Related Jobs Research Articles

Single machine scheduling with due date assignment to minimize the total weighted lead time penalty and late work

We study a single machine scheduling problem with due date assignment for minimizing the total weighted lead time penalty and late work, where the lead time penalty is the excess of an assigned due date over a given lead time, and the late work is the part of a job executed after the assigned due date. For the problem with common due date assignment, we show that it is solvable in O(nlogn) time. For the problem with unrestricted due date assignment, we determine an optimal due date assignment for a given schedule, and transform the problem to an equivalent problem for minimizing the total ▪-shape function, where ▪ depicts the shape of the penalty function for a job in relation to its completion time. Furthermore, we show that the problem with unrestricted due date assignment is unary NP-hard by proving the unary NP-hardness of the equivalent problem, and study two special cases. For the case with identical lead times, we show that it is binary NP-hard by providing a dynamic programming algorithm. While for the case with identical processing times, we prove that it is solvable in O(n3) time. Finally, we study the problem of minimizing the total ▪-shape function, and show that its two special cases are binary NP-hard by proving that they are pseudo-polynomially solvable.

Emotional Intelligence’s Impact on Managers Work Performance

Objective: This study aims to estimate managers' EI levels in the banking sector. Theoretical framework: Examining managers' Emotional Intelligence levels and how they affect their work performance in the banking industry. Method: In order to deepen understanding in this field and formulate suggestions that would promote excellence and professional advancement. The study made use of the statistical programme SPSS, the researcher used a descriptive strategy that focuses on data gathering and interpretation. Result and Conclusion: The random sample technique was used to disperse managers who made up the study population. After data analysis, the findings revealed a lack of a favourable statistical association exists between Emotional Intelligence and Employee Performance. general, as well as its elements for managers in the banking industry in terms of Efficacy and Professional Performance. Implication of the Study: The supervisors who made Because the banking industry is so private, it was difficult to access the research population, and there wasn't much information available. Originality/Value: One of the contemporary ideas that has made its way into the study of organisational behaviour and human resource management is the idea of emotional intelligence. This study sought to ascertain how managers at banks performed on the job in relation to their Emotional Intelligence.

Global Evidence on the Relative Importance of Nonfinancial Drivers of International Migration Intentions

Using a global, individual-level survey, this article looks at the relative importance of local amenities and political institutions while controlling for other financial and nonfinancial incentives for individual plans to move between countries. Although the influence of wages and income differences has been extensively explored, less is known about specific non-income-related drivers of international migration and their relative importance. The analysis highlights that satisfaction with politics and amenities both at the origin and destination, are important drivers of migration intentions. These jointly with social networks explain about twice as much in international migration intention outcomes than employment-related incentives (such as relative individual income difference, employment, and job satisfaction), with relative income difference explaining only about 5 percent to 8 percent.

Development of Robot to Improve Learning of Programming Skills among Students

The Fourth Industrial Revolution (IR4.0) has shifted the mindsets of engineering students on the importance of IT skills for current and future engineering related jobs. Nowadays, programming is the most fundamental skill that needs to be learnt by the students using mBot technology. The mBot technology is consider as programmable educational robot designed for beginners to learn basic programming concepts which can be assessed and evaluated via bloom's taxonomy framework. It can be a daunting task to learn programming, especially to new students who do not have any prior experience in coding. Average and low performing students are lacking algorithmic skills, where they could not visualize how the programming concepts work. Therefore, this paper presents the effectiveness of using robot to improve students’ learning of the programming concepts. In designing the learning modules, bloom’s taxonomy model and problem-based learning are adopted using mBot. Moreover, a low-cost and pre-programmed line follower robot has been used to demonstrate the outputs from the programs written in a more interactive manner. For the evaluation, pre-test and post-test of Quasi experimental design have been applied involving 40 students who were identified and categorized as average and low performing groups in the course. The findings show that a significant improvement has been observed from students’ performance and motivation. As such, the students’ performance is measured based on two phases of experiments. Whereas the students’ motivation is measured based on four motivation attributes: self-efficacy, active learning strategy, programming learning value and performance goal.

