Job Role Research Articles

Diversity, Equity, and Inclusion on Editorial Boards of Medical Student Journals.

Ensuring diversity within the healthcare sector is essential for improving team dynamics and ultimately patient outcomes. Diversity among medical students is fundamental to embody this philosophy. With the demand for diversity in the admissions process gaining traction, the authors expanded this conversation to the editorial boards (EBs) of Medical Student Journals (MSJs). The authors designed a cross-sectional study to evaluate the diversity status of EBs of MSJs under gender, geographic, and socioeconomic parameters using the Journal Diversity Index (JDI). Relevant information regarding the journal characteristics and the editorial board members (EBMs) of systematically screened journals was sequentially extracted along with job roles, which were later categorized into eight categories. Chi-squared test was applied to study the association between gender of the editor and the global distributionof the journal. Out of 22 included journals, 90.9% were published by institutions based in high-income countries (HICs). On regional analysis, none of the journals originated from "South Asia," "Latin America and the Caribbean," and "Middle East and North Africa". Disparity in gender representation of EBMs became more prominent in senior roles. Additionally, 78.8% EBMs belonged to HICs. Regional analysis of EBMs revealed 83% belonging to the Global North. This disparity was seen across all editorial job roles. A greater disparity was seen among editors from the Global South with men comprising 66.4% of the total editors (p<0.001). On JDI, 95.5% journals demonstrated poor diversity. Moreover, 72.7% and 77.3% journals had all members of the EB belonging to the same region and the same country income level respectively. As EBs of MSJs offer opportunities for further advancement, networking, and promotion, a commitment to prioritizing diversity, equity, and inclusion accompanied by development and implementation of actionable plans and allocation of sufficient resources should be given precedence.

The interaction effect between role overload and skill training on older workers’ work engagement: the mediating role of job crafting

As the modern workforce is increasingly aging and age-diverse, helping older workers maintain a positive state at work is theoretically and practically imperative. Due to the heterogeneity of individuals’ aging trajectories, self-initiated job crafting may be a more effective approach for older workers to manage their roles. However, limited research has addressed this critical issue systematically. Drawing on the job demands–resources model and conservation of resources theory, we examine whether role overload, skill training, and their joint effect influence older workers’ job crafting behaviors, which, in turn, increase their work engagement. Our results from a multi-wave study provide support for the significant influence of role overload, skill training, and their joint effect. Specifically, role overload facilitated older workers’ negative crafting behaviors (i.e., reducing demands), and skill training stimulated their positive crafting behaviors (i.e., seeking resources and seeking challenges). The results of the interaction between role overload and skill training indicated that when older workers have access to adequate skill training, role overload positively influences seeking resources and seeking challenges, and negatively influences reducing demands. Furthermore, the interaction between role overload and skill training influenced older workers’ work engagement through seeking resources and seeking challenges.

The interplay between maternal employment dynamics and trends in breastfeeding practices over the past decade

BackgroundWorking mothers are in a situation where they have to manage both their job and maternal roles simultaneously. We aim to show the relationship between mothers' breastfeeding behavior and working status, as well as the effect of their working conditions on the continuation of breastfeeding.MethodsThis study examined 3557 (weighted 3490) child-mother pairs from Turkey's Demographic Health Survey data in 2008, 2013, and 2018 with a complex sample multiple logistic regression analysis to explore the relationship between breastfeeding and maternal employment.ResultsIn our study, 35.5% of the mothers had never worked, 18.6% were still working, and 45.9% had worked in the past but were not currently working. When breastfeeding percentages were examined based on maternal working status, mothers who worked in 2008 had significantly lower breastfeeding percentages than those who had never worked or had worked previously but not currently. In both 2013 and 2018, after legal regulations, maternal employment didn't affect breastfeeding. After adjusting for confounding factors, maternal employment in the industry sector had lower breastfeeding percentages [AOR:0.06 (95% CI: 0.01–0.48)] than those working in agriculture.ConclusionIt seems that adhering to legal regulations such as paid maternity leave and lactation leave can promote breastfeeding. It is necessary to raise awareness of mothers working in the industry about the continuation of breastfeeding and to monitor their legal rights.

