Job Role Research Articles

Technology Trends Revolutionizing the World of Work- Auto Industry Perspective based on the SDG

Aim/Purpose: Disruptive technologies impact business cycles and work practices, paving the way for new-generation manufacturing trends. Organizations are constantly working to introduce products with a higher degree of innovation, catering to customer demands in the market. Background: The automobile industry plays a significant role in applying disruptive technologies while proving value to all stakeholders. The technological disruptions in the auto sector can potentially change the relationship between consumers and the automobile while impacting business trends and work practices. Methodology: Various scholarly research material was reviewed to understand the impact of technology disruptions on manufacturing methods, work practices, employee engagement, and skill development. Secondary data analysis was conducted for this qualitative and descriptive study. Contribution: This paper helps to understand the impact created by various technologies in the auto sector on employee retention—the role of man- Machine collaboration in creating job satisfaction among employees. Findings: Besides automation and digitalization, AI, Robotics, and Mechatronics play a crucial role in the sector's evolution. The study findings help us understand the impact of technology on manufacturing and business practices. Recommendation for Practitioners: Investment in training the workforce and embracing collaboration helps employees to benefit from the real world of work. Recommendation for Researcher: To ensure the relevance of research studies, practitioners and researchers should maintain a collaborative approach, using research insights to inform business strategies. Impact on Society: Analyze how technologies like collaborative robots (cobots) are integrated into manufacturing processes and their impact on job roles and efficiency. Technology continues to evolve, so societies shall proactively address challenges and leverage opportunities to take advantage of these innovations. It is the role of government policymakers, industry stakeholders, and educators to shape the auto industry's future in a way that maximizes the benefits to society from technological innovation. Future Research: The study's scope is to be done quantitatively by covering OEMs all over India. It discussed disruptive technology in general. Specific technological advancements can be analysed to dive deep into the phenomenon. A similar study could be undertaken in another industry besides the automobile.

What makes a successful whole-school mental health intervention? A comparison of stakeholders’ perspectives and implications for schools and the future of English education

ABSTRACT This small-scale study compares stakeholders’ perspectives regarding what makes a successful whole-school Mental Health Intervention. Four study groups were included from an all-ability coeducational secondary school in south-east England: Students (n = 8), Teachers (n = 5), School-Leaders (n = 3), and YMCA Youth Workers (n = 3). Students took part in a focus group whereas the adult groups participated in semi-structured interviews. Subsequently, all participants ranked potential aspects of what might make a successful whole school Mental Health Intervention. No theme was mentioned consistently across the four groups, suggesting a diversity of perspectives regarding the benefits of Mental Health Interventions. All participants, except teachers, valued student involvement, a feature confirmed by the literature. Teachers occasionally adopted misinformed perspectives – arguably a result of insufficient training. Generally, participants’ job roles informed their responses. However, a loose trend existed whereby School-Leaders’ results were more aligned to an external charity association – the Young Men’s Christian Association (YMCA) – than Teachers’ despite the fact that the Teachers and School Leaders worked in the same context. Although the single context and small sample sizes for this research compromise generalisability, there are clear recommendations to inform future studies and for those who are leading and providing whole-school Mental Health Interventions. This study is set within the political and policy contexts of a competitive, market drive English education system and can comment on the wider system within which this intervention nests.

WP6.1 - A survey of the estimated cost of surgical consumable items within Ear, Nose, Throat departments

Abstract Aims Studies suggest that practitioners lack knowledge on cost of consumables and fail to appreciate the financial consequences of waste. We aimed to investigate this claim amongst ENT practitioners. Methods An online questionnaire, requiring cost estimations for 20 consumable items, was distributed to London ENT departments. Each item’s actual cost was compared with the average, median and interquartile range of the estimated price. An estimate was deemed ‘correct’ if it was within 20% of the actual price. Results 10.65% of all estimations were ‘correct’. There was no correlation between job role and cost-estimation accuracy. The most accurately estimated item was ‘fenestrated sterile drape’ (24.4%), the least was ‘1L bag of IV normal saline’ and ‘package of sterile sponges’ (0%). Conclusions We found poor cost appreciation of consumables amongst ENT surgeons. This could serve as a catalyst for the inclusion of health economics in specialty training curricula, improving cost-awareness.

