Job Grade Research Articles

Bitter Sweet Symphony? Insights into the discrepancy between managers and organizations towards ESG

The aim of this paper is to explore whether any discrepancy between individuals' cultural understanding and perceptions concerning ESG and the organizational cultural posture towards ESG is likely to arise, and what individual's characteris-tics may influence it. The study relies on Habermas' theory of Communicative Action, mobilizing the conceptualizations of anomie, to analyze data gathered through a survey answered by 136 Italian managers acting in highly ESG-exposed industries. Our results give evidence of the existence of ESG orientation discrepan-cy and suggest that certain individuals' characteristics such as age, job grade, and tenure influence its magnitude. The study contributes to ESG literature offering empirical ground for crucial yet overlooked issues relating to the role of individuals in ESG organizational processes change. Also, it has relevant implications for both companies and policymakers, pushing reflections on the need to avoid discrepan-cies toward more effective ESG practices.

Enhancing Human Capital Management through DevOps Practices

In the current era of digital revolution, one of the main factors influencing an organization's performance is human resources. This is because HR is an important asset that determines the productivity and efficiency of organizational performance. This study's goal is to create and construct an integrated human resources application using the DevOps (Development and Operations) approach. The DevOps method is a collabo rative approach that combines the process of software development and operations in a sustainable, fast, and integrated manner. The human resources application developed in this research includes various important functions, including HR management, job grade promotion planning, employment contract termination notification, and promotion notification. This research also provides solutions to the problems experienced by the Palembang Region Office of PT Bank Rakyat Indonesia in human resource management. By using the DevOps method as a method of designing human capital applications, it is expected to increase employee efficiency and productivity through integrated and effective human resource management. The DevOps approach also allows organizations to respond quickly to changing needs and provide sustainable added value to the organization.

Occupational exposure to particulate matter and staff sickness absence on the London underground

The London Underground (LU) employs over 19,000 staff, some of whom are exposed to elevated concentrations of particulate matter (PM) within the network. This study quantified the occupational exposure of LU staff to subway PM and investigated the possible association with sickness absence (SA).A job exposure matrix to quantify subway PM2.5 staff exposure was developed by undertaking measurement campaigns across the LU network. The association between exposure and SA was evaluated using zero-inflated mixed-effects negative binomial models.Staff PM2.5 exposure varied by job grade and tasks undertaken. Drivers had the highest exposure over a work shift (mean: 261 µg/m3), but concentrations varied significantly by LU line and time the train spent subway.Office staff work in office buildings separate to the LU network and are unexposed to occupational subway PM2.5. They were found to have lower rates of all-cause and respiratory infection SA compared to non-office staff, those who work across the LU network and are occupational exposed to subway PM2.5. Train drivers on five out of eight lines showed higher rates of all-cause SA, but no dose–response relationship was seen. Only drivers from one line showed higher rates of SAs from respiratory infections (incidence rate ratio: 1.24, 95% confidence interval 1.10–1.39). Lower-grade customer service (CS) staff showed higher rates of all-cause and respiratory infection SA compared to higher grade CS staff. Doctor-certified chronic respiratory and cardiovascular SAs were associated with occupational PM2.5 exposure in CS staff and drivers.While some groups with higher occupational exposure to subway PM reported higher rates of SA, no evidence suggests that subway PM is the main contributing factor to SA. This is the largest subway study on health effects of occupational PM2.5 exposure and may have wider implications for subway workers, contributing to safer working environments.

