Successful Job Research Articles

Gender and Self-Efficacy: AnEmpirical Study of Banking Sector in Union Territory of Jammu and Kashmir

Self-Efficacy is a recent advancement emerged in the field of Human Resource Management and can be practically applied in business organizations worldwide in order to ensure organizational effectiveness and gain competitive edge. It is the belief of individual in his/her abilities to perform a specific task. It has many implications for organizations and is related with various job outcomes viz: job satisfaction, organizational commitment, profitability, success and organizational change. Therefore, keeping in view the importance of self-efficacy in today's competitive environment, an attempt was made towards investigating the gender differences that exist across the varied dimensions of self-efficacy viz- confidence, command, adaptability, personal effectiveness, positive attitude and individuality. The study was conducted among 417 bank employees' (clerical and managerial staff) working in different branches and administrative offices of four public and private sector banks namely: SBI, PNB, JKB, and HDFC operating in the union territory of J&K. The data was collected through well-structured questionnaire among the sample respondents which was then analyzed and interpreted using statistical tools viz- mean, standard deviation and T- test. The results of the study revealed that there exists a significant difference between perception of men and women on command, confidence and individuality. On the other hand, no significant gender differences were obtained on the perception of adaptability, personal effectiveness and positive attitude. Further on the basis of empirical evidence,it has been suggested that bank authorities need to take due care of the personal traits while recruiting its human resource in order to ensure their operational effectiveness in particular and organizational effectiveness in general.

MRS-DP: Improving Performance and Resource Utilization of Big Data Applications with Deadlines and Priorities.

This article proposes the MapReduce scheduler with deadline and priorities (MRS-DP) scheduler capable of handling jobs with deadlines and priorities. Big data have emerged as a key concept and revolutionized data analytics in the present era. Big data are characterized by multiple dimensions or Vs, namely volume, velocity, variety, veracity, and valence. Recently, a new and important dimension (another V) is added, known as value. Value has emerged as an important characteristic and it can be understood in terms of delay in acquiring information, leading to late decisions that may result in missed opportunities. To gain optimal benefits, this article introduces a scheduler based on jobs with deadlines and priorities intending to improve resource utilization, with efficient job progress monitoring and backup launching mechanism. The proposed scheduler is capable of accommodating multiple jobs to maximize the number of jobs processed successfully and avoid starvation of lower priority jobs while improving the resource utilization and ensuring the assured quality of service (QoS). To evaluate our proposed scheduler, we ran multiple workloads consisting of the WordCount jobs and DataSort jobs. The performance of the proposed MRS-DP scheduler is compared with minimal earliest deadline first-work conserving scheduler and MapReduce Constraint Programming based Resource Management algorithm in terms of the percentage of successful jobs, priority-wise jobs, and resource utilization of the cluster. The result of the proposed scheduler depicts an improvement of around 10%-20% in terms of the percentage of successful jobs, 20%-25% concerning effective resource utilization offered, and the ability to ensure the offered QoS.

Understanding low-skilled labour’s protean-boundaryless mental maps and employability traps

A job mobility phenomenon appears to be that low-skilled labour does not understand employability or how job mobility works, resulting in poor choices and, subsequently, poor employment outcomes. This qualitative study investigated ten staffing and human resource (HR) professionals' perspectives of labour's employability and job mobility across organisations and industries. Staffing professionals provided unique insight elucidating labour's lack-of-understanding about job mobility describing success factors and bridgeable deficits. HR professionals were anticipated to have insider knowledge of labour's experiences in being successful or unsuccessful within their organisations. A cross-participant analysis contributes to the existing literature by providing insight into mental maps and employability traps, which may explain poor employment outcomes such as truncated, lateral career paths. Participants' insider perspectives of low-skilled labour's experience-based schema suggest labour's initial mental mapping of job mobility is accurate but becomes limited or inaccurate as successive job mobility is sought. Suggestions for future research are provided.

