Work Job Research Articles

Paying for what kind of performance? Performance pay, multitasking, and sorting in mission-oriented jobs

How does pay-for-performance (P4P) impact productivity and the composition of workers in mission-oriented jobs when output has multiple dimensions? This is a central issue in the public sector, particularly in areas such as education and health care. We conduct an experiment, manipulating compensation and prosocial elements of the job, to answer these questions. We find that P4P has significantly smaller positive effects on productivity on the incentivized dimension in the prosocial setting relative to the non-prosocial setting. On the other hand, P4P generates no loss in performance on the non-incentivized dimension of effort in the prosocial setting, whereas it does so in the non-prosocial setting. In both settings, P4P attracts higher ability workers, but it does so at the expense of attracting prosocially-motivated workers in the prosocial setting.

Kepemimpinan Dan Budaya Korporat Untuk Meningkatkan Kinerja Karyawan

The offenders are intimately tied to any violations or failures on the part of the organization to carry out its obligations. The performance of an organization is significantly influenced by its human resource management. incorporating into company performance This study looked at the relationship between motivation, corporate culture, and employee performance. The test results demonstrate that motivation, corporate culture, and leadership all have significant effects simultaneously. Employee performance is partially influenced by management and corporate culture, although motivation has little to no impact. The organizational culture and management style both contribute to employee work satisfaction. Employee performance benefits directly from management style and organizational culture as well as indirectly from job happiness. According to this study, corporate culture has the biggest influence on worker performance and job happiness.

Is hiring fast a good sign? The informativeness of job vacancy duration for future firm profitability

Job vacancy duration reflects the time a firm spends searching, selecting, and hiring for a job opening. Capturing vacancy duration using the creation and deletion dates of job postings by US public firms, we examine the informativeness of vacancy duration for future firm profitability. We find that while firms that quickly fill low-skill job vacancies exhibit higher future profitability, firms that take more time to fill high-skill jobs exhibit higher future profitability. Our cross-sectional analyses across the benefits and costs of candidate selection and performance expectations suggest that the informativeness of vacancy duration comes from its reflection of firms’ hiring strategies. That is, firms expecting higher profitability recruit more intensively to avoid the opportunity cost associated with vacancies for low-skill jobs and to ensure the selection of high-quality workers for high-skill jobs. Further analyses show that the implication of job vacancy duration for future profitability is not incorporated timely in the capital markets, as evidenced by pessimistic analyst forecasts and positive earnings announcement returns in future quarters for firms with short (long) durations for low-skill (high-skill) jobs. These results demonstrate the informativeness of job vacancy duration for firm profitability and advance the understanding of firms’ hiring strategies.

A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice

SummaryThe rising use of artificially intelligent (AI) technologies, including generative AI tools, in organizations is undeniable. As these systems become increasingly integrated into organizational practices and processes, understanding their impact on workers' experiences and job designs is critical. However, the ongoing discourse surrounding AI use in the workplace remains divided. Proponents of the technology extol its benefits for enhancing efficiency and productivity, while others voice concerns about the potential harm to human workers. To provide greater clarity on this pressing issue, this article presents a systematic review of empirical research that sheds light on the implications of AI use at work. Organized under five inductively generated themes within a multilevel framework, we uncover individual, group, and organizational factors that shape the interplay between humans and AI. Specifically, the themes are: (1) human–AI collaboration; (2) perceptions of algorithmic and human capabilities; (3) worker attitudes towards AI; (4) AI as a control mechanism in algorithmic management of platform‐based work; and (5) labor market implications of AI use. Our review offers insights into these themes and identifies five pathways for future research. Finally, we provide practical recommendations for organizational leaders seeking to implement AI technologies while prioritizing their employees' well‐being.

