Job Requirements Research Articles

Unveiling the nexus between perceived overqualification and knowledge hiding: Moderated mediation analysis of job crafting and job boredom

PurposeGrounding on relative deprivation theory, this study aimed to investigate the relationship between perceived overqualification (POQ) and knowledge hiding. Furthermore, this study investigated the mediating role of job boredom and the moderating effect of job crafting. Design/Methodology/Approach: This study employs Hayes’ PROCESS model to analyze data obtained from 374 employees working in the hospitality and tourism industry. FindingsThe results indicate a positive relationship between POQ, job boredom, and knowledge hiding. These findings suggest that job boredom mediates the relationship between POQ and knowledge hiding. Furthermore, the study showed a moderated mediation path wherein the interaction effect of POQ and job crafting on knowledge hiding was mediated by job boredom. Research limitations/implicationsData were collected from the hospitality and tourism industry, limiting the generalizability of the findings to other sectors. Additionally, the study relied on self-reported measures, which may have resulted in a bias. Practical implicationsConduct thorough job fit assessments during the hiring process to ensure that candidates' qualifications align closely with job requirements. By matching employees' skills and experiences to their job, organizations can reduce perceived overqualification, which may lower job boredom and knowledge hiding tendencies. Originality/valueThis study's focus on person-job misfits adds a new layer of insight into employee experiences in the workplace. By examining how mismatches between individuals and their roles contribute to job boredom and knowledge hiding, this study highlights the importance of aligning job responsibilities with employee skills, qualifications, and preferences.

A Wake-Up Call to Address Nurse Fatigue.

Research exploring differences in fatigue and sleep quality between day- and night-shift nurses highlights the urgent need for action to mitigate nurse fatigue. Nurses need to prioritize their sleep, and nurse leaders must take proactive measures such as providing education for all doing shiftwork, ensuring completion of job requirements during the shift, and creating a culture where nurses take their scheduled breaks.

Mentoring in education: an analysis of international practices and their implementation in Russia

Introduction. In the context of an ongoing discussion about the necessity to enhance the institution of mentoring in Russia, the examination and critical analysis of the experiences of countries where the system of mentoring for novice teachers is regulated at the state level is of undeniable interest. Aim. The study aimed to identify the main features of mentoring in France and determine the potential for applying international experience in the Russian educational system. Methodology and research methods. The research employed the following methods: an analysis of pedagogical literature and normative documents in the field of education in France, and a questionnaire survey of novice teachers working as trainee teachers in primary schools in Paris. As a survey technique, a continuous online survey with a group was employed. Results and scientific novelty. The process of becoming a fully qualified lower primary teacher in France is outlined: it involves passing a competitive examination (CRPE) and successfully completing a probation period. During this probation period, candidates are required to work for one year in a school as a trainee teacher under the guidance of mentor teachers. The research focuses on mentoring practices in France, the pathways to becoming a new teacher mentor, their job requirements, professional training, certification processes, as well as their roles and responsibilities. Based on the results of a survey of trainee teachers, a social profile of a novice teacher in France was created. The main challenges and shortcomings of the participants were identified, and their interactions with mentors were analysed. The collected data enabled the authors to emphasise the benefits of the French education policy regarding entry into the teaching profession and to formulate recommendations for mentor selection and training in Russia. Practical significance. The content of the article will be beneficial for specialists in the field of comparative education and for members of the scientific and pedagogical community engaged in teacher training programmes.

Reshaping vocational training: a study on the recognition of micro-credentials in job markets

PurposeThis study examines the perceptions of human resource (HR) professionals regarding the use of micro-credentials in the job market. The research explores the role of micro-credentials as emerging credentials in job requirements, continuing education, soft skills acquisition, job application evaluation (JAE) processes, qualification preferences in recruitment, salary/pay scale determination and promotional opportunities.Design/methodology/approachA quantitative research methodology was used to collect data through questionnaires distributed to 124 HR professionals.FindingsThe study finds that HR professionals recognize the value of micro-credentials in enhancing a candidate’s resume and aligning with their career objectives, as they offer personalized skill-building opportunities. However, some recruiters question the legitimacy of micro-credentials, perceiving them as informal and questioning their practical transferability.Originality/valueThis study highlights the importance for HR professionals to remain updated on emerging trends, adapt to the changing dynamics of the professional workforce and incorporate this into their recruitment and promotion policies. It also emphasizes the need for further investigation into the legitimacy of micro-credentials and their impact on the job market and presents the potential benefits of their integration into HR practices.