Identifying the job competencies of Generation Z hotel employee in an intelligent environment in China

This study aims to identify and enhance the job competencies of Generation Z hotel employees in China, focusing specifically on how intelligent environments influence their job roles. Employing a mixed-methods approach, the research integrates focus group interviews with five groups to explore how job roles evolve in response to intelligent environments and uses questionnaires with 167 participants to develop a competency framework. The investigation addresses various dimensions of the intelligent hotel environment, including work support, internal communications, customer experience, and staff-customer interactions. Results show that the sense of responsibility towards customer interactions escalates to another level after hotels adopt an intelligent environment. Furthermore, this study establishes a job competency framework with 3 dimensions and 33 evaluation factors for Generation Z hotel employees, validated through Exploratory Factor Analysis and Confirmatory Factor Analysis. The framework of job competencies assists hotels in refining job competency assessment standards, developing robust performance appraisal systems, planning effective career development pathways, and designing targeted training programs. We expect these enhancements to significantly enhance the operational excellence and competitive advantage of hotels in China.

Impact of career development, job insecurity, and tech awareness on the quiet quitting of hospitality employees in Indonesia

Employee performance is one of the main drivers for company development. However, there is an emergence of quiet quitting behavior, which many Generation Z workers experience. This behavior is detrimental to the company because it affects employee performance. The objective of this study is to analyze the influence of perceptions of career development opportunities, job insecurity, and awareness of intelligent technology on quiet quitting and its correlation with work performance, especially in Generation Z in Jakarta, Indonesia. This paper adopts an explanatory research design to elucidate the causal relationships between these variables using quantitative methods. Stratified random sampling was used to ensure representative data. Questionnaires were distributed to 289 hotel employees in Jakarta, capturing diverse perspectives across various job roles and departments. The data were analyzed using SmartPLS. The results showed a significant negative relationship between perceived career development opportunities and quiet quitting behavior. A positive and significant relationship exists between job insecurity and quiet quitting behavior. The study identifies a positive correlation between awareness of smart technology and quiet quitting behavior. Additionally, the paper reveals a significant negative relationship between quiet quitting behavior and employee performance. Perceived career development opportunities significantly reduce quiet quitting behavior, while job insecurity and awareness of smart technology increase it. Quiet quitting behavior, in turn, significantly negatively impacts employee performance. Organizations can develop targeted strategies to reduce this behavior by understanding the factors influencing quiet quitting.

To escape the pain: Paths to voluntary turnover, social pain, and influences on the selection of a new job role

SummaryThe unfolding model of voluntary turnover established that there is no “one size fits all” turnover experience. Anecdotal evidence suggests that voluntary turnover experiences can be painful, yet the role of social pain (as distinct from dissatisfaction) in turnover and subsequent job selection has not yet received much scholarly attention. In Study 1, we re‐analyze 13 detailed case histories of employees who had recently quit one organization and entered another. Using a cluster analysis of the terms they used when describing their reasons for leaving and when describing what attracted them to their new roles, we find that experiencing social pain in the prior role affected the things people prioritized when selecting a new role. Furthermore, sentiment analysis revealed that higher social pain was linked with lower positive sentiment (hope, excitement, joy, etc.) during the job search process. Study 2 creates a self‐report measure of social pain, and Study 3 quantitatively reaffirms the relationship between social pain and subsequent affect. This set of studies provides initial evidence that social pain is different from the attitudinal constructs that have been traditionally incorporated into voluntary turnover models (e.g., satisfaction, commitment, embeddedness) and that social pain may have implications for turnover, retention, and employees' post‐turnover destinations.

