Job Family Research Articles

When do you Retire? Examining Intended Retirement Age Decision among Public Sector Employees in Sri Lanka


 With the growing number of ageing population in Sri Lanka and continuous expansion in the public sector employment tend to create dynamic consequences on the economy. While mandatory retirement age in the public sector is forcing the employees to quit from the job yet rising ageing population in the country is seeking for employment opportunities for retirees. Hence, the objective of this study is to find out factors affecting intended retirement age decision among the public sector employees in Sri Lanka. The theoretical lens used in the study is theory of planned behaviour. This is a quantitative study which applied stepwise regression and path analysis to examine the factors affecting intended retirement age. The sample was consisted of 400 staff grade public sector officials and conducted a survey through a self-administered questionnaire. The results indicated that perceived health and attitudes of the employees towards the retirement are the major factors influenced on intended retirement age decision among the public sector employees. Employees’ job satisfaction and family relationships have some impact whilst anticipated financial position has a minor impact on intended retirement age. The findings indicated the public sector organizations need to introduce health insurance schemes for employees and to maintain an attractive organizational environment and friendly organizational culture to inculcate positive attitudes towards working environment in order to delay the retirement of the employees.

An exact dynamic programming algorithm for the precedence-constrained class sequencing problem

This article discusses the precedence-constrained class sequencing problem (PCCSP). In scheduling terms, this is a single-machine problem with precedence constraints and family setups with the goal of minimizing the number of setups. From a practical perspective, PCCSP covers a wide range of applications such as, for example, scheduling problems in systems with job families where multipurpose processors need retooling to switch from a job of one family to a job of another family. Previous research has shown that PCCSP is NP-hard and that no polynomial-time algorithm with constant worst-case performance exists unless P=NP. So far, only little research has been conducted on the development of specific computational methods for PCCSP. This article bridges this gap by proposing a dynamic programming algorithm for solving PCCSP exactly. It comprises specialized lower bound computations, node merging and precedence reasoning algorithms, and heuristics that successfully exploit the problem’s structure. Based on extensive numerical experiments, we analyze the algorithm in detail and show that it outperforms mixed-integer programming and constraint programming models.

INCIDENCE OF JOB MISMATCH AMONG TVL GRADUATES IN BUTUAN CITY, PHILIPPINES

Landing a job is one of the expected outcomes behind the huge investment of Philippine education in the implementation of Technical Vocation and Livelihood (TVL). But job far from TVL specialization is a failure to the curriculum. This study assesses the incidence of job mismatch among employed pioneering batches (2018 and 2019) of TVL graduates in Butuan, City Philippines. Factors of job mismatch are also analyzed.  A total of 269 employed TVL graduates were surveyed using a researcher-made questionnaire. Statistical analysis reveals a 64% (171) mismatch incidence. Logistic regression analysis further shows that national certification, faculty and instruction, job experience, workers compensation, and family support are significant factors to job mismatch incidence. The study concludes that mismatch between job and skill is highly evident. The findings of this study serve as bases in the creation of intervention initiatives that will improve the implementation of the TVL program.

Prevalence and factors of compassion fatigue among Chinese psychiatric nurses: A cross-sectional study.

Compassion fatigue has emerged as a detrimental consequence of experiencing work-related stress among psychiatric nurses, and affected the job performance, emotional and physical health of psychiatric nurses. However, researches on Chinese psychiatric nurses’ compassion fatigue are dearth. This cross-sectional study aimed to investigate the prevalence and factors of compassion fatigue among Chinese psychiatric nurses.All participants completed the demographic questionnaire and the Chinese version of Professional Quality of Life Scale (ProQOL-CN). One-way ANOVA, t-tests, Levene test and multiple linear regression analysis were conducted to evaluate factors associated with compassion fatigue.A total of 352 psychiatric nurses in 9 psychiatric hospitals from the Chengdu, Wuhan, and Hefei were surveyed. The mean scores of compassion satisfaction, burnout and secondary traumatic stress were 32.59 ± 7.124, 26.92 ± 6.003 and 25.97 ± 5.365, respectively. Four variables of job satisfaction, exercise, had children, and age range from 36 to 50 years explained 30.7% of the variance in compassion satisfaction. Job satisfaction, sleeping quality, and marital status accounted for 40.4% variables in burnout. Furthermore, job satisfaction, average sleeping quality, and years of nursing experience remained significantly associated with secondary trauma stress, explaining 10.9% of the variance.Compassion satisfaction, burnout and secondary traumatic stress among Chinese psychiatric nurses were at the level of moderate. The higher job satisfaction, healthy lifestyle (high sleep quality and regular exercise), and family support (children, stable and harmonious marital status) positively influenced compassion satisfaction and negatively associated with burnout or secondary traumatic stress.

