in different job sectors and 115 were not. Study has been conducted on different important factors. Multivariate regression using logistic regression has been performed to identify the determinants. Finally results show that CGPA, Standard of CV, part-time job experience, computer literacy, English proficiency, involvement with club activities, networking with alums, job hunting significantly affect employability of business graduates in Bangladesh.

Coaches’ experiences of job crafting through organizational change in high-performance sport.

Coaches’ experiences of job crafting through organizational change in high-performance sport.

Mental health of general practitioners in Chongqing, China during COVID-19: a cross-sectional study

ObjectivesIn the context of the COVID-19 pandemic, general practitioners (GPs) continue to face unprecedented challenges that affect their mental health. However, few studies have assessed the mental health status of...

Analisis Resiko Terkait Kecelakaan Kerja di Tambang Batubara dan Faktor Risiko Terkait

Mining operations need to recognize potential hazards, evaluate the risks involved, and continuously control risk to a manageable level. In addition to statistical data, other factors contributing to the rise in industrial accidents in businesses include the effective tunnel temperature, which is between 27 and 29 °C, hazardous mine gases, employee neglect of personal protective equipment, and a lack of hazard awareness in some workplaces. Based on these issues, the study's objectives are to illustrate how corporate OSH is used, provide data on work accidents and potential risk factors in the workplace, and make recommendations for a number of work practice guidelines. The world's most hazardous occupation is mining. the Ministry of Energy and Mineral Resources' statistical data. In mining, accidents frequently happen. Hazardous field conditions, unsafe work practices, and a disregard for safety are the root causes of dangerous working circumstances. As a result, fatal work accidents frequently happen. In order for businesses and employees to reduce the risk of work accidents, this research's goal is to identify the factors that lead to accidents at work in the coal mining industry. Data sources for this study were gathered from "Google Scholar" using the keywords "The year of publication is limited to 2018–2022." This study used the systematic literature review (SLR) technique. Risk variables are the most crucial elements employed in preventing work accidents, according to a study of the literature on how age, job experience, the workplace, and body parts affect employee work accidents., and the role of the company in influencing the occurrence of accidents. work accident.

Strengthening Primary Health Care Through MOOCs (Massive Open Online Courses): A Cross-Sectional Study

Objective: After the increased number of COVID-19-positive patients, a plateau phase and a decrease in the numbers were expected, followed by a second phase which could lead to an increased health system workload. The importance of training well-educated and qualified healthcare professionals (HPs) has been reconsidered. The rapid spread of the epidemic revealed the limitations of traditional method education. Massive online courses (MOOCs) were offered as a solution to keep the information up-to-date and accessible. The aim of our study was to evaluate the perceptions and experiences of healthcare professionals on strengthening the health system during the COVID-19 pandemic.
 Methods: In this descriptive cross-sectional multi-centered study, an online survey was applied to HPs between February-May 2021. There were 28 participating countries. Due to international participation, the survey was conducted in English. 
 Results: There were 88 female and 87 male participants. Most of the participants were from Europe and Euroasia. Most of them reported their income as $501-$1500 US Dollars). The duration of job experience was between 5-15 years. 111 of them have completed a postdoctoral degree. 
 Conclusion: According to the survey, all the groups reported as the effect of strengthening primary care by MOOC was positive.

Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience

Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience

Investigating Occupational Accidents and Job Stress in a Construction Company and Its Relationship with Demographic Characteristics of Employees

Introduction: Construction industries have a complex nature, so they have a high rate of occupational accidents. Construction workers are known as one of the most stressful jobs. In addition to the mental health of employees, occupational stress also has a negative effect on the safety of the workplace. The present study investigates occupational accidents and job stress in a construction company and its relationship with the demographic characteristics of employees. 
 Materials and Methods: In the present study, occupational accident reports in a construction company were examined. After removing the incomplete reports, the information on 100 accidents such as the type of accident, the cause of the accident, the consequence of the accident, and the person who experienced the accident was collected. After collecting the accident data, the job stress of the injured employee was checked using the Osipow Job Stress Questionnaire. Data analysis was done in SPSS-24 software. 
 Results: The results showed that slipping and falling from a height had the highest frequency (41%), and electrocution had the lowest frequency (8%) among the accidents. The majority of the injured employees (96%) were placed in the moderate to severe stress group. No significant relationship was found between occupational accidents and demographic variables (P>0.05). Also, a positive and significant relationship was found between job experience and job stress (P<0.05). 
 Conclusion: The results of this study showed that it is necessary to take safety measures to reduce fall accidents. Due to the negative effects of occupational stress, it is recommended to implement measures such as developing a training program and holding stress management workshops, increasing organizational support, and identifying and adjusting stress sources.