Technology shift impacts on the recruitment management triangle

Purpose This paper investigates the constraints an organisation faces when using recruitment agencies and having to trade-off between the speed of hiring a candidate, the cost of a candidate and the match of the candidate against the job requirements across different job seniorities. We analyse how technology can shift the cost and hiring speed in spite of these constraints.Design/methodology/approach The research design is exploratory, quantitative and cross-sectional. The study employed a two-factor, unbalanced class Analysis of Variance (ANOVA) including interaction effects to test the difference between the means of the class of interest and a control class.Findings Our empirical findings confirm that (1) the technological innovation of a recruitment agency marketplace can liberate organisations from their time, cost and quality hiring constraints, accelerating the time to hire by four times and reducing costs by over 12%, and (2) these results hold across varying role seniority levels.Originality/value This study contributes to the existing literature in three ways: (1) it introduces the recruitment triangle from project management into the recruitment literature; (2) it demonstrates how technological innovations such as recruitment agency marketplaces are able to provide a shift in the constraints posed by the recruitment triangle.

HR Automation: Enhancing Candidate Onboarding Processes

Human Resources (HR) departments are faced with the problem of effectively managing a variety of activities, from talent acquisition to legal compliance, in the dynamic workforce landscape of today. This study explores the ground breaking integration of Artificial Intelligence (AI), with an emphasis on Natural Language Processing (NLP), as a transformative force in reimagining Human Resources (HR) management methodologies." The pivotal role of two cutting-edge AI tools, the Legal Language Model (LLM) and the Language Model for Attribute-based Matching (LAMA), is examined in addressing key HR challenges. LLM employs sophisticated NLP techniques to automate and refine the interpretation of complex legal documents, ensuring compliance and reducing legal risks. Concurrently, LAMA transforms the recruitment paradigm by facilitating a nuanced, attribute-based alignment of candidates' profiles with job requirements, thereby optimizing the talent acquisition process. We explore the integration of these models within an interactive framework provided by Streamlit, a Python tool for creating user-engaging web applications. This integration offers HR professionals an intuitive platform for accessing, visualizing, and interacting with model-generated insights, fostering informed decision-making and enhanced operational efficiency. Our analysis reveals significant improvements in the precision of recruitment processes, efficacy in legal document handling, and overall workflow streamlining. The findings advocate for the adoption of these AI-driven tools in HR, highlighting their potential to revolutionize traditional practices and contribute to the strategic growth of organizations in the contemporary digital landscape. Key Words: Human Resources Management, Legal Language Model (LLM), Language Model for Attribute-based Matching (LAMA), Streamlit, HR Technology Integration, HR Automation.

Perceived HRM and turnover intentions of elderly care workers: perspective from person-job fit and institutional ownership

