Underutilization Of Skills Research Articles

From margins to mainstream: Incorporating internationally educated health professionals' skills into primary care.

This case study explores the collaborative integration of Internationally Educated Healthcare Professionals (IEHPs) into comprehensive primary care through partnerships between non-profit organizations and health systems actors. It addresses the critical need for such collaboration amidst challenges of limited access to primary care and underutilization of IEHPs' skills in the Canadian healthcare workforce. Through the examination of ACCES Employment's integration into the Team Primary Care initiative, this article demonstrates the importance of coordinated efforts in overcoming longstanding barriers faced by IEHPs. Data collection involved a review of program activities, program reports, policy documents, and interviews with key collaborators to highlight strategies, partnerships, and outcomes. Data were analyzed to identify recurring patterns in collaborative integration efforts. The initiative reveals promising outcomes in facilitating IEHPs' transition into various healthcare roles through increasing collaboration between non-profit workforce development organizations and health systems actors.

Use it or lose it: The problem of labour underutilization among immigrant workers in Canada

AbstractCanada is widely recognized as a desirable destination for new immigrants and all levels of governments are generally supportive of ambitious immigration targets set to help meet labour demand. Canada's immigration system is based primarily on human capital, selecting the world's most highly skilled newcomers. However, immigrants to Canada have often faced difficulty in attaining labour market outcomes commensurate with their knowledge and experience. In this analysis, we examine the paradox apparent in the Canadian immigration system—the selection criteria attract highly educated and skilled workers, yet many are not able to find employment opportunities that match their abilities—through the lens of the Labour Utilization Framework. Using data from the Canadian Labour Force Survey for the years 2006–2019 inclusive, we explore five different dimensions of skill underutilization or brain waste: involuntary part‐time work, minimum wage work, unemployment, over‐education (i.e., underemployment), and worker discouragement. Our results suggest that on all dimensions of labour underutilization measured in the study, immigrants are overwhelmingly at a disadvantage relative to their Canadian‐born, non‐Indigenous counterparts. We discuss the ethical implications of immigrant brain waste for both individuals and society and conclude by suggesting some possible policy responses to improve the utilization of immigrant talent in Canada.

Out-of-hospital birth training, experience and confidence of Australian rural volunteer ambulance officers.

Unplanned out-of-hospital births represent less than 1% of ambulance requests for assistance. However, these call-outs have a high risk of life-threatening complications, which are particularly complex in rural or remote settings with limited accessibility to specialist care support. Many community hospitals no longer provide obstetrics care, so birth parents must travel to larger regional or metropolitan hospitals for assistance. Increased travel time may increase the risk of unplanned out-of-hospital birth and/or complications such as postpartum haemorrhage and neonatal mortality. Rural volunteer ambulance officers (VAOs) are an integral component of Australia's healthcare system, especially in regional and remote areas. Although VAO response to unplanned out-of-hospital births may be considered rare compared to calls to other case types, provision of adequate care is paramount in these potentially high-risk situations. This research investigates Australian rural VAOs' perceptions of their training, experience and confidence regarding unplanned out-of-hospital birth and planned homebirth with obstetric emergencies where ambulance assistance is required. Semi-structured interviews and focus groups were undertaken from late 2021 to mid-2023 via telephone or online videoconference. Sessions were audio-recorded and transcribed verbatim. Data were analysed and coded into themes using Braun and Clarke's six-step process for semantic coding and reflexive thematic analysis. Twenty-eight participants were interviewed from six Australian states and territories, all of whom worked in rural and remote Australia. Ten participants were male, 17 female and one was male-adjacent, with length of VAO experience ranging from 3 months to 29 years. Participants came from seven jurisdictional ambulance services.| Four themes emerged from analysis: (1) Lack of education and exposure to birth resulted in low confidence. Most participants reported significant anxiety attending obstetric call-outs, and explained under-utilisation of specific obstetric and neonatal skills meant skills decay was an issue; (2) limitations were discussed regarding VAO scope of practice and accessing medical equipment specifically required for birthing and neonates that could impact patient care; (3) logistical and communication difficulties were discussed. Long distances to definitive care, potentially limited backup during emergencies and potential unavailability of aeromedical retrieval increased perceived complexity of cases. Telecommunication 'black holes' created a sense of further isolation for VAOs requiring support from senior clinicians; (4) there was a perception that many members of the general public were unaware VAOs often staffed the local ambulance, and expected VAOs to have the same scope of practice as a registered paramedic. Furthermore, VAOs can attend friends and family in an emergency, potentially creating psychological trauma. VAOs report being uncomfortable attending unplanned out-of-hospital births and obstetric emergencies, perceiving they have limited ability to manage complications. Backup from a registered paramedic is dependent on availability, and telecommunications are not always reliable in rural areas for online clinical advice and support. Given the distances to definitive care in regional Australia, this has serious implications for patient safety. Continued VAO education is essential for risk reduction in out-of-hospital births.

