Willingness Of Employers Research Articles

Analysis of the Factors Affecting the Employment Quality of University Graduates by DEMATEL / ISM Method

To analyze how to improve the employment quality of university graduates and clarify the internal logical relationship between the influencing factors in the employment quality of university students through analyzing of the influencing factors on the employment quality of university students Based on the integrated DEMATEL / ISM method. Commuters are assumed used DEMATEL method and Hierarchical structure model of influencing factors on employment quality of university graduates constructed by ISM for obtaining the influence degree. Describe the causal relationship of the factors affecting the employment quality of university graduates, hierarchical logical structure of factors affecting university graduate employment quality. The results show that the employment recommendation service and subsidy of government, cooperation of university and enterprise, vocational planning and education of university, employee Brand construction of enterprise, independent s employment willingness are the direct factors that effect the employment quality of college students, and should be given priority attention

Evaluation of Talent Cultivation Quality of Modern Apprenticeship Based on Context-Input-Process-Product Model

Based on context-input-process-product (CIPP) model, this paper proposed an evaluation system of the talent cultivation quality of modern apprenticeship in high vocational education schools, and applied the proposed system to evaluate the talent cultivation quality of modern apprenticeship in an example school H. The research findings of this study revealed that, on the one hand, it will greatly improve the quality of cultivated talents if the talent cultivation objectives are kept in line with the requirements of employer companies, the apprenticeship system is built according to the law of student growth and development, and there’re good apprenticeship project resources, support and management; on the other hand, it will have an adverse impact on the effect of apprenticeship projects if students’ employment willingness has not been fully motivated, or the implementation environment is poor for the apprenticeship, or the tutors in enterprises change frequently. Based on these findings, this paper proposed a few countermeasures for improving the talent cultivation quality of modern apprenticeship, that is: fully consider students’ appeals and boost their desire for employment; forge a team of enterprise tutors capable of and good at teaching; improve the quality of apprenticeship projects for junior year students; deepen the integration between industry and education and provide strong guarantee for both school education and enterprise training.

Willingness of employers to employ ex-convicts among selected SMEs in the western region of Ghana

Punitive measure against anyone is for correctional purpose and making individuals become better citizens. In this regard, incarceration is supposed to lead to the rehabilitation of individuals to ...

The effect of soft skills, ethics, and value on the willingness of employers to continue recruiting UMT graduates

This study aims to investigate the effect of soft skills and ethics and value on the employers’ willingness to continue recruiting Universiti Malaysia Terengganu (UMT) graduates, together with the moderating effect of knowledge on the relationship between soft skills and the employers’ willingness to continue recruiting UMT graduates. The study’s respondents comprised of 208 employers in Malaysia who responded through an online survey using Google Forms. The survey data was then analyzed using the Partial Least Squares Structural Equation Modelling (PLS-SEM), indicating that soft skills positively affected the employers’ willingness to continue recruiting UMT graduates. Nevertheless, ethics and value were found to be insignificant factors on the employers’ willingness to continue recruiting UMT graduates. It was also revealed that knowledge had the moderating effect on the relationship between soft skills and the employers’ willingness to continue recruiting UMT graduates. Therefore, universities were recommended to invest in soft skills and knowledge education to ensure that graduates met the employers’ professional recruitment standards in areas of expertise.

Method development for workplaces using mobility plans to select suitable and sustainable measures

This paper aimed to provide a set of sustainable measures suitable for workplaces according to local requirements. To support this, a specific Transportation Demand Management strategy was applied, which is called Workplace Travel Planning. The result of such a Workplace Travel Plan is a package of measures implemented by an organization to encourage sustainable commuting. This research focused on two stages of the planning process: in the analysis stage, data were gathered from the stakeholders, and travel behavior was analyzed, while in the planning stage, a specific set of measures was proposed to the workplace. The selection of those measures relies on several aspects, such as existing workplace infrastructure, employer policies, employee requirements, local infrastructure, cost of implementation, level of sustainability. The mobility questionnaires are the instruments used to retrieve the input data used in the method, while the categorization of measures contributes to the next phase of the method serving as the output options. To each measure, factors, weights, and sustainability impacts were assigned. The connection of the phases was realized by creating the utility value of the measure, which enables the ranking of the measures. The approach provides a comprehensive framework of connecting employee requirements, employer willingness, and site-specific opportunities by defining a quantitative utility function, which results in a list of most suitable measures for a specific workplace.

