Work Career Research Articles

Satisfação profissional na enfermagem durante a pandemia de COVID-19

Objective: to assess the job satisfaction of nursing professionals who worked in care and management during the COVID-19 pandemic. Method: cross-sectional epidemiological study, with the participation of 334 nursing professionals of a teaching hospital. Absolute and relative frequencies of qualitative variables and means of numerical variables were calculated. The mean scores of the domains of the Job Satisfaction Survey were compared with sociodemographic-labor variables. Student’s t-test, Mann-Whitney test, and ANOVA test were applied and followed by Tukey, Kruskal-Wallis, or Dunn’s post-test to verify the statistical significance of the results with a critical level of 0.05. Results: 90 professionals were satisfied with their work, three professionals were dissatisfied and 241 professionals were ambivalent. Conclusion: ambivalence was evidenced among nursing workers regarding their job satisfaction during the period of the COVID-19 pandemic. The findings indicate a path for managers and health policymakers to invest in career plans and work environments that improve the working conditions of nursing workers.

How do we increase interest in working with people with dementia? Career preferences of undergraduate healthcare professionals in dementia

Background:With population ageing, an emergent issue in workforce planning is how to ensure that future healthcare professionals are both competent and willing to work with older adults with complex needs. This includes dementia care; which is widely recognised as a policy and practice priority. Yet research suggests that working with older people is unattractive to undergraduate healthcare students. However, how students view a career working with people with dementia is not well understood, in either related specialities (such as geriatrics or old age mental health) or as a general clinical interest.Objective and Methods:This sequential mixed methods study aimed to identify the factors that contribute to preferences for working with people with dementia. A summary of three papers will be presented: 1)Preferences of nursing and medical students for working with older adults and people with dementia: a systematic review.2)Preferences of newly qualified healthcare professionals for working with people with dementia: a qualitative study (n=27).3)Student nurses' career preferences for working with people with dementia: A longitudinal cohort study (n=840).Results and conclusions:The findings from these studies have contributed to the development of a conceptual framework for understanding career preferences for working with people with dementia in students and newly qualified nurses. key factors related to dementia preferences include: Student characteristics (e.g. gender, attitudes and knowledge) and whether students perceive their attributes are aligned with dementia care;Impact of experiences including dementia educational programmes;Importance of making a difference to patients’ lives;Perception of working with people with dementia as a ‘different type of care’;Perceptions of people with dementia including care challenges;Career characteristics.The findings will be discussed in relation to implications for education and policy for how preferences for working with people with dementia may be developed in line with workforce needs.

PERANAN DISIPLIN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA PT PLN PEMBANGUNAN SUMATERA UTARA

PT PLN Pembangkitan Sumatera Utara Medan, by reason of the selection of research objects due to the decreased employee performance in the company. Employee performance is a condition that indicates whether or not the employee is doing the work. This decrease in performance can be caused by work discipline and career development which is less suitable with the background of education level as well as position in work resulting in the occurrence of errors and boredom in work, the employee who often use the absent as a reason for saturation in the work so that violation of company regulations . The theory used in this research is Human Resource Management. This study aims to analyze how the influence of work discipline and career development of employees at PT PLN Pembangkitan Sumatera Utara. The research method used is descriptive quantitative with the nature of the research is explanatory. The analytical method used is multiple regression with the population used as many as 154 employees. Determination of sample used is sample saturated with amount of sample 154 employees and 30 employees of branch of PT PLN Sektor Pembangkitan Medan for validity test. The results showed that work discipline and career development simultaneously and partially significant effect on employee performance at PT PLN Pembangkitan Sumatera Utara and the coefficient of determination is 71%. So it can be concluded in this study that the work discipline and career development simultaneously and partially significant effect on employee performance at PT PLN Pembangkitan North Sumatra.

