Limited Promotion Opportunities Research Articles

Factors Contributing to Millennial Employees’ Turnover Rates

Millennial employees in the bakeshop industry exhibited high turnover rates primarily due to the need for a safe work environment, recognition, and opportunities for promotion. The study focused on the factors contributing to millennial employees’ turnover rates. This study employed a quantitative, non-experimental, correlational design to investigate turnover intention among millennial employees in the bakeshop industry in Cebu Province. Data were collected via a researcher-made questionnaire from 34 randomly selected millennial employees. Analysis through descriptive statistics, chi-square tests, and weighted means revealed that millennials, who formed a significant portion of the working class, tended to leave their jobs if their specific needs were not met. The primary factor driving their turnover was self-preservation, with employees prioritizing a safe and healthy work environment. A workplace free from injuries and accidents not only attracted but also retained employees, leading to reduced absences and increased productivity. Consequently, a commitment to health and safety by employers enhanced employee retention and reduced business disruptions. Additionally, recognition and opportunities for promotion were crucial for retaining millennial employees. They were likely to leave if they felt undervalued or saw limited promotion opportunities. Training and development were less significant than promotions in influencing their decision to stay. The study also found that changes in management or internal talent management practices had minimal impact on retention, provided the work environment remained stable and employees were treated well. Overall, addressing millennials’ needs for safety, recognition, and career growth was vital for reducing turnover rates in the bakeshop industry.

Venality in town: the civic participation of venal forestry officers in Villemur (1671–1776)

Abstract Ancien régime venality of office has been axiomatically associated with inefficiency and corruption. In the case of mid-ranking provincial royal forestry officers, such behaviour was blamed on the limited promotion opportunities and poor financial rewards of their office. This article argues that active engagement with municipal politics was an additional, and more effective, compensation strategy for these office-holders because they could capitalize on the opportunities provided by the introduction of municipal venality in 1692. While financially unrewarding, civic participation enhanced their local status and prestige. It also contributed to the concentration of municipal power into few privileged hands, which over time severely undermined more participative forms of local governance. Ultimately, the failure of Colbert’s vision of forestry as an efficient public service was not due to the venal nature of the forestry office per se, but to office-holders sacrificing dedication to the king’s service for enhanced municipal prominence.

A meta-synthesis of the transitioning experiences and career progression of migrant African nurses

IntroductionWith the rise in global migration, hospitals and health systems in developed countries are looking to supplement their workforces with migrant nurses who have been reported to feel devalued, underutilized with experience of deskilling and unmet expectations as they transitioned. Despite the plethora of literature reporting on the experiences of internationally trained nurses, only limited work has been done regarding understanding the experiences of Migrant African nurses. Thus, this study sought to synthesize existing qualitative studies to develop in-depth understanding of the transitioning experiences of migrant African nurses, their career progression and to highlight existing gaps to guide future studies as well as inform policies.MethodA meta-synthesis was performed and reported according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses and the Enhancing transparency in reporting the synthesis of qualitative research statement. A pre-planned search strategy was developed guided by the SPIDER tool for qualitative synthesis searching EMBASE via OVID, CINAHL via EBSCO, PubMed, Web of Science, and PsychINFO databases. We included published studies that 1) focused on migrant African nurses, 2) employed a qualitative design and 3) reported in English.ResultsThe search yielded 139 studies of which nine studies met the inclusion criteria and included in final synthesis. Three themes with corresponding subthemes emerged from data synthesis: 1) Navigating reality shock (a. Navigating a new culture, b. Survival strategies and support amidst the shock); 2) Discrimination and limited opportunities for promotion (a. Prejudices and preference for White over Black, b. Lack of recognition and limited opportunities for a workplace promotion); and 3) Finding one’s feet (a. Standing up for oneself and looking beyond discrimination, b. Experiencing growth).ConclusionTransitioning to a new setting can be a challenging experience for migrant African nurses warranting the availability of a tailor-made adaptation or orientation programme. Though African nurses may experience discrimination and prejudices as part of their transition, they consider their situation to be better off compared to back home. Therefore, clear transitioning policies which focus on career pathways are required by hiring institutions, and migrant nurses should be proactive in taking active roles in pushing their career ahead, instead of maintaining a culture of silence.

