Long-term Employment Research Articles

The Impact of Stress on Acne

Introduction: Despite general acknowledgment of a link between stress and acne, few research have been conducted to evaluate this link. The purpose of this study was to discover the link between stress and acne severity.
 Method: The research was carried out on adolescent students chosen from Singapore's Choa Chu Kang Secondary School. A total of 94 (59%) of the 160 students invited to participate in the study accepted (43 males and 51 women), and all participants provided parental informed agreement. Mid-year exams at schools were chosen as the stress model for the study. Singaporean children undergo an intensive school examination process. The outcome of such tests has a significant impact on children's long-term employment possibilities. The Perceived Stress Scale (PSS) was utilized in this study to assess acne severity in relation to stress using the global acne grading system (GAGS). The questionnaire also contained some confounding factors related to the severity of acne.
 Conclusions: According to the findings of this study, it is concluded that stress has a favorable correlation with acne severity.

An Improved Measure for the Strength of Social Gender Norms (SSGN) Developed for Adolescents in Uttar Pradesh, India

Social norms can frame how typical and appropriate the choices available to individuals are, making some more difficult while others easier to make. Despite the important role of both descriptive and injunctive norms for intervention, few measures are available that distinguish these types of perceptions. Fewer still are tailored for settings where development challenges are present and behaviorally-informed interventions are implemented. To address gaps in measuring social norms that impact women’s employment in India, this study was conducted with 399 adolescents aged 14-17 years to develop the Strength of Social Gender Norms (SSGN) scale. Exploratory factor analysis demonstrated a good two-factor structure. Psychometric analyses satisfied tests for internal consistency, differentiated it from attitudes, and found moderate test-retest reliability. Using this scale, we found that girls perceived more positive social norms overall but held more negative perceptions of what others in their communities think about women working (i.e. injunctive norms), relative to boys. Our results confirm the ability of the SSGN scale to distinguish different aspects of social norms among low-income Indian adolescents, a population that is neglected in psychology research at large. Future research should aim to replicate results in additional hard-to-reach samples and investigate the association between actual longer-term employment outcomes of women.

Examining Employment Outcomes of Recently Hired, Older Workers in the Child Welfare Workforce

ABSTRACT Older workers represent a growing proportion of the child welfare workforce. Yet little research examines employment outcomes of this population. This study used data from the first two waves of the Florida Study of Professionals for Safe Families, a longitudinal study of 1,500 newly hired child welfare workers. Workers 50 and older had lower odds of job retention compared to younger adults. However, older workers reported less burnout and secondary traumatic stress than younger counterparts. Older workers resilience to burnout and trauma may contribute to positive long-term employment outcomes if agencies retain older workers during early employment.

Good leadership: what emergency veterinarians value most when evaluating job opportunities and employment longevity

Background/aims: This study was designed to examine the factors that impact emergency veterinarians' decisions in selecting a place of employment and their perceptions of job aspects that are important to foster a work environment conducive to long term employment. Methods: An electronic survey was distributed to members of the Veterinary Information Network through its data collection portal. Findings: The factors rated by veterinarians as most important in selecting a place of employment include collegiality of co-workers, working with a highly trained support staff, and the opportunity to work fewer, but longer, shifts. Factor analysis identified five factors conducive to long-term employment: schedule, professional growth, environmental tone/atmosphere, medical support, and leadership. The factor found to be most important was leadership. All factors, except for professional growth, were rated as more important by female versus male practitioners. Conclusions: Emergency medicine recruitment and retention efforts can benefit from focusing on schedule, professional growth, environmental tone/atmosphere, medical support and leadership. By better understanding the impact of gender, children status, and years in practice on the perceived importance in creating workplace environments conducive to long term employment, hospitals can be better equipped to meet the needs current employees as well as potential new hires.

