Job Promotion Research Articles

The use of anointed products during Covid-19 lockdown: An African Pentecostal spirituality experience

The use of anointed products such as anointing oil and anointing water within the broader Pentecostal movement in world Christianity has been documented in previous studies. Traditionally, the demand for these products is based on the quest to receive healing and deliverance from sicknesses, barrenness, witchcraft, and so forth. The products are also used to access job placement, promotion, a house, a car, and other material possessions. This paper worked within African Pentecostal spirituality of experience to explore the use of anointed products during Covid-19 lockdown. Regardless of many perceptions and misconceptions about the anointed products, they were used as a point of contact during the Covid-19 lockdown. The paper used Apostle Mohlala Ministries in Cape Town, South Africa as a case study to explore the use of these products during Covid-19 lockdown. The argument in this paper is that these products were used as a substitute for spiritual service during the Covid-19 lockdown. In other words, anointed products became a point of contact when members of these ministries could not meet physically during the Covid-19 lockdown. This changes how Pentecostal scholars study anointed products within the broader Pentecostal movement. Despite their challenges such as commercialization and other abuses, anointed products become a point of contact in Pentecostal spirituality of experience. For the believers that could not attend church during the Covid-19 lockdown, anointed products became a medium to connect spiritually.

How to plug the leaky pipeline in clinical rheumatology across Europe-lessons to be learned from experiences in business.

While >50% of medical students and residents are women, their proportion drastically diminishes within higher ranks and leadership roles, known as the "leaky pipeline". We aimed to evaluate the leaky pipeline among rheumatologists across Europe and to assess determinants inducing rheumatologists to leave hospitals. Experts in the field of economics developed a questionnaire with scientific focus on the leaky pipeline among rheumatologists, which was distributed electronically by national scientific societies of EULAR countries and by individual contacts. We performed common factor analysis, univariate t-tests and multivariate regression analyses to appraise our dataset. 311 hospital-based rheumatologists from 23/45 EULAR countries (52.7% females, 47.3% males) answered the questionnaire. The presence of the leaky pipeline was evident for the entire sample. Of 64% female rheumatologists only 34.2% departments' directors were female, with noteworthy regional differences. Female doctors reported higher intentions to leave their hospital (β = 0.28, p < 0.05) and lower commitment towards their current organization (β = -0.34, p < 0.05) when compared with males. Women reported lower levels of job satisfaction (β = -0.26, p< 0.10), promotion justice (β = -0.55, p< 0.01), and career perspectives (β = -0.26, p < 0.10, one-tailed) than men, explaining their lower organizational commitment. Female rheumatologists perceive worse job opportunities and satisfaction than males. Many reasons for the leaky pipeline are beyond the control of organizations. By our results, organizations should be encouraged to reconsider and adjust their performance management practices enabling an equitable work environment.

The Influence of Position Promotion and Career Development on Job Satisfaction with Motivation Work as an Intervening Variable (Case Study: Department of Labuhan Batu)

An organization will certainly never be able to carry out its functions if it does not have employees. So do not be surprised if each organization crave employees with maximum performance. Increasing the performance of each employee will affect organizational activities where it is expected by the organization that employees must always improve their performance for the benefit and benefit of the organization, therefore it is important for the organization to pay attention to the job satisfaction of each employee. This study aims to determine whether promotion and career development affect employee job satisfaction through work motivation as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study indicate 1) there is a significant influence between promotion on work motivation, 2) there is a significant effect between career development variables on work motivation, 3) there is a significant effect between job promotion variables on job satisfaction, 4) there is a significant effect between career development variables on job satisfaction, 5) there is a significant influence between work motivation variables on job satisfaction, 6) work motivation variables cannot influence position promotion variables on job satisfaction, 7) work motivation variables cannot affect career development variables on job satisfaction . Keywords: Job Promotion, Career Development, Work Motivation, Job Satisfaction

The Effect of Position Promotion and Communication on Performance with Competence as a Variable Intervening on Revenue Agency Labuhan Batu

Performance is a comparison between the work results achieved by employees with predetermined standards if the desires and goals of the organization can be realized. So that the performance of employees also increases, of course employees hope that their efforts will be rewarded with appropriate values ​​from the organization, to get competitively superior performance is through increasing human ability to be able to recognize and adapt to an ever-changing environment. This study aims to determine whether promotion and communication affect employee performance through competence as an intervening variable at the Regional Revenue Agency of Labuhanbatu Regency. The study was conducted on 52 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. Data analysis techniques used quantitative data processed with the SPSS version 25 program, namely t test, coefficient of determination (R2), Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between promotion on competence 2) there is a significant effect between communication variables on competence 3) there is a significant effect between promotion on performance, 4) there is a significant effect between communication variables on performance, 5) there is a significant influence between competency variables on performance, 6) competency variables can influence job promotion variables on performance, 7) competency variables cannot affect communication variables on performance. Keywords: Promotion, Communication, Competence, Performance