Career Spillovers in Internal Labour Markets

Abstract This article studies career spillovers across workers, which arise in firms with limited promotion opportunities. We exploit a 2011 Italian pension reform that unexpectedly tightened eligibility criteria for the public pension, leading to sudden, substantial, and heterogeneous retirement delays. Using administrative data on Italian private-sector workers, the analysis leverages cross-firm variation to isolate the effect of retirement delays among soon-to-retire workers on the wage growth and promotions of their colleagues. We find evidence of spillover patterns consistent with older workers blocking the careers of their younger colleagues, but only in firms with limited promotion opportunities.

Quantity and Quality of Healthcare Professionals, Transfer Delay and In-hospital Mortality Among ST-Segment Elevation Myocardial Infarction: A Mixed-Method Cross-Sectional Study of 89 Emergency Medical Stations in China.

BackgroundTransfer delay provokes prolongation of prehospital time, which contributes to treatment delay that endangers patients with ST-segment elevation myocardial infarction (STEMI). A key constraint in reducing transfer delay is the shortage of emergency healthcare workers. This study was to explore the influence of the quality and quantity of healthcare professionals at emergency medical stations on transfer delay and in-hospital mortality among STEMI patients.MethodsA cross-sectional study using mixed methods was conducted at 89 emergency stations in 9 districts in China's Shenzhen province. Based on a sample of 31 hospitals, 1,255 healthcare professionals, and 3,131 patients with STEMI, a generalized linear model was used to explore the associations between the quality and quantity of healthcare professionals and transfer delay and in-hospital mortality among STEMI patients. Qualitative data were collected and analyzed to explore the reasons for the lack of qualified healthcare professionals at emergency medical stations.ResultsThe analysis of the quantity of healthcare professionals showed that an increase of one physician per 100,000 individuals was associated with decreased transfer delay for patients with STEMI by 5.087 min (95% CI −6.722, −3.452; P < 0.001). An increase of one nurse per 100,000 individuals was associated with decreased transfer delay by 1.471 min (95% CI −2.943, 0.002; P=0.050). Analysis of the quality of healthcare professionals showed that an increase of one physician with an undergraduate degree per 100,000 individuals was associated with decreased transfer delay for patients with STEMI by 8.508 min (95% CI −10.457, −6.558; P < 0.001). An increase of one nurse with an undergraduate degree per 100,000 individuals was associated with decreased transfer delay by 6.645 min (95% CI −8.218, −5.072; P < 0.001). Qualitative analysis illustrated that the main reasons for low satisfaction of healthcare professionals at emergency medical stations included low income, limited promotion opportunities, and poor working environment.ConclusionsThe quantity and quality of emergency healthcare professionals are key factors influencing transfer delay in STEMI patients. The government should increase the quantity of healthcare professionals at emergency medical stations, strengthen the training, and improve their performance by linking with clinical pathways to enhance job enthusiasm among emergency healthcare professionals.

The Relationship between Social Stigma and Brexit of European Teachers in the United Kingdom: The Inquiry of Sociocultural and Psychological Racism

Due to the development of the national policies and Brexit in the United Kingdom, teachers from European Union may experience bias and difficulties due to their background and status. From the sociology of education perspective, the researcher employed the stigma approach and the sociocultural and psychological racism theory as the theoretical frameworks to understand how experienced European teachers who lived in the United Kingdom describe their experiences. The phenomenological design with two sessions of in-depth interview tool was employed to recruit 86 participants all around the United Kingdom. The results indicated that workplace bullying, discrimination and stigma due to nationality, and limited promotion opportunities were key concerns. The outcomes of this study captured the contemporary situation, stigma, social bias and discrimination problems based on the people who have settled in the UK for at least two decades. Policymakers, government leaders, human resources professionals, social caring professionals and researchers may take this study as the opportunity to polish and reform their community.&#x0D; &#x0D; Received: 19 July 2021 / Accepted: 13 September 2021 / Published: 5 November 2021

