Successful Job Research Articles

Guiding the path: Identified skills for educating the next generation of workers

The changing economy brings about new and exciting opportunities for emerging workers. Research shows that adolescents transitioning to adulthood are eager to enter the workforce and begin their careers, but many will be underprepared for the types of responsibilities that their new positions will entail. Subjectively identifying the skills that current workers believe will be necessary for future job success provides insight into how school curriculum may adapt to the changing economy and better support their students. This study explores the viewpoints of workers and the skills that they will need to take the next steps in their careers.

Are you ready?

Julie Bissett and Alex Keir consider some key ingredients of every successful job interview

The Academic Job Search: Steps for Success

The complex and uncertain academic job search is often a terrifying prospect for aspiring recreation and leisure scholars. New doctoral candidates are eager for meaningful lived experiences and useful advice regarding the steps for a successful job search, including finding the right opportunities, submitting applications, interviewing well, and negotiating effectively. In this article, we address the significant challenges and considerations doctoral students face throughout the academic job search process. By outlining some of the best practices and strategies for success through the lens of recreation and leisure studies, we hope to help readers know what to expect and how to prepare—ultimately converting the seemingly daunting task of finding the right academic job into an exciting and rewarding opportunity.

Emotional Intelligence, Educational Improvement, and Professional Development Pathways: The Case of Abu Dhabi School Leaders

Emotional Intelligence, Educational Improvement, and Professional Development Pathways: The Case of Abu Dhabi School Leaders

A Convergence Study on Speciall Teacher’s and Fellow Worker’s Ranking of Factors Judged Critical to Job Success for Individuals with Intellectual Disabilities

A Convergence Study on Speciall Teacher’s and Fellow Worker’s Ranking of Factors Judged Critical to Job Success for Individuals with Intellectual Disabilities

Finding your way into employment against all odds? Successful job search of refugees in Austria

ABSTRACTLabour market entry poses enormous challenges for recently arrived refugees, ranging from language barriers, devaluation of human capital, unfamiliarity with customs of the job search process to outright discrimination. How can refugees overcome these challenges and quickly enter gainful employment? In this paper, we draw on interviews with 26 male and female refugees from Syria, Afghanistan, Iraq and Iran, conducted in 2017 and 2018, who came to Austria in 2015 and 2014 and who have successfully entered employment. We depict refugees’ own perspectives on and strategies for fast job entry and integration. Personal agency and a proactive approach of seeking and seizing opportunities are key for overcoming initial barriers and entering upon positive integration pathways. At the same time, refugees’ personal agency is essential for establishing social ties to the host society, which also play a crucial role in early labour market integration. Finally, institutions of the Austrian labour market (the ‘apprenticeship’-system) interact with refugees’ agency in most intricate ways, both setting up nearly insurmountable barriers but also providing specific opportunities for refugees.

An optimised Hydraulic Fracturing Treatment on Challenging Rizq Field

Hydrocarbon production from unconventional reservoirs is often associated with hydraulic fracturing operations. In many cases however, the high in-situ stresses and complex natural fracture network hinder an effective stimulation process. Therefore, different strategies are adopted to increase the success chance of stimulation. These strategies are in many cases field dependent and thus cannot be extended to other fields. In this study, we demonstrate a new work flow to ensure a successful stimulation process in an unconventional gas field in Pakistan. Well Rizq-01 was drilled as an exploration into challenging PAB formation which is tight sandstone with 0.3mD permeability but highly fractured. Exploration wells in offset fields were drilled and stimulated in the same formation and resulted in screening-out and inability to place enough proppant due to fracture complexity and high in-situ-stresses. To overcome these challenges, extensive petrophysical and geomechanical analysis were performed to introduce a new workflow for stimulation of the formations with similar characteristics. The workflow includes a) Extract extensivewell log information for better understanding of stress barriers, stress magnitude and orientation, Young’s Modulus, formation fluid information, other essential petrophysical properties, b) Sensitivity analysis on the hydraulic fracturing treatment including the proppant size, type and volume, and fluid systeme.g. the design was based upon geomechanical and petrophysical interpretations of the openhole log data, and c) Redesign of fracturing treatment process utilizing a first-of-its-kind onsite pre-frac test results, showing its helpfulness in the absence of bottom-hole gauge. The study therefore summarizes the challenges, the work flow implemented, and the lesson learnt for successful stimulation job in Rizq Field.

