Job Skills Research Articles

Incubating factors in the home country and job satisfaction in a host nation: An analysis on cross-border labor

Understanding the factors that affect labor satisfaction in the home country and their satisfaction in a host nation is very important. Therefore, this study investigates the job satisfaction of Vietnamese workers who frequently travel to China for employment. It utilizes Structural Equation Modeling (SEM) to explore the impact of external factors, particularly the support provided by their home countries. The survey collected data from 317 respondents randomly selected from lists provided by local authorities in three provinces adjacent to China, using a combination of face-to-face interviews and Internet calls. The respondents are individuals who regularly go to China for work. The study uses four main latent variables, consisting of a total of 17 measures that encompass both endogenous and exogenous factors associated with support from the home country. The findings indicate a significant influence of post-return quality of life and the acquisition of work-related skills through training programs on job satisfaction. Additionally, the regression coefficient value reveals a statistically significant negative correlation between job satisfaction and skills acquired through short training courses. However, no statistically significant relationship is found between the latent variable of media and employees’ job satisfaction. Based on the findings, this study suggests that policymakers and authorities should always assist migrants in reintegrating into their communities by supporting convenient registration procedures, providing relevant information, and giving necessary livelihood guidance. AcknowledgmentsThis article is an output of a research project titled: Cross-border labor at the Vietnam-China border area: problems, effects, and solutions, funded by Vietnam Academy of Social Sciences.

How does the Covid‐19 pandemic affect regional labor markets and why do large cities suffer most?

AbstractWe estimate the spatially heterogeneous effects of the coronavirus disease 2019 pandemic on labor market dynamics in Germany until December 2021. While initially slightly stronger in rural regions and large agglomerations, adverse effects quickly become more pronounced and persistent in large agglomerations compared to all other region types. We ascribe the larger impact of the pandemic in large agglomerations to two factors. First, a combination of a higher share of skilled workers and jobs suitable for working from home is positively related to an increased inflow rate into unemployment. We argue that local spillover effects from reduced product market demand in large cities caused by changes in behavior such as working from home or online shopping are a possible explanation. Second, some of our results suggest that a lower outflow rate out of unemployment is associated with a higher precrisis unemployment rate in large agglomerations. This might reflect the less favorable composition of unemployment in large cities, which reduces the probability of transitions into employment during crises.

A lot in a little: Assessment of skills laboratory course structures and faculty workloads

IntroductionPharmacy skills development is essential to pharmacy programs to ensure “practice-ready” graduates. The objective was to describe the landscape of skills laboratory (lab) courses and faculty workload across United States schools and colleges of pharmacy (S/COP). MethodsThe American Association of Colleges of Pharmacy Laboratory Instructors Special Interest Group disseminated an anonymous questionnaire to collect faculty demographics, skills lab format, faculty workload, and job satisfaction. Descriptive statistics were generated, and paired t-tests were used to assess changes before and during COVID-19. ResultsFaculty from 44 of 142 S/COP responded. Participants (n = 45) were more frequently assistant professors (49%), non-tenure track (80%), and female (98%). A mean of 103 students per class, with a mean of two lab courses in both the first and second years and 1.6 in the third year were reported. Courses had a mean 1.6 lab coordinators each. Many institutions leverage non-lab faculty, pharmacy volunteers, post-graduate trainees, and senior professional students to assist. Faculty reported a mean 28.2 hours per week related to lab activities. The mean assigned percent effort was 44% for teaching in the skills lab, demonstrating consistency with effort calculations. Job satisfaction (scale 1–10) decreased from 7.6 before COVID-19 to 6.4 during COVID-19 (P < .01), with satisfaction specifically with their lab role decreasing from 7.5 to 6.6 (P = .003). ConclusionsSkills lab faculty reported significant time coordinating labs and identified the need for additional support. S/COP should ensure appropriate personnel resources are available to provide quality clinical skills training.