Gender and settler labour markets: The marriage bar in colonial Zimbabwe

ABSTRACT This paper discusses the marriage bar in Southern Rhodesia’s labour market. It extends the analysis of the marriage bar. Over and above restrictions to enter the labour market, white women in colonial Zimbabwe, over time, also faced restrictions in terms of their conditions of service once they had entered the market. Married women, for example, were not permitted into permanent employment and, therefore, did not enjoy the benefits associated with fixed establishment. Married white women also had limited opportunities for promotion. Various justifications were proffered to maintain this status quo. However, by and large, hegemonic patriarchies played an important role in entrenching the domestic ideology that fuelled the marriage bar in its various forms. As the paper demonstrates, the marriage bar did not go unchallenged and, in 1971, married women’s restrictions regarding permanent employment were lifted. Of course, these legalistic undertakings were not always immediately reflected in practice partly because perceptions about married white women as primarily mothers and wives lingered on.

The situation of women on the Polish labour market compared to the situation of men

Despite the many steps taken towards gender equality, women's situation on the labour market is worse than the respective situation of men. Women receive lower remuneration and are offered limited promotion opportunities. The aim of the research described in the paper is to compare the situation of men and women on the labour market and to indicate the factors which determine it. The study is based on data from the Labour Force Survey (Badanie Aktywności Ekonomicznej Ludności – BAEL) covering the years 2010–2018. The article presents an analysis of the employment and unemployment rates and estimates showing the relative chances of the outflow from employment and unemployment for both men and women. The results of the analyses indicated an upward trend in the employment in the given period, although the employment rate was lower for women than for men in all the featured sections. Moreover, women faced a greater risk of unemployment than men, despite the fact that the gap between the unemployment rates for men and women narrowed in the years 2015–2018. The highest probability of job loss and outflow to unemployment was observed among women aged 15–24 and 25–34, while the lowest among women with tertiary education.

Career Spillovers in Internal Labor Markets

This paper studies career spillovers across workers, which arise in firms with limited promotion opportunities. We exploit a 2011 Italian pension reform that unexpectedly tightened eligibility criteria for the public pension, leading to sudden, substantial, and heterogeneous retirement delays. Using administrative data on Italian private-sector workers, the analysis leverages cross-firm variation to isolate the effect of retirement delays among soon-to-retire workers on the wage growth and promotions of their colleagues. We find evidence of spillover patterns consistent with older workers blocking the careers of their younger colleagues, but only in firms with limited promotion opportunities.

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists.

Objectives:We investigated factors affecting turnover and assessed satisfaction with an existing Incentive Management System and to which extent it motivates employees. We also provide recommendations to improve the Incentive Management System.Methods:A cross-sectional questionnaire study utilizing a convenience sample from of a population of 250 Medical Laboratory Technologists.Findings:100 medical laboratory technologists responded to the survey. We found discrepancy in wage allocation to be the most prominent factor affecting turnover intention with 51% strongly agreeing, followed by low incremental system with 48%. Other factors were: limited opportunities for promotion, insufficient allowances and benefits, and lack of continuing education and professional growth opportunities with 49%. 26% of respondents found lack of autonomy/independence to be a factor. Poor workgroup cohesion was least ranked (17%). 39% reported dissatisfaction with workload, 31% were dissatisfied with their provided allowance, with management support, and the working hours, and opportunities for promotion (44%). Opportunities for career growth and higher pay were highest ranked as incentives to remain, and additional vacation time and supportive colleagues to be the least relevant factors. There was a significant correlation between age and motivation levels (r = 0.223, p = 0.026).Discussion and Conclusions:Burnout and turnover can be costly to healthcare organizations, due to the impact on productivity and healthcare quality. Human resource departments must ensure to not only attract skilled employees, but also influence their motivation and retention due to the impact on productivity and health care quality. Incentive management systems support practices to enhance skills, knowledge, abilities and retention rates for healthcare employees. Our study findings support the continued improvement of Incentive Management Systems within the healthcare organization to reduce turnover rates, maximize quality outcomes, and increase the levels of commitment and motivation of employees.