Career Mobility Analysis With Uncertainty-Aware Graph Autoencoders: A Job Title Transition Perspective

Career mobility analysis aims at discovering the movement patterns of employees across different job positions or grades, which can benefit various human resource-related applications. Indeed, recent studies in this direction mainly focus on modeling individual career trajectories, while the macroguidance for labor market assessment has been largely ignored. To this end, in this article, we propose to study career mobility from a market-driven perspective based on large-scale online professional networks (OPNs). Specifically, we propose an uncertainty-aware graph autoencoders (UnGAEs) framework, which can simultaneously discover potential job title transition patterns and predict job durations. In this phase, we first construct a job title transition graph based on massive career trajectory data from OPNs. Then, considering the inherent uncertainty in career mobility, we introduce a novel uncertainty-aware graph encoder (UnGE) to represent job titles as Gaussian embeddings. Furthermore, we design two task-specific decoders that can preserve the asymmetric relationships between job titles, namely the gravity-inspired decoder (GID) and the energy-inspired decoder (EID), for predicting potential transition patterns and corresponding duration, respectively. In particular, both tasks are modeled through a specially designed multitask learning approach. Finally, extensive experiments on a real-world dataset clearly demonstrate the effectiveness of UnGAE compared with state-of-the-art baselines, as well as some potential applications such as job title benchmarking and career path planning.

Rank-and-File Employees’ Awareness on the Programs and Services of a Social Health Insurance Corporation in the Philippines

The rank-and-file employees of the subject social health insurance corporation (SHIC) should comprehensively understand its program and services as they are expected to provide timely, accurate, and relevant information to the members. This study was conducted to determine the awareness of employees on the programs and services of a SHIC in the Philippines. It focused on three aspects: membership, contribution, and benefits availment. This study also looked into the top queries received by employees and the channel or medium of communication where they primarily received the information. This descriptive-quantitative research used a structured questionnaire distributed to the 186 SHIC employees (Job Grades 5-10) in the different sectors of the corporation. Findings revealed that SHIC employees are generally somewhat aware of the three aspects of SHIC's programs and services. It was also found that the level of awareness of employees does not vary across job grade classifications. The most frequent inquiries received by SHIC employees revolved around membership processes such as ID/MDR issuance, membership registration, updating of dependents, and understanding benefits and deductions. Lastly, official social media platforms, meetings, interaction with colleagues, and direct communication from SHIC representatives were the organization's primary sources of information. The recommendations forwarded in this study can enhance SHIC's services aligned with its mission of providing accessible and affordable healthcare in the country.

Lived experiences of diverse university staff during COVID-19: an examination of workplace wellbeing

ABSTRACT Survey research has evidenced the work-related stresses reported by higher education staff during the COVID-19 pandemic, with indications that some groups may have been more vulnerable than others. However, for the most part, this research has not taken into account individuals’ intersecting identities and their circumstances, which are likely to influence the strategies which are best placed to support their wellbeing. This qualitative study contributes to this area of research through an examination of workplace wellbeing for diverse professional and academic staff, providing a more in-depth understanding of their lived experiences during the pandemic. Data were 36 open-ended questionnaires and 20 interviews from diverse academic and professional staff, in terms of their intersecting gender, sexual and ethnic identities; age; job role and grade scale; caregiving responsibilities and disability status, at a large UK public research university. Using inductive thematic analysis, the findings support key influences identified in the quantitative studies but also highlight new themes such as the salience of ethnic, religious and gender identities and anxiety and trauma from the pandemic. The findings further emphasise the importance of the organisational infrastructure to support staff welfare. Evidence-based, workplace strategies are offered to address the key findings. Overall, our study highlights the importance of providing targeted support and acknowledging the traumatic experiences of university staff during crisis situations and underscores how equity, diversity and inclusion are key considerations for wellbeing practices and policies in the workplace.

University Teachers and Moonlighting Payments in Northern Pakistan

There are studies on moonlighting, but literature on moonlighting wages and its determinants is scarce. To know the factors that influence the secondary job payments in government higher education institutions, I took a sample from all the public sector universities in Khyber Pakhtunkhwa Pakistan in multi-stages with a total of 656 teachers. I have collected data from all 656 teachers and separated the sample who was undertaking second jobs or jobs. The activity of keeping a second job is mostly hidden which could only be revealed in an anonymous survey. The model was estimated in ordinary least square linear modelling. However, after solving many specification and BLUE requirements, certain linearity and normality issues could not be resolved, so generalized linear modelling was applied. Results reveal that location, age, hours of work at the second job, and job grades affect secondary job payment significantly. The study suggests cross-occupation studies in continuation of this research.