Public Debt Expectations: The More You Know about Public Debt, the Less Optimistic You Are

Abstract Macroeconomic expectations influence long-term output, investment, and employment through households’ behavior. Policymakers and politicians attempt to predict the behavior of citizens and voters. How individuals form expectations and perceive sovereign indebtedness brings into question public finance sustainability and incumbents’ credibility. Based on a cross-country survey in Central and Eastern European countries, we estimate several probit regressions to uncover the effects of economic knowledge on sovereign debt expectations. Robustness tests and additional control confirm the initial results. We find that knowledge about public debt increases the chances of forming negative expectations, while higher financial literacy tends to have the opposite effect. More specifically, individuals with higher public debt knowledge are 5.4 percentage points less likely to show positive expectations, while individuals with higher levels of financial literacy (interest rate and inflation knowledge) are approximately 3.5 percentage points more likely to form positive expectations. The results indicate that public debt expectations are driven by negative biases resulting from the lack of economic knowledge together with insufficiency in understanding economic causal mechanisms. Financial literacy programs could benefit from including information about macroeconomics in curricula. Improving individual abilities to understand macroeconomic mechanisms, including public debt, has the potential to influence expectations and shift behaviors towards desired policy outcomes.

Hotel management schemes: liminal protean pathways derived from acting as lifeguards in Gulf luxury resorts

PurposeThis paper examines why individuals start their hospitality careers by becoming temporary lifeguards while aspiring to later promotion. It reports data from young people working in one major upmarket hotel chain that operates in the Gulf but has a global reach. This study aims to address issues regarding this often-overlooked career path for young staff.Design/methodology/approachA qualitative questionnaire was distributed to lifeguards working in a luxury hotel chain in a Gulf country to explore their reasons for working as a lifeguard and their experiences in this role. Data were analysed using QDA Miner and WordStat to generate coherence and similarity indices.FindingsIt is found that the attractions include good training with a well-established company operating in an upmarket location, but other important factors include career prospects, skill enhancement, self-development, monetary savings and experience working in one of the world’s most exciting tourist locations.Practical implicationsThe results offer implications for management looking to recruit expatriate labour without considering long-term employment or residence. Nonetheless, while this offers opportunities to assess many potential long-term employees, there are costs to the practice.Originality/valueLittle research has been conducted on lifeguards and how employment in such roles can develop careers in hospitality. The study contributes to understanding motives and career development and conceptually suggests that liminal status complements those drawn to protean career development. The results shed light on how new employees, including management trainees, undertake liminal, protean careers, to care for family, develop their careers and enter markets that may otherwise be difficult to enter.

Evaluating the Impact of Workplace Friendship on Social Loafing in Long-Term Care Institutions: An Empirical Study

In light of the aging population and the rapid growth of people with mental and physical disabilities, the demand for long-term care has increased significantly. In order to meet the massive need for long-term care, the government of the Republic of China has accelerated the training of manpower for care services, and the number of qualified staff and institutions in the long-term care industry has increased accordingly. Although the need for long-term care employees has increased, they face problems such as low pay, low levels of decent work feelings, and high work pressure. Moreover, the increase in employee numbers in the organization does not improve the overall efficiency of long-term care workers. Instead, it has a social loafing effect. Not only in Taiwan, but other countries worldwide, such as Japan, Korea, Singapore, Hong Kong, and the United Arab Emirates, are experiencing a staff shortage, a lack of training, and social loafing in long-term care institutions due to the aging of their populations. Therefore, in this study, workplace friendship as the independent variable, organizational commitment and psychological safety as the mediating variables, and service climate as the moderating variable were used to investigate the effects of social loafing on the employees of long-term care institutions in Taiwan. The results showed that workplace friendship between employees positively and significantly affects organizational commitment and psychological safety. Moreover, organizational commitment and psychological safety will negatively and significantly affect their social loafing. Second, organizational commitment and psychological safety have mediating effects between workplace friendship and social loafing. Furthermore, the service climate of employees in long-term care institutions will positively moderate the impact of their workplace friendship on psychological safety. The results will be provided to those in charge of the long-term care service industry, training institutions, long-term care business-related organizations, and government agencies, as well as for reference in subsequent studies.