Unpacking Human and AI Complementarity: Insights from Recent Works

In this editorial, we draw insights from recent empirical studies to answer some key questions related to human and AI complementarity. There is consensus regarding the strengths of machine intelligence in performing structured and codifiable tasks and complementing two human limitations: lack of consistency and inability to unlearn conventional wisdom. To work effectively with AI, humans need to possess not only AI skills but also domain expertise, job skills, and metaknowledge to accurately assess human capabilities and AI capabilities. We identify several future directions in understanding the effects of human expertise and experiences on algorithmic appreciation, the mutual learning and adaptions between humans and AI, and the boundary conditions of effective human and AI complementarity.

가정어린이집 원장의 전문성 증진을 위한 핵심역량 탐색

Objectives The purpose of this study is to elicit core competencies that are demanded for the promotion of professionalism in directors of home daycare centers.&#x0D; Methods To this end, the Delphi survey was conducted across three times targeting the panel of totally 19 experts comprising the professors of Early Childhood Education Department and the directors of child care centers. The primary survey consisted of the literature review and the draft in core competencies of child care center directors. The secondary survey was gathered the primary expert opinion, was arranged the draft of core competencies in home daycare center directors, and was examined the necessity and importance of this. The tertiary survey was finally confirmed the core competencies after looking through the representative nature, clarity, and inclusiveness of key competencies based on the draft that was formed in the secondary survey.&#x0D; Results First, the core competencies in home daycare center directors appeared to include job competency, interpersonal competency, leadership competency, problem- solving competency, and self-development capability. Second, the job competency as sub-capability in core competencies was indicated to include the achievement ability, leadership, the calling consciousness, the view of teaching, a strategy for job knowledge, skill and attitude, the resource management capability, and the ability to perform concurrent positions. The interpersonal competency was seen to include the attentive hearing, sympathy, intimacy, communication skill, caring others, positive personal relationship, creating an open atmosphere, and respect. And the leadership competency was shown to include leading by example, the ability to respond to a social change, the challenging spirit, the self directedness, tenacity, momentum, judgment, job performance, and providing the education opportunity. The problem- solving competency appeared to include problem- solving ability, collecting various opinions, a positive thought, forming horizontal relationship, and cooperation. Finally, the self-development capability was seen to include self- regulation ability, self-management ability, future-oriented goal, and information gathering capability.&#x0D; Conclusions This study has a significance with regard to having drawn the core competencies required by home daycare center directors. This is expected to be helpful for offering basic data in the event of a variety of the continuing education and the job training to promote professionalism in home daycare center directors, and for selecting the educational contents and seeking a support plan.

An Exploring the Satisfaction on Training Program for New Employees in Shandong Lanxiang Technology College

Background and Aim: Companies must have a skilled and productive workforce and job satisfaction to succeed. Organizational leaders need to create training plans to maximize training and transfer. This paper explores the level of satisfaction of new employees on the training program of Shandong Lanxiang Technology College and studies the guideline for the satisfaction of new employees on the training program of Shandong Lanxiang Technology College. Materials and Methods: This research is a quantitative research method. The total sample size for the research will be 36 new employees of Shandong Lanxiang Technology College. A questionnaire was used as a tool to collect data in this study. Statistical values such as mean and standard deviation were used for data analysis to define the information that was presented. Results: All variables were high, with a mean score of 3.93 and a standard deviation of 0.55. The study suggests university-college merger could improve Shandong Lanxiang Technology College’s teacher development plan. Shandong Lanxiang Technology College trains recruit. A performance evaluation committee will assess the institutional leader conference’s bureaucratic educator professional development and organizational culture. University instructional study should mix college mentorship and pedagogical practices. Teachers must create thorough policies. Organize teacher educators are hiring. Conclusion: The study suggests that a university-college merger could improve Shandong Lanxiang Technology College’s teacher development plan. Variables were high, with a mean score of 3.93 and a standard deviation of 0.55. Shandong Lanxiang Technology College should encourage its administrators and HR managers to lead by example to maximize employees’ potential and create a positive work environment.

