Lack Of Career Opportunities Research Articles

Driving Factors Affecting the Migration of Young Nursing Care Professionals from Pokhara in a Globalized World: A Hospital Ethnography

Due to unfulfilled expectations in local health-care industry, the participating nurses working in private hospitals in Pokhara were willing to migrate abroad where their aspirations could be met. The irritation, worry, and unhappiness with their career were revealed by the focused-group discussion, in-depth interview, and kuragraphy methods utilized in this study among young nurses in Pokhara. Some of the nurses had already registered for overseas studies and jobs while still working in hospitals and awaiting their visas. As globalization has stimulated the movement of people, the concept of globalization in association with neo-classical and new economic theory of migration, transnationalism, neoliberalism and world-systems from an anthropological standpoint has been applied to analyze the reasons of participant nurses to migrate where the study found that the main reasons for them to migrate were low pay, an uncertain future, a lack of career opportunities, job pressure, and the trend of out-migration. These competent nurses desired to work in core nations have considered semi-periphery as a secondary option. Through the stories of young nurses, this study exposes the dire condition in Nepal’s health-care industry which is motivating nurses to relocate in destination countries resulting brain-drain.

Drivers of Employee Dis/Satisfaction: A Comparison of Tourism and Sports Industries

This study aims to identify the common and distinct factors affecting the dis/satisfaction of employees in two different industries, namely tourism and sports, and develop a model. The study was carried out using the qualitative method. A total of 118 employees in five-star hotels and sports centers participated in the study. Common factors affecting employee satisfaction were thematized as relationship with co-workers, nature of the job, relationship with superiors, salary, working hours, career opportunities, and job security. The factors affecting the dissatisfaction were thematized as inefficient salary, lack of relationship with superiors, job insecurity, and lack of relationship with co-workers. In the context of satisfaction in tourism, the theme of “Facilities and benefits” differs from sports. In the context of dissatisfaction with sports, the theme of “lack of career opportunities” differs from tourism. Based on the study findings, practical implications are presented for the two industries in an aim to increase the performance and productivity of their businesses. The study conveys its originality by identifying the employee dis/satisfaction factors in the tourism and sports industries.

Dignified working conditions for scientists – on e of the priority directions of state policy in the field of science

Problem setting. The transition to an innovative model of economic development of the country is impossible without creating conditions for safe, high-quality, efficient work with decent pay in various sectors of the economy, which contributes to the realization of human potential. The development of the latter is decisive for the further fate of the economic, political, social, spiritual spheres of life in Ukraine and the creation of conditions for its transition to an innovative model of the state system. The implementation of the Concept of Decent Work at all levels is a complex mechanism for solving the accumulated problems in the social and labor sphere of the country. Today, this is especially true of the scientific field related to intellectual activity. Target of research. Research of problematic issues of legal regulation of relations in the scientific sphere on decent working conditions for scientists and identification of ways to solve them. Analysis of recent researches and publications. The issue of decent work in Ukraine is to some extent covered in the scientific works of such scientists as LP Amelicheva, AV Vasylyk, L. Yu. Velychko, OO Gerasimenko, OD Gostyuk, O V. Zhadan, VV Zhernakov, Yu. Ivchuk, AM Kolot, TA Kolyada, SG Rudakova and others. At the same time, to date, there are no relevant comprehensive studies in the available scientific literature to ensure decent work of such subjects of labor law as scientists, as well as the legal mechanism for appropriate provision. Article’s main body. According to the Concept of the State Target Program for the Development of Research Infrastructures in Ukraine for the period up to 2026, approved by the order of the Cabinet of Ministers of Ukraine of April 14, 2021 № 322-r. One of the problems that needs to be solved is the unsatisfactory condition of the material and technical base of research infrastructures, the lack of decent working conditions for scientists and comfortable premises for their work. The scientific potential of human resources in Ukraine is high enough for research. At the same time, with the low level of material and technical base of scientific institutions and higher education institutions, the number of researchers in Ukraine has almost halved in recent years. The most active, creative scientists continue to leave the scientific sphere. Although scientific personnel and knowledge are fundamental factors in the sustainable development of scientific and technical potential of the state. Conclusions and prospects for the development. It is noted that the existence of the problems considered in the article is due not only to insufficient funding for science, although, of course, the economic factor is one of the main, but also imperfect legislation, lack of research infrastructure, lack of career opportunities, weak interaction with business, lack of government policies aimed at supporting the promotion of science and a number of other factors, which leads to the fact that scientists are forced to either go abroad to work or leave science altogether. The expediency of developing a strategy and program to overcome the problems of decent work in the scientific field is indicated. In particular, it is proposed to develop and approve the Concept of implementation of criteria of decent work in the scientific sphere, which will promote the formation of an ideological “human-centric prism”, through which all processes to improve what is happening today. Its main tasks should be: to determine the most important principles and strategic directions of the legal mechanism for ensuring decent work of Ukrainian scientists; improving the legislation in terms of creating and ensuring the functioning of the legal mechanism to ensure decent work of scientists in Ukraine; prevention of negative socioeconomic consequences related to the functioning of the legal mechanism for ensuring decent work of Ukrainian scientists.

