Job Suitability Research Articles

Exploring career choice and retention among engineering undergraduate students and systems engineers: A gender perspective

The underrepresentation of women in engineering is a significant concern. This study applies the social cognitive theory and the social career cognitive theory (SCCT) to investigate gender differences in engineering career choices. We examined reasons given by 19 systems engineers and 330 undergraduate engineering students for choosing engineering and categorizing them according to SCCT themes. We compared the distribution of reasons across themes and categories by career stage and gender. For engineers, the category <i>self-efficacy</i> correlated significantly with <i>challenges and opportunities</i> and <i>current job suitability</i> categories, and women engineers cited challenges mainly with work-life balance and the gender glass ceiling. Undergraduate students cited personal reasons more frequently than environmental ones, with behavioral reasons being the least common. The extended SCCT model includes the categories <i>challenges and opportunities</i> and <i>current job suitability</i> within the behavioral theme, with the latter pertaining specifically to career retention. This research the set of provides insights into gender-dependent engineering career choice and retention by expanding the set of SCCT categories.

Ageism on LinkedIn: Discrimination towards older applicants during LinkedIn screening

Building on impression formation theories and the stereotype content model, this study examined age bias in LinkedIn screening, which is an understudied topic despite the aging workforce. An experimental study among 366 HR professionals considered the effects of LinkedIn recommendations (warmth/competence) and recruiters' age stereotypes on older applicants' job suitability ratings. First, we investigated and found that LinkedIn screening is prone to bias against older applicants. Furthermore, although having a recommendation on LinkedIn stressing competence or warmth is beneficial for both younger and older applicants, younger applicants benefited more from a recommendation reflecting their competence compared to older applicants. Second, recruiters' positive stereotypes regarding older workers' competence positively influenced job suitability ratings of older job applicants. This positive effect of recruiters' stereotypes was not affected by counter-stereotypical information emphasized through a recommendation. Understanding how applicants' LinkedIn profile affect recruiters’ hiring outcomes might help organizations to develop policies for fair selection procedures.

Analysis of Recruiter Interest in the International 5-Star Hotel Industry in Jakarta Determines Employee Candidates

The recruitment process is often influenced by various factors, both objective and subjective. One interesting factor to study is the influence of physical attractiveness, accent, and dialect of candidates on recruiters' assessments. This study aims to reveal the relationship between physical attractiveness and candidate accent, as well as the role of dialect as a mediator, influencing recruiters' perceptions of job suitability, stereotypes formed, and interest in recruiting. This study uses a quantitative method with a questionnaire distribution technique to recruiters in the 5-star hotel industry located in Jakarta. Data obtained from BPS (2024) shows that there are 37 international 5-star hotels in DKI Jakarta Province. Thus, the population of this study was 37 recruiters from international 5-star hotels in Jakarta. This study distributed questionnaires to the entire population so that the sampling technique was carried out using the census technique. The data collected were analyzed using the SEM PLS technique. The results of the study showed that there was no relationship between physical attractiveness and job suitability. While physical attractiveness has a significant relationship to recruiter stereotypes and interest in recruiting. In addition, it was found that dialect mediates the influence of job candidate access to job suitability, recruiter stereotypes and interest in recruiting.

Examining The Effect of Educational Level and Job Suitability on Employment Sector in Cirebon City

This research analyzed survey data from 204 Cirebon City residents to investigate the associations between education level, job suitability, and employment sector. Education was classified as primary, secondary, high school, or university education. Job suitability compares respondents’ education to the typical qualifications needed for their current role. Outcomes included the sector of employment in fields such as services, manufacturing, finance, technology, and others. The results showed that higher education levels and greater alignment between schooling and occupation were associated with more employment in high-skilled sectors, such as finance and technology. Those with a university education and high education-job match tended to work in professional sectors. The findings indicate strong links between academic credentials, the occupational relevance of education, and securing jobs in skilled sectors. This study provides insights that can help shape policies that promote schooling and employment congruence.