Value network partners' perception of co-creation and its impact on their satisfaction

PurposeCo-creating with value network partners (VNPs) in the tourism industry has become essential for delivering improved service quality and enhancing consumer experience. This research examines the impact of value co-creation on the satisfaction of VNPs. Further, the study examines the moderating effects of socio-demographic factors on the relation between co-creation and VNP satisfaction.Design/methodology/approachThe study collected data from VNPs engaged in tourism-related activities (N = 392). It analysed the data through structural equation modelling using SPSS 20 and AMOS 21. The study used the stimulus-organism-response framework to understand VNP's perceptions regarding co-creation.FindingsThe results indicate a significant relationship between the value processes and networks, service offerings, conversations and dialogues and value proposition in relation to co-creation. Additionally, the study identifies the significance of age, education level, job experience and job nature. The findings of the study can enable tourism managers to formulate effective co-creation strategies.Practical implicationsThe insights from the study enable tourism managers to devise co-creation strategies that nurture collaboration with VNPs. Managers can gain insights into the antecedents of the co-creation and the role of demographic factors in shaping strategies.Originality/valueThe study's findings have the potential to shape co-creation policies in the tourism and hospitality industry. Network partners and tourism companies can leverage insights from the study to develop and refine their co-creation policies. By bridging the gaps in the existing literature on value co-creation with network partners, the study contributes significantly to tourism and hospitality literature.

Evaluation of awareness and knowledge of CT technologist regarding diagnostic reference levels in Iran

The purpose of this study was to determine the level of knowledge and awareness regarding radiation protection and Dose Reference Levels (DRLs) among 102 Computed Tomography (CT) technologists working in various Iranian hospitals. A questionnaire including 20 multiple-choice and open-format questions was divided into demographic information, general radiation protection knowledge, and DRL knowledge. Regarding radiation protection knowledge concerning CT, about 56.9% of participants exhibited awareness of the dose display on the CT machine’s console, and about 78.4% selected the correct dosimetric units expressed CT dose. Unexpectedly, 90.2% of participants failed to define the concept of dose optimization. A significant association (p < 0.05) was established between technologists’ radiation protection and DRL knowledge and a degree of education, type of hospital, and job experience. In addition, the findings reveal a correlation between radiographers’ DRL knowledge and their propensity to enroll in training courses. 26.5% of participants exhibited awareness of DRLs in CT practice, while 49% and 76.5% of participants were unable to correctly identify DRLs concept and function. To reduce patient dose in accordance with the As Low As Reasonably Achievable (ALARA) radiation protection principle, CT technologists must improve their knowledge of radiation dose and local DRLs should be defined at least at the local level.

Is Your Degree Worth It? Education-Job Transferability and Job Satisfaction of ICT Workers

Education-job match is known to affect employee job satisfaction, as well as their intention to leave the role. Job satisfaction is a critical part of an employee’s motivation to remain loyal to and employed within a company. However, ICT sector faces significant skill gaps, driven by college education lagging behind ICT employers’ expectations of job skills and experience needed in practice. This article hypothesizes that perceived effectiveness of ICT education in learning job skills (“education-job transferability”) in ICT industries can enhance employee job satisfaction and reduce employee turnover. Using a unique dataset extracted from the Labor Force Survey of ICT Workers in South Korea, this article empirically examines the status quo of education-job transferability in ICT industries and its impact on job satisfaction. This article reveals that ICT education is perceived as less effective for learning job skills than other disciplines’ education. Moreover, a significant stake of ICT graduates plan to do vocational training, suggesting that higher education is not enough to secure ICT-specialized jobs. Consistent with our hypotheses, we found that an education-job transferability enhances employees’ job satisfaction and reduces their intention to leave their current jobs. This article suggests that education-job transferability in Information, Communication and Technology (ICT) industries has a long-lasting effect on both employees and employers, by enhancing employee job satisfaction and potentially mitigating employee turnover.