DETERMINANTS OF YOUTH EMIGRATION: A CASE STUDY OF KARACHI (An Overview of emigration from 2010 to 2016)

In the last six years, more than 3.7 million people have migrated from Pakistan to seek employment, mostly in the Middle East. Approximately, 1 million people migrated from Pakistan in 2015 in contrast to 0.75 million in 2014, an increase of about 20.84%. People from all the cities of Pakistan are migrating, especially from Karachi, which is the seventh most populous city of the world and largest in Pakistan. More than 30% of Karachi’s population is youth (ages 15 –29) with 54.9% male and 45.1% female. This study finds that 48.7% of the youth in Karachi want to leave Pakistan for various reasons, including unemployment, insecurity, economic problems, lack of social support, lack of career opportunities. This high rate of outward migration from Pakistan is creating brain drain conditions, especially in the health and education sectors, where there is a shortage of skilled workforce. This paper explores and analyzes factors that are contributing to youth emigration from Pakistan’s largest city, Karachi.

Factors intended to brain drain among nurses working at private hospitals of Biratnagar, Nepal

Introduction: The migration of health worker is a complex and multifaceted phenomena. Emigration of highly skilled and competent nurses to other countries seems to have negative impact on the delivery of excellent health care services. Objective: The objective of this study was to assess factors intend to brain drain among nurses working at private hospitals of Biratnagar. Methodology: A cross sectional study was conducted on staff nurses of selected hospitals of Biratnagar, Nepal from 2017 February to 2018 February; non-probability purposive sampling technique was used. Required information was collected using self-administered semi structured questionnaire related to demographic and factors intending to brain drain from 99 nurses. Results: Majority (78.8%) of nurses were below 25 years of age. Most (81.8%) of them had completed PCL nursing, more than half (55.6%) wanted to migrate abroad to pursue further work and study. Australia (56.4%) and USA (25.5%) emerged as the top destination of choice, while only (5.5%) of them wanted to migrate United Kingdom. Lack of career opportunities, low salary and poor working condition were main pull factors and push factors intending to brain drain among nurses. This study also found that majority (96%) of nurses were not satisfied with their salary. Conclusion: More than half of nurses working in private hospitals would like to migrate abroad. The major push factors for migration was lack of career development and low salary. BIBECHANA 16 (2019) xx -xx

The Potential Impact of Inclusive Business on the Supply Chain of Problematic Organizational Culture

Tracing negative influences for business environments, shows globally a number of encounters, for instance, some organizations have low performance, problematic organizational culture, and in the meantime, several societies encounter poverty, high level of ignorance, corruption, educational problems, lack of career opportunities, and gendered problems. As a result, approaches of sustainability growth is threatened to become less capable for contributing to improving livelihood of most of the communities. Nowadays, appear the approach of inclusive business by the for-profit organizations and not-for-profit organizations, as to contribute to reducing poverty and ignorance, through the inclusion of low income communities in the value chain of such organizations. This paper uses a probability approach that relies on purposive sampling to predict a concurrent contribution of inclusive business to both problematic organizational culture and low income communities, and to expect the benefits to be exchanged between the two parties, and for the purpose to help improve the supply chain of organizations and raise the quality of organizational culture as well. Results show that 0.87 is the probability for the success of inclusive business by 100%, based on my vision’s analysis.

