Job Suitability Research Articles

Identifying occupational attributes of jobs performed after spinal cord injury

Although individuals after spinal cord injury (SCI) demonstrate a breadth of ability and employment potential, return-to-work (RTW) outcomes are low. In Canada, only 38% of individuals RTW after SCI. Refining the process of job suitability and enhancing job search strategies have been suggested to improve RTW outcomes. Our primary study objective was to identify occupational attributes of jobs performed after SCI that might be used to inform vocational rehabilitation strategies and improve RTW outcomes after SCI. A secondary analysis of participants from the Study of Health and Activity in People with Spinal Cord Injury employed in an occupation for which they received pay, was conducted. Frequency distributions for various occupational attributes including physical demands and educational requirements were examined across 181 reported occupations. χ-tests identified whether the primary mode of mobility was related to occupational physical demands. Analysis of the physical demand attribute identified that 58% of occupations required sitting and 33% required sitting/standing or walking. Forty-four percent of occupations required upper or multiple limb coordination. Eighty-three percent of occupations required a limited strength capacity. Sixty percent of occupations required college education and 58% required an undergraduate university education. χ-analysis revealed nonsignificant associations between primary mode of mobility and physical demands. In conclusion, a breadth of occupational attributes in jobs performed by individuals after SCI was identified. These results are suggested to inform future vocational rehabilitation strategies.

Attitudes towards robots suitability for various jobs as affected robot appearance

An opinion survey of 878 college students examined attitudes about the suitability of robots for various occupations in society and how these attitudes varied by the robots’ appearance. Factor analyses revealed three primary attitudes: Robot-Liking, Robotphobia and Cyber-Dystopianism, and three occupational niches: social-companionship, surveillance and personal assistants. Attitudes varied depending on subjects’ gender, religion, perceived competence with technologies and engagement with virtual reality environments and avatars. The analysis of relationships between subjects’ attitudes and perception of suitable occupations indicated that Robot-Liking is positively related with social companionship and surveillance occupations, whereas Robotphobia is negatively correlated with the three occupational niches.

MEN AND WOMEN AT WORK: THE EFFECTS OF OBJECTIFICATION ON COMPETENCE, PAY, AND FIT FOR THE JOB

In spite of the growing interest in objectification, very few studies have examined the effects of objectification of others, in reference to both men and women. The present research is focused on the consequences of objectification in the occupational domain. The main goals were: a) investigating the effects of objectification on the perception of men's and women's compe- tence and pay; and b) investigating the effects of objectification on the perception of men and women as suitable for high- versus low-status jobs. Results showed that objectification does not affect the perception of competence, but increases the estimated pay. For high-status jobs, the effect of objectification interacts with gender, increasing women's fit for a masculine job and decreasing men's fit for a feminine occupation. Finally, objectification increases the suitability for low-status jobs, and this is particularly true for women holding service-oriented professions. Implications are discussed.

Crew rostering with multiple goals: An empirical study

An empirical crew rostering problem drawn from the customer service section of a department store in southern Taiwan is addressed in this paper. The service section established relevant service facilities and functions to provide services for customers as well as distinguished guests and visitors. The crew rostering task is concerned with assigning multi-functional workers to different types of job and scheduling working shifts for each worker within a given time horizon, where the available and demand workforce vary from one shift to another. The current crew rostering method is a seniority orientation method. In developing the roster under current method, lines of job are generated and then bids are taken in order of decreasing seniority. The most senior worker has the widest range of job lines from which to select so as to best satisfy his/her preference. Successive crew members bid for the remaining lines of job. The current method has some drawbacks. To overcome the drawbacks, this paper develops a problem-specific approach with three stages to deal with the crew rostering problem, making it more equitable and personalized for workers by considering the management goals concerning worker–job suitability, worker–worker compatibility and worker–shift fondness. Due to the vagueness of job characteristics and the personal attributes, fuzzy method is used to improve the evaluation results of suitability, compatibility and fondness. The utility similarities of fuzzy assessments with the linguistic grade of very good are used to measure the fitness grade for the management goals. A linear goal programming model is proposed to fulfill the “efficient assignment/match from the right” policy. The proposed approach ensures the right workers are assigned to the right jobs, the right workers are placed together in a job and the pleasing working shifts are given to the workers. An illustrative application demonstrates the implementation of the proposed approach.