Improving Physician Response and Recall When Activated for Mass Casualty Incidents

Introduction:Mass casualty incidents (MCI) overwhelm existing resources in the emergency department. The existing method to recall staff in an MCI is text notification through the hospital call center. This study aims to assess the effectiveness of a novel method to recall senior emergency physicians during an MCI.Method:For this method, upon notification of a MCI, the senior physician on duty will start call tree activation based on four different senior physician job grades. He/she will call the first physician for each grade, who takes over calling and activating the remaining physicians in the same grade with a maximum of two attempts. Each physician receiving the activation call then texts an acknowledgement and estimated time of arrival at the department in the group chat. An unannounced, simulated MCI event was conducted at 02:00 and 14:00 on a weekday. Effectiveness was determined by the proportion of senior physicians available within 60 minutes of activation.Results:For the 02:00 activation, three of the 25 senior physicians were on clinical duty in the hospital while nine were contactable within 15 minutes and thirteen after 30 minutes. Eleven were able to return to the hospital in 60 minutes or less and one beyond 60 minutes. Nine were local but unable to return and one was overseas.For the 14:00 activation, four of the 25 senior physicians were on clinical duty in the hospital while 15 were contactable within 15 minutes and six after 30 minutes. Nine were able to return to the hospital in 60 minutes or less and four beyond 60 minutes. Three were local but unable to return and five were overseas.Conclusion:This method can achieve rapid manpower augmentation with more than half the staff present in the hospital within 60 minutes. Drills involving physical recall should be performed to further test this workflow.

Employee Engagement Memediasi Pengaruh Work Life Balance dan Kepuasan Kerja Terhadap Intention to Leave

The first goal of this study is to ascertain how work-life balance affects employee engagement. 2) ascertain how work satisfaction affects employee engagement. 3) assess how work-life balance affects the intention to leave. 4) ascertain how to work happiness affects the intention to depart. 5) ascertain how employee engagement affects the intention to leave. A descriptive study with a quantitative methodology is the research style adopted. The 140 staff members of Lawang Medika Hospital comprise the entire research population. The Slovin method created the sample for this investigation, which yielded 104 participants. The stratified proportional random sampling method was used to choose the sample size. The proportional principle of the number of employees per division is used in this selection method. Primary data is the source of research information. Employees at Lawang Medika Hospital Malang were the respondents, and questionnaires were distributed as the data collection technique. The findings revealed that: 1) Work-life balance significantly improved employee engagement. 2) Employee engagement is significantly positively impacted by job satisfaction. 3. The intention to leave is significantly impacted negatively by work-life balance. 4) The intention to leave is very negatively impacted by job satisfaction. 5) The intention to leave is significantly impacted negatively by employee engagement. The study's findings suggest that employers should keep giving staff members a balance of time for their job and personal lives. Giving job grades encourages the timely completion of tasks.

Factors motivating head teachers in Marakwet west Sub County to enroll for the KEMI diploma in educational management course