The Potential Impact of Inclusive Business on the Supply Chain of Problematic Organizational Culture

The recent business environment along with the social environment are witnessing a significant negative influences, business encounters low performance and problematic organizational culture, society encounters poverty and high level of ignorance due to corruption, educational problems, lack of career opportunities, gendered problems, that all contribute negatively to the approaches of sustainability growth and their role in livelihood. Therefore, inclusive business is an initiative that substantially keeping its for-profit-nature and unsubstantially its not-for-profit nature, contributes to poverty and ignorance reduction through the inclusion of low income communities in its value chain. Despite low communities demand the contribution of inclusive business, there is evidence that organizations of problematic organizational culture also demand the low income communities’ contributions. As organizational culture, which is a pattern of collective behaviors and assumptions that are taught to new organizational members and are a way of perceiving and even thinking and feeling, produces a criticized culture in several aspects. Consequently, the recommendations to exchange the benefits amongst all parties are evolving to the extend to help improve the supply chain of organizations, and raise the quality of organizational culture of major problems, by determining and identifying the potential impact of inclusive business on such perspective. This paper examines the expected value of inclusive business for a probability distribution of inclusive business scores for a sample of correlated variables subjected to supply chain improvement and problematic organizational culture, based on estimation of their probabilities to show the appearance of potential impact of inclusive business on the supply chain improvement and problematic organizational culture. My point in this paper has a focus on two major magnitudes in regard to measuring a potential impact on both the development of business model, and on the culture of organizations of problematic aspects. This point places the search of previous studies to the inclusive business in general from different perspectives. Consequently, appears the perspectives to show the concept of inclusive business, the methods to apply, the contributions, the benefits from the approach, the challenges, and the prospected role of education and research. This paper uses the expected value and variance of a random variables test to analyze potential impact of inclusive business, for the purpose of raising the significant question of: Is there a potential impact of inclusive business on the supply chain improvement and on resolving problematic organizational culture. The Empirical results as for the current stage of this paper shows that 0.87 is the highest probability for the success of inclusive business by 100%, to help assure my estimated findings that there is a significant potential impact of inclusive business on the supply chain of problematic organizational culture. Therefore, this paper recommends more studies currently and in the future in this field whereas results may differ, and be affected by deliberations. Future experimental research could attempt to replicate my findings in a setting that would control for differences in the associated variables and their numbers to measure, and predict the probabilities of their impact on the inclusive business success in organizations.

Teachers’ Performance Problems in Higher Education Institutions of Pakistan

To plan upcoming 100 years of success, society needs to develop and organize updated education system. The purpose of this study is to identify the problems of the teachers and the resistance that came across on their way of professional career. The study determine the problems such as stress, work life conflict, heterogeneous attitude of students, lack of career opportunities, lack of resources, poor public perception, behavioral problem of student due to different family background and poor relationship with boss that not only decrease the professional effectiveness but also effect the personal life. The objectives of this research is to study the internal and external factors that affects the teacher performance. To analyze the determinants of teacher’s problems and how they decrease the career output. The study recommends them how to cope with these issues. A sample of 12 teachers taken from different departments of IUB and semi structure interview technique is used to conduct the survey. These records were analyzed by categories in form to achieve research objectives. The data were interrupted and evaluated by the content analysis technique. The content analysis technique reveal that teacher will show their better expertise if they are facilitate by latest technology for teaching and it will also help them to keep involve and motivate the students. On the same time teacher have to work on professional deficiencies of the students through friendly discussion. This enable the teacher to identify the aim and goal of the student and help and guide them the right path that take the student to their dream. They work family stress can be minimizing by proper time management and there are must be family’s get-togethers so that families interact with each other and know about the working environment. The current educational setup must give some incentives along with productive measure such that; provide teachers opportunity of research and training with their family. In this way they can well managed their personal and family life. Politics is part of every profession people do anything with this other than just to do their work in the best way with patience. These people are basically showing hypocrisy so leave them on their own way. Poor public perception such as teachers scandalizing can be reducing if we enlarge the canvas of our sight. Technical, organizational and philosophical and behavioral barriers can be overcome if we try to sort out. If we start with something small and simpler this allows us to resolve the issues from scratch. Very simple conclusion is that teachers must be prepared for some hard work, a little frustration, and a great deal of satisfaction in becoming a more effective educator. Rules and regulations of teaching practice should be defined by the institutions before the student teachers go for teaching practice. It will not only help the student teachers but also the supervisors to achieve the predefined targets. Specific teachers should be appointed by the concerning departments to observe teaching of student teachers so that they may stay whole day in school to check the activities of the students and comment honestly. Feedback from student teachers regarding the problems faced by them should be considered important to improve the practice for next time. Institutions should try to fill the gap between theory and practice because sometimes the situation is different to that taught to the students in theory so to save the student teachers from any sort of bewilderment. In a nut shell this study conclude that nothing is impossible as the word impossible itself says that I am possible. Problems do no longer exist and can be eliminated by proper management of time, labor and efficiency. If teachers will be satisfied then they are able to deliver their best.