How Do Fieldworkers in Poverty Craft Meaningful Roles to Achieve Social Impact? Female Teachers in Slums in India

Prior research has adopted a job-crafting perspective to explain why employees attempt to craft their roles meaningfully (Wrzesniewski & Dutton, 2001). We explore this theoretical lens in a new context that is particularly challenging for workers and where it would seem unlikely to apply: poverty. More specifically, we study female teachers in slums in India. We use a mixed-methods approach—first qualitative research, then quantitative research—to contextualize job-crafting theorizing by identifying, conceptualizing, and testing situational challenges and enablers in regard to meaningful work in this context. More specifically, we develop and corroborate new theory suggesting that poverty- and gender-related stressors deplete teachers’ energy and resources, limiting relational job crafting, but that teachers’ identification with the community helps to counteract this challenge, ultimately increasing their social impact. More fundamentally, we show how job-crafting theorizing, contextualized in a poverty setting, helps to understand how social organizations, through their fieldworkers (e.g., female teachers), create social impact.

Organizational career growth and high-performance work systems: The roles of job crafting and organizational innovation climate

This study focused on the relationship of employees' career growth with high-performance work systems (HPWS), how and the conditions under which HPWS enhance organizational career growth. It considered job crafting as part of the mechanism, the idea being that employees actively exploit the resources provided and demands imposed by HPWS to craft their jobs. Using a multi-level, three-wave time-lagged design with 663 employees and 67 human resource managers from 67 companies, we found that (a) organization-level HPWS were positively related to individual employees' career growth; (b) task and relational job crafting mediated the relationship; (c) the organizational innovation climate moderated the relationship between organization-level HPWS and job crafting; and (d) the moderating effect had an impact on employees' career growth through job crafting. The implications of the study for the advancement of knowledge and practice are discussed.

P036 Gout and work participation in British adults: findings from the Health and Employment After Fifty study

Abstract Background/Aims The prevalence of gout is increasing in the UK and gout is the most common inflammatory arthritis among men aged 40 and older. As well as acute and chronic musculoskeletal manifestations, it is also associated with cardiometabolic disease and renal impairment. Given its risk factors and associated morbidities, it has potential to significantly impact work ability, but this has received little attention to date. Methods Data came from the Health and Employment After Fifty (HEAF) study, a cohort of 8134 men and women recruited in 2013-14 when aged 50-64. Consenting participants also agreed to data linkage to their Clinical Practice Research Datalink (CPRD) primary care records. Participants were coded as having gout if they had at least 2 CPRD records diagnosing/treating gout at any time before the baseline questionnaire. Annual follow-up questionnaires enquired about jobs altered mainly or partly because of health reasons which was coded as health-related job loss (HRJL). Other outcomes assessed were: any sickness absence in past 12 months (vs no sickness absence); prolonged sickness absence (defined as > 20 days of sickness absence in past 12 months vs less than 20 days); and any sickness absence because of musculoskeletal pain (vs no sickness absence because of musculoskeletal pain). Participants with gout who were in paid work at baseline were individually matched by sex and age (within 1 year) with 3 participants also working but without a diagnosis of gout. Associations between having gout and a subsequent work outcome were explored with multilevel logistic regression with random intercept, to account for the repeated measures for each participant, and results expressed as ORs with 95%CIs. Results Of the 7673 HEAF participants who consented to CPRD data linkage, 149 (1.9%) were classified with gout. The proportion of participants in work at baseline was similar among those with gout (73.8%) and without gout (67.9%). Participants with gout were mostly men, average age 58 years. Gout participants were more likely than controls to be: obese, previous smokers, heavy drinkers, to report fair/poor self-rated health (SRH) and to have prevalent hypertension as compared with those without gout. After adjustment for age, sex, time of follow-up, BMI, alcohol, and SRH, having gout was significantly associated with any sickness absence (OR = 2.68 95%CI 1.58,4.54) and musculoskeletal sickness absence (OR = 2.50 95%CI 1.15,5.43) but no association was seen with HRJL or prolonged sickness absence. Conclusion Gout was an independent risk factor for sickness absence but not health related job loss. As the impact of sickness absence associated with gout is likely to increase with rising disease prevalence and an older workforce, there is need to explore whether improved management of hyperuricaemia and gout can improve work outcomes. Disclosure S. D'Angelo: None. K. Walker-Bone: None. N. Goodson: None.

Choosing Money Over Meaningful Work: Examining Relative Job Preferences for High Compensation Versus Meaningful Work.

