Low-level Jobs Research Articles

He Effect of Migration on the Domestic Job Market: Evidence from Australia

This paper aims at analysing the relationship between foreign workers and its implication for the domestic job market with Australia as the point of reference. The globalized era pushes every nation to open its market including the job market. This ongoing trend surely causes disruptions in the domestic market. At the same time, the wave of overseas migrant workers fulfills the job sectors which are rarely filled by domestic workers. It can encourage the transfer of knowledge from foreign to domestic laborers. On the other hand, more overseas workers threaten the existence of domestic employers. Australia has been in a dilemma position on this matter. Many foreign workers come in fulfilling the low-level job sectors, such as fruit handpicking, construction, and nursery. At the same time, their presence threatens domestic workers who could perform better in the same field. This especially occurs when they always ask for higher wages which might be irrelevant to the domestic business cycle. In order to analyze this problem, this paper used the quantitative method. The main findings of this paper show that when the government issues policies to encourage employers to spend more on human investment, it improves the work quality of domestic workers more than foreign ones. This suggests/concludes the way government should be protective and selective in securing the domestic job market from overseas migrant workers.

Cinema’s Cosmic Shifts

Cinema’s Cosmic Shifts

Android Based Job Search Application “Megawe” for The Segment of Workers with an Education Level Below a University Degree

Indonesia is a vast market for talents recruiting, with around 203 million people that count into work age definition (above 15 years) and around 138 million of them are workforce, while 7 percent of the workforce are open for hire. There are several players of job-seeking apps in Indonesia. But most of them are targeting talents with undergraduate degrees and above. Mid to high-level jobs have become such an attractive market for these players. We can see it on several job seeker hub websites, where job seekers proudly post their personal profiles to attract recruiters from top employers. It is not possible for lower-level job seekers to post their profiles on these websites. They will just be under the recruiter's radar. Whereas from the report data released by the Indonesian statistical center bureau regarding the percentage of open unemployment based on education level, the total unemployment rate from diploma education and below is very large compared to the unemployment rate with university education (undergraduate and above). The Covid-19 pandemic also gave a negative impact on the lower job segment, with a decrease in demand and sales resulting in a higher layoff rate which also means an increased percentage of the open unemployment rate. We need a solution to this problem. A solution that can erode a large chunk hidden under an iceberg. This paper offers “Megawe”, a mobile application-based solution to assist both job seekers and low-level job recruiters. This segment may have a smaller contract value than upper segments but has a much larger quantity of labor force. Because we are focusing on development speed and accuracy of requirements, we used the prototyping methodology in the implementation of the solution. Moreover, before it is launched publicly, we conducted usability testing to gain a deeper understanding of the user experience directly from users of the targeted segment.

The Effect of Supervisors’ Prior Task Performance on Employees’ Targets

ABSTRACTIn three experiments, I investigate how supervisors’ task performance in lower-level jobs prior to being promoted to the supervisory level influences the targets they set for employees. I propose that supervisors show an “experience bias” by which they overemphasize their own experiences when setting targets for employees. As such, supervisors who achieved high performance before being promoted set higher targets than low-performing supervisors, despite having the same information about the employee’s potential. In line with my prediction, I find that supervisors exhibit this bias if they have worked on the employees’ task but that this bias is absent when they previously did a different task. I also show that this bias comes from a limited awareness that own experiences are not generalizable and it likely prevails in many managerial situations. The biased targets also lead to negative employee reactions. This study contributes to the understanding of supervisor target setting.

Job stress among the employees of state agricultural universities

Out of four State Agricultural Universities of Gujarat, two SAUs namely Anand Agricultural University and Junagadh Agricultural University were purposively selected. The present study was conducted with 160 teaching cadre employees (research and extension staff) from both the universities. The 40 respondents from cadre-I employees on the post of Professor and Associate Professor and 40 respondents from cadre-II employees on the post of Assistant Professor from each university were selected randomly. In regards with various indicators of job stress, majority of the employees had very low to low level of role expectation conflict, role erosion and technological change. Majority of them had high to very high level of role overload, while low to very low level of role ambiguity, role isolation, resource and personal inadequacy and inter role distance. Majority of the employees had medium to low level job stress ascribed to organizational leadership. Thus, majority (89.38 per cent) of the employees had medium to low overall job stress.