Leadership support and satisfaction of healthcare professionals in China’s leading hospitals: a cross-sectional study

BackgroundHealthcare professionals’ job satisfaction is a critical indicator of healthcare performance, pivotal in addressing challenges such as hospital quality outcomes, patient satisfaction, and staff retention rates. Existing evidence underscores the significant influence of healthcare leadership on job satisfaction. Our study aims to assess the impact of leadership support on the satisfaction of healthcare professionals, including physicians, nurses, and administrative staff, in China’s leading hospitals.MethodsA cross-sectional survey study was conducted on healthcare professionals in three leading hospitals in China from July to December 2021. These hospitals represent three regions in China with varying levels of social and economic development, one in the eastern region, one in the central region, and the third in the western region. Within each hospital, we employed a convenience sampling method to conduct a questionnaire survey involving 487 healthcare professionals. We assessed perceived leadership support across five dimensions: resource support, environmental support, decision support, research support, and innovation encouragement. Simultaneously, we measured satisfaction using the MSQ among healthcare professionals.ResultsThe overall satisfaction rate among surveyed healthcare professionals was 74.33%. Our study revealed significant support from senior leadership in hospitals for encouraging research (96.92%), inspiring innovation (96.30%), and fostering a positive work environment (93.63%). However, lower levels of support were perceived in decision-making (81.72%) and resource allocation (80.08%). Using binary logistic regression with satisfaction as the dependent variable and healthcare professionals’ perceived leadership support, hospital origin, job role, department, gender, age, education level, and professional designation as independent variables, the results indicated that support in resource provision (OR: 4.312, 95% CI: 2.412 ∼ 7.710) and environmental facilitation (OR: 4.052, 95% CI: 1.134 ∼ 14.471) significantly enhances healthcare personnel satisfaction.ConclusionThe findings underscore the critical role of leadership support in enhancing job satisfaction among healthcare professionals. For hospital administrators and policymakers, the study highlights the need to focus on three key dimensions: providing adequate resources, creating a supportive environment, and involving healthcare professionals in decision-making processes.

Contextual Intelligence: An AI Approach to Manufacturing Skills’ Forecasting

The manufacturing industry is skill-intensive and plays a pivotal role in South Africa’s economy, reflecting the nation’s progress and development. The advent of technology has initiated a transformative era within the manufacturing sector. Workforce skills are at the heart of ensuring the sustained growth of the industry. This study delves into the skill-related aspects of the occupational landscape of the South African manufacturing sector, with a particular focus on two important manufacturing sectors: the food and beverage manufacturing (FoodBev) sector and the chemical manufacturing (CHIETA) sector. Leveraging the forecasting prowess of Autoregressive Integrated Moving Average (ARIMA), this paper outlines a sectorial occupational forecasting modeling exercise to reveal which job roles are poised for expansion and which are expected to decline. The approach predicted future skills’ demand 80% accuracy for 473 out of 713 (66%) occupations for FoodBev and 474 out of 522 (91%) for CHIETA. These insights are invaluable for industry stakeholders and educational institutions, providing guidance to support the sector’s growth in an era marked by technological advancement.

Enhancing the hiring process: A predictive system for soft skills assessment

Human Resource Management faces the ongoing challenge of identifying top-performing candidates to enhance organizational success. Traditional recruitment methods heavily rely on assessing hard skills alone, overlooking the importance of soft skills in identifying individuals who excel in their roles. To address this, our paper introduces a novel predictive model that leverages Artificial Intelligence in the hiring process. By analyzing soft skills extracted from CVs, cover letters, websites, professional social media, and psychometric tests, the model accurately predicts potential candidates suitable for specific job roles. This system effectively eliminates poor hiring decisions, reduces time and effort, minimizes recruitment costs, and mitigates turnover risks. The implementation of our proposed model employs various predictive machine learning classifiers, with key input soft skills including creativity, collaboration, empathy, curiosity, and critical thinking. Notably, the Support Vector Machine classifier emerges as the top-performing model in terms of predictive accuracy

The Resilience Hub approach for addressing mental health of health and social care workers during the COVID-19 pandemic: a mixed-methods evaluation.

