Traditional Job Research Articles

Making the employment interview work for a neurodiverse workforce: Perspectives of individuals on the autism spectrum, employers, and service providers

BACKGROUND: The traditional job interview process can pose numerous barriers which may disadvantage job seekers on the autism spectrum. Further research is needed to understand the specific dynamics of the interview process that pose the most significant challenges to hiring success and possible ways to remediate these challenges. OBJECTIVE: This qualitative research examined the barriers to, and facilitators of, successful employment interviews from the perspectives of three stakeholder groups: people on the autism spectrum, employers, and service providers. METHODS: We used qualitative content analysis to derive themes from interviews with 23 participants, including individuals on the autism spectrum with job interview experience, employers with experience in interviewing job candidates on the autism spectrum, and service providers who provide employment support to people on the autism spectrum. RESULTS: Five themes emerged across stakeholder groups: (1) navigating unpredictability, (2) introducing flexibility and modifications, (3) relationship-building strategies, (4) importance of self-awareness and self-advocacy, and (5) nuances of Self-disclosure. Across the themes, participants described how to modify the interview process to be more inclusive of neurodiversity. CONCLUSION: We conclude with how rehabilitation service providers can more effectively provide direct services to individuals on the autism spectrum and consult with employers on workplace policies and practices to enhance neurodiversity inclusion.

EMPLOYMENT AGENCY AND VOCATIONAL COUNSELING AT EMPLOYMENT OFFICES IN THE YEARS 1944-1949

The aim of this article is to present changes in the employment policy in Poland after the Second World War(in a synthetic manner), with particular emphasis on employment agency and vocational counseling provided by employment offices. Due to the wide range of research issues, the considerations focus on legal and organizational issues as well as the objectives and development directions of employment services.The article uses two historical methods of research: philosophical and statistical. What is more, following source texts were analyzed: legal acts, printed sources, archival sources.After World War II, public employment services evolved compared to the period of the Second Polish Republic. Their main goal was no longer to mitigate the effects of unemployment, but to eliminate it and achieve full employment for the needs of the expanding economic compound. In addition to traditional job placement, a number of instruments for recruiting and activating the workforce has been introduced, including vocational guidance. Poland's entering the path of socialist industrialization led to a further transformation of the activities of employment offices as well asto the elimination of vocational guidance.

МЕТОД 9-GRID BOX В УПРАВЛІННІ ПЕРСОНАЛОМ НА СОЦІАЛЬНИХ ПІДПРИЄМСТВАХ

The article focuses on adapting the 9-Grid Box method, traditionally used for talent management in profitable enterprises, to employee development in social enterprises. The author demonstrates how the 9-Grid Box can be employed in social enterprises to assess the effectiveness of employee adaptation and development, and to make informed decisions about their further progression based on the matrix data. By categorizing employees into nine distinct types based on their potential and productivity levels, the article presents a visual representation of the stage of self-reliance development for each employee as a beneficiary of a social enterprise operating under an employment-based business model. Furthermore, the article provides specific retention and development strategies tailored to each of the nine employee types, offering guidance to HR managers considering the unique objectives of social enterprises. This adapted tool holds value for reintegration programs, aiding socially vulnerable individuals or marginalized groups in developing career plans and enhancing their competitiveness in the traditional job market. The findings of the 9-Grid Box can serve as a foundation for creating training and development plans for employees, facilitating the HR manager’s role. Additionally, the article demonstrates how the 9-Grid Box method can ensure the continuity of social enterprise activities by assisting in the formation of succession plans within the personnel structure.