Taiwan's Interest Rate Policy and Income Distribution

<p>所得分配不均一直以來為重要研究課題，而利率政策與所得分配關聯之研究方興未艾。文獻發現，利率上升可能會擴大所得分配不均，主要是因為低所得家戶容易受到利率上升的影響，產生收入異質性效應。截至目前為止，國內仍欠缺相關文獻。本研究使用工具變數局部投射模型，探討升息與家戶所得分配不均之關聯。實證結果與多數文獻發現一致，因低所得家戶多從事低階工作，在升息的緊縮環境之下，將使低所得家戶薪資及可支配所得減損大於高所得家戶，而使所得差距略擴大。然而，該影響是短暫的，並在2季內逐漸消退。另利用央行理事會會議資訊萃取利率政策衝擊，以局部投射模型進行衝擊反應分析，實證結果發現，前述結論亦成立，具穩健性。</p> <p> </p><p>Income inequality is a major problem, and the relationship between interest rates and income inequality is an extensively studied topic. Literature findings indicate that an increase in interest rates may increase income inequality; this occurs mainly because low-income households are more vulnerable than other households to the effects of interest rate increases. However, in Taiwan, few studies have explored this topic. Thus, the present study applies methods based on local projection instrumental variable regressions to investigate the relationship between interest rate increases and household income inequality. The empirical results are consistent with previous findings. This study revealed that individuals from low-income households are mostly engaged in low-level jobs and that when interest rates increase and economic conditions worsen, their disposable income is reduced to a greater extent relative to that of high-income households, leading to a slightly larger income gap. However, this phenomenon subsides within two quarters. In addition, this study used public information on board meetings to clarify the effects of Taiwan’s interest rate policy. The empirical results obtained through local projections verify the validity and robustness of the aforementioned explanation.</p> <p> </p>

청년층의 지각된 사회적 지지와 조직몰입이 이직의도에 미치는 영향

This study examined the mediating effect of job involvement moderated by job satisfaction in the relation between social support and turnover intention in youth,. For this purpose, the responses of 805 youth under the age of 39 in ‘The 19th KLIPS(2016)’ were analyzed using SPSS 25.0 and PROCESS Macro 4.0. The results indicated that social support, turn over intention, job involvement and job satisfaction were significantly correlated. Social support, job involvement and job satisfaction were positively associated with each other, and turnover intention was negatively associated with the other variables. Next, the mediation effect of job involvement on the relation between social support and turnover intention was significant. Additionally, low level of job satisfaction had a moderation effect on the relation between job involvement an turnover intention. The mediation effect of job involvement on the relation between social support and turnover intention was mo derated by low level job satisfaction. This finding implies that job involvement and job satisfaction are important factors in understanding the turnover intention of youth and in order to reduce their turnover intention, it is especially necessary to find ways to increase job involvement. Limitations and recommendations for future research are present.

Demographic Factors and Job Stress among School Teachers of Punjab, Pakistan

Job Stress is considered as the pressure and tension the employees of any organization have to face during their duties due to the unnatural demands of their job. Job stress has become such a common phenomenon that almost none can deny to get experienced it. As the teachers belong to a noble profession, i.e., the profession of the Prophets, hence the researcher, in order to determine whether they also undergo job stress, conducted this survey-based, descriptive and cross-sectional study. This study was also supposed to measure the effects of demographic factors on job stress among different categories of teachers, i.e., PSTs, ESTs, and SSTs working in public sector schools in Punjab, Pakistan. Due to a shortage of time and financial resources, this study was delimited to of Faisalabad Division. The sample of this study comprised 700 respondents selected by a multi-stage proportionate stratified random sampling technique. A standardized scale was employed for determining workplace stress after taking permission. In addition to descriptive statistics, i.e., frequencies, percentages, mean scores, and standard deviations, inferential statistics, i.e., independent sample t-test and one-way ANOVA were also calculated from the collected data using SPSS 23 to test the already formulated null hypotheses of the study. Based on the study findings, it was concluded that the majority of school teachers are facing low-level job stress, whereas gender and qualification have no significant effect on job stress, but the designation has a significant effect on the job stress of teachers.

Mental Health, Burnout, and Resilience in Healthcare Professionals After the First Wave of COVID-19 Pandemic in Spain: A Longitudinal Study.