BackgroundAlthough the phenomenon of high turnover rate in the elderly care industry has existed for a long time, there are few studies that have constructed frameworks to comprehensively analyze the strength of the effects of various factors on the turnover intention of elderly care workers.. This study analyzed the impact of different types of perceived human resource management practices on elderly care workers’ turnover intentions and whether this relationship is moderated by person-job fit and ownership of elderly care institutions.MethodsThis is a cross-sectional and regional survey study. The study included questionnaire survey data from a total of 305 elderly care workers from 42 elderly care institutions in 21 provinces in China during June to September 2021. Descriptive statistics, Pearson correlation coefficient, multiple regression, and heterogeneity analyses were performed.ResultsPerceived work environment (β\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\beta$$\\end{document}=-0.5164, p< 0.01), perceived occupational protection (β\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\beta$$\\end{document}=-0.3390, p< 0.01), perceived welfare benefits (β\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\beta$$\\end{document}= -0.2620, p< 0.01) and perceived competency training (β\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\beta$$\\end{document}= -0.1421, p< 0.1) were all significantly and negatively related to turnover intentions, the quality of perceived work environment has the greatest impact on elderly care workers’ turnover intentions. Under the moderating effects of person-job fit and ownership of elderly care institutions, there existed heterogeneity between perceived human resource management and turnover intentions among elderly care workers. High level of person-job fit and elderly care institutions’ public feature can effectively weaken the negative impact of each type of perceived human resource management on turnover intention among elderly care workers.ConclusionsThe managers of elderly care institutions should optimize the management mechanism, typically pay attention to elderly care workers’ working environment, formulate and improve the professional standards and job requirements for elderly care workers, promote the public welfare value of nursing care services, and strengthen the sense of honor and responsibility of elderly care workers to reduce the turnover rate.

Dans quelles conditions la flexibilité cognitive contribue-t-elle plus à la performance adaptative ?

&lt;p&gt;Adaptive performance (AP) represents the worker's ability to adapt their behaviours to changing job circumstances. An antecedent of AP would be the cognitive flexibility (CF) of employees. However, the strength of the relationship between these variables fluctuates empirically, suggesting the involvement of moderators such as knowledge work (KW). This study tested whether CF contributes more to AP in the presence of high versus low KW perceived demands. The results (n = 674) indicate that CF is related to AP and that, contrary to our hypothesis, KW does not moderate this relationship. However, an exploratory analysis of objective occupational job requirements reveals a more complex pattern of results: the relation between CF and AP depends on the interaction between the requirements of knowledge and the requirements of autonomy. Further, we found that CF contributes less to AP in jobs with higher social demands.&lt;/p&gt;

Rock-hyrax: An energy efficient job scheduling using cluster of resources in cloud computing environment

In a cloud computing environment, job scheduling allows the service provider to schedule resources based on demand. Job scheduling must also ensure QoS, end-user satisfaction, and the efficient usage of resources. Cloud computing vendors assign virtualized computing resources to end-users based on job requirements that are dynamically scalable and pay-per-use. The assignment of jobs requires proper investigation and mapping of available resources. In this paper, we have proposed a novel job scheduling scheme based on Rock Hyrax. Our Rock Hyrax approach uses objective functions to map jobs to available resources. The objective function considers a variety of QoS parameters like makespan, response time and energy efficiency. Our method employs two key QoS parameters: makespan and energy consumption. The node behavior and characteristics, such as processing power, storage, and network connectivity to cluster similar resources, have also been considered for scheduling. An experimental setup is created for a thorough study of the proposal using CloudSim simulator. For both the jobs and virtual machines, static and dynamic scenarios for performance evaluation have been developed. To compare our work with existing scheduling algorithms like ACO, PSO, BFO, and ABC has been considered and we have found that the proposal reduces makespan by 2–9% as increased in jobs. Furthermore, the proposed method reduces total energy consumption in data centers by 7–23% as jobs request increases. The findings support the claim that the proposed method surpasses the existing methods and significantly shortens the time needed to determine the resource required for the job.

The effect of interactional justice on organizational citizenship behavior in Vietnam: A mediating role of work engagement

This study aims to explore how fair and respectful treatment (interactional justice) influences employees' willingness to go above and beyond their job requirements (organizational citizenship behavior, or OCB) and whether being engaged and committed to their work (work engagement) plays a role in this process. We gathered data from 350 employees at companies in Vietnam. The results showed that when employees feel they are treated fairly and with respect, they are more likely to exhibit behaviors that benefit the organization beyond their normal job duties. Furthermore, the study found that being actively involved and committed to their work helps explain how fair treatment leads to these extra efforts. Managers can encourage such positive behaviors by ensuring employees feel respected and supported, acknowledging their individual needs, and creating a positive work environment. When employees perceive their treatment as fair, they feel more positive, dedicated, and responsible toward their work and the organization, leading them to engage in OCB. This research adds to existing knowledge by showing how work engagement helps explain the effect of fair treatment on OCB, offering insights for managers on how to enhance such behaviors among employees.