Enhancing civil service capability: emergence of the professions model

In the last thirty years, the dominant approach in Australian public sector organisation has been one of devolution with an emphasis on management at the agency level. This has delivered benefits in terms of public service responsiveness to ministers and stakeholders and a more diverse set of approaches that are tailored to the circumstances confronting individual agencies. However, a number of reviews, including the recent Independent Review of the Australian Public Service (the Thodey Review), have highlighted the limitations of this approach and the constraints it has placed on the ability of the public service to respond effectively to broader challenges and to leverage skills across agency boundaries. The professions model is an approach that seeks to emphasise the continuity of practice across agency boundaries in various job families. A number of countries have tried the professions approach as a way to address a perceived lack of consistency and effectiveness across their collective public services. This article describes international trends associated with the professions model and describes the approach to implementing digital and human resources professions models in the Australian Public Service.

The workforce outcomes of dental graduates from a metropolitan school ‘Rural Clinical Placement Program’ versus a ‘Rural Clinical School’

This study compares the workplace decisions from University of Sydney (USYD) dental graduates who participated in a 1-month voluntary Rural Clinical Placement Program (RCPP), USYD graduates who did not participate in the RCPP (non-RCPP), and with graduates who qualified from a dental Rural Clinical School (RCS) at Charles Sturt University (CSU). From mid-2015, USYD students who graduated between 2009 and 2013, and CSU graduates from 2013 to 2014, were requested to complete a telephone interview related to employment choices. For USYD, 135 interviews were completed (63% of contactable graduates) and for CSU, 39 interviews (68%). Mixed methods were applied to analyse the data. For USYD, 33% of RCPP participants were working rurally compared with 18% of the non-RCPP, whilst 54% of CSU graduates were working rurally. For USYD, the self-reported influence of the RCPP on the graduates' employment decisions was a significant predictor of rural employment. For CSU, country of birth and employment status were weakly associated with rural employment. Across the three cohorts, key employment factors were as follows: job availability, family, personal relationships, good mentorship, clinical training, partner factor and lifestyle. In addition, both the RCPP and CSU graduates showed greater interest and awareness of rural employment than the non-RCPP. The CSU RCS and USYD RCPP are leading to positive rural employment outcomes, and it is clear that the provision of a rural experience is influencing graduates to work rurally. Further investigation of the CSU program is required to fully assess its impact and to provide longitudinal workforce information.

The relationships of job and family demands and job and family resources with family caregivers' strain.

BackgroundBecause of an expected increase in the number of family caregivers, there is a growing public and scientific interest in family caregiving and more specifically in the combination of family care with paid employment. It is important to gain insight in the family caregivers’ strain and determining factors in the job and family domain.AimThe aim of the study was to examine the associations of job and family demands and job and family resources with indicators of caregivers’ psychological strain, that is caregiver burden, work‐related emotional exhaustion and general ill mental health. In our research, we focused on individuals who combine paid employment with family caregiving.MethodsA cross‐sectional design was used. The study sample was derived in 2011 from a Dutch financial organisation and a healthcare organisation. A digital fully structured questionnaire was used. The sample consisted of 187 employees who identified themselves as family caregivers. Descriptive statistics and hierarchical linear regression analysis were performed.ResultsJob demands (i.e. workload, work–family conflict) and family demands (i.e. family care hours and family–work conflict) were significantly positively associated with all three domain‐specific indicators of strain. The resources of work–family and family–work enrichment and autonomy did not contribute to less experienced strain. More supervisor and colleague support was associated with lower ill mental health.ConclusionOur study showed that job demands (workload, work–family conflict) and family demands (family care hours, family–work conflict) were clearly associated with caregiver strain, while associations for job and family resources were not evident. It remains necessary to pay attention to the demanding aspects of dual roles of family caregivers but also to investigate the resources they have available at work as well as in their home situation and explore their potential reducing effect on family caregivers’ strain.

