Job Tenure Research Articles

Postcertification Wages Among Certified Peer Specialists Working in Peer Support and Other Occupations.

Although certification can raise the status of peer support work, certified peer specialists (CPSs) may continue to face financial hardship that affects their employment choices. This study aimed to explore how wages and financial well-being changed for CPSs over a 3-year postcertification period. This study examined wages, job characteristics, and financial well-being for a cohort of 448 employed CPSs working in peer support (PS) or other, nonpeer (NP) jobs during the study period. Self-report survey data were collected on current jobs, hours worked, and job tenure. Financial well-being was assessed by using the Consumer Financial Protection Bureau's Financial Well-Being Scale. Differences in job characteristics over time were described by using chi-square and t tests, and mixed-effects logistic regression models were used to model job attributes and financial well-being. Hourly wages for both PS and NP jobs increased significantly between 2020 and 2022, with smaller increases for PS than for NP positions. Individuals with PS jobs were significantly more likely to have longer job tenures than those with NP jobs. Higher hourly wages were associated with a greater likelihood of longer job tenure. Financial well-being did not improve significantly over time. The larger wage increases and shorter tenures characteristic of NP jobs, relative to PS positions, suggest that workers may have switched from PS jobs to other jobs to improve their financial and career mobility opportunities. CPSs are part of a trend in the general U.S. adult population of declining financial well-being, despite increased wages.

Exploring experiences of house officers in bridging gap in translation of knowledge into practice using different learning strategies in Prosthodontics: an in-depth qualitative approach

Objective: To explore the lived experiences of Prosthodontics house officers in bridging gap in translation of knowledge into practice using different learning strategies in Prosthodontics. Methodology: A qualitative study was conducted by using phenomenological approach; the individual face to face in depth interview was conducted at the workplace of the participants. Purposeful sampling was considered among the Prosthodontics House Officers who have successfully completed their clinical rotation in the department of Prosthodontics. Using NIVIVO software, a thematic analysis was done considering Braun and Clark (2006) thematic analysis. Results: Braun & Clarke steps were used for the thematic analysis. Seven themes were identified: Theme 1: Observational learning strategy; Theme 2: Case-discussion as a learning strategy; Theme 3: Feedback enhances skills; Theme 4: Laboratories procedures play vital role; Theme 5: Early clinical exposure as a learning strategy; Theme 6: Record keeping as learning strategy; Theme 7: Visual aids improve clinical skills. The participants suggested some learning strategies that can help in the development of clinical skills during clinical rotations of house job tenure in Prosthodontics in bridging the gap. Conclusion: There are learning strategies that can bridge the gap in translation of knowledge into clinical practice during the clinical rotations in Prosthodontics. These learning strategies are observation, case discussion, laboratory practice, taking feedback, early exposure to clinics and video-based learning. Key words: Theory practice gap, Prosthodontics, learning strategies, house officers, theoretical knowledge, clinical practice.

Do vulnerable social identities of faculty matter when predicting their inclusive practices at university?

Some qualitative studies have shown that faculty and chief diversity officers belonging to minority groups are firmly committed to advancing diversity, equity and inclusion in their universities. This suggests that identification with minority groups could be linked to the inclusive attitudes and practices of higher education professionals, an expectation that is consistent with the predictions of the Social Identity Theory proposed by Henri Tajfel and John Turner. Within the framework of this theoretical model, the quantitative study presented here was designed to test whether the vulnerable social identities of university teachers predict their diversity practices, if they do so through their beliefs and attitudes towards diversity, and whether certain sociodemographic variables act as moderators (gender and job tenure). With a survey-based design, we collected data from 972 faculty members from eight Spanish public universities, which we analysed using linear regression, structural equation analysis and moderation analysis. The results showed that lecturers’ affiliation to vulnerable groups significantly but weakly predicted their attitudes towards diversity and inclusive practices. The effect on practices was partially mediated by attitudes. In addition, the direct effect of social identity on inclusive research and teaching innovation was moderated by gender – it was only significant in women. In the discussion section, we interpret the weakness of the effect of social identity in terms of the possible limited commitment to minority group identities of university faculty, concurrent with fundamentally non-threatening contextual norms. As an application of the results, we propose the development of more solid and transformative diversity policies, clear and operational rules, convergent and coordinated management mechanisms, and training aimed at strengthening and integrating social and professional identities.