This study aims to examine whether there are differences in symptoms of posttraumatic stress, depression, anxiety, levels of burnout and resilience in Spanish healthcare staff between the first wave of the COVID-19 pandemic and after it, depending on several demographic and work-related variables. A longitudinal study was conducted in April 2020 (T0), and July 2020 (T1). Symptoms of posttraumatic stress, depression, anxiety, burnout, levels of resilience, along with demographic and work-related variables in 443 workers were assessed. Symptoms and burnout were more pronounced at T0, whereas the levels of resilience were higher at T1. Being women, being young, holding a lower-level job, less years of experience, lower educational level, and/or working rotating shifts are associated with having more posttraumatic stress symptoms and burnout. These variables would be considered in similar situations.

Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload. AcknowledgmentsWe would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

Review: Proximities: Art, Education, Activism, by Linda Brooks

Review: <i>Proximities: Art, Education, Activism</i>, by Linda Brooks

Differences on Job Satisfaction among Technical and Vocational Education and Training Schools Employees in Kathmandu

Job satisfaction is crucial for occupations such as instructors and admin staff of the Technical and Vocational Education and Training (TVET) schools. In this context, this study explored the level of TVET school employees' job satisfaction and differences by educational qualification among the sampled employees of Council for Technical Education and Vocational Training (CTEVT) constituted TVET Schools in Kathmandu, using quantitative research method. The SPSS was used for the data analysis of the study. The results of overall job satisfaction of the TVET employees showed moderate level, which also means that the level of job satisfaction yet not at satisfactory level. This demands a specific strategy to motivate them and increase the level of job satisfaction. The higher the academic qualification of the TVET employees was lower level job satisfaction. It indicates that other attributing factors are also necessary to consider for job satisfaction of the TVET employees. The social capital theory was used to analyze and discuss the results.

Social capital for socio-economic mobility of disadvantaged women: Limitations and opportunities connected to diversity in social networks

Using a differentiation between ‘social support’ and ‘social leverage’ networks, this paper emphasizes recognizing the heterogeneity of social capital when considered a tool for upward socioeconomic mobility of women. The specific aims are to: a) asses if types of social capital women have access to, is similar; b) examine whether access to different types of social capital is connected to demographic and socioeconomic characteristics; and c) analyse the implications of different types of social capital on socio-economic mobility. The paper is based on quantitative and qualitative data from a purposive sample covering urban, rural and estate sectors in Sri Lanka. A survey of 534 women and in-depth interviews with 32 women were used for data collection. Ninety-nine percent had support networks, but less than half had leverage networks. Women with primary or no education/ in the poorest income group/in lower-level jobs had lesser access to leverage networks compared to the rich/ tertiary or higher educated/professionals and managers. The role played by leverage networks for women originating from lower socioeconomic strata to achieve upward mobility were clear. Leverage networks provided advice and information on financial management and physical asset acquisition, skill development and training, finding stable employment etc. which facilitated upward mobility.

An exploration of the impact of artificial intelligence (AI) and automation for communication professionals

Purpose Artificial intelligence (AI) and automation are currently changing human life with a great implication in the communication field. This research focusses on understanding the current and growing impact of AI and automation in the role of communication professionals to identify what skills and training are needed to face its impacts leading to a recommendation. Design/methodology/approach The research involves methodological triangulation, analysing and comparing data gathered from consulting with experts using the Delphi method, focus group with communication students, and literature review. Findings Findings show that the likely impacts are on the one hand the enhancing of efficiency and productivity, as well as freeing communication professionals to focus on the creative side, strategy and analytical thinking, on the other hand, repetitive and low-level jobs could be lost, being higher position jobs or those involving creativity and decision making harder to automate. Two types of training are needed: to gather experience with the current AI and automated tools, and to focus on developing human qualities that AI cannot replicate. Originality/value The outcomes of this research are valuable to help current and future communication practitioners, as well as organisations, to be one step ahead and survive the age AI and automation, being aware of its current and near-future impacts. The paper offers a list of recommended soft and technical skills, as well as training needed, categorizing them in low, medium and high priority.