The underemployment trap

Many college graduates are underemployed, i.e., work in occupations that do not require a college degree. We document that underemployed workers are less likely to transition to a college occupation the longer they are underemployed and that longer underemployment histories are associated with lower wages in college occupations. To explain these findings, we develop a directed search model with unobserved heterogeneity, occupation-specific human capital, and on the job search. Workers are uncertain about their suitability for college jobs and learn through search. Underemployment is generated by search and information frictions, as workers with a low expected job finding probability in college occupations self-select into underemployment. Once underemployed, workers’ college occupation-specific human capital decays. A quantitative decomposition shows that unobserved heterogeneity explains most of the duration dependence in underemployment.

Learning about labor markets

We study a general equilibrium model of the labor market in which agents slowly learn about their suitability for jobs. Our model reproduces desirable features of the data, many of which standard models fail to replicate. We explore how, in such an environment, asymmetric information can lead to substantial misallocation. We calibrate our model to US data and quantify the welfare loss arising from misallocation due to informational frictions. The tractability of the model allows us to explore the responsiveness of wages and employment to an aggregate shock. We find that wage rigidity arises endogenously because of protracted learning, and in line with the data, the model is able to generate a larger and more persistent employment response.

Suitability of Worker Characteristics and Job on Work Environment In the Furniture Industry of West Java, Indonesia

This research aims to describe the work environment in the furniture industry based on the suitability of workers and job characteristics. This research uses descriptive qualitative methods and is conducted on cases in the furniture industry in West Java, Indonesia. Data collection techniques are performed using interviews, observation, and documentation and analyzed inductively. The research results show that the work environment in the carved furniture industry can be identified based on the suitability of job characteristics. They are work risks faced by establishing safe work environment boundaries, worker characteristics regarding their role by work procedures and work experience, and the value of the agreement norms that form safe environmental behavior and interactions. Furthermore, the results can be used as recommendation material for further research related to work environment issues that dig deeper into other phenomena based on cultural characteristics, safety behavior, and wage mechanisms so that the utility value of wages and risks received can be known.

PERAN MEDIASI KEPUASAN KERJA PADA PENGARUH PERSON JOB FIT DAN PELATIHAN KERJA TERHADAP KINERJA KARYAWAN PADA HOTEL GRAND INNA DI KUTA

The purpose of this research is to determine and analyze the mediating role of job satisfaction on the influence of job suitability and job training and employee performance at the Grand Inna Hotel in Kuta. Kuta Grand Inna Hotel has a population and sample of 158 employees and the samples uses a saturated sampling technique. All data obtained by distributing questionnaires is suitable for use and then analyzed using the SEM-PLS program. From the research results, it was concluded that 1) Person job fit has a positive and insignificant effect on employee performance, 2) Job training has a positive and insignificance effect on employee performance, 3) Person job fit has a positive and significant effect on job satisfaction, 4) Job training positive and significance effect on job satisfaction, 5) Job satisfaction has a positive and significant effect on employee performance, 6) Job satisfaction can mediate the effect of person job fit on employee performance, 7) Job satisfaction can mediate the effect of job training on employee performance. This research recommends that companies pay attention to problems that can affect employee performance so that employees can make a big contribution to the company so that the company’s goals are achieved.

To meme or not to meme? Political social media posts and ideologically motivated aggression in job recommendations

ABSTRACT This study tested the notion of ideological asymmetry, which proposes that conservatives are more prejudiced than liberals. It involved 682 self-identified conservative (n = 383) and liberal (n = 299) perceivers (MTurk workers; 54% female) who evaluated a target person’s professional attributes, personal character, and job suitability based on the target’s social media posts. The results did not support ideological asymmetry as both conservative and liberal participants negatively evaluated an ideologically opposite target. Interestingly, liberals showed three times more bias than conservatives. This study better supports a worldview conflict hypothesis, an alternative to ideological asymmetry, with both sides showing indirect aggression in an apolitical setting.