Developing a Methodology to Identify Non-Normative Key Destinations for Transportation Planning

Medium- to long-range planning processes generally aim to fix deficiencies in the current transportation network by better distributing existing resources or acquiring new resources. This requires some way of defining better service patterns, including identifying priority places to and from which the network will increase connectivity. Typically, identifying these priority places happens through project-specific outreach efforts, sometimes with the support of job density or population data. This paper discusses a process for leveraging confirmatory public outreach and combining it with location-based services data (or other sources of multi-modal travel data, e.g., household travel surveys) to create an iteratively developed and reproducible methodology for identifying key destinations. This method allows an agency to minimize outreach fatigue by only conducting periodic public outreach on the subject, rather than asking the same baseline questions for every individual planning project. Additionally, this method better bolsters equity by moving away from normatively selected destinations (which tend to be traditional job centers with 9-to-5 commuters) and supporting more high-participation outreach efforts in the future. Ultimately, this paper makes the case that the output of outreach in a data-informed planning process should be a replicable methodology, not a static list.

A no-tardiness job shop scheduling problem with overtime consideration and the solution approaches

In make-to-order manufacturing environments, overtime work is one of the effective and commonly used resources for expanding production capacity to ensure orders on-time delivery. However, if overtime work is not used reasonably and optimally, not only it cannot expedite the order completion, but also may lead to an increase in manufacturing costs. In order to use overtime work optimally, this paper presents a no-tardiness job shop scheduling problem with overtime work consideration (NTJSSP-OW) to minimize the total earliness inventory and overtime work costs simultaneously. A mathematical model is formulated and a hybrid genetic algorithm with simulated annealing (GASA) is proposed to solve it. Nine algorithms are also selected for performance comparisons. Unlike the traditional job shop scheduling problem, when solving NTJSSP-OW by heuristics and meta-heuristics, no-tardiness constraint is more likely to lead to infeasible solutions. So a multi-stage decoding scheme with a reconstructing rule is developed to ensure feasible solution. In order to extend the search space, a dispatching rule-based population initialization procedure and a repairing mechanism are provided. Comprehensive experiments are conducted on 14 modified benchmark problems, and non-parametric statistical tests like the Friedman test and post-hoc Nemenyi test are performed for the experimental results. Further systematic analyses indicate that GASA has significantly faster convergence on 90% of all test instances, and its global search ability outperforms other competing algorithms for 12 out of 14 instances.

Digital twin-based job shop anomaly detection and dynamic scheduling

• A DT driven anomaly detection and dynamic scheduling framework is proposed to reduce the deviation between initial plan and execution result. • An anomaly detection model called multi-level production process monitoring model is proposed to detect disturbances in the production. • A real-time optimization strategy based on rolling window mechanism is explored to support timely revision and iterative optimization of scheduling scheme. Scheduling scheme is one of the critical factors affecting the production efficiency. In the actual production, anomalies will lead to scheduling deviation and influence scheme execution, which makes the traditional job shop scheduling methods are not sufficient to meet the needs of real-time and accuracy. By introducing digital twin (DT), further convergence between physical and virtual space can be achieved, which enormously reinforces real-time performance of job shop scheduling. For flexible job shop, an anomaly detection and dynamic scheduling framework based on DT is proposed in this paper. Previously, a multi-level production process monitoring model is proposed to detect anomaly. Then, a real-time optimization strategy of scheduling scheme based on rolling window mechanism is explored to enforce dynamic scheduling optimization. Finally, the improved grey wolf optimization algorithm is introduced to solve the scheduling problem. Under this framework, it is possible to monitor the deviation between the actual processing state and the planned processing state in real time and effectively reduce the deviation. An equipment manufacturing job shop is taken as a case study to illustrate the effectiveness and advantages of the proposed framework.

Future Prospects of Neonatal Nursing in India

In the field of neonatal nursing, this article explores the multifaceted scene encompassing advancements in care technology, specialized training programs for nurses, inherent challenges, opportunities in practice, and the integration of evidence-based practices. It also explores into the crucial policy and regulatory framework that governs neonatal nursing. Highlighting the pivotal role of neonatal nurses, the article emphasizes their contribution as pillars of strength for families. Beyond routine tasks, these professionals provide reassurance during uncertain times, celebrating even the smallest milestones. Their significance extends far beyond hospital walls, resonating in the lives of families for years. Through compassionate care, neonatal nurses not only enhance the physical health of newborns but also foster emotional resilience in the families they serve. In the dynamic and ever-changing field of neonatal nursing, professionals go beyond the duties of a traditional job, exemplifying a profound sense of duty and commitment. As advocates for the tiniest members of society, they actively contribute to the resilience of life, witnessing the fragility yet nurturing the potential and promise of each newborn. The unwavering dedication of neonatal nurses creates a beacon of hope for families, assuring them that, even in the face of challenges, their newborns are in capable and compassionate hands. This article provides a holistic view of neonatal nursing, showcasing its complexities, challenges, and the impactful role it plays in shaping the future of newborns and their families