The Relationship between Job Stress and Job Performance in Staff Staff of Shahid Sadoughi University of Medical Sciences in Yazd in 2019

Introduction: Job stress is considered as an integral part of work environments that always affects people's job aspects and can reduce the performance and productivity of employees in organizations. The aim of this study was to investigate the relationship between job stress and job performance in staff of Yazd University of Medical Sciences. Methods: The study method was cross-sectional-analytical. Staff were considered a statistical population. The sample size was estimated at 282 people. The study used two standard questionnaires, Philip L. Rice's (1992) job stress and Patterson's job performance. Data analysis was performed by SPSS software. Results: 242 employees participated in this study. 42.1% of the respondents were men and 57.9% were women. The Deputy for Management and Resource Development (22.7%) and the Deputy for Social Development (5.4%) had the highest and lowest number of participants, respectively. Job stress was achieved in high-level staff and low-level job performance. Also, the relationship between job stress and job performance was found to have a significant inverse relationship (R = -0.318). Conclusion: In order to increase employee job performance and reduce stressors, senior university administrators need to improve the work environment by improving communication and interpersonal relationships. Applying proper human resource management and social and motivational support, improving facilities and planning to provide appropriate physical conditions in the workplace can also play an important role.

Interpreting the Sustainable Development of Human Capital and the Sheepskin Effects in Returns to Higher Education: Empirical Evidence from Pakistan

According to poststructuralists, workers with higher level of education and possession of potential experience are supposed to have higher wages. Yet, there are plausible questions that arise as to what levels of education or work history are needed for the enhancement of wage discrimination. Additionally, the outcomes arising from rehashing years of schooling are worth considering. We used a several methods, employing the administrative Household Integrated Economic Survey (HIES) data from Pakistan without ignoring environmental effects. Our estimated results support the conventional assumptions of linearity of log-wage. First, we found substantial returns for postgraduate diploma holders in both public and private sectors, even after controlling the individual’s heterogeneity. Second, we did notice a significant divergence in return to low-level education (LLE) and job history. Third, rehashing years of education may create suspiciousness regarding the lack of competence. Our results suggest that continuous investment in human capital toward postgraduate diploma may result in higher premiums.

Quarante ans d’évolution de l’offre et de la demande de travail par qualification – Progrès technique, coût du travail et transformation sociale”

[eng] In France, the proportion of unskilled non manual jobs is higher today than forty years ago, especially in personal service sectors. However, these unskilled jobs are only growing in occupations where employers enjoy significant reductions in social contributions and only in periods when these reductions are mplemented. Throughout the same period, the diffusion of new technologies systematically appears to be favourable to higher and intermediate level occupations. Technological change contributes less to a polarisation between higher level and lower level jobs than to the emergence of a society where intermediate level jobs take an increasingly central place. However, the joint rise in higher and intermediate level jobs is not strong enough to absorb the influx of high school and college graduates. An increasing number of graduates are forced to compete with less educated workers in lower level job positions. The result is both an increase in the occupational downgrading of graduates and the persistence of very high unemployment rates for non graduates.

Occupation as a Proxy for Job Exposures? Routine Data Analysis Using the Example of Rehabilitation.

Job exposures are associated with health-related outcomes including sick leave and reduction in earning capacity. Rehabilitation of persons in working age aims primarily to secure or restore work capacity. Information concerning job exposures is, however, not directly available in routine data of healthcare payers. Since exposures relate to specific occupations and the current occupation is part of routine data, job exposures may be determined indirectly via job-exposure matrices (JEM). The aim of the study is to describe the possibilities and challenges of the representation of job exposures by the occupation according to routine data using the example of rehabilitation. The Scientific Use File 'SUFRSDLV15B' of the German Pension Insurance was analysed. We used data from n=1 242 171 persons in work with at least one completed medical rehabilitation between 2008 and 2015 (dataset 1). The occupation is coded according to KldB 88 or KldB 2010 (German Classification of Occupations). In addition, data from a nationwide survey with 2530 rehabilitation patients was available (dataset 2). Job exposures are operationalized by the Job Exposure Index via JEM. The relationship to the return-to-work prognosis at the end of rehabilitation (dataset 1) and to patient reported outcome measures (dataset 2) is described. Information concerning the occupation is available for about 91% of rehabilitation measures of employed patients for the year prior to rehabilitation. At high levels of job exposures, the proportion of persons with a predicted working capacity in the last job of fewer than 3 h per day increased by a factor of 4 compared to low-level job exposures (23.5 vs. 6.1%). On the other hand, there is a low association only to reduced working capacity in the general labour market (2.9 vs. 2.4%). High-level job exposures are associated with self-reported, work-related impairments. The Job Exposure Index may offer a valid approach to depict occupation-related exposures. The index can be used in the analysis of routine data of the pension insurance and other social security funds, as well as in the linkage of individual assessment data with routine data containing the occupation, without any additional data collection effort. Due to its construction based on job classifications, it will not replace the assessment of individual burdens.