Flexible sovereignty and contested legality: The overseas employment and legal struggles of Chinese workers

The surge in Chinese overseas investments has increased the transnational movement of Chinese workers. While much literature explores the interactions between Chinese managers and local workers in host countries, the dynamics between Chinese employers and Chinese workers abroad remain under-examined. This paper employs the conceptual frameworks of flexible sovereignty and contested legality to examine the distinctive norms and practices in labor recruitment, management, and dispute resolution emerged through overseas employment. Through a critical review of lawsuits between returned Chinese workers and their Chinese employers in Chinese courts – originating from the top five African countries receiving Chinese labor (Algeria, Angola, Nigeria, Ethiopia, and Equatorial Guinea) – the analysis reveals new spatialities and temporalities of sovereign control exerted by globalized Chinese companies over overseas workplaces and migrant workers. Overseas employment marks a complex process of coupling and decoupling among various forms of Chinese capital and labor. Three mechanisms of corporate sovereign control are identified: the delineation of workplaces and workers' bodies as spaces of exception, the flexibilization of working hours and job tenure, and the politics of delays in wage disbursement and dispute resolution. These mechanisms provoke contentious debates during court proceedings and result in uneven judicial outcomes for Chinese workers.

Predicting Employee Turnover in the Financial Company: A Comparative Study of CatBoost and XGBoost Models

Abstract: Employee turnover is a significant issue for financial institutions, impacting productivity, increasing recruitment costs, and disrupting critical operations. In this project, this study aimed to predict employee turnover using a dataset containing attributes such as employee satisfaction, performance, and tenure. By framing the task as a binary classification problem, this study employed CatBoost and XGBoost, two advanced regression-based algorithms, to develop predictive models. This paper's analysis demonstrated that CatBoost outperformed XGBoost across all evaluation metrics, including MAE, MSE, RMSE, and R, making it the more effective model for predicting turnover in the financial sector. The study highlights key factors contributing to employee attrition, such as job satisfaction, tenure, and promotion opportunities, offering actionable insights for retention strategies. Additionally, by predicting probabilities rather than binary outcomes, this study aims to make more detailed decisions about employee retention. This research provides valuable tools for financial institutions to mitigate the risk of turnover, retain critical talent, and ensure operational continuity.

‘Minds@Work’ Intervention for Job Tenure of Workers Living with Severe Mental Illness: A Feasibility and Acceptability Pilot Case Series

‘Minds@Work’ Intervention for Job Tenure of Workers Living with Severe Mental Illness: A Feasibility and Acceptability Pilot Case Series

Can fertility decline help explain gender pay convergence?

Abstract Prior scholarship demonstrates that motherhood wage penalties and fatherhood wage premiums contribute to the gender pay gap. These analyses typically take a cross-sectional perspective, asking to what extent gender inequalities in the association between parenthood and wages can explain gender pay inequality for a given cohort or at a given moment in time. By contrast, explorations of gender pay convergence over time have tended to start at the firm’s door, testing the explanatory power of changes in men’s and women’s human capital and job characteristics and neglecting the contributions of fertility change. We bring these two strands of research together, asking to what extent declines 1980–2018 in US employees’ number of children can explain gender pay convergence over the same period. Using a descriptive decomposition and data from the Panel Study of Income Dynamics, we show that, in gross terms, fertility decline can explain almost one-quarter of gender pay convergence from 1980 to 2018. Even net of a host of controls for human capital and job characteristics, fertility decline explains 8 percent of the attenuation of the US gender pay gap 1980–2018—about half as much as changes in education and about a quarter as much as changes in full-time work experience and job tenure combined. Finally, we show that employees’ fertility decline was fastest in the 1980s and subsequently slowed; this, in conjunction with persistent gender differences in parenthood–wage associations, helps explain stalled progress toward gender pay parity.