The Effect of Transformational Leadership, Work Motivation, and Job Promotion on Job Satisfaction with Organizational Commitment as an Intervening Variable

This study uses a quantitative approach with a survey method. The sampling technique used simple random sampling. The population in this study amounted to 159 employees and the sample in this study were 61 employees of PT. Candi Baru Sugar Factory in Sidoarjo. Data analysis techniques used Partial Least Square (PLS) with software SmartPLS 3.0. The results of this study prove that there is an effect of transformational leadership on job satisfaction at PT. Candi Baru Sugar Factory, there is an influence of work motivation on job satisfaction at PT. Candi Baru Sugar Factory, there is an effect of promotion on job satisfaction at PT. Candi Baru Sugar Factory, there is an influence of transformational leadership on organizational commitment at PT. Candi Baru Sugar Factory, there is an influence of work motivation on organizational commitment at PT. Candi Baru Sugar Factory, there is an effect of promotion on job satisfaction at PT. Candi Baru Sugar Factory, there is an influence of organizational commitment on job satisfaction at PT. Candi Baru Sugar Factory, there is an effect of transformational leadership on job satisfaction with organizational commitment as an intervening variable at PT. Candi Baru Sugar Factory, there is an effect of work motivation on job satisfaction with organizational commitment as an intervening variable at PT. Candi Baru Sugar Factory, there is an effect of job promotion on job satisfaction with organizational commitment as an intervening variable at PT. Candi Baru Sugar Factory.

The effect of mutation and promotion on work spirit with job satisfaction as a mediation variable at perum bulog regional office of west sumatra

The purpose of this study was to determine the effects of job mutations and promotions on working psyche, with job satisfaction as a mediating variable. This research was conducted at the Perum BULOG Regional Office of West Sumatra The population of this study was staff of the Perum BULOG Regional Office of West Sumatra. While the sample used was 52 employees. Data collection was carried out by distributing online questionnaires and data processing was carried out through Smart PLS4. The results showed that job mutations and promotions had a significant positive effect on work spirit at Perum BULOG Regional Office of West Sumatra. Job satisfaction can mediate the effect of job mutations and promotion on work spirit at Perum BULOG Regional Office of West Sumatra.

Why and Where Do Highly Educated Workers Relocate? A National-Level Analysis across U.S. Census Regions

Like those in other advanced economies, local American governments attempt to attract and retain skilled workers in their areas. This study aims to examine the determinants and spatial patterns of relocation among new graduates with a bachelor’s degree or higher across the U.S. Census Regions, in 2013–2015, using a nationally representative sample collected by the National Science Foundation. While the Northeast and Midwest had negative net migration, the South and West had positive net migration. Compared to the South, skilled workers in all the other regions were more mobile. In general, job satisfaction determined at multiple levels influences the relocation of the highly educated in multiple ways. We found skilled workers satisfied with their job location, security, promotion opportunities, and contributions to society were less likely to relocate. Workers satisfied with their intellectual challenge and independence were more likely to relocate. Race was also an important predictor among the highly educated in deciding whether and where to relocate. Policies considering geographic perspectives are recommended to improve talent attraction and retention. Therefore, our study provides public policymakers with a need to think about how to increase pull factors attracting workers, reduce the push factors making workers relocate, and maintain factors keeping workers in their regions.

The Lifecycle Effects of Health and Local Unemployment on Job Promotions

The Lifecycle Effects of Health and Local Unemployment on Job Promotions

Community health workers (Behvarz) in primary health care: a qualitative inductive content analysis of challenges.

