Job Specialization Research Articles

Fathers use of extended parental leave: exploring company barriers in Sweden

ABSTRACT In Sweden, men's parental leave rights are considered important for realizing gender equality. Men have the same compensated leave rights as women: three months each of nontransferable and transferable leave. Nevertheless, less than 20% of couples share leave equally (each taking 40% or more of all leave days). Understanding the circumstances under which fathers take leave beyond nontransferable months is important if equality is to be realized, yet few studies investigate this. Our survey of human resource directors in Sweden's top companies revealed extended leave use was not normative for fathers’ and especially male top managers and aspects of the gendered culture and structure of work organizations were associated with less extended leave use. Company awareness of parental leaves benefits for the company was significantly and independently related to fathers’ and top male managers extended leave use. . Positive workplace attitudes and less job specialization increased fathers’ extended leave use. Companies’ setting fewer conditions encouraged more top male managers to take extended leave, as did a policy of managerial training to facilitate fathers’ leaves. Greater understanding of company barriers to fathers’ extended parental leave use may encourage companies to remove those barriers which canincrease fathers’ use of extended parental leave.

A Multivariate Study of Job Enrichment and Managerial Efficiency in Selected Organizations

The purpose of the study was to examine job enrichment on managerial efficiency in Cross River State, Civil service commission. The specific objectives were to; examine the effect of skill variety on managerial efficiency in Cross River State, Civil service commission; determine the effect of autonomous team work on managerial efficiency in Cross River State, Civil service commission; investigate the effect of feedback on managerial efficiency in Cross River State, Civil service commission. The research design adopted for the study was cross sectional survey. The researcher gathered data from primary sources. Multiple regression technique was used to determine the effect of independent variable on dependent variable. Based on the analysis of the results, the major findings of the study were: skill variety had a positive significant effect on managerial efficiency. Team work had a positive significant effect on managerial efficiency. Feedback had a positive significant effect on managerial efficiency in Cross River State, Civil service commission. Based on the findings, the study recommended that organizations should endeavor to solve the problem of excessive job specialization by periodic job rotation to provide variety.

Unbundling returns to postsecondary degrees and skills: evidence from Colombia

ABSTRACT Using longitudinal data of college graduates in Colombia, we estimate labor market returns to postsecondary degrees and to various skills—including literacy, numeracy, foreign language, and field-specific skills. Graduates of academic programs and schools of higher reputation obtain higher earnings relative to vocational public programs. A one standard deviation increase in each skill predicts average earnings increases of 1–3%. Returns vary along the earnings distribution, with tenure, with the degree of job specialization, and by gender. Our results imply that degrees and skills capture different human capital components that are rewarded differently in the labor market.

A NEEDS ASSESSMENT TO EXPLORE THE FEASIBILITY OF A UNIFIED EVALUATION FRAMEWORK FOR DIVERSE JOB SPECIALIZATIONS IN THE JOII WORKSTREAM

This study explores the possibility and potential benefits of creating a standardized evaluation framework for various job specializations within Joii Workstream. Joii Workstream is a business process outsourcing (BPO) company that provides office-based support to the construction industry. This research addresses subjectivity, bias, and inconsistency in performance assessments. The proposed solution is to establish a standard set of criteria for evaluation. The study uses a mixed-methods approach, combining surveys and interviews with key personnel. The results indicate that there are issues with the current evaluation practices. Although the employees remain neutral, they recognize that there is room for improvement. Challenges and opportunities are associated with implementing a unified framework, particularly regarding the diverse nature of job specializations. While most employees believe in the potential of a unified evaluation framework, they remain neutral about its feasibility. The study recommends a thorough assessment of current practices, transparent communication, stakeholder engagement, and a phased implementation approach to address concerns and enhance the effectiveness of the evaluation framework. Successful implementation is expected to lead to improved organizational efficiency, standardized evaluation criteria, and enhanced transparency in performance expectations. The research provides valuable insights into the broader field of human resource management, serving as a reference for organizations seeking to optimize their performance evaluation processes for diverse job specializations.