Protecting oneself while supporting the organisation: A longitudinal exploratory study of healthcare workers’ coping strategies and organisational resilience processes in the first year of the COVID-19 pandemic

The COVID-19 pandemic has been a major source of stress for health professionals and health institutions. In response, healthcare workers adapted their behaviours to protect their health and the organisational resilience of their institutions. The study aimed to explore these individual coping and organisational resilience strategies and their evolution during the first year of the pandemic. Based on a mixed and longitudinal protocol, the study included staff from several French-speaking Swiss healthcare institutions. Participants completed an online questionnaire three times during the first year of the pandemic. They described daily problematic work situations, coping styles, and organisational resilience strategies. ‘Problem solving’ was the most frequently reported coping style, followed by ‘positive thinking’, and in a lesser extent ‘seeking social support’ and ‘avoidance’. A high level of ‘problem solving’ and ‘positive thinking’ was associated with well-managed situations, learning and development of new work practices and higher team performance. A higher level of ‘seeking social support’ and ‘avoidance’ tended to be associated with high-risk problematic situations that hindered organisation resilience. Coping strategies differed depending on profession, job tenure and hierarchical status. The article concludes with recommendations for improving both organisational resilience and individual workers’ well-being in healthcare institutions.

Predictors of receiving work accommodations among employed breast cancer survivors with adult and child dependents at home.

211 Background: Many cancer survivors experience challenges returning to work, yet there is limited knowledge about factors that influence receiving accommodations in their jobs (e.g., flexible work hours and reduced workloads), which could affect the ability to maintain employment In the current study, we analyze if having adult and/or child dependents at home is associated with receiving accommodations and if this association is modified by occupational factors (e.g., having taken a work leave, job tenure). Methods: We analyzed self-reported, cross-sectional survey data from the PinkWorks Study consisting of 150 female breast cancer survivors. Participants were ≥18 years of age, fluent in English, had completed treatment within the past 36 months, and were working ≥ 20 hours per week both at the time of their cancer diagnosis and currently. Univariate and multiple Logistic Regressions were performed to identify job, personal, and demographic correlates with receipt of work accommodations (yes=67, no=87). Structural Equation Modelling will be performed to identify direct and indirect effects with the outcome. Results: About half of the participants were granted work accommodations. In multivariate logistic regression, we observed suggestive evidence that receiving accommodations was associated with having adult dependents at home compared to those without dependents and, identifying as Caucasian compared to non-Caucasian (aOR=1.69 CI 0.76-3.72, p=0.20; aOR=3.12 CI 0.91-10.87, p=0.07; respectively). In stratified analyses by having taken a leave from work or not, the association with adult dependents at home and receipt of work accommodations reached statistical significance among those who worked continuously (aOR=4.85, CI 1.15-20.44, p=0.03). However, for those who had taken a leave, job tenure of ≥5 years was associated with receipt of accommodations compared to those with <5 years of employment at their current job (aOR = 9.68, CI 2.00-46.91, p=0.005). The suggestive finding of a disparity by race in the full sample was maintained in both strata. Conclusions: We observed that receipt of work accommodations varied whether or not a leave of absence was taken. Additional analyses will be presented regarding other potential work-related influences on receipt of accommodations such as employer size, job type (i.e., clerical vs managerial). Familiarity of physicians with potential needs for workplace accommodations can help survivors maintain employment and subsequent quality of life. Interpretation of findings from these analyses is limited by the cross-sectional design and small sample sizes in this exploratory study.