EFFECT OF ANXIETY AND WORK FATIGUE ON JOB BURNOUT, DISTRESS, HEALTH EATING INDEX AND BLOOD PRESSURE THROUGH COPING MECHANISM IN OIL AND GAS COMPANY

Introduction: Workers in oil and gas companies are one of several groups of workers who have a heavy workload, both physically and psychologically, owing to the heavy work responsibilities related to the duration of work, which is not in accordance with the standard working time specified in Indonesia. Based on research conducted in similar industries, 69% of workers in critical jobs experience both acute and chronic fatigue. If not managed properly, it will result in occupational burnout. Aims: of this research was to determine whether there is a relationship between coping style, eating habits, work stress, fatigue and occupational burnout Method: Design study of cross-sectional manner with the research respondents being permanent workers in oil and gas companies in Bojonegoro, East Java. The total sample comprised of 102 respondents. The data obtained will then be statistically processed using IBM SPSS software with multiple regression tests. Result: The level of work fatigue experienced by oil and gas company employees had a significant indirect effect on the healthy eating index through the copying mechanism variable, and the anxiety experienced by oil and gas company employees had a significant indirect effect on the healthy eating index and blood pressure, both systolic and systole, and diastole via the copying mechanism variable. Conclusion: Anxiety experienced by workers influences the healthy eating index and systolic blood pressure with coping mechanisms as an intervening variable. Work fatigue experienced by workers influences the healthy eating index, with coping mechanisms as an intervening variable.

Prevalence of work-related musculoskeletal disorders (WRMSDs) and its association with modifiable risk factors in metropolitan bus transit drivers: A cross-sectional comparison.

Bus drivers are one of the top three occupations with the highest prevalence of work-related musculoskeletal disorders (WRMSDs). The present study aimed to determine the pattern and prevalence of WRMSD among metropolitan bus transit drivers, whose job profiles differ from traditional long-distance bus drivers, and to explore the effect of modifiable lifestyle-related risk factors. In this cross-sectional study, consenting 254 metropolitan transit bus drivers (with at least five years of job duration) and 73 age-matched indoor desk job workers (administration staff of the same department) as a comparison group enrolled. Sociodemographic and occupational profile were collected on a semi-closed questionnaire. A modified Nordic questionnaire was used to determine musculoskeletal problems. Anthropometric measurement and haematocrit estimation were performed with standard techniques. All statistical analyses including logistic regression were performed with SPSS 26.0. The prevalence of WRMSDs among bus drivers was twice higher than administration staff (49.2% v/s 28.8%). Drivers experienced significantly higher pain for the lower back (36.6% v/s 11%), knee (29.5% v/s 15.1%), and hip (7.5% v/s 1.4%) in comparison with administration staff. Study reported age, tobacco usage, body mass index (BMI) and job profile of drivers (compared to administration staff) as significant predictors of WRMSDs. WRMSDs were significantly higher among metropolitan bus transit drivers in comparison with administrative staff. Furthermore, WRMSDs are strongly associated with tobacco use and BMI. These modifiable risk factors may be the targets for preventive strategies to reduce the burden of WRMSDs among bus drivers.

Employment trajectories of workers in low-skilled jobs in Western Germany

According to the segmentation theory, low-skilled jobs belong to the secondary sector of the labour market. Low-skilled jobs do not require vocational training and workers are interchangeable. Therefore, workers in this sector have poor working conditions and are regularly affected by employment interruptions. The current state of research, however, does not provide any longitudinal information about individual employment stability of workers performing low-skilled jobs. Furthermore, most of these workers are employed full-time and have completed professional training. Against this background, this paper deals with employment trajectories of workers in low-skilled jobs and their changes over time with regard to standard employment relationship. The aim of the explorative study is to analyse the assignment of workers in low-skilled jobs within the segmentation theory and to determine how segments have changed over time.We use data from the German Socio-Economic Panel (GSOEP) to analyse the employment trajectories of two cohorts aged 35 to 44 years in Western Germany over a period of ten years. The employment trajectories are compared by means of sequence analysis with optimal matching algorithm as well as cluster analysis applying the “Partitioning Around Medoids” method (PAM) in combination with results from hierarchical ward clusters. The employment trajectories indicate that low-skilled jobs can be assigned to both the secondary and the primary sectors. The cohort comparison of employment trajectories shows change and continuity in the context of segments.