Assessing the Willingness of Employers to Hire Persons with Disabilities in the Media Industry, in Ashanti Region of Ghana

Assessing the Willingness of Employers to Hire Persons with Disabilities in the Media Industry, in Ashanti Region of Ghana

Supporting and retaining employees with rheumatoid arthritis: the importance of workplace social support

Social support at work is important to individuals’ health, wellbeing and employee retention. Evidence suggests employees may be more willing to offer support to co-workers they already have strong friendships with or if they perceive support-giving will be reciprocated. However, the support relationships of workers with chronic health conditions, who may have variable but long-term need for practical and emotional support, have rarely been studied. We conducted in-depth interviews with workers employed when diagnosed with rheumatoid arthritis (RA), an inflammatory and progressive musculoskeletal disorder, to explore how RA affects work relationships, the willingness of employers and co-workers to offer support, and the importance of support for continued employment after RA onset. Participants’ accounts revealed evidence of receipt of sustained social support, but also its withdrawal. The nature of pre-existing relationships influenced the willingness of others to offer support. Employers demonstrated support and understanding, particularly if they had personal knowledge or experience of disability, and their implementation of workplace modifications helped workers with RA to remain employed. However, modifications could be withdrawn if they disrupted workflow or negatively affected relationships with co-workers. We identify implications for organizational policy and practice.

Employer perceptions of the business benefits of sustainable transport: A case study of peri-urban employment areas in South West England

There is considerable interest in the contribution that workplace-based mobility management interventions can make to achieving more sustainable mobility patterns. A number of studies have evaluated the impacts of workplace-based interventions on the commuting behaviour of staff, but the broader potential of such initiatives depends on the willingness of employers to support them. Little research has been carried out examining the perspectives of senior managers. The research which has been conducted has focused on employers located in urban or rural areas. This paper reports on in-depth interviews with senior managers of employers located in two peri-urban areas on the edge of the city of Bristol, south-west England. The research was carried out during a period when public funding was available to support the introduction of sustainable transport measures. The interviews aimed to find out whether senior managers perceived the promotion of sustainable transport as relevant to their business concerns, and how this varied between different types of organisation. The results showed that all managers believed that measures to increase the use of alternative modes for commuting and local business travel could be beneficial for their business, even if these benefits were indirect and difficult to quantify. The perceived benefits of sustainable transport included: helping to ease traffic congestion on the road network, thereby reducing associated delays and stress; helping employers manage excessive demand for car parking; improving staff wellbeing; and widening the recruitment opportunities among workers lacking access to a private car. Employers who perceived the greatest benefits were also the most willing to engage with public authorities in introducing new workplace-based mobility measures. The findings on employer support for mobility management are relevant not only to peri-urban areas but also to employment sites within other areas (in particular suburban areas and the rural hinterland) where the same challenges may apply of encouraging alternatives to single occupancy car use without the means to invest in comprehensive public transport.

Some obstacles to wage-led growth

I begin by providing a non-technical summary of the Post-Keynesian model of wage-led growth. I then summarise the work of microeconomists and industrial relations researchers on the reasons why real wages have failed to keep pace with labour productivity, leading to a steady decline in the wage share of GDP. These include the decline of trade unions, the erosion of the welfare state and (especially) the increasing ability and willingness of employers to evade and avoid labour market regulation. I conclude that these microeconomic problems need to be solved for a macroeconomic strategy of wage-led growth to be possible.

