Past Work Experience Research Articles

Occupational therapists’ perspectives on screening for autism in early intervention

ABSTRACT Early signs of autism can be identified in children as young as 6–9 months; however, screening tools to identify characteristics of autism in young children are underutilized by pediatricians. This qualitative study aimed to 1) understand the role of occupational therapists (OTs) in early intervention teams when identifying and intervening with infants and toddlers demonstrating early markers of autism, and 2) determine the readiness and capability of OTs within early intervention to utilize autism screening tools in practice. Two semi-structured 90-minute focus groups were conducted with 13 OTs with current or past work experience in early intervention settings across Los Angeles, California. Participants expressed pride in their versatile role on early intervention teams; however, they had mixed feelings about the value of formal autism screening. Even when they were confident about their ability to detect early autism signs, participants cited numerous barriers related to knowledge of screening, stigma related to autism, and reliance on other providers such as pediatricians. These qualitative findings illuminate a need for mitigating expressed barriers to service delivery, bolstering education on screening procedures, and capitalizing on the adaptability of OTs in early intervention practice in order to advance the role of OTs in initiating the early autism screening process.

Between diversity and meritocracy: employer and skilled immigrant perspectives from the Canadian context

PurposeThis study aims to empirically investigate and extend the diversity-meritocracy paradox outlined by Konrad et al. (2021) using skilled immigrants in Canada as a case study. Despite their significance in knowledge-based economies, immigrant voices are often marginalized in diversity, equity and inclusion (DEI) literature and management research. By focusing on skilled immigrants, who embody both diversity and meritocratic principles, this research addresses this gap. Through semi-structured interviews, we examine whether diversity and meritocracy are perceived as contradictory or complementary for skilled immigrants. Our findings not only contribute to theoretical understanding but also offer practical insights into the complexities of diversity and meritocracy in contemporary organizations.Design/methodology/approachThis study utilizes qualitative, semi-structured, interviews and focus groups to gather data from both employers and skilled immigrants. Thematic analysis, guided by Braun and Clarke (2006), is employed to analyze the data. Participants include skilled immigrants and human resource (HR) professionals/managers. Data are collected through interviews and focus groups conducted between December 2018 and February 2020 in person and via video-conferencing.FindingsThis study unveils a discrepancy in perceptions between employers and skilled immigrants on DEI in Canada’s labor market. While employers prioritize meritocracy, emphasizing Canadian qualifications and experience, immigrants feel undervalued, encountering barriers due to cultural differences. Employers focus on past work experience over credentials, using behavioral interviews and proficiency tests for assessment. However, immigrants often perceive the selection process as opaque, and encounter explicit preferences for Canadian education and experience, which they view as discriminatory. Challenges in onboarding, training and workplace culture further exacerbate their experiences. These findings highlight the nuanced dynamics between meritocracy and diversity, underscoring the need for systemic change.Originality/valueDespite employers’ claims of valuing diversity, our findings reveal a preference for “Canadian-ness” over immigrants' international expertise, perpetuating systemic barriers. Employers prioritize meritocracy but often conflate it with cultural conformity, hindering immigrant integration. Our analysis underscores the disconnection between organizational rhetoric and practices, urging a reconceptualization of diversity and inclusion policies. To foster truly inclusive workplaces, both surface-level and deep-level diversity must be considered. Policy interventions and enhanced intercultural competence are essential for leveraging the talents of skilled immigrants and promoting equitable employment practices.

Generalist CFO and corporate debt finance: evidence from the Chinese market

PurposeThis study examines the relationship between chief financial officer (CFO) general ability and corporate debt financing, using all Chinese listed companies as the sample. It has significant implications for corporate shareholders and investors. Companies aiming to increase the proportion of external capital should prioritise the CFO's general ability. Similarly, investors can consider this a valuable sign before making investment decisions.Design/methodology/approachThis study follows Custódio et al.'s (2013) approach to measuring the CFO general ability index (GAI) in five dimensions, while the D/E ratio is treated as the primary proxy of corporate debt financing. This study investigates the linear relationship between CFO general ability and corporate debt financing by using the ordinary least squares (OLS) regression with controlling year and industry fixed effect simultaneously.FindingsBased on a sample dataset of all listed firms in China from 2008 to 2023, this paper identifies a significant positive correlation between CFOs' general management skills and corporate debt financing. This finding underscores that generalist CFOs prefer debt financing over equity financing. The paper also suggests that corporate innovation could be a potential mechanism through which CFOs' comprehensive management skills influence debt financing.Originality/valueThis study expands upon prior research by establishing a positive correlation between generalist CFOs and debt financing. Previous studies investigating the influence of CFO demographic characteristics have predominantly concentrated on singular dimensions, such as educational background, varied professional experiences and career trajectories, often overlooking the significance of past work experience. Secondly, this paper enriches the financial literature by introducing a novel determinant that substantially impacts debt financing.