Behvarzs are the backbone of primary healthcare services in the Iranian health system and play a key role in providing efficient, responsive, and equitable services at the first level of service provision. This study aimed to identify the challenges of Behvarzs to provide a perspective for policymakers and managers to help them formulate future programs to enhance the efficiency of the health system. Following a qualitative design, an inductive content analysis approach was used to analyse the data. The healthcare network of the Alborz province (Iran) was considered as the study context. A total of 27 interviews were conducted with policymakers, development managers, managers of Behavrz training centres, and Behvarz workers in 2020. All interviews were audio-taped and transcribed, followed by data analysis using MAXQDA ver. 10. Five themes were identified: service provision (scope of services, ambiguity of roles, non-compliance with the referral system, the quality of data entry, quality of services), access to equipment (quantity, quality), administrative issues (macro planning, micro planning), training (appropriateness of information, quality of training, recruiting related staff), perceived equity and fairness (balance between workload, income, and benefits, job satisfaction, job promotion). Occupational challenges affect the performance of Behvarzs in responding to society's needs because they not only play a major role in the health system, but also contribute to addressing the communication gap between local communities and high-level institutions, leading to the alignment of policy implementation. Therefore, strategies that emphasise the role of Behvarzs should be followed to promote community engagement.

Preparing Graduate Students for Successful Faculty Careers: A Course Focusing on the Tricks of the Trade

This article focuses on how we can enhance the preparation of our graduate students for future faculty careers. It describes a course in a professional program that highlights the subjective characteristics of the faculty position that go beyond the traditional elements of research, teaching and service. The course looks at the origins of the US education system and its underlying philosophies, and compares the US system to higher education systems abroad. It discusses the internal politics of academia, in particular when it comes to the job application process and promotion and tenure decisions and Keywords : Graduate course, graduate students, history and politics of higher education, academic hiring process, P&amp;T DOI: 10.7176/JEP/14-1-08 Publication date: January 31 st 2023

The Impact of Automation on the Accounting Profession - The Perspective of Indonesian Accountants

The purpose of this study is to examine the effect of automation on accountants and accountants’ work in Indonesia. In Indonesia, automation starts to be significant. Many companies have gradually integrated their operation with automated technology. Nevertheless, the overall implementation of automation in Indonesia is considered one of the lowest compared to other countries in the ASEAN region. Several accountants from across companies and industries were interviewed to get their insights. This study found that accountants in Indonesia are very aware of the emergence of technology, including automation in their jobs. They realized automation affects the required skills of accountants. Nevertheless, automation also creates the opportunity for a job promotion. This study shed some light on the effect of technology, particularly automation on accountants’ work in Indonesia.

ТРИ ВЕКА ТАБЕЛИ О РАНГАХ

The system of job positions and ranks, which is currently in operation in modern civil service in Russia, is similar to the Table of ranks introduced by Peter the Great in 1722. This article studies the evolution of this institution, exploring its advantages and disadvantages. The Table of ranks, being a part of Peter the Great’s project of modernization, played an important role in organizing civil service. Civil servant’s career was determined by the length of service, merits and education. Originally, ranks coincided with job positions, but by the end of the XVIII century they diverged, with the length of service becoming a priority for job promotion. The XIX century saw an increase in the number of civil servants and gradual decrease in theshare of the nobility in the total number of civil servants. During this period there were several attempts, however unsuccessful, to reform or to cancel the system of ranks. In October 1917 the Bolsheviks cancelled all ranks and titles. In the Soviet period, ranks were established for diplomats and public prosecutors. The system of ranks was renewed in early XXI centurywith the Federal law on “State civil service in the Russian Federation” adopted in 2004 and several Presidential decrees issued later. In fact, it was a new Table of ranks which was very close to that of Peter the Great’ The number of ranks increased from 14 to 15, someof their names are nearly identical. However, the system of modern job positions is much more complicated than in XVIII century. So far, the correspondence between ranks and job positions is determined only for the top-level positions. The significance of the new Table of ranks for an effective civil service is still to be determined

Professional Formation of the Subject and Dynamics of Updating Environmental Conditions as Resources