Returns to workplace connectivity: evidence from Brazil

ABSTRACT We empirically investigate the quantitative effect of workplace connectivity on workers’ wages. Connectivity measures a worker’s rank within the workplace’s connection hierarchy, considering the number of co-workers in the same occupation and firm (workplace) and the relative tenure of immediate co-workers. We construct a connectivity index as the ratio of a worker’s tenure-weighted connections to the total number of connections in the workplace, using a worker’s job tenure and the connections formed over time to obtain a relative measurement of their connectivity. Using a unique dataset from the Brazilian Annual Social Information Report (RAIS), we estimate the (fixed effect) wage equation, controlling for work and firm heterogeneity. Our results show positive and statistically significant returns to connectivity. The effect is particularly pronounced for workers in administrative services and industrial goods production, those at the bottom of the connectivity distribution, and those in medium-sized firms. We also find that a worker’s connectivity is more relevant for wages than their tenure.

What We Know About the Peer Workforce and Economic Evaluation for Peer Recovery Support Services: A Systematic Review.

Peer recovery support services (PRSS) for substance use disorder (SUD) have expanded in the past 2 decades to be formally certified and reimbursed under Medicaid in almost every US state. This rapid expansion has been followed by a growth in research, but 2 persistent gaps remain: a lack of research on the peer workforce, and a lack of economic evaluation research. This systematic review examines the current literature on PRSS to summarize what is currently known about the SUD peer workforce and collect potential PRSS economic evaluation parameters, and clearly identify the current gaps in each category. PRISMA methods were followed and a PROSPERO protocol was registered (CRD42022323516). The search included a database search of peer-reviewed journal articles and dissertations, and also a hand-search of conference presentations and evaluation reports. Manuscripts were categorized as either workforce development-related and/or those containing potential economic evaluation parameters. Forty-two total manuscripts were included, with 22 related to the peer workforce and 26 containing potential economic evaluation parameters. Manuscripts with workforce-related findings covered peer worker characteristics, characteristics of PRSS delivery, or peer worker training-related outcomes. Economic evaluation parameters were primarily costs related to service utilization patters with some limited reporting on peer worker pay, as well as multiple sources that can be used to estimate averted medical costs. Effectiveness parameters were primarily substance use related, as virtually all quality of life and life functioning parameters are not readily convertible to estimating quality-adjusted life years. Future PRSS research can contribute to filling these gaps in the evidence base by addressing remaining questions about the interrelationship between peer worker job satisfaction, job tenure, and patient outcomes, as well as by using more consistent outcome measures, especially in the realm of quality of life and life functioning.

Interactions of depression, anxiety, and sleep quality with menopausal symptoms on job satisfaction among middle-aged health workers in England: a STROBE-based analysis

BackgroundThis study examined the association between menopausal symptoms and job satisfaction, and ascertained whether three psychosomatic factors (e.g., anxiety, depression, and sleep quality) interact with menopausal symptoms on job satisfaction.MethodsA cross-sectional design with sensitivity analysis was adopted. The participants of the study were clinical health workers in England. Data from 154 health workers were analyzed with the hierarchical linear regression (HLR) analysis.ResultsThere was a negative association between menopausal symptoms and job satisfaction (β = −0.38; t = −4.81, p < 0.001), but this relationship became non-significant after adjusting for work stress, self-reported health, job tenure, and resilience at work. An interaction between menopausal symptoms and the psychosomatic factors was found. The strength of the negative association between menopausal symptoms and job satisfaction was weakened by sleep quality (β = 0.05; t = 0.48; p > 0.05) but was strengthened by anxiety (β = −0.22; t = −2.28; p < 0.05) and depression (β = −0.24; t = −2.16; p < 0.05).ConclusionMenopausal symptoms can be directly associated with lower job satisfaction and indirectly associated with lower job satisfaction through its interaction with depression and anxiety. Menopausal symptoms can weaken the positive association between sleep quality and job satisfaction.

Italian Version of the Hospital Aggressive Behaviour Scale-Users: Initial Psychometric Evaluation among Hospital Healthcare Professionals.