The role of personal characteristics, work environment and context in working beyond retirement: a mixed-methods study

ObjectiveTo investigate the role of personal characteristics, work environment and context in working beyond retirement.MethodsIn the current study, a mixed-methods design was applied including quantitative survey data and semi-structured telephone interviews. Respondents (N = 568) were selected from the Study on Transitions in Employment, Ability and Motivation (STREAM). Personal characteristics, work characteristics and contextual factors were measured using a questionnaire at baseline. Concurrently, qualitative data of 30 persons aged over 65 years were gathered. Logistic regression analyses were used to identify quantitative associations and thematic analyses were used for qualitative purposes.ResultsQuantitative data revealed that being in good physical health (OR = 1.80), developmental proactivity (OR = 1.38), interesting work (OR = 2.02), appreciation (OR = 1.62) and voluntary work (OR = 1.58) were associated with working beyond the statutory retirement age. Additionally, qualitative findings suggested that working beyond retirement was mainly driven by the desire to contribute to society (e.g., mentor younger coworkers), and identified the employers’ willingness to hire an older worker despite existing stereotypes as an important precondition.ConclusionsWorking beyond retirement is influenced by physical health and work characteristics, as well as motivational determinants such as the desire to contribute to society. However, to meet the increasing demands for paid jobs by individuals aged over 65 years, the willingness of employers to actually hire them is crucial. Therefore, recognition and utilization of older workers’ potentials is of great importance.

School-to-work transition for youth with severe physical disabilities: Stakeholder perspectives.

Multiple challenges await people with severe physical disability when they are preparing to enter the labour market at the end of the school period. This study aims to better understand the multiple factors that influence the course of disabled youth transitioning into the workforce by gathering perceptions from stakeholders. Methods The study used a qualitative descriptive design with an interpretative description approach to analyze the experiences reported by six school staff, six parents, and three employers. Significant facilitators to the workforce transition were the active involvement of the school's staff in multiplying outreach activities between the various external partners. Significant obstacles include the level of help required to complete day-to-day activities at work and student lack of work experience. Government cutbacks were unanimously identified as the prominent obstacle. The results presented in this study indicate that a successful school to work transition program is dependent on many factors. These factors include the characteristics of the targeted population, the level of involvement from key stakeholders, the willingness of employers to hire this population, as well as program objectives deviating from paid employment. Further development opportunities have proven to be helpful, such as the development of a solid partnership and collaboration between all stakeholders.

Konventionen der Arbeitsintegration

Abstract: Conventions of Occupational Integration. The Employment of Disabled People in Swiss Enterprises (1950 to 1980) Disabled people's access to the labour market is one of the leading ideas in disability policy. Its success depends on the willingness of employers to employ handicapped people. Both historical and social studies focus on the welfare state or the people in question, while the perspective of the employers is often neglected. Under what conditions are companies willing to employ people whose performance diverges from the common interest to maximise economic output? Switzerland is well suited for a case study, since there are no regulations for employers, such as a quota-system. Incorporating the theory of «économie des conventions», this study investigates how employers' associations and companies justify employment of disabled people and how these people are valued. The timeframe investigated spans from the immediate post-war period to 1980.

Low employment and low willingness of being reemployed in Chinese working-age maintained hemodialysis patients

Aim: Returning to society plays an important role in improving the quality of life in maintenance hemodialysis (MHD) patients, and retention of employment is one of the core enablers. The study is to assess the employment status and to determine the variables for unemployment in Chinese MHD patients.Methods: Prevalent MHD patients from four dialysis centers in Shanghai China were enrolled. We assessed patients’ employment status, current social functioning, hemodialysis modality, annual income and general health condition. Among current unemployed working-age patients, the reasons of quitting jobs and willingness of being reemployed were evaluated.Results: A total of 231 patients were studied, among which 114 patients were unemployed 1 year before hemodialysis. Among 117 employed patients, 16 patients quitted jobs before dialysis inception, while 49 patients quitted jobs at the initiation of HD, and 26 patients followed after a few months’ HD. The main reasons for ceasing employment were physical insufficiency, conflict between dialysis and work schedules, lack of support from employers and resistance from family members. Among the 166 patients who were in their working age, 26 patients were employed. The unemployed patients had the characters of elder age, lower education level, higher annual family income, higher female ratio, lower blood flow, lower physical functioning, and social functioning and lower frequency of weekend hemodialysis and HDF/HF. Among the 140 unemployed patients, only 47 patients had the willingness of being reemployed. Their unemployment status was positively associated with elder age ((OR) 3.13, 95% CI, 1.08–9.1), lower education level ((OR) 1.97, 95% CI, 1.05–5.92), and higher family income ((OR) 7.75, 95% CI, 2.49–24.14).Conclusion: Ratio of employment and willingness of being reemployed was low in MHD working-age patients. Lack of social and family’s support also hampered patient’s returning to society except for the HD treatment quality.