Resilience Hubs provide mental health screening, facilitation of access and direct provision of psychosocial support for health and social care keyworkers in England affected by the coronavirus disease 2019 pandemic. To explore implementation of the Hubs, including characteristics of staff using the services, support accessed, costing data and a range of stakeholder perspectives on the barriers and enablers to Hub use and implementation of staff well-being support within the context of the pandemic. Mixed-methods evaluation. Four Resilience Hubs. Findings were integrated via mixed-method case studies, including: analyses of Hub mental health screening (N = 1973); follow-up questionnaire data (N = 299) on service use and health status of Hub clients; economic information provided by the Hubs; 63 interviews with Hub staff, wider stakeholders, Hub clients and keyworkers who did not use the Hubs. Findings were consistent across Hubs and workstreams. Most Hub clients were NHS staff. Under-represented groups included men, keyworkers from minority ethnic communities, care homes and emergency services staff. Clients reported comorbid mental health needs across multiple domains (anxiety; depression; post-traumatic stress; alcohol use; functioning). Their health status was lower than population norms and relevant pre-pandemic data. Several factors predicted higher needs, but having pre-pandemic emotional well-being concerns was one of the most robust predictors of higher need. Sixty per cent of participants who completed follow-up questionnaires reported receiving mental health support since Hub screening, most of which was directly or indirectly due to Hub support. High levels of satisfaction were reported. As in many services, staffing was the central component of Hub cost. Hubs were predominantly staffed by senior clinicians; this staffing model was consistent with the generally severe difficulties experienced by clients and the need for systemic/team-based working. Costs associated with health and social care use for Hub clients were low, which may be due to barriers to accessing support in general. Enablers to accessing Hubs included: a clear understanding of the Hubs, how to self-refer, and managerial support. Barriers included confusion between Hubs and other support; unhelpful beliefs about job roles, unsupportive managers, negative workplace cultures and difficulties caused by systemic issues. Some keyworkers highlighted a perceived need for further diversity and cultural competency training to improve reach to under-represented communities. Other barriers for these groups included prior negative experiences of services, structural inequalities and stigma. Some wider stakeholders had concerns around growing waiting times for Hub-provided therapy, and insufficient data on Hub usage and outcomes. Feedback was otherwise very positive. Main limitations included lack of comparative and pre-pandemic/baseline data, small numbers from under-represented groups limiting fine-grained analysis, and participant self-selection. Findings highlighted the value of the Hub model of outreach, screening, support navigation and provision of direct support during the coronavirus disease 2019 pandemic, and as a potential model to respond to future crises. The research provided recommendations to improve Hub promotion, equality/diversity/inclusion access issues, management of specialist resources and collection of relevant data on Hub outcomes and activities. Broader recommendations for the primary prevention of mental health difficulties across the health and care system are made, as individual support offers should be an adjunct to, not a replacement for, resolutions to systemic challenges. Research recommendations are made to conduct more robust evaluations of the clinical and cost-effectiveness of the Hubs, using larger data sets and comparative data. This study is registered as researchregistry6303. This award was funded by the National Institute for Health and Care Research (NIHR) Health and Social Care Delivery Research programme (NIHR award ref: NIHR132269) and is published in full in Health and Social Care Delivery Research; Vol. 12, No. 29. See the NIHR Funding and Awards website for further award information.

Evolution of radiology staff perspectives during artificial intelligence (AI) implementation for expedited lung cancer triage

Evolution of radiology staff perspectives during artificial intelligence (AI) implementation for expedited lung cancer triage

Role of human resource practices and job crafting in fostering innovative work behavior: An interaction and resource reinvestment perspective

IntroductionPrior research has focused on management-centric view of HR practices and emphasized employees as passive recipients of such practices. Nevertheless, contemporary research advocates a different perspective by emphasizing that employees can also take self-initiative and proactively engage by redesigning their job contents in order to better translate the impact of HR practices into innovative work behavior (IWB). ObjectiveDrawing upon the conservation of resources (COR) theory, this study aims to examine how job crafting contributes to individuals’ bottom-up proactive responses to HR practices that encourage innovative behaviors at work. To make the results more substantive, the moderating role of creative self-efficacy has also been investigated. MethodThe data were collected from academic staff and their respective department heads representing four universities located in Pakistan. ResultsThe results revealed that job crafting provides an intervening mechanism in the relationship between ability-motivation-opportunity-enhancement human resources practices (AMO-HRMPs), and creative self-efficacy moderates this relationship. ConclusionThese findings have implications for department heads who are interested in creating an environment that encourages innovation through job crafting.