Impact of AI on Employment and Job Opportunities

Artificial Intelligence (AI) has surfaced as a transformative technology with the eventuality to reshape colourful aspects of mortal life, including the pool and employment geography. As AI technologies continue to advance fleetly, there's a growing concern regarding the implicit impact on job openings and the future of work. This abstract points to give an overview of the impact of AI on employment, agitating both the challenges and openings associated with its integration into the pool. AI’s robotization capabilities have formerly started to disrupt traditional job places. Routine and repetitious tasks that can be fluently automated are decreasingly being performed by AI systems, leading to a reduction in the demand for certain types of jobs. diligence similar as manufacturing, client service, and transportation are particularly susceptible to robotization- driven job relegation. still, it's important to note that while AI may exclude certain job places, it also has the implicit to produce new bones although AI can replace certain tasks, it can also compound mortal capabilities, leading to the creation of new job openings.

An MILP Model for Energy-Conscious Flexible Job Shop Problem with Transportation and Sequence-Dependent Setup Times

As environmental awareness grows, energy-aware scheduling is attracting increasing attention. Compared with traditional flexible job shop scheduling problem (FJSP), FJSP, with considering sequence-dependent setup times and transportation times (FJSP-SDST-T), is closer to real production. In existing research, little research has focused on FJSP-SDST-T with the minimization energy consumption. In order to make up the gap, a mixed integer linear programming (MILP) model has been formulated to solve FJSP-SDST-T with minimizing energy. Firstly, the total energy consumption of the workshop included the processing energy consumption, setup energy consumption, idle energy consumption, transportation energy consumption and common energy consumption, which were analyzed and formulated by introducing related decision variables. Then, the MILP model was detailedly formulated from the formulation of the energy consumption composition, the objective function, the decision variables and the constraint sets and the linearization. Finally, experiments were carried out on extended benchmark cases and the results showed the effectiveness of the MILP model.

Psychological empowerment and job crafting among registered nurses working in public health: A quantitative study

Background and objectivesThe researchers examine the relationship between two variables related to work meaningfulness and engagement – psychological empowerment and job crafting – among Ontario registered nurses working in public health. Research design and methodsThis quantitative, cross-sectional study was conducted in Ontario, Canada with registered nurses (n = 238) from six randomly selected health units. Registered nurses provided quantitative ratings of their psychological empowerment and job crafting behaviours in an online, confidential, anonymous survey. Data analyses included descriptive statistics, correlations, multiple and hierarchical regressions, and independent samples t-tests. ResultsSignificant, positive relationships were observed between overall scores for psychological empowerment and job crafting (r = 0.50, n = 238, p < .01) and for each of their dimensions. Region, age, job, and public health experience explained 26 % of the variance in overall psychological empowerment; job crafting accounted for an additional 24 % of variance. Region and public health experience moderated the relationship between psychological empowerment and job crafting. Discussion and implicationsRegistered nurses working in public health experience empowerment when they engage in job crafting. Nurse managers and educators can support and promote job crafting by nurses who are willing to engage and make their jobs more meaningful.What is already known about this topic?•Traditional job design is done by organizations, whereas job crafting is done by employees.•Job crafting is about proactively adjusting and redesigning one's own job.•Job crafting is facilitated by managerial support, nurses' experience, and sufficient staffing.What this paper adds•Overall, public health nurses are actively crafting their jobs and feel empowered.•A significant positive relationship between job crafting and empowerment is moderated by geographic location and public health experience.•Psychological empowerment is explained not only by demographic characteristics but also, and to a great extent, by job crafting.