교사 직무전문화에 관한 사례 연구

Purpose: This study aims to empirically reveal the reality of the learning organization of school organizations by exploring the case of Sandeul High School, which pursues teacher job specialization for the purpose of developing teacher expertise.
 Methods: Based on the five principles of the learning organization proposed by Senge (1990), the case of Sandeul High School was analyzed by complying with the general qualitative data analysis procedure.
 Results: First, in terms of Mental Model, Sandeul High School was operating a curriculum-oriented school organization to realize that “class is the best value”, which is the basis of educational philosophy. Second, in terms of Personal Mastery, Sandeul High School was pursuing teachers’ job specialization based on class, evaluation, and research capabilities as the three pillars that define teacher expertise. Third, in terms of Shared Vision, GAT (General Assembly of Teachers) and quarterly events were regularly conducted to share the organization's vision. Fourth, in terms of Team Learning, Sandeul High School activated team learning based on the establishment of a department-centered system. Fifth, in terms of System Thinking, Sandeul High School was systematically thinking about the Sandeul High School education system based on the development of a set of five documented teachers.
 Conclusion: The case of the learning organization of school organizations for teachers’ job specialization of Sandeul High School provides a kind of starting reference point for the strategicapproach of school organizations to develop teacher expertise.

Hubungan Asosiasi Antara Daerah Asal Mahasiswa Dalam Keaktifan Berorganisasi Di Universitas Sultan Ageng Tirtayasa

In simple terms, an organization can be defined as a unit that serves as a container or means to achieve various goals or objectives. It has many components that underlie it, including many people, work relationships, job specialization, and rational awareness of members according to their respective abilities and specializations. However, student activity in organizations is influenced by the origin of the students because each region has different cultural values. The origin of students determines the choice of organizations and organizational activity followed. This study aims to determine whether there is a relationship between the origin of students and organizational activity on the campus of Sultan Ageng Tirtayasa University. This research uses a questionnaire research method using Google Forms. The population subjects in this study were all students of Sultan Ageng Tirtayasa University by taking a sample of 56 students. Data collection techniques used multiple-choice questions consisting of only 2 valid and reliable questions.

The innovative power of actual–desired misfit in task identity: The mediating role of job crafting

A degree of task completeness—a consequence of the division of labor and job specialization—might play an important role in employees’ motivation to be creative/innovative. While there is no consensus on whether having well-rounded or task-specialized work is optimal for employees’ innovative work behavior (IWB), we entertain the possibility that the preferred amount of this job attribute may condition individual reactions to a particular task structure. Moving beyond a traditional fit/misfit perspective of perceiving individuals as passive respondents, we expect that task-identity discrepancy (actual vs desired) triggers an employee to respond proactively by exhibiting job crafting, resulting in more frequent IWB. We test our hypotheses with mediated polynomial regression analyses based on a multi-source time-lagged field study of 184 professionals in a European bank and an experimental study with 81 students at an EU-based university. The results indicate that task-identity incongruence indirectly drives IWBs more than congruence. Specifically, both task-identity overfit (actual > desired) and task-identity underfit (desired > actual) are positively predicting IWB through job crafting as a coping mechanism for employees to adjust their work and unleash the innovative power from the experienced incongruence.

Work Team Diversity and Work Team Performance

Factors that affect work team performance are the subject of numerous studies that contribute to the understanding of how teams can operate effectively in a constantly changing environment. The focus of this paper is on the relationship between work team diversity and team performance. The aim is to evaluate the impact of various work team diversity categories and characteristics on team performance. The research is executed on the sample of more than 940 sales work teams within international corporation with the global presence. Performance of sales work teams is measured by achieved revenue on country level and consequently consolidated in a form of global performance ranking. Linear regression is used to analyse the impact of work team diversity characteristics on team performance. The results confirm that team performance is influenced by gender, nationality, and mother language diversity of team members, but also by seniority and stability of work team. Team size and job specialization seem to be without any significant impact on team performance.