Evaluating the Early Implementation of a Resilience Intervention Addressing Secondary Traumatic Stress in Child Welfare Workers

ABSTRACT This mixed-methods study evaluated early implementation outcomes of Resilience Alliance (RA), an intervention delivered to child welfare professionals. RA included 12 sessions that were held for 60–90 minutes. Sessions focused on teaching participants skills to cope with secondary traumatic stress and increase resilience such as emotion regulation, cognitive reframing, and mindfulness. Findings indicated high adoption and moderate feasibility. Most participants (83.6%) completed RA. Findings from semi-structured focus groups identified three themes that highlighted supports and barriers that occurred individually, organizationally, and systemically and influenced the adoption and feasibility of the intervention. Additionally, results demonstrated that participants’ experiences differed by job role.

Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators

Purpose Previous studies have indicated that career variety offers numerous benefits in the work environment; however, knowledge regarding the mechanisms that retain employees with diverse career experiences is scant. Drawing on person–environment (P–E) fit theory and the job crafting perspective, this study aims to explore the relationship between career variety and turnover intention, and the roles of job crafting and HR innovators and integrators in this relationship. Design/methodology/approach This study examines the nonlinear effect of career variety on turnover intention using survey data collected from 509 employees (Study 1) and 346 employees and their supervisors (Study 2) in China. Findings Career variety and turnover intention exhibited an inverted U-shaped relationship – mediated by job crafting. Additionally, the HR innovator and integrator moderated the relationship between career variety and job crafting. When the HR innovator and integrator were strong, employees engaged in more job crafting at intermediate levels of career variety. Originality/value The findings not only deepen our understanding of the inherent capabilities and preference traits of employees with diverse career backgrounds but also enrich the body of research on career variety, reconcile inconsistencies across previous studies and offer new insights into strategic organisational interventions for retaining a workforce with varied career experiences.

Diabetes self-management: a qualitative study of education needs, practices and caregiver support in the Keta Municipality of Ghana

IntroductionA major part of diabetes management involves patients’ self-management. Poor self-management increases the risk of complications from the condition. Good self-management requires appropriate and adequate education and caregiver support, typically...

Knowledge, attitude, and perception about Marburg virus in healthcare workers of India

BackgroundThe recent Marburg virus outbreaks in Equatorial Guinea and Tanzania in March 2023 have sparked fears about potential worldwide spread. Thus, assessing healthcare workers’ (HCW) knowledge of the disease is critical, particularly in India, where the healthcare system is underfunded and understaffed and already has an immense burden of infectious illnesses.MethodsWe carried out a cross-sectional web-based survey among 300 healthcare workers including doctors, nurses, and pharmacists. The Google survey form was circulated online via email. To recruit participants, a convenience sample technique was utilized. Descriptive and logistic regression was applied to analyse data.Results50.9% were aware of Marburg virus disease, and 60.5% had a favourable attitude towards Marburg virus disease (MARVD) control and prevention. Bleeding was cited as the most common clinical symptom of MARVD by 53.3% of participants. Regarding the mode of transmission, 51.6% were aware of how MARVD is spread. Almost all HCWs (99%) claimed they would accept an approved vaccine for themselves, however, the readiness to receive experimental treatments was less certain. The logistic regression model showed gender [female—OR: 2.8 (1.75 to 3.5), p = 0.001] and job roles [pharmacist—OR: 4.1 (2.9 to 7.2), P < 0.001] as predictors of poor KAP about MARVD.ConclusionAlthough there was a high degree of awareness about MARVD, there were notable knowledge gaps and differences in attitudes among healthcare professionals. This underlines the importance of customized training programs for each group to increase healthcare workers’ knowledge of MARVD.