The Impact of Care Workers Depression and Job Stress on Their Service Quality Amidst Covid 19 Pandemic

The Impact of Care Workers Depression and Job Stress on Their Service Quality Amidst Covid 19 Pandemic

The licensing and certification roles of the CPA license in the gig economy

U.S. employers, including the Big Four accounting firms, are increasingly using gig economy platforms to hire accounting labor. One factor that employers may consider when hiring accountants in the gig economy is the CPA license. The CPA license has two potential roles: 1) a licensing role, which enables the license holder to perform exclusive jobs; and 2) a certification role, which signals that the license holder is a high-quality accountant. Although prior research finds that CPAs earn a wage premium in the traditional economy, it is unclear whether this relationship will hold in the gig economy. CPA-privileged jobs may not be available in the gig economy, thereby diminishing the importance of the licensing role. Furthermore, unlike the traditional economy, the gig economy has sophisticated reputational feedback systems that provide detailed information about a worker's prior job performance, which could substitute to some extent for the CPA license as a signal of accountant quality. Using a novel dataset, I find that CPAs earn a wage premium in the gig economy when they and their non-CPA counterparts have no reputational feedback. However, the CPA wage premium diminishes in the presence of reputational feedback and disappears in the presence of negative reputational feedback, indicating that reputation can substitute to some extent for the CPA license as a signal of accountant quality. These results have significant implications for accountants, institutions that issue credentials, and academic research related to licensing, certification, and signaling.

Poverty, inequality, and redistribution: An analysis of the equalizing effects of social investment policy

Social investment (SI) policies have been implemented by governments of affluent countries in hopes of safeguarding against new social risks and mitigating social exclusion by encouraging employment and making it easier for parents to balance work and family. Governments hope that human capital investment (education and job training) will better prepare workers for jobs, promote their employment and social inclusion, and reduce poverty. This article investigates whether SI policies contribute to lower poverty and inequality by analyzing data from 18 Organization for Economic Cooperation and Development countries between 1980 and 2013. The analysis finds, first, that SI policies (education and active labor market policy (ALMP)) alone may be less effective in generating lower poverty and inequality without redistribution, but when accompanied and supported by redistribution, SI policies are more effective in creating lower poverty and inequality. I propose the explanation that SI policies create lower-income poverty and inequality by creating individuals and households that can be salvaged and lifted out of poverty with redistribution, because SI policies help improve their skills and knowledge and employability, although they may be not quite able to escape poverty or low income without redistribution. As partial evidence, I present the result that education is associated with a lower poverty gap in market income. The analysis also finds that education and ALMP produce lower poverty and/or inequality in interaction with social market economies that redistribute more, and that augments the equalizing effects of education and ALMP. The results, thus, suggest the complementary roles of SI policies and redistribution.

An Exploration of Construction Craftspeople Apprentice Training: Evidence from the UK

ABSTRACT Today, demographic data shows that the workforce in the construction sector is aging. The prevalence of injuries, such as musculoskeletal problems, and low labor productivity have been linked to the aging construction workforce. To improve the supply of young workers to the industry, stakeholders, i.e. government and the private sector, are investing in construction craftspeople apprenticeship programmes. These programmes address two keys issues: (i) provide training to young workers for construction jobs and (ii) reduction in youth unemployment. This qualitative study explored the practice of mentoring during construction craftspeople apprenticeship within the UK. Eighteen people who are involved in the various stages of apprentice training were interviewed about mentoring practice. The data was transcribed and qualitatively analyzed. The data highlights the prevalence of informal mentoring of proteges during the period of craftspeople apprenticeship. Lack of structured mentoring programme and inadequate support from mentors were identified as the main barriers to effective mentoring. Also, building strong relationship, patience, vast industry experience and good communication skills are attributes of effective mentors. The study concludes by providing insights into its theoretical contributions and practical implications for vocational training and the construction sector.

ANALISIS PENGARUH TEMPERATUR RUANGAN DAN JENIS KEGIATAN TERHADAP CYBERSICKNESS DAN KELELAHAN FISIK

When carrying out activities in the virtual world, there is a gap between VR device technology and the human body's ability to respond to the virtual world's display, which is called cybersickness. This study uses factors that arise from outside VR, namely physical environmental factors regarding room temperature. In addition, factors that arise from within VR are also used, namely the type of work. This research is experimental with the number of volunteers as many as 9 people. The sampling technique used was purposive sampling and the volunteers had an age range between 20-25 years. The research was conducted using a virtual reality device and a heart rate meter. The variable used is the temperature variable (warm comfortable and optimal comfortable). The software used for this research is Job Simulator by simulating the type of work as a mode variable (type of work), namely office workers and store clerks. The results of the twoway ANOVA test show that the temperature variable, the mode variable, and the interaction between the two variables have no effect on cybersickness and physical fatigue. The results of the paired t-test show that the heart rate before and during the activity is the same. The results of the energy calculation show that each scenario carried out is included in the classification of "light" work levels and the results of the overall average heart rate show that each scenario carried out is included in the classification of "low/low" workload. The results of theoretical rest time calculations show that almost all volunteers do not need rest. It is concluded that playing Virtual Reality at warm and comfortable temperatures is optimal, and the office worker and store clerk job types have not caused significant cybersickness as long as the game is played for 15-20 minutes.