Bidirectional recommendation in HR analytics through text summarization

For over a decade, online job portals have been providing their services to both job seekers and employers in search of hiring opportunities. Because of the high demand for recruitment, it is insufficient to use conventional hiring methods to find a suitable candidate to fill the position. Validating resumes online is challenging due to the potential for manual errors, making the process inherently risky. The bidirectional method comprises named entity recognition (NER) for extracting the required resumes for recruiters. Cosine similarity shows the match percentage of resumes for the job requirements and vice versa. In an attempt to tackle an issue of unregistered words, a solution called decoder attention with pointer network (DA-PN) has been introduced. This method incorporates the use of coverage mechanism to prevent word repetition through generated text summary. DA-PN+Cover method with mixed learning objective (MLO) (DA-PN+Cover+MLO) is utilized for protecting grow of increasing faults in generated text summary. Performance of proposed method is estimated using evaluation indicator recall oriented understudy for gisting evaluation (ROUGE) and attains an average of 27.47 which is comparatively higher than existing methods.

Consequences of Stress on the Workability of Physical Therapists

Assertive stressors are legitimate within all occupations. Elements similar to varying employee slots, underprivileged administration, increasing payables, lack of scheduled employee development, insufficient figures of workers, moreover disputes in the office might be frequent job-related irritants. Work efficiency is based on the equilibrium between job requirements and individual resources. Objective: To evaluate the consequences of stress on the ability of physical therapists to work. Methods: A cross-sectional study was conducted in which data were collected from 100 Physical therapists by using a non-probability convenient sampling technique from multiple hospitals in Karachi. The duration of the study was 6 months from January 2023 to June 2023. Data were evaluated by two validated questionnaires: The Work Ability Index Questionnaire (WAI) and the Perceived Stress Scale (PSS). Statistical analysis was done through SPSS version 23.0. Results: Our study results show there is a weak relationship between stress with the different systems of the body in most of the research participants but it physically affects the performance of work in 27 % of participants with symptoms while 4% were unable to complete their task due to stress. Among the participants, 42% were taking leave due to sickness and work burden. Conclusions: There is a significant effect of stress on the workability of a physical therapist.

Alignment of vocational education curricula with job requirements in industrial sector: Analysis study

Many technical and vocational education institutions suffer from weak outcomes represented in qualifying their graduates to keep pace with the requirements of the industrial sector, and the negative impact on employment rates. This research has presented a way to link the training programs and curricula with the requirements of the industrial sector for the category of technicians and plant operators. By verifying the announced technical requirements for the jobs of technicians and plant operators in industrial companies with the outputs of courses and training programs in technical and vocational education institutions, as an example of this in the Jubail Technical Institute. In this article, a sample of (50) job advertisements for jobs of technicians and plant operators were used in order to extract the most required important technical skills. For this purpose, several tools and methods were used, such as text mining using the program in https://voyant-tools.org, in addition to Excel. Critical to Quality Tree was also used to clarify the importance of the technical skills required by the industrial sector. In addition, the cause and effect matrix which was used to link and evaluate the impact of training courses on the required technical skills. The article reached specific results, including extracting three of the most important skills required and declared for jobs in the technicians and plant operators and linking them with the training courses in the training program for plant operators. The impact of each training course on the required skills in the labor market, which facilitates the work of developing training courses to keep pace with the continuous improvement in the requirements of the labor markets for skills of the announced jobs.