Does employee humility Foster performance and promotability? Exploring the mechanisms of LMX and peer network centrality in China

AbstractPrior research has shown that humility in the workplace can provide many advantages. However, the literature has largely focused on leaders rather than employees. There is an important distinction between the two, because leaders have already achieved professional success that may or may not be due to humility (i.e., survivorship bias), whereas employees may feel pressure to focus on behaviors seemingly at odds with humility (i.e., getting ahead). Drawing on the social capital theory of career success, this study investigates whether and how humility helps employees achieve both short‐term (job performance) and long‐term (promotability) job success. We posit that, in the Chinese context, humility can promote employees’ objective job performance and promotability by accessing social resources from team leaders and coworkers. The beneficial effects can be explained by the mediating effects of leader–member exchange and employee advice network centrality. We conducted a path comparison on the relationship between the mediators and career success to further explain the mechanisms, and tested the model using a three‐wave survey with a sample of 689 employees and their leaders from 137 teams. Our findings largely support our theoretical predictions and extend our understanding of employee humility and career development.

Association between cardiorespiratory fitness and social cognition in healthy adults

Whereas there is compelling evidence for an association between cardiorespiratory fitness (CRF) and executive function and attention, its relation with social cognition has not been investigated yet. However, social cognition is linked with mental health and career success in jobs with high demands on social interaction. The present study aims to examine the association between CRF and the facial emotion recognition aspect of social cognition in police officers. The study utilized a cross-sectional design. 198 male and female participants (aged 38.3±1.3years) completed the Åstrand submaximal bicycle ergometer test and their CRF was estimated using the Åstrand-Rhyming nomogram. Additionally, a 2-choice reaction time task and two facial emotion recognition tasks (labeling and matching) with low (emotion recognition from faces) and high (emotion recognition from eyes) difficulty trials were administered for the assessment of attention and social cognition. Adjusting for age, gender, education, and attention, hierarchical regression supported higher CRF to be related to higher performance on overall performance on the facial emotion labeling and matching tasks, Beta=0.141, P=.046. With regard to difficulty levels, a similar association between CRF and task performance was found for the faces condition, Beta=0.147, P=.043, but not for the eyes condition, Beta=0.105, P=.132. Social cognition appears to differ as a function of adults' CRF level. The present findings have a high relevance for police officers, because they need to rely on this cognitive domain for many decisions in their work-life.

Gender Support Disparities in a Majority-Female Profession

AbstractTheory and empirical evidence establish gender disparities in work pay and promotion trajectories, particularly in majority-male workplaces. Workplace support’s role, particularly in majority-female workplaces, in facilitating gendered occupational trajectories is less clear. Authors used a statewide sample of child welfare workers (N = 1,501) to examine gender differences in support and analyzed qualitative interviews with a subsample of participants (n = 37) to explore the role of gender in support perceptions. Analyses indicated that men perceived more supervisory and organizational support, whereas gender was not related to coworker support. The qualitative analysis indicated that receiving support required initiative. Men took initiative because they felt entitled. Many women expressed reservations, often warranted from experience, about initiating support to avoid bothering others and to honor workplace hierarchy. Men’s initiative allowed them access to support, thus increasing propensity toward job success. This study indicates that gender differences in workplace support may contribute to producing a self-perpetuating system of structural inequality.

Information, Reflection, and Successful Job Search: A Nudging Experiment

When searching for a new job, unemployed young people face several challenges. They need to know which jobs are suited for them, where to find them and how to apply. Furthermore, especially in times of weak labour markets, they need resilience against repeated rejections. Previous research has shown that receiving information and reflecting on how to search for a job enhance self-efficacy and search motivation, thereby reducing the duration of unemployment spells. Following up on these results, we conducted an experiment in cooperation with the Austrian Ministry for Social Affairs which combines an “information nudge” with what we call “reflection nudge”. Our target group comprised about 37,000 young adults who had recently become unemployed. We designed different treatments containing an info-clip and/or a short online questionnaire. Links to the treatments were sent out by email. At the end of a six-month observation period, we used register data to compare unemployment duration within the treatment groups and the control group. Indeed, we do find significant treatment effects for young unemployed people with a low level of formal education. While effect sizes are small, considering the low costs of the intervention, efficiency is very high.

Analysis on Seal Test for Polymer Injectors with Shuttle-shaped String

String seal integrity for layered well is the key factor to a successful development of polymer injector. Existing seal test method for water injectors has poor performance in the situation of shuttle-shaped string and encounters a low success of isolation jobs. Therefore, by analyzing the factors contributing to the seal integrity of shuttle-shaped string, gradually increasing testing time, changing seal test method and other test methods, to determine time taken for seal test in polymer injectors, and then work on the standardization of this practice can be continued to ensure performance of polymer injecting development.

