Job Management Research Articles

A Survey to Improve the Education and Training System of Fire Safety Managers

This study involved a survey of fire safety managers to understand the educational content necessary to improve their job performance. The survey examined awareness of safety management work, standard cognition of firefighting facilities, capacity to maintain firefighting facilities, and so on to identify the elements required for improving the fire safety manager's job performance capabilities. The survey found that the work of fire safety management was satisfactory and that the level of knowledge regarding the structure and operating principles of most facilities is high. However, fire safety managers were found to be struggling to maintain and address firefighting facilities owing to a lack of experience and parallel work. Furthermore, they experienced difficulties operating and inspecting facilities due to a lack of practice opportunities and concerns surrounding malfunctions. The study concluded that an education system that can be easily managed and provides training in firefighting is imperative to improve the performance of fire safety managers.

A proposed methodology for mapping and ranking competencies that HRM graduates need

In the 21st century new jobs have emerged, and also the way we do our jobs has also changed. Therefore, certain competencies have become more crucial, so the question emerges how higher education can prepare graduates for such changes. The study aims to discuss the methodology applied to identify the key competencies relevant in junior human resource management (HRM) jobs in Hungary, which is hoped to bring HRM bachelor programmes closer to employers’ needs. The research incorporated the analysis of the Hungarian competency requirements for HRM higher education, the requirements of the potential employers, based on requirements listed on job portals and during focus group interviews conducted with HRM professionals. The analyses revealed that communication, complex problem solving and digital skills are considered as highly important. The competencies identified provided the foundation of a Q-methodology research into the importance and hierarchy of the required competencies. For the pilot research, HRM professionals were selected from different functional areas, and with different previous professional experiences, ranging from 1 year to several years. The study presents the results as well as the experiences of using the Q-methodology in competency research, and refers to the implications for HRM professionals and HR education policy makers.

The Individual- and Organization-Related Stressors in Pandemic Scale for Healthcare Workers (IOSPS-HW): Development and Psychometric Properties of a New Instrument to Assess Individual and Organizational Stress Factors in Periods of Pandemics.

The validation and psychometric properties of the Individual and Organization related Stressors in Pandemic Scale for Healthcare Workers (IOSPS-HW) were presented. This is a new measure to assess individual factors related to the health and well-being of individuals, such as family and personal relationships, as well as organizational factors related to the management of the pandemic, including workplace relationships, job management and communication. Across two studies conducted at different time points of the pandemic, psychometric evidence of the IOSPS-HW is presented. In Study 1, through a cross-sectional design, we conducted exploratory and confirmatory factor analysis through which the originally developed 43 items scale was reduced to a 20-item bidimensional scale with two correlated dimensions: Organization-related Stressors (O-S; 12 items) and Individual- and Health-related Stressors (IH-S; 8 items). Internal consistency and criterion validity were also provided by investigating the relationship with post-traumatic stress. In Study 2, we provided evidence for the temporal invariance of the measure and for temporal stability through a Multigroup-CFA through a longitudinal design. We also supported the criterion and predictive validity. The results suggest that IOSPS-HW is a good instrument to simultaneously investigating individual and organizational factors related to sanitary emergencies in healthcare workers.

Оценка эффективности моделей органа опеки и попечительства в отношении несовершеннолетних с позиции удовлетворенности ими специалистов

<p><span lang="EN-US">As part of the development of the Concept of Improving the activities of Guardianship and Guardianship Authorities (OOiP), a study was conducted on the effectiveness of various OOiP models, which differ in which organizations the half of the OOiP are raised. The standard approach of comparing quantitative performance indicators cannot be used due to similar values. Therefore, the option of evaluating the effectiveness was chosen by measuring the satisfaction of OOiP specialists with the management system and working conditions. The issue of the specifics of work in remote and hard-to-reach areas is considered separately. The article discusses the socio-psychological factors affecting job satisfaction and management. The analysis showed that none of the existing models is currently a reference. However, according to the degree of satisfaction, it can be assumed that the main model of the OOiP should be regional at its core. Thanks to this, issues of uniformity of work algorithms, raising the status of a specialist of the guardianship and guardianship authority, and so on are solved. At the same time, part of the powers can be transferred to municipalities, which will allow using local resources and the interest of the local administration, and organizing closer interdepartmental interaction at the municipal level.</span></p>