건설회사 신입사원 이직의도에 영향을 미치는 요인에 관한 연구

최근 건설경기 침체로 인하여 주택 미분양 물량이 급증하고 있으며, 자금난을 겪고 있는 건설사가 퇴출되거나 워크아웃되고 있는 실정이다. 이에 따라 건설사는 경영합리화의 일환으로 급여삭감, 정리해고 등의 방안을 강구하고 있다. 하지만 이러한 방안은 조직구성원이 조직에 잔류하려는 노력과 함께 직장불안정성, 급여불만족을 높게 지각하면서 새로운 직무기회를 탐색하게 될 것이다. 이직은 조직에 부정적인 결과를 가져오지만 긍정적인 결과도 가져오는 것으로 알려져 있다. 그러나 신입사원의 경우 조기 퇴사할 시 조직에 대한 긍정적인 측면은 거의 없을 것이다. 이러한 문제점을 극복하기 위해 신입사원 이직의도에 대해서 철저한 관리가 필요할 것이다. 이에 본 연구는 직장불안정성, 급여만족, 조직몰입도, 취업경쟁력, 업무과다, 직무적합성 등 변수들이 건설회사 신입사원 이직의도에 미치는 영향을 파악하고 중소형 건설회사와 대형 건설회사의 차이점을 비교 분석하는 것을 목적으로 하였다. Recently, due to construction of the recession quantity of unsold houses is increasing and construction company is experiencing financial difficulties. As a result, construction is being ousted, or workout. Accordingly, construction may be devising a method for oneself like salary cuts, layoffs as part of the rationalization of management. But in this way may be increasing employees's perception about job insecurity and payment unsatisfaction. This has the potential to do employees turnover. Turnover has be known that it brings both positive and negative results to the organization. But if new employees leaves early, the positive aspect of the organization will be less likely. In order to solve these problems, new employees turnover intention will be necessary for the thorough management. The purpose of this study is to identity how the perception of job insecurity, payment satisfaction, organizational commitment, excessive workload, competitiveness for employment and job suitability affect new employees turnover intention. As the degrees of impacts of variables affecting turnover intention of new employees might be different between small to medium and large construction companies, this research also compares the differences between these two groups and suggest measures for reducing turnover intention.

의료기관 종사자들의 임파워먼트와 직무만족 및 조직몰입이 이직의도에 미치는 영향

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

Ethnicity Effects in Graduates' Résumé Content

Highly educated ethnic minority entrants in Western countries need more time to find a job compared to their Western ethnic majority counterparts. The present study examined whether this differential job access is partly explained by the way ethnic minorities present themselves in their résumés. To this end, a comparison between 100 non‐Western ethnic minority graduate résumés and 100 native Western ethnic majority graduate résumés was made. Non‐Western ethnic minorities score significantly lower on reported organisational internships, leadership experiences, and extracurricular activities. Although most effects were small, these differences in résumé content resulted in lower job suitability ratings for non‐Western ethnic minorities compared to Western ethnic majorities, as judged by professional recruiters/HR experts. Résumé presentation (e.g. layout and grammar) also was a significant predictor of job suitability ratings, but no ethnicity effects were found in these résumé characteristics. Because rater effects which may be related to hiring discrimination were controlled for, it can be concluded that the reported human capital in résumés can explain differential job access of ethnic minority compared to ethnic majority graduates. Theoretical and practical implications for assessing ethnic minorities upon organisational entry are discussed.

The effect of Hispanic accents on employment decisions

PurposeDespite the fact that Hispanics are the largest and fastest growing segment of the population and that 44 percent of Hispanics of 18 years of age and older speak English less than very well, research examining the impact of Spanish‐accented English on employment‐related decisions has been scarce. Therefore, the present study aimed to examine the effects of the accent (standard American English and Mexican Spanish) of a hypothetical job applicant on employment‐related judgments and hiring decisions.Design/methodology/approachParticipants made employment‐related decisions (i.e. job suitability ratings, likelihood of a promotion, and hiring decision) and judgments of personal attributes (i.e. perceived competence and warmth) of a hypothetical applicant for an entry‐level software engineering job. The accent of the applicant was manipulated using the matched‐guise technique.FindingsResults showed that compared to an applicant with a standard American‐English accent, one with a Mexican‐Spanish accent was at a disadvantage when applying for the software engineering job. The Mexican‐Spanish‐accented applicant was rated as less suitable for the job and viewed as less likely to be promoted to a managerial position. In addition, fewer participants decided to hire the Mexican‐Spanish‐accented applicant than the standard American English‐accented applicant.Practical implicationsGiven the negative evaluations of the Mexican‐Spanish‐accented applicant, recruiters and interviewers should be selected who do not view foreign accents negatively. Furthermore, organizations should make a conscious effort to regard foreign accents as assets to their businesses.Originality/valueThis research contributes to our understanding of how foreign accents influence decisions that have important economic consequences for individuals.