The Mediating Role of Leisure Satisfaction between Work and Family Domain and Work-Life Balance

This study aimed to determine the mediating role of leisure satisfaction between work domain (work overload and job involvement), family domain (family workload and family support) and work-life balance among teachers in Kuching. Fifty employees responded to the self-administered questionnaire in one of a primary school in Kuching area. Data was analyzed Pearson Correlation, Regression and Sobel Test. Results indicated that work overload and family workload are negative and significantly influence employee work-life balance while job involvement and family support are positive and significantly effect work-life balance. This research revealed work overload, job involvement, family workload, family support, and work-life balance are partially mediated by leisure satisfaction. Thus, it is recommended for organizations to organize variety of leisure activities as a strategy to assist employees to improve work-life balance.
 Keywords: Work overload; Job involvement; Family workload; Family support; Leisure satisfaction; Work-life balance

Factors affecting employee absenteeism in Nepalese commercial banks

The impact of absenteeism on firms or even a nation’s economy is enormous, taking account of the costs associated with it. The major objective of the study is to analyze the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, and transportation problem and employee absenteeism of Nepalese commercial banks and to make suggestions to minimize the level of absenteeism of employees. However the specific objectives of this study are to analyze the perception of employees towards the absenteeism in Nepalese commercial banks, to determine factor affecting employee absenteeism in Nepalese commercial banks, to identify the reasons for absenteeism among employees in Nepalese commercial banks, to examine the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem employee absenteeism in Nepalese commercial banks, to investigate the impact of job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem on employee absenteeism, to analyze the most important variable affecting employee absenteeism. The study found that job satisfaction is inversely related to absenteeism. The absent from a work situation that is sampling errors, scale inadequacies and the use of different measurement instruments. The psychological model that discusses this is the withdrawal model, which assumes that absenteeism represents individual withdrawal from dissatisfying working conditions. The study support in a negative association between absence and job satisfaction, especially satisfaction with the work itself. Medical-based understanding of absenteeism find support in research that links absenteeism with smoking, problem drinking, low back pain, and migraines Absence ascribed to medical causes is often still, at least in part, voluntary.

Employee Health and Blood Pressure Outcomes by Job Family.

The purpose of the study was to explore the relationship between job families and blood pressure (BP). Subjective (self-report questionnaire) and objective (on-site health screening including blood pressure) data were collected at a large academic institution from employees, which were categorized into 10 job families based on Human Resources career paths. Analysis included descriptive statistics and multivariate logistic regression. A total of 20,198 employees participated. Some specific job families were significantly associated with having high BP (P < 0.01). Being 58 years old and older (odds ratio [OR] 2.33, P < 0.01) and being man (OR 2.52, P < 0.01) were the strongest predictors for elevated BP. Certain job families may need interventions that target and mitigate particular circumstances in order to reduce and maintain lower BP levels.

Influence of the Knowledge and Practices on Dental Students Career Choices of Specialty in Saudi Arabia

Introduction: The dental profession plays a significant role in the service of the society. The selection of dentistry as a career as well as choosing specialty and continuing Postgraduate Dental Education (PGE) is a critical decision in an individual's life, affecting one's social and economic status. The aim of this study is to obtain empirical evidence on views on dental specialty choice and along with the investigation of the influencing and motivating factors that inspire them in choosing a dental specialty. Methodology: A cross sectional survey was conducted through an online-based questionnaire, distributed on social media to recruit participants including 600 dental students and graduates from different universities in Riyadh, Saudi Arabia with convenience sampling technique to recruit participants from Twitter while cluster simple random technique in targeted colleges. For data management and analysis, SPSS version 16 was used. The arithmetic mean and standard deviation was calculated for quantitative data, chi-square and the Fischer Exact test were used to compare categorical data. The Mann-Whitney test, Kruskal-Wallis test, student`s t-test and ANOVA test were used to as tests of significance for comparing numerical data. Results: Our study shows that majority of the students decided on their own when choosing their career in dentistry and many of them are interested in pursuing international post-graduation programs. Personal preferences in PGE was oral maxillofacial surgery males as well as in females followed by pediatric surgery, females while Orthodontic, dentofacial orthopedics, restorative and cosmetic surgery in males. The most desired working environment preference was civilian dentist in public sector. The most common influencing factors in decision making for dental career were salary aspects and cost of living expenses. Moreover, the most important motives for dental PGE included encouragement by family, friends, teachers, counselors, and good experience with dentists, job security, earning money, flexible working hours, time for family and availability of jobs. Conclusion: Postgraduate dental education programs for specialization in dentistry to get either clinical specialty certification or higher academic degrees nationally or internationally should be developed on a planned basis by giving appropriate value to the influencing and motivating factors identified in order to enhance professional development and PGE in dentistry.