Investigation on Willingness and Ability of Self-regulated Learning and Associated Factors of Nurses in Emergency Department

Purpose: To investigate the current status of nurses' willingness and ability of self-regulated learning in the emergency department, and explore its associated factors. It was hoped that the results could provide theoretical basis and countermeasure suggestions for improving emergency department nurses' willingness and ability of self-regulated learning. Method: Totally 306 emergency department nurses were recruited to finished a questionnaire on self-regulated learning willingness questionnaire and nursing staff self-regulated learning ability scale. Result: The total score of self-regulated learning willingness and self-regulated learning ability was (6.18±2.71) and (121.87±20.33), respectively, both of them were at a relatively low level. The median time of spent on medical-related learning was 5.00 hours per month among emergency department nurses. The related factors of self-regulated learning willingness in emergency department nurses were work satisfaction, difficulty of promotion of job title, management and interpersonal stress, and self-regulated learning ability (<I>P</I><0.05). The related factors of self-regulated learning ability in emergency department nurses were working years, thefinal academic qualifications, personal income, general health status, learning atmosphere and self-regulated learning willingness (<I>P</I><0.05). Conclusion: Nurse manager should pay more attention to the job satisfaction of nurses, make more reasonable promotion systems for job titles, adopt flexible management, create a good learning atmosphere in the emergency department for improving nurses' self-regulated learning ability and self-regulated learning willingness.

Healthcare Managers' Perception on Patient Safety Culture.

This paper takes a detailed look at safety culture, different roles, and powers shared by managers, lessons from which can be applied in any form of management. It also focuses on the job of managers in enhancing safety standards in a health institution. The objective of this paper was to examine the managers' perception of patient safety culture. This study followed a quantitative cross-sectional design. The research procedure involved all middle-level managers in Aseer Central Hospital in Abha, Saudi Arabia (N = 52). To assess the status of patient safety culture and the role of healthcare managers in the field study, the researchers constructed a study questionnaire; it included questions adapted and modified from the Safety Attitudes Questionnaire, the Hospital Survey on Patient Safety Culture questionnaire, the 10 Mintzberg managerial roles and the six types of power for healthcare managers. Most participants were Saudi nationals (73.1%) aged 31 to 40 years (44.2%). The managerial role practiced frequently was leadership (85%), but the least managerial role was the figurehead (23%). Mangers held positive attitudes toward patient safety culture with 100% positive replies. No significant association was found between sex, nationality, years of experience, and professions concerning patient safety. Additionally, the results indicated that most managers were willing to uphold a safe environment for their patients and ready to involve employees in decision-making strategies to motivate them. The managerial choices in Aseer Central Hospital are based on the culture and tradition of the community, which might negatively undermine the capability of other individuals handling the same office based on their educational backgrounds and competency. Such situations also may demoralize the employees, leading to poor employee performance Suboptimal achievement was exhibited primarily by middle-level healthcare managers of all six power types: resource allocator, negotiator, liaison, spokesperson, figurehead, and entrepreneur. Therefore, there is a pressing need to improve managers' attitudes toward patient safety and activate managerial roles to ensure patients' safety is practiced unequivocally.

