Workforce Demographics Research Articles

The Influence of Social Change on Human Resource Management Strategies in the Digital Era

Social change in the digital era has had a significant impact on various aspects of life, including the world of work and human resource management (HR). This study aims to explore the influence of social change on HR management strategies in the digital era, as well as identify the challenges and opportunities that arise in the process of organizational adaptation. Using a qualitative approach and literature review method, this study analyzes the latest scientific literature from various trusted sources, including academic journals, textbooks, and industry reports. The results of the study indicate that social change has driven transformation in various aspects of HR management, including recruitment, retention, employee development, performance management, and organizational culture. Digitalization, shifting workforce demographics, and changing employee expectations are the main factors influencing HR strategies. Key findings include: (1) adoption of AI and big data technologies in the recruitment and selection process, (2) increased focus on work flexibility and work-life balance, (3) transformation of employee development programs towards a continuous learning and personalization model, (4) shift from traditional performance management to a more agile and real-time feedback-based approach, and (5) the importance of building an inclusive and adaptive organizational culture. The study also uncovers the ethical and social challenges that arise from the digitalization of HR practices, as well as the importance of bridging the digital divide in the workforce. In conclusion, successful organizations are those that are able to adapt their HR strategies to meet the challenges of the digital era, while maintaining a focus on the human factor as the core of effective HR management.

The Role of Grit in Developing Intrapreneurship Through the Mediation of Career Adaptability Among Generation-Z University Students

Since the latter half of the last decade, there has been a rapid transformation in workforce demographics as Generation Z enters the workplace dynamic and takes over the responsibilities of retiring Baby Boomers. However, as Generation Z employees gradually enter the workforce, organizational human resource practices have yet to evolve to address the performance issues this generation poses, resulting in higher employee turnover ratios among Generation Z employees. Despite this problem, Generation Z has a potential characteristic that will benefit organizations: intrapreneurship. This research examines the influence of grit on intrapreneurship as a valuable construct for Generation Z through the mediation of career adaptability. This research uses quantitative methods with mediation analysis. The results of this research show no direct influence of grit on intrapreneurship. When career adaptability is included as a moderator variable, the analysis results show a significance value below 0.05, which shows the role of career adaptability as a full mediator between grit and intrapreneurship. Keywords: Z Generations, intrapreneurship, grit, career adaptability

Succeeding in an Era of Volatility: Leadership Strategies for an Uncertain Future

The business landscape has undergone immense changes in recent decades due to factors like globalization, technological disruption, shifting workforce and customer demographics, and economic turbulence, creating a profoundly uncertain and volatile environment that requires constant adaptation for companies to avoid obsolescence. However, by drawing from research on complex adaptive systems and uncertainty management, the article provides strategies for cultivating agile, resilient cultures focused on embracing uncertainty and continuous adaptation to thrive amid unpredictability. Leaders must foster agility through empowering experimentation, risk-taking, and iterative learning from failures to build resilience emphasizing adaptability, interdependence, diversity, communication, and flexibility, while embracing ambiguity recognizes leaders cannot predict the future and respond to new opportunities. Continuous learning and adaptation are also critical using flexible structures, short feedback loops, and scenario planning to identify weaknesses. The article then outlines an adaptive leadership framework to assess an organization's agility, resilience, and change readiness, proposing specific actions to decentralize decision-making, accelerate innovation, strengthen networks, communicate purpose, and conduct regular assessments/reviews, demonstrated through a banking example of innovative digital platforms, startup culture, customer empowerment, and experimentation enabling thriving amid turbulence. By developing cultures focused on continuous transformation over control and adaptability, companies gain strategic flexibility to reconfigure successfully amid unpredictability.

Charting the Future of Work: Insights from a Year of Research on Leadership, Culture, and the Employee Experience

Abstract: The world of work has undergone seismic shifts in recent years, driven by rapid technological advances, changing workforce demographics, and the lasting impacts of the global pandemic. As organizations navigate this new landscape, effective leadership has never been more critical. In 2024, the Human Capital Leadership Review published a comprehensive body of research exploring the evolving role of leaders in driving organizational success and empowering their people. This article synthesizes the key themes and practical insights from Westover's articles published over the course of the year. It examines critical areas such as: Cultivating a healthy organizational culture and values alignment Developing essential leadership competencies for the 21st century Strategies for enhancing employee engagement, wellbeing, and retention Leveraging emerging technologies like AI to transform HR and talent management Navigating workplace challenges like conflict, burnout, and constant change By distilling this multifaceted research, this comprehensive overview offers a road map for leaders seeking to future-proof their organizations and bring out the best in their people. The article concludes by outlining a holistic framework for leading with humanity, empathy, and a focus on sustainable, long-term success.

