Number Of Job Changes Research Articles

Adverse employment histories and allostatic load: associations over the working life

BackgroundMost studies on the health impact of occupational stress use single-point measures of stress at work. This study analyses the associations of properties of entire employment trajectories over an extended...

Employment profiles of autistic adults in Australia.

Autistic adults experience a high number of job changes, reduced working hours, minimal workplace supports, and overrepresentation in entry-level and low paid positions. This study adds to the existing evidence base to guide clinical decisions and interventions for this population. This study utilized baseline data collected between 2015 and 2017 from the Autism CRC's Australian Longitudinal Study of Autism in Adulthood. The aim was to describe the employment profiles and explore factors related to employment for Australian autistic adults aged 25 and older (N=149). Comparisons between participants and the Australian workforce were made using Australian Bureau of Statistics (ABS) data. Two logistic regression models were conducted to explore the association between underemployment and underutilisation with personal and environmental factors. In comparison to the Australian workforce, autistic adults were more likely to work part-time, work reduced hours and be employed at skill levels lower than their qualifications warranted. Logistic regressions reported that more autistic traits, more social supports and having workplace adjustments implemented were significantly associated with a higher odds of autistic adults being appropriately employed and/or utilized in the workforce. Results suggest that interventions implementing appropriate workplace adjustments, a supportive workplace environment, and adequate social supports may improve employment outcomes for autistic adults. All employees may benefit from workplace resources targeted toward fostering an inclusive workplace environment. LAY SUMMARY: This study aimed to describe the employment profiles and explore factors related to employment for Australian autistic adults. We compared this with the Australian workforce using data from the Australian Bureau of Statistics. Autistic adults with more autistic traits and more social and workplace supports were more likely to be employed and have jobs that were better suited to them. Autistic adults might have better employment outcomes if they have the appropriate workplace adjustments, a supportive workplace and adequate social supports.

Involuntariness of job changes is related to less satisfaction with occupational development in long-term breast cancer survivors

PurposeConsidering that breast cancer survivors (BCSs) have been dealing with unwanted job changes after diagnosis, this study aimed to investigate involuntary job changes (unwanted modifications in employment since diagnosis) and explore the association between job changes, involuntariness, and occupational development satisfaction in BCSs 5–6 years after diagnosis.MethodsData were drawn from the mixed-methods breast cancer patients’ return to work (B-CARE) study. We surveyed 184 female BCSs who were working at the time of study enrollment during hospitalization (T1), 10 weeks after discharge (T2), 40 weeks after discharge (T3), and 5–6 years after diagnosis (T4) and used descriptive measures and stepwise linear regression models for data analysis.ResultsThe mean age of BCSs was 57 years. A total of 105 participants reported 410 job changes, of which 16.1% were reportedly (rather) involuntary. The most commonly reported involuntary changes were increased workload (15.2%) and increased scope of work (15.2%). In the final model, significant predictors of satisfaction with occupational development 5–6 years after diagnosis were age, state of health ΔT2–T3, state of health ΔT3–T4, and involuntariness of job changes.ConclusionsAlthough the number of job changes alone is not substantially associated with BCSs’ satisfaction with occupational development, experiencing involuntary job changes is. Sociodemographic, disease-related, and work(place)-related factors may influence occupational satisfaction among BCSs.Implications for Cancer SurvivorsThe findings indicate the importance of strengthening one’s ability to work as desired to prevent involuntary job changes and enable desired work participation in long-term support. The significance of workplace characteristics highlights the need for employers to encourage satisfying work participation.Trial registration numberGerman Clinical Trials Register (DRKS00016982), 12 April 2019

Real-Time Scheduling Scheme based on Reinforcement Learning Considering Minimizing Setup Cost