Bioprinting in Microgravity.

Bioprinting as an extension of 3D printing offers capabilities for printing tissues and organs for application in biomedical engineering. Conducting bioprinting in space, where the gravity is zero, can enable new frontiers in tissue engineering. Fabrication of soft tissues, which usually collapse under their own weight, can be accelerated in microgravity conditions as the external forces are eliminated. Furthermore, human colonization in space can be supported by providing critical needs of life and ecosystems by 3D bioprinting without relying on cargos from Earth, e.g., by development and long-term employment of living engineered filters (such as sea sponges-known as critical for initiating and maintaining an ecosystem). This review covers bioprinting methods in microgravity along with providing an analysis on the process of shipping bioprinters to space and presenting a perspective on the prospects of zero-gravity bioprinting.

Innovative Approaches for Preparing Special Education Preservice Teachers

For years, there has been a shortage of educators qualified to teach students with disabilities. The effect this has on student outcomes is immeasurable. To overcome this shortage, universities are searching for ways to enroll more students into their special education programs, ensure these graduates are prepared for long-term employment, and arm them with the skills necessary to best prepare their future learners. To this end, special education teacher educators seek ways to instruct most effectively during their limited time with their preservice teachers. This article discusses an instructional method to help teacher educators accomplish this goal, drawing on theoretical frameworks related to active learning techniques. Compared to the traditional method of instruction, the blended learning approach affords teachers more in-class time to actively engage preservice teachers with their course content while maintaining a rigorous learning environment. The authors explain how this model can be incorporated into synchronous and asynchronous courses and share valuable online educational resources for successful implementation. Additionally, the authors discuss active learning strategies and video analysis tools to support preservice teachers in both the classroom and during field supervision. All of these focus on equipping preservice teachers to effectively handle the diverse and constantly evolving demands of the contemporary classroom, which may positively impact teacher retention and create a more stable teaching workforce.

Relationship Management and Employees’ Commitment in Public Hospitals in Port Harcourt

The purpose of this study was to empirically investigate the relationship between relationship management and employee commitment in the public hospitals in Port-Harcourt. Two hypotheses were tested at the 0.05 level of significance. This study adopted a correlational research design because it attempted to establish a relationship between relationship management and employee commitment. One thousand one hundred and twenty-seven (1127) employees from the three (3) public hospitals and clinics listed in the Directory of the Rivers State Ministry of Health in Port-Harcourt were selected. The researcher chose grade 8 and above officers to calculate the sample size, resulting in a sample size of 295 Rivers Senatorial District employees. To calculate the sample size, the researcher selected grade 8 and above officers, resulting in a sample size of 295 employees from the population. The instrument of research that was employed for this study was an adapted questionnaire that was generated and designed from various studies reviewed to capture data in line with the study objectives. A five-point Likert-type scale questionnaire was adopted, ranging from (SA) Strongly Agree = 5, (A) Agree = 4, (SD) Strongly Disagree = 3, (DA) Disagree = 1, and (UD) Undecided = 1. 0.05 alpha level. The results of the pilot testing indicate that the instrument is reliable since it is above 0.70; the Cronbach’s alpha of the measuring instrument is 0.7, which is the benchmark. For data analysis, SPSS (Version 20) was used. The results of the study revealed a positive relationship between relationship management and indicators of employees’ commitment in the Port Harcourt public hospitals. It was recommended that organizations in the healthcare industry pay special attention to all aspects of relationship management to enhance commitment, including shared goals and values, as these variables have a significant impact on long-term employee commitment

Expatriate management in Japanese firms: paradox of the HR system for Thai self-initiated expatriates