Career Development and Learning in the Civil Service

Contemporary concept of career comprises not only vertical promotion to higher posts but also any change of posts, responsibilities and the related learning. Currently it is almost unanimously agreed that career is owned by an individual, but organizations, via their career development systems, can also actively participate in the employees’ career development. The purpose of the empirical research was assessment and analysis of the following individual level career development and learning related constructs: career conception, career aspirations, conceived career possibilities, career barriers, career satisfaction, work engagement and evaluation of learning system suitability/non-suitability for career development in the Lithuanian civil service. The representative survey of the Lithuanian civil servants was carried out. The applied method enabled to clarify the career development and learning related tendencies and attitudes in the Lithuanian civil service. The main findings of the research were that the level of career aspirations in the civil service is much higher that the level of conceived career possibilities. The most important barriers for career in the civil service are considered lack of career opportunities in the civil service, unfavourable career policy towards civil servants and belief that selection and promotion processes are unfair.

Musculoskeletal disorders in support workers in the aged care sector

Background: With the proportion of the population aged over 65 expecting to rise from 15 to 26% within the next 50 years, the demand for formal support workers for older adults will rise substantially. It is essential that this workforce remain healthy; however, due to the nature of elder care, musculoskeletal complaints are commonplace in support workers.Objectives: The aim of this systematic review was to determine the current work-related musculoskeletal disorders which are present in workers in the aged care sector.Method: Five databases were searched: AMED, CINAHL, EMBASE, Medline, and Web of Science. Four main concepts: aged care, physical health, carer/support worker, and work, were included in the search. All study design types where participants were involved in the formal care of the older adults were included.Results: The search yielded 17 articles after the implementation of strict inclusion and exclusion criteria. Common musculoskeletal complaints included neck, shoulder, and back pain with a prevalence ranging between 5 and 51%. Associated risk factors for injury included: high physical job demands, psychosocial factors, effort-reward imbalance, lack of career opportunities, increased age, and decreased education levels.Conclusion: Current evidence shows that the back, neck, and shoulder are the main musculoskeletal complaints of workers in the aged care sector. However specific diagnoses of these injuries have not been investigated. Further research should focus on quantifying specific disorders, determining risk factors, and developing prevention strategies.