Asbestos and the skills gap

The asbestos sector is unique within the built environment. The history of asbestos extends well beyond the 100 years that we are commonly aware of. It is known to be one of the most devastating workplace killers, with figures released by the Health and Safety Executive (HSE) demonstrating a current trend of approximately 5,000 deaths annually attributed to diseases caused by exposure to asbestos fibres. This paper looks at the highly specialised job roles that the industry struggles to attract fresh talent into. It summarises some of the statistics and make observations as to how asbestos continues to be a prevailing hazard affecting management, maintenance and modernisation of aging buildings across the UK. The aim is to continue to help educate the built environment sector about a unique culture of highly specialised persons that float between and around the realms of inspection, testing, certification, occupational hygiene, health and safety, and construction and demolition. The paper comments on the position of the industry in the current economic climate and proposes a change of attitude and understanding to progress and ensure the risk to human health posed by asbestos continues to be reduced and quality of service delivery improved.

Asthma control in severe asthma and occupational exposures to inhalable asthmagens

IntroductionWork-related asthma accounts for ≥25% of asthma in working-age populations, though the relationship between work exposures and symptoms is frequently missed, leading to poor health and employment outcomes. We hypothesised...

Virtual expatriate assignments and host country national support: The role of higher-level construals in social categorization processes

Although extant research on expatriate management has explored the drivers of host country nationals’ (HCNs’) support for expatriates in traditional physical work environments, there is limited understanding in the context of virtual expatriate assignments. This necessitates further theorizing that departs from the presupposition that HCNs and expatriates interact physically. It integrates the particularities of working virtually to understand if and how the virtual context affects the provision of HCN support for expatriates, and whether related social categorization and identification processes work differently as part of virtual assignments. We draw on social identity and construal level theory and develop a conceptual model explaining the emergence of three types of HCN support that virtual assignees can receive, i.e., emotional support, appraisal support, and informational job support. We focus on the interplay between social categorization mechanisms and higher-level construals and, thus, more interpersonal neutrality and social disengagement originating from the virtual work context. We contribute by deriving a set of propositions that outlines the varied consequences of performing the expatriate job role virtually, with a particular focus on the provision of different types of support for expatriates by HCN co-workers.

Embracing artificial intelligence in the labour market: the case of statistics

In an era marked by rapid advancements in artificial intelligence (AI), the dynamics of the labour market are undergoing significant transformation. A common concern amidst these changes is the potential obsolescence of traditional disciplines due to AI-driven productivity enhancements. This study delves into the evolving role and resilience of these disciplines within the AI-influenced labour market. Focusing on statistics as a representative field, we investigate its integration with AI and its interplay with other disciplines. Analyzing 279.87 million online job postings in the United States from 2010 to 2022, we observed a remarkable 31-fold increase in the demand for AI-specialized statistical talent, diversifying into 932 distinct AI-related job roles. Additionally, our research identified four major interdisciplinary clusters, encompassing 190 disciplines with a statistical focus. The findings also highlight a growing emphasis on specific hard skills within these AI roles and the differences in demand for AI talent in statistics across economic sectors and regions. Contrary to the pessimistic view of traditional disciplines’ survival in the AI age, our study suggests a more optimistic outlook. We recommend that professionals and organizations proactively adapt to AI advancements. Governments and academic institutions should collaborate to foster interdisciplinary skill development and evaluation for AI talents, thereby enhancing the employability of individuals from traditional disciplines and contributing to broader economic growth.