Meandering pathways to success: a careers perspective on self-employment

PurposeThe paper aims to provide a career perspective on self-employment (SE) by focusing on how engaging in SE shapes the career experiences of MBA graduates in a distinct cultural and institutional context.Design/methodology/approachWe thematically analyse interviews with 29 Indian MBA graduates (including 10 women) who have engaged in both SE and salaried employment, using the conservation of resources (COR) theory as the theoretical framework.FindingsParticipants took up SE in a challenging institutional and cultural environment. Resources such as financial stability, social networks and family support enabled participants to pursue SE. Participants noted that the SE experience boosted their psychological resources, providing them with greater confidence, perseverance and self-awareness. Participants observed that SE had a negative impact on subjective career success (SCS) dimensions of financial success and positive work relationships but positively impacted other SCS dimensions such as entrepreneurship, learning and development, positive (social) impact and work–life balance (particularly for women).Research limitations/implicationsParticipants were highly educated with strong social networks from past work experience in a developing economy, so the transferability of the findings to other contexts may be limited.Practical implicationsIndividuals could benefit from considering a broader career canvas that includes SE as a career option. Policymakers should work towards removing institutional barriers and changing cultural perceptions towards SE.Originality/valueOur study is distinct in that it comprises participants who had engaged in both SE and salaried employment during their careers. Few studies have looked at the impact of one employment episode on another. We show that SE episodes can contribute to career sustainability by developing psychological resources.

Influence of selected demographic variables on SMME survival

The economic vibrancy of most small communities is generally driven by Small, Medium and Micro Enterprises (SMMEs) of different kind. Although the existence of these SMMEs tend to depend mainly on the disposition of the entrepreneur, the role of demographic variables tend to be very significant when it comes to their profitability and long-term survival. A myriad of research studies have highlighted the role of demographic characteristics. The paper aims to establish the influence of demographic variables on SMME sustainability and success. We employed a positivist research approach, which is descriptive in nature. A survey was used to collect data from 117 randomly sampled owners/managers respondents from a myriad of SMMEs in the Matjhabeng municipality in Welkom. Yielding a response rate of 69%. A regression analysis and interpretation was conducted to determine the influence of variables to each other. The regression data analysis revealed a mixed-bag of results with (i) education level, (ii) household income and (iii) consumer mobility reporting a significant relationship with SMME sustainability. Conversely, (iv) age level and (v) past work experience showed no significant relationship with SMME sustainability. To ensure sustained SMME growth and success, owner/managers must embrace and entrench a culture of investing not only in their self-development, but that of their team members/workforce as well. The study provides empirical evidence of the positive relationship between demographic variables and SMME’s sustained success and survival. Confirming that education and experience in particular are critical predictors of SMME success if investment on the most important asset, people, is given a high priority.

Skaitmeninis vyresnio amžiaus žmonių įsitraukimas Lietuvoje: barjerai ir pagalbos galimybės

While Lithuania advances rapidly in the ICT sector, a digital divide persists among older adults. A study of 289 elderly Internet users highlighted key barriers and facilitators in digital engagement. Motivation stemmed from personal qualities like curiosity and past work experience with digital tools. Major barriers included language challenges, technical jargon, limited support, device comprehension issues, and emotional factors. Formal and informal training, peer support, gaming‘s role, and family, particularly younger members, emerged as crucial learning aids. The study underscores the need for strategies tailored to enhance digital inclusion of older people in Lithuania.

Professional experience before a PhD. Does it pay off?

The number of PhD graduates has been increasing yearly, but the job opportunities in Academia remain the same. This pattern will intensify the pressure on PhD students to look for other possible careers. Past work experiences, due to their developmental potential, occupy a prominent place in the career development paradigm. However, more is needed to know about the professional path of PhD students before they entered the PhD. This study aimed to explore PhD students’ previous professional experience, focusing on the extent to which previous experiences determine students’ perception and development of career expectations. A quantitative research approach was followed among 377 PhD students at a Portuguese Higher Education Institution (HEI). Results show that regardless of their previous work experiences, PhD students value career options related to research, preferably within Academia. However, in terms of career development, students who have diverse work experiences reported feeling more prepared to put into practice actions to prepare their career than students with professional experience in Academia or no professional experience. This study confirms that PhD students’ previous work experiences pay off by making a difference in the feeling of preparedness for career development, whereas in terms of student’s future career expectations after the PhD, it did not allow for a definite answer, as it seems that all professional groups prefer similar research-oriented paths. Intervention must be done simultaneously on an individual and contextual level, allowing students to have experiences during the PhD and promoting the reflection on these experiences so students may feel more prepared to develop their future careers. For companies, intervention should focus on showing the PhDs’ added value and also the potential of incorporating the R&D dimensions within their jobs. Failing to do so may contribute to enhancing the employability challenges faced by the growing number of PhD holders.