Role of Security Forces in Disaster Management with references to Nepalese Security Forces

This article is based on the role of security forces in disaster management with references to Nepalese security forces Disasters are the serious disruption of the functioning of community or society. Nepal is a country highly vulnerable to natural disasters having a crucial effect on human life. There is an international practice to call out security forces in catastrophic situation for risk management. Nepalese society is highly dependent towards Security forces in the time of disasters. The study seeks to assess the role played by Nepalese security force in managing the disasters. The study follows qualitative approach with descriptive in nature to find out desired objective. Both primary and secondary data have contributed to find out the role of Nepalese security forces in disaster response and preparedness. The findings shows Nepalese security forces have demonstrated their skill and knowledge to counter both natural and man-made disasters to save life of people. The role is discussed in three phase i.e. Pre-disasters, during disasters and After Disasters. It shows that security forces are mostly concentrated in Search and rescue activity. Managing Disasters are multi-sectored work with collaborative efforts. The research stressed investing in Security forces for training and developing in order to build a capable rescuer. It is necessary for government of Nepal to take appropriate steps for job specialization in search and rescue in order to motivate and complement security forces. Also, a clear goal, vision, guidance and coordination within all sectors should be amplified.

Standardization of the JobMatch Loqiq (JMLQ) Instrument to IQ-Scores

In the present study, standardized IQ-score distributions were constructed (M=100, SD=15) for the norm-group and for each of the JMLQ scales, including the General factor and the JMLQ scales (Math, Numerical, Logical 1 & 2, Speed). Subsequently, the influence of levels of education, i.e., elementary school, upper secondary school, post-secondary and university education, and occupational specialization, including advanced tasks, leadership, administration, practical skills, communication, practical work, upon IQ-scoring were assessed. It was found that normal frequency distributions of standardized IQ-scores were obtained for the General (N=1017), Numeric (N= 1004), Math (N=1001), Logic (N=1005), Logic2 (N=998), Complex (N=990), and Speed (N=1013) JMLQ-scales. Furthermore, it was observed that the standardized IQ-scores for the General scale over the four educational levels, elementary school, upper secondary, post-secondary and university, IQ-levels increased incrementally from the former, elementary and secondary school levels to post-secondary and university levels of education. Finally, the standardized IQ-scores for the six occupational sub-norm-groups, advanced tasks, leadership, administration, practical skills, communication, practical work, presented higher scores among the former three groupings, Advanced tasks, Leadership and Administration, than the latter three groups, Practical skills, Communication, Practical work presented. These results, consistent with those results presented in studies utilizing metaanalysis, intelligence testing and life-span analysis, underline advantages of higher academic preponderance and job specialization for the maintenance of higher intellectual and neurocognitive functioning.

JOB SPECIFICATION DALAM PERSPEKTIF MANAJEMEN SUMBER DAYA MANUSIA DAN DALAM PERSPEKTIF ISLAM

This research aims to examine the application of work specialization in human resource management reviews and in islamic perspectives. This research uses a qualitative approach, by reviewing various related theories obtained through literature studies. In the effective and efficient management of human resources, the specificization of work is very important. Job specialization aims to place employees in positions that are in accordance with expertise or competence. The specificity of the work begins with the anlisis of the position and the design of the work before the recruitment and selection process is carried out. In Islam, the specificization of work turns out to be in line with the concept of human resource management, where Islam also teaches that a job must be handed over to people who are in accordance with their skills or competencies.

The vulnerability of European regional labour markets to job automation: the role of agglomeration externalities

ABSTRACT Automation is expected to have strong implications for labour-saving technologies. We calculate the proportion of jobs at high risk of automation across European regions using data from the 2018 Labour Force Survey (LFS). We examine the relationship between regional vulnerability to job automation, specialization, related (and unrelated) variety and agglomeration. The results indicate that regions at low vulnerability to job automation benefit from unrelated variety and high population density. Regions with higher proportions of clerical support workers, craft and related trade workers, and plant and machine operators and assemblers are likely to face greater disruption.

Job Specialization and Labor Market Turnover

This paper studies the decline in labor market turnover over recent decades, in particular, the job finding and separation rates. I analyze the role of an increase in specialization of jobs in accounting for this decline, where specialization is defined as the impact of mismatch on match productivity. Combining individual level data from NLSY79 and NLSY97 with data on skills from ASVAB and O*NET, I empirically estimate job specialization and show that the specialization has increased over time. To quantify the impact of this increasing specialization on labor market turnover, I build an equilibrium search and matching model with two-sided ex-ante heterogeneity and endogenous separations. The calibrated model shows that higher job specialization leads to a decline in both job finding and separation rates. As specialization increases, firms and workers become more selective in forming matches. Thus, well-matched firms and workers choose to remain in their matches longer, while bad matches get destroyed faster. Since higher specialization leads to an increase in the proportion of good matches in the economy, it results in a decline in the labor market turnover.