Perspective on Career Transition of Students With Visual Impairments

This article focused on career transition issues of students with visual impairments (SVIs). This article utilized a narrative-integrative research design. The literature review shows that many educators and other stakeholders in the transition process are still unaware of the difficulties experienced by SVIs. The literature shows a mixed attitude from some educators towards students with disabilities in general, and students with VIs in particular. Most employers often do not want to hire people who are visually challenged. Literature also suggests that it is somewhat difficult to find common ground to support full inclusion to promote career transition for SVIs due to conflicting viewpoints among parents and educators of students with and without VIs. While some visually impaired students equipped with valuable job skills can find work in competitive jobs, a concerted effort should be made to overcome some employment hurdles they face. For SVIs to experience successful career transition, they need to be well-equipped with valuable job skills and assisted in job search and placement by career transition agencies.

Education at the middle and higher level: Information Technologies, pre-eminence in teaching and learning processes in period of pandemic

At present, the influence generated by globalization, the knowledge society and information technologies (IT) propose challenges to educational institutions, the above due to changes related to educational models, job skills, interaction styles and communication between the different social sectors, and even in unexpected phenomena, such as the pandemic generated by COVID-19, a situation that caused chaos in the teaching and learning processes, where teachers and students had overnight the need to resort to technological tools and distance learning platforms in order to conclude a complicated 2020-2021 school year. This document analyzes the increasing influence of IT, the way in which these have increasingly modified educational spaces, for such analysis relevant IT issues that impact the teaching and learning processes are reviewed, at the same time it is also examined how the IT facilitate new pedagogical schemes, thus generating a range of possibilities in training modalities both for the field of online education or for face-to- face education, or even for mixed education (b-learning). Regarding academic training with IT, these allow differentiating a more influential training in students, discovering in them skills to solve problems, professional skills and complete learning, turning them into increasingly competent individuals.

A Study on Job Analysis in the Technical Part of Hair Designers

Purpose: In modern society, where professional skills and function are required according to changes in the industrial structure, the personal and technical job capabilities of beauty human resources who pursue beauty targeting the human body are the most important factors affecting the growth of beauty companies along with customer satisfaction. Since it is a resource, it is a time when effective and efficient management of human re-sources is desperately needed. introduction of the National Competency Standards and Fair Evaluation Qualifi-cation System, one of the widely used improvement directions to quickly reflect changes in the industrial field, will help improve the productivity of beauty care by studying whether it is correlated with the technical capabili-ties of designers. Method: This survey was conducted for 15 days from August 5, 2022, by setting practitioners nationwide who obtained national qualifications related to hairdressing (hair) and working in hair salons as survey sub-jects, dis-tributed the questionnaires directly, and asked the respondents to fill in the questionnaires directly. An empirical survey was conducted using a self-administered questionnaire survey method. First, a measurement tool was constructed, the factors of the item on the difference in job ability were analyzed, and the validity and reliability of the four factors extracted based on the eigenvalue 1 were tested, and the data were analyzed. Results: As a result of demographic analysis, there were 239 males (50.9%) and 231 females (49.1%), As a result of the descriptive statistics analysis, the overall job competency averaged 3.45 points. Among technical job skills, ‘correction service ability’ (M=3.63) appeared the highest, ‘Cutting skills’ (M=3.62) followed by ‘profes-sional work’ (M=3.52). Differences in technical job competency by gender were relatively higher in men than women in terms of cutting skills, customer hair evaluation/prescription, and more, In the case of women, com-pared to men, permanent wave technology, hair coloring technology, straightening service ability, fashion/inge-nuity, and hair styling skill were relatively higher, showing differences. Technical job skills by age were relatively higher in those in their 50s, 60s, and 20s than those in their 30s and 40s. Job competency according to the final level of education was relatively high in those with a 4-year college degree or higher. It was found that those who majored in beauty related departments had higher work ability than those who did not major. As a result of the analysis by experience, the overall technical job ability was relatively high for less than 5 years or more than 10 years, and for professional work. Conclusion: As a result of analyzing the technical job of hair designers working in the industrial field, it can be seen that those in their 20s have the best technical job ability by age, and those with less than 5 years of experi-ence have the best technical job ability by career. It is recognized that the systematic curriculum of NCS is working meaningfully.