Understanding career-designing experiences of North Korean immigrant youths in South Korea

AbstractNorth Korean immigrant youth are underrepresented in career development research fields. We explored contextual factors that work as resources or hindrances to obtaining adequate education and exploring career paths in addition to the unfilled psychological needs they want to fill in through securing decent work. By analyzing the interview with 12 participants, we found three domains with 17 categories. The main hindering factors were the difference in language, academic curriculum, and lack of career information. Resources included increased self-understanding, social support, and past work or educational experience. Lastly, psychological needs were the sense of autonomy, economic stability, and social recognition.

Associations between conflict violence, community violence, and household violence exposures among females in Colombia

BackgroundExposure to protracted public violence is increasingly referenced as a risk factor for domestic violence, but limited quantitative evidence has demonstrated this association to date. This study analyzes associations in Colombia between lifetime experiences of external violence, including the Colombia civil conflict and community interpersonal violence, and experiences of household violence, including intimate partner and caregiver violence. Methods and findingsWe use the 2018 Colombia Violence Against Children and Youth Survey, employing multi-variable logistic regressions to determine the association between exposure to external violence and household violence victimization for females aged 13–24 (n = 1406). Adjusted models controlled for age, ever married, currently in school, and past 12-mo work experience and standard errors were adjusted to account for the multi-stage sampling design. Females who had ever witnessed community violence (39.23 %) faced increased risks of experiencing both physical violence (aOR = 2.81; 95 % CIs: 1.54–5.14; p < 0.001) and emotional violence (aOR: 2.48; 95 % CIs: 1.29–4.75; p < 0.01) from caregivers. Females who had ever witnessed internal conflict (15.99 %) had a greater likelihood of experiencing emotional violence from caregivers (aOR: 5.24; 95 % CIs: 1.86–14.76; p < 0.01) as well as physical violence perpetrated by intimate partners (aOR: 3.31; 95 % CIs: 1.22–8.95; p < 0.05). ConclusionsThis study demonstrates the connection between exposure to community violence and internal conflict and household violence victimization among adolescent and young adult females in Colombia. Findings build the evidence base for more holistic and coordinated policy and programming efforts and foreground the need to identify and support vulnerable populations across socioecological domains in contexts of chronic violence.

Challenges in managing immovable cultural heritage for tourism in Zambia

ABSTRACTIn an effort to diversify its tourism industry from wildlife and natural sites such as the Victoria Falls, the Zambian government has recognised the potential of more than 3000 immovable cultural heritage sites on the national register to contribute to the development of the industry. Despite immovable cultural heritage having great potential for tourism, only 12 such heritage sites have been opened to visitors. A review of the visitor records from 2008 to 2012 revealed that apart from one located at the world-renowned Victoria Falls, none of the sites had recorded more than 3000 visitors per year. To provide a basis for understanding the paradox of a high number of immovable cultural heritage sites attracting a low number of visitors, this article used archival research and past work experience of the author to identify and discuss some of the challenges associated with managing such heritage sites for tourism in Zambia.

Automatic identification of storytelling responses to past‐behavior interview questions via machine learning

AbstractStructured interviews often feature past‐behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past‐behavior questions may constitute a basis for delivering feedback and thus helping them improve their performance. We used machine learning algorithms to predict storytelling in transcribed speech of participants responding to past‐behavior questions in a simulated selection interview. Responses were coded as to whether they featured a story or not. For each story, utterances were also manually coded as to whether they described the situation, the task/action performed, or results obtained. The algorithms predicted whether a response features a story or not (best accuracy: 78%), as well as the count of situation, task/action, and response utterances. These findings contribute to better automatic identification of verbal responses to past‐behavior questions and may support automatic provision of feedback to applicants about their interview performance.

Colleagues' Work Attitudes towards Employees with Disability.