Systematic literature review of professional social media platforms: Development of a behavior adoption career development framework

Professional social media platforms (PSMPs) have induced dynamic changes in traditional job markets by increasing online recruitment practices. Subsequently, the search procedure for jobs and sourcing talent has been eased because such platforms act as collective intermediaries for candidates and employers. However, the literature on using PSMPs is fragmented across various sources and encompasses diverse perspectives from multiple stakeholders. In this regard, the current study systematically reviews the prior literature on using PSMPs. A database of 51 studies was curated using Scopus and Web of Science databases. The research profile presented the current state of the literature on PSMPs. Furthermore, content analysis of the curated dataset resulted in four broad themes. The current review comprehensively assimilated research on PSMPs, and the findings demarcated multiple directions for future research, leading to the development of a research framework for channeling future research. Significant implications for theory and practice have also been discussed for the use of stakeholders.

Programmatic approaches to achieving equity for women in anesthesiology.

Programmatic approaches to achieving equity for women in anesthesiology.

Health protection policies for digital platform and low wage workers

Abstract Background In the context of the COVID-19 pandemic, shifting employment and occupational health social protections of low-wage and self-employed digital platform workers are described and compared. Specifically, we examine how, across advanced economy countries, laws, policies, and collective agreements protected the health of low wage (e.g., service workers) and digital platform workers (usually classified as self-employed) including during the first three waves (2019-2021) of the COVID-19 pandemic. The overall goal is to inspire conversation, comment, critique and new research questions to tackle the issue of the employment, work and health of low wage workers and self-employed digital platform workers. Methods Taking a comparative focus on eight advanced economy countries, this paper identifies legal efforts to address employment misclassification and challenges related to employee definitions that vary by the legal act. Debates about minimum wage and occupational health and safety standards as these relate to worker well being are considered. Finally, we discuss promising changes introduced during the COVID-19 pandemic that protect the health of low-wage and self-employed workers. Results Overall, we describe an ongoing “haves” and a “haves not” divide, with on the one extreme, traditional job arrangements with good work-and-health social protections and, on the other extreme, low-wage and self-employed digital platform workers who are mostly left out of schemes. However, during the pandemic small and often temporary gains occurred and are discussed. Conclusions In the context of an evolving social contract during the COVID-19 pandemic, this paper provides views on avenues for policy reform and research from employment and occupational health specialists across eight advanced economy countries.

Laws, Policies, and Collective Agreements Protecting Low-wage and Digital Platform Workers During the COVID-19 Pandemic.

In the context of the COVID-19 pandemic, this commentary describes and compares shifting employment and occupational health social protections of low-wage workers, including self-employed digital platform workers. Through a focus on eight advanced economy countries, this paper identifies how employment misclassification and definitions of employees were handled in law and policy. Debates about minimum wage and occupational health and safety standards as they relate to worker well-being are considered. Finally, we discuss promising changes introduced during the COVID-19 pandemic that protect the health of low-wage and self-employed workers. Overall, we describe an ongoing “haves” and a “have not” divide, with on the one extreme, traditional job arrangements with good work-and-health social protections and, on the other extreme, low-wage and self-employed digital platform workers who are mostly left out of schemes. However, during the pandemic small and often temporary gains occurred and are discussed.

An adaptive multiobjective evolutionary algorithm for dynamic multiobjective flexible scheduling problem