Perspectives from Employers, Insurers, Lawyers and Healthcare Providers on Factors that Influence Workers' Return-to-Work Following Surgery for Non-Traumatic Upper Extremity Conditions.

Return-to-work (RTW) stakeholders have varied roles and may therefore hold their own perspectives regarding factors that may influence outcomes. This study aimed to determine stakeholders' perspectives on factors influencing RTW following surgery for non-traumatic upper extremity conditions. A questionnaire was distributed to RTW stakeholders via gatekeeper organizations. Stakeholders rated 50 potential prognostic factors from 'not' to 'extremely' influential. Data were dichotomized to establish stakeholders' level of agreement. Disagreements between stakeholder groups were analyzed using χ 2. The relationship between stakeholder demographic variables and rating of a factor was determined via regression analysis. One thousand and eleven stakeholders completed the survey: healthcare providers (77.8%); employer representatives (12.2%); insurer representatives (6.8%); and lawyers (3.2%). Factors with the highest stakeholder agreement for influencing RTW were: self-efficacy (92.2%); post-operative psychological status (91.8%); supportive employer/supervisor (91.4%); employer's willingness to accommodate job modifications (90.7%); worker's recovery expectations (88.3%); mood disorder diagnosis (86.6%); post-operative pain level (86.4%); and whether the job can be modified (86.3%). Disagreements between stakeholder groups were found for 19 (36%) factors. The strongest disagreements were for: age; gender; obesity; doctor's RTW recommendation; and presence of a RTW coordinator. Respondents' characteristics (e.g., age, workers' compensation jurisdiction, work experience, stakeholder group) were associated with factor rating. The factors stakeholders rated as having the greatest influence on RTW were predominately psychosocial and modifiable. These variables should be the focus of future research to determine prognostic factors for RTW for workers with upper extremity conditions, and to develop effective RTW interventions.

Employers’ willingness to hire a person with intellectual disability in light of the regulations for adjusted minimum wages

BACKGROUND: Employers play a critical role in addressing the high unemployment rate experienced by persons with disabilities. Barriers to successful work placement include myths regarding people with disabilities as workers, and ineffective rehabilitation placement methods and hiring procedures. OBJECTIVE: The purpose of the study was to examine the relationship between the regulation for adjusted minimum wage, in Israel, and the willingness of employers to hire persons with intellectual disability (ID), and the factors that contribute to the formation of positive attitudes toward persons with intellectual disability among employers. METHODS: Population: 79 employers in the industry, commerce, and service fields. Of these, 39 had employees with intellectual disability and 40 did not. Measurements: Demographic data, The Attitudes Toward the Employability of Persons with Severe Disabilities scale, and Contact with Persons with Intellectual Disability scale. RESULTS: Employers who were familiar with the legislation perceived the person with ID as a capable worker. Previous contact was related to the willingness to hire a person with ID. Education and the size of the workplace had no influence on the attitudes of the employers. CONCLUSION: Legislation is only one step in promoting the hiring of persons with ID. Additional steps are recommended.