Hubungan Beban Kerja Dengan Kepuasan Kerja Perawat Di Rumah Sakit Bhayangkara Tingkat III Palangka Raya

Nursing services are an integral part of healthcare in hospitals. Nursing staff are responsible for providing optimal nursing services to improve and maintain the quality of nursing care. This will affect day-to-day performance if not balanced with increased knowledge, skills, and supporting factors to enhance job satisfaction, as it will be perceived as a heavy workload. This study aims to determine the relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital in Palangka Raya. The research design used is correlational with a cross-sectional method. The instruments used in this study were questionnaires and the Spearman Rank statistical test directed to 30 Police Nurses at Bhayangkara Level III Hospital in Palangka Raya. The results of the workload research show that 17 respondents (85.0%) are "satisfied" with their work in the heavy category. The significance value of the relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital is 0.280 > 0.05, where H1 is rejected. The correlation coefficient value in this study is weak, which is 0.204. Thus, H1 is rejected, meaning there is no relationship between workload and job satisfaction of nurses at Bhayangkara Level III Hospital in Palangka Raya. The conclusion is that the heaviness or lightness of the workload does not affect job satisfaction if the job satisfaction indicators are fulfilled, such as job suitability, colleagues, salary, promotion opportunities, supervision, and facilities.

AI Assist User Interface: To Achieve Personal and Professional Goals

This study proposes an AI-based career guidance app. The app will use machine learning algorithms to predict job suitability based on student education and skills. The application collects student data, preprocesses it, and uses advanced machine learning to train a predictive model. The model helps explain how education, skills, and job eligibility relate. Guidance systems have many academic and business uses. Guidance system evaluation has traditionally focused on precision. Most students worldwide are confused after high school. They must choose a career path now. Students' immaturity hinders their ability to understand career selection criteria. As we progress through the stages, we realize that each student has a series of post-high school planning uncertainties or cognitive processes. This question is difficult. Then they must decide if they're cut out for the chosen field. Based on skill set, our computerized career counseling system can match an individual to the right department. An objective exam will assess these skills, taking into account the individual's selected areas of interest and their 12th-grade grades in their top two subjects. After completing our online assessment, a person will be guided to a suitable course. Incorrect career choice failures are reduced by this process.

Ascertaining Curriculum Relevance through Web-based Tracer Study

This article aims to describe the relevance of alumni's field of work with the curriculum of the Indonesian Literature Study Program, Faculty of Teacher Training and Education (FKIP), Universitas Jambi. The research object was Indonesian Literature alumni who responded with a total of 86 respondents. The data collection technique was carried out by sharing the questionnaire link via the study program website https://sastraindonesia.unja.ac.id/ to 86 Alumni. The data in this research were analyzed using a descriptive approach. The findings show that graduates have worked with a high level of job suitability (41.9%). It indicates that the relevance of the curriculum to world needs is quite appropriate. The findings also show that most of the respondents worked as private employees. It can be concluded that the Indonesian Literature Study Program needs to equip graduates with recognition of competencies in certain fields for students. A certificate or competency certificate will be an added value for graduates to compete in the workplace.

Development of the Unified Theory of Acceptance and Use of Technology (Utaut) Model in the Acceptance of Electronic Medical Records Systems at Colonel Abundjani Bangko Hospital