Does previous job mobility behaviour have an effect on current turnover intentions of rural nurses? A cross-sectional survey in western China

BackgroundNursing shortages are a serious problem in rural China. Little evidence has been found to determine the factors influencing turnover of rural nurses in China. Meanwhile, the effect of nurses' previous job mobility behaviours (ie, nurses who previously moved between different institutions) on their current turnover intentions is rarely identified. This study aimed to identify these factors and determine other factors related to the turnover of rural nurses in China. MethodsA cross-sectional survey was done in seven western provinces of China in 2013. 1163 rural nurses participated in the survey and 1158 were enrolled in this study after data cleaning. Turnover intention was set as a dependent variable; variables related to previous job mobility behaviour including whether they had a previous job mobility behaviour (ie, yes or no), the way of last job mobility behaviour (ie, moving from a same-level medical institution, from a low-level to a high-level medical institution, from a high-level to a low-level medical institution, or from a non-medical institution), and the time of last job mobility behaviour (ie, ≤3 years ago, 4–6 years ago, or ≥7 years ago) were set as the independent variables; and all other variables were set as confounders. We used a descriptive analysis, Pearson's χ2 test, one-way ANOVA, and binary logistic regression analysis for our data analyses. FindingsApproximately 326 (28·2%) of 1158 rural nurses disclosed turnover intentions. 525 (47·1%) had previous job mobility behaviours. The previous job mobility behaviours of rural nurses had a significant effect on their current turnover intentions (odds ratio [OR] 1·85, 95% CI 1·34–2·56); further analyses indicated that the specific way (moving from a same-level medical institution, OR 2·72, 1·59–4·66; moving from a high-level to a low-level medical institution, 1·82, 1·02–3·27; moving from a non-medical institution, 2·37, 1·09–5·17) and time (moving 4–6 years ago, 2·57, 1·59–4·17; moving ≥7 years ago, 2·01, 1·25–3·24) of last job mobility behaviour were significantly associated with nurses' turnover intentions. Other risk factors for turnover intention in rural nurses included a high-level professional title (eg, the title of chief [associate] nurse; OR 4·40, 1·43–13·54), low-level job satisfaction with effort–reward balance (0·77, 0·62–0·96), and social support from superiors (0·67, 0·55–0·83). InterpretationPrevious job mobility behaviours of rural nurses significantly increased their odds of current turnover intentions, especially for those rural nurses who moved between two same-level medical institutions within 4–6 years for the last time of job mobility behaviour. Hospital managers should pay more attention to these rural nurses to reduce their turnover. Reasonable job mobility channels related to career development for rural nurses should also be established. FundingChina Medical Board: Situational Analysis and Policy Evaluation of Development and Retention of Human Resources for Health in Rural Western China (10-029).

Life Skills Of Youth In Chennai Slums

Slums are universal in character and no country is able to get rid of them. Large-scale migration to the cities due to employment opportunities and other community facilities, an income level which is inadequate to maintain decent standards of living are some of the major contributory factors responsible for the growth of slums especially in Chennai as per Tamilnadu slum clearance board. Life Skills have been defined by the World Health Organization (WHO) as psychosocial abilities for adaptive and positive behavior that enable individuals to deal effectively with the demands and challenges of everyday life. The youth from slums due to lack of effective utilization of their skills are still in a lower level jobs and have not climbed to great ladders. The youth pursuing their graduation or pursuing their post graduation belonging to the age group between eighteen to twenty four years of age from Zone 8 slum recognized by the slum clearance board alone are the respondents. Strength of thirty samples by using simple random sampling method was used for the research. A majority 73.3% of the respondents were in poor condition level in self awareness dimension, while 26.7% of them were in average level. It is inferred that the respondents various life skills from different dimensions namely interpersonal relationship, critical thinking, decision making, problem solving and coping with emotions do differ with regard to their gender. It is observed that there is strong and significant association between various dimensions of life skills namely Interpersonal relationship (X2-4.562,df-1), Effective communication (X2-1.425,df-1) and Critical thinking (X2-4.124,df-1). The research suggests the need for bettering the life skill education among the youth from slums at the time of their academics itself