Influence of Job Stress on Employee Performance among Microfinance Institution in Davao Oriental

The purpose of this study was to identify which among the indicators of job stress that could significantly affect employee performance among microfinance institutions in Davao Oriental. This study utilized correlational research design. The respondents constituted the 150 employees of microfinance institutions. Mean, Pearson correlation and multiple regression were used in analyzing the data. Empirical findings showed a moderate rating on role ambiguity, underutilization of skills, and work overload on job stress. Moreover, on employee performance, all of the indicators- efficiency, quality, and productivity attained and agreeable ratings. Furthermore, results reveals that there is a negative association of role ambiguity between efficiency, quality, and employee performance. Also, underutilization of skills between efficiency, quality, productivity, and employee performance. In addition, the overall job stress is significantly correlated towards efficiency, quality, and employee performance. However, there was significant correlation found between work overload towards efficiency, quality, productivity, nor with the overall performance. Subsequently, among job stress indicators, only the role ambiguity and the underutilization of skills significantly influence the employee performance.

Poor sleep is associated with work environment among 10,087 French healthcare workers: Results from a nationwide survey

Poor sleep is a prevalent issue among healthcare workers and can have detrimental effects on their health. Various individual and professional factors, including the work environment, may contribute to poor sleep. However, only a limited number of studies have examined the simultaneous influence of these factors. Hence, we conducted a nationwide survey among graduated healthcare workers in both public and private healthcare facilities in France. The aim was to analyze the association between poor sleep, assessed using the Pittsburgh Sleep Quality Index (>5), and the work environment, evaluated using the Job Content Questionnaire. The study encompassed 10,087 healthcare workers, among whom 6,540 (64.8%) reported experiencing poor sleep. Nurses, health executives, nursing assistants, and other allied healthcare professionals were more likely to experience poor sleep compared to physicians. Through multivariate regression analysis, we identified several aspects of the work environment associated with an increased likelihood of poor sleep. These factors included high speed and quantity of work, high complexity and intensity, high fragmentation and unpredictability, limited decision-making latitude, underutilization of skills, lack of emotional support from colleagues, and sustained workplace bullying. These findings highlight the significance of considering the work environment in addressing sleep issues among healthcare professionals.

Digital Marketing Assistance Through Instagram Social Media for Hania Home Cake's MSME Catering in Setu Subdistrict

Digital marketing through social media has become a popular strategy in developing MSME businesses. Hania Home Cake, a catering business located in Setu Subdistrict, Bekasi, also utilizes social media, especially Instagram, as their primary marketing platform. However, they face several challenges such as not being listed on Google Maps, a lack of specific menu listings, poorly managed social media accounts, and suboptimal digital marketing. This study aims to provide digital marketing assistance through Instagram social media to Hania Home Cake's MSME. The research explains the concept of digital marketing, marketing strategies through Instagram, and the importance of using social media to expand reach and increase consumer awareness. In the analysis of the internal environment, weaknesses of Hania Home Cake's MSME were identified, such as underutilization of optimal technology, limited knowledge and skills in digital marketing, limited financial and workforce resources, and dependency on social media marketing. However, this study also identifies opportunities that can be utilized by Hania Home Cake's MSME, such as increasing visibility through Google Maps, creating more specific menu listings, improving the management of social media accounts, and optimizing digital marketing. It is expected that this digital marketing assistance will help Hania Home Cake's MSME enhance their online presence, expand their customer reach, and increase sales through Instagram social media.