Healthcare professionals frequently encounter various forms of aggression, ranging from verbal abuse to physical assaults, which can compromise both their occupational well-being and patient-care quality. Despite its prevalence and serious consequences, workplace aggression is often underreported due to a lack of standardized assessment tools. This study aims to develop a valid Italian version of the Hospital Aggressive Behaviour Scale-Users. The scale's structure was evaluated using exploratory (EFA) and confirmatory (CFA) factor analyses on two samples of healthcare professionals during and after the pandemic. Reliability, measurement invariance, and nomological validity were examined. EFA revealed a two-factor structure comprising eight items (χ2 = 59.651, df = 13, p = 0.00; CFI = 0.98; TLI = 0.95; RMSEA = 0.07; SRMR = 0.02), distinguishing non-physical and physical aggression, and meeting all recommended criteria. CFA confirmed this structure, demonstrating good reliability and outperforming alternative models. The same factor structure was confirmed in standard (χ2 = 35.01, df = 19, p = 0.00; CFI = 0.99; TLI = 0.99; RMSEA = 0.03; SRMR = 0.02) and emergency (χ2 = 30.65, df = 19, p = 0.04; CFI = 0.98; TLI = 0.97; RMSEA = 0.06; SRMR = 0.04) contexts. Full residual invariance was found across job tenure groups. Aggression was positively associated with emotional exhaustion, psychological distance, psychosomatic symptoms, post-traumatic stress symptoms, and turnover intentions while negatively related to job satisfaction. Nurses and healthcare assistants reported higher levels of aggression than doctors. This study provides a reliable, context-specific instrument for documenting and analysing outsider aggression. The insights can inform targeted interventions, contributing to a healthier hospital environment.

Trajectories and Predictors of Client Violence Among Child Protection Services Workers.

This study used social dominance theory and the Jobs Demands-Resources (JD-R) model to: (1) examine child protective services (CPS) workers' trajectories of client violence, including yelling, threats, and physical violence over job tenure; and (2) assess how demographic characteristics and job attributes contributed to the trajectories. Using data from a longitudinal study of newly-hired CPS workers (n = 837-859 depending on outcome), we examined trajectories of client violence from 6 months to 3.5 years. Multi-level mixed effect logistic regression was used to examine how demographic variables and time-lagged job attribute predictors (e.g., caseload characteristics, time pressure, role demands) contributed to the occurrence of client violence over time. Over the study period, the experience of being yelled at declined from 80% to 64%. Being threatened declined from nearly 48% to nearly 39%, while physical violence did not change. Younger and White workers as well as women generally experienced higher rates of non-physical violence. Caseload difficulty, role demands, and time pressure related to higher rates of non-physical violence, while organizational supports were not significant. Physical violence occurred sporadically; time pressure was the only significant variable. The influence of job attributes on each form of violence did not change over time. The high rates of non-physical violence, particularly during early tenure, suggest the need for providing vulnerable workers the skills to assess for and manage client violence. When violence occurs, developing responsive protocols for CPS workers at all levels can nourish a culture of safety thereby reducing future incidents.

Chronic Work Discrimination, Allostatic Load, and HbA1c in Older Workers.

Work discrimination is an important public health problem with consequences for health. This study examined the effect of chronic work discrimination on 4-year changes in HbA1c, as a reflection of glucose control and type 2 diabetes risk in older workers and assessed whether allostatic load (AL) affected the strength of this association. We used Health and Retirement Study data (2010-2016, n = 3,246). Conditional change multinomial logistic regression examined the association between chronic work discrimination, high AL (4 or more out of 8 high-risk biomarkers), and HbA1c, while accounting for relevant covariates. Black participants had the highest rates of baseline (22.7%) and follow-up (28%) HbA1c levels, AL (38%), and chronic work discrimination (39%; p < .01). Severe chronic work discrimination was associated with elevated HbA1c (relative risk ratio [RRR] = 1.61, 95% confidence interval [CI] = 1.07, 2.43). AL was associated with elevated HbA1c (RRR = 1.49, 95% CI = 1.04, 2.14). Relative to White participants, Hispanic (RRR = 1.52, 95% CI = 1.07, 2.16, RRR = 1.81, 95% CI = 1.051, 3.12), and Black (RRR = 2.42, 95% CI = 1.82, 3.23; RRR = 3.00, 95% CI = 1.97, 4.56) participants had an increased risk of intermediate and elevated HbA1c, respectively. Among those with long job tenure (≥5 years), both moderate (RRR = 1.81, 95% CI = 1.11, 2.96) and severe (RRR = 1.90, 95% CI = 1.15, 3.12) chronic work discrimination was associated with elevated HbA1c. Chronic work discrimination was associated with HbA1c; however, no moderating effects of AL were observed. Findings underscore a need for organizational and public health measures to establish strong anti-discrimination laws in the workplace to improve the work environment of older workers and reducediabetes risk.