Head teachers of primary schools have to deal with a lot of shifting managerial environments, which sometimes makes them ineffective in their expanding responsibilities. Therefore, providing targeted in-service training has never been essential. Head teachers in Kenya's Marakwet West Sub County were asked to participate in the KEMI Diploma in Educational Management Course as part of this study. The research design was a descriptive survey. The sample consisted of 38 head teachers chosen through stratified random sampling from 57 schools whose heads had completed the KEMI Diploma in Education Management, 42 teachers chosen at random, and 13 chairpersons of the Board of Management chosen intentionally from the same schools. Data was gathered through the use of questionnaires. The information was summed up and introduced utilizing recurrence tables, charts and rates. The study found that head teachers were motivated by the need to improve their skills, a raise in pay, and a higher job grade. In order to encourage teachers to participate in useful professional development programs, the study suggested that head teachers' job evaluations include an audit of skill requirements, continuous short-term refresher courses in areas that were studied, decentralization of training, and recognition of head teachers' academic achievement through promotion and salary increments. The study found that there were gaps between the course content and the actual management skills that school managers need, such as ICT skills and financial management bookkeeping. The TSC's selection, promotion, and deployment of head teachers of primary schools should also be reviewed, according to the study.

Caught in the Crossfire: How Work-Family Conflict Affects the Lives of Married Nurses in India

Purpose- This research aimed to examine the nature of the relationship between work and life among married nurses in Jammu and Kashmir, IndiaDesign/Methodology- A questionnaire with measures for work-family conflict, life satisfaction, and family satisfaction was administered. The nodal agency, Government Medical College (GMC), provided the researcher with a list of nurses and their marital statuses. A sample of 253 nurses was analyzed using simple random sampling from a list of potential 527 nurses. These 253 respondents worked at five major government hospitals. In addition to the work-family measures, questions on age, work experience, job grade, and family type were askedFindings- The results revealed a significant relationship between work and family conflict with both life satisfaction as well as family satisfaction. In both cases, the time-based, and strain-based conflict scored higher than the behavior-based conflict in influencing family and life satisfaction negativelyPractical Implications- The results highlight the need for organizational support for nurses, which can be in the form of flexible work schedules, and other time-saving techniques. Given that nurturing responsibilities are shouldered by women in India not only monetary but non-monetary benefits should be availed to the nurses to alleviate their work-family conflict.

Movie Workers: The Women Who Made British Cinema

Movie Workers: The Women Who Made British Cinema

Job grade camouflage: When low gender pay gap does not mean equal pay

“Equal pay for equal work” is one of the backbone principles of Responsible Leadership. It is also deeply incorporated in legislation, mostly in developed countries. In recent decades, the gender pay gap has been put forward as a general indicator of equality by policy makers and researches alike. Yet, the research outcomes are disturbingly unsettled in comparison to bold political proclamations that are often based on simplified statistics. In our article we show, that gender pay gap shrinks substantially if firm-level job grades (based on Hay methodology) are used. The methodology used is gender neutral and focuses solely on the job size, not on the incumbent. Moreover, we show that the gender pay gap is not reflecting the idea of “equal pay for equal work” well. In fact, we conclude that people are being paid unequally regardless their gender. Low or non-existent gender pay gap then might just camouflage real inequalities leading managers and stakeholders to false feeling that company follows responsible leadership principles as defined by Steve Kempster (2016).

Nurses' knowledge and confidence in recognizing and managing patients with sepsis: A multi-site cross-sectional study.

(1) To examine registered nurses' knowledge and confidence in recognizing and managing to patients with sepsis and (2) identify nurse and workplace factors that influence their knowledge on sepsis. A multi-site, cross-sectional survey. An online survey was developed and content validated. Data was collected from registered nurses working in the inpatient wards and emergency departments of three hospitals of a single healthcare cluster in Singapore during August 2021. Statistical analyses of closed-ended responses and content analysis of open-ended responses were undertaken. A total of 709 nurses completed the survey. Nurses possessed moderate levels of knowledge about sepsis (mean score=10.56/15; SD=2.01) and confidence in recognizing and responding to patients with sepsis (mean score=18.46/25; SD=2.79). However, only 369 (52.0%) could correctly define sepsis. Nurses' job grade, nursing education level and clinical work area were significant predictors of nurses' sepsis knowledge. Specifically, nurses with higher job grade, higher nursing education level or those working in acute care areas (i.e. emergency department, high dependency units or intensive care units) were more likely to obtain higher total sepsis knowledge scores. A weak positive correlation was observed between sepsis knowledge test scores and self-confidence (r=.184). Open comments revealed that participants desired for more sepsis education and training opportunities and the implementation of sepsis screening tool and sepsis care protocol. A stronger foundation in sepsis education and training programs and the implementation of sepsis screening tools and care bundles are needed to enhance nurses' knowledge and confidence in recognizing and managing patients with sepsis. The findings of this study are beneficial to administrators, educators and researchers in designing interventions to support nurses in their role in recognizing and responding to sepsis.