People sometimes must choose between prioritizing meaningful work or high compensation. Eight studies (N = 4,177; 7 preregistered) examined the relative importance of meaningful work and salary in evaluations of actual and hypothetical jobs. Although meaningful work and high salaries are both perceived as highly important job attributes when evaluated independently, when presented with tradeoffs between these job attributes, participants consistently preferred high-salary jobs with low meaningfulness over low-salary jobs with high meaningfulness (Studies 1-5). Forecasts of happiness and meaning outside of work helped explain condition differences in job interest (Studies 4 and 5). Extending the investigation toward actual jobs, Studies 6a and 6b showed that people express stronger preferences for higher pay (vs. more meaningful work) in their current jobs. Although meaningful work is a strongly valued job attribute, it may be less influential than salary to evaluations of hypothetical and current jobs.

Influence of digital divide in the entrepreneurial motor of a digital economy: a system dynamics approach

The creation of digital ventures in developing countries is an alternative to the generation of jobs in the ICT sector, but the lack of qualified individuals in ICT-related skills inhibits the growth of new companies, a gap that is analyzed with the digital divide theory. This research aims to understand the dynamics using a simulation model that combines aspects of the adoption of ICTS, internet availability, skills, with the entrepreneurial motor of innovation systems. The methodology is developed with data from a national ICT survey and organizations in Colombia. Different scenarios are analyzed regarding ICT education and inclusive policies. Results show that Covid-19 pandemic consequences could have a negative effect during five years and that under a scenario of accelerated growth of ICT, the sector could demand up to 400.000 ICT- related jobs by 2035. The main contribution of this research is the understanding of the ICT systems from an inclusive perspective, identifying the key variables that determine the growth of ventures and the development of digital skills among individuals.

Economic Vulnerability of Sexual Minorities: Evidence from the US Household Pulse Survey.

Despite improvements in the legal and social environment, economic outcomes for LGBTQ individuals suggest a high degree of vulnerability. We use data on over 500,000 individuals collected from July 21, 2021 to May 9, 2022 as part of US Census Bureau's Household Pulse survey which is the Bureau's first survey to collect self-reported sexual orientation and gender identity. We use linear probability models to answer several questions related to the economic experience of lesbian, gay and bisexual (LGB) individuals during this time period. We find that lesbian women, bisexual women, and bisexual men were more likely than their heterosexual counterparts to be in a household that experienced pandemic related job loss. Bisexual men were more likely than heterosexual men to have difficulty paying their expenses, experience food insufficiency and experience housing insecurity in the last week. Lesbian and bisexual women were more likely than heterosexual women to report expense difficulty and food insufficiency. The vulnerability we observe may have been exacerbated by the pandemic but appears to be largely due to pre-existing-and likely continuing-inequalities.

Student loan debt and the career choices of college graduates with majors in the arts.

This study looks to test the impact of student loan debt on the career choices of college graduates with majors in the arts in the USA. As earnings are on average lower and more variable for arts graduates when compared to graduates of many other fields, I hypothesize that student loan debt will decrease the likelihood arts graduates will work in jobs related to their major fields of study. National Survey of College Graduates data is used to test this hypothesis. I find that for arts graduates, owing on student debt decreases the likelihood of working in jobs closely related to their major fields by over 25% and decreases the likelihood they work as artists by over 30%. For all college graduates, the negative impact of student debt on working in closely related jobs to their major fields is only 3%. Student debt may have potential distributional impacts on who works as artists, as Black and Hispanic graduates and those whose parents did not attend college are more likely to have student debt and less likely to be working in jobs closely related to their major field of study. Policies that help to alleviate the debt burden on arts graduates, like debt relief, could help to mitigate these negative distributional impacts.

Contact and impact on the frontline: Effects of relational job architecture and perceived safety climate on strain and motivational outcomes during COVID-19.