A Study on Job Analysis in the Technical Part of Hair Designers

Purpose: In modern society, where professional skills and function are required according to changes in the industrial structure, the personal and technical job capabilities of beauty human resources who pursue beauty targeting the human body are the most important factors affecting the growth of beauty companies along with customer satisfaction. Since it is a resource, it is a time when effective and efficient management of human re-sources is desperately needed. introduction of the National Competency Standards and Fair Evaluation Qualifi-cation System, one of the widely used improvement directions to quickly reflect changes in the industrial field, will help improve the productivity of beauty care by studying whether it is correlated with the technical capabili-ties of designers. Method: This survey was conducted for 15 days from August 5, 2022, by setting practitioners nationwide who obtained national qualifications related to hairdressing (hair) and working in hair salons as survey sub-jects, dis-tributed the questionnaires directly, and asked the respondents to fill in the questionnaires directly. An empirical survey was conducted using a self-administered questionnaire survey method. First, a measurement tool was constructed, the factors of the item on the difference in job ability were analyzed, and the validity and reliability of the four factors extracted based on the eigenvalue 1 were tested, and the data were analyzed. Results: As a result of demographic analysis, there were 239 males (50.9%) and 231 females (49.1%), As a result of the descriptive statistics analysis, the overall job competency averaged 3.45 points. Among technical job skills, ‘correction service ability’ (M=3.63) appeared the highest, ‘Cutting skills’ (M=3.62) followed by ‘profes-sional work’ (M=3.52). Differences in technical job competency by gender were relatively higher in men than women in terms of cutting skills, customer hair evaluation/prescription, and more, In the case of women, com-pared to men, permanent wave technology, hair coloring technology, straightening service ability, fashion/inge-nuity, and hair styling skill were relatively higher, showing differences. Technical job skills by age were relatively higher in those in their 50s, 60s, and 20s than those in their 30s and 40s. Job competency according to the final level of education was relatively high in those with a 4-year college degree or higher. It was found that those who majored in beauty related departments had higher work ability than those who did not major. As a result of the analysis by experience, the overall technical job ability was relatively high for less than 5 years or more than 10 years, and for professional work. Conclusion: As a result of analyzing the technical job of hair designers working in the industrial field, it can be seen that those in their 20s have the best technical job ability by age, and those with less than 5 years of experi-ence have the best technical job ability by career. It is recognized that the systematic curriculum of NCS is working meaningfully.

Analysis of the Correlation between Male Hair Cutting Technique and Hair Designer Job Efficiency

Purpose: In this trend of modern society, the number of hair salons, barber shops, and men's cut specialty stores is increasing, but the job satisfaction of hair designers is negatively affected due to the increased number of customers and the decrease in job efficiency. Research on job techniques to be supplemented is needed.Methods: In order to study the effect and correlation of various cutting techniques such as cut out, cut between finger, shingling cut, push to cut, and check cut used in hair beauty industry practice on the job efficiency of hair designers, barber shop called LeeYongWon, in the southern region of Gyeonggi-do in 2022, barber shops, men's haircut shops, hair salons, etc. The survey was conducted targeting directors and hair designer employees, and analyzed using the statistical package program SPSS 21.0.Results: Among the cutting techniques used, the push to cut technique and shingling cut technique were found to induce effective reflection of hair designers in practice, and the cut between finger's technique, shingling cut technique, check cut technique were found to induce an increase in job satisfaction of hair designers.Conclusion: Based on the results of the study, it is possible to seek the promotion of hair designers' self-esteem and efficient job skills, and it is considered that they will provide basic data for the subsequent development of future cutting techniques.