The present study investigates the significance of work inclusion in people with a disability and then aims to examine colleagues' attitudes. Considering Stone and Colella's model, we analyzed the colleagues' attitudes and variables related to the disability, such as type of disability and type of presentation of colleagues with disability, and colleague's characteristics, such as gender, educational level, and experience in work with people with disability. We randomly assigned two hundred eighty-six employees to a standard condition (hypothetical colleagues with a disability presented by the impairments labels) or favorable condition (hypothetical colleagues with a disability presented by their past work experiences). The type of disability and its presentation influence colleagues' attitudes. Besides employees' gender, educational level and experience in work with people with a disability influences the attitudes toward them. Implications for practice were discussed.

Mental health problems of public health nurse during the COVID- 19 pandemi Past work experience related to COVID-19 and its impact on mental health problem during 7th wave

Mental health problems of public health nurse during the COVID- 19 pandemi Past work experience related to COVID-19 and its impact on mental health problem during 7th wave

House officers’ specialist career choices and motivators for their choice– a sequential mixed-methods study from Malaysia

PurposeShortage and maldistribution of medical specialists hamper healthcare quality. The specialist career choices of house officers determines the future composition of healthcare systems. We studied house officers’’ specialist career choices and motivators for their choice.Participants and methodsWe conducted online in-depth interviews among seven house officers using an interview guide developed based on a literature review. The transcripts were analyzed. Major themes were identified. A 33-item questionnaire was developed, and the main and sub-themes were identified as motivators for specialist career choice. An online survey was done among 185 house officers. Content validation of motivators for specialist choice was done using exploratory factor analysis. First, second and third choices for a specialist career were identified. Multinomial logistic regression analyses were done to determine the socio-demographic factors and motivators associated with the first choice.ResultsHOs perceived that specialist training opportunities provide a wide range of clinical competencies through well-structured, comprehensive training programs under existing specialist training pathways. Main challenges were limited local specialist training opportunities and hurdles for ‘on-contract’ HO to pursue specialist training. Motivators for first-choice specialty were related to ‘work schedule’, ‘patient care characteristics’, ‘specialty characteristics’, ‘personal factors’, ‘past work experience’, ‘training factors’, and ‘career prospects.’ House officers’ first choices were specialties related to medicine (40.5%), surgery (31.5%), primary care (14.6%), and acute care (13.5%). On multivariate analysis, “younger age”, “health professional in the family”, “work schedule and personal factors”, “career prospects” and “specialty characteristics” were associated with the first choice.ConclusionsMedical and surgical disciplines were the most preferred disciplines and their motivators varied by individual discipline. Overall work experiences and career prospects were the most important motivators for the first-choice specialty. The information about motivational factors is helpful to develop policies to encourage more doctors to choose specialties with a shortage of doctors and to provide career specialty guidance.

Logics and Founder Identity: The Enabling Effect of Identification

Past work experience exposes entrepreneurs to the logics of pertinent institutional fields. Entrepreneurs integrate elements of these logics (e.g., values, meanings, beliefs, norms) into their founder identity—that is, what is important to them as a founder and what they do in their startup firm. Nevertheless, this process can be contingent on individual characteristics, and it is unclear why elements of some logics are integrated while those of others are not. Leveraging recent research on identification, we develop a theory about how institutional identification moderates the relationship between past exposure to logic and the formation of founder identity. We conducted a survey study with entrepreneurs from young startups to understand how past exposure to the social welfare logic and identification with this logic independently and jointly affect the dominant social welfare (over commercial) tendency of their founder identity. Our findings suggest that past exposure to logic and identification with logic are not significantly associated with the dominant social welfare tendency of entrepreneurs’ founder identity on their own, but they interact to influence founder identity. More specifically, past exposure to the social welfare logic negatively predicts entrepreneurs’ dominant social welfare tendency of founder identity when their identification with this logic is low. Our study contributes to the micro-foundations of institutional theory by identifying critical boundary conditions of how logics influence individuals’ identities and behaviors.

First-Generation Highly Skilled Migrants from a South-Asian Country

This paper presents findings of a study that investigated causes for migration, the expectations of migration and post-migration experience of IT professionals from Sri Lanka. The paper also discusses effects of education qualification from abroad, past work experience from abroad, and homeownership before migration on skilled migration. For the study, survey methodology was used, and two different sample groups were selected – migrants and prospective migrants from the IT sector. The results indicated two domains of causes and four domains of expectations. There were significant differences between expectations and post-migration experience of migrants; there were significant differences in some causes for migration and expectations and postmigration experience by homeownership before migration. The paper concludes with a discussion on implications of the findings for theory and practice.