Unbundling subjective career success: a sequential mediation analysis

PurposeThis study aims to contribute to subjective career success (SCS) literature using sequential mediation modeling to interrogate the inter-relationships between dimensions of SCS, including interpersonal success, financial success, job success and hierarchical success. In doing so, the research provides a nuanced understanding of career behavior among young adults using the perspective of a non-western developing context.Design/methodology/approachThe study is operationalized using 342 survey questionnaires from Malaysian young working adults (18-34 years). Partial least square structural equation modeling is used as the main analytic tool.FindingsThe results of the study revealed that dimensions of SCS were related in a sequential mediating manner. Specifically, an individual’s interpersonal success is the foundation for one to accomplish job tasks (job success), which then leads to increased prospects for promotion (hierarchical success) and subsequently financial success.Practical implicationsThese findings highlight the importance of interpersonal success as a foundation of career success and provide evidence for the study recommendation to support young working adults in building interpersonal relationships, which will help realize other forms of career success. However, the establishment of a sequential mediation pathway suggests that developing relationships alone are not sufficient. Study roles and tasks must also be designed to align with individuals’ personal goals for advancement and success.Originality/valueThe research contributes to knowledge on understanding career behavior specifically relating to the dynamics and complexities of SCS. The study sheds light on the potential limitation of operationalizing SCS as a multi-dimensional aggregate construct and provides empirical support for the proposed sequential mediation model of SCS.

Industry restructuring and job loss: towards a guiding model to assist the displaced older worker

ABSTRACT With industry restructuring and closure, many displaced older workers need major supports and interventions to find a new job. The completion of 52 interviews with displaced older workers, and with those supporting them in retraining and employment, identified evidence-based practices across multiple industry sectors that might lead to more successful reskilling, training and job outcomes. Three types of reskilling interventions were identified: large firm and supplier programmes, open access programmes and customised initiatives. Overall, older workers preferred training that was more experiential, practical, less formal and accelerated. They sought to fill skill gaps that allowed them to be more competitive for jobs especially in local employment. Access to training resources for workers in small-to-medium-sized enterprises was more difficult than for those from larger firms which were supported by well-funded government and industry interventions. To guide future research and practice, a preliminary framework is offered that defines a number of key features of successful interventions. Top-priority actions identified are early engagement to connect older workers to support services; one-on-one planning sessions to ensure the workers’ needs drive the assistance provided; age-appropriate, customised and time-effective training; job search and job interview preparation assistance; and activities that facilitate direct contact with potential new employers in local communities.

Job satisfaction: a positive attribute of work-family integration for female social work faculty

ABSTRACT Academic literature exploring the experiences and needs among women in the social work professorate has yet to explore the ways in which work-life and family-life are compatible, including work-life enrichment and job satisfaction. To remedy this empirical gap, the current descriptive exploratory study of 504 female tenure-track social work academics investigates components essential to job satisfaction, which are also important to work-life enrichment. A particular emphasis is placed on differences and similarities between women who have dependent children (e.g., under 18 and in the home), women who have adult children, and women who have no children. Data were collected using an on-line survey of social work faculty working at CSWE accredited programs. Variables explored include professional connectedness, workplace empowerment, career satisfaction, and stress. The most salient finding is that having dependent children is not a detriment to factors essential for successful work-life enrichment and job satisfaction, even though overall stress is higher. The three groups have more similarities than differences. Implications for policy, practice, and future research are addressed.

Educators, not bureaucrats: how managerial professionals at international student services centers engage in job crafting and create meaning in their work

ABSTRACT International student services centers (ISSC) at postsecondary institutions in the United States are central to supporting international students’ transition and adjustment needs. As leaders of these units, ISSC directors are ‘managerial professionals’ (MPs), exhibiting characteristics of both traditional academic and administrative roles. These qualities mirror the requisite adaptiveness of their positions, required to navigate the complex international, national, and institutional factors affecting their students and departments. Using Job Crafting Theory, this qualitative study evaluates the experiences of eighteen ISSC directors to explore how, and to what extent, they adapt their jobs in ways related to the creation and integration of meaning. Findings illustrate how participants engaged in cognitive, relational, and task crafting where departmental and institutional goals, students’ needs, and personal fulfillment overlapped. The final discussion addresses how institutional leaders, as key partners in successful job crafting, can utilize this framework to support ISSC staff, international students, and promote internationalization.