Exploring the Complexities of Employee Selection: A Descriptive Study

Ensuring the recruitment and selection of the suitable candidates is a key responsibility for every human resource professional. The selection process involves a series of steps and methodologies employed by organizations or individuals to identify and appoint individuals best suited for specific job roles. A well-structured selection process is essential as it directly impacts employee retention rates and overall company productivity. By accurately assessing candidates’ qualifications, skills, and compatibility with organizational culture, human resource experts can cultivate a workforce that not only meets job requirements but also succeeds within the company environment. In the present study, the researchers tried to identify the key factors contributing to the challenges and complexities of employee selection processes. The data for the study were collected from secondary sources, including books and journals. Keywords: Human resource professional, recruitment, Engagement and Retention.

Exploring human capital management practices: A comprehensive review

This paper comprehensively reviews Human Capital Management (HCM) practices, focusing on key dimensions such as Training and Development, Performance Appraisal, Recruitment and Selection, and Career Management. The success and survival of an organization depend on the efficient management of human resources in today's fast-paced, cutthroat commercial world. Through an extensive analysis of existing literature and empirical studies, this review identifies the critical role of HCM practices in enhancing employee skills, performance, engagement, and retention. The examination of Training and Development initiatives reveals their significance in fostering employee growth, improving competencies, and ensuring adaptability to changing job requirements. Similarly, Performance Appraisal systems emerge as essential tools for providing feedback, aligning individual goals with organizational objectives, and driving continuous improvement. Recruitment and Selection processes are highlighted as crucial stages in acquiring and retaining top talent, emphasizing the importance of aligning recruitment strategies with organizational culture and goals. Moreover, Career Management practices are explored in depth, emphasizing their role in promoting employee satisfaction, retention, and professional growth through clear career pathways, mentoring, and skill enhancement opportunities. Overall, this review underscores the need for organizations to prioritize effective HCM practices as strategic imperatives. By investing in the development, engagement, and retention of human capital, organizations can adapt to market dynamics, foster innovation, and achieve sustainable growth. The findings of this review offer valuable insights for practitioners and scholars alike, informing future research directions and guiding the implementation of HCM strategies in diverse organizational contexts.

Incorporating digital scholarship content in South African library and information science schools

PurposeThe library and information science (LIS) profession experienced drastic changes in its job requirements due to emerging digital scholarship trends, especially the growth of the Fourth Industrial Revolution (4IR). As a result, there is a discrepancy between the job market and the LIS curriculum. This study addresses this gap by looking into incorporating digital scholarship into the LIS school curricula in South Africa. This may have implications for other contexts as well, because digital scholarship is becoming pervasive.Design/methodology/approachThe study adopted a constructivist paradigm using a qualitative approach and a multiple case study design. Primary data using semi-structured interviews were collected from 10 academics at LIS schools and 10 librarians from both academic and special research council libraries in South Africa.FindingsThe study revealed that LIS schools did not have content on digital scholarship such as research data management (RDM), digitisation, metadata standards, open access, institutional repositories and other related content. Stakeholders who needed to be consulted included librarians, information technology (IT) and information and communication technology (ICT) specialists, computer scientists, humanists, the South Africa Qualifications Authority (SAQA) and Department of Higher Education and Training (DHET) and LIS professional bodies. There were gaps and redundancies in the curriculum as far as digital scholarship was concerned. Digital scholarship presented opportunities for librarians and academics to acquire emerging jobs and to collaborate more in the digital space.Originality/valueThe article advances knowledge on the importance of incorporating digital scholarship in the LIS curriculum in South Africa. Furthermore, it provides guidance regarding stakeholders to be consulted when incorporating content into the LIS curriculum with the intention of closing the gaps and curbing or removing discrepancies between job requirements and graduates’ skills and competencies.

Exploring Big Data Technology in Human Resources Decision-Making

With the widespread application of big data technology, human resources decision-making faces new opportunities and challenges. This paper explores the application of big data technology in human resources management and its potential impact, providing an in-depth analysis of the transformation of the role of HR managers in the era of big data. Firstly, the application of big data enables HR professionals to make more effective strategic business decisions by eliminating biases in decision-making and providing profound real-time insights. This, in turn, attracts and retains talented individuals, enhancing business efficiency. Secondly, big data plays a crucial role in the recruitment process, assisting management in avoiding recruitment errors. Personalized data analysis helps identify talents that match specific job requirements, ultimately improving long-term performance. Furthermore, the application of big data technology facilitates organized internal mobility of human resources within a unit. By analyzing employee data, organizations can gain better insights into employees' work capabilities and development potential, offering diverse opportunities for career development to enhance employee satisfaction, loyalty, and maintain competitiveness.