This study starts with the idea that the process of creating a Gantt Chart for schedule planning is similar to Tetris game with only a straight line. In Tetris games, the X axis is M machines and the Y axis is time. It is assumed that all types of orders can be worked without separation in all machines, but if the types of orders are different, setup cost will be incurred without delay. In this study, the game described above was named Gantris and the game environment was implemented. The AI-scheduling table through in-depth reinforcement learning compares the real-time scheduling table with the human-made game schedule. In the comparative study, the learning environment was studied in single order list learning environment and random order list learning environment. The two systems to be compared in this study are four machines (Machine)-two types of system (4M2T) and ten machines-six types of system (10M6T). As a performance indicator of the generated schedule, a weighted sum of setup cost, makespan and idle time in processing 100 orders were scheduled. As a result of the comparative study, in 4M2T system, regardless of the learning environment, the learned system generated schedule plan with better performance index than the experimenter. In the case of 10M6T system, the AI system generated a schedule of better performance indicators than the experimenter in a single learning environment, but showed a bad performance index than the experimenter in random learning environment. However, in comparing the number of job changes, the learning system showed better results than those of the 4M2T and 10M6T, showing excellent scheduling performance.

Adverse employment histories and health functioning: the CONSTANCES study.

BackgroundWith changing employment histories in European labour markets, occupational health research needs to be supplemented by an approach that integrates adverse characteristics of entire employment histories, in terms of precarious, discontinued and disadvantaged employment careers. We analyse associations of adverse employment histories and six measures of health functioning, including affective, physical and cognitive functioning.MethodsWe use baseline data from the CONSTANCES study with detailed retrospective data on previous employment histories that are linked to current health functioning among people aged 45–60 years (men = 15 134; women = 16 584). The following career characteristics are assessed (all referring to careers between ages 25 and 45 years): number of jobs with temporary contracts, number of job changes, number of unemployment periods, years out of work, mode occupational position and lack of job promotion. The measures of health functioning range from depressive symptoms, standing balance, walking speed, lung function, to verbal memory and semantic fluency.ResultsFor both men and women, multilevel regressions (participant nested in health-examination centre) revealed that adverse employment histories are associated with poor health functioning later on, in particular persistent disadvantage in terms of low occupational position, repeated periods of unemployment and weak labour-market ties (years out of work). Findings remain consistent after excluding respondents who had a health-related career interruption or already retired before age 45 years and, additionally, after adjusting for age, partnership and education.ConclusionFindings call for increased intervention efforts among more disadvantaged groups of the labour market at early-career stages.

Stuck at a workplace: What’s work control, demands and learning got to do with it? A longitudinal multilevel study on Swedish permanent employees in situations of ‘workplace locked-in’

Whilst health consequences of being locked-in at the workplace have been documented in several research studies, it is largely unknown how work characteristics and their changes over time relate to risks for becoming locked-in at a certain workplace. Accordingly, this paper studied how perceived control, learning opportunities and quantitative demands at work associate with workplace-locked-in (WPLI). The study included permanent employees who participated in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study in wave 3 through 5 (n = 2918 individuals; n = 7460 observations). Results from multi-level analysis show that there was significant individual variation in WPLI changes over time, even though on average, WPLI decreased slightly. Differences in work characteristics between individuals (L2) and across time (L1) associated significantly with WPLI: higher levels of job control and learning opportunities related to lower odds ratios for WPLI, whereas higher quantitative job demands associated with higher odds ratios of WPLI. Moreover, differences in quantitative job demands, number of job changes and educational achievements explained the individual variations of WPLI developments over time. The result shows that WPLI can – to some extent – be prevented or reduced through good work design, and implications for HR managers and organizations are discussed.

Scheduling Position-Dependent Maintenance Operations

This paper addresses one-machine scheduling with maintenance restrictions. A maintenance operation is position dependent in a sequence of normal jobs if the maintenance has to be performed after at most some defined number of job changes on the machine. We show that several problems with objective functions Cmax and Lmax are still solvable in polynomial time if position-dependent maintenance is considered. We then consider the problem of preemptive scheduling with ready times and due dates on one machine with the Lmax criterion. We show that this problem is computationally hard and present the characteristics of this problem—for example, the fact that optimum schedules may be nonactive. After determining a set of dominance properties, branch-and-bound and local search algorithms are proposed. The performance of the algorithms is evaluated using a series of computational experiments.

