Workforce Decisions Research Articles

FAKTOR-FAKTOR YANG MEMPENGARUHI TINGKAT PARTISIPASI ANGKATAN KERJA AKTIF DI INDONESIA

This study explores the factors influencing Indonesian community participation in the labor force, employing a descriptive qualitative method with data collection through literature review. Although Indonesia possesses significant human resource potential that could support economic growth and compete globally, employment issues remain a substantial challenge. Despite the increasing number of people entering the working age, the availability of job opportunities has not kept pace, leading to an imbalance between labor supply and demand. This research identifies three key factors affecting active labor force participation: unemployment, education, and minimum wage. The study is relevant to the Labor Demand Theory, which explains how imbalances in the labor market affect workforce decisions. By understanding these factors, it is hoped that the government can formulate effective policies to create new job opportunities and support economic growth and community well-being more comprehensively. This research aims to provide useful insights for policy-making that could enhance labor force participation and address employment issues in Indonesia.

DETERMINAN KEPUTUSAN PEKERJA USIA MUDA BEKERJA PADA SEKTOR PERTANIAN DAN NON-PERTANIAN (STUDI PADA PROVINSI JAWA TIMUR)

Structural transformation of the economy from traditional to modern systems will also be followed by massive structural migration of the workforce. The lack of innovation and added value in the agricultural sector has reduced the interest of young workers to work in the agricultural sector. The reform era caused the position of the agricultural sector as the basis sector in the Indonesian economy to be replaced by the non-agricultural sector which caused the paradigm of national economic development to change. East Java as one of the provinces with a large contribution to agriculture in Indonesia has also experienced a decline in terms of workforce in the agricultural sector. This study attempts to detect the determinants that impact on the workforce's decision to work in the agricultural or non-agricultural sectors. Using data from the National Labor Force Survey (SAKERNAS) from 38 districts/cities in East Java Province and using the Logit Regression analysis method, this study found that all the variables in the model have a significant influence on the decision to work in the agricultural and non-agricultural sectors.

Advanced Practice Providers in Departments of Family Medicine: Status, Supervision, and Services.

Nurse practitioners (NP), physician assistants (PA), and other advanced practice providers (APP) are one solution to meet health care workforce shortage. Our study examined clinical workforce decisions and perceptions of APPs and family physicians (FPs) from the perspective of a national survey chairs of Departments of Family Medicine. A survey was developed and distributed to family medicine department chairs as identified by the Association of Departments of Family Medicine (ADFM). In addition to demographic information, respondents were asked if their department directly employs APPs, major factors influencing departments of family medicine to hire APPs, services to patients currently being provided by APPs, and services preferentially provided by APPs. Descriptive statistics were reviewed. Bivariate analyses and Chi-square were computed comparing perceptions of APPs and FPs by how these types of health care providers are currently used in the respondent's clinical operation. The overall response rate for the survey was 48.4% (109/225). Most departments of family medicine (62.4%) use APPs. Access to care and filing gaps in team-based care are the primary factors for APP employment. Although most departments have APPs provide services that include complex chronic conditions complicated by coexisting conditions or not yet controlled, most department chairs do not prefer APPs provide these services. The role APPs in terms of specific patient care activities and services in the health care team of departments of family medicine is often in conflict with preferred roles as delineated by the chair.

HR Analytics and organizational performance: Evidence from Bangladesh

The purpose of this paper is to present empirical research on the impact of human resource analytics on organizational performance in Bangladeshi firms. Although some firms use HR analytics, it is uncertain whether HR analytics improve organizational performance. HR analytics is the use of data and analytics to improve corporate performance through HR processes and policies, using workforce data to make data-driven workforce planning and hiring decisions. 206 questionnaires were collected from professional service firms (accounting, advertising, consulting, and law firms), financial service firms (banking and insurance firms), information, communications, and technology firms, and other service firms (education, healthcare, pharmaceutical, and engineering firms) using a quantitative method. For data analysis, SmartPLS 3.2.8 and the Structural Equation Modeling (SEM) tool were utilized. The findings support the proposed chain model, which implies that access to human resource technology enables human resource analytics, which supports evidence-based management decision-making, and as a result, improves performance. The implication is to encourage organizations to invest in HR analytics by forming HR analytics teams committed to analyzing workforce data to make strategic workforce decisions about investment in HR analytics. Thus, establishing HR analytics-related goals and policies that contribute to workforce planning and recruitment in enterprises. Previous research did not focus on the perspective of HR analytics in developing nations. This paper fills that gap by presenting empirical evidence from a developing nation like Bangladesh. Keywords: Human resources analytics, organizational performance, human resource management, evidence-based decision-making, Bangladesh.