PurposeThis research aims to see whether replication occurs with the focus on the Japanese HR system, following the latest studies on expatriate management in Japan. Whereas the total number of self-initiated expatriates has hugely increased in Japan, the high turnover rate is a big issue. Can this also be evidenced with new data? How does the Japanese HR system, with its notorious reputation for unique people management methods, relate to the expats' reasons for staying in the long or short term?Design/methodology/approachReplication of research is adopted here with an interview-based qualitative method using the same research design as previous literature. The previous research focused on Chinese and Vietnamese self-initiated expatriates, who occupy the majority of expatriate positions in Japan. This study has a new target group of Thai expatriates, who have a relatively higher educational background than some other expatriates and are expected by the Japanese firms to stay over the long term.FindingsReplication of the findings of the latest studies occurs in this research. The turnover rate is as high as other national expatiates, with similar reasons, related to the Japanese HR system. However, there are also different issues. The main reasons they give for not staying in the long-term are unhealthy work habits, followed by slower promotion and ambiguous work content/role. The Japanese HR system is a dehumanising mechanism leading to a stressful work environment, which is the most critical concern for them and the main reason they choose not to remain in the long term.Originality/valuePast studies indicate an expectation gap between Japanese firms and expatriates, which is also found in this study. Additionally, an assumption gap between them about security under the HR system is also confirmed. Security means working healthily for expatriates while it means long-term employment for Japanese firms.

High Wages, Psychosocial Safety Climate, and Employee Engagement on Millenials

The demographic bonus gives birth to productive millennials who now occupy the industrial world. However, the characteristics of millennials who are less loyal and less interested in long-term employment encourage companies to think of the right strategies for fostering employee engagement. This study aims to examine the effect of the psychosocial safety climate (PSC) on employee engagement among millennials compared to high salaries. In general, previous PSC research used survey methods with self-reports. PSC studies are still very limited with experimental methods, as well as in the context of Millennial generation research. The research was experimental study. The manipulation is given in the form of a vignette: high PSC-low salary versus low PSC-high salary. Vignettes were given to 65 participants, all millennial job seekers who are not self-employed. The results of the t-test show that Millennials prefer to apply and be involved in companies that prioritize a psychological health climate rather than financial goals (salaries). This study supports the self-determinant theory, especially in millennials, in regards to choosing companies. This research has implications for companies concerning policies, practices, and organizational procedures to protect psychological health and safety, especially for millennials.

Exploring the Relationship between Organizational Culture and Well-Being of Educational Institutions in Jordan

Organizational culture is a critical factor in shaping companies’ overall well-being, which can impact their employees’ job satisfaction, loyalty, creativity, and productivity. In this study, the researchers aimed to examine the relationship between organizational culture and companies’ well-being in the Education sector in Jordan. To achieve their goal, the researchers surveyed 500 participants from various departments in the Education sector in Jordan, categorizing organizational culture into four types: Clan, Adhocracy, Market, and Hierarchy. The well-being of companies was measured through employee loyalty, creativity, and productivity. The data from 352 valid questionnaires were analyzed using SPSS. This study’s findings suggest that a positive organizational culture is significantly associated with increased employee job satisfaction, loyalty, creativity, and productivity. Moreover, the study highlighted the importance of developing a positive organizational culture, fostering a sense of community and shared values, providing opportunities for employee development and growth, and promoting a supportive and inclusive work environment to achieve organizational success. Understanding the role of organizational culture in promoting employee well-being and companies’ success is critical, particularly in the Education sector in Jordan. This study’s recommendations provide valuable insights for companies to prioritize developing a positive organizational culture to achieve long-term success and employee well-being.