The Influence of Proactive Personality on Proactive Work Behavior through Job Satisfaction, Work Engagement, and Role Breadth Self-Efficacy at PT PLN UP3 West Surabaya

Proactive work behavior is an important element for workers even though they can work flexibly. Made it happenProactive Work Behavior cannot be separated from Role Breadth Self-Efficacy (RBSE) because Role Breadth Self-Efficacy refers to employees' confidence in their ability to engage in proactive, social, and integrative activities beyond their standard duties. Work Engagement also makes an important contribution to proactive behavior. Specifically, through proactive goal setting and achievement, a person is more likely to have their needs met when they are satisfied with their work. Individuals who experience positive affective states associated with Job Satisfaction are likely to change their situation proactively and exhibit higher levels of innovative behavior. Proactive Personality also influences employee behavior that is profitable for the company by putting effort into their work. Creating a work environment that can encourage employee creativity. This research is quantitative. Using Partial Least Square with a sample size of 54 permanent employees of PT PLN UP3 West Surabaya. The research results show that Proactive Personality significantly influences Proactive Work Behavior. Job Satisfaction was found to act as a significant mediator between Proactive Personality and Proactive Work Behavior. Work engagement has also been proven to be an important mediator in the relationship between proactive personality and proactive work behavior. Role Breadth Self-Efficacy plays a significant mediating role. Employees who are confident in their ability to fulfill a broader range of roles tend to be more proactive in taking initiative and making improvements in the workplace, which contributes to innovation and improved work processes. The results of this study indicate that the three mediating variables, namely Job Satisfaction, Work Engagement, and Role Breadth Self-Efficacy, together strengthen the influence of Proactive Personality on Proactive Work Behavior. The combination of these factors creates an environment that supports employees to behave more proactively, which is critical to meeting operational challenges and meeting customer needs.

An Extensive Literary Examination Focusing on the Adoption of NSQF-aligned Vocational and Skill Development Curricula in Generating Gainful Employment Commensurate with Job Roles, with Specific Emphasis on the Retail Sector

An Extensive Literary Examination Focusing on the Adoption of NSQF-aligned Vocational and Skill Development Curricula in Generating Gainful Employment Commensurate with Job Roles, with Specific Emphasis on the Retail Sector

Employee retention a top priority and what if it doesn’t work: Time to look at an ideal notice period

BACKGROUND: With Big Resignations on and the job hopping trend difficult to stop, HR needs to arrive at a less frustrating and more relevant approach that can curtail employee turnover in the first place and arrive at a mutually beneficial approach for both parties in case they decide to depart. The turnover intentions of employees are an outcome of uncertainty at work, toxic work culture, lack of appropriate work-life balance, stagnation in career, lack of mental well-being or improper monetary compensation. It also is influenced by the work experience of employees within the organization and trust at the workplace. When an employee decides to quit, he is already mentally gone, here it becomes even more critical to ensure that they stay relatively engaged during the transition so as to ensure effective knowledge transfer. Within the given context, what should be the duration of a notice period? How can organizations ensure a win- win approach for both employer and employee so as to ensure effective knowledge transfer? The paper is an attempt towards exploring this aspect further so as to arrive at a mutually beneficial approach both from the employer and employee perspective. OBJECTIVE: With an objective to review the ‘process and mindset’ which are often counterproductive when an employee responds to dissatisfaction at work, the paper aims to look at the ideal duration of a notice period and the context in which it works best. METHODOLOGY: Based on a mini thematic review and using a qualitative approach, the paper explores the current trends, challenges and implications of big resignations to HR as well the problems associated with the different duration of a notice period. An empirical attestation of the study can further validate the feasibility of a notice period that varies across jobs, organizations, industry and levels. It can further be validated empirically the impact of “open discussions about career transitions and job opportunities as less taboo” at workplace on employee engagement of people while on notice period as well employee retention in organizations. RESULTS: Employees need to be engaged even during their notice period, which may be possible only by ensuring a culture that promotes honest and open dialogues between employer and employee without any fear of reprisal when they are vocal about being unhappy in their jobs. An ideal notice need not be a ninety days, two months or two weeks period but has to vary across jobs, organizations and industry depending on the experience; job role; seniority; technicality; industry; availability of a person ready to take charge; or even period of employment of the leaving employee with the organization. The notice period works best i.e. ensures effective knowledge transfer within a workplace setting where job prospects or career transitions are considered less taboo and where the different reactions to dissatisfaction at work (EVLN) are handled through a ‘culture of open communication’, problem solving through ‘Happy, Present, Engaged’ conversations, “Training towards receiving &amp; giving feedback and a ‘smooth transition’ in case the employee decides to quit.