Transitioning to a greener labor market: Cross-country evidence from microdata

To better understand the potential consequences of the green economic transformation and green policies for workers, we construct and analyze a new set of harmonized indicators of the environmental properties of jobs using micro-level labor force survey data for a large cross-country sample of 31 countries over 2005–19. We find that greener and more polluting jobs are concentrated among small subsets of workers, individual workers rarely move from more pollution-intensive to greener jobs, and workers in green-intensive jobs earn on average 7% more than workers in pollution-intensive jobs. Stronger environmental policies are associated with a higher (lower) share of green-(pollution-)intensive jobs and appear to be even more effective when structural policies that incentivize greater flexibility in labor markets are operating. Taken together, the evidence suggests that with the right policies, the green transition for the labor market is manageable but will be tough for some workers.

Job opportunities of employees in the context of digital transformation

Digital transformation is an inevitable trend and a matter of survival for countries, organizations, businesses, and workers. In Vietnam, digital transformation, which is seen as a breakthrough opportunity in the fourth industrial revolution. Digital transformation helps Vietnam mobilize and allocate resources more effectively, adopt new knowledge, technology, and international experiences, etc. In the field of employment, under the impact of digital transformation, there are significant changes in the jobs of workers, creating both opportunities and challenges. Digital transformation generates a multitude of new jobs with more diverse forms of employment. Workers have more opportunities to change their jobs and engage in various tasks on internet platforms, thereby improving income, working conditions, etc. To seize employment opportunities, it is necessary to identify and implement appropriate solutions. This article focuses on studying the employment opportunities for workers in the context of digital transformation, aiming to clarify the theoretical basis and identify employment opportunities for Vietnamese workers in the digital transformation era.

Driving Green Job Opportunities in Sustainable Waste Management through Co-Production Strategies: Informal Recycling Workers, Municipalities, and the National Agenda—A Case Study of İzmir

Informal recycling workers (IRWs), including waste pickers (WPs) and waste sorters, are essential constituents of sustainable ecosystems in many cities in the Global South. Despite their valuable contributions to the economic and environmental dimensions of sustainable urban waste recycling, most IRWs work in precarious conditions. This paper examines recent efforts by local municipalities in Izmir to implement co-production design as a new institutional arrangement to generate green jobs for informal workers that provide high and stable incomes, job security, and social recognition. Using qualitative analyses of recent developments in the legal framework and in-depth interviews with key stakeholders, this paper identifies the following challenges associated with the current co-production efforts as its main findings: the lack of fiscal and legislative support from the central government; failure to include all IRWs in the co-production schemes; and the potential exclusion of marginalized communities due to the arbitrary requirements of a security clearance, which limit the inclusion of IRWs in co-production efforts.

Citizens’ candidates? Labour market experiences and radical right-wing candidates in the 2014 Swedish municipal elections

This article uses Swedish register data to study the labour market experiences of radical right-wing candidates standing in local elections. We look at different measures of economic insecurity (labour market participation trajectories, experience of unemployment in social networks and relative growth in the number of jobs for foreign-born workers vis-a-vis natives) and examine whether they are predictors of candidates running for the Sweden Democrats, the main radical right-wing party in Sweden, as opposed to running for mainstream political parties. We find that the labour market trajectories of such candidates are markedly different from those of mainstream party candidates. Those with turbulent or out-of-labour market trajectories are much more likely to run for the Sweden Democrats, as opposed to other parties. The same is also true for candidates embedded in social networks with higher levels of unemployment, while working in a high-skilled industry markedly lowers the probability of running for the Sweden Democrats, especially for male candidates with low educational attainment. We find mixed results for the ethnic threat hypothesis.