Prioritization of Species Status Assessments for Decision Support

Species status assessments are used to inform U.S. Fish and Wildlife Service (USFWS) decision making for Endangered Species Act (ESA) classification decisions, recovery planning, and more. The large number of species that require assessment and uncertainty in the data available impede the process of assigning and completing the assessments, which makes creating a multiyear work plan extremely difficult. An optimized triaging system that maximizes the use of the best available information while managing the complex ESA workload and meeting deadlines is necessary. We used a structured decision-making framework to approach the problem with the goal of creating a prioritization tool that would be effective at scheduling assessments, given the best information available and priorities of the USFWS. We collected data on the species awaiting assessment and developed a value function that incorporates existing deadlines, taxonomic uncertainty, controversy of the species, and population and habitat data availability and quality. We used a constrained linear optimization algorithm to maximize the value function and ensure that workload capacity was not exceeded. A comparison of model scenarios indicates that imposed deadlines impact the model more than capacity constraints. Additionally, differential weighting of the metrics significantly affected the outcome of the model. In the future, elicitation of metric weights should be done routinely before the model is run for use in official planning to ensure alignment with current USFWS priorities. Output from this optimization can be used to inform a five-year work plan, allocate resources, and discuss workforce decisions. History: This paper has been accepted for the Decision Analysis Special Issue on Decision Analysis to Advance Environmental Sustainability. Funding: This work was funded via an inter-agency agreement between the USFWS and the USGS and subsequently by a Research Work Order contract between the USGS and the University of Florida [Grant G21AC00016].

Analysis Of The Influence Of Workers' Decisions To Do Commuter Migration: Literature Study

Commuter migration is the occupation of residents from their place of residence to another place or another city and returns to their place of residence on the same day. The main factors that influence someone to do commuter migration are social and economic motives. This study aims to describe and find out social and economic phenomena that influence a person's decision to migrate commuters. This study uses a qualitative method with a literature study approach, namely regarding descriptive analysis according to the research topic by looking at how the influence of workers' decisions to migrate commuters. The results showed that income level, education level, employment opportunities, age, and marital status had a significant influence on the workforce's decision to migrate commuters.

The 2013 to 2019 Emergency Medicine Workforce: Clinician Entry and Attrition Across the US Geography

We sought to identify longitudinal trends in workforce entry and attrition among rural and urban emergency physicians, nonemergency physicians, and advanced practice providers. We performed a repeated cross-sectional analysis, from 2013 to 2019, of emergency clinicians who received reimbursement for at least 50 Evaluation and Management services [99281-99285] from Medicare part B within any study year. We calculated the emergency workforce's entry and attrition rates annually. Entry was defined as clinicians newly entering or re-entering the workforce, and attrition was defined as clinicians leaving permanently or temporarily. We stratified the analyses by rural designation and assessed the proportions and state-level changes in clinician density. In total, 82,499 unique clinicians performed at least 50 Evaluation and Management services within any of the 7 study years examined, including 47,000 emergency physicians, 9,029 nonemergency physicians, and 26,470 advanced practice providers. Emergency physicians made up a decreasing proportion of the workforce (68.1% in 2013; 65.5% in 2019), and advanced practice providers made up an increasing proportion of the workforce (20.9% in 2013; 26.1% in 2019). Annually, 5.9% to 6.8% (2,186 to 2,407) of emergency physicians newly entered and 0.8% to 1.4% (264 to 515) re-entered the workforce, whereas 3.8% to 4.9% (1,241 to 1,793) permanently left and 0.8% to 1.6% (276 to 521) temporarily left. Additionally, the total proportion of clinicians practicing in rural designations decreased, and advanced practice providers separately made up a substantially increasing proportion of the rural workforce (23.0% in 2013; 32.7% in 2019). Substantial state-level variation existed in the supply and demand of emergency clinician densities per 100,000 population. The annual rate of emergency physician attrition was collectively more than 5%, well above the 3% assumed in a recently publicized projection, suggesting a potential overestimation of the anticipated future clinician surplus. Notably, the attrition of emergency physicians has disproportionately affected vulnerable rural areas. This work can inform emergency medicine workforce decisions regarding residency training, advanced practice provider utilization, and clinician employment.