The implementation of Electronic Medical Records at the Colonel Abundjani Bangko Hospital has not run optimally because human resource behavior is still low. This research aims to analyze the development of the Unified Theory of Acceptance and Use of Technology (UTAUT) Model in the acceptance of the Electronic Medical Record system at the Colonel Abundjani Bangko Hospital. This type of research is quantitative with an analytical observational approach with a cross sectional design. This research was conducted at the Colonel Abundjani Bangko Hospital from September to October 2023. The population in this study were all health workers associated with the implementation of medical records consisting of doctors, nurses, medical records officers and pharmacists at the Colonel Abundjani Bangko Hospital. 152 people (Total population). Data analysis was carried out univariate, bivariate (Chi Square), and multivariate (logistic regression). The results of the research show that there is an influence of the perception aspect of usability on the acceptance of the Electronic Medical Record system (p< 0,05). There is an influence of job suitability aspects on the acceptance of the Electronic Medical Record system (p< 0,05). There is an influence of the relative profit aspect on the acceptance of the Electronic Medical Record system (p< 0,05). There is an influence of social influence aspects on the acceptance of the Electronic Medical Record system (p< 0,05). There is an influence of the facility aspect on the acceptance of the Electronic Medical Record system (p< 0,05). The dominant variable influencing the acceptance of the Electronic Medical Record system at Colonel Abundjani Bangko Hospital is the social aspect variable. The conclusion in this research is that there is an influence of the development of the Unified Theory of Acceptance and Use of Technology (UTAUT) Model in the acceptance of the Electronic Medical Record system at the Colonel Abundjani Bangko Hospital, so it is recommended that the results of this research become input material for conducting a review of the implementation of the system electronic medical record.

What is in your résumé? The effects of multiple social categories in résumé screening

PurposeNumerous studies have shown that minority workers are disadvantaged in the labour market due to stereotypes and discrimination. However, published research on résumé screening has overlooked the effects of multiple social categorisations pertaining to candidates' gender, education and origin. This study addresses this gap and examines whether the gender, the level of education and the national origin cues mentioned in the résumé affect the perceived employability of candidates.Design/methodology/approachThis study employs an experimental between-subjects factorial design in that 12 résumés varying in gender, education and national origin were rated by 373 Portuguese working adults.FindingsThe results documented a gender premium as women were favoured in interpersonal and job skills but not in job suitability, and an education premium, since higher educated candidates were preferred despite their gender and origin. No meaningful interactions for gender × education × national origin were observed, which suggests that ingroup favouritism and outgroup discrimination in résumé screening can be averted.Originality/valueThe findings endorse a multidimensional view of perceived employability by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of résumé-screening discrimination. This is critical to prevent hiring discrimination at an earlier career stage, which can increase youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants.

How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process

AbstractTrans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure.

The Hijabi servers: Customers' perception of employees' physical appearance in restaurants

While existing studies have investigated consumer behavior concerning service provider's physical appearance, the current literature appears scant on how consumers react to servers wearing religious attire such as a headscarf. As such, this paper aims to examine the impacts of the headscarf on customers' initial perceptions of interpersonal attraction (physical, social, and task), server confidence, and job suitability in the hospitality industry. Data was collected from 486 respondents via Amazon mTurk were subjected to t-test, structural equation modeling, and multi-group analysis. Findings indicate that job suitability and server confidence are significantly affected by physical appearance. The social attraction also has a negative impact on job suitability and server confidence. This study adds to the literature regarding the appearance of staff and resulting customer perceptions in restaurants. More importantly, the research taps into the stereotypes and stigma associated with wearing headscarves in the hospitality industry.

Facial Recognition Technology and Racial Discrimination a Study on the Design of On-Demand-Asynchronous Video Interview Solutions Used in Recruitment

7% of people of colour in the UK are unemployed as compared to 4% for whites (UK Gov, 2021). While recent breakthroughs in face recognition technology (FRT) have enhanced the process of recruitment through the use of on-demand- asynchronous video interview solutions (Tambe, et al., 2019; Harwell, 2019; Nawaz, 2020), several other studies have however confirmed that FRT and its application in recruitment activities are biased towards people of colour (Izario et al., 2017; Buolamwini, 2019; Simonite, 2019). Consequently, this is predicted to lead to an increased diversity crisis within the workplace as the employment of people of colour may even lessen further (West et al., 2019). The aim of this dissertation was therefore to understand how on-demand-asynchronous video interview solutions (ODAVIS) capture peculiarities in faces. Specifically, how creators of FRT determine candidates’ suitability for jobs using FRT’s facial analysis, if the data used to train their model is representative of the faces in the world and what reasonable adjustments (if any) are made for people of colour. The major findings include the use of facial landmarks and gaze estimators to analyse candidates’ facial expressions and emotions during interviews, the use of non-representative training data that leads to inconsistency in performance, and the inclusion of certain adjustments (like automatic flashlights, data augmentation or bias audit) during the designs of the solutions and implementation, to close the gaps of inconsistent performance observed for different races.