Asymmetric and shock effects of foreign AID on economic growth and employment generation

The implications of foreign aid on economic growth and employment have been subjected to intense debate, with most studies focused on aggregated aid. However, different types of aid will probably affect growth and employment differently. Therefore, aggregating aid flows are most likely to provide ambiguous conclusions on their implication on employment and economic growth. The study investigates the asymmetric and shock effect of aggregated aid inflows and sectoral aid disbursement on growth and employment in Nigeria using a Non-linear Autoregressive Distributed Lags and Vector Error Correction Model. Evidence from the result shows that positive and negative shocks in aggregate aid increase and reduce growth in the long run, respectively, while negative shocks reduce growth in the short run. Likewise, positive shock reduces employment in the long run. And positive and negative shocks in aggregate aid reduce and promote employment, respectively, in the short run. However, the implications of the asymmetric effects of sectoral aid differ on growth and employment. The study reveals that positive shock in education and health aid increases employment in the long run, while positive shock in health and industry aid undermines growth in the short run. Also, positive shock in infrastructural aid decreases employment in the long run, while positive and negative shocks in infrastructural aid instigate employment in the short run. And these results confirm the asymmetricity of sectoral and aggregated aid on employment and growth. In addition, evidence from the variance decomposition tables shows that aggregated aid shock affects economic growth more than employment. Also, education and infrastructural aid affect economic growth more than employment. At the same time, health and industry aid affect employment more than economic growth. Based on the outcome of the findings, the study suggests the need to safeguard the aid inflow into the country and channel it to promote pro-growth in human capital formation to ensure long-term employment growth, especially education and health aid.

Honor, Duty, and Service: A Blueprint for Creating Regional STEM Pipelines To Serve U.S. Military Veterans

Veterans face the possibility of unemployment after their transition into civilian life. Creating STEM pipelines for local communities that guide veterans towards long-term employment is necessary. The implementation of localized veteran pipelines in STEM is instrumental to ensuring that veteran unemployment numbers decrease. Focusing efforts to a small area, such as a fifty-mile radius around a town, fosters intimate connections among the veterans and other members of the pipeline. Pipeline localization gives each program its own support systems to support STEM careers in that specific location, making a difference for veterans in cities and towns everywhere. Enhancing the resources available for veterans to access long-lasting and meaningful careers in STEM is possible with veteran pipelines in STEM programming.

Does Off-Farm Employment Promote the Low-Carbon Energy Intensity in China’s Rural Households?

A study linking the two economic and social phenomena of rural labor force migration and energy transition can help analyze the underlying causes of rural “Energy Poverty”. However, how off-farm employment affects household low-carbon energy consumption and its potential mechanisms requires further research. Using 1351 sampled rural households from the “Rural Energy, Population Transfer and Well-being” survey in 2018 and 2021 to explore response mechanisms through which off-farm employment can influence low-carbon energy intensity. Utilizing the multivariate regression, Sobel test, and moderating effect test, the results demonstrate that off-farm employment, including short-term and long-term off-farm employment, significantly increases the intensity of low-carbon energy use among rural households. Specifically, long-term off-farm employment tends to have a greater positive contribution to the low-carbon energy intensity than short-term off-farm employment. Furthermore, off-farm employment can affect household low-carbon energy intensity through the total income, and effect of the surrounding people in the off-farm employment process also increases their consumption intensity. The research reveals that the rural energy revolution under the constraints of “Carbon Neutral” and “Carbon Peak” should relate to the off-farm development of rural households to achieve “Precise Energy Poverty Alleviation”.

Predictors of subjective wellbeing at work for regular employees in Japan

Japan has been experiencing a long decline in its workforce. Companies in Japan are eager to retain their existing employees and diversify their recruitment. Employees with long-term and open-ended employment are also switching companies at a greater rate. Consequently, Japanese firms have started paying attention to employee subjective wellbeing, now recognized as a source of higher job performance. This study empirically explores the predictors of subjective wellbeing at work for Japanese regular employees beyond those already identified in Europe and U.S.-centric research. We applied a two-stage design, consisting of interviews and a questionnaire survey to identify those factors that promote subjective wellbeing in Japanese corporations where long-time employment and group cohesiveness and achievement are valued over individual achievement. We identified eight factors affecting subjective wellbeing at work for Japanese regular employees: meaningful work, relationships, culture, workspace, evaluation, time off, financial benefits, and diversity at work. Consequent regression analyses highlighted the discriminant importance of work relationships, evaluation, diversity, workspace, and meaningful work. Eudaimonic and hedonic happiness were found to be caused by different factors. As expected, meaningful work led to eudaimonic satisfaction of life at work in Japan. In contrast hedonic happiness was affected by factors external to work itself, such as work relationships, work evaluation and diversity. Interestingly, diversity at work was found to have an ambivalent effect as it was related to both positive and negative affects at work. These findings will help Japanese companies create a work environment that can maximize regular employees’ wellbeing, job performance, and retention.