Trauma–Sensitive Residential Care: Perspectives of Portuguese Professionals to Spark Change

ABSTRACT Despite global pressure for deinstitutionalization of children in care, and recent legislative changes, Portugal remains a country with very high prevalence of residential care amongst at-risk children. These children were exposed to multiple traumatic events that can disrupt development. Thus, the expansion toward a truly sensitive approach to trauma is valuable, as it aims to increase awareness of its effects and ensure the best empathic care, providing a safe and healthy environment, with consequences also for the wellbeing of residential care staff. The present study aims to characterize the quality of residential care environments in Portugal through the lens of trauma-sensitive care, and to map professionals understanding of main domains, priorities and obstacles to change in this area. The study adopts a mixed method design, reporting on the perceptions of 85 professionals. Main findings show that professionals demonstrate better perceptions regarding physical environment but consider training and supervision as fragile dimensions. Qualitative data bring detail to these views, reinforcing the call for training to all staff and for continuous support to demanding job roles. This exploratory study highlights major aspects that urge to ensure trauma-sensitive residential care – supportive of professionals, to meet the needs of children and youth. Practice Implications The need to invest in training as the cornerstone to gather staff consensus around the importance of trauma-sensitive care and leverage change. The value of supervision in order to strengthen all residential care community. The importance of a shared theoretical background, common to all staff, to ensure secure and restorative relations with children and youth in line with trauma-sensitive care. The added value of the Trauma-Sensitive Care Evaluation Questionnaire for Welfare System as a tool to guide and monitor organizational change and its multilevel impact.

Implementing Employee Competencies for Geographic Information System (GIS) Website Digitalization

The rapid advancement of technology has become integral to all aspects of modern life. This research examines the relationship between employee competency and the use of a digitalized GIS website for managing customer data, focusing on employees at PDAM Surabaya City. The study involved 100 participants and employed a quantitative descriptive approach, utilizing data collection techniques such as observation, interviews, and surveys through questionnaires. Findings reveal that while employees generally believe their education and technological skills are well-suited to their job roles and support their performance, there are notable issues with the GIS website's reliability and error management. The high consensus on the need for improvements highlights the importance of ongoing maintenance and user support. Statistical analysis confirms that employee competencies significantly impact the effective use of the GIS website, underscoring the importance of skill development in optimizing digital tool utilization and enhancing organizational efficiency. The research implies that improving employee competencies and addressing technical issues with the GIS website are essential for enhancing its utilization and overall organizational performance

Analysis of Evolving Technologies and Impact of Smart Shipping on the Future Workforce in the Maritime Industry

Purpose: There is a shift in phase within the maritime industry toward smart shipping, where IoT and AI are used. The real question revolved around these technologies' impact on future employees in ships and shipping. The reason is to understand how this rapidly changing technological world affects these maritime professionals. Study design/methodology/approach: A systematic review was performed according to the system of Preferred Reporting Items for Systematic Reviews and Meta−Analyses (PRISMA). The literature review aimed at analysing a comprehensive spectrum from academic publications to industry reports and white papers in order… The Smart Shipping case studies were studied to provide practical knowledge on the integration of IoT and AI in maritime operations. Findings: The resulting analysis was a diverse and changing technological environment, including blockchain, AI, IoT, autonomous vessels, and innovations that are driven by sustainability. The use of blockchain applications allows for achieving increased transparency, while AI-based developments bring improvements in navigation, logistics and maintenance. The introduction of IoT allows industries to transform via the collection of data in real time. Autonomous vessels offer both challenges and opportunities designed to impact seafaring jobs. Sustainability innovations aim at clean energies and more ecological applications. Smart Shipping case studies demonstrated various positive outcomes on the deployment of IoT and AI applications that are realised in terms of operational efficiency gains up to issues with workforce adaptation. Originality/value: The paper sheds light on the maritime environment as well as its potential impact on determining the future workforce. The strategies to deal with the changes, such as job role change, workforce adaptation strategy and overcoming challenges, should be considered essential. Whereas merits arising from technical development enable the companies to benefit as far as efficiency is concerned, missing opportunities for careers in seafaring imply that active measures to build workforce capacities have become inevitable. The paper ends with recommendations for policy-makers, industrial representatives, and researchers who can help take successful steps in the face of changing fields associated with technology use encompassing maritime operations.

The Future of Work – How RPA is Transforming Job Roles and Skill Requirements

The Future of Work – How RPA is Transforming Job Roles and Skill Requirements