중소기업 청년인턴 이직횟수 결정요인 분석

본 연구에서는 청년인턴 DB와 고용보험 DB를 사용하여 중소기업 청년인턴의 이직횟수에 영향을 미치는 요인을 분석하였다. 이직횟수는 음수가 아닌 정수 값만 가지는 계수 데이터 (count data)이므로 일반적인 선형회귀모형을 적용하는 것은 문제가 있다. 따라서 계수 데이터에 적합한 회귀모형으로 포아송 회귀모형, 영과잉 포아송 회귀모형, 음이항 회귀모형, 영과잉 음이항 회귀모형 등 4개의 회귀모형을 적용하였다. 분석결과 최적모형으로 영과잉 음이항 회귀모형이 선택되었다. 주요 분석결과를 정리하면 다음과 같다. 첫째, 통제집단 (비인턴집단)에 비해서 처리집단 (인턴집단)이 통계적으로 유의하게 이직경험이 낮게 나타났다. 둘째, 연령이 작을수록 통계적으로 유의하게 이직경험이 낮게 나타났다. 셋째, 여자에 비해서 남자가 유의하게 이직횟수가 높게 나타났다. 마지막으로 기업규모가 클수록 이직횟수가 유의하게 감소하는 것으로 나타났다. In this paper, the determinants of the number of job changes in the SMEs (small and medium enterprises) youth-intern project is analysed, utilizing SMEs youth-intern DB and employment insurance DB. Since the number of job changes are count data which take integer values other than negative values, general linear regression analysis becomes inappropriate. Therefore, four models such as Poisson regression model, zero inflated Poisson regression model, negative binomial regression model and zero inflated negative binomial regression model are tried to fit count data. A zero inflated negative binomial regression model is selected to be the best model. Major results are the followings. First, the number of job changes is shown to be significantly smaller in the treatment group than in the control group. Second, the number of job changes turns out to be significantly smaller in the young-age group than in the old-age group. Third, it is also shown that the number of job changes of man is significantly greater than that of woman. Lastly, the number of job changes in the bigger firm is shown to be significantly less than that of the smaller firm.

Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses

Purpose: The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention. Methods: A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs. Results: The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. R=.48, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. R=.61, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention. Conclusion: In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.

Workplace Health Promotion and Labour Market Performance of Employees

This paper investigates the average effects of (firm-provided) workplace health promotion measures in form of the analysis of sickness absenteeism and health circles/courses on labour market out-comes of the firms' employees. Exploiting linked employer-employee panel data that consist of rich survey-based and administrative information on firms, workers and regions, we apply a flexible propensity score matching approach that controls for selection on observables as well as on time-constant unobserved factors. While the effects of analysing sickness absenteeism appear to be rather limited, our results suggest that health circles/courses increase tenure and decrease the number of job changes across various age groups. A key finding is that health circles/courses strengthen the labour force attachment of elderly employees (51-60), implying potential cost savings for public transfer schemes such as unemployment or early retirement benefits.

Career Networks and Job Matching - Evidence on the Microeconomic Foundations of Human Capital Externalities

Inspired by the literature on the importance of career networks for the quality of labor market matches we investigate whether human capital externalities arise from higher job matching efficiency in skilled regions. Using two samples of highly qualified workers in Germany, we find that increasing the regional share of highly qualified workers by one standard deviation raises wages on the incidence of job change by up to three percent, pointing to the importance of improved job matching opportunities in human capital rich regions as a microeconomic source of human capital externalities. Evidence on regional differences in job change behavior suggests that human capital networks enable young workers to change jobs more easily and to thereby increase matching efficiency, which in turn reduces the overall number of job changes needed until an efficient match is reached. Benefits from improved matching opportunities predominantly arise from human capital networks enabling workers in skilled regions to change jobs within an industry and, thus, to capitalize on their industry-specific human capital.