Workforce needs and estimated costs/savings for nutrition care in chronic kidney disease-stage 3 through maintenance dialysis.

The role of nutrition in chronic kidney disease (CKD) is well known. However, controversies, misconceptions, and gaps in the literature exist regarding the workforce required to provide nutrition care in CKD. This paper reviews the existing literature on this topic, focusing primarily on the United States. Topics covered in this review include the qualifications and services of the registered dietitian nutritionist (RDN), to which specific patients nutrition care should be provided in CKD and on dialysis, barriers to the utilization of nutrition services, the quantity of nutrition care needed to improve patient outcomes, and the risks of provider burnout. Controversies include whether more staffing is associated with better care and the best measures of staffing. The topics are supported with estimations for the economic impact and practicality of workforce decisions.

The Importance of Qualitative Research Approaches to Gig Economy Taxation

As the United States tax system continues to grapple with how to tax workers in the gig economy, it confronts a number of questions about the nature and composition of the sector as well as the tax issues confronted by its participants. Many of these questions have proven difficult to answer due to a lack of adequate information. But the answers are important and will shape how tax and other areas of law (such as employment law, labor law, and antitrust) respond to the gig economy. Thus, the question of how to obtain the data and information necessary to formulate sound policies for gig work is vital. This chapter discusses the limitations of quantitative empirical research on the gig economy and argues that incorporating more qualitative approaches will help generate a more comprehensive understanding of the tax policy issues involved. Adoption of a diverse set of research approaches is crucial because the administrative tax return and labor survey data are incomplete and are shaped by prior decisions of gig economy firms and participants. Many questions remain that such quantitative data, by its very nature, cannot answer. This chapter first identifies the key tax issues at stake in the gig economy, including tax administration, worker classification, and tax impacts on workforce decisions. It then discusses the key ways in which quantitative approaches do not fully capture the tax issues at stake. Finally, it details how qualitative research methods such as interviews and case studies can flesh out gaps in the quantitative data, can help interpret quantitative data, and can help answer questions that extend beyond the scope of quantitative data, yielding a richer account of gig economy tax issues than that provided by quantitative tax administrative and labor survey data alone.

Genomics in Patient Care and Workforce Decisions in High-Level Isolation Units: A Survey of Healthcare Workers.

The impact of host genomics on an individual's susceptibility, immune response, and risk of severe outcomes for a given infectious pathogen is increasingly recognized. As we uncover the links between host genomics and infectious disease, a number of ethical, legal, and social issues need to be considered when using that information in clinical practice or workforce decisions. We conducted a survey of the clinical staff at 10 federally funded Regional Ebola and Other Special Pathogen Treatment Centers to understand their views regarding the ethical, legal, and social issues related to host genomics and the administrative and clinical functions of high-level isolation units. Respondents overwhelmingly agreed that genomics could provide valuable information to identify patients and employees at higher risk for poor outcomes from highly infectious diseases. However, there was considerable disagreement about whether such data should inform the allocation of scarce resources or determine treatment decisions. While most respondents supported a confidential employer-based genomic testing system to inform individual employees about risk, respondents disagreed about whether such information should be used in staffing models. Respondents who thought genomic information would be valuable for patient treatment were more willing to undergo genetic testing for staffing purposes. Most respondents felt they would benefit from additional training to better interpret results from genetic testing. Although this study was completed before the COVID-19 pandemic, the responses provide a baseline assessment of provider attitudes that can inform policy during the current pandemic and in future infectious disease outbreaks.

Motivating factors behind skill mix change: results from a practice managers' survey in England.