Arbeidsgehandicapten en de Participatiewet

Incapacitated workers and the Labour Participation Law Incapacitated workers and the Labour Participation Law In this new rubric, the editorial board of Journal of Labour Issues has asked informed researchers whether the new Dutch Labour Participation Law that is operative since the beginning of 2015 improves the labour market position of incapacitated workers. The main goal of this new law is to place a larger number of incapacitated workers in regular instead of state-subsidized work places. The researchers hesitate to answer the question in the affirmative. Their main argument is that the willingness of regular employers to hire incapacitated workers in the Netherlands is low, and that active labour market policies are necessary to improve the labour market position of incapacitated workers. The new law might renew the interest of regular employers in this category of workers, but may also curb the further development of new and promising instruments to create sheltered work places, such as group secondment and supported employment.

Investigation on career awareness and employee willingness of the low-grade nursing students Sino-German nursing college

Objective To understand career awareness and employee willingness of the low- grade nursing students(first grade and second grade)in Sino- German nursing college, analyze enlightenment of Germany Nursing Education to us. Methods U-sing self- designed questionnaire, the questionnaire survey was divided into three sections: 1) general information of the nursing students; 2) nursing students awareness of the nursing profession; 3) nursing students'employment willingness in future. Results The low-grade nursing students awareness'level of Chinese college was lower than that of Germany(P 0.01), but the willingness to continue in the nursing profession, the domestic low- grade nursing students were lower than those of Germany(P< 0.01). Conclusions The awareness and employment willingness of domestic low- grade nursing college students are significantly lower than those of Germany, domestic nursing education should strengthen awareness of the nursing profession, effectively guiding the nursing students to participate in nursing professional to avoid the loss and shortage of nursing talents in future. Key words: Sino-German college; Low-grade nursing students; Career awareness

Arbeidsgehandicapten en de Participatiewet

Incapacitated workers and the Labour Participation Law Incapacitated workers and the Labour Participation Law In this new rubric, the editorial board of Journal of Labour Issues has asked informed researchers whether the new Dutch Labour Participation Law that is operative since the beginning of 2015 improves the labour market position of incapacitated workers. The main goal of this new law is to place a larger number of incapacitated workers in regular instead of state-subsidized work places. The researchers hesitate to answer the question in the affirmative. Their main argument is that the willingness of regular employers to hire incapacitated workers in the Netherlands is low, and that active labour market policies are necessary to improve the labour market position of incapacitated workers. The new law might renew the interest of regular employers in this category of workers, but may also curb the further development of new and promising instruments to create sheltered work places, such as group secondment and supported employment.

The influence of trade union Disability Champions on employer disability policy and practice

Disability Champions are a new type of lay workplace trade union activist, whose role is to encourage employers to audit and improve disability policies and offer independent advice and guidance on disability issues to employees. Drawing on a survey of the population of Disability Champions, this article assesses Disability Champion influence on employer disability policy and practice. While the majority of Disability Champions report having had a positive impact, they report greater influence on employer willingness to conduct disability audits and to amend and improve employer equal opportunities practices with regard to disability than employer willingness to make reasonable adjustments. The analysis also identifies several factors that are likely to be important in improving Disability Champion effectiveness. Overall, the results suggest Disability Champions have the potential to enhance the ability of unions to represent disabled people and help manage disability issues within the workplace. The article makes a theoretical contribution to Disability Champion roles by further developing the ‘Activity-Support-Characteristic’ framework for the antecedents of new union representatives' effectiveness.

Bad jobs and good workers: The hiring of ex-prisoners in a segmented economy

Scholarship focusing on barriers to the employment of ex-prisoners has paid little attention to the linkages between mass incarceration and the structural conditions of low wage labor. In contrast, this article considers how decisions to hire ex-prisoners occur in the context of a highly segregated labor market. The research is based upon interviews with employers who are willing to hire persons exiting prisons. These employers were queried about their motivations for hiring, perceptions of their employees with criminal records, and their beliefs about fairness and justice. The interviews show that a strong motivating factor for hiring was finding a “good worker to do a bad job”, but also that decisions were influenced by employers’ common sense norms derived from surviving at the bottom of the economy. Despite the willingness of employers to offer “second chances” and make small allowances, these factors were insufficient to counteract the obstacles to sustainable employment.