The Mediating Role of Organizational Commitment between Leadership Style and Employee Job Performance

Background: Job performance is a positive emotional condition caused by job appraisal. Poor leadership in industries causes employee dissatisfaction and turnover. Aims: To explores the relationship between transformational and transactional leadership styles and professional performance in the commercial textile sector in Lahore, Pakistan using organizational commitment as a mediator. Study design: Cross-sectional Place and duration of study: University of Lahore from 1st June 2019 to 31st December 2019. Methodology: The structured questionnaire items were answered by 300 participants on a 5-point Likert scale. Result: Most of the participants were males over 30 years and had a bachelor's degree. Most of the respondents had more than five years of experience and were managers. The results showed that the organizational commitment of employees did have mediating effect on the relationship between transformational and transactional leadership styles and job performance. Conclusion: Organizational commitment mediates leadership style and employee performance in this study. Any organization can benefit from a leadership style that can alter with the team's demands. A leader's example is essential for enforcing power. Leadership must emphasize job satisfaction and long-term employee engagement to keep employees satisfied and committed. Keywords: Leadership style, Transformational leadership, Transactional leadership, Job performance,

Prioritizing risk factors and identifying target areas to address with interventions to improve sustainable employment of persons with a brain injury or a spinal cord injury - A multi-stakeholder consensus process.

Achieving sustainable long-term employment is the goal of work integration for persons with acquired brain injury (ABI) or spinal cord injury (SCI). However, decreasing employment rates over time for persons with ABI and SCI indicate that remaining employed in the long-term is a challenge. To identify the most important risk factors that pose a barrier to sustainable employment of persons with ABI or SCI from a multi-stakeholder perspective, and to propose corresponding interventions that address them. Multi-stakeholder consensus conference and follow-up survey. From 31 risk factors to sustainable employment of persons with ABI or SCI identified in previous studies, nine were defined as most important to address with interventions. These risk factors either impacted the person, the work environment or service provision. Potential interventions to address these factors were proposed in mixed condition groups, of which ten were voted on as priority interventions. The follow-up survey revealed strong agreement on the intervention proposals, strong to moderate agreement on impact, but moderate to low feasibility, as most of the interventions were measures at the meso- (service) and macro- (legislation and state regulation) level. Holding micro-level stakeholder conferences is a valuable method for identifying the most important risk factors to sustainable employment and for developing measures to address them. To implement measures that involve decisions at the meso- or macro-level, representatives from these levels of the healthcare and social system have to be involved.

Employment stability and decent work: Trends, characteristics and determinants in a liberal market economy

It is often assumed that the ideological dominance of neoliberalism has profoundly altered job security and long-term employment relationships. Such claims of a more unstable and insecure jobs market in the twenty-first century are the focus of this paper. Using Labour Force Survey data employment stability in the private sector over more than 20 years in Ireland is examined. As a liberal market economy, Ireland represents a fitting context in which to examine this issue given that it is one of the world's most globalised economies and among the most severely affected by the global financial crisis. Assertions of a more unstable and insecure labour market are not in the main supported by our findings. Reasons suggested for the persistence of a stable employment regime are the continued strategic institutional role of trade unions in influencing regulation, and the interest of employers in retaining skilled employees. However, the emergence of the challenging economic conditions since the pandemic may challenge trade union capacity and employer support for such stability.