Nurses’ and midwives’ perceptions and preferences for lifelong learning

Lifelong learning is essential for personal and professional growth and enables individuals to gain new knowledge and skills that keep them in touch with the advancements in their work and open new career prospects (McGreal & Olcott, 2022). In the healthcare sector, lifelong learning is integral to workforce development. Workforce development is critical to ensure that nurses and midwives maintain knowledge of best practice for improved care outcomes and sustain appropriate levels of skill competence. Recently, the Australia government has implemented a range of initiatives to support the development of short courses and micro-credentials designed to deliver lifelong learning that will upskill the labour market and meet the needs of the healthcare workforce (Varadarajan et al., 2023). An Australian survey of 3,756 workers was undertaken by Deloitte (2020) to explore workforce attitudes toward lifelong learning. This study found that the majority of Health care and social assistance workers were relatively interested in further study (63%). The study also established that the majority of study-interested workers want flexible, bite-sized intensive learning that is linked to their jobs and industry (Deloitte, 2020). However, while lifelong learning is a requirement of nurses’ and midwives’ registration, little is reported on the motivational drivers, enablers and barriers associated with lifelong learning (Oliver, 2019). This Pecha Kucha reports on a study undertaken to better understand the motivational drivers of nurses’ and midwives’ engaging in lifelong learning and the enablers and barriers they face undertaking lifelong learning. An online survey of nurses and midwives was implemented, to glean their perspectives on motivational drivers, enablers and barriers for lifelong learning. Convenience sampling was used to identify participants who were registered nurses and midwives in Australia, Mauritius or Singapore. Participants were recruited by email invitation distributed through professional networks as well as education and industry providers in Australia, Mauritius and Singapore. The findings of this study confirmed that the motivational drivers for lifelong learning across the respondents were personal interest/development (62%), continuing professional development (62%) and career progression (51%). Participants noted their preference for undertaking lifelong learning was via a combination of face to face and online learning (56%). Their pedagogical preferences included interactive resources (56%), written materials (56%) and discussions with other participants (54%). Key enablers to success in lifelong learning was deemed to be flexibility in assessment submission (56%) and easy to use systems (52%). The barriers identified by respondents included work/life balance (52%) workload (49%) and cost (49%). Digital technology in relation to lifelong learning can significantly promote enablers and nullify perceived barriers. Lifelong learning should be designed to maximise engagement at minimal cost to the participant. This can be achieved by providing interactive resources and digital materials that are easy to use, intuitive and can be utilised when convenient to the participant. Online discussions are ideal but these need to be asynchronous to ensure flexibility and support for learner scheduling around work/other life commitments. These findings could be used by educators and learning designers to guide and inform the development of lifelong learning.

Temporary employment and wage inequality over the life course

Abstract Wage inequality between workers with different levels of educational attainment has been shown to increase over the life course. In this study, we investigate to what extent this growth is explained by temporary employment. Using linked employer-employee register data from the Netherlands, we follow the labour market careers of workers born in 1979. We decompose the impact of temporary employment on the change in the wage gap over the life course into two distinct components: (i) changes in group-specific temporary employment rates (risk) and (ii) changes in group-specific effects of temporary employment on wages (vulnerability). In line with previous research, we find a marked growth of the educational wage gap over the life course in the Netherlands. While group differences in temporary employment risk changed throughout the observation period to the detriment of less-educated workers, group differences in vulnerability to temporary employment diverged specifically during the early life course. Overall, temporary employment explains around 9 per cent of the change in the wage gap between workers with different levels of educational attainment by the age of 38 relative to age 28.

Career readiness: preparing social work students for entry into the workforce

Career readiness of college graduates is of critical importance in higher education. As defined by the career readiness is the attainment and demonstration of requisite competencies that broadly prepare college graduates for successful transition into the workplace and/or graduate school. This article outlines the development of a sophomore-level course – Critical Thinking and Writing for Social Work Professionals – as part of a Bachelor of Social Work (BSW) program at Ball State University. The primary purpose of this course is to help students develop career readiness competencies that support their growth throughout their educational and professional social work careers. The career readiness competencies support the Educational Policy and Accreditation Standards required by the Council on Social Work Education (CSWE). The authors discuss the importance of this approach for undergraduate education and how career readiness enhances and builds upon CSWE competencies. The authors conclude with a brief discussion of student feedback and lessons learned through this process that suggests students’ gained career readiness skills.

Work and Industry Occupational Therapy Career Pathways: Understanding an Underrepresented Practice Area.

The involvement of occupational therapy (OT) providers in work and industry (W&I) has noticeably diminished despite the historical and ontological connection between work and occupation. Clear career expectations are necessary to introduce and retain the OT workforce in this underrepresented yet essential practice area. This study aimed to describe OT practitioners' experiences exploring and developing careers in the W&I practice area. We used an inductive thematic analysis in a multi-step, iterative process to explore experiences shared through comments and stories in response to an open-ended question in a cross-sectional online survey. Four semantic-level themes emerged, including career pathways, accumulation of expertise, professional identity, and challenges in W&I practice. Novel career paths revealed in the article underlined the limited recognition of W&I practice in OT. Structured career planning support is needed to promote the growth of this practice area.