Employee sharing: a new type of employment, opportune in a globalized context

Abstract The legal contemporary framework regarding individual employment relations has proven to be generally based on the proliferation of non-standard forms of employment, which respond equally to both employer and employee’s need for flexibility. While atypical contractual arrangements are perceived as key elements in finding solutions to problems related to the reconstruction of economic life and reaching a much-wanted balance between family and professional obligations, wide debates were noted regarding the negative effects generated by such situations on a legal protection basis. From the employee’s angle, atypical contractual arrangements generate a situation surrounded by insecurity, analysed under following aspects: remuneration and limited social protection, insecurity and instability that characterizes this type of employment, work conditions of the precarious, as well as limited promotion opportunities. Since the category of atypical contractual arrangements is heterogeneous and we are not able to analyse the incidence of these negative effects related to all the atypical methods of employment, the following article emphasizes the particular features of the employee sharing as a new, flexible form of employment, considerably convenient in a globalized context. Based on a comparative law analysis conducted in order to uncover various perspectives of the European Union’s Member States, this paper highlights the usefulness of implementing the employee sharing system on a national labour market and the opportunities created for the employees.

How do job-related constructs determine employee turnover? Serbian hotels example

In the hospitality industry, employee turnover is extremely high. It is often caused by minimal growth opportunities, intensive work, lack of flexibility, limited opportunities for promotion, lack of recognition, etc. Investment in human resources, strategies that maintain an adequate workforce and improve employee engagement is quite justified cost with multiple returns. The specific issue is that hospitality leaders often do not know the relationships between employee satisfaction, employee motivation and employee engagement, which may be the basis for understanding their intention to leave the job. The purpose of this study was to examine the relationship between the three job-related constructs: motivation, job satisfaction, and work engagement, as well as to examine their impact on employee turnover. The results confirmed a positive relationship between job satisfaction and motivation, satisfaction and work engagement, as well as the relationship between motivation and engagement. On the other side, the results showed that job satisfaction, dedication, and vigor negatively predict employee turnover. The findings may provide hotel managers with a foundation to understand this issue and assume where to direct their research and how to improve job conditions.

Career Spillovers in Internal Labor Markets

This paper studies career spillovers across workers, which arise in firms with limited promotion opportunities. We exploit a 2011 Italian pension reform that unexpectedly tightened eligibility criteria for the public pension, leading to sudden, substantial, and heterogeneous retirement delays. Using administrative data on Italian private-sector workers, the analysis leverages cross-firm variation to isolate the effect of retirement delays among soon-to-retire workers on the wage growth and promotions of their colleagues. We find evidence of spillover patterns consistent with older workers blocking the careers of their younger colleagues, but only in firms with limited promotion opportunities. Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.

An Exploratory Study: Correlations Between Occupational Stressors, Coping Mechanisms, and Job Performance Among Chinese Aviation Maintenance Technicians

Aviation maintenance technicians play a vital role in air transportation. These workers are responsible for keeping aircraft airworthy and executing safety responsibilities. Undesirable stress levels may have a negative impact on work performance (Mowday, Porter, & Steers, 2013). Poor work performance may manifest in safety violations, absenteeism, turnover, and disengagement. These outcomes may disrupt an organization’s operation and negatively impact the financial bottom line. This mixed-methods exploratory research study was aimed at examining the relationships between occupational stress, coping mechanisms, and job performance. Research questionnaires were electronically distributed to frontline aviation maintenance technicians at multiple airlines in China. Eighty-two (n 5 82) completed surveys were used for data analysis. Results indicated a statistically significant negative correlation between occupational stress and job performance. A positive correlation between occupational stress and coping skills was found, but no significant correlation between job performance and coping mechanisms. Additionally, two open-ended questions were analyzed pertaining to occupational stressors and coping mechanisms. Salary, strenuous work schedule, and limited opportunities for promotion were the top three work-related stressors identified by participants. Taking a break, talking to someone, and exercising were the top three coping mechanisms identified by participants. Along with the results, recommendations for future research to identify causal relationships are discussed.