Impact of Meditation on Stress and Coping Levels of Media Employees

Stress is a Sudden Biological Change. It has become the curse of 21st century and is silent killer in the modem world. Stress is the greatest danger to the information era. Stress is the priceless poison for human life in the universe. It can disturb any one's physical, mental, emotional and behavioral balance. Stress can damage different parts of human body from muscles from tissues to organs and blood vessels. It can speed up pulse rate and respiration. It can raise blood pressure and body temperature. It can also interfere with the body metabolism, digestion, appetite, sleep, sexuality and even fertility.Journalists' and Media persons professional work routines often place them in disturbing and /or dangerous situations where they must confront their own vulnerability and especially in the case of war correspondents and news photographers their own mortality. Inevitably they must deal with the psychological impact of the grieving and sometimes even the shock and disorientation of the human subjects of their stories. Ironically, journalists in such situations are often the ones ignored in terms of the emotional impact of what they are witnessing. How do journalists cope in the face of profound human tragedy and personal risk? Drawing on Sigmund Freud's conceptual model concerning the nature and working of the human mental apparatus, and subsequent major contributions by others who elaborated on and expanded the understanding of ego functions, this essay examines successful journalists' mental activities that aid them in coping with stress in the course of their work. The seasoned journalists interviewed offer introspective accounts of their professional experiences, revealing the broad range of conscious choices they make in their work which allow them to function at a high level in maximally challenging situations.What are the causes of Media Persons stress ?* Excessively high workloads, with unrealistic deadlines making people feel rushed, under pressure and overwhelmed.* Insufficient workloads, making people feel that their skills are being underused.* A lack of control over work activities.* 24 hours Job (No Time Job)* A lack of interpersonal support or poor working relationships leading to a sense of isolation.* People being asked to do a job for which they have insufficient experience or training.* Difficulty settling into a new promotion, both in terms of meeting the new role's requirements and adapting to possible changes in relationships with colleagues.* Concerns about job security, lack of career opportunities, or level of pay.* A blame culture within your Duites where people are afraid to get things wrong orto admit to making mistakes.* Weak or ineffective management which leaves employees feeling they don't have a sense of direction, or over-management, which can leave employees feeling undervalued and affect their selfesteem.* Multiple reporting lines for employees, with each manager asking for their work to be prioritized.* Failure to keep employees informed about significant changes to thejob, causing them uncertainty about their future.* A poor physical working environment, eg excessive heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning equipment, etc* Individuals suffering from stress often display a range of signs that may be noticed by colleagues and other managers.* Major life changes* Relationship difficulties* Political Presure* Financial problems* Being too busy less attachment of Children and family* Changes to duties.* Tight deadlines.* Haras sments* Changes within the organization* Insufficient skills for thejob* Poor relationships with bosses or colleagues* Discrimination* Long hours* Poor knowledge of Technology* Personal or Family Problems* LOW Salaries,Financial Struggles* Suffering fro maintain Family RelationsThese signs include:* Tiredness and irritability* Reduced quality of work* Indecisiveness and poor judgment* Loss of sense of humour* Physical illness such as headaches, nausea, aches and pains* Seeming jumpy or ill-at-ease, or admitting to sleeping badly* Increased sick leave* Poor timekeeping* Changes in working day patterns - perhaps by staying late or taking work homeYou should also look for signs of more widespread problems among groups of employees, for example:* Arguments and disputes between staff* General absenteeism* An increase in grievances and complaints* Greater staff tumo verHow does stress affect you? …

Exploring antecedents and consequences of burnout in a call centre

The aim of this study was to investigate the relationship between six characteristics of call centre work environments, burnout, affective commitment and turnover intentions. These characteristics were competing management goals, work overload, electronic performance monitoring, lack of career opportunities, lack of skill variety and emotional labour. A convenient sample of employees (N = 146) was obtained from a call centre. Multiple regression analysis showed that work overload, lack of career opportunities, skill variety and emotional labour were the most important predictors of burnout. Burnout had a direct effect on turnover intentions. Affective commitment partially mediated the relationship between burnout and turnover intention.

Factors Influencing Career Choice Of Urban Agricultural Education Students

The purpose of the study was to identify factors influencing the career choice behaviors of students who graduated from an urban agricultural education program. A secondary purpose was to identify factors that discriminated between individuals who choose careers in agriculture and those who do not. Former students in the study indicated their parents and friends as the individuals most influencing their choice of a career. The events and experiences reported by former students who chose a career in agriculture focused around several themes which included career opportunities, high school educational experiences, and work experiences. Of the former students who did not choose a career in agriculture, events and experiences cited included having other career interests, a lack of interest in agriculture, and a lack of career opportunities. A discriminant analysis procedure was used to identify factors that discriminated between individuals who chose careers in agriculture and those who did not. Findings indicated that a discriminant model consisting of selected factors could not discriminate between former students who chose or did not choose a career in agriculture after they completed a secondary agricultural program.