How does organizational support for innovation influence job crafting and knowledge sharing behaviors? A comparison between teleworkers and office workers

PurposeScholars highlight the lack of research that explains the mechanisms leading to knowledge sharing, which appears complex and involves many variables. The primary aim of this study is to investigate the direct effect of organizational support for innovation on job crafting behaviors and knowledge sharing. The second objective is to assess the mediating role of job crafting in the relationship between organizational support for innovation and knowledge sharing. The third aim is to compare the direct effects of organizational support for innovation on job crafting behaviors and knowledge sharing between teleworkers and office workers.Design/methodology/approachBased on an empirical study involving 193 teleworkers and 191 office workers, the structural equation modeling method was employed to examine the direct and indirect effects of organizational support for innovation on knowledge sharing via job crafting behaviors. The comparison between teleworkers and office workers was investigated using a multigroup approach in AMOS software. This research is grounded in the conservation of resources theory and social exchange theory to elucidate these relationships.FindingsThe results indicate that organizational support for innovation has a positive influence on job crafting activities, manifested by the increase in structural and social resources, as well as the amplification of work-related challenges. The results also indicate that organizational support for innovation directly promotes knowledge sharing behavior and indirectly through job crafting. Furthermore, the findings reveal that these effects on job crafting and knowledge sharing are stronger among teleworkers compared to office workers.Research limitations/implicationsThe study has limitations. Its cross-sectional design does not establish causality, potentially leading to common method variance. However, after implementing many procedural and performing statistical tests, common method variance was not significant in this research. Replicating the study longitudinally would be valuable. Additionally, considering personality traits and technology characteristics in job crafting behaviors would be beneficial. Lastly, the study focuses only on accountants and predates COVID-19, which may impact its findings and generalizability.Practical implicationsThe study’s findings underscore the practical significance of supporting innovation and fostering job crafting to enhance knowledge sharing, particularly for remote workers. It highlights that the extent of employees’ engagement in job crafting depends on the level of innovation support provided in their workplace. To mitigate potential negative outcomes such as increased absenteeism, reduced productivity and retention challenges, organizations could benefit from training supervisors to prioritize and encourage job crafting and knowledge sharing behaviors among employees, especially in telework settings. Ensuring alignment between organizational messaging and managerial attitudes is crucial. Without autonomy or flexibility for job crafting, the positive effects of organizational innovation support may be limited.Originality/valueThis study contributes to the literature by demonstrating that job crafting behaviors serves as mechanisms between organizational support for innovation and knowledge sharing. The findings further advance the literature by revealing three psychological and motivational processes that may explain this relationship, particularly when comparing teleworkers to office workers. Our results reveal that the effect of organizational support for innovation on job crafting and knowledge sharing is stronger among workers who telework compared to office workers. This advances the theory of conservation of resources, especially the significance of resource gains, particularly in contexts where employees need resources, such as in telework.

Mission impossible? Identity based incompatibilities amongst academic job roles relate to wellbeing and turnover

Academic staff experience high levels of work-related stress and poor mental health. As a result, many institutions face high staff turnover. These outcomes may be driven by complex and, at times, apparently oppositional objectives academics need to meet around research and teaching. These factors may present both practical and social identity-based incompatibilities. The current study tested the role of these incompatibilities upon mental well-being and turnover. A sample of 141 UK resident academics completed scales measuring levels of social identification with being an academic, an educator and a researcher, identity based and practical incompatibility, mental health, experience of the workplace and turnover intention. No direct links were found between practical incompatibility and outcomes. However, higher identity incompatibility was related to poorer mental health. Identity incompatibility was also related to turnover intention, mediated by both mental health and workplace experience. Contrary to predictions, these effects were not moderated by identity difference or identity strength. The current findings present evidence that role-based incompatibilities have both practical and identity-based foundations and highlight important caveats to the benefits of multiple identities on well-being observed in other domains. The findings also suggest practical steps through which complex occupational roles can be best structured to improve mental health and reduce turnover.