The Mediating Effect of Organizational Trust on the Link between the Areas of Work Life and Emotional Exhaustion

Academicians have a lot of flexibility in how they spend their time, not only in terms of hours per week, but also in how they schedule teaching, administrative, research, and publishing related activities (Siegall & Mc Donald, 2004). However, time when academic institutions were regarded as a low-stress working environment has come to pass (Chen et al., 2014). Instead, academic faculty members working at universities are faced with overloaded work schedules (Dillion & Tanner, 1995), challenging demands from diverse student populations (Byrne, 1999), and limited opportunities for promotion. At same time, they are under high pressure to improve their academic and teaching performance while also being subject to increasingly demanding criteria and standards in academic publications (Tumkaya, 2006). Such harsh organizational requirements imposed on academic staff has caused growing interest in understanding faculty members' emotional reactions to adverse work conditions and stressors. Among emotional reactions, burnout merits special attention because its resulting negative consequences are on increase at an ever accelerating rate in educational institutions. Such consequences include accelerated turnover intentions (TI), reduced quality of teaching and research, absenteeism, and detachment (e.g., Erkutlu, Chafra, & Bumin, 2011; Murat, 2003).Although a vast amount of studies conducted in educational institutions have examined burnout syndrome (Maslach, 1993), much of work has focused on helping individuals by suggesting various coping strategies (Dworkin, 2001). Schwab and Iwanicki (1982, p. 62) state that many organizations have launched programs to combat burnout without understanding what it is, why it exists, or even whom it is effecting. So, scholars start to argue that this traditional individualistic approach is inefficient in providing realistic picture of burnout and commented that the causal elements of burnout are to be seen within structure of school or structure of educational system (Dworkin, 2001, p. 70). Thus, it is of worth to adopt a wider perspective while examining academician burnout. In this case, researchers attempted to observe it through an organizational lens.Maslach and Leiter (1997) described six areas of work life (AW) in an organizational context coming together and encompassing major organizational antecedents of burnout: These areas are workload, fairness, control, community, reward, and values. Accordingly, burnout arises from mismatches between people and their work settings manifesting in six areas (Leiter & Maslach, 1999). It has been reported that burnout levels for academicians are now comparable with those of other education and service professionals (Watts & Robertson, 2011). As indicated previously, teaching staff in higher education institutions currently face increasing demands and experience high pressure to equip themselves with necessary skills to respond to demands of dynamic environment (Chen et al., 2014). When academicians do not experience a sense of wellbeing at work, they experience high levels of stress, become more dissatisfied with their job, and suffer from greater emotional exhaustion (Trent, 1997). Therefore, this study takes as its base assumption that work environment can fully account for what had previously been considered an individual syndrome of burnout (Lasalvia et al., 2009) and then explores role of perceived contextual factors on exhaustion.Although some research has focused on linkage between workplace factors in AW and burnout, by what means these factors influence burnout has not been adequately investigated. For this reason, this paper focuses on organizational trust, which simply reflect employees' willingness to be vulnerable to their organizations' actions (Paliszkiewicz, 2011), as a transmitting mechanism. Accordingly, this degree of vulnerability increases in situations where parties are interdependent to each other. …

Restricted opportunities under employment reform: the experiences of select universities in the Chinese Mainland

ABSTRACTThis study investigates changes to academic work life under recent employment reform in the Chinese Mainland. It employs a mixed-methods research approach, first conducting a survey of 1,770 teachers at nine universities in Mainland China. These nine universities consist of first-tier, second-tier, and ordinary universities. Next, through a qualitative research approach, 60 teachers at three of the nine universities were interviewed. Teachers from the departments of management, information technology, education, and physics were interviewed, reflecting a variety of work conditions. Our study finds that the employment reform, with its stress on quantitative research output, has led to further restrictions on academic work and the standardization of academic development. The new measurements have led to a crisis of confidence and dignity for many senior teachers. Great pressure has also been placed on younger academics, who receive very limited promotion opportunities. This study offers a significant theoretical contribution to discussion on the changing academic work life and has policy implications for higher education personnel policy in China.

Occupational segregation and gender inequality in job quality: a multi-level approach

Gender differences in perceived quality of employment (achievement, content, job insecurity, time autonomy and physical and emotional conditions) are examined. The study asks whether women’s occupations provide better conditions in areas that facilitate their dual role in society, as a trade-off for low monetary rewards. Specifically, it examines the association of women’s concentration in broader occupational categories, embedded in particular national contexts, with gender differences in job quality. Utilizing the 2005 ISSP modules on work orientation shows that women lag behind men on most dimensions of job quality, countering the hypothesis that women’s occupations compensate for their low wages and limited opportunities for promotion by providing better employment conditions. However, as women’s relative share in occupations grows the gender gap narrows in most job quality dimensions. The implications of these results are discussed.