Der Aufenthalt Emil Kraepelins an der schlesischen Provinzial-Irrenanstalt Leubus

Emil Kraepelin (1856-1926) worked as surgical resident physician at Leubus (Lubiaz) Psychiatric State Hospital (asylum) in Silesia from August 1884 to April 1885. The asylum had been founded in a converted monastery as recommended by Johann Gottfried Langermann (1768-1832). Its first superintendent was Moritz Gustav Martini (1794-1875). Although no primary documents concerning Kraepelin's stay at Leubus could be found in the archives, the secondary sources and Kraepelin's own publications offer a good perspective on his Leubus period. Thus, his ground-breaking psychopathological study of confusion is based on patients observed at Leubus. Furthermore, it was here that his work on the major paper on falsifications of memory was begun. Kraepelin also finished the second part of his study "On the psychology of the comic" and wrote a postscript to his paper on the validity of Weber's law regarding light sensations. Since the then superintendent Wilhelm Alter (1843-1918) did not object to his residents doing scientific work, Kraepelin encouraged the voluntary resident physician Max Salomon (1860-?) to write a thesis on double-thinking. He also devoted a great deal of his time to writing reviews and to research in experimental psychology. Kraepelin's time at Leubus, similar to his Dresden period, are but a transitional phase for his final return to the university which he had left temporarily because he was disappointed and frustrated by the lack of career opportunities that suited his needs.

Highly skilled globetrotters: mapping the international migration of human capital

In the final years of the twentieth century, brain drain, skills shortages and lack of career opportunities have become issues of major concern for policy‐makers concerned with R&D in government, academia, and industry. Labour mobility across political borders, especially among highly skilled labour, provides a solution for the aforementioned concerns to some actors, but engenders problems to others. Drawing on various empirical investigations and on previous studies, this paper attempts to provide a mapping of the various types of human resources mobility across national borders. It argues that various groups of highly skilled persons are driven by different push and pull factors. In addition to immigration legislation, other factors, such as taxation, studying abroad, quality of work, openness in communication, business expansion overseas, labour market supply and demand signals, etc. play important role in the choice of highly skilled migrants to relocate overseas.

Factors affecting decisions on practice locations.

Questionnaires designed to determine the major factors affecting the choice of practice were mailed to 305 graduates of the University of Oklahoma Tulsa Medical College and their spouses. Sixty-eight percent of the physicians responded. The results showed that graduates reared in large communities chose similar-sized communities as practice sites and placed high priority on their spouses' desires. The lack of career opportunities for spouses, especially those with high levels of education, was a critical factor in not selecting small communities as practice sites.

Occupational and psychosocial stress among commercial aviation pilots.

The sources of occupational and domestic stress, together with life events and coping strategies, were assessed in terms of their influence on job dissatisfaction, mental health, and performance among a group of 442 commercial airline pilots. It was found that self-perceived poor performance was associated with job-related factors such as fatigue and anxiety about required courses, performance checks, and insufficient flying time, particularly among older pilots. Job dissatisfaction was predicted by lack of career opportunities, poor organizational climate and morale, and lack of autonomy at work, together with some domestic stressors (e.g., family health). Overall mental ill-health was found to be associated with lack of autonomy at work, fatigue, and flying patterns, together with an inability to relax and a lack of social support.

Key human resource strategies in an organization downturn

AbstractIncreasingly often, executives are being called upon to manage organizations through downturns. Of critical importance to the long‐term health of a firm is how its employees are treated during these stressful periods. Human resource strategies must minimize the loss of key personnel needed for organizational survival and turnaround. The purpose of this article is to discuss why key employees leave organizations following a downturn. We propose two reasons: Either employees abandon a sinking ship or upon considering a lack of career opportunities, they take well‐timed exits. Then, by considering individual career issues that arise from an organization downturn, ways to counteract ill‐timed employee exit are identified. These human resource strategies either reduce organizational uncertainty or increase career opportunity.