The purpose of the study: to study the links between the dynamics of the subject&amp;apos;s professional development throughout the working life and the conditions of the social environment, which are updated as resources. Hypotheses: 1. The conditions of the social environment, updated as resources at different stages of the subject&amp;apos;s professional development, can change the strength of influence and valency (sign). 2. In different professional fields, environmental conditions as resources of the subject differ. 3. Individuals with different success of the “vertical career” have different environmental conditions as the resources of the subject. 4) The connections between the dynamics of formation and updated resources are different for representatives of fields of activity with a “high” and “flat hierarchy” of job promotion. The author&amp;apos;s technique “Dynamics of professional life style” was used. Respondents assessed in points — from 0 to 8 — the conditions of the social environment as “professionalism factors”, the dynamics of their professionalism from 20 to 65 years (retrospectively and prospectively), recorded their socio-demographic and service-official characteristics. 567 people were interviewed — 306 men and 261 women aged 30–50 years — 132 civil servants, 221 managers, 129 engineers and heads of departments of industrial enterprises, 85 teachers holding positions from an ordinary specialist to a deputy minister). The features of the actualization of the conditions of the social environment as intersubjective and extrasubjective resources were analyzed; descriptive statistics, t-comparison for independent groups and multiple regression analysis (MRA), Forward method (direct) were used. Results. Representatives of the four groups (civil servants, engineers, managers, teachers) were similar in terms of their socio-demographic characteristics — by age (M = 40.7, SD = 9.8), work experience (M = 19.8, SD = 10.1), management experience (M = 7.7, SD = 8.7), 424 people. were married (75 %), the average number of children was 1.3; they held positions from an ordinary specialist to a deputy minister (in the questionnaire scores — from 3 to 8; M = 3.7, SD = 1.5); the characteristics of their parental family were also similar; their assessments of the subjective significance of environmental conditions as “professionalism factors” ranged from 0 to 8 for most of the analyzed variables. The dynamics of the professional development of the subject (PSS) was characterized by an increase in the level of professionalism up to 50 years and its subsequent decrease with moderate inter-individual variability, which differed among representatives of different professional groups. The environmental conditions updated by them differed more pronouncedly as resources from 20 to 65 years. Conclusions: 1. During the working life of a person, the conditions of the social environment are selectively updated as resources, at different stages of the formation of professionalism, they change the strength of influence and valence (sign). 2. The selective (and not total) impact of environmental conditions as resources differs among representatives of different professional fields, different social groups. 3. Representatives of fields of activity with a “high hierarchy” — a large number of positions of promotion (civil servants, engineers of industrial enterprises, managers of commercial organizations) and a “flat hierarchy” — a limited number of positions (teachers) have different connections between the dynamics of their professional development and the updated conditions environment as resources; such connections also differ among individuals with different success in the “vertical career” (specialists and managers).

Life Course and Structural Migrations: Refining Migration Classifications

Migration is a major engine of demographic change for towns, regions, and whole countries. Traditionally, migrations have been divided into those caused by push or pull factors or classified by events that triggered them. In other words, push and pull factors are but one way to classify migration movements. This work distinguishes between life course and structural migrations. Life course migrations are linked to important events in people’s lives such as graduation, marriage, having children, job promotions, discharge from the military, or retirement and the motivation comes from the migrant. Structural migrations are caused by changes in the economic, social, political, or natural environment and, therefore, externally motivated. This classification scheme is compatible with and complementary to existing classifications and particularly those based on push and pull factors. It yields some additional insights for policy making, empirical research, and migration modeling.

Investigating the Coefficient of Performance of Hospitals in Meeting the Needs of Nurses

Background: Two of the most important problems of the nursing profession are the job uncertainty experienced by those working in the field and the profession’s status in society. The nurses’ needs have not been adequately addressed by policymakers of the health care system in Iran. Objectives: The present study, conducted in selected hospitals in Iran from March to August, aimed to evaluate the performance of hospitals in meeting the needs of nurses. Methods: The statistical population included 683 nurses from the selected hospitals. Data were collected using a researcher-made questionnaire containing four items with 40 criteria. Results: Hospitals meeting the needs of nurses were classified according to the importance coefficient and in order of importance as follows: job promotion (0.63), spiritual factors (0.62), material factors, (0.57), and job status (0.52). Conclusions: It was recommended that the corrective measures regarding job promotion, spiritual factors, material factors, and job status of the nurses should be designed and implemented by health system policymakers and hospitals’ managers.

Burnout and Job Satisfaction Among Islamic Religious Knowledge Teachers in Brunei Darussalam

This study aimed to identify the level of burnout (emotional desolation, depersonalization, and personal accomplishment) and job satisfaction (job type, salary, promotion opportunities, supervisory, and collea-gues) among teachers of religious education in Brunei Darussalam (referred to as IRK teachers in this study). This study involved 238 teachers who are teaching the Islamic Revealed Knowledge (IRK) subject in all the government secondary schools in Brunei Darussalam. Instruments used for data collection, namely the Mas-lach Burnout Inventory and the Job Descriptive Index (JDI). In this study, results showed that the level of burnout of the IRK teachers is at a moderate level which gives an indication that most of them were able to control their emotions although their career as teachers is very challenging and tiring. Another factor that could contribute to this phenomenon is that the level of job satisfaction among the teachers is high, especi-ally in the aspect of promotion and colleagues. Hence, colleagues at the workplace could affect the teachers’ burnout level because they see their colleagues as supportive and continuously give them strong moral sup-port. Not only is human-to-human support needed to positively handle the burnout level, but it also needs institunionalized programs to improve the general climate and relatiop with the colleagues.