Influence of Work-Life Balance on Job Contentment and Organizational Loyalty in Manufacturing Companies

Work-life balance is accomplishing stability between non-public life and work. Work-existence coordination facilitated work prioritization and remained the right top reputation ideal final representation at work. Many former studies on charismatic management, work-lifestyle balance, job pleasure, and loyalty of organizations, but there are not many studies of charismatic management and work-existence balance. Research on charismatic leadership carried out within the manufacturing enterprise has not often been studied in the last 3 years. Some other distinctions that demarcate this examination from former research are the dimension of job pride variables and the usage of the weiss dimension. Primarily, the study’s objective delivers proof of the influence of charismatic management and work-existence balance on the loyalty of organizations on worker activity pride in manufacturing groups in Indonesia. The research evaluation tool used the Structural Equation version (SEM), with a pattern populace of 250 production corporation fellows in Indonesia. The outcomes that can be concluded from this look at our first, accurate charismatic management will grow worker job contentment, 2nd, a great work-existence stability will boom worker job pride, 1/3, suitable activity pleasure will escalate worker organizational dedication, fourth, charismatic. Management of an awesome work-lifestyle balance will maximize worker organizational loyalty and 5th, amazing work-lifestyle stability does not immediately escalate worker organizational dedication.

Does employment status matter for job quality? A cross-national perspective.

Dual labour market theory raises questions about the relationship between non-standard employment and job quality. While scattered empirical evidence exists, there is a paucity of systematic evidence on the relationship between workers' employment status and job quality. The authors investigated the relation between workers' employment status (e.g., open-ended, long- and short-term fixed contracts, economically dependent and independent solo self-employment, and self-employment with employees) and important dimensions of job quality (JQ) (e.g., employment prospects, physical work environment, skills and discretion, and working times quality). Cross-national variation in that relation and causes of that variation (e.g., country-level unemployment rate and labour market efficiency) were also investigated. Hierarchical regression modelling was applied using a sample of 34,094 workers from the European Working Conditions Survey 2015. The study highlighted a negative association between fixed-term contracts and JQ. For self-employed workers (except economically dependent self-employed workers) a generally positive association was observed. In this study, also positive associations were found between labour market efficiency at the country-level and some JQ indicators. National unemployment rates were negatively associated to most JQ indicators. Non-standard employment contracts exhibited poorer job quality than open-ended contracts. Stronger labour market organization centred around indicators of both flexibility and equity related to more beneficial job quality for all employment statuses, thereby promoting more labour market inclusivity.

Worker Turnover and Job Reallocation: Evidence from Matched Employer-Employee Data

Previous articleNext article No AccessWorker Turnover and Job Reallocation: Evidence from Matched Employer-Employee DataAdmasu Shiferaw and Måns SöderbomAdmasu Shiferaw Search for more articles by this author and Måns Söderbom Search for more articles by this author PDFPDF PLUS Add to favoritesDownload CitationTrack CitationsPermissionsReprints Share onFacebookTwitterLinkedInRedditEmail SectionsMoreDetailsFiguresReferencesCited by Economic Development and Cultural Change Just Accepted Article DOIhttps://doi.org/10.1086/718686 Views: 35Total views on this site HistoryAccepted December 22, 2021 PDF download Crossref reports no articles citing this article.

Internal Corporate Social Responsibility in the Spanish Computer Consultancy Industry and Its Impact on Worker Turnover

The Covid-19 pandemic has brought a new form of work that is here to stay, the remote work, this way of working favors turnover between companies since employees can work anywhere in the world regardless of where the worker lives. The aim of this paper is to analyze how internal corporate social responsibility and, particularly, human resources policies can influence the employees job satisfaction, their organizational commitment and their turnover intention. This paper can help companies know how to retain their “intellectual” capital. Methods: for this research we have used a questionnaire with a scale composed of 5 levels which has been distributed among professionals from different companies in the spanish computer consulting industry. A structural equation model was applied to test the hypothesis with the help of SmartPLS software. Results: from the analysis of the data, it is concluded that there is a positive relationship between human resources policies and workers job satisfaction, as well as a positive relationship between job satisfaction and organizational commitment and a negative relationship between workers' job satisfaction and their turnover intention, namely, the better the human resources policies, the greater the job satisfaction and minor the turnover intention. Secondly, we also observed the existence of an indirect or mediating relationship which indicates that job satisfaction has a positive impact on organizational commitment and this in turn in the turnover intention with an even greater impact than that of the direct relationship. Conclusions: from this work we can conclude that adequate human resources policies improve the employees job satisfaction, thereby improving organizational commitment and significantly reducing their turnover intention, which is very important for companies that want to retain their employees and can provide a competitive advantage over other companies in the sector.