The expansion of the primary care workforce by employing a varied range of practitioners ('skill mix') is a key component of the General Practice Forward View (GPFV). The extent of skill mix change and where that has occurred has been examined using publicly available practice level workforce data. However, such data does not provide information regarding specific motivating factors behind employment decisions for individual practices nor future workforce plans. To identify key motivating factors behind practice workforce decisions and their future workforce plans. An online questionnaire was sent to practice managers in England. Data collection is ongoing; however, 1000 practices have responded to the survey so far. The questionnaire was composed of questions related to current workforce, motivating factors behind employment decisions, planned future workforce changes, financial assistance with employing staff (for example, HEE or CCG funding) and ideal workforce. Early results indicate that practices that have employed physician associates have done so to increase appointment availability (78% of practices) and release GP time (68%). Sixty-six per cent of practices who have employed pharmacists have received some form of financial assistance with 21% of practices still receiving assistance. When asked to construct an ideal workforce, 'new' roles accounted for 20% of that workforce on average, which is a significantly larger proportion than those roles currently account for. Although data collection and analysis are ongoing, the results of the survey provide novel insights into the underlying motivating factors behind employment decisions, specifically for new roles such as pharmacists, PAs and paramedics.

Expanding paid sick leave programs in the wake of COVID-19

The COVID-19 pandemic is having a profound effect on the U.S. workforce. Employers are struggling to make workforce decisions with the added constraint of preventing further spread of the virus, including the number of employees needed to operate at less-than-capacity and the number of employees that can work from home. Existing company policies and employment contracts may not effectively address employees’ personal experience with a situation like COVID-19, which may include a medical diagnosis of the virus, the need to quarantine due to exposure to another infected person, or the need to care for a child whose school or daycare is shut down due to the pandemic. In this paper, we explore the implications of the COVID-19 pandemic for employers providing paid sick leave and paid family medical leave. Employers are facing a growing number of lawsuits alleging noncompliance with the Families First Coronavirus Response Act (FFCRA). Paid sick leave mandates may be increasing employers’ exposure to employment practices liability insurance (EPLI), thus further complicating the legal considerations for employers as they navigate evolving guidelines for employee safety in the midst of a pandemic.

Likelihood of rural practice in medical school entrants with prior tertiary experience

Background: Workforce decisions of medical students with prior tertiary education, relative to those without, are not known.Methods: Rural workforce outcomes for three separate streams of medical students were compared: school leaver entry (SLE) entered medical school direct (N = 682), non-standard entry (NSE) had some prior tertiary education (N = 123), and graduate entry (GE) (N = 317), had a prior completed degree. All students were at least in postgraduate year 3 in 2018, when current urban or rural medical workforce participation was ascertained.Results: Multivariate logistic regression allowing for the influences of rural background, rural clinical school participation, gender, being born overseas, socioeconomic status, and being a bonded rural scholar, showed that NSE students and GE students had increased odds of being in rural practice relative to SLE students. This increase was more than three-fold for NSE students (OR = 3.41, 95% CI 1.94, 5.99, p < 0.001) and greater than two-fold for GE students (OR = 2.54, 95% CI 1.57, 4.10, p < 0.001).Conclusion: Graduates with prior tertiary education were more likely to enter the rural medical workforce than direct school entrants. This suggests that increasing graduate entry programs may augment the rural medical workforce and that undergraduate programs allowing non-standard entry may have the same benefit.

A bi-objective model for sustainable logistics and operations planning of WEEE recovery

The Triple-bottom-line concept suggests that firms must consider the environmental and social impacts of their decisions, beside the economic aspects. Hence, the sustainability of the firms’ operations can be reached. The purpose of this study is to develop a bi-objective, multi-product and multi-period mixed-integer model for the operations planning of electrical-electronic waste (WEEE) recovery facilities, by considering social (workforce) constraints. Main objective is the minimization of net recycling and logistics costs offset by the profit earned by recovered material sales, and second objective is the maximization of hazardous materials recovery. Collection of used products from the specified regions is decided and the required machine-hours, inventory and workforce decisions are made. Besides, both weight-based and unit-based WEEE recovery targets are separately considered, as a unique aspect. A sensitivity analysis is conducted with various scrap prices to understand operations planning in changing conditions. Results show that weight-based targets enhance recovery amounts.