Work Life Balance of Haryana Police

Abstract- Businesses use a variety of strategies to support the well-being and health of their workers in a variety of industries, with the least amount of work-life conflict being a major factor. Organizational issues are the primary cause of work-life conflicts, despite the fact that there are many other contributing elements. The present investigation assesses the review on correlation between work-life balance and organizational culture. Employers with perks and rules in place tend to provide their staff with a better work-life balance; but, if staff members do not utilize the policies, the overall balance will suffer. The study on the organizational predictors of work-life conflict among police officers in the Indian state of Haryana has been the main goal of this research. The main focus will be on job overload, role ambiguity, and lengthy working hours, along with the police demographic sample.

The effect of job content plateau on career commitment: exploring moderated and mediated role of proactive personality and job crafting

The effect of job content plateau on career commitment: exploring moderated and mediated role of proactive personality and job crafting

The Effects of Illegitimate Tasks on Task Crafting and Cyberloafing: The Role of Stress Mindset and Stress Appraisal.

Previous studies have mainly focused on the detrimental effects of illegitimate tasks as ubiquitous workplace stressors while ignoring the appraisal measures for such tasks. The term "illegitimate" is used by employees to describe the alignment of a task with their job role rather than the inherent qualities of the task itself. Thus, drawing on the transactional theory of stress, this study examines the moderating effect of the stress mindset on the relationship between illegitimate tasks and the appraisal of such tasks. On this basis, this study further explores when cognitive appraisal mediates the effects of illegitimate tasks on coping behaviors (task crafting and cyberloafing). Data were collected from 285 employees from an energy company in Shandong, China, by using a time-lagged research design. The findings indicate that employees react differently to illegitimate tasks depending on their stress mindset. Specifically, for employees with a stress-is-enhancing mindset, illegitimate tasks induce their challenge appraisal, which leads to task crafting. In addition, illegitimate tasks induce hindrance appraisal in employees with a stress-is-debilitating mindset, which leads to cyberloafing. In practice, this research study suggests that when illegitimate tasks cannot be eliminated, organizations should consider employees' stress mindset when assigning such tasks.

Self-Leadership and Task, Contextual, and Creative Performance: The Mediating Role of Job Crafting

Employees' work performance is influenced by a number of factors, including the leadership style of their supervisors. However, in certain situations, despite the fact that managers have dysfunctional leadership styles or they avoid managerial responsibilities, followers perform well. A possible explanation is that employees perform well in such situations because they lead themselves, without needing the influence of direct supervisors. In order to test this hypothesis, we investigated the link between self-leadership and three types of performance: task, contextual, and creative performance. Also, we tested the mediating role of job crafting in the relationships between self-leadership and performance. The study was conducted on a sample of 282 employees. The results indicated that self-leadership is positively associated with the three types of performance. Moreover, job crafting mediates the relationships between self-leadership and all three forms of work performance. From a theoretical perspective, this study suggests that employees can have high performances despite ineffective or absent leaders when they adopt self-leadership strategies. From a practical point of view, our results indicate that organizations may use self-leadership interventions in order to stimulate employees’ job crafting behaviors and performance.

Early childhood teachers' emotional labour: The role of job and personal resources in protecting well-being

Emotional labour, the regulation and management of emotions, is a significant element of the teaching role yet it may damage teacher well-being. In this cross-sectional study (N = 320 New Zealand early childhood teachers), we examine whether job and personal resources may modify this relationship. Resources of perceived organisational support, hope, and optimism positively predicted well-being. Surface acting, a component of emotional labour requiring inauthentic display of emotions, was negatively associated with well-being and partially mitigated by optimism. We consider the extent to which emotional labour may contribute to teachers' personal growth and achievement versus constraining their work accomplishments.

ECONOMIC TRANSFORMATION OF DATA ANALYTICS THROUGH AI: EMERGING OPPORTUNITIES AND CHALLENGES IN THE WORKFORCE

The integration of Artificial Intelligence (AI) in data analytics is revolutionizing various industries, driving significant economic transformation, and reshaping the workforce. This study explores the multifaceted impact of AI-driven data analytics, highlighting both the promising opportunities and formidable challenges it presents. Key findings demonstrate that AI significantly enhances data processing capabilities, leading to improved decision-making and operational efficiencies. Furthermore, the emergence of new job roles such as data scientists, AI specialists, and machine learning engineers underscores the demand for specialized skills. However, the rapid adoption of AI also exposes considerable skill gaps in the workforce and raises ethical concerns, particularly regarding data privacy, security, and algorithmic bias. Addressing these challenges requires strategic workforce training, robust governance frameworks for ethical AI practices, and effective change management strategies to overcome resistance to change. By comprehensively addressing these issues, businesses and policymakers can harness the full potential of AI in data analytics, fostering innovation, economic growth, and a smooth transition to an AI-driven economy.