Convergence Influence of Clinical Physical Therapist's Attitude toward Work Environment and Professionalization on Job Satisfaction

This study investigated the influence of clinical physical therapist‘s perception of their work environment and their attitude toward professionalization on individual job satisfaction. This study is a cross-sectional survey of clinical physical therapists 356 working in hospital, and utilized a structured questionnaire. As a result of this study, in their twenties, women, physical therapist with low clinical experience, and physical therapists working at hospital level showed low job satisfaction. Most of the physical therapists said that they needed a system for professionalism, and the lower the job satisfaction was, the higher the attitude toward the necessity of introducing a professional system. The variables affecting job satisfaction were academic background and annual salary. Therefore, in order to improve the job satisfaction of physical therapists, improvement of salary and learning for professionalism played an important role in improving job satisfaction. Self-development and job specialization through the introduction of a system for equipping expertise appear to be important to improve the job satisfaction.

Ant colonies: building complex organizations with minuscule brains and no leaders

Thus far the articles in the series JOD calls the “Organization Zoo” have employed the notion of a “zoo” metaphorically to describe an array of human institutions. Here we take the term literally to consider the design of the most complex organizations in the living world beside those of humans, a favorite of insect zoos around the world: ant colonies. We consider individuality and group identity in the functioning of ant organizations; advantages of a flat organization without hierarchies or leaders; self-organization; direct and indirect communication; job specialization; labor coordination; and the role of errors in innovation. The likely value and limitations of comparing ant and human organizations are briefly examined.

Pengaruh Struktur Organisasi terhadap Kinerja Pegawai pada PT Medco E dan P Indonesia Sumatera Selatan

With the existing organizational structure and being entrusted with a number of employees to carry out company activities, it brings hope for a change in work patterns for the better which can be proven by good performance. The completion of organizational goal that is determined by human factors and existing systems. From the description on the background of the problem above, the writer will analyze weather there is any influence on the organizational structure of PT Medco E and P Indonesia on employee performance. The research method used was an explanatory survey (explanatory). To reveal the influence of independent variables and dependent variables using quantitative methods and this research hypothesis is analyzed statistically, where the independent variable (independent) is analogized into X namely Organizational Structure and the dependent variable (dependent) is analogized into Y namely Employee Performance. The result of the data analysis is the score of Fcount 25.459 and the score of Ftable 3.97 with a significance score 0.000. This means that the score of Fcount> Ftable and sig <0.05 so it can be concluded that H1 is accepted. It means that there is an influence between the variables of Organizational Structure on Employee Performance and the conclution of this research is the application of job specialization, Departmentalization, Chain of Command, Span of Control, Centralization / Decentralization and Formalization, in the organizational structure has implications for improving employee performance at PT Medco E and P Indonesia South Sumatra.

دراسة لإجراءات ومعاییر السلامة والصحة المهنیة للمرشدین الزراعیین العاملین فى قطاع الزراعة فى محافظة القلیوبیة

The current research aimed to identify the risks that confront the agricultural extension workers researched in the work environment, as well as to identify the degree to which the researched extension workers apply safety and occupational health standards and procedures in the agricultural sector from the point of view of the guides researched in their work, as well as to identify the related and influencing factors on the degree of application of agricultural extension agents. Respondents for standards and procedures for occupational safety and health in the agricultural sector. The most important results of this research are summarized as follows: About (52%) of the interviewed agricultural extension workers fall into a low implementation level for occupational safety and health measures and standards, meaning that more than half of the respondents have a low executive level, which reflects the severity of their need to conduct training courses in the field of occupational safety and health, as well as the necessity The interest of the agricultural sector in applying safety and occupational health measures and standards to maintain the safety of workers within the sector. There is a positive and significant correlation relationship at the probability level 0.01 between the degree of application of the researched agricultural extension workers to the procedures and standards of occupational safety and health in the agricultural sector and the job specialization, the duration of work in the agricultural sector, job satisfaction, the trend towards training, achievement motivation, and the number of working hours, and that There is an inverse relationship between the degree of application of occupational safety and health measures and the duration of the agricultural extension work, training courses in the agricultural sector, the extent of utilization of information sources.