The Future of Work is Forcing a Leadership Evolution

This article explores the major trends transforming the future of work through technological advancements like AI and robotics, globalization enabling distributed teams, and changing workforce demographics as younger generations and diversity alter the makeup of companies, necessitating that up to 375 million workers may need to switch jobs or acquire new skills by 2030. In response, the future of work demands new approaches to leadership that move beyond vision and problem-solving skills to emphasize soft abilities like engagement, empowerment, facilitation, and expertise in digital transformation, diversity/inclusion, lifelong learning, and virtual team management to match contemporary flat, adaptive organizational structures. Progressive companies are evolving leadership by leveraging digital tools to personalized learning and community-building, requiring that leaders effectively engage dispersed teams using technology while also fostering relationships, with a focus on developing global/cultural competence and championing inclusion, diversity, and cultures that prioritize trust, well-being, belonging and continuous development to cultivate workforce adaptability amid ongoing disruption.

A Study on Implementation and Evalutation Methods in Recruitment and Selection Process

The study examines implementation and evaluation methods used in the recruitment and selection process, focusing on best practices that improve candidate fit and organizational effectiveness. Technological advancements, changing workforce demographics, and evolving employer branding strategies have dramatically changed the recruiting landscape. Using a mixing approach, this study evaluates the current practices of many companies by combining quantitative data and qualitative data.The structured interviews of the candidate's surveillance tools, predictive analysis, and the improvement of the selection process are emphasized by major conclusions. He also emphasizes the importance of the employer and the experience of candidates who attracts the best talent, and the evaluation methods such as feedback loops and productivity measurements are optimized tactical adoption and are the goals of the organization. This is key to alignment so that a global strategy focused on data use and choice will promote more diverse and inclusive workplaces, in addition to improving workforce levels. The study concludes with a recommendation that educational institutions systematically evaluate their hiring practices to implement best practices and adapt to an ever-changing job market.

Sociological impacts of energy management at Tema Oil Refinery

The study at Tema Oil Refinery (TOR) analyzes how gender, age, and educational qualifications impact energy management. Established in 1963 and state-owned since 1977, TOR’s capabilities have notably grown post-1996 reforms. Analyzing 200 employees across key departments with a Likert-scale questionnaire and SPSS, the study finds significant gender differences in energy management views, advocating for inclusive and tailored communication. It highlights age and education's role in shaping perceptions, suggesting targeted engagement and training. The optimism of newer employees underscores the need for continuous engagement. The study recommends TOR tailor its energy management and environmental strategies to its diverse workforce demographics to improve sustainability initiative effectiveness and acceptance.

Implementing and monitoring high-quality community health worker care in adult primary care at New York City Health + Hospitals

BackgroundThis study describes how New York City (NYC) Health + Hospitals implemented a large-scale Community Health Worker (CHW) program in adult primary care clinics between January 2022 and December 2023 and established metrics to monitor program implementation. This study is timely as healthcare systems consider how to scale high-quality CHW programs.MethodsWe collected metrics in the following areas: (1) Workforce demographics, team structure, and training; (2) Enrolled patient demographics; (3) Patient-centered metrics, such as patient counts (e.g. patients outreached and enrolled) and engagement (e.g. median time in program, caseloads per CHW), and goals (e.g. median number of goals identified and completed). Metrics are based on standard data elements captured through CHW documentation in the electronic health record collected during program implementation. Data cleaning is completed using SQL queries and R scripts.ResultsIn June 2023, there were a total of 97 CHW and 22 CHW Supervisor staff lines in adult primary care across 17 healthcare sites. There were 4.6 CHWs to 1 CHW supervisor on average though this ranged by facility from 1:1 to 1:6. Compared to the population that receives primary care at NYC H + H, CHWs served more African American/Black patients (40% vs. 32%) and an older patient population (35% older than 65 vs. 21% older than 65). From January 2022 to December 2023, 13,812 patients were outreached by CHWs. Of these, 9,069 (66%) were referred by clinicians, 7,331 (53%) were enrolled, and 5,044 (37%) successfully graduated. The median number of goals identified by patients was four, and the median number of goals completed with a CHW per patient was three. The top three goals were primary care engagement (47%), specialty care engagement (46%), and food insecurity (45%).ConclusionEstablishing clear implementation and process metrics helps to ensure that CHWs embedded in health systems can meaningfully engage adult patients in health care, address patient-centered goals, and connect patients to community and government services.