The COVID-19 pandemic has dramatically impacted the relational nature of work, particularly for frontline workers who provide their labor in person. However, little is known about how relational job characteristics during the pandemic may affect workers or how frontline and nonfrontline workers may respond differently. We integrate theory on relational job architecture with the job demands-resources model to understand the effects of contact and impact during the pandemic. We propose contact as a job demand that increases strain outcomes among frontline workers and impact as a job resource that increases motivational outcomes among all workers. In addition, we propose perceived safety climate as a critical resource for mitigating the negative effects of contact among frontline workers and amplifying the positive effects of impact among all workers. We test hypotheses among 452 full-time workers (209 frontline, 243 nonfrontline) using a two-wave survey design. We find no support for the idea that contact operates as a job demand among frontline workers. In contrast, among nonfrontline workers, contact was associated with higher levels of burnout at lower levels of job impact and perceived safety climate. Impact and perceived safety climate acted as important resources among all workers, predicting both motivational and strain outcomes 4 months later. In addition, the positive effects of impact on prosocial motivation were amplified at higher levels of perceived safety climate among all workers. Our results suggest that impactful work, when conducted in a safe climate, is a key resource for enhancing prosocial motivation during crisis situations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

OPENING REMARKS: CYBER RESILIENCE AND INTERNATIONAL PERSPECTIVES PANEL

On November 25, 2022, Professor Julian Richards, Director of the Centre for Security and Intelligence Studies at the University of Buckingham (BUCSIS), delivered his opening remarks for panel five of the 2022 West Coast Security Conference. Professor Richards discussed the importance of understanding cyber threats to build resilience, supply shortage in the market of cybersecurity related jobs, and the importance of bringing academics and practitioners together in cyber discussions. Received: 2022-12-30Revised: 2022-12-31

Building organizational commitment through cognitive and relational job crafting

In this paper, we investigate the process by which organizational commitment is influenced by job crafting among knowledge workers. To address this aim, we conducted a longitudinal qualitative case study in a software solutions development firm in Denmark. The findings from the study suggest that relational and cognitive job crafting encourage affective, normative, and continuous commitment among knowledge workers, which ultimately has a positive influence on retention. The study also highlights the considerable overlap between different types of job crafting, with task job crafting appearing to be a precursor to relational and cognitive job crafting. This paper contributes to the job crafting literature by providing a process-focused account of how it engenders knowledge workers’ organizational commitment and to practice by suggesting how managers can support job crafting efforts to increase knowledge worker retention.

EXAMINING THE IMPACT OF COVID-19 AND ITS RELATED LOCKDOWN ON FOOD SECURITY AND JOB LOSSES: A CASE OF KUMASI, GHANA

The COVID-19 pandemic and its related partial lockdown have become a multiplier of vulnerability, compounding threats to food security and job losses whiles opening up weaknesses to food systems. The study’s objective was to examine the impact of COVID-19 disease and its related lockdown on food and nutrition security and job losses. It was carried out in Asokwa Municipal. The site forms part of the cities in Ghana to experience the partial lockdown, hence its selection. Both primary and secondary data collection formed part of the study. Fifty respondents were selected as sample size by means of the purposive sampling technique. The study employed a qualitative approach with a descriptive and narrative posture to the presentation, discussion and analysis. An open-ended questionnaire and a checklist were used for data collection through semi-structured interviews. It was discovered from the results that food and nutrition insecurity, job losses and income reductions were still very common, affecting the participants livelihood. Disproportionally affected were households whose income comes from farming, transporting, informal labour as well as marketers. It was concluded that food and nutrition insecurity and job losses were not outside the impact of COVID-19 and its associated partial lockdown. Food and nutrition security is a global concern in present circumstances. The food supply chain has been hit hardest by COVID-19, causing food insecurity of the most vulnerable segment of the society. Also, most of the migrant, informal and seasonal farm workers were losing their jobs which affected their demand for food. Therefore, the government should step up the measures to control the pandemic without disturbing the food supply chain. The development and the use of online marketing strategies where people can make order of various products should be promoted.

Intention to Leave Nursing Profession and Its Associated Factors Among Nurses: A Facility Based Cross-Sectional Study.