Stochastic Optimization Models for Workforce Planning, Operations, and Risk Management

A framework for unified decision making under uncertainty that supports financial planning, operations management, and risk management for workforce applications is proposed and analyzed. The management of enterprise workforce is conducted at the granularity of cohorts of individuals with similar attributes of interest. A time inhomogeneous Markov chain is developed to model the evolution of these cohorts over time. Stochastic control problems based on versions of the controlled Markov chain are formulated to maximize profit under a set of workforce decisions. Extensive data analysis and innovative computational approaches enable us to solve these stochastic control problems for large-scale systems, with real-world business case studies demonstrating the use of this unified decision support capability for large-scale enterprises.

A theoretical framework for the interpretation of pharmacist workforce studies throughout the world: The labor supply curve.

Despite geographic, financial, and cultural diversity, publications dealing with the pharmacist workforce throughout the world share common concerns and focus on similar topics. Their findings are presented in the literature in a seemingly unrelated way even though they are connected to one another as parts of a comprehensive theoretical structure. The purpose of this paper is to develop a theoretical model that relates some of the most salient topics addressed in the international literature on pharmacist workforce. The model is developed along two fundamental ideas. The first identifies the shape and location of the pharmacist's labor supply curve as the driving force behind all workforce decisions undertaken by pharmacists; the second argues that gender and age differences are two of the most important factors determining the shape and location of this supply curve. The paper then discusses movements along the curve attributed to changes in the wage rate, as well as displacements of the curve attributed to disparities in personal characteristics, investments in human capital, job-related preferences, opinions and perceptions, and institutional rigidities. The focus is on the individual pharmacist, not on groups of pharmacists or the profession as a whole. Works in multiple countries that address each topic are identified. Understanding these considerations is critical as employers' failure to accommodate pharmacists' preferences for work and leisure are associated with negative consequences not only for them but also for the healthcare system as a whole. Possible consequences include excessive job turnover, absenteeism, decreased institutional commitment, and lower quality of work.

The Application of MBSE to Inform Workforce Decision Making

AbstractA novel application of Model Based Systems Engineering (MBSE) to a workforce context is presented. The DoDAF 2.02 metamodel (DM2) and associated architectural views are used to communicate key workforce information and relationships. This is implemented through a model‐centric system engineering methodology that ensures a common language, traceability, rationale and data integrity. Preliminary results indicate benefits to multiple stakeholders from organisational leaders to human resource professionals. Decisions relating to workforce design, development and realignment can be based on better understanding of interdependencies and traceability to organisational objectives.

A New Metric for Quantifying the Relative Impact of Risk Factors on Loss of Working Life Illustrated in a Population of Working Dogs.

In a resource-limited world, organisations attempting to reduce the impact of health or behaviour issues need to choose carefully how to allocate resources for the highest overall impact. However, such choices may not always be obvious. Which has the biggest impact? A large change to a small number of individuals, or a small change to a large number of individuals? The challenge is identifying the issues that have the greatest impact on the population so potential interventions can be prioritised. We addressed this by developing a score to quantify the impact of health conditions and behaviour problems in a population of working guide dogs using data from Guide Dogs, UK. The cumulative incidence of different issues was combined with information about their impact, in terms of reduction in working life, to create a work score. The work score was created at population-level to illustrate issues with the greatest impact on the population and to understand contributions of breeds or crossbreeds to the workforce. An individual work deficit score was also created and means of this score used to illustrate the impact on working life within a subgroup of the population such as a breed, or crossbreed generation. The work deficit scores showed that those removed for behavioural issues had a greater impact on the overall workforce than those removed for health reasons. Additionally trends over time illustrated the positive influence of interventions Guide Dogs have made to improve their workforce. Information highlighted by these scores is pertinent to the effort of Guide Dogs to ensure partnerships are lasting. Recognising that the scores developed here could be transferable to a wide variety of contexts and species, most notably human work force decisions; we discuss possible uses and adaptations such as reduction in lifespan, quality of life and yield in production animals.

Canadian Paediatric Neurology Workforce Survey and Consensus Statement.