COVID-19 and coworker conflict among emergency medical service clinicians.

Safety policies enacted in response to the emergence of coronavirus disease 2019 (COVID-19) have greatly affected the working environments of emergency medical service (EMS) clinicians. Our objective was to evaluate whether changes in the EMS environment during the COVID-19 pandemic were associated with increased workplace conflict. This evaluation was a cross-sectional analysis of a random sample of 19,497 national certified EMS clinicians who were selected to receive an electronic survey in April 2022. The survey included an assessment of their level of stress using the Perceived Stress Scale instrument and examined changes in their working environment they perceived had occurred due to the emergence of COVID-19. Logistic regression modeling was used to evaluate the associations between workforce demographics, infrastructure, scheduling, and policies to and COVID-19-induced coworker conflict. A total of 1686 responses were evaluated (response rate 10%). We found that COVID-19 was reported to have exacerbated conflict between coworkers in 51% of responses. Respondents who perceived an increase in coworker conflict due to COVID-19 self-reported higher levels of stress than the rest of the respondents. Perceptions of the impact of COVID-19 on conflict had also an association with the level of certification, indicating that national registered paramedics were more likely than emergency medical technicians to report coworker conflict due to COVID-19 (adjusted odds ratio [AOR] 1.30, 95% confidence interval [CI] 1.05-1.61). Multivariable analysis highlighted the impact of mandatory overtime policies, reported by 27% of the respondents and associated with higher odds of exacerbated coworker conflict in our model (AOR 2.05, 95% CI 1.62-2.60). These findings indicate that conflict can be considered a potential indicator of high levels of stress in the EMS workforce and may be a reliable signal to monitor when implementing mandates that affect EMS clinicians and their workloads.

Exploring the Gender Disparities in the Impact of Communication Skills on Job Satisfaction

Gender stereotypes are often discussed as potential explanations for disparities observed in communication, job satisfaction, and the treatment of individuals within workplace environments. This study aims to investigate the persistence of such gender differences and explore existing literature explanations. Utilizing an online questionnaire, 96 participants from diverse professional backgrounds in China were recruited for this research. The results indicate that by holding communication skill levels constant, female employees exhibit higher levels of job satisfaction. These findings underscore a significant gender disparity in how communication skills influence job satisfaction, emphasizing the importance of adopting gender-sensitive approaches to enhance workplace satisfaction and ensure equitable opportunities for all employees. Future research should delve deeper into the underlying factors contributing to these disparities and develop strategies to improve communication effectiveness and job satisfaction across diverse workforce demographics.

Remote yet connected: two focus areas for elevating organisational belonging in virtual teams

Purpose This viewpoint paper aims to provide recommendations in two key leadership areas to improve belonging and connectedness in remote teams. Design/methodology/approach This paper synthesises recent academic and contextual literature regarding virtual teams, organisational belonging and generations coupled with the authors’ practical experience as a leader within a multi-national organisation. Findings Two focus areas related to leaders as critical actors in organisations and the improvement of leaders’ social skills to drive improved socialisation, connection and belonging in the workplace. Originality/value In the changing working landscape of continued remote working, wider workforce demographics and declining organisational engagement this paper contributes to literature by presenting two key areas coupled with practical recommendations for HR professionals, leaders, and organisations to focus on to improve belonging.

The Importance of Diversity in the Physician Assistant/Associate Workforce: Examining the Profession's Growth and Trends in Demographic Composition

ABSTRACT: Introduction: Healthcare workforce diversity is essential for increasing access and reducing racial/ethnic health disparities. We examined the growth and trends in physician assistant/associate (PA) workforce demographic composition by initial year of certification. Methods: Drawing on data from the National Commission on Certification of Physician Assistants, we aggregated gender, age (1975-2020), race/ethnicity, and underrepresented in medicine (URiM) (2000-2020). Descriptive statistics of demographics were calculated by the initial certification year and assessed for trends using the Cochran-Armitage test. Results: Analyses revealed an 11.7% annual growth rate in PAs earning initial certification and a change in gender composition (23.9% to 74.2% female) from 1975 to 2020. Between 2000 and 2020, we observed significant increases (all p<0.001) in the proportions of PAs who self-identify as Asian (5.7 percentage points), Hispanic/Latino(a) (3.5 percentage points), and multiracial (2.4 percentage points). However, there was a decline (all p<0.001) in the proportions of PAs who self-identify as Black/African American (1.2 percentage points), American Indian/Alaska Native (0.1 percentage points), Native Hawaiian/Pacific Islander (0.1 percentage points), and other race (1.1 percentage points). Trend analyses revealed that the proportion of PAs identifying as URiM decreased over the past 21 years. Conclusion: Ongoing assessment of the PA workforce demographics is essential to track the progress and effectiveness of diversification initiatives.