Exploration and Practice of the Reform Model of College Homework from the Perspective of Organizational Change

Homework assignment, as an important part of teaching, is an extension of the first classroom and plays an important role in strengthening professional knowledge transmission, job skill training, and professional quality cultivation. Whether the homework assignment is standardized, timely, and effective directly affects the quality of talent cultivation. This study takes A University as an example to actively explore the mode of homework reform, in order to strengthen the process evaluation of students, improve the result evaluation, and improve the comprehensive evaluation, providing reference and reference for universities to carry out homework reform, and promoting the high-quality development of higher education and teaching.

Examining the Role of Empowerment Criteria on Employee Performance: A Quantitative Analysis in the Oil Industry

This investigation elucidates the influence of Administrative Empowerment (AEM) on employee performance within the distribution sector of petroleum products in Torbat Heydarieh, Iran, utilizing a case-study approach to examine the correlational effects of varied AEM factors. A descriptive-analytical methodology was employed, with data collected through a standardized empowerment questionnaire, administered to the entire workforce as the population of interest. The validity of the questionnaire was ensured through the application of the Kolmogorov-Smirnov (K-S) test and Cronbach's alpha, while regression correlation coefficients were used to confirm the legitimacy of the resultant data. A simple random sampling method was employed, yielding a sample size of 45 participants. The principal outcome of this research suggests a consensus regarding the positive influence of AEM on expertise-based outcomes within the Iranian petroleum product distribution sector. Further, the study identified the workplace environment, morale, organizational belongingness, access to knowledge information, and job skills as the most potent determinants influencing human resource motivation. These elements surfaced as critical, feasible, and interesting aspects of work, and were found to be of paramount importance in the empowerment process.

Principle Reasons for Studying Intercultural Communication

There may be considered three major causes for examining the intercultural communication: Interpersonal Adjustment; Job Skills; Cosmopolitanism. The world needs better relations between peoples to overcome many social, economic, and political problems. Students of different professions need diverse, but systematized attitude towards courses that teach them empathy and conflict, which will be based on practical case studies, and not just theoretical definitions of culture. The response to challenges of intercultural communication should be simple: democratic- public participation in deciding the kind of communication to be worked out, asking the people what they desire. Its aim will be to reach freedom and impartiality in communication everywhere.Keywords: Accommodation, communication, cosmopolitanism, empathy, intercultural.

Language proficiency of migrants: the relation with job satisfaction and skill matching

We empirically analyse the relation between language proficiency and job level of migrants in the Netherlands. A lack of language skills may induce the migrant to work in jobs of a lower level leading to lower job satisfaction. We analyse information about job satisfaction, the fit between the migrant’s education and skill level and the job, and professional level. Men with a higher proficiency level are more satisfied with their type of work and are employed at a higher professional level. For women, no impact of language proficiency can be found.

Social Skills and Cognitive Training to Support Work-Related Skills and Job Placement in a Group of Autistic Adults

Autistic people may have difficulties in finding and keeping a job. Studies highlight that only 34% of autistic people are employed compared to 54% of people with disability. 58% of people with ASD have never had a job. Social cognition and cognitive strains may also have a significant impact on working life. The primary goal of our project is supporting autistic people through a training program focused on neuropsychological and social skills training to improve participant’ job skills. Through an Individual Placement and Support model the project involved various Partners to guide, identify skills and interests, provide cognitive and psychological support for autistic people. Results highlighted neuropsychological training efficacy, especially in inhibitory control and good rate of employment status at the end of the project. Findings are encouraging and underline the importance of a multidisciplinary approach to support autistic people in their work life considering their expectations, needs and inclinations.

Exploring the Efficient Development of Digital Microwave Courses in Junior Police Officer Job Training

The job training for junior police officers plays a fundamental role in the initial formation and gradual improvement of their job skills. Through short-term training, the trained police officers are made aware of the basic principles and understand that equipment operation is easy to achieve, but it is difficult to integrate the principles with practical operations. This article explores the efficient implementation of digital microwave courses in the training of junior police officers, and provides experience summary through course teaching practice. It has a certain reference value for other theoretical and practical integration teaching courses.