Age-inclusive HR practices and older workers' voice behavior: the role of job crafting toward strengths and negative age-based metastereotypes

PurposeUsing signaling theory, the overarching purpose of this study is to provide an insight into how age-inclusive HR practices (AIHRP) influence older workers' voice behavior through job crafting toward strengths (JCS) and how negative age-based metastereotypes (NABM) moderate these relationships.Design/methodology/approachUsing time-lagged data were obtained from 321 Chinese older workers. PROCESS MACRO and Bootstrapping were used to test theoretical hypotheses.FindingsOur results revealed the positive effects of AIHRP on both JCS and voice behavior, and the positive effect of JCS on voice behavior, as well as the mediating role of JCS in the relationship between AIHRP and voice behavior. Besides, results also found that NABM negatively moderate the effect of AIHRP on voice behavior, and the effect of AIHRP on JCS. Additionally, significant moderated mediation effect indicates that the indirect effect of AIHRP on voice via JCS will be weaker for employees with higher NABM.Research limitations/implicationsFirst, we take the lead in linking AIHRP and employees' voice behavior. This complements voice literature by identifying an important new factor in motivating older workers' voice behavior. Second, by exploring the mediating role of JCS, we reveal the “black box” of how AIHRP affect older workers' voice behavior. Third, this study responds to the call for more studies exploring the boundary conditions of AIHRP and expands the theoretical research framework of the relationship between AIHRP, JCS and voice, deepens our understanding of the mechanism of voice behavior.Practical implicationsOur findings have several practical implications. First, the leadership personnel throughout the firm should be conscious of the crucial role of AIHRP. Second, managers should provide older workers with opportunities to craft their jobs to use their strengths and achieve a better person-job fit, which will result in a series of positive outcomes. Third, organizations should blur intergenerational boundaries within the organization and provide older workers with mentoring opportunities to motivate their voice.Social implicationsOur findings have some social implications. Firstly, the results of this study are beneficial in demonstrating to society that older workers still have significant strengths and value. With reasonable methods, older workers can continue to contribute to the development of organizations and society, which in turn is conducive to changing society's perceived bias toward older workers, reducing age discrimination and promoting social harmony. Secondly, this study provides theoretical guidance for organizations and society to manage older workers, which is conducive to alleviating social problems such as youth labor shortage and increased burden of retirement.Originality/valueThis study is innovative as it first explores the influence, mechanism and boundary conditions of AIHRP on older workers' voice behavior, which not only deepens our understanding of older workers voice, but also enriches the research on AIHRP and JCS.

FACTORS AFFECTING WORK STRESS, SELF-EFFICACY, AND JOB PERFORMANCE OF BANKING OFFICERS IN KALMUNAI, AMPARA DISTRICT

Employee performance is significantly impacted by job stress and self-efficacy which has numerous practical and financial consequences. Self-efficacy is related to job performance, burnout, stress, and role adjustment. Self-efficacy may be regarded as a factor favorably influencing staff morale and, consequently productivity. One of the industries with the most stressful workplaces is the banking sector. Hence, this study aims to investigate how work stress and self-efficacy affect bank workers' performance. Data collection was done using thirty four banking employers in Kalmunai in the Ampara district using a structured questionnaire. Descriptive and non-parametric statistical analysis were used for the data analysis. According to the findings of this research, it can be observed that there is a positive correlation between self-efficacy and job performance and a negative correlation between work stress and job performance of employees. Hence, it can be concluded that self-efficacy has a direct impact on the improvement of job performance in any kind of profession while job stress inhibits job performance. Civil status, work experience, salary level, and number of dependents of bank employees have a high association with work stress and self-efficacy.