To Study the Impact of Teamwork Effectiveness on Organizational Performance at Metalsa India Pvt. Ltd.

This study illuminates the effectiveness of teamwork on organizational performance by determining to what extent teamwork affects organizational effectiveness and the variables that moderate this relationship. The study emphasises empirical research, which quantifies the various organizational dimensions of team effectiveness. The changing workforce demographics, technology, and culture have initiated to study of the impact on organizations' performance. The findings of the study highlight a significant relationship between effective teamwork procedures and enhanced organizational performance outcomes. Therefore, this research study suggests on various implications for leaders of the organization in the decision-making process and motivates on importance of funding programs that encourage teamwork. It focuses on introducing training curricula, leadership tactics, and incentive schemes that foster and reward efficient teamwork. At the end of the study, it provides insightful information about how teamwork affects organizational effectiveness.

Key action strategies for introducing smart manufacturing to small manufacturing industries

The global business environment is undergoing significant changes due to the impact of COVID-19 and shifts in workforce demographics, making organizational change an inevitable trend. In this context, the smooth adoption of smart manufacturing in the manufacturing industry is crucial for enhancing organizational value. Through a literature review, this study consolidated key factors related to organizational innovation and the implementation of smart manufacturing. The analytic hierarchy process (AHP) was employed to identify the prioritized sequence of key strategic actions for innovative operations. The results indicated that among 27 assessment indicators, motivation is the most crucial factor for organizational innovation/change. Subsequently, organizations must also prioritize strategic human resource deployment to accelerate the development of long-term organizational goals. This study further examined solutions to ensure both talent and organizational growth during the transformation of innovation strategies.

Matching geographies and job skills in the energy transition

The changing US energy system raises concerns of job losses among fossil fuel workers. Since these employment impacts vary considerably across the US, policies must be tailored to local contexts. We develop an analytical approach to help policymakers understand the localized opportunities and challenges that energy workers may face. We first estimate the exposure of local labor markets to job displacement in fossil fuel extraction, transportation, processing, and electricity industries. We then assess the extent to which the skill sets of fossil energy workers match similarly-paying jobs with high growth in their local labor markets. We document substantial differences across local labor markets in terms of fossil fuel workforce demographics, their current job skills, and how well these skills align with those for in-demand jobs over the coming decade. We find that other than most technical skills, skills important for fossil fuel jobs typically differ from those necessary for fast-growing occupations with similar levels of pay, many of which require extensive service-oriented and management skills. Our methodology and associated analytical tools can be readily used to provide locally tailored information about skills mismatches between the existing fossil energy workforce and in-demand sectors, suggesting areas where workforce development may bear the most fruit.

THE ROLE OF LEADERSHIP STYLES IN ENHANCING WORKPLACE EFFECTIVENESS: CASE STUDY OF NIGERIAN MANUFACTURING FIRMS

Nigeria’s diverse manufacturing sector, characterized by varying organizational structures, product portfolios, workforce demographics, and market scope, necessitates nuanced leadership strategies. This study delves into the multifaceted environment of Nigerian manufacturing, emphasizing the importance of adaptive leadership practices amid dynamic industrial demands. This study aims to assess the prevalent leadership styles in Nigerian manufacturing firms, evaluate the impact of leadership styles on workplace effectiveness, and recommend context-specific leadership strategies. A mixed-method approach was employed by combining quantitative and qualitative methods. A structured questionnaire was administered to 320 participants using stratified random sampling. Statistical analyses included chi-square tests and ANOVA. Thematic analysis was applied to the qualitative responses. The results show that there are significant differences in the prevalence of leadership styles, affirming the need for diverse approaches, which significantly impact workplace effectiveness across various dimensions, emphasizing their critical role. Context-specific leadership strategies were identified through thematic analysis, highlighting the importance of tailored approaches. This study reveals the dynamic landscape of leadership styles in Nigerian manufacturing. These findings underscore the necessity of adaptive leadership to optimize workplace effectiveness. Practical recommendations offer valuable insights for leaders and policymakers and promote organizational success in this sector.