Evaluation of Knowledge, Attitude and Behavior of Beauty Salon Workers Towards AIDS in Songhor

Background & Aims: Iran is one of three countries with two-thirds of new infection AIDS in 2018, reaching 11,000 new infections. Therefore, measuring the awareness and subsequent health behaviors of high-risk groups is essential. Materials and Methods: A total of 150 beauty salon workers (BSWs) in Songhor, Kermanshah were randomly selected to participate in this study. The research tool was a researcher-made questionnaire in four sections (individual questions, knowledge, attitude and practice). Data were analyzed by descriptive and analytical statistics in SPSS 20. Results: Regarding marital status 80% were married with age distribution of 16-25 (4%), 26-35 (56%) and 36-50 (40%), educational status 48% diploma and 68% of job experience of 1-10 years. Seventy-six percent of BSWs do tattoos for clients, 33% never used disposable razors and 28% disinfected the equipment incorrect. Their knowledge on HIV transmission methods was desirable, however was no significant correlation between knowledge, attitude and practice (KAP) (P>0.05). Conclusion: Health centers staff played a major role in the training of hairdressers, and in Iran, television and radio is facing serious restrictions on AIDS training and transmission and prevention methods. There is a need for training programs to improve the health behaviors of this high risk group.

Exploring Australian dietitians' experiences and preparedness for working in residential aged care facilities.

Dietitians are increasingly working in residential aged care facilities (RACF). As such, supportingthe RACF dietetic workforce is imperative. This qualitative study explored dietitians' experiences and preparedness for working in RACFs. A qualitative descriptive approach from a non-singular reality relational position was used. Recruitment occurred through convenience and snowball sampling, including contacting a list of dietitians who had previously consented to be contacted for research. The interviews included a semi-structured approach. Data were analysed using constant comparison and reflexive thematic analysis. Thirty-one dietitians (n = 29 female; median age, 39 years) with a range of career experience participated in an interview. Interviews ranged from 25 to 68 min (mean duration, 41 min). Five themes and 14 subthemes were identified. Themes were: (1) joining the aged care workforce was not initially considered a career option, (2) difficulty sustaining satisfaction working in aged care, (3) navigating practical challenges working with residents while prioritising quality care, (4) poor acknowledgement of the dietitian role by staff and (5) grappling with a moral desire to improve the aged care sector. Dietitians face many challenges in fulfilling their role in RACFs, including RACF staff's poor understanding of dietitians' scope and a lack of procedural support for their daily activities. Dietitians report that genuine improvements in their job satisfaction and experiences of older adultsrequire structural reform within the government, beyond their locus of control.

Outreach Vector Control Worker's Knowledge, Attitude and Practices Towards Mosquito Control and Associated Diseases.

Mosquito Control Programs are articulated to control Mosquito Borne Diseases and success of such programs depends on the activities of field workers, and their adherence to the standard operating procedures (SOP's) is governed by their knowledge, attitudes, and practices (KAP). Present study was intended to assess the KAP of mosquito control workers of Pakistan to get an exact depiction of prevailing situation. A cross-sectional descriptive study was conducted in March-April 2020. Questionnaire containing 30 closed and open-ended questions were administrated to participants. Knowledge and practices were evaluated using a scoring system i.e., by giving 1 point to each correct answer while attitude questions were analyzed individually and expressed in percentage for each response. Total 639 workers were interviewed, mean age was 29.8 (SD ±7.87) years, majority (65.1%) was in age group of 18-30 years. Mean knowledge score was 6.96±1.28 (range 0-9) with 77.36% correct answers (P= 0.073). Mean practices score was 7.00±1.62 (range 2-9) with 77.83% appropriate answers (P< 0.001). Both knowledge and practices scores were higher for permanent employees, practices score increased with increase in job experience. Very weak positive correlation (r= 0.127) was observed between knowledge and practice scores. Appropriate practice correlates with better knowledge and positive attitude towards control activities. Hence, training on protection and protective measures for having a positive attitude among healthcare workers is necessary against the fight with mosquitoes.

National Level Support Programs for Youth in Relation to Effective School-to-Work Transition: Examples of Italy, Moldova, and Latvia

The school-to-work transition is one of the trickiest steps in the life cycle of an individual because when young people complete their education and enter the labor market, they have to compete to attain a job while lacking the job experience or skills required by employers. Across European countries, the school-to-work transition shows very different characteristics and durations, stemming from, among other factors, (1) the different provisions of services at the country level to help young people become oriented in the labor market, (2) different historical backgrounds, and even (3) the different capacities of education systems to provide the skills required by employers, despite the efforts to homogenize the national education systems, which started with the Bologna process. In this paper, we aim to compare various programs implemented within formal education at the macro-level in Italy, Moldova, and Latvia, three rather different countries in Europe, that have the goal of helping young people during various stages of this transition. The conclusion we can draw is that each of these countries needs to adopt a coordinated and integrated strategy of reforms aimed at (a) preventing early school drop-outs; (b) incentivizing the attainment of a university degree; (c) reforming school curricula; (d) closing the gap between education systems and labor market requirements; and (e) improving the services that help young people during the school-to-work transition.