Levels Of Job Quality Research Articles

Perceived job insecurity and task performance: what aspect of performance is related to which facet of job insecurity.

Employee task performance is considered to be of crucial importance for organizational survival and growth, at the same time, the struggle for organizational survival and growth most especially in the current economic climate gives rise to perceptions of job insecurity among employees thereby making the perception of job insecurity a relevant topic. This study examined the effect of perceived job insecurity on task performance. In addition, the effect of both quantitative and qualitative facets of job insecurity on the different components of task performance, was investigated. By making use of the multi-stage sampling technique, a total of 342 employees with age range of 23 to 46years were proportionately selected from the cluster that represents each bank. Furthermore, the close ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. Based on the regression analysis conducted, it was revealed that while perceived job insecurity as a uni-dimensional construct exercise a significant and negative effect on task performance, both quantitative and qualitative job insecurity also have a significant and negative effect on this performance with the later, found to exercise a stronger negative impact. Furthermore, results also indicate that while quantitative job insecurity is more negatively related with the job quality component of performance, both job quantity and job time limit are more negatively related with qualitative job insecurity. To conclude, recommendations were made on the need for organizations to focus intervention on antecedents of job insecurity which have been classified as macro level, micro level and personality factors with the view of reducing the incidence of perceived job insecurity. It was also recommended that managers should endeavor to concentrate more resources on those employees who suffer from qualitative job insecurity whenever there is a need to make use of these interventions, while also being in cognizant of the fact that a different level of intervention is required for employees with different level of job quality, job quantity and job time limit.

The Effects of Job Quality on the Health of Wage Workers: Congruence between the Hard and Soft Job Quality

BackgroundThis study analyzes the linear and non-linear effects of the hard and soft dimensions of job quality on the overall health of wage workers. It also examines the congruence or fit between the hard and soft job quality on the overall health of wage workers. MethodsThis study measured thirty indicators that constitute job quality and reduced the indicators into twelve sub-dimensions of job quality using reflective factor analysis. In addition, this study derived two dimensions of job quality from the twelve subdimensions, namely the hard and soft job quality using formative factor analysis. This paper applied the response surface analysis to analyze the congruence effect between the two dimensions of job quality. ResultsA logarithmic relationship was found between the dimension of hard job quality and the worker’s overall health. This study also verified that the congruence effect between the two dimensions of job quality does not exist, and the combined effect of job quality is lower when the two dimensions of job quality are at the same level than the effect when either level of job quality is high or low. ConclusionsAlthough hard and soft job quality has independent positive effects on the overall health of wage workers, the two dimensions of job quality are not congruent or not in harmony with each other. This incongruence between hard and soft job quality, together with a higher impact of hard job quality, suggests that the role of soft job quality on overall health is relatively limited.

How good are jobs in New Zealand?

Based on an analysis of the New Zealand data in the Work Orientation module of the International Social Survey Programme (ISSP) across three rounds (1997, 2005 and 2015), this paper examines how workers in New Zealand perceive their job quality. These surveys imply that New Zealanders have relatively good jobs, as shown in healthy levels of job quality and job satisfaction. They rate highly the quality of their collegial relationships at work and typically perceive the intrinsic quality of their job as better than the extrinsic quality. A key issue in relation to the latter is that they generally do not rate their advancement opportunities as high. While men, full-timers and graduates have some advantages over women, part-timers and non-graduates in extrinsic job quality, the intrinsic quality of work is more evenly experienced. In terms of intrinsic issues, the rising level of stress from 2005 to 2015 poses a concern and there is no evidence that graduates enjoy any kind of premium in the intrinsic quality of work apart from a lower level of hard physical effort.

Rural and urban employment patterns in Brazil: a dynamic panel data approach

This study applies a quantitative approach in dynamic panel data to capture the determinants of employment quality in Brazil through the model of generalized minimum moments. The results show that the rural universe persists as a more precarious environment than urban areas, although the differences has decreased with time. In addition, the results of this study show that growth of labor income and the level of education of employees are important tools not only to expand the levels of job quality, but also as response to dilemmas of the surveyed labor markets.

Shedding light on economic opportunity: skin tone and job quality during the Great Recession

ABSTRACTA significant body of literature suggests that skin-tone segmentation is a salient characteristic of inter-group economic inequality in the United States. Yet, empirical investigations of this social phenomenon and its impact on labour-market outcomes for worker’s in the United States remains limited or focused on the impact of skin tone on wages. This article examines whether or not phenotypic variability in skin tone among workers influenced levels of job quality experienced during the recessionary era (2007–2012). Data from the Puerto Ricans and the Impact of the Great Recession Survey were used to estimate a Poisson Regression with Endogenous Treatment Effects to consider the impact that variations in skin tone have on levels of job quality experienced by workers. Findings suggest evidence of skin-tone labour-market segmentation, as workers with darker skin shades experienced lower levels of job quality than those workers with lighter skin tones within and across larger racial and ethnic groups. The results also suggest important regional variations in the experience of skin-tone labour-market segmentation in the United States. The article concludes by reflecting on the implications of the findings for racial economic inequalities and patterns of social stratification in the contemporary United States.