Effects of Stress Management Strategies to Public Elementary School Teachers’ Job Performance in San Felipe District, Schools Division of Zambales

Stress management is essential for good physical health, and it is especially important right now as the whole world addresses the coronavirus disease 2019 (COVID-19) pandemic (Galea, et. al., 2020). When individuals are more pessimistic, depressed, or anxious, their immune system goes down and produces more stress hormones, reducing their immunity and increasing inflammation (Casarella, 2019). This study determined the effects of stress management to one hundred thirty-four (134) public elementary school teachers’ job performance in San Felipe District, Schools Division of Zambales for School Year 2020-2021. There is significant difference on the dimensions towards dimension on effects of Stress Management Strategies. There is positively slight relationship between dimensions on the effects of Stress Management Strategies and Job Performance. It is recommended that Filipinos are noted and oriented to be “Family Centered” country. Continue practice the high value and love for the family; to maintain and continue to have a positive outlook in life and consider the problems as an awakening call and room for opportunity and improvement; that whenever feel severe stress, needs to consult medical experts.

Adding multi-core support to the ALICE Grid Middleware

The major upgrade of the ALICE experiment for the LHC Run3 poses unique challenges and opportunities for new software development. In particular, the entirely new data taking and processing software of ALICE relies on process parallelism and large amounts of shared objects in memory. Thus from a single-core single thread workload in the past, the new workloads are exclusively multithreaded. This requires a profound change in the ALICE Grid midleware job handling, from scheduling to execution, and thus the entire middleware has been rewritten during the past 3 years to support the new multithreaded reality.This paper presents the ALICE middlewre development for multi-core job management and the tools used to achieve an efficient and secure environment. In particular, it covers job isolation and scheduling and how they can be implemented in different site configurations, such as sites shared with other experiments or High Performance Computing resources.

Human Resource Management Practices and Job Performance in UAE: The Mediation Role of Employee Motivation

This study assessed the mediating role of employee motivation on the relationship between Human Resource Management (HRM) practices and job performance in the United Arab Emirates (UAE) banking sector. To achieve this aim, data was garnered using questionnaires and quantitative analytical methods were applied to test the hypotheses. The researcher used statistical tools such as descriptive statistics, bootstrapping technique, path analysis and Standardized regression coefficient to analyze data for the research study. A sample of 450 employees out of 13,960 people were utilized in the survey from three banks in UAE (HSBC Bank, Abu Dhabi commercial bank, and Emirates Islamic Bank). A survey descriptive research design, stratified and simple random sampling strategies were as well used to gather information for the rational study. The results revealed that employee motivation partially mediates the effect of HRM practices towards job performance of the staff in these banks. Hence, it is recommended that the HR manager should not only focus on HRM practices but also on certain factors that motivate the staff of the bank, such as bonuses, monetary and non-monetary incentives, increase salaries according to performance, attempting to understand and operationalize the intrinsic motivation parameters of employees so that they can be efficient and effective at work places.. In addition, implementing modern training programs become vital in the banking industry to ensure that banks’ employees use their skills in favor of better banking services for the clients and to allow development to blossom.

경영·회계·사무 업무의 디지털화에 따른 미래공통역량과 직무교육과정 개발연구

Objectives To predict job changes in management, accounting, and office jobs due to digital economy, and to select future core competencies to develop job digitalization retraining programs.&#x0D; Methods Following Gast &amp; Vaughn(2012)’s Strategic Job Analysis, consisted of 3 procedure and 6 small steps. It focuses on anticipating performance requirement from changes in technology, organizational structure, organizational functions. As the aim of this study was to predict occupation in transition and to make workers adaptive to new mission, this methods perfectly match to the study purpose. It is used in study scenes of a large insurance company and US Army Select 21 etc.&#x0D; Results NCS and 2018 HEF foundational digital skill was used as a survey indicating 5 likert scale, key results were that importance of management planning and fund maintained at 4 points or more, in contrast, management evaluation decreased under 4 point. Planning and decision making task was maintained especially marketing planning close to 4, and typical support duties like general affairs personnel was down, the overall importance was forecasted to decrease because of digitalization spread out most organizational member job. Experts emphasized employee should be try more professional and upgrade self management ability as much as working system flex. and offered 3 level educational program and opinions on some useful contents and digital tools worth to learn.&#x0D; Conclusions Digital data utilization ability, job crafting, value-oriented planning ability, and context-based communication ability were finally presented as future core competencies, and developed four job retraining programs. The concept of situational learning, organizational dynamic capability will be needed to include in educational course as background theoretic concept, tried to overcome the problem of main competence concept vague and setback of member’s resistance on job change.