Analysis of the Effect of Career Development Policy and Work Motivation on Employee Productivity and Job Satisfaction Level in Service Companies in Indonesia

This study investigates the dynamic interaction between career development policies, work motivation, and employee outcomes in service companies in the Indonesian context. Using a quantitative approach, this study employed Structural Equation Modeling with Partial Least Squares (SEM-PLS) to analyze survey data from 158 employees. The measurement model robustly validated the constructs, revealing significant relationships. Career development policies emerged as a key driver of work motivation, which in turn influenced productivity and job satisfaction. The structural model achieved a good fit index, confirming its validity. This study underscores the critical role of strategic human resource management, offering actionable insights for organizations aiming to optimize employee development, motivation, and overall well-being.

Pertukaran Sosial dalam Peran Ganda Perempuan: Studi Kasus tentang Pekerjaan Rumah Tangga dan Karier Profesional

Social Exchange in Women's Dual Roles: A Case Study of Housework and Professional Career. This research investigates the dynamics of social exchange involved in women's dual roles, with a focus on the fulfillment of household work and professional career development. Social exchange theory is used as a framework to analyze how women manage their roles in an increasingly complex contemporary society. Through in-depth case studies, this research explores women's experiences in managing household responsibilities along with their efforts to achieve success in professional careers. The results of this study provide insight into the challenges and opportunities they face in carrying out their dual roles, as well as their impact on gender equality in society. The results of this research have important implications in efforts to increase gender equality and encourage more inclusive social change. This study also provides a basis for better policy thinking in supporting women in navigating their dual roles and achieving success in various aspects of their lives.

The Effect of Appropriate Placement of Employees with Disabilities on Work Productivity

Disabled employee placement is an increasingly important topic in the context of employment equity. The problem of imbalance or mismatch in the placement of employees with disabilities in the work environment can affect work productivity and career continuity. The purpose of this study is to analyze the effect of appropriate placement of employees with disabilities on work productivity. This research uses quantitative methods. Data were collected through questionnaires distributed to employees with disabilities in various companies in Indonesia. The population in this study were employees with disabilities in Indonesia. The sampling technique was carried out using random sampling technique. The data collected was analyzed using simple linear regression statistical tests. The results showed that appropriate placement has a positive influence on the work productivity of employees with disabilities. Disabled employees who are placed in positions that match their abilities have higher work productivity than disabled employees who are placed in inappropriate positions. Therefore, companies need to place employees with disabilities carefully and pay attention to their abilities.

Job preference of preventive medicine students during the COVID-19 pandemic: a discrete choice experiment survey in Shandong Province, China

BackgroundPublic health workers are a crucial part of the health workforce, particularly during the coronavirus disease (COVID-19) pandemic. They play an important role in achieving universal health coverage and sustainable development goals. Human resources in public health in China are in short supply, their distribution is unequal, and their turnover rate is high. A discrete choice experiment (DCE) was applied to investigate preventive medicine students’ preferred job choice criteria and trends in trade-offs by calculating the marginal rate of substitution between these criteria. This study identified the properties of jobs primarily selected by preventive medicine students and estimated the monetary value of each attribute.MethodsBased on discussions and in-depth interviews with preventive medicine students and a literature review, we developed a DCE that assessed how students’ stated preferences for a certain choice were influenced by several job attributes, including location, salary, bianzhi, career development opportunities, working environment, and workload. We applied this DCE to preventive medicine students in Shandong Province, China, using a brief, structured questionnaire. Conditional logit models were used to estimate the utility of each job’s attributes. Willingness to pay (WTP) was estimated as the ratio of the value of the coefficient of interest to the negative value of the cost attribute.ResultsA total of 307 respondents completed the questionnaire, and 261 passed the internal consistency test. All the attributes were statistically significant. Career development opportunities and work locations were the most important factors for the respondents. Preference heterogeneity existed among respondents, e.g., 3-year medical education college students placed a higher value on jobs with bianzhi compared to 5-year medical education college students. Furthermore, rural students’ WTP for a job located in the county or city is much lower than that of urban students.ConclusionsThe heterogeneity of attributes indicates the complexity of job preferences. Monetary and nonmonetary job characteristics significantly influenced the job preferences of preventive medicine students in China. A more effective policy intervention to attract graduates to work in rural areas should consider both job incentives and the backgrounds of preventive medicine graduates.

RETRACTED: An Exploratory Study of the Intrinsic Mechanisms of Occupational Stigma Consciousness, Career Development, and Work–Life Balance among Female Leaders

This study suggests a research model for investigating the negative impact of occupational stigma consciousness from the perspective of the Conservation of Resources theory. It explores the intrinsic mechanisms connecting female leaders’ stigma consciousness with their career development and work–life balance and verifies the relationships between these variables. This study conducts a quantitative analysis of data collected from a sample of 400 female leaders in Chinese enterprises and institutions. A structural equation modeling approach is used to test the proposed hypotheses. Our findings reveal that the stigma consciousness of female leadership has a significant negative impact on their career advancement and work–life balance. This negative influence is mediated by emotional exhaustion. Additionally, self-efficacy negatively moderates the relationship between female leadership stigma consciousness and emotional exhaustion.