Online Batch Scheduling of Simple Linear Deteriorating Jobs with Incompatible Families

We considered the online scheduling problem of simple linear deteriorating job families on m parallel batch machines to minimize the makespan, where the batch capacity is unbounded. In this paper, simple linear deteriorating jobs mean that the actual processing time p j of job J j is assumed to be a linear function of its starting time s j , i.e., p j = α j s j , where α j &gt; 0 is the deterioration rate. Job families mean that one job must belong to some job family, and jobs of different families cannot be processed in the same batch. When m = 1 , we provide the best possible online algorithm with the competitive ratio of ( 1 + α max ) f , where f is the number of job families and α max is the maximum deterioration rate of all jobs. When m ≥ 1 and m = f , we provide the best possible online algorithm with the competitive ratio of 1 + α max .

PENGARUH PERSEPSI GENERASI Y TERHADAP PILIHAN KARIR PADA MAHASISWA PROGRAM STUDI MANAJEMEN UNIVERSITAS AHMAD DAHLAN

This study aims at finding out the influence of the perception of generation Y (consideration of job market, career motivation, family influence, social value of job, and career lifestyle) on career choice in students of Management Study Program of Ahmad Dahlah University. The population of the study was students of Management Study Program of Ahmad Dahlan University of class 2015. The sample collecting technique used was purposive sampling, with a sample critrion of those who took thesis subject with a total og 212 students. The data analysis used in the study was multiple linear regression analysis. The findings of the study show that the career motivation and socual value of the job significantly influenced career choice in students of Management Study Program of Ahmad Dahlan Unversity, while the consideration of job market, family influence and career lifestyle did not significantly influence career choice in students of Management Study Program of Ahmad Dahlan Unversity. Futhermore, through F test, is showed that the consideration of job market, career motivation, family influence the social value of job and career lifestyle simultaneously significantly influenced career choice in students of Management Study Program of Ahmad Dahlan University. The R square calue obtained was 0,772. This, it can be interpreted that the influence contribution of the independent variables (consideration of job market (X1), career motivation (X2), family influence (X3), social value of job (X4) and career lifestyle (X5) on the dependent variable career choice (Y) was 77,2%, while the other 22,8% can be explained by other variables that were not observed in this study.

Constituent Factors and Implications of Work-Life Balance on Female Employees: A Study on the Indian IT industry

The aim of this review article is to identify the factors affecting work –life balance of female of employees working in Indian IT industry. Today’s competitive world, one of the pertinent issues faced by the employees is the lack of balance in work life and family life. Due to various reasons today’s female employees in especially IT industry face multifaceted problems in their family life due to lack of balance between job life and family life. The poor match between the job and family life adversely affect the satisfaction level of employees and organizational commitment of them. This study investigates the various factors responsible for the imbalance of job and family life of female employees and gives an insight to the IT companies to review their policy and norms on job and to enhance the employee performance.

Job Satisfaction and Family Functioning of Dual-Earner Commuter Family in Malaysia

The aim of the present study is to determine the relationship between job satisfaction and family functioning of dual-earner commuter family in Malaysia. More over, the investigation of the differences on job satisfaction and family functioning based on gender is also being analyzed. A total sample of 180 respondents were analyzed with correlation and t-test analysis. Results showed that respondents with high level of job satisfaction were more likely to experience high level of family functioning. Besides, results also showed that there were no significant differences between husband and wife in job satisfaction and family functioning. These finding suggest that information in this present study is useful to dual-earner commuter family and others. The limitations of the study were also discussed in this study.

Role conflict and work-life-family (WLF) demands: a perspective of Malaysian family business

PurposeThe purpose of this study is to analyze the relationship between work-life-family (WLF) demands and job satisfaction in family businesses.Design/methodology/approachData were collected from 220, who involve in the family business sector in Malaysia. In this study, the major demands in individuals are classified into three categories of WLF. The work component was measured in terms of standard working hours, work pressure and conditions, co-worker relationships and promotional opportunities. The life component was represented by living standards, level of self-motivation fulfillment, achievement of individual targets, self-compassion, self-care and health and community development. The family component represented another segmentation of responsibility and demands for specific role, which relates to family tasks, collective/familiness targets, family involvement and mutual understanding.FindingsThe empirical results indicated that work-related demands determine entrepreneurs’ job satisfaction, then followed by family-related and life-related (personal) demands. As this study was confined to the micro businesses under the family business sector, this provides valuable findings by uncovering the differences among the antecedents because of the reasoning of work culture and business management practices. It is argued that the role conflicts are related to job satisfaction, individual happiness and family contentment.Originality/valueIt expands the typology and fostering sustainable entrepreneurial development. Insights gained could facilitate business strategies and effective human resource policies particularly among the family businesses in Malaysia.