Little knowledge exists on the availability of academic and community paediatric neurology positions. This knowledge is crucial for making workforce decisions. Our study aimed to: 1) obtain information regarding the availability of positions for paediatric neurologists in academic centres; 2) survey paediatric neurology trainees regarding their perceptions of employment issues and career plans; 3) survey practicing community paediatric neurologists 4) convene a group of paediatric neurologists to develop consensus regarding how to address these workforce issues. Surveys addressing workforce issues regarding paediatric neurology in Canada were sent to: 1) all paediatric neurology program directors in Canada (n=9) who then solicited information from division heads and from paediatric neurologists in surrounding areas; 2) paediatric neurology trainees in Canada (n=57) and; 3) community paediatric neurologists (n=27). A meeting was held with relevant stakeholders to develop a consensus on how to approach employment issues. The response rate was 100% from program directors, 57.9% from residents and 44% from community paediatric neurologists. We found that the number of projected positions in academic paediatric neurology is fewer than the number of paediatric neurologists that are being trained over the next five to ten years, despite a clinical need for paediatric neurologists. Paediatric neurology residents are concerned about job availability and desire more career counselling. There is a current and projected clinical demand for paediatric neurologists despite a lack of academic positions. Training programs should focus on community neurology as a viable career option.

FEMALE LABOR FORCE PARTICIPATION AND GENDER WAGE DISCRIMINATION

1. IntroductionOn the whole gender dissimilarities in labor market experience comprise a relevant segment of the gender wage gap. Reductions in the gender experience gap assist in explaining the comparable decrease in the gender wage differential. Established gender roles and women's more significant accountability for nonmarket perfor mance (Howe, 2015; Nicola escu, 2015) may adversely influence their labor market outcomes apart from their effect of labor force attachment. A diminished share of women at important levels may be as a result of bias or sophisticated obstacles confronting women but may also indicate important work-family disputes for them that cut down their efficiency and/or concern for high-level jobs. If wages are variable, inequity may generate inferior pay for women, but create little or no discrimination. If biased segregations against women in conventionally male occupations are both powerful and rampant (Popescu, Comanescu, and Sabie, 2016), women are likely to be eliminated from these sectors. If such discrimination takes place, it may or may not be related to gender pay gaps. In the occurrence of adequate hiring chances in the female sector, fairly competent women may gain no less than men. (Blau and Kahn, 2016)2. Organizational and Establishment-level Schemes and Practices as Crucial Drivers of Work-based Gender InequalityGender dissimilarities in wage-related features give a reason for the inferior wages earned by women at the bottom of the wage allotment. The dispersion of r elative wa ges in t he public spher e chiefly indica t es t he relative labor market position of low-wage individuals and is unclarified by the wagerelated features of high-wage employees. Gender dissimilarities in labor market experience fully clarify the inferior relative wages of women hired in the private sphere. (Baron and Cobb-Clark, 2010) A significant characteristic of the gender wage differential is its advancement throughout the life cycle as a role of labor market experience. The gender wage differential is rather insignificant when employees are inexperienced and it amplifies with their age, whereas the gender wage differential for employees who work uninterruptedly full time declines with age. Human capital acquired with labor market experience is instrumental in clarifying the gender earnings gap. Employment expenses increase the gender dissimilarities in options and skills (Ionescu, 2016a, b) a nd is the most r eleva nt comp onent inf luencing the gender earnings gap. Signaling is a significant element in labor force participation: women take part less when data is balanced than they participate when it is private. The most relevant component influencing the gender earnings gap is the gender dissimilarities in human capital acquired in both the labor market and at home. (Gayle and Golan, 2012)The discrimination of jobs and occupations is the imminent reason of numerous types of gender disparity. Women's access to organizational power arrangements is associated with models of workplace inequality. Granting magnitude may boost bureaucratization and diversity in the division of labor (Nica and Molnar, 2016), it is progressively associated with both external, normative constraints toward gender assimilation and particular organizational practices that operate internally to neutralize attribution. Large organizations may supply a setting that fortifies any beneficial impacts of female managers on the integration rate by furnishing the means for them to enforce impartiality in employment and promotion. Growth alters the structure of labor lines within establishments (Lazaroiu, 2015a, b), boosting managers' competence to make important workforce decisions. Endeavors by ambitious and wellpositioned female managers to produce change may be hindered by inactive or declining chances for women. (Huffman, Cohen, and Pearlman, 2010) As a result of the relationship of congeniality with powerfully stipulated and contrasting interactive patterns for men and women (Popescu, 2016), the impact of congeniality on earnings may be pretty distinct for women than for men. …