Self-employment experience effects on well-being: A longitudinal study

The notion that self-employed individuals are more satisfied with their jobs than wage-employees has found broad empirical support. Previous research exploring the well-being effects of self-employment typically relies on direct cross-sectional comparisons between wage-employees and self-employed or on longitudinal investigations of transitions in or out of self-employment. In this study, the authors use individuals’ employment status histories in British longitudinal data to examine how accumulated self-employment experience affects job satisfaction, satisfaction with leisure and satisfaction with income. The study finds that those with past work experience only as self-employed report higher levels of job satisfaction than those with experience only as wage-employees. However, individuals with mixed work experience profiles are the most satisfied. This suggests a non-monotonic relationship between self-employment and job satisfaction. Patterns of self-employment experience and other satisfaction domains, such as satisfaction with income or leisure, are more nuanced, differing across gender lines.

Employment related barriers and facilitators for people with psychiatric disabilities in Spain.

People with mental health-related disabilities still experience difficulties in obtaining and maintaining a job. Previous international studies inform about employment barriers and facilitators but there is insufficient research in Spain. To explore what type of employment barriers and facilitators were important for people with psychiatric disabilities with past work experiences in competitive and protected work settings. In-depth, semi-structured qualitative interviews with 24 participants selected through purposive sampling. The personal sphere was the content most closely related to barriers, followed by the social environment. Facilitators were more closely related to the interviewees' social network, followed by elements in their personal sphere and job environment. The findings suggest the need to implement supported employment services in Spain to promote hiring people with psychiatric disabilities in competitive companies. The results also indicate the need to implement new services aimed at supporting the management of disability information during the process of obtaining and maintaining a job, while there is still a need to conduct anti-stigma and anti-discrimination campaigns.

399 Advanced Practice Provider Perspectives on Advanced Care Planning

OBJECTIVES/GOALS: Perioperative surgical care is team-based with close partnership between surgeons, residents, advanced practice professionals (APPs), and others. The objective is to develop an understanding of the current state and implementation needs required for APPs to engage surgical patients in advanced care planning (ACP) to promote goal concordant care. METHODS/STUDY POPULATION: We will conduct a mixed methods evaluation of ACP knowledge, attitudes, and beliefs amongst surgical APPs to identify barriers and facilitators of APPs engaging in a team-based approach to engaging surgical patients in ACP. We will conduct an online survey and qualitative interviews in the following 4 domains: 1) knowledge, skills, and attitudes about engaging in ACP with a patient or their surrogate decision maker during their perioperative care; 2) prior ACP-specific education; 3) experiences conducting ACP discussions with patients; and 4) perceived training needs to increase ACP uptake and documentation. The findings will provide the foundations to design team-based interventions focused on addressing the barriers and inform training and coaching needs to develop expertise and comfort in the ACP process. RESULTS/ANTICIPATED RESULTS: We expect variability in the knowledge, skills, attitudes, and experiences with the ACP process. We anticipate gaining a better understanding of the educational materials best suited to support APPs as they begin engaging patients in ACP. Possible barriers to APP-led ACP discussions include inconsistent role delineation, uncertainty about the value of pre-operative vs. post-operative ACP discussions, lack of experience engaging in ACP discussion, and lack of familiarity with electronic health records ACP tools. Possible facilitators of APP-led ACP discussions may be related to past work experience settings, exposure to ACP in educational preparation, hands-on observation of value of ACP in surgical patients and influences from attending and residents. DISCUSSION/SIGNIFICANCE: While current ACP research in surgery focuses on physician-led patient engagement in ACP discussions, there is a paucity of research focusing on how to develop a team-based approach to ACP discussions in surgery. This study will provide information necessary for the development of interventions that increase team-based ACP for surgical patients.

Surviving the COVID-19 Pandemic: Hoteliers’ Resilience

The COVID-19 pandemic has impacted the entire world. The industry experienced a significant downturn. Unprecedented global travel restrictions and government instructions to stay at home are causing the most significant disruption to the global economy. Many hotel employees have been laid off both formally and informally in the current pandemic situation. It results in people losing their income. This study aims to analyze the strategies used by human resources in the tourism sector, especially hospitality, which has been affected by the COVID-19 pandemic to survive in the middle. This study uses an approach using descriptive analysis. Informants who previously worked in the tourism sector and made Covid-19 adapt and implement various strategies simultaneously to survive and be resilient during the pandemic. The methods used to collect data are questionnaires and interviews. The analysis in this study was conducted using a qualitative descriptive method. The research findings reveal the dominance of the strategies adopted by key informants. Entrepreneurial orientation, motivation and effort are the most prominent approaches in an active strategy to solve problems. Former hoteliers gain resilience to survive during the pandemic by empowering skills from past work experience in star hotels and conducting retraining programs through government policies. Human resources in the tourism sector are expected to foster social-based entrepreneurship or opportunities and needs-based entrepreneurship so that businesses remain stable in the future.