Identification of Factors Associated with Medication Adherence in Renal Transplant Patients: An Integrative Literature Review

Objective: To identify factors associated with medication adherence in kidney transplant patients, showing the factors that contribute to increased and decreased adherence. Methods: A literature review was performed, searching the Medline Complete, Academic Search Premier, Embase and CINAHL databases. Rayyan was used for job management. Results: Of the 1,859 works initially identified, 36 articles were included in this research. All studies involved adult patients, usually with a mean age between 40 and 50 years. Men were the majority of patients in virtually every study. Most transplant patients had been transplanted for more than one year. Adherence was measured in most studies using validated and widely used instruments, such as The Basel Assessment of Adherence to Immunosuppressive Medication Scale (Baasis) and the Adherence to Immunosuppressive Therapy Scale (ITAS). Other scales used for other diseases were also adopted, such as the Morisky instrument, used in versions with four or eight questions. Adherence values were quite distinct, ranging from very low values such as 10.8 and 16.9%, to very high values such as 90.8 or 94.5%. Among the factors that increase adherence are higher life satisfaction rate; better perception of medications; support from doctors; social support; longer waiting time on the transplant list; and better kidney function results. Among the factors that reduce medication adherence are: having a work contract; daytime sleepiness; palliative type of coping; less autonomy; financial problems; have stress; change of routine; less knowledge and literacy in health; adverse events to immunosuppressants; beliefs and concerns about immunosuppressants; lower belief in self-efficacy; and intrinsic religiosity. In addition, there were factors in which there is divergence in the literature regarding the influence on adherence, such as gender, age, income and time since transplantation. Conclusion: This study demonstrated that several modifiable and non-modifiable factors contribute to medication adherence, which demonstrates the importance of these findings for the care of kidney transplant patient.

Job satisfaction, management sentiment, and financial performance: Text analysis with job reviews from indeed.com

Employee job reviews contain information on many firm characteristics that are unobservable to those outside the company. Job review sites such as Glassdoor and Indeed are used by job hunters and current employees to inform each other of prevailing workplace culture. This paper collects over 1.2 million job reviews from Indeed.com. Machine learning and natural language processing methods are used to obtain qualitative data about firms through employees’ sentiment regarding company management. This paper seeks to quantify how employees’ sentiment affects firms’ financial outcomes. By matching review data with firm level financial data, the analyses find that a 1% increase in ratings increases market value by approximately 0.68-0.73%, revenue by 0.62-1.01%. However, increases in management sentiment may have a non-monotonic effect on financial performance, demonstrating that trade-offs are inherent in balancing financial results and employees’ satisfaction regarding their roles.

Exploring job running path to predict runtime on multiple production supercomputers

There are massive jobs submitted in the supercomputer, and the job management system is typically deployed to schedule these jobs and allocate compute resources. FCFS (First Come First Serve) is a popular scheduling policy and the job's priority is determined based on the arrival time. However, under the FCFS strategy, if existing idle resources cannot meet the requirement of the head job in the waiting queue, they cannot be allocated to other jobs, which suffers from resource waste. To optimize the resource utilization, the backfilling method is proposed, which allocates the reserved idle compute nodes to a small-size and short-running non-head job, on the premise of not delaying the original head job. Obtaining the job's runtime in advance is necessary for backfilling and the traditional method relies on the user's estimation. Unfortunately, the estimated runtime provided by users is generally overestimated. Many studies extract features from historical job logs and adopt machine learning to predict the runtime. However, traditional features are insufficient to characterize the job. In this paper, we collect job logs from two supercomputers and present a novel runtime prediction framework called PREP. PREP explores the job's running path as a new feature, which implies plentiful information about the job's properties, such as the user, the project, the scale of data sets, and the parameters used. As there is a strong correlation between the job's runtime and its running path, we group jobs with similar paths into a cluster and train a runtime prediction model for each cluster respectively. Extensive evaluations demonstrate that introducing the new feature can achieve higher prediction accuracy (88.5% and 82.3% in two production supercomputers respectively), and our framework has a more desirable prediction performance than other popular strategies like Last-2 and IRPA. In addition, the predicted runtime is inserted into the real job trace of a slurm simulator to verify the advantages of PREP.