An Analysis of Multigenerational Issues of Generation X and Y Employees in Small- and Medium-Sized Enterprises in Thailand: The Moderation Effect of Age Groups on Person-Environment Fit and Turnover Intention.

Multigenerational employees can evidently impact human resource management practices in terms of effective employee retention. Arguably, a high turnover intention of young employees can hinder a company's human resource development, while a high volume of retirement of senior employees can create a skill deficit and even a labor management dilemma. This study explored how a supportive work environment can retain employees of different age groups in Thailand's small- and medium-sized enterprises (SMEs), particularly Generation X and Y. It modeled a supportive work environment that impacts the behaviors of Generation X and Y employees, taking into consideration the relationship among factors such as person-job fit, person-group fit, person-supervisor fit, person-organization fit, person-environment fit, and turnover intention. This paper statistically analyzed a set of data drawn from an attentive survey of a total of 400 employees of SMEs in 4 populous provinces in Thailand using structural equation modeling (SEM) and multigroup analysis (MGA) with the moderation effect of generations. This paper then found that person-job fit, person-group fit, person-supervisor fit, person-organization fit, person-environment fit, and turnover intention can influence an employee's intention to remain in his/her job. Additionally, the relationship manipulation among the aforementioned variables might influence Generation X and Y employees differently. Under the circumstances, supervisory support with less group involvement may encourage the retention of Generation Y employees, whereas a sufficient focus on job suitability could improve the retention of Generation X employees.

Seeing past different signals in the job interview: information improves ratings of candidates on the autism spectrum

PurposeThe authors used signaling theory to explain negative perceptions of individuals on the autism spectrum (IotAS) in the job interview and explored whether parasocial contact could improve perceptions.Design/methodology/approachParticipants were randomly assigned across six experimental conditions. Some received information that IotAS' social and communication differences prevent them from attaining jobs they could perform (information), some received this information and watched a video showing IotAS working competently (parasocial contact) and others were exposed to neither information nor video (control). Participants then watched a mock interview of a job candidate presenting as an IotAS or neurotypical and gave their first impressions of him, perceptions of his job suitability and selection decision.FindingsParticipants had less favorable first impressions of the IotAS-presenting candidate and perceived him as having lower job suitability and were therefore less likely to select him. Parasocial contact had no effect. However, participants who had received information that IotAS' differences keep them from being hired for jobs they could do perceived the IotAS-presenting candidate as more suitable for the job and had greater intentions to interact with and select him.Originality/valueThe authors enhance understanding of autism in the workplace by explaining how IotAS' signaling behavior during a job interview impedes their selection. The authors also provide evidence that a brief message that IotAS' social and communication differences keep them from securing jobs they could perform can promote IotAS' selection by focusing decision-makers on their job-relevant qualifications.

Descriptive Study of Tracer Study On The Profile Of UHAMKA Master of Basic Education Graduates

This tracer study tracking graduates aims to identify the profile of master's degree graduates in basic education which includes: (1) student study period, (2) graduate waiting period, (3) work motivation, (4) job suitability with the field of science, (5) income received, and (6) the expectations of the institution/place of work for the knowledge that has been obtained during the master's level of basic education at UHAMKA. This type of research is a type of survey research with a descriptive evaluative research approach. The subjects of this research are alumni of the Master of Basic Education study program at UHAMKA with a total of 110 students and alumni users, both government and private. The data collection technique used in this study was a questionnaire, both open and closed. The data analysis technique used in this research is descriptive data analysis. Descriptive analysis in this study was carried out by using the frequency distribution tabulation technique and histogram, and equipped with a narrative explanation.