Socio-cultural Symphony in Industry: Exploring the Underlying Dynamics

Beneath the surface of tasks and procedures lies a hidden conductor shaping workplace dynamics - the sociocultural environment. This study delves into how this dynamic interplay of social and cultural factors orchestrates unique melodies within diverse industries. Drawing upon secondary sources, we examine how elements like organizational values, workforce demographics, and regional influences harmonize to create distinct workplace cultures. From manufacturing floors to tech hubs, the paper dissects how these factors manifest in collaboration patterns, leadership styles, and decision-making processes. We further explore how globalization and technological advancements add their own notes to this evolving symphony. By understanding the intricate interplay between industry specifics and sociocultural influences, this study illuminates the complex orchestra conducting our daily work lives. This deeper understanding offers valuable insights for navigating the ever-changing workplace landscape and appreciating the unique cultural melodies that resonate within each industry.

Importance of Diversity, Equity, and Inclusion in the Hepatopancreatobiliary Workforce.

Diversity is a catalyst for progress that prevents institutional stagnation and, by extension, averts descent to mediocrity. This review focuses on the available data concerning hepatopancreatobiliary (HPB) surgical workforce demographics and identifies evidence-based strategies that may enhance justice, equity, diversity, and inclusion for HPB surgeons and their patients. We report that the current United States HPB surgical workforce does not reflect the population it serves. We review data describing disparity-perpetuating hurdles confronting physicians from minority groups underrepresented in medicine at each stage of training. We further examine evidence showing widespread racial and socioeconomic disparities in HPB surgical care and review the effects of workforce diversity and physician-patient demographic concordance on healthcare outcomes. Evidence-based mitigators of structural racism and segregation are reviewed, including tailored interventions that can address social determinants of health toward the achievement of true excellence in HPB surgical care. Lastly, select evidence-based data driving surgical workforce solutions are reviewed, including intentional compensation plans, mentorship, and sponsorship.

The wildland firefighter exposure and health effect (WFFEHE) study: cohort characteristics and health behavior changes in context.

Work is an under-recognized social determinant of health. There is limited research describing US wildland firefighter (WFF) workforce demographics or how to work associates with WFF health behaviors. In this study researchers characterized a WFF cohort and tested hypotheses that WFFs used tobacco, alcohol, and sugar-sweetened beverages (SSBs) differently over the course of the fire season and that different fire crews may exhibit different behavior patterns. Researchers collected data in the field with 6 WFF crews during 2 consecutive fire seasons (2018 and 2019). WFF crews completed questionnaires before and after each season. WFFs with an initial preseason questionnaire and at least 1 follow-up questionnaire were included (n = 138). Descriptive statistics summarized WFFs' baseline demographic, employment, and health characteristics. Linear mixed models were used to test for changes in WFFs' substance use over time and assess crew-level differences. A meta-analysis of WFF longitudinal studies' population characteristics was attempted to contextualize baseline findings. WFFs were predominately male, less than 35 yr of age, non-Hispanic White, and had healthy weight. Smokeless tobacco use and binge drinking were prevalent in this cohort (52% and 78%, respectively, among respondents). Longitudinal analyses revealed that during the fire season WFFs' use of tobacco and SSBs increased and the number of days they consumed alcohol decreased. Crew-level associations varied by substance. The meta-analysis was not completed due to cross-study heterogeneity and inconsistent reporting. WFF agencies can promote evidence-based substance use prevention and management programs and modify working conditions that may influence WFF stress or substance use.

Application of gamification in work environment

Introduction: preliminary findings clearly suggest that games and gamified systems have motivational potential for workplaces. The use of gamified systems in work environments could be a positive and innovative solution to address contemporary problems in organizations such as: high levels of stress, reduced social capital, reduced loyalty and rapid changes in workforce demographics. The objective was to characterize the application of gamification in the work context. Method: a total of 23 articles in Spanish and English, from Science, Scielo and Dialnet, were reviewed; using as keywords: gamification, game, work environment, being more than 50 % of the last five years. Result: it is considered a technology with a potentially high impact in industries such as retail, media, consumer goods and marketing, manufacturing. Gamification in intra-organizational environments can affect employee attitudes and behaviors, make workplaces more attractive, create opportunities for productive collaboration, improve customer service, build loyalty, and increase productivity. Conclusions: gamification in the work environment uses game-like experiences to promote organizational and personal performance; It seems to be associated with improvements in motivation, productivity, performance, immediacy and remuneration according to true effort. However, its degree of applicability is still unclear.