Influence of job satisfaction and demographic factors on organizational commitment among of teachers of federal government girls’ college, zaria, nigeria

One of the major concerns of many employers and human resource management practitioners(HRMPs) is to make their employees highly satisfied in order to retain them as well as to make themproductive and committed to their organization. Unfortunately, many cases of turnover and poor attitudes towork have been frequently reported by many surveys and news media. One significant reason that the cost ofturnover in the secondary school remains high are due to the poor pay, limited promotion opportunities, poorsupervision, poor communication among others. The objective of the study was to investigate the influence ofjob satisfaction and demographic characteristics on organizational commitment among teachers of FederalGovernment Girls‟ College, Zaria, Nigeria. A cross-sectional survey was conducted on a sample of 52teaching staff of Federal Government Girls College, Zaria. Correlational and regression analyses techniqueswere used to analyze the data collected. The study .revealed that (1) there significant positive relationshipbetween job satisfaction and organizational commitment (2) there was a significant positive positiverelationship between age and organizational commitment; and (3) there was significant negative relationshipbetween education and organizational commitment Based on the findings, it is recommended that in order toensure a high level of job satisfaction of teachers there is a need to enhance their salary. This is needed tosatisfy the pay need of the teachers and also improve the public image and self esteem of teachers. Teachers‟working conditions should also be improved also in order to ensure that highly qualified and very experiencedteachers are retained in the schools.

The viability of self-employment for individuals with disabilities in the United States: A synthesis of the empirical-research literature

The lack of employment opportunities and stable employment for individuals with disabilities continues to pose personal and societal difficulties and challenges. Moreover, research and government statistics have consistently reported that individuals with disabilities have lower employment wages and benefits than individuals without disabilities, as well as limited opportunities for promotion and career advancement. Not surprisingly, individuals with disabilities also experience persistently higher poverty rates. While much is known in the empirical-research literature about individuals with disabilities who work for someone else, much less is known about individuals in self-employment. Some anecdotal information suggests that self-employment may be a way to improve these outcomes. In the present paper, we reviewed, analyzed, and synthesized the findings of empirical-research studies on self-employment of individuals with disabilities in the United States. We found that successful self-employment is defined in financial and non-financial terms and is largely influenced by three factors: individual characteristics, level of supports, and accountability systems. Because of the small number of U.S. research studies on self-employment, however, our conclusions are tentative. Further empirical research is needed, focusing especially on long-term outcomes. Implications for researchers, individuals with disabilities, and other stakeholders are discussed in conclusion.

Job Satisfaction and its Contributing Factors in Female Faculty Members of Shahid Beheshti University of Medical Sciences

Faculty members, as significant human resources, can play a crucial role in enhancing output in different social establishments, including universities and educational systems, if they are satisfied with their job condition. Nowadays nearly half the members belong to female employees in different organizations such as universities and educational settings. The attitude of this number of employees, including female faculty members, is of special significance if the quality of work is to be enhanced in universities or other educational establishments. Bearing in mind this significance, the current study investigated job satisfaction among female faculty members of Shahid Beheshti University of Medical Sciences (SBMU) in 2008, Tehran. The assumption was that the satisfaction level of faculty members from their job could significantly enhance the quality of education and clinical care at different colleges and teaching hospitals of the university. In line with this assumption, as a descriptive research, the study investigated job satisfaction among female faculty members at SBMU in 2008. Altogether a total of 116 subjects, selected randomly, were asked to complete the questionnaires. The Minnesota questionnaire and the Personal and Managerial questionnaire were used to measure the satisfaction level of the participants from their career. The researchers referred to different colleges and hospitals of SBMU to ask the participants to fill out the questionnaires. Then, following the data collection procedure and questionnaire analysis, the data were subjected to numerous statistical tests such as t-test, One- way ANOVA and Multiple comparisons tests. Job satisfaction among female faculty members at SBMU, according to the results, was low to some extent. The main factors accounting for a rather low satisfaction score were limited welfare facilities, low salaries and unpaid arrears, improper work environment and limited promotion opportunities.