Integrating Immigrant Health Professionals into the U.S. Healthcare Workforce: Barriers and Solutions

Internationally educated immigrant healthcare workers face skill underutilization working in lower-skilled healthcare jobs or outside healthcare. This study explored barriers to and solutions for integrating immigrant health professionals. Content analysis identifying key themes from semi-structured qualitative interviews with representatives from Welcome Back Centers (WBCs) and partner organizations. 18 participants completed interviews. Barriers facing immigrant health professionals included lack of access to resources, financial constraints, language difficulties, credentialing challenges, prejudice, and investment in current occupations. Barriers facing programs that assist immigrant health professionals included eligibility restrictions, funding challenges, program workforce instability, recruitment difficulties, difficulty maintaining connection, and pandemic challenges. Long-term program success depended on partner networks, advocacy, addressing prejudice, a client-centered approach, diverse resources and services, and conducting research. Initiatives to integrate immigrant health professionals require multi-level responses to diverse needs and collaborations among organizations that support immigrant health professionals, healthcare systems, labor, and other stakeholders.

Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach

ABSTRACT This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation.

Employment of master’s degree graduates in Kazakhstan: navigating an uncertain labour market

ABSTRACT This article explores the employment experiences of government scholarship graduates from one master’s degree programme at a flagship university in Kazakhstan. Analysis of interviews with graduates of a master’s degree programme designed in response to a national policy agenda shows that graduates encountered numerous challenges transitioning from university to work despite obtaining a degree from a top Kazakhstani university. The key challenges included limited employment opportunities, hostile attitudes toward younger graduates, difficult working conditions and employers’ misunderstanding of the new master’s programmes. We argue that despite significant government financial investment in education, a weak enabling support system hinders graduates’ career advancement and results in job mismatch and underutilization of skills. We suggest that policymakers need to shift debates on human capital development and graduate employability from supply-side factors to a more comprehensive model in which graduate employment is supported through the collaboration of the higher education system, industry, policymakers and graduates themselves.

UNDEREMPLOYMENT AND WORKERS’ DESKILLING: THE NIGERIAN EXPERIENCE

This paper analyzed the Nigerian labour market experience in relation to underemployment and its linkage to workers’ deskilling. The paper adopted the desk review approach by relying on existing data on underemployment from the official records of the accredited government agency (National Bureau of Statistics) saddled with the responsibility of keeping such data. Other supportive data were generated from the International Labour Organization (ILO). The secondary data (which are purely descriptive) from the official records of this agency and international institution were presented, analyzed and used as the basis for explanation of the phenomenon of underemployment and its linkage to workers’ deskilling. The result showed that out of the 72.90% workers who were employed in the 2nd quarter of 2020, 28.57% were underemployed. Another 22.8% represent the underemployed workers out of 66.72% of people engaged in working activities in the 4th quarter of 2020. The paper concludes that a significant percentage of workers in the Nigerian labour market are in jobs that under-utilize their training, skill and technical know-how, and that underemployment as observed in the Nigerian labour market is linked to workers’ deskilling. However, the paper recommends that the labour market operators should embark on retraining and reskilling the affected workers. This could serve as a panacea to deskilling, especially in the short-run.
 
 Keywords: Underemployment, Workers’ deskilling, Labour market, Skill underutilization, Nigeria

Impact of Work Stress on Employee Performance: A Study among the Executive Officers of State Universities in Sri Lanka