Facing the challenge of genetic counselors' need for rapid continuing education about genomic technologies.

The last couple of decades have seen the rapid advancement of genomic technologies (GT) and their equally rapid adoption into clinical testing. Regardless of specialty, all genetic counselors are unified by the fundamental goal to aid in diagnosing patient's genetic disease underscoring the importance for genetic counselors to maintain an in-depth understanding of GT. The National Society of Genetic Counselors' (NSGC) GT Special Interest Group conducted an online survey of NSGC members to assess current genomic technologies knowledge gaps. A total of 171 individuals from a variety of primary work settings completed the survey sufficiently to be included in the analysis. The majority of respondents received their degree in genetic counseling in more recent years (2000-2015). On average across all technologies, >70% of respondents deemed knowledge of GTs as important for successful job performance, 55% responded that additional job training in GTs is needed to successfully perform job functions, and only 28% responded that graduate training in GTs was good. Overall, the data show that participating genetic counselors perceive that their knowledge of GTs is inadequate while it is a key component of their jobs. These results have implications both for training programs and for continuing education efforts. These data can be used as a starting point for additional research into GT educational needs of genetic counselors.

University research and practices in the field of special needs: an overview (Panorama de la investigación y prácticas universitarias en el ámbito de las necesidades especiales)

Training and research in special educational needs (SENs) are crucial in order to properly implement strategies that foster inclusive education at university. Today more than ever, education is connected to new job opportunities, success and social and educational mobility. A university policy should meet the increasing demands from many groups of individuals with functional diversity, whom we should guarantee an effective allocation of professionals, resources and conditions capable of recognizing these individuals’ potential and skills. This special issue contains eight proposals that present a variety of inclusive strategies which are one step in this direction.

Antecedents of Soft-Skills in Higher Education Institutions of Saudi Arabia Study under COVID-19 Pandemic

Higher Education Institutions (HEIs) play an important role in development of productive academic environment for university graduates. Similarly, soft skills are an essential requirement for fresh graduates to provide and prepare them for the convenient and suitable job market. In last few months, emerging situation of COVID-19 has affected the Saudi higher education sector at large scale from business perspective by diverting the regular studies to online classes. Online classes have made it more difficult for academic staff to cope up with this deteriorating situation. This study is planned to identify numerous soft-skills, which could be important to conduct academic activities under COVID-19 crisis. Study will make an analysis focusing on the importance of soft-skills in higher education institutions before and after the COVID-19 crisis. Study collected data from both public and private sector higher educational institutions located in Jeddah, Saudi Arabia. Study observed the key role and overall impact of soft-skills to enhance the learning aptitudes under uncertain COVID-19 situation. Study will also focus on the importance of soft-skills in job success in the Saudi job market for university graduates. Study will also focus on the importance of soft-skills integration in higher education curriculum. Study will help the decision makers to plan and prepare accordingly for developing academic environment to get better job opportunities in the competitive Saudi business organizations.

Who volunteers in Serbia? Motives and value orientations of Serbian volunteers

In this paper, we focus on individual factors that influence on people t o engage in formal volunteering, providing empirical evidence from Serbia. We discussed Batson?s four-motive theory of communal actions. The majority of Serbian volunteers reportedly dedicated their time in order to contribute to the community and to help people in need. Thus, they were driven by collectivism and altruism. The lack of time, lack of solicitation for volunteering and being unable to make long-term commitments were reported as the main barriers to volunteering. Serbian volunteers rarely obtain material and non-material benefits from volunteering, and they do not perceive volunteering as a valuable tool for job success. Then, we focused on Schwartz value theory and its potential to explain pro-social behaviour. Our findings based on descriptive statistics and the independent samples t test show that self-transcendence values are more important for Serbian volunteers than self-enhancement values, and that self-transcendence values are more emphasized among volunteers than among non-volunteers. However, we also found that on average volunteers score higher on self-enhancement value orientation than nonvolunteers. Our findings, based on multiple regression models, cannot confirm that, controlled for other factors, volunteers and non-volunteers have different value orientations. Finally, according to the logistic regression models, Serbian volunteers are more likely to be found among younger, better-educated population, with higher scores on the scale of self-transcendence value orientations.