Job loss negatively impacts the mental health of working Medicaid beneficiaries

PurposeFew have studied the relationship between employment and health in the Medicaid population. The purpose of this study is to estimate the impact of job loss on the mental health of working Medicaid beneficiaries.Design/methodology/approachThis study conducted a post hoc analysis of 1,538 adult Medicaid beneficiaries enrolled in a prospective cohort study. The authors matched participants who lost their job to participants who remained employed based on demographics, illness severity and social determinants of health. The authors estimated the effect of job loss on the odds of a diagnosis of depression and/or anxiety and self-reported mental health during a one-year follow-up period, stratified by prior history of depression and/or anxiety as documented in the Medicaid claims.FindingsAmong participants with no preexisting depression or anxiety, the incidence of depression or anxiety was 17% versus 7% (aOR = 2.85; 95% confidence interval (CI): 1.88 to 4.34) between those who lost versus kept their job, respectively, and the mean difference in self-reported mental health was −4.3 (95% CI: −6.02 to −2.58). Self-reported mental health was also poorer between those who lost versus kept their job among participants with preexisting depression and/or anxiety (x = −4.78 (95% CI: −8.90 to −0.66).Research limitations/implicationsLimitations of this study are as follows: we may not have matched on all factors that influence retaining a job; we do not distinguish between involuntary and voluntary job loss; generalizability is limited; and employment information is based on self-report.Practical implicationsOur society should invest more resources into supporting low-wage workers such as Medicaid beneficiaries.Social implicationsActive labor policies that connect people to jobs, help them retain their job and support skills training to secure a better quality job, could reduce health disparities in the Medicaid population.Originality/valueUse of both claims and self-reported mental health information to evaluate the impact of job loss on working Medicaid beneficiaries.

Skill Mismatch, Nepotism, Job Satisfaction, and Young Females in the MENA Region

Skills utilization is an important factor affecting labor productivity and job satisfaction. This paper examines the effects of skills mismatch, nepotism, and gender discrimination on wages and job satisfaction in MENA workplaces. Gender discrimination implies social costs for firms due to higher turnover rates and lower retention levels. Young females suffer disproportionality from this than their male counterparts, resulting in a wider gender gap in the labor market at multiple levels. Therefore, we find that the skill mismatch problem appears to be more significant among specific demographic groups, such as females, immigrants, and ethnic minorities; it is also negatively correlated with job satisfaction and wages. We bridge the literature gap on youth skill mismatch’s main determinants, including nepotism, by showing evidence from some developing countries. Given the implied social costs associated with these practices and their impact on the labor market, we have compiled a list of policy recommendations that the government and relevant stakeholders should take to reduce these problems in the workplace. Therefore, we provide a guide to address MENA’s skill mismatch and improve overall job satisfaction.

Implementasi Diplomasi Pendidikan dan Diplomasi Budaya melalui Program Indonesian International Student Mobility Awards (IISMA)

Amidst the rapid influx of technology, the Indonesian government must prepare for the future evolution of culture and job skills. One of the realizations of this preparation is through the implementation of the Merdeka Belajar — Kampus Merdeka (MBKM) policy. This research discusses how educational diplomacy and cultural diplomacy are implemented through the Indonesian International Student Mobility Awards (IISMA), one of the flagship programs of MBKM. Using a descriptive qualitative method based on literature review, in-depth interviews, and observation, the authors describe this phenomenon through the concepts of soft power and public diplomacy. The results of this research indicate that the implementation of IISMA aims to build nation branding and a positive image of Indonesia in the eyes of the world, as well as to accelerate the improvement of education quality in Indonesia and promote cultural diversity. This program is a correct step towards achieving peaceful foreign policy goals and prioritizing human resource investment, although overall results require a long-term process.