Stress is a one of the challenges that employees experience in a work place almost everywhere in the world. In the world today, work is the primary cause for stress in any kind of job since it is demanding and changing in the competitive world. for its employees to perform their job effectively and efficient manner. Work stress may attribute to employee’s life imbalance which may tend to depression and conflicts such as workplace conflict, role conflict, role ambiguity and workload. Main purpose of the present study was to explore the impact of work stress on employee performance among executive officers of State Universities in Sri Lanka. Five (5) stress factors; such as role ambiguity, underutilization of skills, work overload, organizational climate and relationships in organization and personality factors were identified as the independent variables as per literature review. Selected method for conducting the research was survey method. All the executive officers attached to state universities (17 conventional universities functioning under University Grants Commission) comprised the population for the study and convenient sampling technique was used. Primary data was gathered though self-administered questionnaire with 5 point Likert scale range of strongly agree (5) as highest range and strongly disagree (1) as lowest range and the questionnaire was distributed as a google form via WhatsApp groups and emails. 77 responses from executive officers were collected and analysed using descriptive statistics, correlation analysis, logistic regression analysis (with ANOVA) and Cronbach Alpha. As per reliability statistics, it indicates that data set is more reliable (Cronbach alpha value = 0.9292) in the study. The level of stress on employee performance as per respondents’ feedback was identified that the almost all the respondents expressed their view as neutral (neither agree nor disagree). It interprets that stress is somewhat ordinary fact and executive officers in the State Universities in Sri Lanka may not consider the stress as an influencing factor that affect their work performance. Correlation Analysis results of the study shows strong correlation (r=0.891) between work stress and employee performance at significance level of 0.05. As per regression analysis, stress factors of role ambiguity (p=0.036) and personality factors (p=0.002) have significant impact on employee performance while there is no significant relationship between other 3 work stress factors: underutilization of skills (p=0.941), work overload (p=0.668) and organizational climate and relationships in organization (0.500) and employee performance.

Skill ecosystems in the global South: Informality, inequality, and community setting

The concept of ‘skill ecosystems’ considers how contextual and institutional factors shape the acquisition and utilisation of skills. Although initially developed in the global North, there is value in applying this concept in the global South, where large-scale skill development and vocational education reforms are underway, many of which struggle with post-training skill underutilisation. The concept requires modification, however, if it is to be meaningfully applied in the global South. To date, skill ecosystem research has focused on skill utilisation in contexts of formal employment and the institutional actors who support it. In the global South, where most people are employed in the informal sector, a different approach is required, more sensitive to regional power structures and social inequalities. Geographical research on skills can help develop a more dynamic, relational, and power-inflected version of the skill ecosystem concept. Drawing on a short-term longitudinal study of agricultural skills trainings in India, this paper argues a geographically sensitive skill ecosystems perspective helps identify how context shapes the outcomes of skill development programs. To be meaningfully deployed in relation to informal sector work in the global South, however, it must be extended in at least three ways: (1) a different set of institutions and actors must be recognized as comprising the ‘ecosystem,’ particularly those supporting entrepreneurship; (2) the community and family settings in which informal sector work takes place must be recognized; and (3) social inequalities must be considered to promote greater skill utilisation and more equitable outcomes.

The Impact of Job Stress on Employee’s Performance at one of Private Banks in Egypt during COVID-19 Pandemic

Job stress is a universal element that is not only encountered in every individual but also in every organization regardless of its size. Especially, bankers who are under a good deal of stress because of the nature of their work. Stress could result in a decrease in employees’ performance, productivity, quality of labor, and high turnover rate, in addition to some health problems like anxiety, depression, and headache. The purpose of this paper is to investigate the perception of employees of one of the private banks in Egypt and their performance in the presence of job stress in the uncertain period of the coronavirus pandemic. The literature review defined the job stressors which are role ambiguity, underutilization of skills, and work overload. Similar studies have been also mentioned for the impact of job stress on employees’ performance in different countries. A descriptive research design was conducted using a survey questionnaire that is distributed among the employees of the bank in all departments and the collected responses were 51 respondents that were taken from a total population of 1,100 employees. The questionnaire is divided into two parts; the demographic profile and the questions related to variables under study. Descriptive statistics are used and the study revealed that the job stressors “role ambiguity and underutilization of skills” has no impact on employees’ performance in the banking field in Egypt. However, it is found that work overload has an impact on employees’ performance and even more in the covid-19 era. 