Investigating the Effect of Trust, Motivation, and Reward on the Desire to Share Knowledge through Social Networks by Shiraz University of Medical Sciences Staff

This study investigated the effect of trust, motivation, and reward on the willingness to share knowledge on social networks by the Shiraz University of Medical Sciences (SUMS) staff. The instrument of the present study was a researcher-made questionnaire in which formal-content validity was confirmed, and its reliability, according to Cranach's alpha coefficient, was equal to .90. The study's statistical population was 27506, including employees and faculty members, according to the Krejcie and Morgan table, the sample size was 379. The results showed that the importance of knowledge sharing among employees and commitment to the university were two effective components of intrinsic motivation. Support of university administrators for knowledge sharing and improving the status of social pages (38.8%) through knowledge sharing were two effective components of external motivation for employee knowledge sharing in social networks. "Fear of employees being replaced" and "fear of losing a job" were two negative and very weak components of the trust variable on knowledge sharing. "Financial incentives" and "job promotion" were among the influential components of the reward variable, which "greatly" affected the sharing of knowledge in social networks. Paying more attention to evaluating the performance of employees and financial rewards by managers can be effective in sharing knowledge and motivation.

Promotion Management Through A Merit System In The Education And Training Personnel Agency, Mamasa Regency, West Sulawesi Province

Job promotion is one of the activities of the State Civil Apparatus Management. It is implemented through a merit system to obtain employees with qualifications, competencies, and performance fairly and equitably to occupy a higher position. This study aimed to identify and analyze job promotion management through the merit system at the Education and Training Personnel Agency, commonly known as Badan Kepegawaian Pendidikan dan Pelatihan (BKPP) in Mamasa Regency, West Sulawesi Province. A qualitative descriptive method was used to analyze promotion management with aspects such as (1) planning, (2) organizing, (3) implementation, and (4) supervision.&#x0D; The results showed that job promotion management through the merit system has been running well regarding organization and supervision, but there are obstacles in the planning and implementation aspects. Therefore, it is necessary to make a Regent's or Regional Regulation based on local considerations. There is also a need for consistency in public information disclosure in job promotions that use competency tests.

Job satisfaction and job contentment in the context of the Nigerian banks

This study examined the relationship between job satisfaction and job contentment in the context of Nigerian banks using selected banks in the Southwest of Nigeria as the unit of analysis. A structured questionnaire was administered to elicit relevant information from 123 respondents using both stratified and simple random techniques. The study identified six (6) components of job satisfaction that drive job contentment such as job security, salary, human relations, promotion, organizational benefits, and job characteristics, and also established a positive relationship between job satisfaction components and job contentment. It was found that salary, job security, and organizational benefits drive job contentment more among employees in the banking industry but job security was considered to be the most potent drive of job contentment among all while the relationship among all the job satisfaction components with job contentment was a moderate relationship except human relations that has a weak relationship at 0.05 level of significance. The regression result showed that all the components of job satisfaction have an effect on employee job contentment and it was concluded that the six components of job satisfaction should be entrenched in the organizational retention strategies to guarantee job contentment among employees in the banking industry. Thus, recommended that the implementation of the organizational policies towards the components of job satisfaction should be fair, just, and free of any form of sentiments that can affect their perception and feelings about these components.

EFEKTIVITAS KINERJA PEGAWAI KEARSIPAN PADA DINAS PERPUSTAKAAN DAN KEARSIPAN KABUPATEN SUMENEP

State Civil Apparatus (ASN) is a profession of civil servants and government employees with work agreements binding themselves to government agencies. The purpose of this study was to determine the career journey system for ASN, problems with ASN career journeys related to job promotions and the causes of problems with career paths related to promotions in ASN at the Education Office of Sumenep Regency. The research method used is descriptive qualitative research. The results of the study show that the ASN career journey system there is generally assessed by the direct supervisor, namely the Head of the Service regarding his work performance, also seen from ASN personal data and 6 other indicators consisting of; Educational Qualifications; Position Track Record or Work Experience; Competence; Development History; History of Performance Assessment Results; Education &amp; Training Experience and ASN age. Then the problems related to promotion of ASN positions with outstanding achievements are constrained so that it affects their career paths due to the lack of attention from the Sumenep Regency Government to competent and accomplished ASNs and the amount of competition between ASNs at the Sumenep Regency Education Office.