EMPLOYABILITY SKILLS MAPPING AMONG STUDENTS OF ALTERNATIVE EDUCATION CERTIFICATION PROGRAM (PAKET C) AT MOBIL KELAS BERJALAN (MKB)

Aim of this community development program is to describe the employability skills among the students of alternative education certification program that called as Paket C, which organized by MKB. All of the students are working to support their life, and continue their education while working. Most of them working as the low payment job families such as scavengers, housemaid ect. The method used in this program including the assessment of employability skills, as well as personal feedback on how to improve their employability skills. 22 participants were participated in this program. Employability Skills are measured using Scans Skills Assessment (Roberts, Lynn, &amp; et al, 2000). Result indicated that, the basic competencies for working students are at level three in which they can, but still need guidance and supervision. However, most of them are in the category of still need to study. In general, almost all of the competencies have not been mastered by students, so that several program can be organized to improved their employability skill.

PATHWAYS TO A GOOD LIFE? MULTIPLE SOCIAL ROLES IN ADULTHOOD AND MENTAL WELL-BEING IN LATER LIFE IN EUROPE

The connection between employment, family life and health is well documented. Job demands and family obligations are divergent responsibilities and can be a constant source of conflict. The resulting role strain can have a long lasting impact on mental health. Using data from SHARE and ELSA, we take a life course perspective and look at patterns of employment history from the age of 25 to 40 combined with partnership and fertility history of 17,189 men and 23,266 women in 22 European countries. Sequence analysis combined with cluster analysis shows a clear picture of five dominant states in our sample: Stable work and family, stable work without family, working single parent, working childless couples, and being non employed. This pattern is similar for men and women. We use path models to distinguish the impact of childhood conditions on such life course patterns and the direct and indirect impact of employment and family life on mental health. Women who did not combine work and family roles, (work without family, family without work) reported higher levels of depression in comparison with women who combined work and family. Non-working women and single mothers also experienced indirect effects on depression through their economic situation. Unemployed men or men without family reported higher levels of depression. Unemployment and being a single father also have an indirect impact on depression via economic conditions and health. Moreover, such results also differ between countries, with lower employment rates reducing role strain for women, but not so for men.

Simulation Optimization on Complex Job Shop Scheduling with Non-Identical Job Sizes

This paper addresses the complex job shop scheduling problem with the consideration of non-identical job sizes. By simultaneously considering practical constraints of sequence dependent setup times, incompatible job families and job dependent batch processing time, we formulate this problem into a simulation optimization problem based on the disjunctive graph representation. In order to find scheduling policies that minimise the expectation of mean weighted tardiness, we propose a genetic programming based hyper heuristic to generate efficient dispatching rules. And then, based on the nested partition framework together with the optimal computing budget allocation technique, a hybrid rule selection algorithm is proposed for searching machine group specified rule combinations. Numerical results show that the proposed algorithms outperform benchmark algorithms in both solution quality and robustness.

Work Life Conflict in MSME Industries

Today the work life balance of all corporate industries are very pleasing and if there is no Job fulfilment and flexibility in life, it can create an asperity among the employees. Work-life stability involves balance among qualified employment and individual work, thus it trims down abrasion among official and family life. In this paper attempts to investigate some factors of employee’s policies, working hours, career prospect and counselling programs. These factors can be associated to Job fulfilment or family or both. Certain Statistical analyses are used to determine the work life collision in MSME Industries. The five interrelated variables questions are considered in this study. The inquiries are, Whether the work allocated is as per your inclination and skills? Whether the workers are happy with the approaches of best administration in the organization? Whether corporeal working condition and working hours are acceptable in the organization? Whether the organization has great vocation prospect for its workers? Whether guiding projects for the workers are sorted out by the organization frequently, the above questions are resolve with the help of following objectives to study the work assignments in light of the worker's inclination and skill. To consider the worker’s fulfilment with the strategies of best administration in MSME Industries. To study the physical working condition and working hours in MSME ventures and its activity fulfilment. To study the MSME enterprises great profession prospect for their workers. To ponder result of the consistent advising programs sorted out by the organization for the employees.