There are various uncertain disturbances in the actual manufacturing environment, which makes dynamic multiobjective flexible scheduling problem of flexible job shop (MDFJSP) become the research focus in the field of optimal scheduling. In this paper, MDFJSP in the environment of temporary order insertion uncertainty is studied, and a multiobjective dynamic scheduling scheme based on rescheduling index and adaptive nondominated sorting genetic algorithm (NSGA-II) is proposed. First, based on the actual manufacturing environment, the mathematical model of the traditional flexible job shop scheduling problem is improved, and the multiobjective dynamic rescheduling model of flexible work center is established. Then, the existing rescheduling mechanisms are summarized, and a rescheduling hybrid driving mechanism based on the rescheduling index is proposed to enable it to reschedule and drive according to the actual situation. Finally, the shortcomings of the traditional multiobjective scheduling algorithm NSGA-II are analyzed, the adaptive cross mutation strategy and the simplified harmonic normalized distance measure method are proposed to improve it, and an adaptive multiobjective dynamic scheduling algorithm NSGA-II (MDSA-NSGA-II) is formed. To analyze the performance of this algorithm, the performance of this algorithm is compared with five classical flexible job shop multiobjective scheduling algorithms in international general examples, and the effectiveness is verified by real aircraft production examples. The experimental results fully show that MDSA-NSGA-II has good performance in solving MDFJSP.

Digital nomads: a savvy enterprise’s newest HR frontier

PurposeThe purpose of this study is quantify the fast growing and dynamic population of workers known as digital nomads, workers who live a location agnostic, technology enabled lifestyle, traveling while living and working away from their home for extended periods of time. Since the pandemic, companies that embrace remote work policies are winning accolades. But along with the work-from-home crowd, there is another distinct group of employees that companies need to address: digital nomads – a rising new class of traditional job holders that have taken to the road. As human resources (HR) departments rewrite their policies for the remote workforce, it is critical that you put in place a digital nomad policy. Having a digital nomad policy will not only allow your company to attract and retain top talent but will also protect you from regulatory and legal risks.Design/methodology/approachThe Digital Nomad data cited in this paper comes from the 2021 MBO Partners State of Independence in America study, which was fielded in July of 2021. This is the 11th consecutive year this study has been conducted. For the 2021 study, Emergent Research and Rockbridge Associates surveyed 6,240 residents of the USA (aged 18 and older). The survey results were weighted to reflect the demographics of the USA.FindingsToday, the USA alone boasts 15.5 million digital nomads – a massive 112% increase from 2019 and 42% increase from 2020. With workers untethered from the office, the pandemic drove an increase in digital nomadism; however, the trend is here to stay. Corporations and HR teams need to take note and develop forward-thinking policies that will attract and retain talent.Originality/valueOver the past three years, MBO Partners, in partnership with Emergent Research, have collaborated on an extensive digital nomad study that has attracted the interest of Harvard Business Review. The company’s larger State of Independence report is also the longest-running longitudinal study on the independent workforce. Despite the large and growing number of digital nomads, few organizations have formal policies and programs for them. MBO is the first to develop policies and programs to help HR teams embrace this new era of talent who want the freedom to roam.

Dynamic assignment of a multi-skilled workforce in job shops: An approximate dynamic programming approach

We propose an approximate algorithm to dynamically assign a multi-skilled workforce to the stations of a job shop, with demand uncertainty and variability in the availability of the resources, to maximize productivity.Our proposed model is inspired by automotive glass manufacturing, where maximizing the surface area of manufactured safety glass during a given time frame is the key performance measure. We first develop the model of a traditional job shop with a set of stations, each with a particular number of machines, with distinct production performance levels, according to their utilization stage. Each product type needs to be processed on a subset of these stations according to a predefined sequence. Customers place their orders independently over time, specifying the units required of each product type. The inter-arrival of orders (demand) and processing times are assumed to be stochastic. We also suppose that the technicians have varied skill sets, according to which they can only work at a certain subgroup of stations, and variable availability depending on sick leave, vacations, etc. Hence, in order to maximize the predefined productivity index, the optimal assignment of technicians to the stations based on their skill sets and availability during each shift becomes a complex decision-making process.Given the stochastic and dynamic nature of this problem, we model the setting as a Markov Decision Process (MDP). Given its size, we propose to solve it using Approximate Dynamic Programming (ADP). We address the exponential growth of the action space by using a hill-climbing algorithm for action selection. To show the performance and effectiveness of the proposed algorithm, we use real company data and compare the results of the algorithm with the current policy in use, as well as other proposed policies. Applying our proposed method resulted in an average improvement of 15% in productivity compared to the best performing benchmark policy.