A multirater perspective on personality and performance: An empirical examination of the trait-reputation-identity model.

Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets' self-reports. Yet, the origin of these differences remains unclear: do observers show predictive validity advantages (a) because they have a clearer lens into how targets' thoughts, feelings, and desires translate to their behaviors (traits), (b) because they infer personality from how targets characteristically adapt their behaviors to situations (reputation), or (c) because they omit targets' unexpressed, internal aspects of personality (identity)? With a sample of 422 cadets at a highly selective military educational institute in South Korea, we applied (McAbee & Connelly, 2016) Trait-Reputation-Identity (TRI) Model to decompose consensus and discrepancy in multirater personality data. The variance associated with reputations (the unique personality insights held by observers) dominated the prediction for conscientiousness and agreeableness in predicting all criteria. Trait factors (reflecting the consensus between self- and observer-reports) were moderately related to ratings of job performance, citizenship, and grades for most theoretically aligned personality dimensions. Identity factors (targets' unique personality self-views) were generally unrelated to performance criteria, save for some modest positive relationships for conscientiousness (predicting work and academic performance) and agreeableness (predicting citizenship). These findings suggest that personality is an important determinant of success less by depicting "who employees are" (or "who they think they are") but more by describing "what employees do." We discuss the implications of these results for how multirater assessments can be built into organizational psychology research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Relationship between stress levels and the job grade of members of university non-academic staff in Kenya

The relationship between stress levels and the job position (grade) of the non-academic staff members at Egerton University Njoro Campus was the purpose of this study. Stress affects an individual's physical and mental health, performance and interpersonal relationships. This study involved a survey of 100 non-teaching staff of the Njoro Campus. A proportionate random sample was obtained after the stratification of employees by cadre and gender. Questionnaires were pre-tested, and necessary modifications were implemented before the actual data collection. Data on employee personal traits, job cadre, educational background, attitude to work and stress coping strategies were collected using a questionnaire and self-report test. Data collected were analysed by use of descriptive and inferential statistics. The study established that job position does not influence the level of stress of non-academic employees. There is a need to establish a staff-support centre at the University, where employees can be offered emotional and psychological support through professional counselling. Another study can be carried out to generalize the findings of this study in similar institutions with caution.

Relationship between stress levels and the job grade of members of university non-academic staff in Kenya

The relationship between stress levels and the job position (grade) of the non-academic staff members at Egerton University Njoro Campus was the purpose of this study. Stress affects an individual's physical and mental health, performance and interpersonal relationships. This study involved a survey of 100 non-teaching staff of the Njoro Campus. A proportionate random sample was obtained after the stratification of employees by cadre and gender. Questionnaires were pre-tested, and necessary modifications were implemented before the actual data collection. Data on employee personal traits, job cadre, educational background, attitude to work and stress coping strategies were collected using a questionnaire and self-report test. Data collected were analysed by use of descriptive and inferential statistics. The study established that job position does not influence the level of stress of non-academic employees. There is a need to establish a staff-support centre at the University, where employees can be offered emotional and psychological support through professional counselling. Another study can be carried out to generalize the findings of this study in similar institutions with caution.