Types of parents and school strategies aimed at the creation of effective partnerships

In order to expand parental participation in the education of their children, teachers should be equipped with some basic and possibly new skills for communication and cooperation purposes. Schools host a very diverse population of pupils, and the purpose of the present study was therefore to attain a better understanding of what various groups of parents expect of education and the school in order to develop a framework for school strategies to involve different types of parents. The research included a review of the literature, consultation with three expert panels, a web survey of 500 school leaders, an interactive focus group, 20 case studies to identify promising practices and the identification of strategies to expand parental participation. The results showed parents in ‘white’ schools to support teachers during activities (parents as supporters). Non-minority parents and certainly those from higher social milieus were accustomed to having a say in school matters (parents as politicians). In schools with many disadvantaged pupils, in contrast, little or no attention was paid to having parents have a say in school matters. A bottleneck in ‘white’ schools was that parents do not have time to participate due to their work (career parents). A bottleneck in ‘black’ schools is that parents do not perceive themselves as qualified to participate (absentee parents). It is further shown that strategies which parallel the different types of parents can be identified for school teams to realize effective partnership relations.

Analysis of the Influence of Career Development and Work Discipline on Employee Performance which is Mediated by Organizational Culture

This study aims to determine the effect of the influence of career development and work discipline on employee performance mediated by organizational culture. The sampling technique used in this study was purposive sampling with 105 respondents. And the data is processed through Smart Partial Least Square (PLS 4) software. The results of this study indicate that the strong influence of appropriate career development is not able to encourage increased employee performance, appropriate work discipline is able to strongly encourage increased employee performance, appropriate organizational culture is able to strongly encourage increased employee performance, appropriate career development is able to strongly encourage increased organizational culture, appropriate work discipline is able to strongly encourage increased organizational culture, organizational culture is able to be a full mediation of the effect of career development on employee performance, organizational culture is able to be a partial mediation of the effect of work discipline on employee performance.

Reputational self-awareness: an innovative career development tool

PurposeThe authors introduce a new construct, reputational self-awareness (RSA). RSA represents the congruence between how individuals think they are viewed by others (i.e. metaperceptions) versus how they are actually viewed (i.e. other ratings). The authors sought to demonstrate that RSA is a superior predictor of performance indices.Design/methodology/approachPersonality self-ratings from 381 business students and their ratings by 966 others were collected via online surveys. Other raters rated self-raters' personalities as well as their task performance, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs).FindingsResults indicate that RSA predicts variance in performance above and beyond self-report ratings, and performance is highest when metaperceptions and other ratings of performance are aligned. These results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development.Research limitations/implicationsThe authors' results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. A cross-sectional design was used in which personality and performance data were gathered from respondents, and the P 720 is a relatively new personality instrument.Practical implicationsRSA is a valuable tool for employee development, coaching and counseling because, as extant research and the authors' findings demonstrate, awareness of how others view and judge one, one's reputation is essential information to guide work behaviors and career success. Therefore, a key career-development goal for trainers and counselors should be to use a multi-perspective approach to maximize clients' RSA.Social implicationsUse of other ratings as opposed to traditional self-rating of personality provides superior prediction of behavior and is more useful for career development.Originality/valueThis is the first study to demonstrate utility of RSA, i.e. that individuals who more accurately assess their personality are rated as performing better by others. The authors' results offer new insights for personality research and career development and support the use of personality assessment from multiple perspectives, thus enabling the exploration of potentially insightful research questions that cannot be examined by assessing personality from a single perspective.

Do employees involved in career accidents experience greater work engagement? The moderating role of job resources

PurposeThis study investigated whether job resources (i.e. strengths use support, career self-management and person–job [PJ] fit) moderate the relationship between perceived involvement in a career accident (PICA) and work engagement.Design/methodology/approachThe study adopted a time-lagged design (N = 398; 69% male), and data were collected at two-point of measurements among Nigerian university academics.FindingsResults of the present study indicated that employees with higher PICA scores reported low work engagement. Strength use support had significant direct positive main effects on employee work engagement and also produced a significant moderation effect between PICA and work engagement. Career self-management (CSM) was positively related to employee work engagement. The moderation effect of CSM on the relationship between PICA and work engagement was also significant. Results of the present study further indicated that P-J fit was related positively to work engagement and also moderated the negative relationship between PICA and work engagement.Originality/valueDearth of employment opportunities has led individuals to choose their career by chance, but empirical studies that validate this assertion are lacking. Few available studies on career accident were exclusively conducted in Western European contexts. The current study therefore deepens the understanding of career accident and work engagement in a neglected context such as Nigeria.