An analysis of Structural Model for Graduates on the Influencing Factors of Job Suitability and Job Satisfaction

An analysis of Structural Model for Graduates on the Influencing Factors of Job Suitability and Job Satisfaction

Do the “Savage Origins” of Tattoos Cast a Prejudicial Shadow on Contemporary Tattooed Individuals?

We investigated whether increases in tattooing rates and designs have eradicated or altered traditional delinquent tattooing stereotypes. We tested the perceived suitability of tattooed and non‐tattooed individuals for 2 different jobs. Affective evaluations mediated judgments of job suitability, with those displaying traditional tattoos being rated as less suitable for employment than those who were not tattooed and those displaying contemporary tattoos. Those with a contemporary tattoo were judged in the same manner as those who were not tattooed (even by observers who neither had a tattoo nor were considering getting one). These results suggest that the savage associations of tattooing continue for some, but suggest that for other tattoo enthusiasts, a new stereotype has emerged reflecting a shift toward respectability.

Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics

Individuals of Arab descent have increasingly experienced prejudice and employment discrimination. This study used the social identity paradigm to investigate whether greater Arab identification of applicants led to hiring discrimination and whether job characteristics and raters' prejudice moderated this effect. One hundred forty-one American and 153 Dutch participants rated résumés on job suitability. Résumés with Arab name and affiliations negatively influenced job suitability ratings, but only when job cognitive demands and external client contact were limited. Within the Dutch sample job suitability rating of Arab applicants was lowest when Dutch raters' implicit prejudice was high. As expected, no effects of explicit prejudice were found: discrimination may operate in subtle ways, depending on the combined effect of applicant, job, and rater characteristics. Further research and implications for employment-related decision making, such as anonymous résumé-sifting, are discussed.

Maintaining a Positive Self-Image by Stereotyping Others: Self-Threat and the Stereotype Content Model.

The present study examines how target group's stereotype content (on warmth and competence dimensions) influences subsequent target evaluation following self-threat related to one's competence. Participants first received threatening or non-threatening feedback on their competence. They evaluated then a job candidate who was stereotyped either as competent and cold (Asian) or as warm and incompetent (working mother). As predicted, threatened participants derogated only the Asian target on her perceived warmth and her suitability for a job, but did not derogate the working mother. Moreover, perceived warmth mediated the observed differences in the evaluation of the targets' job suitability. These results extend research on self-threat and prejudice by including Stereotype Content Model in this link.

Benchmark Duration of Work Hours for Development of Fatigue Symptoms in Japanese Workers with Adjustment for Job‐Related Stress

The objective of this study was to calculate benchmark durations and lower 95% confidence limits for benchmark durations of working hours associated with subjective fatigue symptoms by applying the benchmark dose approach while adjusting for job-related stress using multiple logistic regression analyses. A self-administered questionnaire was completed by 3,069 male and 412 female daytime workers (age 18-67 years) in a Japanese steel company. The eight dependent variables in the Cumulative Fatigue Symptoms Index were decreased vitality, general fatigue, physical disorders, irritability, decreased willingness to work, anxiety, depressive feelings, and chronic tiredness. Independent variables were daily working hours, four subscales (job demand, job control, interpersonal relationship, and job suitability) of the Brief Job Stress Questionnaire, and other potential covariates. Using significant parameters for working hours and those for other covariates, the benchmark durations of working hours were calculated for the corresponding Index property. Benchmark response was set at 5% or 10%. Assuming a condition of worst job stress, the benchmark duration/lower 95% confidence limit for benchmark duration of working hours per day with a benchmark response of 5% or 10% were 10.0/9.4 or 11.7/10.7 (irritability) and 9.2/8.9 or 10.4/9.8 (chronic tiredness) in men and 8.9/8.4 or 9.8/8.9 (chronic tiredness) in women. The threshold amounts of working hours for fatigue symptoms under the worst job-related stress were very close to the standard daily working hours in Japan. The results strongly suggest that special attention should be paid to employees whose working hours exceed threshold amounts based on individual levels of job-related stress.

The Influence of Foodservice Employees' Job Suitability on the Turnover Intention - Focusing on the Moderating Variable of Organizational Commitment -

The Influence of Foodservice Employees' Job Suitability on the Turnover Intention - Focusing on the Moderating Variable of Organizational Commitment -

The Influence of Foodservice Employees' Job Suitability on the Turnover Intention - Focusing on the Moderating Variable of Organizational Commitment -

The Influence of Foodservice Employees' Job Suitability on the Turnover Intention - Focusing on the Moderating Variable of Organizational Commitment -

Relationship between Job Stress Contents, Psychosocial Factors and Mental Health Status among University Hospital Nurses in Korea