Impression management goals and job candidate’s race: A test of competing models

The trade-off effect—the tendency to downplay a stereotypical social dimension (e.g., warmth) to increase a positive impression by conveying an opposing dimension (e.g., competence)—is well established. However, promoting stereotypical perceptions may amplify positive impressions by conforming to the evaluator’s expectations (i.e., the joint effect). To better understand the impacts of race-related impression management goals, we test these competing propositions through two studies. Study 1 shows that people tend to evaluate others more positively when the others appeal to stereotypical characteristics, supporting the joint effect: White candidates are perceived more positively when they exude competence whereas positive impressions are higher when Black candidates demonstrate warmth. Study 2 assesses the underlying mechanism and the boundary condition of this impact and found that the interaction effects between impression management strategies and race influence positive evaluations of candidates through perceived warmth and competence.

Measuring the impact of integration practices on firms’ supply chain performance: role of organizational antecedents in this relationship

PurposeThis study empirically tests a conceptual framework that shows how integration practices are significantly associated with supply chain (SC) performance. This study also intends to achieve the following purposes: first, how the performance is influenced by the integration practices, i.e. internal and external; second, to measure the mediating effect of organizational antecedents (market orientation, learning orientation) between integration practices and firm’s SC performance.Design/methodology/approachIn a noncontrived study environment, a cross-sectional study design was used with a questionnaire. The study used a stratified proportionate random sample of 205 managers from manufacturing firms in China. Six hypothesized relationships were examined using the structural equation modeling (SEM) technique in AMOS software, and five were shown to be valid. The proposed model was validated through various techniques.FindingsResults of this study indicate that both external and internal integration influence SC performance and confirms the mediating role of organizational antecedents between integration practices and SC performance. According to the findings, five out of the six hypotheses are accepted. Findings of this research also offer very expedient insights for the companies’ management which can help them to ensure optimal output by giving due importance to external as well as internal integration.Research limitations/implicationsThe data for the study were only obtained from one province, which was Henan Province, and one industry, which was manufacturing; this constrained the generalizability of the study. The findings may be further validated in the future by expanding the scope of the studies to include various cultural contexts and types of businesses. Second, this study used data from a cross-sectional analysis; however, future research may potentially make use of a longitudinal design in order to more thoroughly confirm the findings.Practical implicationsFindings of this study offer substantial managerial insights suggesting various ways to develop better internal as well as external integration to get better results. Management of the company should focus and give more importance to job rotation, trainings and management commitment as part of internal integration. Moreover, management should strive for improving the capabilities of integration in internal functions prior to external integration as internal collaboration, teamwork and interaction within the company are considered as a precondition to maintain integration with external stakeholders. It is also a social process which needs to be built up over a longer period of time.Originality/valueThe authors contribute to the literature by experimentally evaluating the effects of integration practices on SC performance using a conceptual model drawn from current theories. The study also offer additional empirical evidence for Hanet al.(2007), who found that SCI enhances firm performance through quality management in their analyses of the relationships between SCI, quality management practices and firm performance.