Kicking off a Gig Work Career: Unfolding a Career Learning Cycle of Gig Workers.

We observe gig workers' retrospective sense-making of their career development, from creating an account on online labor platforms to managing gigs successfully. Our data reveals that gig workers advance through three career stages in their initial career learning cycle. We identify each stage as characterized by stage-specific emotions and that they react with specific behaviors to gig work challenges. Gig work challenges that occur in the platform environment are namely the newbie challenge, the positioning and relational challenge, and the balancing challenge, which workers need to overcome in order to transition to the next stage. In line with contemporary career and protean career theory on career learning cycles, gig workers need to build a set of specialized skills and meta-competencies to successfully navigate their careers. As an outcome of the here-described career learning cycle, gig workers develop an entrepreneurial identity aspiration, as they are empowered and can use the platform as a playground or stepping stone for entrepreneurial activities. Our paper, thus, develops an understanding of gig workers' initial career learning cycle by examining the factors that enable gig workers to kick off a career and allow them to thrive and advance on the platforms professionally.

Meaningful Youth Work Careers: Assumptions, Misconceptions, and Realities

The existing literature pertaining to youth work as a career is sparse, limited, and outdated, with the literature that does exist representing a largely negative image of youth work as a career. What then of those who have had a long-term career in youth work? The authors use a recent phenomenological research study to question assumptions and identify misconceptions about youth work as a career, and to discuss the findings from this research to provide a more realistic and contemporary understanding of long-term youth work careers. The phenomenological study discussed in this paper interviewed ten degree-qualified youth workers in Western Australia who had experienced careers in youth work spanning over twenty years. The authors will discuss the disparity between the findings from this research with existing literature, including characteristics of continuous employment; sustainability through supportive connections; longevity through leadership opportunities; and a diverse fusion of opportunities, variety, and flexibility in roles undertaken. These characteristics were found to support career longevity in youth work, culminating in a provisional model of the youth work career. This article provides insight into youth work career longevity and invites further conversation and research to further explore if the research conducted is transferable to different contexts both nationally and internationally.

PENGARUH PELATIHAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PT. JIN HEE INDONESIA, KABUPATEN TANGERANG

The purpose of this research is to determine how much influence the variable of work training (X1) and career development (X2) jointly on the employee performance PT. Jin Hee Indonesia, Kabupaten. Tangerang. The method used is the quantitative method and analyses the relationship between the independent variable with the dependent variable, the method used is measuring the Likert scale by taking 85 respondents. The study used statistical analysis with the SmartPLS 3.2.9 program. From the results of the study note the linear equation of the KK model = 0,609PEL + 0,327PK + ζ. partially the competence variable has a positive and significant effect with a path coefficient of 0,349 and a p-value below 0,5 or 5%. Partially the career development variable has a positive and significant effect with the value of the path coefficient of 0,514 and a p-value below 0,5 or 5%. And the work training variable (X1) and career development (X2) jointly affect the employee performance (Y) with a value of 763 which means 76,3% of the employee performance (Y) which can be explained by the variable names the work training (X1) and the career development variable (X2)

PENGARUH ETOS KERJA, INSENTIF, DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA UD MADIA JAYA SINGARAJA

This study aims to determine the effect of work ethic, incentives, and career development onemployee performance at UD Madia Jaya Singaraja. The data analysis technique used in this study wasmultiple linear regression analysis, classical assumption test, model goodness-of-fit test and hypothesis test(T-Test) using the SPSS Version 21.0 application for windows. The results of this study indicate that theeffect of the work ethic on employee performance at UD Madia Jaya Singaraja is 0.446 and the results oftesting the hypothesis with the t-test show that t-test > t-table (2.091 > 1.666). The effect of incentives onemployee performance at UD Madia Jaya Singaraja was 0.359 and the results of testing the hypothesis withthe t-test found that t-test > t-table (2.045 > 1.666). The effect of career development on employeeperformance at UD Madia Jaya Singaraja has a regression value of 0.154 units and the results of testing thehypothesis with the T-test show that t-test > t-table (4.800 > 1.666). The results of calculations from the Ftest > F-table, (45.231 > 3.13), this indicates that the work ethic, incentives and career development have ajoint effect on employee performance with a significant level of 0.000 < 0.050.