The Movement of Wealth

The authors present the results of a survey of the 20 top American money-management firms that asks the reasons why money managers move between firms. Such results should assist to devise methods for retaining top-performing producers. Such efforts are essential to providing stability to the RM-client relationship and, therefore, work toward making a happy customer. A number of variables as they relate to the percentage of assets transferred were studied, such as years of experience, number of job changes, performance of portfolio, movements between brokerages and private banks, and proactivity of departure firm, among others. The results show that clients still tend to be more loyal to the money manager than the firm, despite recent, more aggressive efforts by departure firms to institutionalize the customer. <b>TOPICS:</b>Wealth management, manager selection

JOB MOBILITY IN BRITAIN: ARE THE SCOTS DIFFERENT? EVIDENCE FROM THE BHPS†

AbstractThe Scottish extension‐sample of the British Household Panel Study (BHPS) is used to shed light on differences in job mobility patterns in England and Scotland for both men and women. Based on probit estimates of the overall mobility rate, a new decomposition technique is applied to distinguish between explained and unexplained differences. Furthermore, exploiting data on the number of job changes, a zero inflated Poisson model is estimated to provide information on possible differences in the expected number of job changes. Overall, there is evidence that suggests significant differences in mobility patterns south and north of the Borders; however, this is confined to men. Yet, whether this suffices to justify a heterogeneous regional labour market remains to be seen.

Maternal stress, social support, and risk of neural tube defects among Mexican Americans.

Studies suggest that maternal psychologic stress can increase the risk of congenital malformations, including neural tube defects (NTDs). We examined whether maternal stress and lack of social support contribute to NTD risk in a population living along the Texas-Mexico border. Case mothers (N = 184) were Mexican-American women with NTD-affected pregnancies who delivered during 1995 to 2000 in one of the 14 Texas counties bordering on Mexico. Control mothers (N = 225) were randomly selected from Mexican-American women residing in the same area and delivering normal live births. We measured maternal stress by tallying the number of job changes, residential moves, and major injuries occurring during the year before conception. Social support was measured using social integration and perceived emotional support scales. Mothers who experienced one or more stressful life events during the year before conception had increased risks for NTDs (odds ratio [OR] = 2.9; 95% confidence interval [CI] = 1.8-4.7) compared with mothers experiencing no events. Mothers who scored low on emotional support had an elevated risk compared with those who scored high (OR = 4.6; CI = 2.2-9.7). Social support measures, such as network size and satisfaction, group interactions, and church attendance, were unrelated to NTD risk. The estimated effects were not modified or confounded by age, education, country of birth, income, obesity, vitamin supplements, dietary folate, cigarette smoking, or alcohol consumption. In this Mexican-American population, the occurrence of stressful life events was associated with NTD risk. These findings suggest that stress may exacerbate risk in populations with poor nutritional status and meager economic resources.

RECENT DEVELOPMENTS IN COUNT DATA MODELLING: THEORY AND APPLICATION

Abstract. This paper deals with statistical methods for modelling individual behavior when the endogenous variable is a nonnegative integer. Examples are the number of children, the number of job changes or the number of shopping trips in a given period. Several approaches—Poisson, robust Poisson, negative binomial (NEGBIN), NEGBINk, hurdle Poisson, truncated‐at‐zero Poisson—are discussed with a focus on specification, estimation, and testing. An application to labor mobility data illustrates the gain obtained by carefully taking into account the specific structure of the data.

Optimal number of job changes

Under maximizing behavior, an optimal mobility function is derived from an earnings function and a mobility cost function, where the coefficients are variable depending on working history. Two approaches are distinguished: one with uniform and one with variable rates of growth. The most important determinants of optimal number of jobs are the earnings growth factor, previous experience, firm size, social background, and schooling. A comparison between optimal and actual number of job changes and the ML estimator of a probit model reveals that high skilled workers with limited experience and poor family background have a propensity to quit that is too low.

Job mobility for graduates in Botswana

Abstract Various reasons have been given concerning the need for job mobility as an essential aspect in a job career. Some of these reasons are: matching workers with the number of jobs available, increasing income, boosting status and achieving job satisfaction. In the present study, we examined job mobility among graduates from the University of Botswana in southern Africa. It was found that the number of job-changes was related to the number of years spent in government employment (graduates who had worked longer having changed jobs more frequently), and this aspect of job-change seemed to have enhanced job satisfaction; graduates who had their first employment in private companies were content to stay there whereas graduates who had started in government had a tendency to move out to positions in parastatal organizations or private companies. Upward job mobility occurred to a small extent only, and job stability was a more dominant factor in the working experience of graduates in Botswana. This phenom...