Stressors, Stress Reaction, Social Support and Satisfaction of Resident-in-training in Far Eastern University – Nicanor Reyes Medical Foundation Medical Center

Background: Residency training can render a wide variety of stressors that can affect the residents-in- training’s level of well-being and performance. Long hours of duty in the hospital together with physical and mental fatigue had become acceptable as these were believed to impart toughness to prepare physicians for a career in Medicine. This study was done to identify the stressors experienced by Far Eastern University – Nicanor Reyes Medical Foundation (FEU-NRMF) Medical Center residents-in- training using the Brief Job Stress Questionnaire. Likewise, the relationship between the stressors and the demographic profile of the resident was explored.
 Methods: This is a single-center descriptive cross-sectional study of all resident physicians of the FEU- NRMF Medical Center. The demographic data which includes age, sex, civil status, specialty training, and years in training were sought using a self-administered questionnaire. The stressors, stress reaction, social support, and job satisfaction of residents were identified using the Brief Job Stress Questionnaire (BSQ) which is a validated self-administered questionnaire used in Japan. Data were analyzed using descriptive statistics, presented in tables. The relationships between the stressors and demographic data were analyzed using chi-square and t-test.
 Results: The mean age of the residents-in-training who responded was 29-years old and the majority were females (71%) and single (85%). Mostly came from Internal Medicine training (23%) and were within the first three years of training (83%). The BSQ showed that the psychological stressors of resident-in-training were lack of meaningfulness of work (94%), skill under-utilization (90%), and unsuitable job (85%). In terms of stress reaction, mostly felt fatigued (65%), and anxious (32%). Residents-in-training social support came from their supervisors (86%) and co-workers (60%). Most of them were satisfied with their job (81%) and family life (78%). Among the different stressors, physical demand was the only variable significantly associated with sex (p-value, 0.015) and specialty (p-value, 0.004).
 Conclusion: The research was able to identify the different job stressors, stress reaction, social support, and satisfaction with job and family life of the residents-in-training in FEU-NRMF Medical Center. This will be a starting point in planning and creating programs that will help residents cope with the stress of residency training.

Transformation of the Physical Therapist Assistant (PTA): A Survey of Current Practice and Education

Purpose: To find trends in utilization and practice of the physical therapist assistant (PTA) in the clinical setting and to assess current clinician views on the expected future direction for the education of the PTA. Method/Subjects: An electronic survey was sent to all accredited PT and PTA programs in United States requesting the survey be forwarded to physical therapist and physical therapist assistant faculty, alumni and clinical instructors in their geographic region for completion. Results: PTAs are a vital part of physical therapy practice. Forty percent of respondents reported that greater than 50% of direct patient interventions are typically delegated to a PTA. Most common interventions not performed by the PTA but is considered a delegable activity include manual techniques and manual muscle testing. Survey results indicated current challenges faced in delivery of healthcare services related to the role of the PTA to be: lack of PTA career development opportunities (n=615), underutilization of the PTA skills/ services (n=585) and productivity standards (n=545). Physical therapist respondents (72.5%) reported they completed informal skill training or mentoring with the PTA in the clinic to allow for tasks to be delegated to the PTA. There was consensus among both PT (52.5%, n=399) and PTA’s (53.8%, n=472) that a transition that included a baccalaureate degree was the appropriate career path for the PTA. Conclusions: When coupled with the Federation of State Boards of Physical Therapy (FSBPT) reports of entry level practice expectations, this report could prove valuable in future decision-making regarding PTA degree expectations as well as educational requirements and training to meet the needs of those seeking physical therapy services within our current and future healthcare system.