Impacts of Unemployment on Graduates in Bangladesh: A Case Study

The study attempts to explore the impacts of unemployment; how the state of unemployment is becoming the cause of social, economic, physical, personality, and psychological costs on the unemployed graduates with identification of reasons for unemployment in Bangladesh. The study area was the unemployed graduates of the social science faculty of the University of Dhaka. The study followed a qualitative approach by using the case study method. Capacity mismatch, corruption, the incapacity of the graduates, absence of job specialization, outdated curriculum were the leading reasons for unemployment, the study identified. The impacts of unemployment are invariably alike on graduates-mental depression, embarrassment, socio-economic vulnerability, erosion of inner potentiality, degradation of personality, and frustration. The study explored that sense of self-esteem erodes due to peer group pressure and their attitudes towards unemployed graduates. The findings significantly guide that Bangladeshi graduates, who hailed from lower and middle strata, lack in entrepreneurial spirit and are bound in cyclical craziness to secure a job primarily a government job. It recommends for further evaluation of Bangladesh’s education systems, the focus on higher education which will meet the capacity mismatch between market demands and education; and changes in attitudes-overindulgence on government jobs, associated with cultural factors, must be needed to minimize the vulnerabilities. Academia, learners, policymakers, scholars, policy advocates will get significant insight from the findings of the study.

Pharmacist perceptions of and views on postgraduate year 3 training.

To determine the attitudes and perceptions of pharmacy residency program participants regarding proposed expansion of postgraduate year 3 (PGY3) residency training opportunities. An online questionnaire was emailed to all directors of ASHP-accredited residency programs with a request to distribute the survey among program participants, including residents, preceptors, coordinators, and other pharmacists working with residents. Survey questions assessed participants' views and attitudes about PGY3 programs vs other avenues of career advancement, including potential benefits and limitations, program structure, and ramifications for the profession. Eight hundred forty-five individuals participated in the survey, for a 22.47% response rate. Only 288 pharmacists (34.4%) were familiar with the PGY3 residency training concept. Perceived benefits of PGY3 training, by percentage of respondents citing them, included job specialization (34.41%), an additional year of training (19.93%), and obtaining research skills (5.44%). The main perceived limiting factors included personal finances (21.62%), lack of justification for PGY3 training (13.83%), and time commitments (12.94%). As alternatives to PGY3 training for career advancement, board certifications (49.5%), scholarly activity (19.8%), and leadership in pharmacy organizations (19.2%) were the 3 highest-rated areas. A majority of respondents were opposed to ASHP standardization of PGY3 residency programs (74.3%) and/or had negative preconceptions of the potential impact of expanded PGY3 training initiatives on the job market (80.94%). Overall, surveyed pharmacy residency program participants were opposed to the concept of expanded PGY3 training initiatives and indicated their view that PGY3 training offers limited benefits in terms of professional development. Participants favored on-the-job training and other avenues of career advancement over PGY3 residency training.

Taking a deeper look inside autonomous and interdependent teams: why, how, and when does informational dissimilarity elicit dysfunctional versus beneficial effects

ABSTRACT Organizations increasingly use cross-functional teams, characterized by autonomy and interdependence, to improve innovation and to adapt to a dynamic business environment. Based on this trend, prior research started to investigate informational dissimilarity (employee’s dissimilarity relative to teammates regarding education, job specialization, and expertise) in teams. Two key team outcomes are 1) team members’ satisfaction with the team and 2) the team’s proactivity. Paradoxically, some researchers reported dysfunctional informational dissimilarity effects on employee outcomes, while some reported beneficial effects. To integrate opposing informational dissimilarity effects, we apply the categorization-elaboration model of team diversity. We theorize that perceived informational dissimilarity can elicit simultaneously dysfunctional effects on satisfaction with the team and beneficial effects on the team member’s proactivity. We specify the mechanisms of both effects by investigating the mediating roles of peer unfairness (representing dysfunctional informational dissimilarity effects) and information elaboration (representing beneficial informational dissimilarity effects). To reconcile these contradicting processes, we analyse the role of trust. We conducted a survey study at three different measurement time points with team members from different organizations. The results indicate that trust in teammates dampens dysfunctional informational dissimilarity effects and amplifies beneficial effects.