The Gender Gini: Measuring Job Tenure Among Academic Economists

The Gender Gini: Measuring Job Tenure Among Academic Economists

Incidence Rates and Predictors of Recurrent Long-Term Mental Sickness Absence Due to Common Mental Disorders.

Several predictors have been identified for mental sickness absence, but those for recurrences are not well-understood. This study assesses recurrence rates for long-term mental sickness absence (LTMSA) within subgroups of common mental disorders (CMDs) and identifies predictors of recurrent LTMSA. This historical prospective cohort study used routinely collected data from 16,310 employees obtained from a nationally operating Dutch occupational health service (ArboNed). Total follow-up duration was 23,334 person-years. Overall recurrence rates were assessed using Kaplan-Meier estimators. Recurrence rates within subgroups of CMDs were calculated using person-years. Univariable and multivariable Cox proportional hazards models were used to identify predictors. 15.6% of employees experienced a recurrent LTMSA episode within three years after fully returning to work after a previous LTMSA episode. Highest recurrence rates for LTMSA were observed after a previous LTMSA episode due to mood or anxiety disorders. Mood or anxiety disorders and shorter previous episode duration were predictors of recurrent LTMSA. No associations were found for age, gender, company size, full-time equivalent and job tenure. Employees should be monitored adequately after they fully returned to work after LTMSA. It is recommended to monitor high-risk employees (i.e. employees with mood or anxiety disorders and short LTMSA episode) more intensively, also beyond full return to work. Moreover, diagnosis of anxiety and depressive symptoms should be given a higher priority in occupational healthcare.

Job tenure in Western Europe, 1993–2021: Decline or stability?

Job tenure in Western Europe, 1993–2021: Decline or stability?

A network analysis of self-compassion and burnout in a sample of nurses.

In the nursing profession, the concept of self-compassion has been associated with burnout. However, to date, the fine-grained relationships between different dimensions of self-compassion and symptoms of burnout have not been investigated. Network analysis provides a new avenue for exploring the fine-grained correlation paths of two related variables. To analyse the nuanced associations between self-compassion and burnout using network analysis in a large cohort of Chinese nurses. A cross-sectional multi-centre survey design study. Participants were recruited from 30 hospitals in China between April and May 2022. These nurses completed the Chinese Maslach Burnout Inventory-General Survey (C-MBI-GS) and Self-Compassion Scale-Short Form (SCS-SF). Network analysis was performed to illustrate the complex nuanced relationships between self-compassion and burnout. A total of 1467 nurses (age 32.2 [18-56] years; 89.9% were female) participated in the study. Nodes Mindfulness and Isolation had the highest centralities measured by strength. Nodes Mindfulness, reduced personal accomplishment and Isolation were the most negative and positive influential nodes that bridged self-compassion and burnout. There were no differences in terms of gender, age, professional title and job tenure in the structure or connectivity of the self-compassion and burnout network. Different components of self-compassion were specifically associated with different dimensions of burnout in registered nurses. Among these, Mindfulness, Isolation and Reduced personal accomplishment were the three most important components of self-compassion for burnout symptoms. No patient or public contribution. Understanding the intricate connections between self-compassion and burnout will allow hospital administrators to prioritize the elements of Mindfulness and Isolation within self-compassion and the dimension of Reduced personal accomplishment within burnout when designing preventative measures and interventions aimed at reducing nurse burnout.

Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices

AbstractSupporting neurodivergent‐inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths‐based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high‐quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible‐ and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research.