CREACIÓN Y GESTIÓN DEL VALOR DE MARCA PERSONAL: PERSONAL BRANDING Y ADAPTACIÓN AL NUEVO ESCENARIO LABORAL CONTEMPORÁNEO

Los últimos procesos de transformación económica y social han provocado un profundo cambio en el mercado laboral, dibujando un escenario de incertidumbre y dificultad creciente para acceder al empleo. Asimismo, el desarrollo tecnológico y, específicamente, el auge de las redes sociales introduce una serie de efectos sobre la forma de buscar empleo y de presentarse los individuos frente a los procesos selectivos en este ámbito. En ese contexto, los individuos necesitan resaltar por encima de otros competidores, destacando, en ese sentido, la imagen personal que se pretende construir y proyectar como factor que puede devenir crucial a la hora de lograr el éxito laboral. En esta situación, individuos particulares se convierten en gestores de su propia marca, empresarios de sí mismos en el transformado mercado de trabajo del siglo XXI. De este modo surge una nueva disciplina de marketing, llamada "personal branding", destinada a gestionar esta marca personal. En virtud de los postulados de dicha disciplina se pueden aplicar los principios del comercio tradicional a las personas, entendidas como productos y, al mismo tiempo, como empresarios y directores de su propia acción personal (sujeto y objeto). Este artículo trata de aplicar algunas de las principales teorías del marketing y del branding a la gestión de la marca personal. Se presenta como un ejercicio de revisión de algunos elementos y principios clásicos de la actividad empresarial, extrapolables, hoy, a los procedimientos de búsqueda de empleo llevados a cabo por los individuos. Se postula como plausible esta traslación y se apuntan aplicaciones concretas de este enfoque para el análisis del mercado laboral contemporáneo

MEWUJUDKAN KEBERHASILAN KERJA MELALUI PERSEPSI LOCUS OF CONTROL INDIVIDU KARYAWAN SEMEN BUMN

This study aims to identify perceptions of attitudes of cement employees ofBUMN in carrying out work to achieve job success. The method for collecting data inthis study uses questionnaires and interviews and analysis techniques with structuralequation models (SEM). The results of this study indicate that the tendency of internallocus of control owned by most cement employees of BUMN plays an important role asan employee work stimulus to succeed in his job

Emotional intelligence influences on the work performance of early career academics: An exploratory study

We aimed to investigate emotional intelligence (EI) influences on the work performance of early career academic (ECA) staff. Participants were 220 early career academic staff at a rural South African university (female = 56.8%, 77.7% aged between 20 and 40 years, black = 89.1%). They completed an emotional intelligence scale as well as a measure of work performance. Results, following structural equation modelling, indicated that perception and regulation of emotion aspects of EI to significantly, positively influence the ECA’s job, interpersonal, non-organisational and hierarchical success. ECA staff high on EI perceived to relate better with others, and to be proactive in their adaptive behaviours when change manifests. The ways in which ECA staff appraise and respond to emotionally charged workplace communication appear to influence their likelihood to succeed in the work adjustment.

Potential impact on the recruitment of chemical engineering graduates due to the industrial internship

Preparing, finding and making the transition from a Bachelor degree level to a successful job in the profession of Chemical Engineering requires not only an investment of time and effort but also prior training in a work placement environment, which allows the development and strengthening of the professional skills of the future graduates. A central aspect of this process is the ongoing consideration of an industrial internship to take advantage of the goals, strengths and opportunities that such alternative offers to undergraduate students. The Industrial Internship Program of the Department of Chemical Engineering at Universidade de Santiago de Compostela prepares third- and fourth-year college students to successfully integrate and thrive in the professional world and to have their first experience in a real-life work context, supported by a dynamic community of administrative and teaching staff and employers. Companies that collaborate in the training of future chemical engineers are distributed throughout the national territory, which allows a strong connection with the socioeconomic environment.

Three key elements of a successful job search mindset

Three key elements of a successful job search mindset

Assessment of emotional intelligence in medical university staff in Ardabil: Northwest of Iran

Background: Emotional intelligence is one of the most important factors for the job and social success of individuals that is necessary for effective performance of all employees working in different governmental and private sectors, medical centers, factories and others. The aim of this study was to investigate the Emotional Intelligence (EI) in Ardabil University staff.Methods: This cross-sectional descriptive study was done on 150 staff employed in Ardabil University of Medical Sciences which selected randomly. Data collected by Goleman EI questionnaire and analysed by statistical descriptive methods in SPSS.19.Results: The mean age of samples was 7.6±40.8 and 56% of samples were male. 93.3% of samples had university degree. The EI of most of employees with 68% were in moderate level.Conclusions: Conducting appropriate and effective training courses on emotional intelligence can be very effective in promoting job success, social success, and better interaction between staff and people.

How to … organise a successful job interview

With high staff turnover and a plethora of unfilled vacancies throughout the industry, recruitment is a returning issue in every care home. Adrian Ashurst talks about the best way to select candidates and to organise the recruitment process within the home.