Job types and job quality in Europe

This article shows how an analysis of job types can deepen our understanding of job quality and how job quality varies across 27 European countries. First, using the European Working Conditions Survey 2005, a taxonomy of six job types is developed and their quality established. This taxonomy suggests that there are different types of high- and low-quality jobs. Second, institutional theory is drawn on to examine why job quality varies cross-nationally. The results of a multilevel analysis indicate that national differences in institutional regimes (social democratic, continental, liberal, southern European, transitional) result in cross-national variation in both the level of job quality (i.e. the overall proportions of high- and low-quality jobs) and the nature of job quality (i.e. the particular types of high- and low-quality jobs found). It is concluded that institutional theory is able to explain the level but not the nature of cross-national variation in job quality.

CIPP모형을 활용한 IT분야 산학협업 인턴쉽 프로그램에 대한 평가

본 연구는 기업이 원하는 맞춤형 인재육성과 함께 질적 불일치 해소와 최근 대두되고 있는 무업자 증가 및 청년실업률 완화에 기여할 수를 있기 위해 단순 교육차원의 산학협력이 아닌 고용이라는 실질적 가치창출로 연계되는 IT인턴쉽 모델 개발과 활성화를 목적으로 하고 있다. IT인턴쉽 시범운영한 참여기업 및 인턴학생에 대해서 CIPP모형을 활용한 실태조사를 한 결과, 재학 중의 인턴쉽 경험이 취업에 도움을 주고 있음을 알 수 있었으며, 현장실습기간이 길수록 취업에 도움의 정도가 커진다고 생각하고 있다. 학력보다는 전공 및 직무위주의 인턴사원을 매칭하고 사전교육의 효과로 신입사원 수준의 업무를 부여하고 수행하여 인턴쉽 내용이 질적으로 상승하게 되었다. 지방학생 채용비율 56%로 지역특화 산업과 연관된 기술 분야의 지방학생에 대한 기업의 선호도가 있는 것으로 나타났으며, 연수기관의 87%가 재참여 희망하였으며, 이중 61% 연수생을 채용 희망의사를 표시하여 고용연계 가능성을 확인 하였다. 또한 연수생들의 68.3%가 인턴 후 중소기업에 대해 긍정적으로 이미지 전환되어 인턴사업이 중소기업에 대한 기존의 부정적 선입견 완화에 기여 하고 있음을 보여 주고 있다. The purpose of this study is to develop New-IT internship and to search for the way to reduce quality mismatch and unemployment ratio and to ultimately enhance its effectiveness of university-industry collaboration(UIC) in the field of information technology in Korea. To achieve the goal of this study, we tried to come up with more job creation than educational UIC. The survey(based on CIPP model) based on the reaction of companies and interns participating in IT internship program promoted by MKE(Ministry of Knowledge and Economy) shows that intern experience helped them to get jobs and longer intern period gave them to find job more easily. This program is designed to focus on intern matching between students' major and their intern jobs, and requires new employees' level of job quality. They(56%) preferred to hire local college students majoring in special technology area related to regional innovation industry cluster. It also found that intern companies(87%) wanted to participate in this program again and hired intern students(61%) as showing the possible connection of internship and employment. IT Internship program affected students(68.3%) good images about small and medium enterprises(SME) after finishing internship.

Job quality and flexible practices: An investigation of employee perceptions

Job quality debates in Australia are dominated by two major concerns: the skill level of employees and the growing incidence of contingent employment. The Hackman and Oldham (1980) job quality model provides the theoretical basis for an investigation of a major aspect of job quality (‘skill variety’) among both casual and permanent employees. This article reports the findings of three investigations using data from 3,097 employees collected from a longitudinal study in Australia. The first investigation compared the job quality perceptions of permanent and casual employees; the second examined the perceptions of full-time casual employees and part-time casual employees relative to permanent employees; and the third examined the impact of ongoing casual employment on the perceived level of job quality. The findings demonstrate that employees in casual jobs – especially those in part-time casual jobs – perceived that they had lower job quality than employees in permanent work. Employees who were engaged in casual employment in both 2001 and 2002 were more likely to report low job quality in 2002.