Coping with breast cancer during medical and occupational rehabilitation: a qualitative study of strategies and contextual factors

PurposeThis study aimed to gain a deeper understanding of the coping processes of breast cancer survivors (BCSs) during medical and occupational rehabilitation after acute treatment.MethodsThis study is part of the mixed-methods Breast Cancer Patients’ Return to Work study conducted in Germany. Data were collected through semistructured interviews with 26 female BCSs 5–6 years after their diagnosis. A qualitative content analysis was conducted to investigate the coping strategies and contextual factors of coping of BCSs.ResultsThe participants used different strategies for coping with their breast cancer, namely, approach- versus avoidance-oriented coping and emotion- versus problem-focused coping. During the medical rehabilitation process, coping behavior was used mainly to address disease management and its consequences. During the occupational rehabilitation process, most coping strategies were used to overcome discrepancies between the patient’s current work capacity and the job requirements. The contextual factors of coping were in the health, healthcare, work-related, and personal domains.ConclusionThe study findings provide in-depth insights into the coping processes for BCSs during the rehabilitation phase and highlight the importance of survivorship care after acute cancer treatment.Implications for Cancer survivorsThe results indicate that BCSs employ approach- and avoidance-oriented strategies to cope with their cancer during rehabilitation. As both attempts are helpful in the short term to cope with physical and emotional consequences of the cancer, healthcare and psychosocial personnel should respect the coping strategies of BCSs while also being aware of the potential long-term negative impact of avoidance-oriented coping on the rehabilitation process.

Work readiness of graduates in the digital age: A literature review

The robust development of the knowledge economy, profound globalization process, and digitalization in every corner of modern life have created an urgent need for high-quality labour. Thus, this review-of-literature research is an attempt to synthesize theories relating to students’ work-readiness in the digital era. The study draws on the information collected from Scopus-data-based journal articles published from 2010 to 2023 pertaining to the work readiness of graduate students, factors affecting their capabilities to meet the job requirements in the digital age, and recommendations for stakeholders. It is revealed that the dominant factors influencing students’ work readiness include human capital, social capital, cultural capital, psychological capital, and digital literacy. Some suggestions to enhance work-readiness for graduate students in the digital workplace are further discussed. Accordingly, the need to raise students’ awareness of self-improving their capital, the integration of career responsiveness into educational programs, and the collaboration between enterprises and universities should be taken into consideration.

COMPARISON OF ROBOTIC ENGINEERING SKILLS BETWEEN PAST STUDIES AND MALAYSIAN STANDARD CLASSIFICATION OF OCCUPATION (MASCO): SYSTEMATIC LITERATURE REVIEW

Diverse kinds of economic advancements have been made to keep up with the times and to make sure the nation does not fall behind in the 4.0 industrial revolution. Among the changes that can be seen today are the use of robots and digitalisation in the industrial sector. The increase in the use of robots in the industrial sector has an impact on the socio-economic of the country especially in the field of employment. Therefore, in order to guarantee that workers can effectively operate these robotic systems, job requirements in the robotics industry demand a competent and highly skilled skill set. Thus, the objective of this study is to identify elements of robotic skills around the world and compare the findings with MASCO robotics engineering skills. Three databases—Scopus, WoS, and Google Scholar—were utilised in the study as search engines for previously published papers and journal studies. The research's findings revealed that there is a gap of robotic skill elements between past research finding and MASCO's robotics skills. Previous research has identified seven robotic skills: communication, teamwork, creative, documentation, problem solving, patience and persistence, and analytical thinking and innovation skill. Nevertheless, only one components of the skills which is problem solving was highlighted by MASCO's engineering capabilities.