Does Place Determine Destiny? How "Neighborhood Mechanisms" Mediate Food Vendor Success in Nang Loeng, Bangkok

“Neighborhood effects” research has rarely probed how geography influences job success among self-employed individuals in emerging markets. This article explores why two different sub-populations of food vendors in the Nang Loeng neighborhood of Bangkok experience divergent outcomes, using the causal frame of “neighborhood mechanisms.” Ultimately, geographically based differences in social exchanges,location choices, and regulatory enforcement matter. Specifically, vendors suffer economically where social exchange is non-reciprocal, where location choice isnon-economic, and where regulation is variable and volatile. The spatial landscape, then, has an important place in economic development literature.

Employed Vocational Rehabilitation Applicants with Visual Disabilities: Factors Associated with Timely Service Delivery

Introduction: Employed applicants for vocational rehabilitation need timely services to improve the likelihood of their successful job retention or career advancement. Little research exists that examines timeliness of services among employed applicants, particularly for applicants with visual disabilities. This study investigated time from vocational rehabilitation application to a signed Individualized Plan for Emplolyment (IPE) for employed applicants with visual disabilities. Method: The sample of 5,096 competitively employed vocational rehabilitation applicants from the FY2015 RSA-911 report was combined with survey responses from 51 vocational rehabilitation agencies about services to persons with visual disabilities. Multilevel modeling was used to examine effects of state-level and individual-level characteristics and cross-level interactions on the length of waiting time from vocational rehabilitation application to signed IPE. Results: The time from application to IPE was shorter for employed applicants with visual disabilities who received services from separate vocational rehabilitation agencies compared to that of combined vocational rehabilitation agencies. Employed vocational rehabilitation applicants with visual disabilities waited longer if they were younger, non-White, or received disability benefits. Official job-retention policies in state vocational rehabilitation agencies appeared to reduce the delay of IPE implementation for persons with secondary disabilities, for applicants who received disability benefits, and for persons who worked more hours per week. Discussion: Additional research to determine how vocational rehabilitation can provide services to employed persons as soon as possible after application is indicated, particularly for persons applying to combined agencies. Implications for practitioners: Vocational rehabilitation providers should explore ways to expedite service delivery, particularly for persons who are younger, non-White, or receiving disability benefits. Implementing official vocational rehabilitation policies for addressing job-retention and career-advancement cases may be one avenue to expedite services to some employed applicants.

Competitiveness Education Strategies in Training Experts for Coal Mining Region

Methods and strategies of developing students’ skills for further successful employment in coal-mining region are considered. Combined techniques as to let students demonstrate their competitiveness abilities and qualifications are studied and criteria of objective assessment and expert advice are presented. The process of globalization has significant impact not only on industrial sphere all over the world but it has affected a lot of other human activities, and mining education is not an exception. Innovative determinant of mining education globalization obviously implies the need of integrating both technical and humanitarian subjects while training prospective experts. Combining different methods helps students develop their competitiveness abilities estimated highly in the coal mining labor market. The important methods of forming graduates’ readiness to compete in coal mining industry activate the linguistic representation of different aspects of employment by means of pedagogic techniques within humanitarian disciplines. The main stages of the comprehensive method named assessment-centre are also shown. So, developing students’ competitiveness ability for successful employment in the sphere of coal mining industry includes both theoretical and practical training to provide effective information searching for vacancies and distributing information about themselves as applicants as well as successful job interview in coal mining region.

Evolution and Perspectives of the Service for Parallel Applications Running at JINR Multifunctional Information and Computing Complex

Nowadays scientists use cloud computing as a routine tool in a lot of fields of their research. Various Multifunctional Information and Computing Complex (MICC) resources are provided for JINR users to perform a wide range of scientific computations. The JINR cloud service for parallel applications was developed in order to simplify scientists’ work on running similar tasks but on different MICC resources and also to speed up the process of reaching significant results. There are several components with a flexible and modular architecture that allow running a various number of applications using different types of computational resources. The service is constantly developing and improving with the help of the users’ feedback. Some changes in web-interface were made to improve users’ experience: there was added the possibility to choose a certain type of particular application, to set a description for a job, to run multiple tasks, to notify a user about successful job submission and its completion. Moreover, accessibility of job results was reworked: when the job is done, its output is uploaded at the external file storage, where it becomes available at the auto-generated unique URL for downloading by the user and further analysis and/or visualization.