Survey of transport company employees' mindsets and values

This paper presents a study of the attitudes and values of employees in transport companies. The relevance of the study stems from the fact that the attitudes and values of employees affect the performance of the organisation in the same way as professional skills and often organisations do not find it necessary to pay attention to this, reducing the manager's job to identifying competencies. It is important for internal management to know the motivations and values of employees, because they are often transferred to colleagues and customers. The following methods were used in the research: diagnostics of socio-psychological orientations of personality in motivational and demand sphere by O. F. Potemkina, diagnostics of values - Schwarz questionnaire, peculiarities of internal marketing were studied by R. Mowday, R. Stiers, and L. Porter's method of personnel loyalty measurement. Sociopsychological attitudes have been shown to correlate with the values of transport company employees with different length of service. It was found that there is a significant direct correlation between the indicators "result" and "universalism", "work" and "achievement", "work", and "independence" for employees of the transport company with 15 to 20 years of work experience. For employees whose length of service varies from 5 to 15 years, there is a positive correlation between the indicators "process" and "independence", "work" and "stimulation", "money" and "independence". The study will make it possible to determine company development strategies through human resources, taking into account the length of service. This is necessary to optimise the performance of the entire transport company.

Management’s First Responsibility

What is the job of corporate managers? Management research has offered various perspectives on managerial work and on what the priority of managers should be, related to different views of the corporation and its objective. In this paper, I adopt a historically contextualized view of the institution of the corporation and argue that the first responsibility of corporate managers is to search for God. I draw upon the work of Michael Thomas Black to develop two strands to this argument: first, the priority of searching for God corresponds to the way corporations operate. Second, managers’ not searching for God results in their being directed by some form of ambition, which leads to corporate corruption. In corporate management, searching for God involves accounting for how the interests of the corporation as a distinct entity are embodied in what managers do. The paper offers a synthesis of Michael Black’s work that focuses on the first responsibility of corporate managers. It contributes to four issues of a managerial theory of the firm related to managerial orientation: the inescapable conundrums of managing, the role of stock- and stakeholders, ownership, and value creation. It draws implications for accounting and corporate regulation.

The Relationship between Nurses' Perceptions of Managers' Managerial Competence Levels and Job Satisfaction Levels

The Relationship between Nurses' Perceptions of Managers' Managerial Competence Levels and Job Satisfaction Levels

The Effect of the Average Salary and Unpaid Overtime Hours on the Net Profits of the Enterprise-Based on the Research of 11 Listed Civil-Military Integration Enterprises

The significance of this study is to obtain the relationship among the average salary of employees, unpaid overtime hours and enterprise net profit by verifying the hypothesis, help enterprises to formulate employee incentive policies, solve the problem of difficulty in recruiting and retaining employees. This research is mainly based on regression model, supplemented by game theory, and excludes the influence of some external factors on data and variables with game knowledge, making this research more convincing. The results show that the average salary of employees has a significant positive impact on the net profit. Unpaid overtime has a significant positive impact on the net profit of the enterprise; The increase of net profit has a significant positive effect on employees' choice of unpaid overtime. Unpaid overtime and average salary have significant positive effects on net profit. Based on the research results, this paper proposes the job-seeking method of "looking at the basic level and checking the basic level", the "three-step" strategy, economic security and respect, and the implementation of policies for job seekers, enterprises and managers.

PARTICIPATIVE MANAGEMENT FOR TEAM EFFECTIVENESS AND INNOVATION

This study investigates the effect of a participative management practice, ‘mini-business activities’ (MBAs), on three outcome variables: team effectiveness, team innovation, and job satisfaction. An empirical approach is employed, with survey data gathered from 340 individuals working in 50 teams in South African manufacturing organisations. The results indicate that MBAs have a significant and positive effect on team effectiveness and team innovation in a similar way to that of quality circles. However, MBAs are found to have no direct or indirect effect, through employee engagement, on job satisfaction. The findings contribute to a more nuanced understanding of the impact of participative management practices in different contexts, and indicate that future research considering the impact of high unemployment levels on the relationship between participative management practices and job satisfaction would be valuable.