Host country language proficiency and identity: Spanish self-initiated expatriate nurses in Germany

PurposeDespite over 50 years of expatriation research, the implications of expatriation for identity remains an under-researched topic in mainstream international human resource management (IHRM) literature. Expatriation can cause disruption to expatriates' familiar sociocultural environment, which can often pose challenges to their self-concept and identity. The study underpinned by identity and social identity theories explores the perceptions of Spanish self-initiated expatriate (SIE) nurses living in Germany and other Spanish nurses who repatriated from Germany to understand the influence of expatriation on their self-concept and identity.Design/methodology/approachSemi-structured interviews were conducted with Spanish SIE nurses in Germany (n = 20) and others who had repatriated from Germany (n = 10). Data analysis was assisted by NVivo software.FindingsThe study identified that low proficiency in the host country language (HCL) and the problematic workplace interactions that ensued, challenged the participants' self-conceptions as competent professionals and prompted their reliance on social networks of fellow Spaniards for social validation.Research limitations/implicationsAlthough focused on a specific context, the study not only enhances practical understanding of Spanish SIE nurses in Germany but also offers valuable insights to organisations working with SIEs. It adds to extant knowledge on language and identity in the expatriation context and discusses the implications for global HRM related to underutilisation of SIEs' knowledge and skills within organisations.Originality/valueThe study contributes to theory building on the under-researched link between expatriation and identity, while adding to the growing literature on SIEs.

Consumer resource integration in the subsistence marketplace: A comparative study of urban and rural consumers

AbstractOngoing research on resource integration highlights the central role of resources and describes all social and economic actors, including consumers, as resource integrators who actively engaged in experiences. How consumers integrate their resources is particularly important in the subsistence marketplace, which operates in a limited resource setting. The objective of this study is to examine how subsistence consumers integrate resources in achieving their life satisfaction goals. Data was collected using a semi‐structured questionnaire from a sample of 244 urban and rural consumers in Sri Lanka. The results demonstrate that resource integration significantly influences the life satisfaction of subsistence marketplace consumers, although its influence is not uniform across the urban and rural sectors. While “operand” resources are found to have most influence, the low usage of “operant” resources suggests that there is underutilisation of skills, competencies and intangible resources involved in creating value in the subsistence marketplace. The study found substantial differences in the way urban and rural consumers integrate their resources. Contrary to previous research, consumer aspirations had minimal effect on life satisfaction goals of consumers. The study provides implications for marketers to identify the types of consumer resources owned by subsistence marketplace consumers and their usage in different sectors.

U.S. Immigrant Integration Policy in Light of the COVID‐19 Pandemic

AbstractThe COVID‐19 pandemic has highlighted a critical shortage of medical personnel in the United States. Yet, there is an untapped pool of an estimated 263,000 immigrant physicians, nurses, and health‐care technicians who are not using their training in the United States. This essay provides a brief explanation of the factors that result in underutilization of immigrants' skills. Connecting theory with practice, it then proposes potential policy solutions to the shortage of medical personnel through strategic immigration initiatives.

A Review Paper on Skills Mismatch in Developed and Developing Countries

The focus of this review research is on skill mismatch rather than educational mismatch. Specifically, this research examines the definition, extent, measurement of skill mismatch, and the impact of skill mismatch on earnings, productivity, and job satisfaction of employed individuals. Skill mismatch occurs when a worker’s possessed skills are incompatible with the required task-related skills. Skill underutilization or overskilling arises when the skills of an employed individual exceed those required to perform the job. On the other hand, skill overutilization or underskilling ensues when a worker’s skills are below those required to perform the task. The extent of skill mismatch varies from country to country and by measurement approaches: subjective (self-assessment) and objective approaches. The literature review also reveals that underskilling often results in a wage premium and overskilling in a wage penalty. In addition, skill mismatch has a negative impact on productivity and job satisfaction.

Immigration and ‘Brain Waste’

We analyse ‘brain waste’, or underutilisation of immigrant skills in the New Zealand labour market, with specific reference to immigrants from APEC member countries. Using census data, we find wide variation across APEC countries in the likelihood that a typical immigrant from these countries with a tertiary qualification works in a skilled occupation, consistent with brain waste. Our exploration of the drivers of brain waste reveals that GDP per capita of the country of origin of immigrants, its distance from New Zealand, expenditure on education and colonial links to New Zealand are negatively related to brain waste. After accounting for these drivers, there is no evidence that brain waste is mitigated among immigrants from APEC member countries. Our study highlights the need for efforts to facilitate utilisation of immigrant skills in the region, such as cooperation among APEC members in standardising certification requirements and dissemination of information on skills demand and supply and the nature and quality of the education system.