The Effects of Cultural and Social Norms, Government Programs, and Digital Technologies Support on Filipino Online Freelancers' Job and Career Satisfaction

This study aims to help Filipino online freelancers increase their job and career satisfaction by understanding the effects of government programs, digital technologies support, and cultural and social norms on their work. Unlike corporate employees, online freelancers do not get the same benefits such as insurance, training, and social recognition. Not everyone working in the gig economy can also pay their own SSS, PAGIBIG, and PhilHealth, which are essential. Online freelancers are responsible for covering their own local security system and national health insurance through voluntary contributions since they work for themselves (Zoleta, 2022). Moreover, the academe is not yet very aware of the opportunities in the online freelancing industry. Educational institutions often encourage students to pursue a traditional full-time job (Mulachy, 2019). The respondents also believe that the academic sectors do not prioritize helping Filipinos learn the skills to thrive in the gig economy. Further, the study used descriptive and causal research designs to investigate job and career satisfaction factors. Results indicated that government programs did not significantly affect job and career satisfaction. Hence, the recommended intervention programs involve integrating online freelancing subjects into current college curriculums for aspiring Filipino online freelancers and providing the necessary safety nets for existing Filipino online freelancers.

메이지 국가 건설기 일본 미술과 다카무라 고운

With the Meiji Restoration, Takamura Kōun(1852∼1934), a craftsman specializing in carving Buddhist icons, lost his traditional job and got new ones. Instead of Buddhist icon commissions, which decreased because of Haibutsu kishaku(literally “abolish Buddhism and destroy Shākyamuni”), Kōun produced crafts for export and monuments of historical heroes. “Old Monkey,” the first Meiji wooden work designated as an important cultural property, was carved by Kōun to submit it to the World’s Columbian Exposition in 1893 in Chicago and the two most famous modern Japanese monuments, the “Kusunoki Masashige Statue” in front of the Imperial Palace and the “Saigō Takamori Statue” in Ueno Park, were produced under the direction of Kōun. Kōun’s transformation from ‘craftsman’ to ‘sculptor’ was closely intertwined with the Meiji government’s art administration, which used art as a tool for “Shokusan Kōgyō”(encouragement of new industry) and an apparatus for the construction of national identity and reinforcement of nationalism. However, Kōun’s son, Takamura Kōtarō(1883-1956) as a representative modernist of the Taishō era, could not accept Kōun’s work as art. To Kōtarō, strongly influenced by the art theory of modernism asserting that art should be the self-expression of autonomous individuals, Kōun seemed a figure lacking self-consciousness as an artist and an anachronism living in the modern era with a craftsman’s ethos. This article explores the ways in which the craftsman’s ethos of Kōun, which has been considered as a limitation for him and the legacy of the old days, worked for the production of “art for the nation” that the new era of Meiji required. By examining how Meiji artist Kōun, distinguished from Edo craftsmen and Taishō modernists, used his skills for the nation and succeeded in life and career, I explore the relationship between nation-building and art in Meiji Japan.

The Roma in Turkiye: Segregation in The Labour Market and Income Differentiations

In labour market research, rather than demographic and human capital endowments, ethnicity is considered a major explanatory of segregation in job occupations. This article examines the role of job occupations in income differentials within the Roma in Turkiye. The sample covers 1568 respondents and represents 6445 Roma. The conventional determinants for job occupation do not work differently for the income groups. For both the poorest and richest Roma, being a worker in a regular fulltime job provides much more of an increasing effect on income than the jobs in a trade. Discrimination in the labour market is a significant explanatory for all the income groups, except the richest Roma, but it has the highest impact on the poorest Roma. Traditional job occupations do not have an impact on income differentiation within Roma, but segregation for the Roma in the labour market is clear in defining income differentiation. This article asserts that even though the job occupations of the Roma partly present a kind of continuity of the traditional professions, the Roma in Turkiye are predominantly wage earners and working for someone else rather than being self–employed. While sociocultural determinants are significant in the middle–income groups, the voting behaviour in the municipal election has decremental impacts on all the income groups of the Roma.