The present study was intended to assess the mental health of nurses working for university hospitals and to establish which factors determine their mental health. Self-administered questionnaires were given to 1,486 nurses employed in six participating hospitals located in Daejeon City and Chungnam Province between July 1st and August 31st, 2006. The questionnaire items included sociodemographic, job-related, and psychosocial factors, with job stress factors (JCQ) as independent variables and indices of mental health status (PWI, SDS and MFS) as dependent variables. For statistical analysis, the Chi-square test was used for categorical variables, with hierarchical multiple regression used for determining the factors effecting mental health. The influence of psychosocial and job-related factors on mental health status was assessed by covariance structure analysis. The statistical significance was set at p<0.05. The factors influencing mental health status among subject nurses included sociodemographic characteristics such as age, number of hours of sleep, number of hours of leisure, and subjective health status; job-related characteristics such as status, job satisfaction, job suitability, stresses such as demands of the job, autonomy, and coworker support; and psychosocial factors such as self-esteem, locus of control and type A behavior patterns. Psychosocial factors had the greatest impact on mental health. Covariance structure analysis determined that psychosocial factors affected job stress levels and mental health status, and that the lower job stress levels were associated with better mental health. Based on the study results, improvement of mental health status among nurses requires the development and application of programs to manage job stress factors and/or psychosocial factors as well as sociodemographic and job-related characteristics.

What's in a Name? A Multiracial Investigation of the Role of Occupational Stereotypes in Selection Decisions

Bertrand &amp; Mullainathan (2002) found evidence that race‐typed names can have a significant influence on the evaluation of résumés. The current study expanded on their research by manipulating both the race (Asian American, Black, Hispanic, White) and quality of the résumé (high, low), and by considering occupational stereotypes as an explanatory mechanism. White male participants (N=155) read a fictitious résumé, evaluated the applicant, and judged his suitability for jobs. The results revealed that Asian American individuals were evaluated highly for high‐status jobs, regardless of their résumé quality. White and Hispanic applicants both benefited from a high‐quality résumé, but Black applicants were evaluated negatively, even with strong credentials. Results of mediation analyses demonstrated that occupational stereotypes accounted for the relationship between race and evaluations of applicants.

A study of underemployment among self-initiated expatriates

This study investigated the antecedents and consequences of underemployment among self-initiated expatriates (SBEs). Data were obtained from 302 SIEs from 39 different organizational settings. It was found that a lack of job autonomy, job suitability, job variety, and fit to the psychological contract contributed to underemployment. Furthermore, consistent with previous research, the results suggest that underemployed SIE will exhibit negative work attitudes which may be detrimental to organizational effectiveness. The implications of these findings; are discussed.

Functional capacity evaluation reports for clients with personal injury claims: A content analysis.

Functional capacity evaluations (FCEs) for personal injury claimants are rigorously scrutinized by the stakeholders because of their financial implications. This study examined 51 medico-legal FCE reports for clients all of whom suffered with spinal pain attributed to a motor vehicle accident. The FCEs were completed by 14 occupational therapists. Content analysis of the FCE reports identified categories and sub-categories of objective and subjective information on which occupational therapists reported. They included employment, activities of daily living, pain, functional physical capacities and job demands. Recommendations included the suitability of current and future jobs. However, the reasoning behind occupational therapists' recommendations in the FCE reports was frequently not stated. This content analysis demonstrated that these detailed FCE reports had a consistent focus on work capacity; further, the researchers suggest refinements to FCE reporting practices so that findings, recommendations and predictions about work outcomes for clients are interpreted clearly and realistically.

Associations of psychosocial and individual factors with three different categories of back disorder among nursing staff.

Although back disorders are a major occupational problem for nursing staff, few studies distinguish different types. By means of a structured questionnaire, we performed a cross-sectional study on the prevalence of diagnosed lumbar disc hernia, chronic low-back pain (LBP) (at least 90 d in the preceding 12 months) and acute LBP (intense pain for at least 1 d) with respect to physical, individual and psychosocial factors among female nurses (n=587), nursing aides (n=228) and head-nurses (n=43) working in a university hospital (95% of the female workforce). Almost all respondents reported known high-risk occupational activities. Overall prevalence of reported back disorders was 44% (acute LBP 19%, chronic LBP 17%, lumbar hernia 8%). On multinomial logistic regression analysis, scoliosis and commonly stress-related psychosomatic symptoms were associated with all three types of back disorder; trauma/fractures of the spine, pelvis and/or legs and a global work-environment/job-satisfaction score with acute LBP; increasing age with lumbar disc hernia. While confirming the relevance of considering different definitions of back disorder, our data indicate items for investigation in cohort studies. These include: identification of specific risk factors for lumbar hernia; avoidance of possible work-environment risk factors such as hurried execution of different tasks at the same time; and influence on job suitability of underlying spinal pathologies such as scoliosis.