Keys to a Successful Job Talk

Interviews for faculty positions in psychology often include a teaching demonstration or research talk, but there is little empirical data about what makes these job talks successful. Psychology faculty ( N = 303) described the job talks required at 4-year institutions and the attributes of a successful job talk. For both teaching demonstrations and research talks, being accurate and knowledgeable was of highest importance, but being practiced, open, and engaging were also important. However, significant differences between institutions showed that baccalaureate institutions emphasize teaching skills during job talks and doctoral institutions emphasize research skills. The results confirm that a polished job talk is crucial, but they also illustrate that successful job talks must fit the teaching and research mission of the institution.

Job Endings and Work Trajectories of Persons Receiving Supported Employment and Cognitive Remediation.

This study examined job endings and work trajectories among participants in a study comparing the effects of adding cognitive remediation to supported employment among individuals who had not benefited from supported employment. Data were from a controlled trial of 107 persons with serious mental illness enrolled in supported employment but who had not obtained or sustained competitive work. Participants were randomly assigned to enhanced supported employment only (with employment specialists trained to recognize cognitive difficulties and teach coping strategies) or to the Thinking Skills for Work program (enhanced supported employment plus cognitive remediation). For the 52 participants who worked, the two groups were compared on types of job endings, reasons for job endings, successful versus unsuccessful jobs, and work trajectories over the two-year study period. The two groups did not differ in types of job ending, although participants in Thinking Skills for Work were less likely than those in enhanced supported employment only to cite dissatisfaction with the job as a reason for the job ending. Participants in Thinking Skills for Work were also less likely to have an overall unsuccessful work trajectory, more likely to have only successful jobs, and more likely to be employed at the end of the study. The Thinking Skills for Work program appeared to help participants who had not benefited from supported employment stick with and master their jobs more effectively than those in enhanced supported employment only, resulting in better work trajectories over the course of the study.

The Effect of Educational Package based on Job Success on Self-Esteem and Life Satisfaction in Hemophilic Patients

The Effect of Educational Package based on Job Success on Self-Esteem and Life Satisfaction in Hemophilic Patients

Commentary: Advice to would-be physics administrators

Commentary: Advice to would-be physics administrators

PHP88 - Predictors of Annual Salary for Health Economics, Outcomes Research, and Market Access Professionals

To determine key predictors of annual salary for health outcomes, outcomes research, and market access (HEOR/MA) professionals employed in biopharmaceutical companies, healthcare consulting, and managed care who participated in the 2017 Global Salary Survey by HealthEconomics.Com. In the cross-sectional study, 501 professionals from the HealthEconomics.Com global subscriber list participated in a self-reported survey assessing salary, bonus, benefits, job satisfaction, and job success factors in June 2017. A multivariate regression model identified significant predictors of annual base salary. Interaction between gender and organizational size, current job title, and number of people managed were separately evaluated. Statistical Analysis Software 9.4 (SAS Inc.; Cary, NC) was utilized to conduct the analysis. Of 501 respondents, 391 answered questions required for multivariate analyses. Males represented 52% (n=203) of the respondents; 212 (55%) were employed in biopharma; and 237 (62%) resided in the United States (US). The average salary was $147,091 (SD 86,376). The multivariate regression model accounted for 68.4% of variance in annual base salary (p<0.001). Significantly higher salaries were associated with professionals >40 years of age, biopharmaceutical employment, having hiring and budget management authority, PhD or MD degree, United States employment, working in organizations with >5,000 employees, and job title of president or director (all p <0.05). There was no significant difference in salary between males and females. There were no significant interaction effects between gender and organizational size, current designation, and number of people managed. Surprisingly, gender did not seem to play a significant role in predicting annual base salary within HEOR and market access jobs, refuting the notion of income disparity across gender in HEOR/MA. Organization type, terminal degree, geography, and hiring/budget authority were significant predictors of higher salaries. Additional research should be conducted to increase the generalizability of these results, which were based on a convenience sample.

Non-permutation flowshop scheduling problem with minimal and maximal time lags: theoretical study and heuristic

In this paper, we address the non-permutation flowshop scheduling problem with minimal and maximal time lags between successive operations of each job. For this problem, the set of permutation schedules is not a dominant set but not all non-permutation schedules are feasible because they are not always able to satisfy all time lag constraints. We present a theoretical study, limited to the two-machine case, and related to the change on one machine of the order of two successive jobs of a permutation schedule. This study gives first the necessary conditions to make such move with regard to the feasibility of the schedule; secondly the necessary conditions to make such move interesting with regard to either the makespan or the number of tardy jobs. Through this analysis, we obtain new properties of dominance of permutation schedules. The results of the study are incorporated into a heuristic algorithm which starts the search with optimal permutation schedules and tries to improve them so as to obtain better non-permutation schedules. We also propose a mixed integer linear programming model. The objective function is to minimize lexicographically the number of tardy jobs as primary criterion and the makespan as secondary one. Computational experiments are performed to compare permutation with non-permutation schedules.