Nurses' intention of leaving their profession is the main challenge for healthcare and hospital administrators in many countries. It has significant impact on the performance, stability and productivity of health facilities. However, there is limited evidence on the nurses' intention to leave their profession and associated factors among nurses in developing countries including Ethiopia. This study was aimed to assess intention to leave nursing profession and its associated factors among nurses working in West Shoa Zone public Hospitals, Oromia region, Central Ethiopia, 2020. Institution based cross-sectional study was conducted among 393 nurses working in West Shoa zone public hospitals, Ethiopia from May 1 to 30, 2020. Simple random sampling technique was used to select the study participants. Structured self- administered questionnaire was used to collect data. Data were cleaned and entered into Epi-data version 3.1 then exported to SPSS version 25 for analysis. Descriptive statistics such as frequency mean and standard deviation was computed to describe variables of the study. All covariates that were significant at P value <0.25 in bivariate logistic regression analysis were considered for further multivariable logistic regression analysis. Backward stepwise logistic regression model was fitted, crude ratio and odds ratio were calculated for factors at 95% confidence interval (CI). Level of statistical significance was declared at P value <0.05. In this study, the overall nurses' intention to leave nursing profession was 61.3% [95% CI (56.5%, 66.2%)]. Nurses' educational status, age, working experience, working position, professional commitment, job stress, job satisfaction and organizational factor were significantly associated with nurses' intention to leave their profession. The overall nurses' intention to leave their profession was high. Reducing this level of leaving intention needs collaborative intervention related to factors like safety of working environment, job related stress, job satisfaction, professional commitment and education opportunities which are a big homework for managers on health sectors of West Shoa zone public Hospitals and higher level health sector managers.

Relational Job Design Based Cognitive Pathways to Employee Entrepreneurial Behaviour

Knowledge based work requires that employees know how to deal with ambiguity and to get ahead of it by being innovative, proactive and risk-taking. These three traits together constitute what is known as employee entrepreneurial behavior (EEB) which is a crucial competence in organizations that operate in dynamic environments. There is however a complex combination of cognitions and metacognitions that effective knowledge workers undertake to make sense of their environment; and these cognitive pathways are not yet fully understood. This is the gap that the current study aims to fill. Data were collected from 285 white collar workers and their supervisors across two sectors, manufacturing and services, in India. This data was modeled with structural equation modeling and hierarchical regression techniques. Leader member exchange and diversity belief are a leader related cognition and social structure-oriented metacognition respectively, that directly predict EEB. A robustness analysis is also conducted to lend credence to these findings. There are practical implications of this research for the cognitive re-design of jobs and for effective supervision strategies for knowledge workers. Future research directions and limitations are elucidated.

Digitalization in public relations—Changing competences: A longitudinal analysis of skills required in PR job ads

Digitalization has affected working practices in the field of public relations over the past two decades. Consequently, the skills and competences that are expected from public relations professionals are theorized to have undergone stark changes, with obvious implications for educators, role perceptions, and the professionals themselves. Job postings provide information about these changes by describing the skills employers expect and desire from applicants. To date, only a few studies have used this source of information, and these mostly concern the U.S. market using small samples of job postings. The purpose of this study is to enrich our understanding of how digitalization has impacted the skillsets required of public relations practitioners through the longitudinal automated semantic analysis of 62,391 public relations job postings published in Austria and Germany between 2015 and 2020. The analysis shows an increase in the number of hard skills demanded in PR in this region over the past five years. This change is particularly pronounced with respect to digital skills, thus underlining the importance of digitalization in public relations. The detailed and up-to-date findings describing what the job market is currently looking for and how it is changing will be useful for educators in developing and aligning PR curricula and advanced training programmes.

A membership for quality of life? The mediating effect of job satisfaction between work alienation and life satisfaction in unionised and non-unionised workers

People spend a large part of their awake time at work, which can have a huge impact on their life satisfaction. Scholars have found that job satisfaction influences life satisfaction, but the role of work alienation is little studied. While work alienation reportedly diminishes life satisfaction, just how job satisfaction relates with these two constructs has not yet been clarified. Currently, the role of labor union membership is an underestimated aspect of this relationship. Although the relationship between union membership and job satisfaction has been variously studied, its relationship with other variables (e.g., work alienation and life satisfaction) remains less investigated. To fill this gap, the authors examined the influence of work alienation on job and life satisfaction in relation to belonging or not to a public administration workers’ union. Self-report questionnaire responses (N=479) indicated a negative relationship between work alienation and job satisfaction and a negative influence on the overall quality of life. However, the relationship between work alienation and life satisfaction was moderated by union membership. Union memberships mitigated the negative relationship between work alienation and life satisfaction and may be considered a protective factor for workers’ quality of life.

Supplemental Material for Contact and Impact on the Frontline: Effects of Relational Job Architecture and Perceived Safety Climate on Strain and Motivational Outcomes During COVID-19

Supplemental Material for Contact and Impact on the Frontline: Effects of Relational Job Architecture and Perceived Safety Climate on Strain and Motivational Outcomes During COVID-19