Meta-analysis of country-level contextual moderators that impact the link between public service motivation and job satisfaction: evidence from 10 countries

ABSTRACT Public service motivation (PSM) has been found to predict job satisfaction (JS) of government and nonprofit organization employees in many varied industry, job grade, country, and culture contexts. However, the role that culture plays in this link, vis-à-vis the politico-economic context of countries, is not well understood. This meta-analysis looks at a combined sample size of 45,812 individuals, from 10 countries and 32 studies; and attempts to disambiguate the influence of these two moderators. Subgroup analysis and meta-regression techniques are employed to test hypotheses and contribute toward theory building. The study finds Asian countries to have a stronger correlation between PSM and JS, compared to Western countries; while two cultural traits, performance orientation and gender egalitarianism, demonstrate significantly higher strengthening impact in correlation effect sizes in Asia vis-a-vis the West. Future research directions and limitations are discussed.

Effects of Candidate Selection on Service Delivery in County Governments in Kenya: A Case of Kericho County, Kenya

Devolved governance was supposed to bring services to the local level and raise the living standards of Kenyans. The objectives of devolution are outlined in Chapter 11 Article 174 of the Kenyan Constitution, which include recognizing Kenya's diversity, fostering national unity, ensuring democracy and transparency, fostering economic and social growth, and finally equitable resource allocation. However, this has not been accomplished because Kenya's county governments are characterized by poor planning, mismanagement and misappropriation of funds, and inefficient and ineffective service delivery. This study sought to examine effects of candidate selection on service delivery in County Government of Kericho. The study used descriptive research design. The study population consisted of 2,984 Kericho County Government Employees. Purposive sampling was employed to choose 139 staff in 13 departments in County Government of Kericho. The researcher utilized primary and secondary data. Semi-structured questionnaires were deployed to obtain primary data. Moreover, to enhance and test reliability and validity of selected research tools, pilot test was done. Thematic analysis was utilized to help analyse all qualitative research data, then results were displayed inform of a narrative. Additionally, inferential, and also descriptive statistics was utilized to analyse quantitative research data with the help of SPSS. Moreover, descriptive statistics composed of frequency distribution, percentages, mean and standard deviation. Additionally, inferential statistics included correlation as well as regression analysis. Tables were used to present the results. The study found that candidate selection has a significant positive influence on the service delivery in Kericho County Government. This study recommends that Kericho County Government ought to conduct proper job analysis by tracking the employees’ duties and the duration of each task, observing the employee perform his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family

Structural Relationships between Career Anxiety, Job Search Self-Efficacy, Grades, Academic Achievement, Peer Relationships, and Career Plans in University Students

본 연구는 대학생이 지각하는 취업불안과 진로계획의 관계에서 구직 자기효능감의 역할을 살펴보고 학년, 학업성취도, 교우관계가 위의 진로 관련 변인들에 미치는 영향을 조사하였다. 이를 위하여 청년패널조사에 참여한 대학생 599명의 자료를 선별하였으며 SPSS와 AMOS 프로그램을 사용하여 구조방정식 모델링을 실시하였다. 취업불안은 구직 자기효능감을 매개하여 진로계획에 부정적인 영향을 미치는 것으로 나타났다. 그리고 학년, 평균학점, 교우관계 만족도가 높을수록 진로계획 수준도 높아지는 경향이 있으며, 고학년일수록 취업불안도 유의하게 높은 것으로 나타났다. 마지막으로, 교우관계 만족도가 높을수록 구직 자기효능감도 유의하게 증가하는 것으로 나타났다. 이러한 결과는 대학생들의 구직 자기효능감을 높이는 개입이 진로와 관련된 불안을 감내하고, 불확실한 고용시장에 계획적이고 전략적으로 진입할 수 있도록 돕는 데에 효과적이라는 것을 시사한다. 또한, 학업적인 노력뿐만 아니라 교내 구성원들과 원만한 관계를 맺고 유지하는 것도 진로개발에 중요하다는 것을 나타낸다. 대학생의 취업과 진로 문제를 개선하기 위한 전략과 향후 연구를 위한 시사점을 논의하였다.